Ageism is a common phenomenon in the workplace, despite being unethical. Although previous studies have explored the many negative effects of ageism on employees, employee silence has rarely been empirically tested as a negative outcome. Therefore, we explored the positive relationship between ageism and employee silence and its underlying mechanism. A total of 416 working adults completed two time-lagged surveys, with items measuring ageism, work alienation, organizational commitment, and employee silence, administered four weeks apart. (...) The results indicate that work alienation and organizational commitment have serial mediating effects on the relationship between ageism and employee silence. Ageism led to employees experiencing more work alienation, leading to harmful consequences for their organizational commitment and to employee silence. We discuss the theoretical and practical implications of our findings in this paper. (shrink)

Despite burgeoning interest in employee silence, there are still significant gaps in our understanding of (a) the antecedents of employee silence in organizations and (b) the implications of engaging in silence for employees. Using two experimental studies (Study 1a, N = 91; Study 1b, N = 152) and a field survey of full-time working adults (Study 2, N = 308), we examined overall justice as an antecedent of acquiescent (i.e., silence motivated by futility) and (...) quiescent silence (i.e., silence motivated by fear of sanctions). Across the studies, results indicated that overall justice is a significant predictor of both types of silence in organizations. Furthermore, Study 2 indicated that the implications of silence extend beyond the restriction of information flow in organizations to include employee outcomes. Specifically, acquiescent silence partially or fully mediated the relationship between overall justice perceptions and emotional exhaustion, psychological withdrawal, physical withdrawal, and performance. Quiescent silence partially mediated these relationships, with the exception of performance. The theoretical and practical implications of these findings for both the justice and silence literatures are discussed. (shrink)

As a common organizational phenomenon, employee silence behavior has various negative implications for organizations, making it critical to understand what factors can reduce employee silence. Drawing upon self-verification theory, this study explores the inhibiting effect of moral identity on silence via felt obligation towards organization. Meanwhile, we also examine the moderating effect of corporate social responsibility perception. We collected three waves of data with a two-month interval from 402 Chinese employees. Results indicated that moral identity (...) positively predicted felt obligation towards organization, which in turn negatively predicted silence behavior. The negative indirect effect of moral identity on silence behavior via felt obligation towards organization was moderated by corporate social responsibility perception. Specifically, this indirect effect was stronger when employees perceived a higher level of corporate social responsibility. By integrating self-verification theory with silence behavior research, our findings provide important insights into the prevention of employee silence behavior in organizations. (shrink)

Silence in organizations refers to a state in which employees refrain from calling attention to issues at work such as illegal or immoral practices or developments that violate personal, moral, or legal standards. While Morrison and Milliken (Acad Manag Rev 25:706–725, 2000) discussed how organizational silence as a top-down organizational level phenomenon can cause employees to remain silent, a bottom-up perspective—that is, how employee motives contribute to the occurrence and maintenance of silence in organizations—has not yet (...) been given much research attention. In this paper, we argue that this perspective is a meaningful complementation of the existing literature and that it is sensible to conceptualize distinct forms of employee silence (Pinder and Harlos, Research in personnel and human resources management. JAI Press, Greenwich, 2001; van Dyne et al., J Manag Stud 40:1359–1392, 2003). Drawing on past research and theory we conceptualize four forms of employee silence, namely quiescent, acquiescent, prosocial, and opportunistic silence. We present scales to assess the four forms and provide empirical tests for their distinctiveness and patterns of relationships to various correlates and potential antecedents and consequences. (shrink)

Silence in organizations refers to a state in which employees refrain from calling attention to issues at work such as illegal or immoral practices or developments that violate personal, moral, or legal standards. While Morrison and Milliken (Acad Manag Rev 25:706–725, 2000) discussed how organizational silence as a top-down organizational level phenomenon can cause employees to remain silent, a bottom-up perspective—that is, how employee motives contribute to the occurrence and maintenance of silence in organizations—has not yet (...) been given much research attention. In this paper, we argue that this perspective is a meaningful complementation of the existing literature and that it is sensible to conceptualize distinct forms of employee silence (Pinder and Harlos, Research in personnel and human resources management. JAI Press, Greenwich, 2001; van Dyne et al., J Manag Stud 40:1359–1392, 2003). Drawing on past research and theory we conceptualize four forms of employee silence, namely quiescent, acquiescent, prosocial, and opportunistic silence. We present scales to assess the four forms and provide empirical tests for their distinctiveness and patterns of relationships to various correlates and potential antecedents and consequences. (shrink)

Although extant literature has covered the differences between unethical behaviors in relation to perpetrators and targets, most of this research has not considered the effects of observed unethical behaviors on employees. In this study, we focus on observed unethical behaviors of peers targeted at their organization and examine how witnessing a peer engage in an organizationally targeted unethical behavior would impact the observer. Drawing on cognitive appraisal theory, we propose that organizational identification will inform emotions, which in turn will shape (...) employee silence, depending on how employees appraise the observed unethical behavior. We theorize that peer unethical behaviors would induce anger, anxiety, and vicarious shame, which will guide employees’ quiescent and prosocial silence behaviors. In addition, we suggest that the proposed relationships would vary with the level of organizational identification. With a sample of 329, results from a between-subject scenario study generally supported our hypotheses. There was a combined effect of peer unethical behaviors and organizational identification on anger, anxiety, and shame, which in turn led to employee silence in the cases of anxiety and shame. (shrink)

Prior research on citizenship behavior has mainly focused on its voluntary side—organizational citizenship behavior. Unfortunately, although compulsory behavior is a global organizational phenomenon, the involuntary side of CB—compulsory citizenship behavior, defined as employees’ involuntary engagement in extra-role work activities that are beneficial to the organization : 77–93, 2006)—has long been neglected and very little is known about its potential negative consequences. Particularly, research on CCB–counterproductive work behavior association is still in its nascent stage. Therefore, drawing on moral disengagement theory and (...) social exchange theory, we firstly attempt to systematically investigate how and when CCB leads to CWB. Specifically, we see employee silence as a critical form of passive CWB and propose a moderated mediation model. In the model, CCB predicts silence through MD—a set of cognitive mechanisms that deactivate moral self-regulatory processes, with the Chinese culture-specific concept of supervisor–subordinate guanxi, which captures the supervisor–subordinate non-work-related personal ties, acting as the contextual condition. Two-wave data collected from a sample of 293 employees in 17 manufacturing firms in China supported our hypotheses. The results revealed that the more employees experienced compulsory feelings caused by CCB, the more they morally disengaged and, in turn, resorted to avoidant or passive responses as a coping strategy. Further, s–s guanxi serves as a reverse moderator in that high s–s guanxi mitigates the destructive impact of CCB, makes employees less inclined to morally disengage, and thereby largely prevents them from practicing workplace silence behavior. Implications for theory and intervention strategies for practice are discussed. We also propose several promising avenues for future research. (shrink)

The paper studies how leaders can break employee silence. Drawing upon self-determination theory, we argue that empowering leadership can activate employees’ intrinsic motivation such that employees are more willing to break the silence at work; furthermore, the effect is stronger when employees have high levels of job autonomy. We collected time-lagged and multi-source data in a large company to test our hypotheses. The results show that empowering leadership can reduce employee silence through enhancing their intrinsic (...) motivation. The mediation effect and and the boundary effect of job autonomy on the mediation effect are all supported. This paper contributes to the literature on leadership, employee silence, and job design characteristics. (shrink)

The purpose of this paper is to explore the relationship between workplace bullying and employee silence as well as its mechanism. This paper collects data from 322 employees of three Chinese enterprises in two waves, with a 2 months interval between the two waves. Moreover, this paper uses confirmatory factor analysis, a bootstrapping mediation test, a simple slope test, and other methods to verify the hypothesis. We find that: WB is positively correlated with ES; psychological safety and affective (...) commitment mediated the relationship between WB and ES, respectively, and these two variables have a chain mediating effect in the above relationship; and a forgiveness climate moderates this chain mediating effect by weakening the negative impact of WB on PS. Our findings can effectively guide organizations to ultimately adjust their management style, pay attention to employees’ cognitive and emotional resources, and formulate some measures to curb WB in organizations. (shrink)

Extant studies of corporate hypocrisy have largely overlooked its implications for employees until recently. Drawing upon social information processing theory, we theorize the impact of corporate hypocrisy on employee silence—an employee behavior potentially detrimental to both organizations and society, as well as the underlying mediating and moderating mechanisms. We empirically tested our hypotheses with two studies. In Study 1, we found that corporate hypocrisy was positively related to employee silence through both employee cognitive trust (...) and employee prosocial motivation. In Study 2, we revealed that consumer pressure weakened the mediating roles of employee cognitive trust and prosocial motivation, while regulatory pressure strengthened these roles. Overall, this study sheds light on whether, how, and when employees remain silent when they perceive corporate hypocrisy. Implications for theory and practice are discussed. (shrink)

Employees remaining silent about ethical aspects of work or organization-related issues, termed employee ethical silence, perpetuates misconduct in today’s business setting. However, how and why it occurs is not yet well specified in the business ethics literature, which is insufficient to manage corporate misconducts. In this research, we investigate how and when exploitative leadership associates with employee ethical silence. We draw from the conservation of resources theory to theorize and test a cognitive resource pathway (i.e., work (...) meaningfulness) and a moral resource pathway (i.e., moral potency) to explain the association between exploitative leadership and employee ethical silence. Results from two studies largely support our hypotheses that work meaningfulness and moral potency mediate the effect of exploitative leadership on ethical silence contingent on performance reward expectancy. Theoretical and practical implications are thoroughly discussed in the paper. (shrink)

This study investigates why and when employees’ observations of supervisors’ ostracism of coworkers elicit their own feelings of guilt. In this connection, observers’ silence might function as a mediator, and leader–member exchange quality could moderate the process. The tests of these predictions rely on two studies, undertaken in Pakistan: a temporally separated field study using three-wave data (N = 219) and a scenario-based experiment (N = 118). The combined results indicate that employees feel guilty for remaining silent when they (...) witness supervisor ostracism of other colleagues. The positive relationship between such observations of supervisor ostracism and silence behavior is more pronounced among employees who enjoy high-quality relationships with their supervisor. In addition to establishing key theoretical insights, this article alerts organizations to a critical mechanism (silence to avoid upsetting supervisors) by which employees’ observations of how supervisors ostracize others can escalate into their own sense of guilt. (shrink)

This paper is an outcome of the business ethics course conducted during the third semester of the MBA course and aims to examine how a subordinate employee’s response, either by raising a concern or being quiet to repeated misbehavior of the leader, impacts an organization. Primary data was collected from the employees of mid-sized IT companies in India using a five-point Likert scale questionnaire. Structural equation modeling has been used to analyze the data. Mediation analysis has been conducted to (...) verify the mediating role of organizational culture. It is found that if an employee feels safe in an environment, they open up to suggestions or else suppress their thoughts to escape repercussion. The analysis shows that silence and voice in an organization have an impact on the organization’s culture. The implications of this study show that leaders violate the integrity of the organization by vandalizing the organization's objectives, outcomes, assets, and well-being of the co-employees. Previous studies have not focused on the mediating role of organizational culture on employee voice or silence. (shrink)

This study explores the psychological mechanism underlying and the boundary condition affecting the relationship between leader unethical pro-organizational behavior (UPB) and subordinate silence. Drawing on social cognitive theory (SCT), we posit that leader UPB may decrease subordinate moral ownership, which in turn might trigger subordinate silence; we further hypothesize that corporate social responsibility (CSR) directed toward employees may weaken the relationship between leader UPB and subordinate moral ownership as well as the indirect relationship between leader UPB and subordinate (...) silence via subordinate moral ownership. A time-lagged survey of a sample consisting of 304 leader–subordinate dyads located in China supports the hypothesized moderated mediation model. This research explores the consequences of UPB and provides guidelines for practitioners. (shrink)

Previous research has shed light on the detrimental effects of abusive supervision. To extend this area of research, we draw upon conservation of resources theory to propose a causal relationship between abusive supervision and psychological distress, a mediating role of psychological distress on the relationship between abusive supervision and employee silence, and a moderating effect of the supervisor–subordinate relational context on the mediating effect of abusive supervision on silence. Through an experimental study, we found the causal path (...) linking abusive supervision and psychological distress. Results of both the experimental study and a field study provided evidence that psychological distress mediated the relationship between abusive supervision and silence. Lastly, we found support that this mediation effect was contingent upon the relational context in Study 2 but not in Study 1. We discuss implications for theory and practice. (shrink)

Combinant des méthodes employées en ethnoscience et en sociolinguistique, cet article formule une hypothèse destinée à expliquer pourquoi, dans certains types de situations, les membres de la société apache occidentale s’abstiennent de parler. En dépit de l’extrême insuffisance des données interculturelles sur le silence, certaines preuves recueillies suggèrent que cette hypothèse peut également s’appliquer à d’autres sociétés.

This article reports the findings from a study that investigates the relationship between ethical climates and police whistle-blowing on five forms of misconduct in the State of Georgia. The results indicate that a friendship or team climate generally explains willingness to blow the whistle, but not the actual frequency of blowing the whistle. Instead, supervisory status, a control variable investigated in previous studies, is the most consistent predictor of both willingness to blow the whistle and frequency of blowing the whistle. (...) Contrary to popular belief, the results also generally indicate that police are more inclined than civilian employees to blow the whistle in Georgia - in other words, they are less inclined to maintain a code of silence. (shrink)

In recent times, whistleblowing has become one of the most popularly debated issues of business ethics. Popular discussion has coincided with the institutionalisation of whistleblowing via legal and administrative practices, supported by the emergence of academic research in the field. However, the public practice and knowledge that has subsequently developed appears to construct a dichotomy of whistleblowing/silence ; that is, an employee elects either to ‘blow the whistle’ on organisational wrongdoing, or remain silent. We argue that this public (...) transcript of whistleblowing/silence overshadows the importance of continuing research into alternative (individual or collective) employee behaviour. Drawing on original research with a financial services organisation, our research uncovers a dissenting discourse that operates through implicit communication, such as codes, sarcasm and jokes. We suggest that this hidden transcript offers significant opportunities for employees to act ethically, and offers the potential to sustain an ethical organisational culture. (shrink)

Behind the frequent occurrence of business scandals, it is often the silence and connivance of organizational immorality. Moral voice, a kind of employee active moral behavior, inhibits and prevents the organizational unethical phenomenon. Some researchers have sought to explore how to arouse employee moral voice. However, the limited studies mainly investigated the antecedents of leadership styles, ignoring the impact of the organizational factor on moral voice. Based on the self-determination theory, the current study constructs a theoretical model (...) about how socially responsible human resource management (SRHRM) affects employee moral voice via autonomous motivation and controlled motivation and further considering the moderating role of person–organization value fit. From a two-stage research method and the analysis of 260 valid data, we found that SRHRM promoted employee moral voice and this positive linkage was mediated by autonomous motivation but not by controlled motivation. Besides, the findings also revealed that person–organization fit moderated the indirect influences of SRHRM on moral voice via autonomous motivation, such that the indirect influence was stronger for a high level of person–organization value fit than the low level of person–organization value fit. Some theoretical and practical implications also be discussed. (shrink)

RESUMEN Este trabajo reivindica el interés teórico de los relatos de empleados en el sector servicios, donde exponen el sufrimiento y malestar que conllevan las condiciones laborales a las que están sometidos. En conexión con este fenómeno, se somete a crítica un modelo de Estado que permanece indiferente al sufrimiento de los cuerpos laborantes, al identificar lo que acontece en el ámbito profesional como un asunto privado, en una línea próxima a la distinción entre lo público y lo privado de (...) Hannah Arendt. Así mismo, se presenta la necesidad de cuestionar el neoliberalismo, desde la confianza en la validez de las instituciones republicanas, con vistas a objetivar el dolor y el sufrimiento en el ámbito laboral, que no deberían ser considerados como meros sentimientos subjetivos. Este cuestionamiento se asume como una tarea necesaria para fomentar nuevos modelos sostenibles de subjetividad. ABSTRACT The article affirms the theoretical interest of the narratives of employees in the services sector, in which they express the suffering and dissatisfaction caused by their labor conditions. With respect to this phenomenon, the paper carries out a critique of a model of State that is indifferent to the suffering of working bodies by considering that what takes place in the professional field is a private matter. Likewise, it states the importance of questioning neoliberalism from the perspective of confidence in the validity of republican institutions, in order to objectivize pain and suffering in the work environment, feelings that should not be construed as merely subjective. This questioning is taken as a necessary task in order to foster sustainable models of subjectivity. (shrink)

Combinant des méthodes employées en ethnoscience et en sociolinguistique, cet article formule une hypothèse destinée à expliquer pourquoi, dans certains types de situations, les membres de la société apache occidentale s’abstiennent de parler. En dépit de l’extrême insuffisance des données interculturelles sur le silence, certaines preuves recueillies suggèrent que cette hypothèse peut également s’appliquer à d’autres sociétés.

Dans quasi toute son histoire, la philosophie a volontiers cultivé son affinité native avec les arts plastiques mais elle s'est en revanche employée à négliger voire mépriser la musique. Un tel bâillon parle et trahit la fascination apeurée que l'art musical, comme un chant de sirènes, produit chez le philosophe. C'est que, loin d'être, comme tour art du reste mais plus radicalement, un divertissement agréable, la musique déploie un autre sens du sens et de la vérité que ceux définis philosophiquement (...) : si elle n'a pas de sens, c'est parce qu'elle est sens. Dans cet essai, l'auteur propose de se mettre à l'écoute de ce sens, autant que le travail du langage et du concept le permet. Porter le langage à sa limite revient ici à dessaisir le sujet de sa position cartésienne de souveraineté pour reconnaître en son tréfonds, sa constitution de vivant respirant d'un souffle qu'il ne peut que recevoir. La respiration porte le rythme qui anime la musique. Par l'analyse de la différenciation rythmique, on pourra comprendre comment le silence, cet indifférencié absolu, est lieu de provenance de toute musique. Les références faites en chemin aux compositeurs, essentiellement Jean-Sébastien Bach, Robert Schumann, Olivier Greif et Henri Dutilleux conduisent par-delà la diversité des siècles et des styles, à ce même creuset d'absolu dont éclôt toute musique. (shrink)

The focus of this article is on the political nature of whistleblowing. It argues that reprisals by management, rather than silencing the whistleblower, result in the transformation and politicisation of the individual. The process that leads to the transformation of a loyal employee into a political activist is considered through analysing the experiences of a whistleblower in the sphere of financial regulation in South Africa. The article investigates the effect of retaliation by the employer on the employee‐organisational relationship. (...) It looks in particular at the nature of the power struggle between the whistleblower and management and suggests explanations why organisations tend to respond in such a harsh fashion to whistleblowing. It concludes that the act of whistleblowing not only displays an expressive dimension, but also a political instrumental dimension that is often neglected in literature on whistleblowing. (shrink)

Background:Human health is dependent upon environmental sustainability. Many have argued that environmental sustainability advocacy and environmentally responsible healthcare practice are imperative healthcare actions.Research questions:What are the key obstacles to healthcare professionals supporting environmental sustainability? How may these obstacles be overcome?Research design:Data-driven thematic qualitative analysis of semi-structured interviews identified common and pertinent themes, and differences between specific healthcare disciplines.Participants:A total of 64 healthcare professionals and academics from all states and territories of Australia, and multiple healthcare disciplines were recruited.Ethical considerations:Institutional ethics approval (...) was obtained for data collection. Participants gave informed consent. All data were de-identified to protect participant anonymity.Findings:Qualitative analysis indicated that Australian healthcare professionals often take more action in their personal than professional lives to protect the environment, particularly those with strong professional identities. The healthcare sector’s focus on economic rationalism was a substantial barrier to environmentally responsible behaviour. Professionals also feared conflict and professional ostracism, and often did not feel qualified to take action. This led to healthcare professionals making inconsistent moral judgements, and feeling silenced and powerless. Constraints on non-clinical employees within and beyond the sector exacerbated these difficulties.Discussion:The findings are consistent with the literature reporting that organisational constraints, and strong social identification, can inhibit actions that align with personal values. This disparity can cause moral distress and residue, leading to feelings of powerlessness, resulting in less ethical behaviour.Conclusion:The data highlight a disparity between personal and professional actions to address environmental sustainability. Given the constraints Australian healthcare professionals encounter, they are unlikely to shift to environmentally responsible practice without support from institutions and professional associations. Professional development is required to support this endeavour. The poor transference of pro-ecological behaviour from one setting to another is likely to have international implications for healthcare practice. (shrink)

People care very much about being listened to. In everyday talk, we make moral-sounding judgements of people as listeners: praising a doctor who listens well even if she does not have a ready solution, or blaming a boss who does not listen even if the employee manages to get her situation addressed. In this sense, listening is a normative behaviour: that is, we ought to be good listeners. Whilst several disciplines have addressed the normative importance of interpersonal listening—particularly in (...) sociology, psychology, media and culture studies—analytic philosophy does not have a framework for dealing with listening as a normative interpersonal behaviour. Listening usually gets reduced mere speech-parsing, or into a matter of belief and trust in the testimony of credible knowers. My preliminary task is to analyse why this reductive view is taken for granted in the discipline; to diagnose the problem behind the reduction and propose a more useful alternative approach. The central task of my work is to give an account of listening which captures its distinctively normative quality as an interpersonal way of relating to someone: one listens not because the speaker is an epistemic expert, but because the speaker is a person, worthy of recognition and care. I created a framework which accomplishes this by deploying the conceptual resources of conversation sociology and psycholinguistics, in counterpoint to the standing philosophical work on the ethics and politics of speech and silencing, to create a practical ethics of listening to people. (shrink)

In St. Francis Regional Medical Center v. Blue Cross & Blue Shield of Kansas ), the United States Court of Appeals for the Tenth Circuit upheld Blue Cross/Blue Shield of Kansas's anti-assignment requirement, on the grounds that the Employee Retirement Income Security Act preempted a hospital's claim against Blue Cross. The court also held that public policy supported anti-assignment requirements in health plans not covered under ERISA.When drafting ERISA, Congress did not explicitly address assignability of health care benefits. According (...) to the court of appeals, congressional silence constituted an intent to allow the parties to negotiate freely the assignment of health care benefits. Examining non-ERISA health plans, the court adopted a balancing test to determine the validity of anti-assignment clauses; it found that anti-assignment requirements promote freedom of contract and may include medical costs. (shrink)

State policy in the field of law enforcement during the Khrushchev's period wasn't a stabile. The first wave of changes was associated with the abolition of some legislative acts of the Stalinist period, a significant softening of punitive line, narrowing of the scope of capital punishment, empowerment convicted people etc. On the one hand, these steps are partially rehabilitating the Soviet law enforcement. On the other hand, government actions were unreasoned and populist, designed for quick political effect. The next wave (...) of change was due to the spread of the idea of the gradual withering away of the state in terms of building a communist society. As a consequence of this ideology was the reduction of employees in the field of law enforcement and attracting a variety of civic organizations, labor groups and citizens to fulfill a variety of law enforcement functions (voluntary civil police, civil judges, civil assistant investigator, civilian prosecutors, civil lawyers, etc.). And finally, the soviet leadership made steps in the field of law enforcement toward stricter penalties for serious crimes, as well as expanding the scope of the death penalty. The country's leadership was actively intervened in the work of law enforcement. Communist Party took control the law enforcement agencies due to the appointment to senior positions along party lines and managing work of party members through the party cell. One of the major controversies of the time was mixing the steps to improve of law enforcement sphere (increased attention to the frames, structural changes, strengthening analytical work in the study of crime statistics), with a desire to demonstrate the advantages of the socialist way of life (which was manifested in the silencing of certain criminal manifestations, artificially lowering their significance by reducing the liability on them, outright ignoring problems and their causes, etc.). Contradictions were observed in the conduct of state punitive line too. On the one hand, it was a significant step up from the Stalinist penal system by expanding the rights of prisoners, procedural rules, which led to a softening of the repressive pressure on the population. On the other hand, the state retained its attitude to dissent; applying the new forms social exclusion of dissidents, for example, applying to them the impact of psychiatric measures. These moments hampered consolidation of the new format of normative behavior in the minds of ordinary citizens, and gave rise to "double standards", the imbalance between what is declared and what actually happened. (shrink)

Silence, Implicite et Non-Dit chez Rousseau/Silence, the Implicit, and the Unspoken in Rousseau prend acte d'un grand nombre de publications ayant trait à l'analyse par Rousseau des langues et du langage, de la parole par rapport à l'écriture, de la voix (y compris la voix de la nature). Mais ce volume se consacre tout particulièrement au fonctionnement et aux effets du silence, de l'implicite et du non-dit dans la pensée de Rousseau. Son approche est à la fois (...) polyvalente et cohérente, et ses réflexions sur le silence sont associées à d'autres préoccupations esthétiques, politiques, et morales de son œuvre. Silence, Implicite et Non-Dit chez Rousseau/Silence, the Implicit, and the Unspoken in Rousseau capitalizes on a great number of publications dealing with Rousseau's analysis of languages and language, speech versus writing, of voice (including the voice of nature). But this volume is particularly dedicated to the study of the functioning and the effects of silence, the implicit and the unspoken in Rousseau's thought. His approach is both polyvalent and consistent, and his reflections on silence are associated with other aesthetic, political, and moral concerns in his work. (shrink)

Towards the end of the twentieth century, the issue of collaboration with the Third Reich became particularly problematic for deconstructive criticism. The distinction between collaboration and cooperation is often far from clear, however, and in borderline cases the opacity of the motives behind the alleged collaboration may be such that retrospective historical judgements run the risk of appearing arbitrary. In contrast, the decision to remain silent about alleged collaboration can – and should – invite negative moral judgement. On the one (...) hand silence offers evidence of deceit; on the other, silence speaks of an absence of regret or remorse; and in the case with which this paper is primarily concerned, silence is indicative of both deceit and remorselessness. (shrink)

Members of oppressed groups are often silenced. One form of silencing is what Kristie Dotson calls “testimonial smothering”. Testimonial smothering occurs when a speaker limits her testimony in virtue of the reasonable risk of it being misunderstood or misapplied by the audience. Testimonial smothering is thus a form of epistemic paternalism since the speaker is interfering with the audience’s inquiry for their benefit without first consulting them. In this paper, we explore the connections between epistemic injustice and epistemic paternalism through (...) the phenomenon of silencing. We argue that when you silence your testimony as a result of epistemic injustice it is an act of epistemic paternalism and that it is epistemically permissible. In fact, self-silencing resulting from epistemic injustice is a particularly clear example of permissible epistemic paternalism. (shrink)

Silence et sagesse montre combien les innombrables expériences et ascèses du silence, à travers la littérature ou les arts aussi bien que la philosophie ou la théologie, ont contribué à la constitution de la culture des hommes et de leur hominisation, au-delà ou en deça du logos et de son primat.

Tradition has it that, although we experience darkness, we can neither hear nor hallucinate silence. At most, we hear that it is silent, in virtue of lacking auditory experience. This cognitive view is at odds with our ordinary thought and talk. Yet it is not easy to vouchsafe the perception of silence: Sorensen‘s recent account entails the implausible claim that the permanently and profoundly deaf are perpetually hallucinating silence. To better defend the view that we can genuinely (...) hear and hallucinate silence, we must reject the austere picture of conscious experience which underpins the cognitive theory. According to that picture, conscious experience is a simple relation between subjects and objects. In the absence of an object, there is no relation, and so no experience. By enriching this picture, room can be found for the experience of silence. I explore this idea in two phases. First, I defend the thought that we can hear and hallucinate certain forms of silence, such as pauses, in virtue of experiencing contrastive sounds. Second, I draw on Moore‘s analysis of sensation to suggest that simply experiencing silence is a special form of objectless consciousness. I offer two ways of fleshing out this idea. According to the first, auditory experience possesses a temporal field within which the absence of sounds can be perceived. According to the second, purely Moorean account, it is our capacity to listen in the absence of sounds that underlies the phenomenon of experiencing silence. (shrink)

Theories of assertion must explain how silencing is possible. This chapter defends an account of assertion in terms of normative commitments on the grounds that it provides the most plausible analysis of how individuals might be silenced when attempting to make assertions. The chapter first offers an account of the nature of silencing and defends the view that it can occur even in contexts where speakers’ communicative intentions are understood by their audience. Second, it outlines some of the normative commitments (...) characteristic of assertion when used in the speech act of telling;. This commitment view of assertion is then used to explain silencing as a matter of being deprived of the ability to make some of the commitments one is trying to acquire. Finally, the main rivals of the commitment view of assertion endorsed here are shown to be unable to account for silencing, at least when they are considered in their purest form. (shrink)

BackgroundWorkplace silence behavior is a social collective phenomenon. It refers to nurses choosing to withhold their ideas, opinions and concerns about critical issues in their workplace. Workpla...

Ordinary people tend to be realists regarding perceptual experience, that is, they take perceiving the environment as a direct, unmediated, straightforward access to a mindindependent reality. Not so for (ordinary) philosophers. The empiricist influence on the philosophy of perception, in analytic philosophy at least, made the problem of perception synonymous with the view that realism is untenable. Admitting the problem (and trying to offer a view on it) is tantamount to rejecting ordinary people’s implicit realist assumptions as naive. So what (...) exactly is the problem? We can approach it via one of the central arguments against realism – the argument from hallucination. The argument is intended as a proof that in ordinary, veridical cases of perception, perceivers do not have an unmediated perceptual access to the world. There are many versions of it; I propose the following1: 1. Hallucinations that are subjectively indistinguishable from veridical perceptions are possible. 2. If two subjective states are indistinguishable, then they have a common nature. 3. The contents of hallucinations are mental images, not concrete external objects. 4. Therefore, the contents of veridical perceptions are mental images rather than concrete external objects. The key move is, I believe, from the fact that hallucinations that are subjectively indistinguishable from cases of veridical perception are possible to an alleged common element, factor, or nature, in the form of a mental state, in the two cases – that is, premise 2. Disjunctivism, at its core, can be taken as simply denying this move, and arguing that all that follows from the premise stating the possibility of hallucinations that are subjectively indistinguishable from cases veridical perception is that there is a broader category, that of “experience as of...”, which encompasses both cases.. (shrink)

"Le droit est traditionnellement appréhendé comme un phénomène inhérent au langage. Est-il possible, dès lors, pour ce droit, qui est enserré dans les rets du langage, de « dire le silence »? « Le silence du droit » ou « le silence dans le droit » témoignent ainsi d'une parole différée ou d'une voix impossible. Cette problématique a été appréhendée, dans cette étude, sur une base métaphorique. Comme toute métaphore, celle-ci rend compte d'une relation de substitution : (...) la relation d'absence qu'elle évoque a, cependant, été performante dans le domaine juridique afin de nous consoler des risques inhérents à l'inscription du droit dans l'ordre du langage. La métaphore du silence devient ainsi « la forme même de la consolation »".--Résumé de l'éditeur. (shrink)

This paper examines employees’ reactions to Corporate Social Responsibility programs at the attitudinal level. The results presented are drawn from an in-depth study of two Chilean construction firms that have well-established CSR programs. Grounded theory was applied to the data prior to the construction of the conceptual framework. The analysis shows that the implementation of CSR programs generates two types of attitudes in employees: attitudes toward the organization and attitudes toward society. These two broad types of attitudes can then be (...) broken down into four different categories : acceptance of the new role of the organization, identification with the organization, importance attached to the work performed and a sense of social justice. In turn, each of these categories is a grouping of many different concepts, some of which have at first sight little to do with CSR. Finally, the analysis reveals an attitudinal employee typology: the committed worker, the indifferent worker, and the dissident worker. (shrink)

This chapter advances our understanding of the moral contours of the employment relationship. It considers what employers owe their employees, and what employees owe their employers. I begin with a brief discussion of the value and limits of contractual freedom in employment. Then I consider ethical issues in five areas: (1) hiring and firing, (2) compensation, (3) the nature of work, including meaningful work and workplace democracy, (4) privacy, and (5) whistleblowing.

The growth of individuals and society heavily relies on education. Certain hindrances may prompt some students to halt their academic pursuits temporarily. This is known as "Balik-aral." The exploration of the quality of life, lived experiences, and challenges of grade 12 Balik-aral students was undertaken by the authors to break their silence and help them by developing recommendations that could be presented to the school's key stakeholders. A phenomenological approach was used to understand the phenomenon in a study involving (...) five grade 12 balik-aral students from different strands currently enrolled in a public school in Cebu City, Philippines. A structured interview was used to collect data, and significant themes emerged during data analysis using Colaizzi's method. The study revealed several sub-themes, including age disparities and pressure to obtain the diploma while maintaining quality of life. Additionally, key informants emphasized the sense of community and an immersive learning environment in their lived experiences as balik-aral students. Finally, competing priorities and scarcity of resources emerged as significant challenges for those involved in the study. Consequently, the investigation has determined that balik-aral students must be treated equitably to foster their engagement with their peers and enhance their self-assurance, ultimately leading to academic success. (shrink)

In this provocative analysis of historical narrative, Michel-Rolph Trouillot demonstrates how power operates, often invisibly, at all stages in the making of history to silence certain voices. From the West's failure to acknowledge the Haitian Revolution, the most successful slave revolt in history, to the continued debate over denials of the Holocaust, and the meaning of Columbus's arrival in the Americas, Trouillot shows us that history is not simply the recording of facts and events, but a process of actively (...) enforced silences, some unconscious, others quite deliberate. (shrink)

This book is the first comprehensive treatment in recent decades of silence and silencing in psychoanalysis from clinical and research perspectives, as well as in philosophy, theology, linguistics, and musicology.

High turnover intention is a problem in the workforce today. The purpose of this study is to determine the relationship between experienced workplace incivility and psychological well-being on turnover intention. The subjects of this study were 46 millennial employees who had worked for at least three months. Data were collected with turnover intention scale, experienced workplace incivility scale, and psychological well-being scale. Partial Least Square PLS-SEM analysis was used to analyze the data. Findings indicate that experienced workplace incivility is positively (...) related to turnover intention, while psychological well-being is negatively related to employee turnover intention. The results show that workplace incivility affects employee turnover intention higher than psychological well-being for millennial employees. Connections and communality are characteristics of millennial employees; therefore, they consider that the environment is essential. It is essential for employers to develop a work condition that minimalizes experienced workplace incivility and improves the psychological well-being of their employees to reduce turnover intention among millennial employees. (shrink)

Companies' urge to maximise their profits and their attempts to remain in the highly competitive globalised market gave birth to the TQM concept and have kept it alive. TQM is a comprehensive look which encompasses virtually every aspect of the value chain as well as the human resource and customer satisfaction. Therefore, a great number of companies feel obliged to implement its rules, and procedures. However, the concept is rather complicated and culture-bound, and calls for further research in new settings. (...) The aim of this study is to examine the influences of critical success factors of TQM on customer focus therefore, employees are classified based on their perceptions from critical success factors of total quality management and consequently the level of customer focus is compared between the different classifications. The findings reveal that there is significant difference on the level of the customer focus between the established groups of employees. (shrink)

It seems plausible that visual experiences of darkness have perceptual phenomenal content that clearly differentiates them from absences of visual experiences. I argue, relying on psychological results concerning auditory attention, that the analogous claim is true about auditory experiences of silence. More specifically, I propose that experiences of silence present empty spatial directions like ‘right’ or ‘left’, and so have egocentric spatial content. Furthermore, I claim that such content is genuinely auditory and phenomenal in the sense that one (...) can, in principle, recognize that one is experiencing silence. This position is far from obvious, as the majority of theories concerning silence perception do not ascribe perceptual phenomenal content to experiences of silence. (shrink)

Who is recognised as a philosopher and what counts as philosophy influence both the content of a philosophical education and academic philosophy’s continuing demographic skew. The “philosophical who” and the “philosophical what” themselves are a partial function of matters that have been passed over in collective silence, even if that now feels to some like a silence belonging to the distant past. This paper discusses some philosophical silences regarding race, gender, and disability in the context of reflection on (...) philosophical education and on philosophical practice in the public sphere. It focuses on Charles Mills’ writings on race, Susan Babbitt’s on race and gender, and on more collaboratively-generated work on eugenics and disability. (shrink)