2020 年 9 巻 1 号 p. 13-19
Sometimes employees engage in silence and withhold their ideas, information, and opinions. On one hand, an important issue in employee silence research is the phenomenon that cannot be speaking up because of socially and organizationally oppression. On the other hand, employee silence about their daily work in the workplace stems from fears of isolation, concerns about their negative effects on their image, reputation, and motivation to think that speaking up to managers will not improve a situation. However, some existing studies suggest that employee silence is not necessarily harmful to workplaces or individuals, such as prosocial silence and cooperative silence. Thus, the premise of this research is that employee silence has pros and cons in the workplace and employees. In this study, I first suggest a definition of employee silence and voice and then review trends in employee silence research. Existing research has lacked debate on the effectiveness of silence. Therefore, this study focuses on prosocial silence and cooperative silence that are effective for workplaces and managers. In particular, this study focuses on how manager expectations affect employee silence. To answer this research question, I will make qualitative research using the concept of pluralistic ignorance for future research.