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ABSTRACT Purpose: The aim of this paper is to analyse the differentiated spectrum of types of employee silence that reflect selected motives (including an analysis of interdependence between selected forms of employee silence). Design/methodology/approach: The empirical material was obtained through a survey - a questionnaire with 47 questions was used (including questions about discriminatory behaviour, forms of organizational silence and respondents' personality traits). The survey was conducted in 2021 in the West Pomeranian province, Poland. 426 questionnaires were analysed. Findings: Employees often keep silent in an organization for social reasons, while fear is the least important factor here. This research shows marked specific characteristics of prosocial silence which was introduced to research programmes by Knoll and van Dick (2013) (relatively high intensity, weak correlation with other forms). It also points out that a further analysis must take into consideration the widest possible spectrum of motives underlying employee silent attitudes. Research limitations/implications: The analysis is based on respondents' subjective declarations. Practical implications: Organizations' management staff should be aware of the diverse spectrum of motives for employee silence and thus measures to counteract negative effects of this phenomenon. This paper provides useful knowledge on this issue. Originality/value: An analysis of a broad spectrum of motives for employee silence investigated in a Polish sample, along with a multidimensional analysis of the correlation between individual forms of employee silence. organizational silence | ||||||||
