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ABSTRACT Purpose: The aim of this study is to analyse silence in an organization and turnover intention taking into consideration the different motives of keeping silent in an organization and the role of the employee's gender. Design/methodology/approach: The empirical material was obtained through a survey by means of a questionnaire. The survey was conducted in 2021 in the West Pomeranian province, Poland. 426 questionnaires were analysed. Findings: This research confirmed in the conditions of the Polish research sample that including voice mechanisms is an essential factor that contributes to a weaker wish to leave an organization. In the context of the analysed relation, the literature points to the significant role of defensive silence and pro-social silence. In this context, this research highlights the importance of acquiescent silence (in both gender groups) and the relative force of a relation between the analysed variables among women for defensive silence and opportunistic silence. Research limitations/implications: The analysis is based on respondents' subjective declarations. Practical implications: In order to limit staff turnover, we need to take all possible steps to build voice mechanisms into the organization's management system. One needs to adjust the spectrum of activities to the employee's gender, with a particular focus in the women's group on actions to counteract defensive and opportunistic silence. Originality/value: The research in world literature does not usually take into account, however, the specific motives that determine silence in an organization and gender differences in the scope discussed. Additionally, such research has not been carried out on a Polish sample, thus it is a pioneering investigation in national literature. | ||||||||
