Self-Censorship in a Workplace: The Role of Gender, Management Position, Procedural Justice and Organizational Climate

Data consist of three studies. In study 1 (N = 948) we test whether women manifest more self-censorship than men and we verify whether this effect is maintained when women and men hold managerial position. Then, we analyse the effects of procedural justice (study 2, N = 98) and communal organizational climate (study 3, N = 567) on women’s and men’s self-censorship.
Three items of the acquiescent silence subscale of the Four Forms of Employee Silence Scale (Knoll & van Dick, 2013, adapted by Adamska & Jurek, 2017) were used to gauge self-censorship. Procedural justice was measured using a seven-item scale developed by Colquitt (2001), and adapted for the Polish population by Retowski, Adamska, and Konarski (2017). Emotional attitude toward an organization was measured by the Positive and Negative Organizational Attitudes Scale (PNOAS) developed by Jurek and Adamska (2017). The 12 items were used to asses the extent to which respondents perceive their organizations and work environment as communal and agentic.