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Article Citation - WoS: 11Citation - Scopus: 11Why Do Some Followers Remain Silent in Response To Abusive Supervision? a System Justification Perspective(Elsevier Sci Ltd, 2024) Camgoz, Selin Metin; Karapinar, Pinar Bayhan; Ekmekci, Ozge Tayfur; Orta, Irem Metin; Ozbilgin, Mustafa F.; Metin Orta, Irem; Bayhan Karapinar, Pinar; Metin Camgoz, Selin; Tayfur Ekmekci, OzgeThis study investigates how the system justification motive manifests in employees' voice/silence behavior at the workplace. It also explores the moderating effects of system justification on the linkage between abusive supervision and voice/silence behavior for blue- and white-collar employees. The field study generated responses from 905 employees in Turkey. Multi-group analysis reveals that the moderating effect of system justification motives varies by occupational class. In particular, the impact of abusive supervision on silence becomes more salient when white-collar employees endorse higher system justification motives. However, in the blue-collar sample, the absence of a moderating effect could be attributed to the strong main effect of system justification motives. The current study adds to the extant literature by applying a system justification perspective to voice and silence behavior by collar differences at work. It also provides important implications for managers in dealing with workplace mistreatment affecting all occupational groups, mainly when blue-collar employee silence is endemic and regulatory policies are inadequate.Article Unpacking Women’s Worries about Leadership: The Interplay of Perceived Sexism and Organizational Support(SAGE Publications Inc, 2026) Metin Camgoz, Selin; Yilmaz, Berru Ayse; Metin-Orta, IremBackground Despite significant advancements in workplace equality, gender-based discrimination continues to hinder women's leadership aspirations and potential. In many non-Western societies, cultural and institutional structures intensify the influence of sexism on women's professional experiences.Objective This study explores how benevolent and hostile sexism, together with perceived organizational support, affect female employees' worries about leadership roles. It also examines whether organizational support moderates the relationship between sexism and leadership-related anxieties.Methods Data were collected from 201 full-time female employees working in various occupations in Türkiye. An online survey included the Worries about Leadership scale, the Perceived Organizational Support Scale, and the Perceived/Experienced Sexism Scale. Hypotheses were tested using moderation analysis via the PROCESS macro.Results Benevolent sexism and perceived organizational support were both negatively associated with worries about leadership. Perceived organizational support moderated the effect of benevolent sexism on leadership worries, such that higher support reduced its impact, demonstrating a crossover effect. Specifically, benevolent sexism was linked to fewer leadership worries when organizational support was low but associated with more worries when support was high. However, hostile sexism showed no main or interaction effect with POS on WAL.Conclusion This study highlights the complex role of benevolent sexism in shaping women's leadership concerns, showing both its potentially protective and harmful effects. It also emphasizes the need for culturally sensitive approaches that go beyond generic organizational support to actively challenge subtle sexism and promote gender-inclusive leadership readiness in non-Western contexts.
