ارایه الگوی سکوت سازمانی براساس مدلهای شخصیتی کارکنان شهرداری
محورهای موضوعی : مدیریت رفتار سازمانی
جلال ریزانه
1
,
مهدی ایران پور نودهی
2
1 - گروه آینده پژوهی دین و دین داری، پژوهشگاه علوم و فرهنگ اسلامی،قم ، ایران
2 - پژوهشگر پژوهشگاه علوم و فرهنگ اسلامی
کلید واژه: سکوت سازمانی , الگوی های شخصیتی کارکنان, طراحی و تبیین الگوی , شهرداری بندر عباس ,
چکیده مقاله :
هدف پژوهش حاضر این است که به شناسایی متغیر های بحرانی تاثیر گذار بر سکوت سازمانی براساس الگوی شخصیتی کارکنان در شهداری بندرعباس بپردازد این پژوهش از نوع اکتشافی و از لحاظ شیوه انجام کار توصیفی-پیمایشی می باشد. جهت جمع آوری اطلاعات از ابزار پرسشنامه استفاده شده است. که ضریب آلفای کرنباخ پرسشنامه ها بالای 7. می باشد، برای آزمون روایی سوالات از اعتبار محتوا استفاده شد که به این منظور از نظرات متخصصان،اساتید دانشگاهی و کارشناسان خبره استفاده شده است،در این مرحله پرسشنامه ها با همگرایی زیادی میان نظرات این متخصصان، تایید شد. جامعه آماری در این پژوهش را کارکنان شهرداری بندرعباس تشکیل می دهند ،که از بین آنها 152نفر به عنوان نمونه به صورت تصادفی ساده انتخاب شدند. جهت تجزیه و تحلیل اطلاعات از آزمون تحلیل عامل اکتشافی استفاده شده است.بعد انجام آزمون تحلیل عاملی اکتشافی در نهایت 5 عامل : شرایط علی ، شرایط مداخله گر ، شرایط بسترساز ،راهبردها ، شرایط محوری و پیامدها به عنوان عوامل تاثیر گذار بر سکوت سازمانی براساس الگوی شخصیتی کارکنان شناسایی شده اند.. درمیان متغیر ها موثر یر عوامل 5 گانه تاثیر گذار بر سکوت سازمانی براساس الگوی شخصیتی کارکنان به شرح زیر است : شرایط علی (عوامل مدیریت با بیشترین الویت و عوامل هدف با کمترین الویت)، شرایط مداخله گر (عوامل محیطی با بیشترین الویت و عوامل -فرهنگی با کمترین الویت)شرایط بسترساز(نبود مدیران توانمند و انگیزاننده با بیشترین الویت و تصمیم گیری غیر مشارکتی با کمترین الویت)شرایط راهبر(تغییر در ساختار سازمانی با بیشترین الویت و مدیریت فرهنگ سازمانی با کمترین الویت) ، شرایط پیامد(ارتقا تعهد سازمانی با بیشترین و ارتقا تعهد عاطفی کارکنان با کمترین الویت)
The aim of the current research is to identify the critical variables affecting organizational silence based on the personality pattern of employees in Bandar Abbas city. A questionnaire was used to collect information. that the Cronbach's alpha coefficient of the questionnaires is above 7. To test the validity of the questions, content validity was used, and for this purpose, the opinions of experts, university professors and expert experts were used. , Confirmed. The statistical population in this research is made up of Bandar Abbas municipality employees, among whom 152 people were selected as a sample by simple random. Exploratory factor analysis test was used to analyze the information. After conducting the exploratory factor analysis test, finally 5 factors: causal conditions, intervening conditions, background conditions, strategies, central conditions and consequences as influencing factors on organizational silence based on The personality pattern of the employees has been identified. Among the most effective variables, the 5 factors affecting organizational silence based on the personality pattern of the employees are as follows: Causal conditions (management factors with the highest priority and target factors with the lowest priority), intervening conditions ( Environmental factors with the highest priority and cultural factors with the lowest priority (conditions that create the foundation) Lack of capable and motivating managers with the highest priority and non-participatory decision-making with the lowest priority (leader conditions) Change in organizational structure with the highest priority and management of organizational culture with the lowest priority ), the outcome conditions (promoting organizational commitment with the highest priority and promoting the emotional commitment of employees with the lowest priority)
Aylsworth, J. (2008), change in the workplace: organizational silence can be dangerous, organizational Psychology examiner, www.examiner.com
Damghanian, Hossein and Farnaz Rozban (2014) Investigating the cause of employees' silence in relation to the direct manager: the application of mixed research". Organizational Behavior Studies, 4th year, No. 3 consecutive 14:194-175
Devrim Bayramoglu; Canan A. CETINKANAT (2020) Examining the Relationship between Organizational Commitment and Organizational Silence of Teachers; REVISTA DE CERCETARE SI INTERVENTIE SOCIALA 71:25-40
Erfanian Khanzadeh, H. (2021). Exploring the Conceptual Components of Organizational Silence and their Affecting Factors: a Mixed-methods Study, Transformation Managemet Journal, 12(2), 229-262. magiran.com/p2331032
Jung, H.S & Yoon, H. H. (2019). The effects of social undermining on employee voice and silence and on organizational deviant behaviors in the hotel industry. Journal of Service Theory and Practice, 29 (2), 213-231
Kim, J & KO, S.H. (2021). The effect of university organizational culture on organizational silence and faculty–student interaction. Management Science Letters, 2151-2162.
Mirbagheri, M.; Munirpour, N. and Zarghamahajbi, M. (2018) The relationship between initial incompatible schemas and organizational performance: the mediating role of organizational silence and strategies of women managers. Women's Research Journal, 31(11), 113-127
Mohamad Rom Tamjis (2020) THE RELATIONSHIP BETWEEN ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AND ORGANIZATIONAL SILENCE; International Journal of Engineering and Technology
Morrison, E. W. and Milliken, F. J. (2000). ‘Organizational silence: a barrier to change and development in a pluralistic world’., 25
Morrison, E.W. & Frances. J.M. (2015) Organizational Silence: A Barrier to Change and Development in a Pluralistic World. Academy of Management Review.25(4). 696-701
Morrison, E.W. & Milliken, F.J. (2016). Organizational Silence: A Barrier to Change and Development in a Pluralistic World. Academy of Management Review, 25(4), 706-25.
Nasrasafhani, Ali and Tahereh Aghababapour Dehkordi (2014) Investigating the relationship between organizational identity and organizational silence of the employees of Isfahan University. Applied sociology, twenty-fourth year
Ngozi, N.V., Okeke-James, J.N & Igbokwe, I.C. (2021). Organizational silence and school ll imtt ss oorrll ate ff eecrrrrr r ccoool tecceers’ jo rrr formccc Ammmrr tttt Nigrria. International Journal of Multidisciplinary Education and Research, 6 (1).
Nowrozi, H. and Tahmasabi Aghbalaghi, Z. (2019) Studying the effect of job plateau and job stress on the organizational silence of Iran insurance company employees. Sustainable Human Resource Management, 2(2), 221-236
Oyerinde, O.F. (2020). Leadership Style, Work Environment, Organizational Silence and Institutional Effectiveness of Polytechnic Libraries, South-West Nigeria. International Information & Library Review, 52 (2), 79-94.
Parori, Peyman (2014) Organizational silence is a new challenge in today's organizations. Tadbir Monthly, No. 277:29-22.
Salma Hatyta Raheemah; Hadel Kadim; Uday hussein Shaalan (2020) The Effect of Organizational Silence on Occupational Burnout; Opcion 22:875-841
Sepahvand, R.; Aref Nejad, M.; Fathi Chegani, F. and Sepehvand, M. (2019) The relationship between organizational bullying and organizational silence with the mediating role of psychological contract violation. Knowledge and research in applied psychology, 8(21), 84-92
Taner ATMACA (2021) Relationship Between Teachers’ Organizational Silence Behaviors and Organizational Identification; Anadolu Journal of Educational Sciences International
TANGIRALA, S. ve RAMANUJAM P. (2008). ‘‘Employee Silence on Critical Issues: The Cross Level Effects Procedural Justice Climate. ‘’ Personnel Psychology, 61, 37-68
Zare Farjam*, Sephund Reza (2018) Investigating the role of Zahragin's leadership style on organizational trauma with regard to the mediating role of organizational silence (case study: employees of Azad University and Payam Noor Shiraz), A New Approach in Educational Management, Spring 2018, Volume 10, No. 1