بررسی نقش میانجی قلدری سازمانی در رابطه سکوت مطیع با رفتارهای ضد بهره‌وری و سکوت تدافعی با نقش تعدیل‌کنندگی وضعیت استخدام
الموضوعات : مطالعات رفتاری در مدیریت
1 - استادیار، گروه مدیریت، دانشگاه آزاد اسلامی، بجنورد، ایران
2 - گروه مدیریت، دانشکده علوم انسانی، دانشگاه آزاد اسلامی، بجنورد، ایران
الکلمات المفتاحية: ", سکوت مطیع", قلدری سازمانی", رفتارهای ضد بهره‌وری", سکوت تدافعی", وضعیت استخدام",
ملخص المقالة :
امروزه قلدری سازمانی به‌عنوان یکی از رفتارهای ناسالم در محیط‌های سازمانی وجود دارد. پژوهش حاضر باهدف بررسی رابطه سکوت مطیع با رفتارهای ضد بهره‌وری و سکوت تدافعی با میانجیگری قلدری سازمانی و تعدیل‌کنندگی وضعیت استخدامی انجام‌گرفته است. تحقیق حاضر از نظر هدف کاربردی و از منظر روش و ماهیت اجرا توصیفی - پیمایشی است. جامعه آماری کلیه کارکنان شهرداری بجنورد بود که تعداد 137 نفر با استفاده از فرمول کوکران و به روش نمونه‌گیری تصادفی ساده به‌عنوان نمونه آماری انتخاب گردیدند. ابزار جمع‌آوری داده‌ها، پرسش‌نامه‌های قلدری شغلی لیمن (1996)، سکوت مطیع و تدافعی ون دین و همکاران (2003) و رفتارهای ضد بهره‌وری فاکس و اسپکتور (1999) بود. جهت سنجش روایی پرسش‌نامه‌ها از روایی محتوا و روایی تأییدی و جهت پایایی پرسش‌نامه‌ها از ضریب آلفای کرونباخ استفاده گردید که نتایج نشان از تأیید پایایی پرسش‌نامه‌ها بود. داده‌های به‌دست‌آمده از پرسش‌نامه‌ها با نرم‌افزار Spss26 و Amos24 و با استفاده از روش معادلات ساختاری با رویکرد روش حداقل مربعات جزئی و رگرسیون سلسله‌مراتبی مورد تجزیه‌وتحلیل قرار گرفت. یافته‌ها نشان داد، قلدری سازمانی، رابطه سکوت مطیع و رفتارهای ضد بهره‌وری را میانجیگری می‌نماید، از سویی رابطه وضعیت استخدام تأثیر سکوت مطیع بر رفتارهای ضد بهره‌وری و سکوت تدافعی از طریق قلدری را تعدیل می‌نماید. نتایج تجربی نشان داد که سکوت مطیع، احتمال قلدری را افزایش می‌دهد، در نتیجه، کارکنان احتمالاً با بروز رفتارهای ضد بهره‌وری یا سکوت تدافعی واکنش نشان خواهند داد.
المصادر:
Islam, T., Ahmed, I. & Ali, G. (2019), "Effects of ethical leadership on bullying and voice behavior among nurses: Mediating role of organizational identification, poor working condition and workload", Leadership in Health Services, 32(1), 2-17. https://doi.org/10.1108/LHS-02-2017-0006.
Aşçı, M. S. (2020). Analyzing the effects of organizational trust and organizational commitment in anti-productivity behaviours in managerial approach dimension to achieve a strategic competitive advantage. Contributions to Management Science içinde (253-273. ss.). Springer. https://dx.doi.org/10.1007/978-3-030-50131-0_15
Aunders P, Huynh A, & Goodman-Delahunty J. (2007). Defining workplace bullying behaviourprofessional lay definitions of workplace bullying. Int J Law Psychiatry 30(4–5),340–354.
Benevene, P. (2020). Managing silence in workplaces. Workplace Learn. 32, 94–95. doi: 10.1108/JWL-02-2020-157.
Bennett, R., & Robinson, S. (2003). The past, present, and future of workplace deviance research. In J. Greenberg (Ed.), Organizational behavior: The state of the science (2nd ed.). Mahwah, NJ: Laurence Erlbaum.
Blackburn, A. (2018). The cold hard facts about workplace bullying and how to handle it. Business.com, February 22.
Breevaart, K., Bohle, S. L., Pletzer, J. L., & Medina, F. M. (2020). Voice and silence as immediate consequences of job insecurity. Career Dev. Int. 25, 204–220. doi: 10.1108/CDI-09-2018-0226
Cetin, A. (2020). Organizational Silence and Organizational Commitment: A Study of Turkish Sport Managers. Annual applied sport sciences", 2(13),2-11.
Christine, C. (2016) 75% of workers are affected by bullying–here’s what to do about it. Forbes,August 27.
Einarsen S., & Raknes, B. I. (1997). Harassment in the workplace and the victimization of men. ViolenceVict 12:247–263.
Harlos, K., & Knoll M. (2018). employee silence and workplace bullying"In; D'Cruze P.et al. (eds)Pathways of job-related negative behavior.Handbooks of workplace bullying,Emotional abuse and harassment,vol.,Springer,Signapore.
Hassan, S. (2015). The Importance of Ethical Leadership and Personal Control in Promoting Improvement-Centered Voice among Government Employees. Journal of Public Administration Research and Theory, 25 (3), 697–719.
Inarsen S, Hoel H, Zapf D, Cooper CL (2011) The concept of bullying and harassment at work: theEuropean tradition. In: Einarsen S, Hoel H, Zapf D, Cooper CL (eds) Bullying and harassmentin the workplace: developments in theory, research, and practice, 2nd edn. Taylor & Francis,London, pp 3–40.
Knoll, M., Hall, R. J., & Weigelt, O. (2019). A longitudinal study of the relationships between four differentially motivated forms of employee silence and burnout. J. Occup. Health Psychol. 24(6), 572–589.
Maclean's. (1998). In defence of the military. 1(1) 5- 17.
Milliken, F. J., E. W. Morrison, & P. F. Hewlin. (2003). An Exploratory Study of Employee Silence: Issues that Employees Don’t Communicate Upward and Why.”Journal of Management Studies, 40(6), 63-76. 1453–1475.doi:10.1111/1467-6486.00387.
Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: a barrier to change and development in a pluralistic world. Manage. Rev. 25(9), 706–725. doi: 10.2307/259200
Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change And development in a pluralistic world. Academy of Management review, 25(4),706-725.
Namie, G. (2014). Workplace bullying Institute and Zogby International.
Nielsen, M. B; Hetland J, Matthiesen, S. B., & Einarsen, S. (2012). Longitudinal relationships betweenworkplace bullying and psychological distress. Scand J Work Environ Health 38(10),38–46.
Nielsen, M. B; Notelaers G., & Einarsen. S. (2011). Measuring exposure to workplace bullying.In: Bullying and harassment in the workplace: developments in theory, research, and practice,vol 2. CRC Press, Boca Raton, pp 149–174.
Notelaers, G., Vermunt, J. K., Baillien, E., Einarsen, S., & De Witte, H. (2011). Exploring risk groups workplace bullying with categorical data. Industrial health, 49(1), 73-88.
Ortega, A., Christensen K. B, Hogh, A., Rugulies, R., & Borg, V. (2011) One-year prospective study on theeffect of workplace bullying on long-term sickness absence. J Nurs Manag. 19(6),752–759
Ozkan, E., Tengilimoğlu, D. & Yilik, P. (2015). The Interaction BetweenOrganizational Silence Climate And Employees Behaviors In The Field Of Health. International Conference on Marketing and Business Development Journal, 1(1), 252-260.
Premeaux, S. F., & A. G. Bedeian. (2003). Breaking the Silence: The Moderating Effects of Self-Monitoring in Predicting Speaking up in the Workplace.”Journal of Management Studies 40 (6), 1537–1561. doi:10.1111/1467-6486.00390.
Prouska, R., & Psychogios, A. (2018). Do not say a word! Conceptualizing employee silence in a long-term crisis context. Int. J. Human Resour. Manage. 29(8), 885–914. doi: 10.1080/09585192.2016.1212913
Prouska, R., & Psychogios, A. (2018). Do not say a word! Conceptualizing employee silence in a long-term crisis context. Int. J. Human Resour. Manage. 29(6), 885–914. doi: 10.1080/09585192.2016.1212913
Rodríguez-Muñoz A., Baillien, E., De Witte, H., Moreno-Jiménez, B., & Pastor, J. C. (2009). Cross-laggedrelationships between workplace bullying, job satisfaction and engagement: two longitudinalstudies. Work Stress 23(3):225–243
Salin, D., Tenhiälä, A., Roberge, M.-É., & Berdahl, J. L. (2014). I wish I had Target reflections on responses to workplace mistreatment. Human Relations, 67(10), 1189–1211.
Salin, D., Tenhiälä, A., Roberge, M.-É., & Berdahl, J. L. (2014). I wish I had. Target reflections on responses to workplace mistreatment. Human Relations, 67 (10), 1189–1211.
Sauer, P. A., & McCoy, T. P. (2016). Nurse bullying: Impact on nurses' health. Western Journal of Nursing Research, 39(12), 1533–1546.
Sharu, P. John., & Manikandan, K. (2019). Employee Silence: A Meta-Analytic Review",The International Journal of Indian Psychology,Vol. (7).No. (1).,pp.453-433.
Trépanier S-G, Fernet C, & Austin S. (2015). A Longitudinal investigation of workplace bullying, basicneed satisfaction, and employee functioning. J Occup Health Psychol 20(1),105–116.
Vakola, M., & D. Bouradas. (2005). Antecedents and Consequences of Organizational Silence: An Empirical Investigation. Employee Relations. 27(5), 441–458. doi:10.1108/01425450510611997.
Whiteside, D. B., & Barclay, L. J. (2013). Echoes of silence: employee silence as a mediator between overall justice and employee outcomes. J. Bus. Ethics 116, 251–266. doi: 10.1007/s10551-012-1467-3
Wynen, J., Kleizen, B., Verhoest, K., Lægreid, P., & Rolland, V. (2020). Just keep silent… Defensive silence as a reaction to successive structural reforms. Journal of Public Management Review, 22(4), 498-521.
_||_
Islam, T., Ahmed, I. & Ali, G. (2019), "Effects of ethical leadership on bullying and voice behavior among nurses: Mediating role of organizational identification, poor working condition and workload", Leadership in Health Services, 32(1), 2-17. https://doi.org/10.1108/LHS-02-2017-0006.
Aşçı, M. S. (2020). Analyzing the effects of organizational trust and organizational commitment in anti-productivity behaviours in managerial approach dimension to achieve a strategic competitive advantage. Contributions to Management Science içinde (253-273. ss.). Springer. https://dx.doi.org/10.1007/978-3-030-50131-0_15
Aunders P, Huynh A, & Goodman-Delahunty J. (2007). Defining workplace bullying behaviourprofessional lay definitions of workplace bullying. Int J Law Psychiatry 30(4–5),340–354.
Benevene, P. (2020). Managing silence in workplaces. Workplace Learn. 32, 94–95. doi: 10.1108/JWL-02-2020-157.
Bennett, R., & Robinson, S. (2003). The past, present, and future of workplace deviance research. In J. Greenberg (Ed.), Organizational behavior: The state of the science (2nd ed.). Mahwah, NJ: Laurence Erlbaum.
Blackburn, A. (2018). The cold hard facts about workplace bullying and how to handle it. Business.com, February 22.
Breevaart, K., Bohle, S. L., Pletzer, J. L., & Medina, F. M. (2020). Voice and silence as immediate consequences of job insecurity. Career Dev. Int. 25, 204–220. doi: 10.1108/CDI-09-2018-0226
Cetin, A. (2020). Organizational Silence and Organizational Commitment: A Study of Turkish Sport Managers. Annual applied sport sciences", 2(13),2-11.
Christine, C. (2016) 75% of workers are affected by bullying–here’s what to do about it. Forbes,August 27.
Einarsen S., & Raknes, B. I. (1997). Harassment in the workplace and the victimization of men. ViolenceVict 12:247–263.
Harlos, K., & Knoll M. (2018). employee silence and workplace bullying"In; D'Cruze P.et al. (eds)Pathways of job-related negative behavior.Handbooks of workplace bullying,Emotional abuse and harassment,vol.,Springer,Signapore.
Hassan, S. (2015). The Importance of Ethical Leadership and Personal Control in Promoting Improvement-Centered Voice among Government Employees. Journal of Public Administration Research and Theory, 25 (3), 697–719.
Inarsen S, Hoel H, Zapf D, Cooper CL (2011) The concept of bullying and harassment at work: theEuropean tradition. In: Einarsen S, Hoel H, Zapf D, Cooper CL (eds) Bullying and harassmentin the workplace: developments in theory, research, and practice, 2nd edn. Taylor & Francis,London, pp 3–40.
Knoll, M., Hall, R. J., & Weigelt, O. (2019). A longitudinal study of the relationships between four differentially motivated forms of employee silence and burnout. J. Occup. Health Psychol. 24(6), 572–589.
Maclean's. (1998). In defence of the military. 1(1) 5- 17.
Milliken, F. J., E. W. Morrison, & P. F. Hewlin. (2003). An Exploratory Study of Employee Silence: Issues that Employees Don’t Communicate Upward and Why.”Journal of Management Studies, 40(6), 63-76. 1453–1475.doi:10.1111/1467-6486.00387.
Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: a barrier to change and development in a pluralistic world. Manage. Rev. 25(9), 706–725. doi: 10.2307/259200
Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change And development in a pluralistic world. Academy of Management review, 25(4),706-725.
Namie, G. (2014). Workplace bullying Institute and Zogby International.
Nielsen, M. B; Hetland J, Matthiesen, S. B., & Einarsen, S. (2012). Longitudinal relationships betweenworkplace bullying and psychological distress. Scand J Work Environ Health 38(10),38–46.
Nielsen, M. B; Notelaers G., & Einarsen. S. (2011). Measuring exposure to workplace bullying.In: Bullying and harassment in the workplace: developments in theory, research, and practice,vol 2. CRC Press, Boca Raton, pp 149–174.
Notelaers, G., Vermunt, J. K., Baillien, E., Einarsen, S., & De Witte, H. (2011). Exploring risk groups workplace bullying with categorical data. Industrial health, 49(1), 73-88.
Ortega, A., Christensen K. B, Hogh, A., Rugulies, R., & Borg, V. (2011) One-year prospective study on theeffect of workplace bullying on long-term sickness absence. J Nurs Manag. 19(6),752–759
Ozkan, E., Tengilimoğlu, D. & Yilik, P. (2015). The Interaction BetweenOrganizational Silence Climate And Employees Behaviors In The Field Of Health. International Conference on Marketing and Business Development Journal, 1(1), 252-260.
Premeaux, S. F., & A. G. Bedeian. (2003). Breaking the Silence: The Moderating Effects of Self-Monitoring in Predicting Speaking up in the Workplace.”Journal of Management Studies 40 (6), 1537–1561. doi:10.1111/1467-6486.00390.
Prouska, R., & Psychogios, A. (2018). Do not say a word! Conceptualizing employee silence in a long-term crisis context. Int. J. Human Resour. Manage. 29(8), 885–914. doi: 10.1080/09585192.2016.1212913
Prouska, R., & Psychogios, A. (2018). Do not say a word! Conceptualizing employee silence in a long-term crisis context. Int. J. Human Resour. Manage. 29(6), 885–914. doi: 10.1080/09585192.2016.1212913
Rodríguez-Muñoz A., Baillien, E., De Witte, H., Moreno-Jiménez, B., & Pastor, J. C. (2009). Cross-laggedrelationships between workplace bullying, job satisfaction and engagement: two longitudinalstudies. Work Stress 23(3):225–243
Salin, D., Tenhiälä, A., Roberge, M.-É., & Berdahl, J. L. (2014). I wish I had Target reflections on responses to workplace mistreatment. Human Relations, 67(10), 1189–1211.
Salin, D., Tenhiälä, A., Roberge, M.-É., & Berdahl, J. L. (2014). I wish I had. Target reflections on responses to workplace mistreatment. Human Relations, 67 (10), 1189–1211.
Sauer, P. A., & McCoy, T. P. (2016). Nurse bullying: Impact on nurses' health. Western Journal of Nursing Research, 39(12), 1533–1546.
Sharu, P. John., & Manikandan, K. (2019). Employee Silence: A Meta-Analytic Review",The International Journal of Indian Psychology,Vol. (7).No. (1).,pp.453-433.
Trépanier S-G, Fernet C, & Austin S. (2015). A Longitudinal investigation of workplace bullying, basicneed satisfaction, and employee functioning. J Occup Health Psychol 20(1),105–116.
Vakola, M., & D. Bouradas. (2005). Antecedents and Consequences of Organizational Silence: An Empirical Investigation. Employee Relations. 27(5), 441–458. doi:10.1108/01425450510611997.
Whiteside, D. B., & Barclay, L. J. (2013). Echoes of silence: employee silence as a mediator between overall justice and employee outcomes. J. Bus. Ethics 116, 251–266. doi: 10.1007/s10551-012-1467-3
Wynen, J., Kleizen, B., Verhoest, K., Lægreid, P., & Rolland, V. (2020). Just keep silent… Defensive silence as a reaction to successive structural reforms. Journal of Public Management Review, 22(4), 498-521.
_||_
