Nowadays, in many organizations, the employees are heard to express their ideas and beliefs concerning the problems in their organizations. This study is dealing with the phenomenon of the organizational silence and its effects on productivity. The research method was d More
Nowadays, in many organizations, the employees are heard to express their ideas and beliefs concerning the problems in their organizations. This study is dealing with the phenomenon of the organizational silence and its effects on productivity. The research method was descriptive-survey and an applied one. The statistical population included all the employees working in the main office of Transportation and terminals department in central province, which added to 250 people. The sampling method was random sampling. Using Cochran’s formula 124 people were chosen as the sample size. To gather the data two standard questionnaires, namely Van Dyne (2003) on organizational silence and Hersey & Goldsmith (1980) to measure manpower effects on productivity. The results indicated that organizational silence had effect on productivity and the defensive Silence and the acquiescent Silence have negative effect on manpower productivity. The findings and results of the research study reveal that organizational silence has impact on labor productivity. Also the results show that ProSocial Silence has positive impact on labor productivity, and the Defensive Silence and the Acquiescent Silence has negative impact on labor productivity.
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Organizational bullying is one of the deviant behaviors in organizational environments these days. The current study aims at analyzing the relationship between acquiescent silence and deviant anti-productivity behaviors and also defensive silence with the mediating role More
Organizational bullying is one of the deviant behaviors in organizational environments these days. The current study aims at analyzing the relationship between acquiescent silence and deviant anti-productivity behaviors and also defensive silence with the mediating role of organizational bullying and the moderating role of employment status. This study is practical in terms of purpose and descriptive from the view of methodology. The statistical society was 137 people of Bojnurd municipal employees who were chosen according to Cochran formula and simple random sampling. Data collecting tools were Leymann work bullying questionnaires (1996), Van Dyne et al. acquiescent silence and defensive silence(2003), and Fox and Spector counterproductive work behavior (1999). To examine the validity of questionnaires we used the content and confirmatory validity and to examine the reliability of the questionnaire we used the Cronbach alpha coefficient that results confirmed the reliability of the questionnaire. The obtained data from the questionnaire were analyzed by SPSS26 and Amos24 software and by using the structural equation with the approach of PLS and hierarchical regression. Findings showed that organizational bullying mediates the relationship between acquiescent silence and anti-productivity behaviors; On the other hand the employment status moderates the effect of acquiescent silence on counterproductive work behavior, and defensive silence. Empirical results showed that acquiescent silence increases the bullying, therefore employees may react by anti-productivity behaviors or defensive silence.
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The present study seeks to examine the correlation between organizational silence and teachers’ silence in Tabriz high schools. The method used in this study has a descriptive-correlative nature. The statistical population for this study involves all of the Zone f More
The present study seeks to examine the correlation between organizational silence and teachers’ silence in Tabriz high schools. The method used in this study has a descriptive-correlative nature. The statistical population for this study involves all of the Zone five high school teachers in city of Tabriz, Iran, through the year 2012-2013 including 242 people, from whom 150 teachers were selected using random sampling via Morgan table. Data was collected through two standard questionnaires: (a) organizational justice (Niehoff & Moorman, 1993) and (b) organizational silence (Van Dyne et al). The validity of the question was confirmed by the experienced professors in the field of educational management, and their reliability was calculated through Cronbach alpha an .92 and .84 respectively. The results of data analysis that was done through Pearson correlation and multiple regression showed that there is a significant negative relationship between organizational justice and organizational silence. However, there were two meaningful relationships between these two variables as follows: (a) between procedural justice and acquiescent silence, and (b) between distributive justice and met asocial silence.
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The present work studies organizational silence and the dimensions among the employees of University of Tehran. The method of the research is descriptive and the type is Survey. The population consisted of all employees in University of Tehran, 1394-95. According to the More
The present work studies organizational silence and the dimensions among the employees of University of Tehran. The method of the research is descriptive and the type is Survey. The population consisted of all employees in University of Tehran, 1394-95. According to the latest statistics, there are 1419 (consisting of 801 women and 618 men) employees Working in University of Tehran now. That sample was selected by Stratified sampling and the size of sample was identified based on cochrane formula are 302. data were collected through organizational silence questionnaire (Researcher made). To determine the validity of the questionnaire, content validity and construct was used and Their reliability was estimated through Cronbach’s alpha coefficient on Pilot study "0/79". The results showed that all the components of organizational silense were lower average in all aspects, except for diffident silense, silense Prosocial that was equal to the average hypothesis of this research. Independent t test results showed that female employees than male employees more supportive of silence. also The results of one-way variance test (f) showed the silence of employees in terms of demographic variables (age, experience-serve, place of employment, education and field of study) there is no difference.
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