Cómo citar
Resumen
The purpose of this study was to investigate the relationship between organizational silence and organizational commitment among employees of Shiraz University of Medical Sciences. This research is applied in terms of purpose and is correlational in terms of nature and method. The statistical population of this research is the employees of Shiraz University of Medical Sciences in 2017 and their number is 961 people. To determine the sample size, 276 people were selected as the sample size through the Morgan table. The data gathering tool is a questionnaire which has been proved in a preliminary study of validity and reliability of these questionnaires. In order to analyze the research data, descriptive and inferential statistics (structural equation model) were used using LISREL software version 8.7. Structural equation modeling results on research hypotheses show that there is a significant and negative relationship between organizational maintenance with organizational commitment among employees of Shiraz University of Medical Sciences, and organizational silence has a good effect on organizational commitment of employees. People need to have the power to control their environment and make decisions for their tasks, if they do not give them the opportunity to express their thoughts and feelings, they lack control over their work environment, and this causes self-doubt and loss of confidence leading to loss of credit of employees about organization. It means that the more scare feeling exist in the organization with atmosphere of silence. So, the commitment of employees of organization will decrease.
Citas
Aleksandrovna Maximova, O & V. Aleksandrovich Belyaev (2017). Generational Indigenation in a Multi-Ethnic and -Religious Society (Tatarstan, Russia). Opción, Año 33, No. 84 (2017): 38-64.
Allen, N. J ., Meyer, J. P. & Smith, C.A. (1997). Commitment to organizations and occupations: Extension and test of a three- component conceptualization. Journal of Applied Psychology, 78, 538-551
Cheraghnhi Haram. S.(2011). Organizational Silence.Public Relations Central Bank.(507);37-39.(in Persian).
Cinar, Orhan; karcioglu, Fatih; Aliogullari, Zisan Duygu (2013). Relationship between organizational silence and organizational citizenship behavior: a survey study in the province of Erzurum, Turkey. Procedia - Social and Behavioral Sciences, 99, pp 314 – 321. Available online at www.sciencedirect.com
Crant, J. M. (2000). Proactive behaviour in organizations. Journal of Manageme
Dimitris, B & Vakola, M. (2007). Organizational silence: A new challenge for human resource management; Athens university of economics and business.p.p.1-19.
Dyne, Linn, V., Soon, A, and Isabel Botero, 2003, C. "Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs." Journal of Management Studies 40 , 1359-392.
Harris Laeeque, Syed & ZafarBakhtawari, Nadia (2014), Employee Silence as a Determinant of Organizational Commitment: Evidence from the Higher Education Sector of Pakistan, European Journal of Business and Management, ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)Vol.6, No.20.
Hazen,M.A.2006,Silences,Perinatal Loss and Polyphony:A Post Modern Perspective,journal of organizational change management,vol.19,no.2,pp:237-249.
Mahmudi, A; Derakhshani, A, Hoodoo, N. (2014) Investigating the Factors Affecting Organizational Silence and its Relationship with Employee Engagement, Motivation and Job Satisfaction, 2nd National Conference on Dynamics of Management, Economic Development and Financial Management, Shiraz, Pandar Andish Rahpoo Co.
Meyer , J. Stanley , D., Herscovich L . , commitment in the workplace،Toward a General Model"Huaman Resource.(Management Review،vol 11،(2001).
Morrison E . Milliken F . (2000) . Organizational Silence : A Barrier To Change and Development in a Pluralistic World . The Academy of Management Review .Vol . 24 . No. 4 . p.p. 706 – 725.
MowdayØŒR.T "Reflections on the study And Relevance of organizational commitment".Human Resouce.(Management ReviewØŒvol8ØŒno 4(1998).
Pin der, C. C., & Harlos, K. P. (2001). Employee silence: Quiescence and ac quiescence as responses to perceived injustice. In K. M., Rowland, & J. G.
Robbins, Stefan, P. (2011) Arabi, Seyed Mohammad and Parsayian, Ali. Organizational behavior. Tehran: Cultural Research Office.
Sadeghi Farr, (2007) Individual Value and Organizational Commitment, Shiraz, Navid Shiraz, First Publishing, p. 37.
Safari, H; Abrahamid, AS. (2009). Extraction of Key Indicators of Organizational Commitment in Employees of Iranian Oil Terminals Company. Tehran: Quarterly Journal of Management and Human Resources in Oil Industry. Third Year, No. 6, pp. 95-112.
Slade, M. R. (2008). The adaptive nature of organizational silence: A cyber netic exploration of the hidden factory. The Graduate School of Education and Human Development, George Washington University. pp. 64-78.
Tavakoli, F, Arayesh, H, Tavakkoli, F. (2014) Investigating the Relationship between Organizational Silence and Organizational Commitment, The First International Management, Accounting, and Economics Conferences, electronically, Hakim Sarimi International Institute of Science and Technology, Shiraz
Valkola,M.,and dimitris,B.2006,Organizational Silence:A New Challenge for Human Resource Management.
Zarei Matin, H. Taheri f Sayyar (2011). Organizational Silence: Concepts, Causes, and Consequences. Journal of Management Science of Iran. No. 21 Pp. 104 - 77.
Zareinejad, M., Kaviani, M., Esfahani, M & Masoule, F. (2014). Performance evaluation of services quality in higher education institutions using modified SERVQUAL approach with grey analytic hierarchy process (G-AHP) and multilevel grey evaluation.Decision Science Letters , 3(2), 143-156.
Zhu Z.-M. Effects of The Practice of Experiential Education on Employee Self-Efficacy and Organizational Commitment in Catering Industry. Eurasia Journal of Mathematics, Science and Technology Education. 2018;14(3):745-751. doi:10.12973/ejmste/80126.