Formulation of Factors Affecting Organizational Silence Using Fuzzy AHP and ARAS Combination Approach

One of the major problems that organizations especially human resources are involved with at present is the staff not willing to discuss or participation in the organization. Organizational silence is an inefficient organizational process that reduces costs and effort. The main goal of this research is to help organizations to become familiar with the most important factors affecting the phenomenon of organizational silence and efforts to reduce it in the organization. The present research is applied in terms of purpose and in terms of its nature and descriptive-survey method. In order to achieve the goal, in the first step, a total of 36 factors influencing organizational silence were extracted through comprehensive library studies and evaluations of previous studies. In order to collect experts' opinions to implement the Fuzzy Delphi technique, a Five-Scale Likert questionnaire was used and factors affecting organizational silence were screened. In the next step, the checklist questionnaire was used to determine the weight of the factors and was distributed among the experts. Then, the second questionnaire was presented to the experts in the form of Likert spectrum. Researchers, human resource and behavioral experts who are a member of the scientific management team or have human resource management in organizations located in the province of Tehran. Sampling is unpredictable and snowball type. In this research, 12 experts were selected as respondents. Validity of the questionnaire was confirmed by experts, and the reliability was calculated according to the incompatibility rate obtained from the pairwise comparison of 0/089765. Therefore, considering that it is less than 0/1, it is acceptable. After screening with Fuzzy Delphi technique, 23 factors were accepted according to the experts' opinion for prioritization. Finally, based on the weights obtained by Fuzzy AHP method, the selected factors were selected using the ARAS technique. According to the results of the research, managers' fears of negative feedback, lack of motivational managers and environmental-cultural factors, concepts related to psychology, and the perception of the director's inability to perform the work were the highest priority.