سکوت تدافعی

Background and Aim Organizational silence of one of the variables related to human resources is due to the importance of the interest to the researchers is located there and a lot of it can be fitted both on negative aspects of enterprise and then later have the individual accordingly, this study examines the relationship between the enterprise-organizational health and silently fitted deals. The population of this study was to military university of between 200 and 132 individuals were selected according to the formula, the finite population Cochran and responded to a questionnaire on organizational health and organizational silence. Data obtained using the software SPSS and LISREL software for inferential statistics and tests of structural equation path analysis was used to examine the proposed relationships is used. The results showed that the relationship between organizational silences, silence, passivity, silence and silenced defensive significant negative social and organizational health. Thus, the importance of organizational and institutional silence on the negative impact that corporate managers should analyze their subject these variables further consideration

The purpose of the present study was to explain the relationship between quality of work life and organizational silence with the mediating role of career plateauing. The research was descriptive-correlational. The statistical population consisted of 217 employees of Shirvan municipality and according to Krejcie and Morgan table 136 individuals were selected via simple random sampling. Walton (1973), Bardwick (1986), and Van den Dee (2003) organizational silence questionnaires were used to measure the variables of work quality. Data analysis was performed using Spss22 and PLS softwares. To assess the validity of the questionnaire, the convergent and divergent validity and reliability of the Cronbach's alpha were used. The results showed that there is a direct and inverse relationship between quality of work life and organizational silence and that career plateauing does not play a significant role in this relationship.

If employees lose their emotional connection with an organization (organizational commitment) and always try to improve the unfavorable conditions, they will always face a situation of organizational silence resulting in absenteeism, underemployment, violation and, ultimately, expulsion are expected of them. Given the importance of dedicated human resources in police work, it is essential that the indigenous pattern of silence be recognized in different organizations. The purpose of this study was to present the pattern of silence among the employees of Amin Police Science University.

This study is applied in terms of purpose, and it is also descriptive-analytical survey study. First part of the statistical population included Human Resources Management Experts of Amin Police University and the Deputy of Personnel Affair of Iranian National Police; the second part included the staff of the Amin Police University. In the first part, the study was performed on all eligible experts and in the second part, the sample size was determined using Cochran 144. Survey method and researcher-made questionnaire were used for data collection.
Findings and

The pattern of organizational silence in Amin Police Science University has five dimensions of defensive silence, social silence, submissive silence, communication silence, and protective silence. The factor rates of the organizational silence were greater than 0.30 and significant at the 0.95 level.

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.

One of the major obstacles to the success of the programs and goals of the organization is lack of information, lack of confidence and existence of organizational silence. organizational silence can cause complications such as damage to the mental health of employees. Accordingly, this study explores the relationship between organizational silence and mental health of the stuff. This study in term of purpose is applied and in term of method is descriptive-correlation research. Population of this study was the workers of department of Water and Wastewater of East Azarbayjan province (926), that 283 of them were selected based of Morgan and Krejcie table and randomly and responded to organizational silence questionnaire and general mental health questionnaire. Reliability of the questionnaire has been examined through Cronbachs’ Alpha coefficient and their validity was confirmed through content validity review. Data were analyzed using structural equation modeling. The obtained results indicate a significant relationship between organizational silence and its components (Acquiescent, Defensive and Prosocial) with mental health of staff.

This research has done for surveying the effects of organizational silence on the agility of organizations from higher education employees view in Yazd University. The researches method was descriptive – correlation. Statistical Society of this research was included all the Yazd University employees (425 people) in 1393. Statistical samples were choosed using limite formula and the society size was calculated 100 people. To assessing the main concepts in this research, two questionnaires (organizational silence and agility) were used. Also for confirming the validity, the content validity and confirmatory factor analysis method were used. Then the data collected were analyzed by SPSS software using K-S, Pearson correlation and Smartpls software. Based on the results of the analysis of the questionnaires, was determined that organizational silence have positive and significant relationship with organizational agility. So the main hypothesis of this study was confirmed.

Organizational silence and corporate identity are challenging concepts for organizations. The the purpose of this research is to investigate the relationship between organizational identity and the organizational silence of Bandar Abbas municipality staff. The research method is practical in term of purpose and descriptive-survey and cross-sectional in term of data collection. Research statistical society consisted of Bandar Abbas central municipality staff which 80 people were selected as samples with simple random sampling. The research instruments include standard questionnaire of organizational identity by Cheny and standard questionnaire of organizational silence by Vandyne et al which were used after confirming content validity and reliability. To achieve the results SPSS and PLS software are used and the results of teasting hypothesis indicated that ther is a positive and meaningful relationship between organizational identity and organizational silence. The results of teasting subsidairy hypothesis indicated that membership and loyalty ( Elements of corporate identity ) to be positive and meaninigful conection between with prosocial silence and negative and meaninigful conection with acquiescent silence and defensive silence. Also there is a positive and meaninigful conection between Similarity with defensive silence and acquiescent silence but it is not meaninigful conection with prosocial silence.

The phenomenon of organizational silence, is an unfamiliar subject and less likely to be found in the context of organizational research in Iran. Despite the fact that silence of employees has known to be a common phenomenon in enterprises, it is a concept that is little known and limited scientific research has been carried out around the world to deepen our knowledge on how to deal with the phenomenon. This study examined the influence of transformational leadership style and organizational learning on reducing the organizational silence in branches of Sepal Bank in Tehran in 2014. 251 employees were selected through clustering method using Cochran formula. Data was collected based on Leadership Styles Questionnaire developed by bass and Olive, learning organization by Watkins & Marsick, and organizational silence questionnaire by Vakola & Bouradas. In our study, confirmatory factor analysis (CFA) and structural equation modeling (SEM) were used to analyze research data and perform hypotheses testing. The results indicate that variables of transformational leadership style and organizational learning had a meaningful impact on organizational silence of the studied sample (%73/5). Also, according to the obtained path coefficients, it is concluded that the organizational learning has more impact on organizational silence than transformational leadership. Moreover, among characteristics of the two main variables, learning at the organizational level, considerations of individual, team learning, intellectual stimulation, personal learning, inspirational motivation, and idealized influence appear to have the greatest impact on reducing the organizational silence.

Internal Marketing is a planned try in marketing approach to overcome organization''s resistance to change in a way to create inter-functional coordination for effective application of organizational strategy. This article tries to study the effect of internal marketing on organizational silence in Esfahan Taxation Office. In this line، Cronbach''s alpha coefficient was employed to test the reliability of the questionnaire، showing an acceptable reliability (%83). Scholars'' standpoints were taken into account in using the Kendall Coefficient to measure the validity، which was known to be %80. The statistical population of the research was Esfahan Taxation Office personnel in 2012، composed of 720 employees. Samples were selected from eight taxation departments in stratified random sampling method in a proportionate accordance to the statistical population volume. A number of 240 questionnaires were handed out among the sample population، out of which 222 filled-out questionnaires returned. The data were analyzed by SPSS software. The results indicate that Internal Marketing has a significant effect on Organizational Silence.

The purpose of this study is to determine the relationship between organizational silence and citizenship behavior regarding a mediating role as organizational commitment of employees. This research is one of the Descriptive and Correlational researches. The population of this study consists of all staff members of khash Agriculture Organization whose number is 67. The present sample in this study composed of all employees of the organization. The data were collected by using a standardized questionnaire for each variable, including organizational silence questionnaires (14 questions), OCB [organizational citizenship behavior] (14 questions) and organizational commitment (24 questions). After distributing questionnaires among the employees of the organization, 61 questionnaires were collected. Data analysis was done by using structural equations and Amoos software. The results show that organizational silence with increased organizational commitment has no effect on organizational citizenship behavior. In other words, organizational commitment is not a mediator between organizational citizenship behaviors and organizational silence.

Current management and organizationliterature has focused on employee empowerment and use of open communication channels. Despite this fact, results of empirical research has shown that employees believe that open communication, information, explicit or implicit knowledge sharingare not supported within their organizations. Lack of information and trust and presence of organizational silence is one of the most important obstacles to organization success. Organizational silence refers to situationswhere employees withhold information, ideas and suggestions about potential problems. In response to the need for further research regarding organizational silence, this paper addresses the concept of organizational silence and voice, types of employee silence and voice, and the philosophical dimensions of silence. In addition, negative consequences of this behavioral problem are discussed in this paper.