silence

The purpose of this research is to investigate the effect of self-censorship of human resources on organizational silence by explaining the mediating role of conscious silence of human resources. This research is based on practical purpose and in terms of method is descriptive survey. The statistical population of the research is 355 employees of Chaharmahal and Bakhtiari governorates, considering that the size of the statistical population is limited and specific, from Morgan table at the 95% confidence level was determined 260 people and it was selected by available sampling method. To collect information, researcher-made questionnaires of organizational silence, organizational self-censorship, and conscious silence were used, whose validity and reliability were confirmed by content validity and Cronbach's alpha, and a survey of experts and consultants. Structural equation modeling method and SPSS, PLS software were used to test hypotheses and analyze data. The research findings showed that the self-censorship human resources has a positive and significant effect on organizational silence. Also, self-censorship of human resources has a positive and significant effect on mum effect. As a result, it can be said that managers of government organizations, being aware of the issue of organizational silence and the factors affecting it, must take measures to identify its irreparable messages and effects.

The purpose of this research is to investigate the effect of knowledge hiding behaviors on employees' silence and organizational deviant behaviors with the mediating role of psychological contract breach. This research is applied in terms of purpose and descriptive-surveillance in terms of nature. The statistical population of the current research includes the employees of the large taxpayer’s unit, which consists of 400 people, of which 227 people were determined as a statistical sample by simple random method and power analysis method. In order to collect information, a standard questionnaire was used and the data was analyzed by multivariate analysis based on structural equation modeling with a covariance-based approach in Amos software version 24. The research results show the confirmation of rationalized hiding on defensive silence, evasive hiding on relational silence, rationalized hiding on relational silence, evasive hiding on ineffective silence, rationalized hiding on ineffective silence and defensive silence on organizational deviant behavior, relational silence on organizational deviant behavior and Ineffectual silence on deviant organizational behavior and Also, the results of the mediation analysis show that the construct "psychological contract breach" has a mediating role for all relationships between the dimensions of knowledge-hiding behaviors and the dimensions of silence So that the said mediation process for the causal relationships between "playing dumb" and "defensive silence/ ineffective silence" is complete and partial for the rest of the relationships. In the section of the structural model, among the twenty-one proposed hypotheses, seventeen were confirmed, among which the effect of relational silence on organizational deviant behavior had the highest path coefficient (0.33).

The purpose of this study is to develop and construct scale of organizational silence based on the perception of employees working in the administrative offices of Qazvin province. The research sample was selected from the statistical population by two-stage sampling method. The first stage was stratified sampling and the second stage was simple random sampling. The research sample included 15 administrative offices and 414 employees working in the administrative offices of Qazvin province in 6 cities. For this purpose, the organizational silence scale consisting of 38 items was prepared. The value of KMO index was 0.866. Factor analysis of the scale showed that the evaluation items are clustered into 5 factors that account for 82.48% of the total variance. The described variance factors were 18.49%, 17.56%, 16.92%, 15.21% and 14.30%, respectively. According to the research literature these factors have been named as individual, administrative, organizational culture, colleagues and allied pressure groups. In addition, in order to test the scale, first and second order confirmatory factor analysis was performed. Cronbach's alpha values ​​also ranged from 0.94 to 0.99. The total Cronbach's alpha value was 0.93.The values ​​obtained from the scale showed that the scale has validity and reliability.

Considering the importance of observing the divine limits in individual and social dimensions, the present study examines the degree of students' adherence to religious orders and invites each other to protect values and interdiction anti-values. This futuristic study was conducted with a normative approach and content analysis method of the theme network type, with the study of a virtual student group. The content provided by the participating users was recorded and analyzed in response to the prohibition of the denial of bad hijabi, including text, image, emoji, sticker and gif. As a result, 15 basic themes were obtained, which were combined and summarized into four organizing themes: "melee", "excuse making", "unlit candle" and "silence poison" and finally the comprehensive single theme "abnormal sovereignty" was formed. the behavior of a minority group and the silence of the majority of students in this virtual group was such that not only was the phenomenon of bad hijabi not condemned, but also the critic was forced to delete his messages. Therefore, the probable future will be the news of the prohibition of denial, increasing silence and inattention to anti-values, changing the position of critic and erring and behavioral tyranny of erring people. The findings of the present study can be considered as a flip for cultural managers to pay attention to the coefficient of some decisions, in cyberspace or at the community level.

Although in today's fast-paced world, enjoying the ideas, suggestions and ideas of employees is one of the prerequisites for organizational development and one of the factors influencing organizations to outperform competitors, the emergence of several factors has led employees to participate in They do not express their views in organizations and in other words they prefer to remain silent. Despite the differences in the definitions of thinkers, they all agree on one thing, the lack of knowledge, information and opinions of employees that can cause serious damage to both the organization and the employee. Among the reasons for this phenomenon in the studies can be imagined by the manager's inability to do the job, the perception that they will not receive a positive response, the perception that it might harm others, the personality characteristics of the senior manager, the way staff interact, the fear of managing negative feedback, and Population differences and other reasons cited. The purpose of this study was to identify the factors causing organizational silence and its possible consequences by qualitative and thematic analysis based on interviewing method and by quantitative method using questionnaire. The statistical population of the present study consists of the North Khorasan Islamic Culture and Guidance Bureau, which was selected by stratified sampling method and Lisrel8, MAXQDA10 and Spss18 softwares were used for data analysis. After analyzing the data, factors such as lack of meritocracy, fear, lack of motivational managers, managers' mental attitudes, employee profitability, social learning have been identified and discussed as factors causing organizational silence.

Silent behavior among employees of the organization and its destructive consequences and against it the happiness of the employees in relation to the healthy organizational personality will be of great importance in furthering the organizational goals andmissions.Therefore, the purpose of the present study is to investigate the mediating role of perception of healthy organizational personality in the relationship between employee happiness in the workplace and silent behavior among the staff of Amir al-Momenin University of Isfahan.

This research is applied-descriptive in terms of purpose and in terms of relationship between variables is correlation type. The statistical population in the present study was all employees of Amir al-Momenin University of Isfahan in the year 2018-2019. Based on Krejcie-Morgan table and Cochran formula 210 people were selected for the study. Data were collected through three standard questionnaires of perception of healthy organizational personality of Fannie et al. (2013), staff happiness in the workplace Stoehr (2015) and silent behavior of Pikani and Shah Nazari (2015). Structural equation method, Kolmogorov-Smirnov test and Bootstrap method with Smart PLS 7 software were used to test the research hypothesis.

The results of this research in the research hypothesis based on correlation tests and structural equation modeling showed that between employees' happiness in the workplace and silent behavior through understanding of healthy organizational personality among the staff of Amir al-Momenin University at the confidence level of 0.95%. There was an inverse and significant relationship between 0 and the value of correlation coefficient of -0.93.

Employees' happiness in the workplace reduces their silent behavior by improving their perception of a healthy organizational personality among the staff at Amir al-Momenin University. In fact, staff happiness inthe workplace can not only directly but also by improving the healthy organizational personality can lead to a reduction in the silent behavior of staff at the university.

The purpose of this study was designing and testing a model of antecedents (including ethical leadership, transformational leadership, transactional leadership, and organizational centralization) and consequences (including job frustration, job anxiety, workplace deviance, and employee silence) of perceived organizational politics in the employees of Abadan oil Refinery Company. The research design of this study was correlational, done through structural equation modeling (SEM). The statistical population included all employees in Abadan oil Refinery Company in the year 2018, out of which a sample of 459 employees was selected using multistage random sampling method. The data collection instruments included perceived organizational politics (Zho & Ferris, 1996), ethical leadership (Brown et al., 2005), leadership styles (Ismail et al., 2010), organizational structure preference (McShane & Von Gilnow, 2013), job frustration (Peters et al., 1980), job anxiety (Parker, & De Cotiis, 1983), workplace deviance (Aquino et al., 1999) and employee silence (Brinsfield, 2013) scales. The structural equation modeling was used to test the proposed model. Also, bootstrapping method was used to evaluate indirect effects in the model. Results showed that the fitness indices for the proposed model were in the acceptable range; however, by imposing some modifications, the model achieved a better fitness. The results also showed that all direct paths (except for the paths of transactional leadership and centralization to perceived organizational politics, and the paths of job frustration to workplace deviance and employee silence) were significant. Based on the findings of the present research, political perceptions can bring about employee silence and workplace deviance. Therefore, it is essential to pay attention in this regards.

  The authoritarian leadership style is one of the negative and unethical styles of leadership and is guided by the dark side styles of leadership. Regarding the negative effects and consequences of this leadership style, the purpose of this study was to investigate the effect of authoritarian leadership on silence and counterproductive work behaviors, taking into account the mediator's role of representational predicament.  The research is descriptive – correlation. The statistical population of the study consisted of employees of one of the law enforcement agencies of Tehran. The sample size was 89 with regard to the rules for determining the sample size in the PLS method. The sampling method was randomly available.The instruments for collecting data were questionnaire. To analyze the collected data, Vertical Factor Analysis and Structural Equation Modeling and Smart PLS software were used.
Research Based on the research results, the authoritarian leadership has a positive and significant impact on counterproductive work behaviors and representational predicament. The results showed that there is no significant relationship between authoritarian leadership with employees silence and the representational predicament with counterproductive work behaviors. Also, the mediator's role of representational predicament in the relationship between autocratic leadership and silence was confirmed but the mediator's role of representational predicament was not confirmed in the relationship between authoritarian leadership and counterproductive work behaviors. ndividuals are reluctant for a variety of reasons to express their true opinion about their leader and its characteristics and organizational conditions. Raising their awareness and ensuring that no negative consequences are made if they are genuinely honest can increase the level of confidence in the results.  Excessive and complex bureaucracies and the existence of some protective and information restrictions in the organization under study were the most important limitations of this study. Such restrictions reduce the amount of data to be analyzed. Future research in organizations with no limitations on data collection can increase the level of confidence and confidence in the results.  The article adds to managerial research, and particularly in the field of organizational leadership and the dark side of leadership, by examining the impact of authoritarian leadership on silent and counterproductive work behaviors given the mediating role of representational predicament.

The purpose of this study was to investigate the effect of organizational climate on organizational silence in Lamerd Islamic Azad University. This research is applied in terms of target type and in terms of data collection method is descriptive-correlation. The statistical population of this research consisted of 84 professors of Islamic Azad University of Lamerd in the academic year 1396/1395. A census method was used to select the sample and each 84 faculty members of the Islamic Azad University of Lamard were selected. The instrument for collecting data in this study was the organizational climate questionnaire based on Halpin and Kraft (1963) and Organizational Silence Questionnaire (KOLA and BORDAS, 2005). The content validity and appearance of the questionnaires were confirmed by the experts and their reliability, which was the result of a two week trial of 30, was estimated using Cronbach's alpha coefficient, which was 0.78 for the organizational climate questionnaire and The organizational silence questionnaire was 0.83. To analyze the data, regression analysis was used at a significant level of 0.05. The results show that by upgrading one unit of organizational climate, 0.990 unit of standard deviation of organizational silence will increase, resulting in a positive relationship. Also, the results showed that the dimensions of organizational climate of the organizational climate of command, limitation, pretending to work, unwillingness and distancing have a significant effect on organizational silence in Lamard Islamic Azad University.

As defined by researchers, organizational silence is unwillingness of staffers to truthful expression in spite of inclination to alter affairs for the fear of the employees due to negative outcomes and their understanding of complex viewpoints of managers. Meanwhile, this study aims at recognition and prioritization of the effective factors in organizational silence in the staff of the Islamic Republic of Iran's Ministry of Defense (IRIMOD) by Means of ISM. Doing so, it is conducted by description-survey and selects the population in an objective manner. To gather data, it exploits a researcher-drawn questionnaire the reliability of which hits 0/995 by SPSS, and as the data were normal, they were analyzed by confirmatory factor analysis with LISREL Software. The major outcomes of the study are as follows: The factors of management, culture, organization, group, personality, job security, communication opportunities, motivation, traditional conflicts, gender, etc. are effective in organizational silence based on ISM in such a way that the cultural ones are the most fundamental

The present paper concentrates on exploring the view of Islam about the dimensions, causes and effects of organizational silence through a grounded Theorg Research. “Organizational silence” is among the questions which has an effective role in different issues and at individual, group and organizational levels. Given the varied discussions of this issue, expanding the view of Islam about this silence can be a new way of approaching this issue. Therefore, this paper analyzes organizational silence according to the view of Islam and provides a model of its organizational causes and effects.Islam stresses the importance of reasonable behavior and abstinence from unreasonable behavior in man's acts. As patterns of behavior, silence and speech are no exception. In this research, silence and speech are studied under two general headings: reasonable and unreasonable. The influential factors in the model of organizational silence as viewed by Islam are: to know, to want and to be able. Both Reasonable and unreasonable silence and speech exert influence on individuals, groups and organizations.

Although employees are expected to contribute to the development of organization with their knowledge، ideas، opinions and suggestions، they sometimes prefer to remain silent. Personality can be important in employers’ decision to speak up about organizational issues. This study aims to examine the effects of Personality on knowledge-based employee silence. The objective of this research is to investigate the role of personality traits in silence formation among Personnel of RIPI. The population consisted of all knowledge workers in RIPI. Sample Size based on Morgans’ table is 180 persons. The main tool to gather data is questionnaires and data has been analyzed with LISREL software. Research methodology includes both descriptive and correlation analysis based on structural equation modeling. Research results indicate that personality dimensions such as extraversion، openness to experience and Conscientiousness have a negative and meaningful relationship with silence; whereas Agreeableness has a positive and meaningful relationship with silence، and finally، Neuroticism didn’t have meaningful relationship with silence