Public Management
somayeh hassani; seyed ali akbar Ahmadi; Bahram Sarmast; hassan alvedari
Abstract
In today's turbulent world, organizations are struggling to gain competitive advantage. Staff silence has led to stagnation and inactivity in their physical and social networks, pushing the organization to the brink of collapse. The purpose of this study was to design a comprehensive organizational silence ...
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In today's turbulent world, organizations are struggling to gain competitive advantage. Staff silence has led to stagnation and inactivity in their physical and social networks, pushing the organization to the brink of collapse. The purpose of this study was to design a comprehensive organizational silence model based on the organization's five pillars. The study method is descriptive and qualitative which has been implemented in two stages of Delphi and Library. In the first stage, components of organizational silence were identified by research literature. Then based on the five pillars of the organization (Environment, Persons, Structure, goals ,Technology), the proposed conceptual framework of organizational silence is achieved.statistical population includes university Professors of Payame Noor, Allameh Tabataba'i, Tehran, Beheshti and experimental managers in Tehran, using snowball sampling method.From all questions in all Delphi periods, the sample t-test and the mean and standard deviation were used. Kendall's correlation coefficient for all dimensions was calculated.The results showed that all the terms in all Delphi periods are meaningful and the factors related to the goals have the highest agreement, after which the technological factors, the inner environment, individual managers, structural, external environment and individual factors of employees. At the end of the final model, organizational silence was designed based on the five organizational roles. Therefore, it can be concluded that all five aspects of the organization and its dimensions can be effective in maintaining organizational silence and it is necessary that managers pay enough attention to organizational dynamics in all five dimensions of the organization.
