Leila Ghasemi esfahlan; Akbar Hassanpoor; Saeed Jafarinia; Bijan Abdollahi
Abstract
One of the characteristics that show the dynamism of today's organizations is the benefit of organizations from the constructive and useful point of view of employees in increasing the quality of decisions making in organizations. Therefore, the purpose of this study is to identify the factors affecting ...
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One of the characteristics that show the dynamism of today's organizations is the benefit of organizations from the constructive and useful point of view of employees in increasing the quality of decisions making in organizations. Therefore, the purpose of this study is to identify the factors affecting the expression of organizational dissent of employees in the university. The method of this research is qualitative and exploratory which has been done using content analysis and documental study. The statistical sample of this research included 120 articles published in the valid journals searched in domestic and foreign scientific databases by searching for keywords and performing the screening process. Finally, 30 works were selected for further review and analysis. The result of the literature review and analysis was the extraction of 31 basic themes, 13 constructive themes, and 4 comprehensive themes. Findings showed that the factors affecting the willingness of employees to express organizational opposition are 4 main dimensions: personal, communicational, organizational, and environmental, each of which can affect the willingness of employees to express organizational dissent, but the decision to choose the approach of expressing depends on which particular issue and factor will be affected in that particular situation at the time of selection; therefore, depending on the circumstances, it is necessary to identify the considerations of each factor and consider the correct approach to express organizational dissent of employees.
Modeling
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.
Abbas Ali Rastgar; Farnaz Roozban
Volume 2, Issue 4 , October 2014, , Pages 7-18
Abstract
Employees are the principal agent of development and change in organizations, but employees silence is the sound of organization fail. Information, knowledge, ideas and opinions of employees is a critical factor but if staff remain silence these are not valuable. This research wants to identify the factors ...
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Employees are the principal agent of development and change in organizations, but employees silence is the sound of organization fail. Information, knowledge, ideas and opinions of employees is a critical factor but if staff remain silence these are not valuable. This research wants to identify the factors affecting organizational silence. Though, in first phase, researcher-made Organizational silence questionnaire distributed that includes component such communication opportunities, employee silence, manager behavior make silence. The result shows high level of organizational silence although good communication opportunity. In second phase, the participants with the highest questionnaire mark were chosen for in-depth interviews. The employees Interview analyzed by thematic method. Factors that affect organization silence distinguished and classified in three groups. Demographic factors, employee and manager behaviour as personal factors, Evaluation system, low job security, lack of internal agility as organization factors and Labeling, Not worthwhile express ideas, The absence of a culture of teamwork as culture factors. Some points suggested for solving the problem.
