scholarly journals Örgütsel Sessizliğin İş Yerinde Mutluluk Üzerindeki Etkisi: Bir Psiko-Sosyal Bireysel Kaynak Yokluğu Olarak Umutsuzluğun Rolü (The Effect of Organizational Silence on Happiness in the Workplace: The Role of Hopelessness as a Psycho-Social Lack of Individual Resources)

2021 ◽  
Vol 4 (13) ◽  
pp. 3681-3700
Author(s):  
Burcu Küçük ◽  
Gülnur Yağıcı
Keyword(s):  
Organizational Silence

The effect of workplace ostracism on knowledge sharing: the mediating role of organization-based self-esteem and organizational silence

2020 ◽  
Vol 32 (6) ◽  
pp. 417-435 ◽  
Author(s):  
Mina Takhsha ◽  
Negar Barahimi ◽  
Arash Adelpanah ◽  
Reza Salehzadeh
Keyword(s):  
Knowledge Sharing ◽  
Self Esteem ◽  
Equation Modeling ◽  
Statistical Population ◽  
Content Type ◽  
Mediating Role ◽  
Workplace Ostracism ◽  
Organizational Silence ◽  
The Relationship

Purpose This study aims to evaluate the effect of workplace ostracism on organization-based self-esteem (OBSE), organizational silence and knowledge sharing. Design/methodology/approach The statistical population of this research includes the employees of University of Isfahan in Iran. The structural equation modeling method is used to analyze the data and the conceptual model using 130 participants. Findings The empirical results suggest that ostracism and organizational silence influence knowledge sharing, negatively. Ostracism influences organizational silence, positively; and ostracism influences OBSE, negatively. Furthermore, organization-based self-esteem influences knowledge sharing, positively. In addition, the indirect relationship from ostracism to knowledge sharing through organizational silence was confirmed; however, the mediating role of OBSE in the relationship between workplace ostracism and knowledge sharing was not confirmed. Originality/value This research is among the first to evaluate the relationship between workplace ostracism, knowledge sharing, organizational silence and OBSE simultaneously.

scholarly journals Breaking the Silence Culture: Stimulation of Participation and Employee Opinion Withholding Cross-nationally

2005 ◽  
Vol 1 (3) ◽  
pp. 459-482 ◽  
Author(s):  
Xu Huang ◽  
Evert Van de Vliert ◽  
Gerben Van der Vegt
Keyword(s):  
Employee Involvement ◽  
Power Distance ◽  
Cultural Value ◽  
Large Power ◽  
Small Power ◽  
Organizational Silence ◽  
Collective Silence ◽  
Using Data ◽  
The Relationship

We investigated the relationship between the national cultural value of power distance and collective silence as well as the role of voice-inducing mechanisms in breaking the organizational silence. Using data from 421 organizational units of a multinational company in 24 countries, we found that both formalized employee involvement and a participative climate encouraged employees to voice their opinions in countries with a small power distance culture. In large power distance cultures, formalized employee involvement is related to employee voices only under a strong perceived participative climate.

Work Engagement, Organizational Commitment and the Work Satisfaction of Tax Administration Employees: The Intermediary Role of Organizational Climate and Silence in the Organizations

2020 ◽  
Vol 134-135 (3-4) ◽  
pp. 127-144
Author(s):  
Aleksandra Peplińska ◽  
Katarzyna Kawalec ◽  
Dorota Godlewska-Werner ◽  
Piotr Połomski
Keyword(s):  
Organizational Commitment ◽  
Organizational Climate ◽  
Work Engagement ◽  
Work Satisfaction ◽  
Job Descriptive Index ◽  
Organizational Silence ◽  
Intermediary Role ◽  
Revenue Administration ◽  
The Relationship

The aim of the presented study was to verify the relationship between the level of work engagement and organizational commitment and work satisfaction experienced by employees, taking into account intermediary variables—i.e. the climate at the organization and the phenomenon of silence in the organization. The survey involved a total of 131 employees of the National Revenue Administration, including 35 males and 96 females. Five methods were used to verify the questions and research hypotheses: Allen and Meyer’s Organizational Commitment Scale, the AVEM questionnaire, Paluchowski’s Organizational Climate Questionnaire, the four forms of the Organizational Silence Scale, and the Job Descriptive Index (JDI). The results of the research show that there is a significant relationship between work engagement and organizational commitment and work satisfaction.

Sign in / Sign up

Export Citation Format

Share Document