Shahram Noorisamarin; Nasrin Arshadi; Seyyed Esmaeil Hashemi; Abdulzahra Naami
Abstract
The aim of current research was to investigate the effect of workplace mobbing and procedural injustice on organizational well-being by mediating role of organizational silence. The study was correlational research based on structural equation modeling. The statistical population of present study was ...
Read More
The aim of current research was to investigate the effect of workplace mobbing and procedural injustice on organizational well-being by mediating role of organizational silence. The study was correlational research based on structural equation modeling. The statistical population of present study was all employees of management of repair, completion, and technical services wells of National Iranian South Oil Company (NISOC) in 2019. This population used as research sample (376 employees). The participants completed the Niehoff & Moorman' procedural Justice Scale (1993), Van Dyne et al ' Organizational Silence( (2003), Steffgen et al 'Workplace Mobbing (2016) and Waterman et al' Personally Expressive Activities Questionnaires (2010). Structural Equation Modeling (SEM) was used for data analysis. The indirect effects were tested using the bootstrap procedure. Results showed that the proposed model fit the data properly. However, findings showed that procedural injustice and workplace mobbing had significant path coefficients on the organizational well-being. Moreover, indirect path coefficients of procedural injustice and workplace mobbing with organizational well-being through organizational silence were significant.
Hosein Damghanian; ERFAN Shahbaz
Abstract
Among the issues that threaten organizations today are the issue of organizational silence, career plateau and its impact on the organization and human resources. Researchers consider organizational silence to refrain from expressing ideas, Comments and information about organizational problems. But ...
Read More
Among the issues that threaten organizations today are the issue of organizational silence, career plateau and its impact on the organization and human resources. Researchers consider organizational silence to refrain from expressing ideas, Comments and information about organizational problems. But career plateau is defined as a stage in which employees, without regard to the current job and a very long timeframe, have little chance for improvement. Discussion of the career plateau and organizational silence in management of today have a special place, but in many cases the role of these factors in the organization is ignored. The present research is applied in terms of purpose and in terms of descriptive-correlation method. The population consists of 127 staff of Kermanshah water organization. A questionnaire was used to collect data. PLS2 software was used to analyze the data. Finally, the findings indicate that staff have career plateau and organizational silence. Also it was found that career plateau caused organizational silence. Also results showed that career plateau caused organizational silence by Mediation role of motivation.
Abbas Rasregar; Banafshe Fotovat
Abstract
Start-ups need the application of new management techniques and concepts. Gamification is considered as a useful tool for organizations and this qualitative research answers the main question of the research which is how can build a gamified process in the field of human resources, especially ...
Read More
Start-ups need the application of new management techniques and concepts. Gamification is considered as a useful tool for organizations and this qualitative research answers the main question of the research which is how can build a gamified process in the field of human resources, especially in recruitment section of startups. In this research 12 people are interviewed. These people were experts of human resources and gamification. In relation to primary and secondary themes in the field of gamification design during recruitment process in order to improve the recruitment of proper human force for small and medium startup businesses, 8 primary themes and 21 secondary themes are recognized. 8 primary themes which are effective factors on designing gamified recruitment process for startups are as follows: designing work plan, recognizing the job skills of applicant, examining the job innovation of applicant, developing the technology substructures of organization, characteristics of applicant, recognizing the psychological capital of applicant, recognizing the social capital of applicant, and the applicant`s adjustment ability to job purposes. The final result is a framework for designing a gamified process which is suitable for human resources especially in the recruitment section
belal panahi
Abstract
In recent years, the subject of organizational silence has become an important part of research in the field of organization and management. Organizational silence is considered to be a social phenomenon that is happened by several factors in the organization and influences the important organizational ...
Read More
In recent years, the subject of organizational silence has become an important part of research in the field of organization and management. Organizational silence is considered to be a social phenomenon that is happened by several factors in the organization and influences the important organizational results. This research has been done with using a meta-analysis method and with the aim of quantitative compilation of the results of done researches on the factors affecting organizational silence and its implications in Iran and using the comprehensive meta-analysis software (CMA) for analyzing the data. In this study, were selected and and 21 dependnt different variables from these studies 30 independnt were Indentified. The results of this study showed that the variables of organizational identity, effective communication, positive organizational behavior, individual factors, management factors, social factors, organizational factors and managerial attitudes had the most effect on organizational silence in Iranian organizations. Also, the results of this study showed that organizational silence affects important organizational variables such as organizational entrepreneurship, employee psychological empowerment, job engagement, occupational stress, cardiacity, emotional attack and work happiness. تأثیر قرار میدهد
Reza Jafariharandy; Habibeh Najafi
Abstract
Due to global competition, performance evaluation is required for the survival of the organization; main reason to assess and measure organizational performance is to increase the organization’s overall effectiveness and business processes. the aim of this study is to investigate the impact of ...
Read More
Due to global competition, performance evaluation is required for the survival of the organization; main reason to assess and measure organizational performance is to increase the organization’s overall effectiveness and business processes. the aim of this study is to investigate the impact of leadership style on human resources performance in organization mediated by organizational silence. Research method is correlation based on structural equation modeling, the statistical population consist of Sari Sepah Bank branches official staff to number 430. The sample size was estimated by Cochran formula to number 203 that were selected by multistage random cluster sampling. The used instrument in this study is three standard questionnaires- leadership measurement Avolio (1997), organizational performance Echio (2003) and organizational silence Vandyne ;et al (2003) - On which their reliability were confirmed by factor analysis and have appropriate validity. Data were analyzed by SPSS software and LISREL. The results showed that transformational leadership style and exchange have positive and significant relationship with organizational performance. organizational silence have negative relationship with organizational performance. Transformational leadership enhances performance mediate by organizational silence and transactional leadership reduces performance mediate by organizational silence. Tansformational leadership have negative relationship with organizational silence. transactional leadership have positive relationship with organizational silence. Due to greater impact of transformational leadership in enhancing organizational performance in compared to transactional leadership and broke the silence; were recommended to banks managers to operate this leadership style in their plans as common style and dominant and enhance the performance of their organizations in today's competitive world .
Amir Hossein Amirkhani; Fereshteh Ghaleh Agha Babaei
Abstract
Organizations need to maintain that employee who undertake beyond their duties and to maintain the organization's social system indirectly to achieve the objectives of the organization and they can help overcome environmental challenges. The aim of this study is to evaluate the impact of organizational ...
Read More
Organizations need to maintain that employee who undertake beyond their duties and to maintain the organization's social system indirectly to achieve the objectives of the organization and they can help overcome environmental challenges. The aim of this study is to evaluate the impact of organizational silence on organizational citizenship behavior. This research, analytical and method of research is correlational. The objective of research is practical and survey methods were used to collect data. In order to achieve this goal, the data was collected by questionnaires and simple random sampling. The population of the research is all staff of the Alborz Insurance Company of Tehran in the summer of 1395. Data analysis and structural equation modeling was done by SPSS16 and LISREL 8.50 software. The findings emphasize the necessity of organizational silence in citizenship behavior, and suggest a significant negative impact on organizational citizenship behavior is defensive silence, and acquiescent silent
Hesameddin Kamalzade; Fahime Liaghat
Abstract
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 ...
Read More
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.
Adel zahed-babelan; Ghaffar Karimianpour
Abstract
The purpose of this study is to examine the role of organizational justice and organizational trust in anticipation of organizational silence in University of Mohaghegh Ardabili. The research method is descriptive-correlational. The population included all faculty members of University of ...
Read More
The purpose of this study is to examine the role of organizational justice and organizational trust in anticipation of organizational silence in University of Mohaghegh Ardabili. The research method is descriptive-correlational. The population included all faculty members of University of Mohaghegh Ardabili. Using cluster random sampling method, three faculties and 70 faculty members were selected. The data collection tools were the Van Dyne organizational silence questionnaire, Moorman Nyhvf organizational justice questionnaire and Alvnn organizational trust. The content validity of questionnaires was confirmed by experts and reliability consider them to be 0/73, 0/89, 0/82 reported. To analyze the data, correlation and multiple regression method was used. Results showed that there is a significant correlation between organizational justice and organizational silence in the negative direction (r= -0/64). Also there is a significant correlation between organizational trust and organizational silence in the negative direction (r=0/50). Results of regression analysis showed that organizational justice and organizational trust can be a negative predictor of organizational silence, and 51 percent predict changes in organizational silence.
Seyyed Mehdi Alvani; Reza Vaezi; Rooholla Honarmand
Volume 24, Issue 79 , March 2016, , Pages 1-26
Abstract
The present study has been done to determine the relationship between positive organizational behavior and organizational silence. The statistical population consisted of staff offices of Sepah Bank (1905 people); Using Cochran''''''''s formula, 320 people were selected stratified randomly as samples. ...
Read More
The present study has been done to determine the relationship between positive organizational behavior and organizational silence. The statistical population consisted of staff offices of Sepah Bank (1905 people); Using Cochran''''''''s formula, 320 people were selected stratified randomly as samples. As for the research objectives, the present study can be classified as an “applied research”, while as for data gathering, it is descriptive as a cross-sectional survey. Data reliability and validity were assessed using Cronbach''''''''s alpha coefficient and consulting managers of Sepah Bank as experts, and the result was confirmed using confirmatory factor analysis technique. The research hypotheses were tested using structural equation modeling technique based on the results of the LISREL software. Hypothesis test results indicate that the positive organizational behavior has a significant negative relationship with organizational silence. Also results show that all dimensions of positive organizational behavior has a significant negative relationship with acquiescence silence, but about the quiscence silenence, only negative relationship with self-efficacy was confirmed and the relationship of hope, resilience and optimism was not significant with quiescence silence.
