List of Articles سکوت سازمانی

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  1 - Investigating the relationship between organizational trauma and organizational silence according to the mediating role of managers' emotional intelligence (Case study: Bank Mellat companies)
  leila moallemian masoud haghighi Alireza Rezghirostami
  Organizations are facing turbulence and transformation. This requires that they be able to stay on the competition stage by adopting solutions to the severe shocks that result from these transformations. Organizational trauma theory is one of the newest theories in the More

  Organizations are facing turbulence and transformation. This requires that they be able to stay on the competition stage by adopting solutions to the severe shocks that result from these transformations. Organizational trauma theory is one of the newest theories in the field of organizational behavior and management, which is examined with the aim of psychological and physical effects on the individual and group in an organization. The purpose of this study was to investigate the causal relationship between organizational trauma and organizational silence due to the mediating role of managers' emotional intelligence. The present research is considered as a descriptive-survey research in terms of applied purpose and in terms of data collection. The statistical population of the study is 758 managers and experts of Bank Mellat companies who have selected a sample of 255 people using simple random sampling method. A questionnaire was used to collect information. For data analysis, Smart PLS software have been used. The results show that organizational trauma has a positive and significant relationship with organizational silence and organizational trauma has a negative and significant relationship with emotional intelligence. There is also a significant negative relationship between emotional intelligence and organizational silence. Given the degree of organizational silence, it is necessary to pay more attention to the factors affecting organizational trauma. The consequences of organizational trauma have many destructive effects on organizations, especially human capital, the result of which is manifested in organizational silence. Manuscript profile
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  2 - Explaining the relationships between organizational silence, organizational justice and affective commitment
  Mohammad  Mohammad اسماعیل زاده هانیه  حسینی
  researchers theoretically have raised affective commitment as a result of organizational silence. In this paper, we first described organizational justice and organizational silence and their dimensions and then examined the relationship between organizational silence a More

  researchers theoretically have raised affective commitment as a result of organizational silence. In this paper, we first described organizational justice and organizational silence and their dimensions and then examined the relationship between organizational silence and affective commitment. Then, the hypothesis derived from the literature were presented. Then, to verify the hypothesis of this study, 257 samples were extracted from the employees and faculties of Guilan university. For analyzing data, exploratory and confirmatory factor analysis using SPSS and AMOS software were used. According to analysis, three dimensions including distributive, procedural and interactional justice for organizational justice and four dimensions including Acquiescent, defensive prosocial and Opportunistic silence for organizational silence were identified. Then, secondary hypothesis based on original hypothesis were presented. The results shows the influences of organizational justice dimensions on some of the organizational silence dimensions. Also, the results shows that three dimensions of organizational silence affects affective commitment and defensive silence has the greatest influence on affective commitment. Manuscript profile
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  3 - A Survey of the Relationship between Transformational- Transactional Leadership Style and Organizational Silence/Voice: A Meta-Analysis Approach
  zahra SadeqiArani mahmoud pourbaferani fatemeh  namian zahra hoseinpour
  Improvement in today's organizations requires the empowerment and optimal use of the organization's human resources knowledge, skills opinions and ideas. Various organizational factors can cause non-hearing (silence) or hearing (voice) opinions of employees. One of the More

  Improvement in today's organizations requires the empowerment and optimal use of the organization's human resources knowledge, skills opinions and ideas. Various organizational factors can cause non-hearing (silence) or hearing (voice) opinions of employees. One of the key factors affecting organizational silence or voice is leadership style. The Researches that to survey the impact of organization's leadership style on organizational silence or voice was scattered and do not offer comprehensive result. Accordingly, the present study aimed at meta-analysis of research on the impact of transformational- transactional leadership style on organizational silence or organizational voice. The results of this study indicate that at 95% confidence level, the effect size of transformational leadership style with organizational voice is 0.442 and the effect size of transformational leadership style and transactional leadership style with organizational silence are 0.440 (reversed) and 0.460 (direct), respectively. In other words, Transformational leadership style is driving organizational voice and organizations can have active employees and benefit from their ideas by shift their leadership style from transactional leadership to transformational leadership. Manuscript profile