Presenting a model to explain the organizational silence using Interpretative Structural Modeling

Document Type : Research Paper

Abstract

Today, organizations are successful have the flexibility that this requires effective participation and engagement of employees at all levels. In this study, researchers are going to investigate the causes and roots of the emergence of organizational silence on the different views, using interpretative structural modeling to explain the silence of Research Institute of Petroleum Industry (RIPI), A comprehensive review of the literature seven factors identified to explain the silence in Research Institute of Petroleum Industry . Then using interpretation structural model (ISM) factors graded at three levels were. Then, after determining the levels each of the factors and taking into account the availability of the final matrix, the final model of interpretation were drawn. The results showed that factors such as corporate culture, personality traits and leadership style of the manager in relation to organizational silence in Research Institute of Petroleum Industry (RIPI) of their effects more than factors others.

Keywords

Main Subjects


افخمی اردکانی،‌ مهدی و خلیلی،‌ افسر(1391)، بررسی رابطه بین عوامل شخصیتی و سکوت کارکنان دانشی، ‌پژوهش‌های مدیریت عمومی،‌ 5(18)، ‌65 -83..
دانایی‌فرد، حسن؛‌ فانی، علی‌اصغر و براتی،‌ الهام(1390)، تببین نقش فرهنگ سازمانی در سکوت سازمانی در بخش دولتی، چشم انداز مدیریت دولتی، صص 61-82..
زارعی‌متین، حسن؛ طاهری، فاطمه و سیار، ابوالقاسم (1391)، بررسی و تبیین عوامل ایجادکننده سکوت سازمانی از دیدگاه مدیران و کارکنان بر مبنای مدل سه شاخگی. فصلنامهمطالعاترفتارسازمانی. سال اول، شماره 1 : 113-99.
زارعی‌متین، حسن؛ طاهری، فاطمه و سیار، ابوالقاسم (1390) سکوت سازمانی: مفاهیم، علل و پیامدها. فصلنامهعلوممدیریتایران، سال 6، شماره 21، صص104-77.
ساکی، رضا؛ دستی، مرضیه و نصری، صادق (1394) رابطه سبک‌های رهبری تحولی – تبادلی مدیران با سکوت سازمانی، پژوهش‌های مدیریت منابع انسانی، دوره5، شماره 1.
Afkhami Ardakani, Mehdi; Mehrabanfar, Ehsan.(2015). Organizational Silence, from Roots to Solutions: A Case Study in Iran Petroleum Industry. Iranian Journal of Oil & Gas Science and Technology, Vol. 4, No. 2, pp. 68-83.
Argyris, C. (1977). Double loop learning in organizations. Harvard business review, 55(5), 115-125.
Attri, r., Dev, n., & Sharma, v. (2013). Interpretive Structural Modelling (ISM) approach: An Overview. Research Journal of Management Sciences, 2(2), 6.
Bassford, R. L., & Martin, C. L. (1996). Employee suggestion systems: Boosting productivity and profits. Menlo Park, California: Crisp Publications.
Beer, M., & Eisenstat, R. (2000). The silent killers of strategy implementation and learning, Sloan Management Review, 41, 29-40.
Bowen, F., & Blackmon, K. (2003). Spirals of Silence: The Dynamic Effects of Diversity on Organizational Voice. Journal of Management Studies, 40(6), 1393-1417.
Bogosian, Robert. (2012). Engaging Organizational Voice: A Phenomenological Study of Employee’s Lived Experiences of Silence in Work Group Settings, The Faculty of Graduate School of Education and Human Development of the George Washington University.
Brinsfield, C. T., Edwards, M. S., & Greenberg, J. (2009). Voice and silence in organizations: Historical review and current conceptualizations, Voice and silence in organizations, 1, 3-33.
Campbell, D. T., Stanley, J. C., & Gage, N. L. (1963). Experimental and quasi-experimental designs for research (pp. 171-246). Boston: Houghton Mifflin.
Capanzano, M. S. (2012). Asch, Solomon E. In Encyclopedia of the History of Psychological Theories (pp. 90-91). Springer US.
Dickson, W., & Roethlisberger, F. (1966). Counseling in an Organization: A Sequel to the Hawthorne Researches, Harvard University Press, Boston, MA.
Dyne, L. V., Ang, S., & Botero, I. C. (2003). Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs. Journal of Management Studies, 40(6), 1359-1392.
Fairbank, J. F., & Williams, S. D. (2001). Motivating creativity and enhancing innovation through employee suggestion system technology. Creativity and Innovation Management, 10(2), 68-74.
Hennestad, B. W. (1990). The symbolic impact of double bind leadership: Double bind and the dynamics of organizational culture. Journal of Management Studies, 27(3), 265-280.
Izraeli, D. & Jick, T. (1986). The art of saying no: linking power to culture, Organization Studies, 7(2), 171-92.
Janis, I. L. (1982). Groupthink. Boston: Houghton Mifflin.
Lam, C. F. (2013). Direct or Polite? Antecedents and Consequences of How Employees Express Voice (Doctoral dissertation, University of Michigan).
Morrison, E. and F. Milliken (2000). Organizational silence: A barrier to change and development in a pluralistic world, Academy of Management Review, 25(4), 706-25.
Milliken, F. J., Morrison, E. W., & Hewlin, P. F. (2003). An Exploratory Study of Employee Silence: Issues that Employees Don’t Communicate Upward and Why, Journal of management studies, 40(6), 1453-1476.
Milliken, F. J., & Morrison, E. W. (2003). Shades of silence: Emerging themes and future directions for research on silence in organizations. Journal of Management Studies, 40(6), 1563-1568.
Malone, D. W. (2014). An introduction to the application of interpretive structural modeling. Proceedings of the IEEE, 63(3), 397-404.
Noelle-Neumann, E. (1993). The spiral of silence: Public opinion--Our social skin, University of Chicago Press.
Quinn, R. E., & Spreitzer, G. M. (1997). The road to empowerment: Seven questions every leader should consider. Organizational Dynamics, 26(2), 37-49.
Rapp, C., & Eklund, J. (2007). Sustainable development of a suggestion system: Factors influencing improvement activities in a confectionary company. Human Factors and Ergonomics in Manufacturing, 17(1), 79–94.
Robinson, A. G., & Schroeder, D. M. (2009). The role of front-line ideas in lean performance improvement. Quality Management Journal, 16(4), 27-40.
Singh, M. D., & Kant, R. (2011). Knowledge management barriers: An interpretive structural modeling approach. International Journal of Management Science and Engineering Management, 3(2), 10.
Tulubas, T., & Celep, C. (2012). Effect of perceived procedural justice on faculty members’ silence: the mediating role of trust in supervisor, Procedia-Social and Behavioral Sciences, 47, 1221-1231.
Van Dijk, C., & Van Den Ende, J. (2002). Suggestion systems: transferring employee creativity into practicable ideas. R&D Management, 32(5), 387-395
Vakola, M., & Bouradas, D. (2005). Antecedents and consequences of organizational silence: An empirical investigation. Employee Relations, 27, 441-458.
Warfield, J.W. (1974). Developing interconnected matrices in structural
modelling, IEEE transcript on systems, Men and Cybernetics, 4(1): 51-81.