GRUPTA KAYNAŞMA, PSİKOLOJİK GÜVENLİK, İŞ ÜZERİNDEKİ KONTROL VE REKABETÇİ İŞ ORTAMININ ÖRGÜTSEL SESSİZLİK İLE İLİŞKİSİ: SESSİZLİĞE YOL AÇAN GÜDÜLERİN ARACI ROLÜ
Author :
Abstract
Morrison ve Milliken (2000) tarafından “çalışanların işle ilgili konular ve sorunlar hakkındaki bilgilerini, görüşlerini ve kaygılarını bilinçli olarak yönetimle paylaşmamaları, kendilerine saklamaları” (p.1364) olarak ifade edilen örgütsel sessizlik, çalışanların işle ilgili konulardaki fikirlerini paylaşmaları durumunda karşılaşabilecekleri olumsuz yönetici tutumlarıyla ilgili endişelerinden kaynaklanan kolektif bir davranış kalıbı olarak görülmektedir. Bu araştırma kapsamında yanıt aranan sorular; (a) örgütsel sessizliğin öncelleri nelerdir? (b) çalışanların sessizlik davranışlarının ortaya çıkmasına yol açan temel güdüler neler olabilir? (c) sessizliğe ilişkin güdülerin önceller ile örgütsel sessizlik arasında aracı rolü bulunmakta mıdır? şeklinde belirlenmiştir. Araştırmanın örneklem grubunda kamu/özel sektör çalışanı olan 210 kişi yer almıştır. Araştırma örnekleminin tespitinde kolayda örneklem yöntemi kullanılmıştır. Araştırma sonuçları, grupta sargınlık, psikolojik güvenlik ve iş üzerindeki kontrol ile örgütsel sessizlik arasında anlamlı ve negatif yönlü; rekabetçi iş ortamı ile örgütsel sessizlik arasında anlamlı ve pozitif yönlü bir ilişki ortaya koymuştur. Ayrıca, çaresizlik temelli sessizlik güdüsünün, grupta sargınlık ve örgütsel sessizlik arasında aracı rol oynadığı bulunmuştur.
Keywords
Abstract
Morrison and Milliken (2000) defined organizational silence as “a collective phenomenon where employees withhold their opinions and concerns about potential organizational problems” (p.1364) and mainly focused on silence behavior as a response to fear and stated that if employees perceive their managers are not tolerant of hearing the truth, they are likely to keep away from sharing their opinions due to a fear of negative responses. The basic research problem that this study seeks to address is the following: (a) what are the antecedents of organizational silence? (b) what types of motives produce employee silence behavior? (c) do motives of silence mediate the relationship between the antecedents and organizational silence? Data were collected through convenience sampling method from 210 employees working in organizations functioning in the public/private sectors. Results of the study revealed that generally group cohesiveness, psychological safety, and control over work have significant negative; competitive work environment has significant positive contributions on organizational silence. Also, the motive of helplessness-based silence was found to mediate the relationship between group cohesiveness and organizational silence.
Keywords
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