پديد آورندگان :
اشراقي، محمد دانشگاه آزاد اسلامي واحد تهران شمال، تهران، ايران , احمدي، غلامعلي دانشگاه تربيت دبير شهيد رجايي - دانشكده علوم انساني , افراسيابي، رويا دانشگاه آزاد اسلامي واحد بجنورد - دانشكده علوم انساني، بجنورد، ايران
چكيده فارسي :
سكوت سازماني از جمله مؤلفه‌هايي است كه سازمان‌ها را از دست‌يابي به خرد جمعي و پويايي دور نگه مي‌دارد. پژوهش حاضر با هدف شناسايي عوامل به وجود آورنده سكوت سازماني و پيامدهاي احتمالي آن، و همچنين ارايه الگوي پيشنهادي در جهت كاهش آن به روش كيفي و مبتني بر تحليل تم به انجام رسيده است. جامعه مورد مطالعه اداره كل فرهنگ و ارشاد اسلامي خراسان شمالي با 240 كارمند است كه 144نفربه شيوه نمونه گيري تصادفي طبقه‌اي انتخاب شدند. همچنين براي مصاحبه بر اساس نمونه گيري هدفمند 19 نفر از مديران و سرپرستان و خبرگان تا رسيدن به اشباع نظري انتخاب شدند. براي جمع آوري داده‌ها از مصاحبه و براي تجزيه و تحليل آنها از نرم افزارهاي 8 Lisrel و MAXQDA10 استفاده شد. يافته‌ها حاكي است كه عواملي مانند عدم رعايت شايسته سالاري، ترس، نبود مديران انگيزاننده، نگرش‌هاي ذهني مديران، منفعت طلبي كاركنان و يادگيري اجتماعي، ايجاد كننده سكوت سازماني هستند
چكيده لاتين :
Although in today's fast-paced world, enjoying the ideas, suggestions and ideas of employees is one of the prerequisites for organizational development and one of the factors influencing organizations to outperform competitors, the emergence of several factors has led employees to participate in They do not express their views in organizations and in other words they prefer to remain silent. Despite the differences in the definitions of thinkers, they all agree on one thing, the lack of knowledge, information and opinions of employees that can cause serious damage to both the organization and the employee. Among the reasons for this phenomenon in the studies can be imagined by the manager's inability to do the job, the perception that they will not receive a positive response, the perception that it might harm others, the personality characteristics of the senior manager, the way staff interact, the fear of managing negative feedback, and Population differences and other reasons cited. The purpose of this study was to identify the factors causing organizational silence and its possible consequences by qualitative and thematic analysis based on interviewing method and by quantitative method using questionnaire. The statistical population of the present study consists of the North Khorasan Islamic Culture and Guidance Bureau, which was selected by stratified sampling method and Lisrel8, MAXQDA10 and Spss18 softwares were used for data analysis. After analyzing the data, factors such as lack of meritocracy, fear, lack of motivational managers, managers' mental attitudes, employee profitability, social learning have been identified and discussed as factors causing organizational silence.
