Impact of Organizational Silence
Abstract:
The present research aims at two aspects: firstly to examine the effect of organizational silence (OS) on organizational citizenship behavior (OCB) and secondly to examine procedural justice as a moderator on the relationship between organizational silence and OCB.
Results are generated with the help of purposive sample of 250 employees of various services companies of Pakistan using structural equation modeling (AMOS).
The findings reveal that organizational silence had negative effect on the organization citizenship behavior while procedural justice moderates this association.
DISCUSSION :
The present research is aimed at examining the effect of organizational silence on OCB of employees working in the service sector organizations of Pakistan.
The moderating effect of procedural justice was also tested on aforementioned relationship.
Employee silence is extremely detrimental to companies often causing an “escalating level of dissatisfaction” among employees, “which manifests itself in absenteeism and turnover and perhaps other undesired behaviors” (Colquitt and Greenberg: 311-312).
Therefore, mainly, this study describes the individual reaction to the organizational silence in reducing their citizenship behavior and this relationship is further studied by examining the role of procedural justice.
Sometimes employees raise voice and covey their ideas and opinions while in other conditions they remain silent. This gives a way to emerge a silence within an organization. As modern organizational environment become more diverse, the environment and communication processes within them also become more complex and interactive.
As a result employees have been identified as a rich source of feed back to address and solve work problems and issues.
Employees who prefer to respond challenging environment, and are concerned about sharing knowledge and information would be more beneficial and successful for themselves as well as for their organizations.
Such workers are considered as blessing and precious asset for the company.
This study reveals that how employees’ intentions of putting an extra effort, towards their work and organizational development, beyond their work responsibilities and duties (Organizational citizenship behavior), could be negatively affected by their attitude of being indifferent and silent (organizational silence).
However, due to having confidence that workers will be treated fairly, efficient complaint resolution can increased OCB.
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