Identify organizational silence

Abstract Purpose:

Although the phenomenon of Organizational Silence (OS) is widely seen in organizations, there is little empirical evidence regarding its nature and components.

The purpose of this research is to identify the types of OS and its effects on JE at Menoufia University Hospitals in Egypt.

Design/methodology/approach:

To assess OS, refer to (OS questionnaire, Schechtman, 2008; Brinsfield, 2009) and JE (JE questionnaire, Rich et al., 2010).

Five dimensions of OS are constructed and measured in order to examine their effects on JE at Menoufia University Hospitals in Egypt.

Out of the 338 questionnaires that were distributed to employees, 300 usable questionnaires were returned, a response rate of 88%. Multiple Regression Analysis (MRA) was used to confirm the research hypotheses.

 Originality/value:

Although the phenomenon of silence is expected in organizations, there is little empirical evidence in the literature aimed at defining, analyzing, and coping with it.

Silence climate has an impact on the ability of organizations to detect errors and learn.

Therefore, organizational effectiveness is negatively affected.

This research aims to measure the effect of OS on JE.

Based on the findings of this research, some important implications are discussed.

Conclusion:

Based on the findings of this study, OS is evident in many organizations.

This study expanded on previous research which conceptualized OS.

Based on systematic examination of subjects’ reported experiences, silence does indeed appear to be more complex than can be accounted for by assuming it is equivalent to an absence of voice.

Moreover, the empirical evidence gathered makes a strong case for conceptualizing and examining OS.

Additionally, this research demonstrated that this covert and seemingly ambiguous phenomenon can be measured.

Although more work is needed in the area of OS, it appears that this research has effectively set the stage for further empirical examination.

In this research, most of the employees felt that the common reasons for ES are derived from administrational and organizational factors.

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