Organizational Silence: A Survey on Employees Working in a Chain Hotel

Ehtíyar, Rüya; Yanardağ, Melek Zubaroğlu

doi:10.20867/thm.14.1.5

Cited by 25 publications

(3 citation statements)

References 8 publications

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“…Contrary to these findings, Okeke-James, Igbokwe, Anyanwu and Obineme (2020) who conducted research among school teachers and tried to find the relation between gender influence on organizational silence, found no significant relationship between male teachers and female teachers regarding the silence in both open and closed school climates. Ehtiyar and Yanardağ (2008) who conducted research in a chain hotel, found that the silence levels of men and women were almost the same. Likewise, Özdemir and Sarıoğlu (2013) conducted research in the public and private sectors and concluded that organizational silence does not differ according to gender.…”

Section: Literature Reviewmentioning

confidence: 99%

A Study of Organizational Silence from the Viewpoint of Female Students in Male-Dominated Classrooms

Özdemir

2024

Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi

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Organizational silence behavior is one of the problems frequently experienced by women working in male-dominated workplaces. Women working in such workplaces prefer to remain silent about the problems that they face or the issues that concern the organization in general for various reasons. The aim of this study is to determine whether the same behavior is experienced by girls in boy-dominated classrooms. The study was conducted with 102 students in a male-dominated university. On the evaluation of the survey, it is seen that female students exhibit organizational silence behaviour due to several reasons such as believing that mentioning problems won't lead to any solutions or hiding something problematic is better for the image of the classroom. Sometimes they are silent just because they don't want to be labeled as troublemakers and alienated from the classroom. It is thought that this study will have a positive contribution to literature researching not only the relations between girls and boys in the classroom but also different aspects of organizational silence. Future research may focus on investigating if the interactions between female and male employees in workplaces also exist in classrooms and the comparison of behaviors of females and males in male-dominated classrooms.

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Section: Literature Reviewmentioning

confidence: 99%

A Study of Organizational Silence from the Viewpoint of Female Students in Male-Dominated Classrooms

Özdemir

2024

Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi

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“…Çalışanların bilinçli ve kasıtlı olarak gerçekleştirdikleri sessizlik davranışları, etkili örgütsel öğrenmeye, çevreye uyum sağlama gücüne ve güvenirliğe ciddi zararlar verebilmektedir (Acaray, 2014:142). Bunun yanında alan yazında örgütsel sessizliğin; kontrol duygusu eksikliğine bağlı olarak fizyolojik veya psikolojik yılgınlık ve motivasyon kaybı (Ehtiyar ve Yanardağ, 2008:58;Deviren ve Okçu, 2020:915), kin ve nefret duygusu yaşama, yaratıcılığın, heyecanın azalması ve verimliliğin düşmesi (Akay, 2017:27), örgütsel güvenin azalması (Fard ve Karimi, 2015, Karakavuz, 2021, örgütsel performansın azalması (Şehitoğlu, 2010), işten ayrılma niyetinin oluşması (Alparslan, 2010;Öge, 2021), yaşam doyumunun azalması (Akbaş, Gemlik ve Çatar, 2020), örgütsel bağlılığın ve iş doyumunun azalması (İşlek ve Bakioğlu, 2023, Wang et all, 2022, Rayan et all, 2020, örgütsel özdeşleşmenin azalması (Atmaca, 2021), örgütsel sinizmin oluşması (Nartgün ve Kartal, 2013, Düzgün, 2022, yabancılaşma (Ehtiyar ve Yanardağ, 2008:59, Çiftçi ve Öneren, 2017 vb. olumsuz sonuçlara yol açtığını ortaya koyan birçok çalışmanın olduğu görülmektedir.…”

Section: Teorik çErçeveunclassified

İşe Adanmişliğin Örgütsel Sessi̇zli̇k Üzeri̇ndeki̇ Etki̇si̇: Kamu Çalişanlari Örneği̇

AKSOY,

ERGUN ÖZLER

2023

Fırat Üniversitesi Sosyal Bilimler Dergisi

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İşgörenlerin yaptıkları işe en yüksek performans ile kendilerini vermeleri olarak tanımlanan işe adanmışlık örgütler için oldukça önemli bir kavramdır. İşe adanmışlığın enerjiklik, adanma ve konsantrasyon boyutlarından oluştuğu görülmektedir. Örgütsel sessizlik ise işgörenlerin örgüt içerisindeki bir olay karşısında görüş ve düşüncelerini bilerek ve isteyerek belirtmemeleri olarak tanımlanabilmektedir. Örgütsel sessizlik kabullenici, korunmacı ve korumacı sessizlik olmak üzere üç boyuttan oluşmaktadır. Bu çalışmanın amacı işe adanmışlığın örgütsel sessizlik üzerindeki etkisini belirlemektir. Bu amaçla Ankara ilinde faaliyet gösteren bir belediyede görev alan memurlardan gönüllülük esasına göre veriler toplanmıştır. Yapılan regresyon analizi sonuçlarına göre işe adanmışlığın örgütsel sessizlik üzerinde pozitif yönde bir etkisinin bulunduğu; işe adanmışlık boyutlarından enerjiklik ve konsantrasyonun örgütsel sessizlik boyutlarından kabullenici sessizlik, korunmacı sessizlik ve korumacı sessizlik üzerinde anlamlı bir etkisinin olmadığı; işe adanmışlık boyutlarından adanmanın örgütsel sessizlik boyutlarından kabullenici sessizlik ve korunmacı sessizlik üzerinde anlamlı bir etkisinin olduğu, korumacı sessizlik üzerinde ise anlamlı bir etkisinin olmadığı sonucu bulgulanmıştır.

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“…It is stated that although favouritism continues to be an important phenomenon in hospitality sector, there is little empirical work regarding the consequences of favouritism in hotel context (Arici, et al, 2020). Besides that, while employee silence is significantly present in organisations, it is observed that there are few empirical studies in the literature to define, analyse and deal with employee silence (Ehtiyar and Yanardağ, 2008).…”

Section: Introductionmentioning

confidence: 99%

The effect of favouritism on employee competencies in the hotel industry: Mediating role of employee silence

Çakır

Doğantan²

2023

invest. tur

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This study aims to examine the effect of favouritism on competencies through employee silence. The phenomenon of employee silence has been defined as a mediating variable that is affected by favouritism, and which affects employee competencies. Data collected from 420 employees working in hotels in the Thrace Region based on a face-to-face survey method were used to test the research hypotheses with partial least square structural equation modelling (PLS-SEM). The results reveal that favouritism is an obstacle that causes employee silence and, more importantly, reduces the competencies of employees, as they are not treated fairly in terms of their skills, experience, knowledge, and abilities. In addition, it may be concluded that employee silence is a factor that directly reduces competencies. While there is some discussion about the possible impacts of obstacles such as favouritism and employee silence on competencies, it can be observed that there are few studies that address their relationship separately. This research is among the first to empirically reveal employee silence as the mediator between favouritism practices and employee competencies, expanding the understanding of how silence can work as a mediator in the hospitality businesses.

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Organizational Silence: A Survey on Employees Working in a Chain Hotel

Cited by 25 publications

References 8 publications

A Study of Organizational Silence from the Viewpoint of Female Students in Male-Dominated Classrooms

A Study of Organizational Silence from the Viewpoint of Female Students in Male-Dominated Classrooms

İşe Adanmişliğin Örgütsel Sessi̇zli̇k Üzeri̇ndeki̇ Etki̇si̇: Kamu Çalişanlari Örneği̇

The effect of favouritism on employee competencies in the hotel industry: Mediating role of employee silence

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