Araştırma Makalesi
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A Conceptual Study on Employee Silence

Yıl 2019, , 173 - 196, 15.06.2019
https://doi.org/10.31795/baunsobed.581457

Öz

Employee silence,
which means employees’s witholding of their ideas about organizational
issues,  will be increased at
organizational level if necessary precautions are not taken. It is proposed by
recent researchs that the subject of common employee silence is not taken into
account by academicians and managers enough in our country. This situation
contradicts with today’s management approach which focuses on human resources. In
order to gain different perpectives and carry out effective decision making
process for organizations, employees are allowed to openly express or voice
their opinions about organizational issues. The aim of this study is to make a
literature review of employee silence, to show the insufficiency of studies
about employee silence, to draw attention to the necessity of studying employee
silence and its dimensions and other structures that related to employee
silence, which is believed to be related to many organizational problems. 

Kaynakça

  • Akyol, Ş. (2009). Örgüt Kültüründe Güç Mesafesi ve Liderlik İlişkisi, Doktora Tezi, Marmara Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • Antoniou, A.-S. G., Cooper, C. L., Chrousos, G. P., Spielberger, C. D. ve Eynsenck, M. W. (Editörler). (2009). Handbook of Managerial Behaviour and Occupational Health, Edward Elgar Publishing Limited, UK.
  • Ashford, B. E. (1985). Climate Formation: Issues and Extensions, Academy of Management Review, 10 (4), 837-847.
  • Argyris, C. (1977). Double Loop Learning in Organizations, Harvard Business Review, Eylül-Ekim, 115-125.
  • Bagheri, G., Zarei, R. ve Aeen, M. N. (2012). Organizational Silence (Basic Concepts and Its Development Factors), Ideal Type of Management, 1 (1), 47-58.
  • Brinsfield, C. T. (2009). Employee Silence: Investigation of Dimensionality, Development of Measures, and Examination of Related Factors, Doktora Tezi, The Ohio State University,
  • Brinsfield, C. T. (2013). Employee Silence Motives: Investigation of Dimensionality and Development of Measures, Journal of Organizational Behavior, 34 (5), 671-697.
  • Bowen, F. ve Blackmon, K. (2003). Spirals of Silence: The Dynamic Effects of Diversity on Organizational Voice, Journal of Management Studies, 40 (6), 1393-1417.
  • Crant, J. M., Kim, T.-Y. ve Wang, J. (2011). Dispositional Antecedents of Demonstration and Usefulness of Voice Behavior, Journal of Business and Psychology, 26 (3), 285-297.
  • Çakıcı, A. (2007). Örgütlerde Sessizlik: Sessizliğin Teorik Temelleri ve Dinamikleri, Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 16 (1), 145-162.
  • Çakıcı, A. (2008). Örgütlerde Sessiz Kalınan Konular, Sessizliğin Nedenleri ve Algılanan Sonuçları Üzerine Bir Araştırma, Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 17 (1), 117-134.
  • Çakıcı, A. (2010). Örgütlerde İş Gören Sessizliği: Neden Sessiz Kalmayı Tercih Ediyoruz? Detay Yayıncılık, Ankara.
  • Detert, J. R. ve Burris, E. R. (2007). Leadership Behavior and Employee Voice: Is The Door Really Open?, Academy of Management Journal, 50 (4), 869-884.
  • Duan, J., Li, C., Xu, Y. ve Wu, C.-H. (2016). Transformational Leadership and Employee Voice Behavior: A Pygmalion Mechanism, Journal of Organizational Behavior, doi:10.1002/job.2157.
  • Dutton, J. E., Ashford, S. J., O’Neill, R. M., Hayes, E. ve Wierba, E. E. (1997). Reading The Wind: How Middle Managers Assess The Context for Selling Issues to Top Managers, Strategic Management Journal, 18 (5), 407-425.
  • Dutton, J. E. ve Ashford, S. J. (1993). Selling Issues to Top Management, Academy of Management Review, 18 (3), 397-428.
  • Greenberg, J. ve Edwards, S. M. (Editörler). (2009). Voice and Silence in Organizations, Emerald Group Publishing Limited, First Edition, UK.
  • Hackman, J. R. ve Oldham, G. R. (1976). Motivaton Through The Design of Work: Test of A Theory, Organizational Behavior and Human Performance, 16, 250-279.
  • Harlos, K. P. (2001). When Organizational Voice Systems Fail: More on the Deaf-Ear Syndrome and Frustration Effects, The Journal of Applied Behavioral Science, 37 (3), 324-342.
  • Hofstede, G., Hofstede, G. J. ve Minkov, M. (2010). Cultures and Organizations: Software of The Mind, Mc Graw Hill Books, 3rd Edition, USA.
  • Kassing, J. W. ve Avtgis, T. A. (1999). Examining the Relationship between Organizational Dissent and Aggressive Communication, Management Communication Quarterly, 13 (1), 100-115.
  • Kassing, J. W. (2009). Breaking the Chain of Command: Making Sense of Employee Circumvention, Journal of Business Communication, 46 (3), 311-334.
  • Kowalski, R. M. (1996). Complaints and Complaining: Functions, Antecedents, and Consequences, Psychological Bulletin, 119 (2), 179-196.
  • Kart, M. E. (2015). Örgütsel Sinizm, Bağlamsal Peerformans ve Etik İdeoloji, Nobel Akademik Yayıncılık, 2nci Basım, Kızılay/Ankara.
  • Knoll, M. ve Van Dick, R. (2013). Do I Hear the Whistle ...? A First Attempt to Measure Four Forms of Employee Silence and Their Correlates, Journal of Business Ethics, 113 (2), 349-362.
  • Mayer, R. C., Davis, J. H. ve Schoorman, F. D. (1995). An Integrative Model of Organizational Trust, Academy of Management Review, 20 (3), 709-734.
  • McGregor, D. (1970). Örgütün İnsan İlişkileri Yönü, Çeviren: Doğan Energin, Orta Doğu Teknik Üniversitesi İdari İlimler Fakültesi Yayını, No: 16, Ankara.
  • Milliken, F. J., Morrison, E. W. ve Hewlin, P. F. (2013). An Exploratory Study of Employee Silence: Issues that Employees Don’t Communicate Upward and Why, Journal of Management Studies, 40 (6), 1453-1476.
  • Mintzberg, H. (1993). Structure in Fives: Designing Effective Organizations, Prentice-Hall Inc., USA. Morrison, E. W. ve Milliken, F. J. (2000). “Organizational Silence: A Barrier to Change and Development in A Pluralistic World”, Academy of Management Review, 25 (4), 706-725.
  • Near, J. P. ve Miceli, M. P. (1985) Organizational Dissidence: The Case of Whistle-Blowing, Journal of Business Ethics, 4, 1-16.
  • Noelle-Neuman, E. (1974). The Spiral of Silence: a Theory of Public Opinion, Journal of Communication, 24 (2), 43-51.
  • Neuwirth, K., Frederick, E. ve Mayo, C. (2007). The Spiral of Silence and Fear of Isolation, Journal of Communication, 57, 450-468.
  • Okur, F. (2016). Örgütsel Sessizlik ve Örgütsel Güven Arasındaki İlişkinin İncelenmesi: Tekstil Sektöründe Bir Araştırma, Yüksek Lisans Tezi, Beykent Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • Patrick, M. F., Davey, J. ve Dai, L. (2012). Chinese Students’ Complaining Behavior: Hearing the Silence, Asia Pacific Journal of Marketing and Logistics, 24 (5), 738-754.
  • Perlow, L. ve Williams, S. (2003). Is Silence Killing Your Company?, Harvard Business Review, Mayıs, 3-8.
  • Pinder, C. C. ve Harlos, K.P. (2001). Employee Silence: Quiescence and Acquiescence As Responses to Perceived Injustice, Research in Personnel and Human Resources Management, 20, 331-369.
  • Premeaux, S. F. (2001). Breaking the Silence: Toward An Understanding of Speaking up in the Workplace, Doktora Tezi, Louisiana State University.
  • Premeaux, S. F. ve Bedeian, A. G. (2003). Breaking the Silence: The Moderating Effects of Self-Monitoring in Predicting Speaking Up in the Workplace, Journal of Management Studies, 40 (6), 1537-1562.
  • Pinder, C. C. ve Harlos K. P. (2001). Employee Silence: Quiescence and Acquiescence as Responses to Perceived Injustice, Research in Personnel and Human Resources Management, 20, 331-369.
  • Rhee, J., Dedahanov, A. ve Lee, D. (2014). Relationships Among Power Distance, Collectivism, Punishment, and Acquiescent, Defensive, or Prosocial Silence, Social Behavior and Personality, 42 (5), 705-720.
  • Robbins, S. P., Judge, T. A. ve Vohra, N. (2017). Organizational Behavior, Pearson India Education Services, 16th Edition, India.
  • Rosen, S. ve Tesser, A. (1970). On Reluctance to Communicate Undesirable Information: The MUM Effect, Sociometry, 33 (3), 253-263.
  • Rothwell, G. R. ve Baldwin, J. N. (2007). Ethical Climate Theory, Whistle-blowing, and the Code of Silence in Police Agencies in the State of Georgia, Journal of Business Ethics, 70 (4), 341-361.
  • Sarıoğlu Uğur, S. (2016). Kişilik Tipolojilerine Göre Çalışanların Örgütsel Sessizlik Algılamaları: Kamu ve Özel Kesimde Bir Araştırma, Doktora Tezi, İnönü Üniversitesi Sosyal Bilimler Enstitüsü, Malatya.
  • Shojaie, S., Matin, H. Z. ve Barani, G. (2011). Analysing the Infrastructures of Organizational Silence and Ways to Get Rid of It, Procedia – Social and Behavioral Sciences, 30, 1731-1735.
  • Sommer, K. L., Williams, K. D., Ciarocco, N. J. ve Baumeister, R. F. (2001). When Silence Speaks Louder Than Words: Explorations Into the Intrapsychic and Interpersonal Consequences of Social Ostracism, Basic and Applied Social Psychology, 23 (4), 225-243.
  • Tangirala, S. ve Ramanujam, R. (2008). Employee Silence on Critical Work Issues: The Coss Level Effects of Procedural Justice Climate, Personnel Psychology, 61 (1), 37-68.
  • Tanyaovalaksna, S. (2016). Exploring the Relationship between Individual Cultural Values and Employee Silence, Doktora Tezi, Toronto Üniversitesi, Kanada.
  • Tınaztepe, C. (2012). Örgüt İçi Etkin İletişimin Örgütsel Sinizme Etkisi, Organizasyon ve Yönetim Bilimler Dergisi, 4 (1), 53-63.
  • Tiktaş, G. (2012). Örgüt Kültürü, Örgütsel Özdeşleşme ve Örgütsel Sessizlik İlişkisine Yönelik Bir İnceleme, Yüksek Lisans Tezi, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü, İzmir.
  • Uçok, D. ve Torun, A. (2015). Örgütsel Sessizliğin Nedenleri Üzerine Nitel Bir Araştırma, İş ve İnsan Dergisi, 2 (1), 27-37.
  • Vakola, M. ve Bouradas, D. (2005). Antecedents and Consequences of Organisational Silence: An Empirical Investigation, Employee Relations, 27 (5), 441-458.
  • Van Dyne, L., Kamdar, D. ve Joreiman, J. (2008). In-Role Perceptions Buffer the Negative Impact of Low LMX on Helping and Enhance the Positive Impact of High LMX on Voice, Journal of Applied Psychology, 93 (6), 1195-1207.
  • Van Dyne, L., Ang, S. ve Botero, I. C. (2003) Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs, Journal of Management Studies, 40 (6), 1359-1392.
  • Zehir, C. ve Erdoğan, E. (2011). The Association between Organizational Silence and Ethical Leadership through Employee Performance, Procedia Social and Behavioral Sciences, 24, 1389-1404.
  • Zheng, X. T., Ke, J. L., Shi, J. T. ve Zheng, X. S. (2008). Survey on Employee Silence and the Impact of Trust on It in China, Acta Psychologica Sinica, 40 (2), 219-227.
  • tdk.gov.tr, (17.03.2017).

İŞGÖREN SESSİZLİĞİ ÜZERİNE KAVRAMSAL BİR ÇALIŞMA

Yıl 2019, , 173 - 196, 15.06.2019
https://doi.org/10.31795/baunsobed.581457

Öz

İşgörenlerin
örgütsel sorunlarla ilgili olarak fikirlerini kasıtlı olarak dile getirmemeleri
anlamına gelen işgören sessizliği, tedbir alınmaması halinde örgütsel seviyeye
çıkabilir. Yaygın olarak gözlemlenen işgören sessizliği konusunun, ülkemizde
akademisyenler ve yöneticiler tarafından yeteri kadar dikkate alınmadığı, son
zamanlarda birçok araştırmacı tarafından ileri sürülmektedir. Bu durum,
günümüzün insan kaynağını merkeze alan yönetim yaklaşımı ile çelişmektedir. Örgütlere
farklı bakış açıları kazandırılması ve karar verme sürecinin etkili olarak
yerine getirilebilmesi için işgörenlerin örgütsel sorunlarla ilgili görüşlerini
açıkça dile getirmelerine veya ses çıkarmalarına olanak sağlanmalıdır. Bu
çalışmanın amacı, işgören sessizliği üzerine bir literatür taraması yapmak, birçok
örgütsel sorunla bağlantılı olduğu düşünülen işgören sessizliği üzerine yapılan
çalışmaların yetersiz olduğu, boyutları ve diğer yapılarla olan ilişkisinin araştırılması
gerekliliğine dikkat çekmektir.

Kaynakça

  • Akyol, Ş. (2009). Örgüt Kültüründe Güç Mesafesi ve Liderlik İlişkisi, Doktora Tezi, Marmara Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • Antoniou, A.-S. G., Cooper, C. L., Chrousos, G. P., Spielberger, C. D. ve Eynsenck, M. W. (Editörler). (2009). Handbook of Managerial Behaviour and Occupational Health, Edward Elgar Publishing Limited, UK.
  • Ashford, B. E. (1985). Climate Formation: Issues and Extensions, Academy of Management Review, 10 (4), 837-847.
  • Argyris, C. (1977). Double Loop Learning in Organizations, Harvard Business Review, Eylül-Ekim, 115-125.
  • Bagheri, G., Zarei, R. ve Aeen, M. N. (2012). Organizational Silence (Basic Concepts and Its Development Factors), Ideal Type of Management, 1 (1), 47-58.
  • Brinsfield, C. T. (2009). Employee Silence: Investigation of Dimensionality, Development of Measures, and Examination of Related Factors, Doktora Tezi, The Ohio State University,
  • Brinsfield, C. T. (2013). Employee Silence Motives: Investigation of Dimensionality and Development of Measures, Journal of Organizational Behavior, 34 (5), 671-697.
  • Bowen, F. ve Blackmon, K. (2003). Spirals of Silence: The Dynamic Effects of Diversity on Organizational Voice, Journal of Management Studies, 40 (6), 1393-1417.
  • Crant, J. M., Kim, T.-Y. ve Wang, J. (2011). Dispositional Antecedents of Demonstration and Usefulness of Voice Behavior, Journal of Business and Psychology, 26 (3), 285-297.
  • Çakıcı, A. (2007). Örgütlerde Sessizlik: Sessizliğin Teorik Temelleri ve Dinamikleri, Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 16 (1), 145-162.
  • Çakıcı, A. (2008). Örgütlerde Sessiz Kalınan Konular, Sessizliğin Nedenleri ve Algılanan Sonuçları Üzerine Bir Araştırma, Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 17 (1), 117-134.
  • Çakıcı, A. (2010). Örgütlerde İş Gören Sessizliği: Neden Sessiz Kalmayı Tercih Ediyoruz? Detay Yayıncılık, Ankara.
  • Detert, J. R. ve Burris, E. R. (2007). Leadership Behavior and Employee Voice: Is The Door Really Open?, Academy of Management Journal, 50 (4), 869-884.
  • Duan, J., Li, C., Xu, Y. ve Wu, C.-H. (2016). Transformational Leadership and Employee Voice Behavior: A Pygmalion Mechanism, Journal of Organizational Behavior, doi:10.1002/job.2157.
  • Dutton, J. E., Ashford, S. J., O’Neill, R. M., Hayes, E. ve Wierba, E. E. (1997). Reading The Wind: How Middle Managers Assess The Context for Selling Issues to Top Managers, Strategic Management Journal, 18 (5), 407-425.
  • Dutton, J. E. ve Ashford, S. J. (1993). Selling Issues to Top Management, Academy of Management Review, 18 (3), 397-428.
  • Greenberg, J. ve Edwards, S. M. (Editörler). (2009). Voice and Silence in Organizations, Emerald Group Publishing Limited, First Edition, UK.
  • Hackman, J. R. ve Oldham, G. R. (1976). Motivaton Through The Design of Work: Test of A Theory, Organizational Behavior and Human Performance, 16, 250-279.
  • Harlos, K. P. (2001). When Organizational Voice Systems Fail: More on the Deaf-Ear Syndrome and Frustration Effects, The Journal of Applied Behavioral Science, 37 (3), 324-342.
  • Hofstede, G., Hofstede, G. J. ve Minkov, M. (2010). Cultures and Organizations: Software of The Mind, Mc Graw Hill Books, 3rd Edition, USA.
  • Kassing, J. W. ve Avtgis, T. A. (1999). Examining the Relationship between Organizational Dissent and Aggressive Communication, Management Communication Quarterly, 13 (1), 100-115.
  • Kassing, J. W. (2009). Breaking the Chain of Command: Making Sense of Employee Circumvention, Journal of Business Communication, 46 (3), 311-334.
  • Kowalski, R. M. (1996). Complaints and Complaining: Functions, Antecedents, and Consequences, Psychological Bulletin, 119 (2), 179-196.
  • Kart, M. E. (2015). Örgütsel Sinizm, Bağlamsal Peerformans ve Etik İdeoloji, Nobel Akademik Yayıncılık, 2nci Basım, Kızılay/Ankara.
  • Knoll, M. ve Van Dick, R. (2013). Do I Hear the Whistle ...? A First Attempt to Measure Four Forms of Employee Silence and Their Correlates, Journal of Business Ethics, 113 (2), 349-362.
  • Mayer, R. C., Davis, J. H. ve Schoorman, F. D. (1995). An Integrative Model of Organizational Trust, Academy of Management Review, 20 (3), 709-734.
  • McGregor, D. (1970). Örgütün İnsan İlişkileri Yönü, Çeviren: Doğan Energin, Orta Doğu Teknik Üniversitesi İdari İlimler Fakültesi Yayını, No: 16, Ankara.
  • Milliken, F. J., Morrison, E. W. ve Hewlin, P. F. (2013). An Exploratory Study of Employee Silence: Issues that Employees Don’t Communicate Upward and Why, Journal of Management Studies, 40 (6), 1453-1476.
  • Mintzberg, H. (1993). Structure in Fives: Designing Effective Organizations, Prentice-Hall Inc., USA. Morrison, E. W. ve Milliken, F. J. (2000). “Organizational Silence: A Barrier to Change and Development in A Pluralistic World”, Academy of Management Review, 25 (4), 706-725.
  • Near, J. P. ve Miceli, M. P. (1985) Organizational Dissidence: The Case of Whistle-Blowing, Journal of Business Ethics, 4, 1-16.
  • Noelle-Neuman, E. (1974). The Spiral of Silence: a Theory of Public Opinion, Journal of Communication, 24 (2), 43-51.
  • Neuwirth, K., Frederick, E. ve Mayo, C. (2007). The Spiral of Silence and Fear of Isolation, Journal of Communication, 57, 450-468.
  • Okur, F. (2016). Örgütsel Sessizlik ve Örgütsel Güven Arasındaki İlişkinin İncelenmesi: Tekstil Sektöründe Bir Araştırma, Yüksek Lisans Tezi, Beykent Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • Patrick, M. F., Davey, J. ve Dai, L. (2012). Chinese Students’ Complaining Behavior: Hearing the Silence, Asia Pacific Journal of Marketing and Logistics, 24 (5), 738-754.
  • Perlow, L. ve Williams, S. (2003). Is Silence Killing Your Company?, Harvard Business Review, Mayıs, 3-8.
  • Pinder, C. C. ve Harlos, K.P. (2001). Employee Silence: Quiescence and Acquiescence As Responses to Perceived Injustice, Research in Personnel and Human Resources Management, 20, 331-369.
  • Premeaux, S. F. (2001). Breaking the Silence: Toward An Understanding of Speaking up in the Workplace, Doktora Tezi, Louisiana State University.
  • Premeaux, S. F. ve Bedeian, A. G. (2003). Breaking the Silence: The Moderating Effects of Self-Monitoring in Predicting Speaking Up in the Workplace, Journal of Management Studies, 40 (6), 1537-1562.
  • Pinder, C. C. ve Harlos K. P. (2001). Employee Silence: Quiescence and Acquiescence as Responses to Perceived Injustice, Research in Personnel and Human Resources Management, 20, 331-369.
  • Rhee, J., Dedahanov, A. ve Lee, D. (2014). Relationships Among Power Distance, Collectivism, Punishment, and Acquiescent, Defensive, or Prosocial Silence, Social Behavior and Personality, 42 (5), 705-720.
  • Robbins, S. P., Judge, T. A. ve Vohra, N. (2017). Organizational Behavior, Pearson India Education Services, 16th Edition, India.
  • Rosen, S. ve Tesser, A. (1970). On Reluctance to Communicate Undesirable Information: The MUM Effect, Sociometry, 33 (3), 253-263.
  • Rothwell, G. R. ve Baldwin, J. N. (2007). Ethical Climate Theory, Whistle-blowing, and the Code of Silence in Police Agencies in the State of Georgia, Journal of Business Ethics, 70 (4), 341-361.
  • Sarıoğlu Uğur, S. (2016). Kişilik Tipolojilerine Göre Çalışanların Örgütsel Sessizlik Algılamaları: Kamu ve Özel Kesimde Bir Araştırma, Doktora Tezi, İnönü Üniversitesi Sosyal Bilimler Enstitüsü, Malatya.
  • Shojaie, S., Matin, H. Z. ve Barani, G. (2011). Analysing the Infrastructures of Organizational Silence and Ways to Get Rid of It, Procedia – Social and Behavioral Sciences, 30, 1731-1735.
  • Sommer, K. L., Williams, K. D., Ciarocco, N. J. ve Baumeister, R. F. (2001). When Silence Speaks Louder Than Words: Explorations Into the Intrapsychic and Interpersonal Consequences of Social Ostracism, Basic and Applied Social Psychology, 23 (4), 225-243.
  • Tangirala, S. ve Ramanujam, R. (2008). Employee Silence on Critical Work Issues: The Coss Level Effects of Procedural Justice Climate, Personnel Psychology, 61 (1), 37-68.
  • Tanyaovalaksna, S. (2016). Exploring the Relationship between Individual Cultural Values and Employee Silence, Doktora Tezi, Toronto Üniversitesi, Kanada.
  • Tınaztepe, C. (2012). Örgüt İçi Etkin İletişimin Örgütsel Sinizme Etkisi, Organizasyon ve Yönetim Bilimler Dergisi, 4 (1), 53-63.
  • Tiktaş, G. (2012). Örgüt Kültürü, Örgütsel Özdeşleşme ve Örgütsel Sessizlik İlişkisine Yönelik Bir İnceleme, Yüksek Lisans Tezi, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü, İzmir.
  • Uçok, D. ve Torun, A. (2015). Örgütsel Sessizliğin Nedenleri Üzerine Nitel Bir Araştırma, İş ve İnsan Dergisi, 2 (1), 27-37.
  • Vakola, M. ve Bouradas, D. (2005). Antecedents and Consequences of Organisational Silence: An Empirical Investigation, Employee Relations, 27 (5), 441-458.
  • Van Dyne, L., Kamdar, D. ve Joreiman, J. (2008). In-Role Perceptions Buffer the Negative Impact of Low LMX on Helping and Enhance the Positive Impact of High LMX on Voice, Journal of Applied Psychology, 93 (6), 1195-1207.
  • Van Dyne, L., Ang, S. ve Botero, I. C. (2003) Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs, Journal of Management Studies, 40 (6), 1359-1392.
  • Zehir, C. ve Erdoğan, E. (2011). The Association between Organizational Silence and Ethical Leadership through Employee Performance, Procedia Social and Behavioral Sciences, 24, 1389-1404.
  • Zheng, X. T., Ke, J. L., Shi, J. T. ve Zheng, X. S. (2008). Survey on Employee Silence and the Impact of Trust on It in China, Acta Psychologica Sinica, 40 (2), 219-227.
  • tdk.gov.tr, (17.03.2017).
Toplam 57 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular İşletme
Bölüm İktisadi ve İdari Bilimler
Yazarlar

Tahsin Akçakanat 0000-0001-9414-6868

İlkay Dirin 0000-0002-5400-1688

Yayımlanma Tarihi 15 Haziran 2019
Gönderilme Tarihi 12 Kasım 2018
Kabul Tarihi 29 Mayıs 2019
Yayımlandığı Sayı Yıl 2019

Kaynak Göster

APA Akçakanat, T., & Dirin, İ. (2019). İŞGÖREN SESSİZLİĞİ ÜZERİNE KAVRAMSAL BİR ÇALIŞMA. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 22(41), 173-196. https://doi.org/10.31795/baunsobed.581457

BAUNSOBED