ADANMIŞLIKTAN SESSİZLİĞE, SESSİZLİKTEN VAZGEÇİŞE: SAĞLIK ÇALIŞANLARINDA SESSİZ İSTİFA ÜZERİNE KAVRAMSAL BİR ÇERÇEVE

Yıl 2024, Cilt: 6 Sayı: 2, 72 - 86

Nurperihan Tosun , Alp Caner Akay

https://doi.org/10.46482/ebyuiibfdergi.1597203

Öz

Sağlık çalışanları arasında örgütsel sessizlik, sağlık işletmelerinin ve hizmetlerinin iyileştirilmesine yönelik katkıları engelleyebilecek önemli bir sorundur. Sessiz istifa ise çalışanların işlerine karşı duydukları bağlılık ve motivasyonun zamanla azalması ve yalnızca asgari düzeyde görevlerini yerine getirmeleriyle karakterizedir. Sağlık profesyonelleri rollerinden zihinsel olarak uzaklaştıklarında, bu durum daha kötü hasta sonuçları, azalan güvenlik ve tehlikeye giren duygusal bakımla sonuçlanabilir. Bunlar hasta memnuniyeti ve genel sağlık hizmeti etkinliği için hayati önem taşıyan faktörlerdir. Sonuç olarak örgütsel sessizlik, sessizlik sarmalı ve sessiz istifa, işyeri iletişimini etkileyen birbirine bağlı ve ilişkili olgulardır. Sağlık sektöründe iş yükleri, yoğun ve stresli çalışma koşulları çoğu zaman bu sessizlik sarmalı içindeki örgütsel sessizliği etkilemektedir. Sonrasında ise bu durum dolaylı maliyetlerle fiilen işten ayrılmanın maliyetine neredeyse eşit olan sessiz istifaya yol açmaktadır. Bu nedenle sağlık yöneticilerin proaktif stratejiler geliştirerek çalışanların iş-yaşam dengesini koruyacak, fiziksel ve psikolojik yüklerini kontrol altına alacak, güven temelli, destekleyici, ilerleme ve gelişim odaklı çalışma ortamları oluşturmaları gerekmektedir.

Anahtar Kelimeler

Sessiz İstifa, Örgütsel Sessizlik, Sessizlik Sarmalı, Sağlık Çalışanları

Kaynakça

• Abdillah, M. R., Anita, R., Nofianti, L., ve Zakaria, N. B. (2018). Organizational Trust And Organizational Silence: The Factors Predicting Organizational Commitment. International Journal Of Engineering ve Technology, 126-131.
• Aeen, M. N., Zarei, R., ve Matin, H. Z. (2014). Do the organizational rumours emphasize the influence of organizational silence over organizational commitment? Journal of Social Issues ve Humanities, 2, 88–92.
• Akçakanat, T., ve Dirin, İ. (2019). İşgören Sessizliği Üzerine Kavramsal Bir Çalışma. Balikesir University Journal Of Social Sciences Institute, 22(41).
• Alami, R., Stachowicz-Stanusch, A., Agarwal, S., ve Al Masaeid, T. (2024). Predicting Quiet Quitting: Machine Learning Insights into Silent Resignations in Healthcare Industry. Journal of Ecohumanism, 3(4), 3444-3462.
• Allas, T., Mugayar-Baldocchi, M. (2024). The hidden costs of quiet quitting, quantified. Erişim: https://www.mckinsey.com/uk/our-insights/the-mckinsey-uk-blog/the-hidden-costs-of-quiet-quitting-quantified Erişim Tarihi:02.11.2024
• An, F., ve Bramble, T. (2017). Silence as a survival strategy: will the silent be worse off? A study of Chinese migrant workers in Guangdong. The International Journal of Human Resource Management, 29(5), 915–940.
• Bacaksız, F. E., Tuna, R., ve Seren, A. K. H. (2018). Sağlık çalışanlarında performans ve örgütsel sinizm ilişkisi: Hemşireler üzerinde bir araştırma. Acıbadem Üniversitesi Sağlık Bilimleri Dergisi, (1), 52-58.
• 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.
• Bala, I. (2013). The Psychological Contract: The Changing Nature Of Employee-Employer Expectations. International Journal Of Management ve Information Technology, 3(1), 62-70.
• Batmunkh, M. (2011). Liderlik Tarzları İle Örgütsel Bağlılık Ve Örgütsel Sessizlik Arasındaki İlişki Ve Bir Araştırma (Doctoral Dissertation, Marmara Universitesi (Turkey)
• Bayın, G., Yeşilaydın, G., ve Yılmaz, G. (2016). Sağlık Personelinin Örgütsel Sessizlik Nedenlerinin Belirlenmesi: Özel Hastane Örneği. Hitit Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 8(2).
• Bellet, C., De Neve, J.-E., ve Ward, G. (2023, February). Does employee happiness have an impact on productivity? Said Business School Working Papers. Erişim: https://www.researchgate.net/publication/370700918_Does_Employee_Happiness_Have_an_Impact_on_Productivity Erişim Tarihi:11.11.2024
• Biçer, C.(2024). Örgütsel Sessizlik Olgusu Ve Örgütlere Olan Etkisi: Kavramsal Bir Çerçeve. Bucak İşletme Fakültesi Dergisi, 7(1), 24-32.
• Borysiuk, Y., ve Babić, T. (2020, September). STEAM Students and Their Expectations from Future Business Life: a Values-driven Workplace. In 2020 43rd International Convention on Information, Communication and Electronic Technology (MIPRO) (pp. 776-781). IEEE.
• 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.
• Brinsfield, C. T., ve Edwards, M. S. (2020). Employee voice and silence in organizational behavior. In Handbook of research on employee voice (pp. 103-120). Edward Elgar Publishing.
• Bulut, M. B., Tanrıverdi, O., Tekeli, M. R., Yıldızeli, N., Ünal, N. N., ve Çolak, C. (2024). Unveiling the Hushed Rebellion! Exploring the Concept of Quiet Quitting in the Modern Workplace: Development and Validation of Quiet Quitting Scale. Akademik Araştırmalar ve Çalışmalar Dergisi (AKAD), 16(30), 230-255.
• Cloutier, O., Felusiak, L., Hill, C., ve Pemberton-Jones, E. J. (2015). The importance of developing strategies for employee retention. Journal of Leadership, Accountability ve Ethics, 12(2).
• Couto, C.Q., Canle, N.M. (2023). Psychosocial Risks And Silent Resignation In Nurses During Pandemic: A Literature Review. International Symposium on Occupational Safety and Hygiene: Proceedings Book of the SHO2023.
• Çakıcı, Y. D. D. A. (2007). Örgütlerde sessizlik: Sessizliğin teorik temelleri ve dinamikleri. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 16(1), 145-162.
• Çaylak, E. ve Altuntas, S. (2017). Organizational Silence Among Nurses: The Impact on Organizational Cynicism and Intention to Leave Work. Journal of Nursing Research, 25(2), 90-98.
• Dankoski, M. E., Bickel, J., & Gusic, M. E. (2014). Discussing the undiscussable with the powerful: why and how faculty must learn to counteract organizational silence. Academic Medicine, 89(12), 1610-1613.
• Dedahanov, A. T., ve Rhee, J. (2015). Examining The Relationships Among Trust, Silence And Organizational Commitment. Management Decision, 53(8), 1843-1857.
• Dehkharghani, L. L., Paul, J., Maharati, Y., ve Menzies, J. (2022). Employee silence in an organizational context: A review and research agenda. European Management Journal.
• Donsbach, W., Tsfati, Y., ve Salmon, C. T. (2014). The legacy of spiral of silence theory: An introduction. In The Spiral of Silence (pp. 1-18). Routledge.
• Dyne, L. V., Ang, S., ve Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of management studies, 40(6), 1359-1392.
• Ebik, G. E. (2017). Hemşirelikte Örgütsel Sessizlik Düzeyinin Hasta Güvenliği Kültürü Üzerine Etkisi (Master's Thesis, Sağlık Bilimleri Enstitüsü).
• Edmondson, A. C., ve Detert, J. R. (2004). The role of speaking up in work-life balancing. In Work and life integration (pp. 391-416). Psychology Press.
• Formica, S., ve Sfodera, F. (2022). The Great Resignation and Quiet Quitting paradigm shifts: An overview of current situation and future research directions. Journal of Hospitality Marketing ve Management, 31(8), 899-907.
• Galanis, P., Moisoglou, I., Katsiroumpa, A., Vraka, I., Siskou, O., Konstantakopoulou, O., ve Kaitelidou, D. (2024). Moral Resilience Reduces Levels of Quiet Quitting, Job Burnout, and Turnover Intention among Nurses: Evidence in the Post COVID-19 Era. Nursing Reports, 14(1), 254-266.
• Gonzenbach, W. J., King, C. and Jablonski, P. (1999). ‘Homosexuals and the military: an analysis ofthe spiral of silence’. The Howard Journal of Communications, 10, 281–96
• Gözlü, K.(2023). Tükenmişlik Bağlamında Yeni Bir Kavram Olarak Sessiz İstifa Ve Sağlık Sektöründeki Etkileri. MEYAD Akademi, 4(2), 213-241.
• Harmanci Seren, A. K., Topcu, İ., Eskin Bacaksiz, F., Unaldi Baydin, N., Tokgoz Ekici, E., ve Yildirim, A. (2018). Organisational silence among nurses and physicians in public hospitals. Journal of clinical nursing, 27(7-8), 1440-1451.
• Harvida, D. A., & Wijaya, C. (2020). Faktor Yang Mempengaruhi Turnover Karyawan dan Strategi Retensi Sebagai Pencegahan Turnover Karyawan: Sebuah Tinjauan Literatur. JIANA (Jurnal Ilmu Administrasi Negara), 18(2), 13-23.
• Henriksen, K., ve Dayton, E. (2006). Organizational silence and hidden threats to patient safety. Health services research, 41(4p2), 1539-1554.
• Ho, S. S. (2015). Spiral of silence. The international encyclopedia of political communication, 1-5.
• Hobfoll, S. E., Halbesleben, J., Neveu, J. P., ve Westman, M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual review of organizational psychology and organizational behavior, 5(1), 103-128.
• Hsieh, H. H., ve Huang, J. T. (2022). Why and when are silent employees less satisfied with their jobs? A conservation of resources perspective. Journal of Managerial Psychology, 37(4), 319-331.
• Hungerford, C., Jackson, D., ve Cleary, M. (2024). Quiet Quitting, Resenteeism and Other Forms of Disengagement: What Are the Answers for Nurses?. Journal of Advanced Nursing.
• Jahangir, M., ve Abdullah, M. (2017). A Review of Organizational Silence antecedents and its impact on Job Attitudes. Sarhad Journal of Management Sciences, 3(01), 146-159.
• Joseph, E. R. (2023). Reshaping Agency Dynamics: Agency Theory Based Innovative Strategies to Foster Employee Retention and Curtailing'Quiet Quitting'. Available at SSRN 4551562.
• Kaur, J. (2024). Ethical Obligations and Organizational Silence: A Critical Analysis in Healthcare. In Ethical Quandaries in Business Practices: Exploring Morality and Social Responsibility (pp. 389-420). IGI Global.
• Kaur, J., ve Arora, R. (2022). Employees silence and emotional well-being in hospitals. International journal of health sciences, 6(S4), 7233-7238.
• Kelly, J. (2022). How Both Managers And Workers Can Combat ‘Quiet Quitting’, Forbes, Erişim Adresi: Https://Www.Forbes.Com/Sites/Jackkelly/2022/08/22/How-Both-Managers-And-Workers-Can-Combat-Quiet-Quitting/?Sh=2b5af2dc466d Erişim Tarihi: 22.10.2022
• Khan, Z. (2022), “On quiet quitting #workreform”, TikTok, Erişim adresi: www.tiktok.com/@ zaidleppelin/video/7124414185282391342?lang=en
• Khosravizadeh, O., Ahadinezhad, B., Shahsavari, S., Ghiasvand, M., ve Mehri, M. (2022). Role of organizational silence in the professional performance of frontline staff in the hospital structure: a path analysis. Journal of Health Reports and Technology, 8(2).
• Kılınç, E. (2012), Hekim Ve Hemşirelerde Örgütsel Vatandaşlık Davranışı, Örgütsel Sessizlik, Çalışan Performansı Ve Aralarındaki İlişkinin İncelenmesi, Cumhuriyet Üniversitesi Sağlık Bilimleri Enstitüsü Yüksek Lisans Tezi, Sivas
• Kızrak, M., ve Yeloğlu, H. O. (2024). How can prosocial silence be golden? The roles of commitment to learning and organizational support. The Learning Organization, 31(2), 250-267.
• Knoll, M., Hall, R. J., ve Weigelt, O. (2019). A longitudinal study of the relationships between four differentially motivated forms of employee silence and burnout. Journal of occupational health psychology, 24(5), 572.
• Koelhi, T., ve Lidströmer, N. (2024). Silent resignations: Navigating moral distress in healthcare—A literature review on quiet quitting. Journal of Healthcare Ethics, 15(2), 45-62.
• Kunasz, M. (2022). Motıves For Employee Sılence In An Organızatıon–A Correlatıon Analysıs Of A Polısh SamplE. Zeszyty Naukowe. Organizacja i Zarządzanie/Politechnika Śląska, (164 Zarządzanie zasobami ludzkimi: perspektywy, wdrażanie i wyzwania= Human Resource Management: Perspectives, Implementation and Challenges), 189-199.
• Macit, G., ve Erdem, R. (2020). Örgütsel sessizliğe dair kavramsal bir inceleme. Manisa Celal Bayar Üniversitesi Sosyal Bilimler Dergisi, 18(2), 93-114.
• Mahand, T., ve Caldwell, C. (2023). Quiet quitting–causes and opportunities. Business and Management Research, 12(1), 9-19.
• Montgomery, A., ve Lainidi, O. (2022). Understanding the link between burnout and sub-optimal care: Why should healthcare education be interested in employee silence? Frontiers in Psychiatry, 13, 818393. https://doi.org/10.3389/fpsyt.2022.818393
• Morrison, E. W., ve Milliken, F. J. (2000). Organizational Silence: A Barrier To Change And Development İn A Pluralistic World. Academy Of Management Review, 25(4), 706-725.
• Nikolaou, I., Vakola, M., ve Bourantas, D. (2011). The Role Of Silence On Employees' Attitudes “The Day After” A Merger. Personnel Review, 40(6), 723-741.
• Noelle‐Neumann, E. (1974). The Spiral Of Silence A Theory Of Public Opinion. Journal Of Communication, 24(2), 43-51.
• Öztırak, M., ve Bayram, V. (2022). Examining The Relationship Between The Perceptions Of Favouritism And Organizational Silence Behaviours Of Healthcare Professionals: A Comparative Study On Public And Private Hospitals. Business ve Management Studies: An International Journal, 10(3), 956.
• Quinn, R. E., ve Spreitzer, G. M. (1997). The Road To Empowerment: Seven Questions Every Leader Should Consider. Organizational Dynamics, 26(2), 37-49.
• Pata, Y., ve Gemlik, N. (2021). Örgütsel Sessizlik Kavramına Hemşirelik Mesleği Açısından Bakış. Sosyal Araştırmalar Ve Yönetim Dergisi, (1), 38-48.
• Pinder, C. C., Harlos, K. P. (2001). ‘Employee silence: quiescence and acquiescence as responses to perceived injustice’. In Rowland, K. M. and Ferris, G. R. (Eds), Research in Personnel and Human Resources Management, Vol. 20. New York: JAI Press, 331–69.
• Robinson, A. (2022). Quiet Quitting: How to Prevent ve Combat it at Work. Erişim: https://teambuilding.com/blog/quiet-quitting Erişim Tarihi:02.10.2024
• Saygılı, M., ve Özer, G. E. Ö. (2019). Sağlık Çalışanlarının Örgütsel Sessizlik Ve Çalışan Performansı Düzeylerinin Belirlenmesi. The Journal Of Academic Social Science Studies, 8(49), 485-500
• Scheufele, D.A ve Moy, P (200). Twenty-Five Years of The Spiral of Slince: A Conceptual Review and Emprical Outlook. İnternational Journal of Public Opinion Research, 12(1), 3-27
• Scheyett, A. (2023). Quiet quitting. Social Work, 68(1), 5-7.
• Schröder, T., Stewart, T. C., ve Thagard, P. (2014). Intention, Emotion, And Action: A Neural Theory Based On Semantic Pointers. Cognitive Science, 38(5), 851-880.
• Shaukat, R., ve Khurshid, A. (2022). Woes of silence: the role of burnout as a mediator between silence and employee outcomes. Personnel Review, 51(5), 1570-1586.
• Shojaie, S., Matin, H. Z., ve Barani, G. (2011). Analyzing the infrastructures of organizational silence and ways to get rid of it. Procedia-Social and Behavioral Sciences, 30, 1731-1735.
• S,MM . (2020). Influence of empowerment, psychological contract and employee engagement on voluntary turnover intentions. International Journal of Productivity and Performance Management, 70(2), 325-349.
• Srivastava, S., Saxena, A., Kapoor, V., ve Qadir, A. (2024). Sailing through silence: exploring how negative gossip leaves breeding grounds for quiet quitting in the workplace. International Journal of Conflict Management, 35(4), 733-755.
• Sturt, D., ve Nordstrom, T. (2018). Boomerang Employees: 3 Reasons To Rehire And 2 Reasons To Avoid Them.
• Suprayitno, D. (2024). The Great Resignation: Reimagining Work and the Future of HR. Management Studies and Business Journal (PRODUCTIVITY), 1(4), 687-694.
• Şahin, H. (2016). Örgütsel Sessizlik Ve Çalışanların Performansları Arasındaki İlişki: İzmir İli Çiğli İlçesi Devlet İlkokullarına İlişkin Bir Araştırma (Master's Thesis, Sosyal Bilimler Enstitüsü).
• Takeda, S., ve Homberg, F. (2014). The effects of gender on group work process and achievement: an analysis through self‐and peer‐assessment. British Educational Research Journal, 40(2), 373-396.
• Tangirala, S., ve Ramanujam, R. (2008). Employee silence on critical work issues: The cross level effects of procedural justice climate. Personnel psychology, 61(1), 37-68.
• Tarricone, P., ve Luca, J. (2002). Employees, teamwork and social interdependence–a formula for successful business?. Team Performance Management: An International Journal, 8(3/4), 54-59.
• Vakola, M., ve Bouradas, D. (2005). Antecedents and consequences of organisational silence: an empirical investigation. Employee relations, 27(5), 441-458.
• Van Dyne, L. V., Ang, S., ve Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of management studies, 40(6), 1359-1392.
• Weinstein, M. L., ve Hirsch, P. M. (2023). For love and money: rethinking motivations for the “great resignation”. Journal of Management Inquiry, 32(2), 174-176.
• Yağar, F., ve Dökme Yağar, S. (2023). The effects of organizational silence on work engagement, intention to leave and job performance levels of nurses. Work, 75(2), 471-478.
• Yalçın, B., ve Baykal, Ü. (2019). Development and psychometric testing of the Organizational Silence Behavior Scale for healthcare professionals. Nursing ve health sciences, 21(4), 454-460.
• Yeşilaydın, G., Bayın, G., Esatoğlu, A. E., ve Yılmaz, G. (2016). Örgütsel Sessizliğin Nedenleri: Kamu Hastaneleri Çalışanları Üzerine Bir Araştırma.
• Zehir, C., ve Erdogan, E. (2011). The association between organizational silence and ethical leadership through employee performance. Procedia-Social and Behavioral Sciences, 24, 1389-1404.
• Zenger, J., ve Folkman, J. (2022, 31 Ağustos). Sessiz istifa, kötü çalışanlar değil, kötü patronlar ile ilgilidir. Harvard Business Review. 24 Ekim 2022'de alındı, https://hbr.org/2022/08/quiet-quitting-is-about-bad-bosses-not-bad-employees adresinden erişildi.
• Zohra, B., ve Sabrina, K. (2022). Organizational silence (Basic concepts and its effects). International Journal of Economic Performance, 5(2), 34-47.