Örgütsel İletişim İklimi İle Sessiz İstifa Arasındaki İlişki

Öz

Bu çalışmanın amacı, örgütsel iletişim iklimi ile çalışanların sessiz istifa eğilimleri arasındaki ilişkiyi incelemektir. Sessiz istifa, çalışanların işlerine olan motivasyon ve üretkenliklerini yitirerek zihinsel ve duygusal olarak işten uzaklaşmaları biçiminde tanımlanmakta ve son yıllarda iş yaşamında giderek daha fazla görünür hâle gelmektedir. Literatürde çalışmaya ihtiyaç duyulan bu olgunun, örgüt içi iletişim süreçleriyle nasıl ilişkilendiği yeterince açıklığa kavuşmamıştır. Bu çerçevede araştırma, örgütsel iletişim düzeyinin sessiz istifa eğilimleri üzerindeki etkisini ortaya koymayı hedeflemektedir. Araştırma, Elazığ ilinde madencilik sektöründe faaliyet gösteren ve 250’den fazla çalışana sahip bir işletmede görev yapan 154 çalışandan elde edilen verilerle yürütülmüştür. Çalışmada nicel araştırma yöntemlerinden ilişkisel tarama modeli kullanılmıştır. Veriler, örgütsel iletişim iklimi ölçeği ve sessiz istifa ölçeği aracılığıyla toplanmış; analizlerde korelasyon ve çoklu regresyon yöntemlerinden yararlanılmıştır. Bulgular, örgütsel iletişim ile sessiz istifa arasında düşük düzeyde fakat anlamlı ve negatif yönlü bir ilişki olduğunu göstermiştir. Ayrıca, çalışan kaynaklı iletişimin, sessiz istifa davranışını anlamlı düzeyde yordadığı belirlenmiştir. Sonuç olarak, örgüt içinde etkili iletişimin sessiz istifayı azaltmada işlevsel bir unsur olduğu söylenebilir.

Anahtar Kelimeler

• Örgütsel İletişim İklimi
• Sessiz İstifa
• Çalışan Davranışı
• Kurum İçi İletişim

The Relationship Between Organizational Communication Climate and Quiet Quitting

Öz

The aim of this study is to examine the relationship between the organizational communication climate and employees’ propensity for quiet quitting. Quiet quitting is defined as a loss of motivation and productivity accompanied by psychological and emotional disengagement from work, and it has become increasingly visible in the workplace in recent years. Although this phenomenon warrants further scholarly attention, its linkage with intraorganizational communication processes has not been sufficiently clarified in the literature. In this context, the study seeks to identify the effect of the organizational communication climate on tendencies toward quiet quitting. The research utilizes data collected from 154 employees of a mining company located in Elazığ, Turkey, which employs more than 250 personnel. A correlational survey design was employed within the quantitative research paradigm. Data were gathered using the Organizational Communication Climate Scale and the Quiet Quitting Scale, and analyzed through correlation and multiple regression techniques. The findings indicate a weak but statistically significant negative association between the organizational communication climate and quiet quitting. Furthermore, the employee-initiated communication dimension was found to significantly predict quiet quitting behavior. In sum, effective communication within organizations may function as a mitigating factor against quiet quitting.

Anahtar Kelimeler

• Organizational Communication Climate
• Quiet Quitting
• Employee Behavior
• Internal Communication

Kaynakça

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