Çalışanlar, sorunları, fikir ve önerilerini rahatlıkla ifade edebildikleri, yöneticilerin dürüst olduklarına inandıkları, güven duydukları bir çalışma ortamında daha verimli ve etkili çalışabilirler. Aksi takdirde, çalışanlar kasıtlı olarak örgüt ile ilgili fikir ve görüşlerini, oluşması muhtemel tepkilerden korunma, problemli kişi olarak algılanma korkusu veya sorunları dile getirse bile söylediklerinin herhangi bir etkisinin olmayacağı düşüncesi ile sessiz kalma davranışı içine girebileceklerdir. Bu araştırmaya işletme yöneticilerinin bilgilendirici ve yönlendirici çözümlerin geliştirilmesine katkıda bulunmak, örgütlerde gelişim, değişim ve performans artışı yaratabilmek için örgütsel güven ve örgütsel sessizlik kavramlarına dikkat çekerek bu konudaki farkındalığı artırmak niyetiyle yola çıkılmıştır. Bu bağlamda; örgütsel güven ile örgütsel sessizlik arasındaki ilişkinin ortaya konulması ve bu ilişkinin bir kamu üniversitesindeki etkisinin belirlenmesi amaçlanmıştır. Geliştirilen anket formu ile 156 akademik personelden veriler toplanmıştır. Analizler sonucunda çalışanların örgütsel güven algıları ile örgütsel sessizlik davranışları arasında negatif yönlü, orta düzeye yakın istatistiksel olarak anlamlı bir ilişkinin mevcut olduğu ortaya çıkmıştır. 1. KURAMSAL ÇERÇEVE
Workers can be work more productive and efficient in the work environment where they trust and able to explain problems, idea and suggestions smoothly. Otherwise, workers don’t express their ideas and opinions related to the organization and become silent with protection against potential reactions; fear of being problematic person; and even the worker states problems, what the worker says doesn’t have any effect. The purpose of this research is to draw attention to organizational silence and organizational trust and to raise awareness of these notions for contributing to managers develop informative and guiding solutions; creating development, change and increase performance in organizations. In this context, it is intended to figure out relationship between organizational silence and organizational trust and to assess its effect on a public university. The data were collected from 156 academic personnel with improved survey forms. In analysis result there is a statistically significant negative, close to moderate relationship between workers’ organizational trust perception and organizational silence behavior
Journal Section | Articles |
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Publication Date | June 1, 2014 |
Published in Issue | Year 2014 Volume: 1 Issue: 2 |
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