جستجوی مقالات مرتبط با کلیدواژه « organizational silence » در نشریات گروه « کتابداری و مدیریت اطلاعات »

The present study examines the mediating role of organizational identity in the relationship between ethical leadership over voice and citizenship behavior. The present study is descriptive-survey and applied in terms of purpose and in terms of data collection is a descriptive-correlational research. The study population was all employees of the General Departments of Sports and Youth in the western provinces of the country in 2018. Factor analysis was used in this study based on which the sample size was 168 people and 210 questionnaires were collected to ensure sampling. In order to collect data, 4 standard questionnaires were used. Face validity was confirmed by 10 professors of sports management and test structure validity using smart pls software. Convergence validity is also greater than 0.5. The reliability rate for all research variables is more than 0.7. Pearson correlation coefficient and path analysis were used to test the hypotheses. The results of the analysis showed that ethical leadership had a direct effect on increasing identity and citizenship behavior. The variables of identity and citizenship behavior are influenced by the attitude of the members of the organization and is due to the view that the individual acquires towards the organization. Therefore, the leaders of the organization should pay attention to establishing fairness and justice in the organization. Have a rational approach to identity and increase citizenship behavior.

Organizational silence (OS) in any foundation, organization or institution has some bad effect on their service provision or effectiveness. This study aimed to investigate the status of OS among the public librarians of Iran public Libraries Foundation (IPLF) and its affecting and affected factors. By multistage cluster sampling, 350 public librarians of 7 states were selected. 277 librarians have completed questionnaire named “questionnaire of Organizational Silence of public librarians”, face-to-face or via e-mail. The collected data was analyzed using some descriptive and inferential statistic methods in SPSS. From librarians’ viewpoints, organizational silence is in moderate level among public librarians of IPLF. In addition, they think that IPLF’s top management tendency toward silence is a potential factor for the librarians’ OS. Findings Shows that on the basis of public librarians viewpoints, Low communication opportunity is a powerful predictor of the librarians’ OS and low job satisfaction and weak organizational commitment are the outcomes of public librarian’s OS.Originality/Value: awareness about Organizational Silence and its bad effects is one of the basic features of intelligent organization. This research was a starting point for future deep studies about OS of Iranian public librarians and other organizational problems among them.

The purpose of this research study is to measure the relationship between organizational silence and organizational development in the National Library of the Islamic Republic of Iran.
The method used here in this study was the analytical survey. A total sample of 217 employees with B.A degrees and higher education degrees in the National Library were chosen in through the stratified random sampling technique. The A total numbers of 217 questionnaires were distributed among the employees, 205 (%94) that of which only 205 (%94) were gathered and were completely correct. To gather the research data a questionnaire with two sections was used. The organizational silence section was based on Vakola and Dimtris questionnaire (2003) and the organizational development section was based on all Donhamet’s (1989). . To analyze the data, analytical and descriptive methods were used and for testing the research hypothesis, Spearman rank – order correlation test was applied.
Findings : The findings of research study showed that in the organizational silence the best rank relates to the middle manager's attitude with the by mean of 66.44 percent, and in the organization development the best rank relates to the inclination behavior by with the mean of 74.66 percent. The results of this testing showed that there was not any relationship between the organizational silence and the organizational development in the National Library. Therefore, these two variables have nothing to do with themselves each other. The results of the search made it clear that both the top managers and the middle managers were apt to receive the employee's specialized notions and respect to their views as well. Although the employees have the moderate organizational commitment and low job organizational in the organization, they have more tendency to the job change in the library.