خلاصة:
The purpose of the present study was to determine validity and reliability of Persian version of organizational silence questionnaire. The population was all employees of ministry of youth affairs and sports of Iran. Due to the population size, total population sampling method was used in which sample size is the same with population size. To collect information Vacola and Bouradas questionnaire (2005) was used. This questionnaire is consisting of three components including top management attitude toward organizational silence, supervisors' attitude toward organizational silence, and communication opportunities. Face and content validity of questionnaires were discussed and confirmed by university professors and experts. And using Cronbach's alpha coefficient, the reliability was calculated in a case study in which the reliability is 0.90. To describe statistical data, descriptive indicators was used and to determine construct validity, confirmatory factor analysis was used. The results showed that based on relations and significant levels, all the questions had significant relationship with factors and could be an appropriate predictor for their factors. Regarding to the results of this research, Persian version of organizational silence questionnaire has acceptable level of reliability and validity.
ملخص الجهاز:
Meanwhile, two main factors that cause employees to be silent in organizations are: manager’s concerns about negative feedbacks of employees due to risk of losing their benefits and positions, and employees perceptions towards implicit beliefs of managers about them (Morrison and Milliken, 2000, p:716).
Then analyses types of organizational silence and voice, describes philosophical dimensions of silence and its related perspectives, defines organizational and management variables which influence on creation of organizational silence, mentions silence contents in organizations and describes the reasons and consequences of organizational silence (Zarei Matin, Taheri and Sayyar, 2012, P:99).
Ting and Ying (2016) in his research entitled ‘organizational silence’ introduces the concept of organizational silence and its reasons and identifies its components, dimensions and the impact of different occupational attitudes on it (Ting and Ying, 2016, P:646).
Also they concluded that when knowledge-oriented employees, as strategic property of the organization, are silent, the management should be noticed that a great danger is about to happen (Barry and Wilkinson, 2012, P: 276) Danaei Fard, Fani and Barati (2011) in their research entitled ‘clarification on the role of organizational silence on organizational silence in public sector’ concluded that it is difficult to move on from a silent atmosphere to an atmosphere that free and open relations are encouraged and supported.
Discussion & Conclusion The aim of this research was determining validity and reliability of organizational silence index among employees of ministry of youth affairs and sports of Iran.