Investigating the Effect of Perceived Organizational Support in Breaking the Organizational Silence with Mediator Role of Affective Commitment on Employees of Governmental Offices in Qom

Rahimi, Ebrahim; Zaheri, Vahideh

doi:10.30699/jergon.8.1.66

Write your message

ارسال به ایمیل

Volume 8, Issue 1 (Iranian Journal of Ergonomics 2020) Iran J Ergon 2020, 8(1): 66-73 | Back to browse issues page

‎ 10.30699/jergon.8.1.66

Mendeley

Zotero

RefWorks

Rahimi E, Zaheri V. Investigating the Effect of Perceived Organizational Support in Breaking the Organizational Silence with Mediator Role of Affective Commitment on Employees of Governmental Offices in Qom. Iran J Ergon 2020; 8 (1) :66-73
URL: http://journal.iehfs.ir/article-1-679-en.html

Investigating the Effect of Perceived Organizational Support in Breaking the Organizational Silence with Mediator Role of Affective Commitment on Employees of Governmental Offices in Qom

Ebrahim Rahimi ^*

¹, Vahideh Zaheri²

1- Assistant Professor and Member of the Technical and Vocational University, Qom Technical and Vocational College, Qom, Iran , erahimi57@gmail.com
2- Master of Public Administration in Human Resource Development Tendency, Delijan Payame Noor University, Delijan, Iran

Abstract: (9092 Views)

Background and Objectives: The silence of employees has become a critical issue for organizational development, referring to deliberate neglect of important ideas, suggestions and opinions about their work. The purpose of this study was to investigate the impact of variable organizational support perceived by employees on breaking the silence with the mediating role of emotional commitment.
Methods: The statistical population includes 900 governmental employees from which 273 persons have been selected using Cochran formula and random sampling method. Information gathering tools include Eizenberger (1986) perceived organizational support questionnaires, Allen & Meyer (1990) affective commitment Questionnaire and Silence climate questionnaire of Vakola and Bouradas (2005). After gathering requested information from the participants, the information was analyzed by Microsoft Excel 2016, SPSS 23.0 and smartpls3.
Results: The results showed that perceived organizational support was positively correlated with employee silence. The results also showed that the emotional commitment mediates the relationship between perceived organizational support and employee silence.
Conclusion: Given the relationship between perceived organizational support and emotional commitment with employee silence, it is essential for planners to consider these components.

Keywords: Affective Commitment, Perceived Organizational Support, Organizational Silence.

Full-Text [PDF 582 kb] (9871 Downloads) | | Extended Abstract (HTML) (940 Views)

✅ Given the relationship between perceived organizational support and emotional commitment with employee silence, it is essential for planners to consider these components.

Type of Study: Research | Subject: Other Cases
Received: 2020/01/14 | Accepted: 2020/04/29 | ePublished: 2020/06/22

References

1. Poursoltani, H., Aghaei, N., & Asgari, B., (2016), Relationship perceived organizational support with Organizational commitment among staff, Sports Management Studies, Volume 8, Issue 35. Pp. 198-183, https://smrj.ssrc.ac.ir/issue_151_152_.html. [Article] [DOI] [Google Scholar]

2. Pinder CC, Harlos KP. Employee silence: Quiescence and acquiescence as responses to perceived injustice. Research in personnel and human resources management. 2001 Mar;20:331-70. [DOI:10.1016/S0742-7301(01)20007-3]

3. Nikmaram S, Yamchi HG, Shojaii S, Zahrani MA, Alvani SM. Study on relationship between organizational silence and commitment in Iran. World Applied Sciences Journal. 2012;17(10):1271-7. [Article] [Google Scholar]

4. Morrison EW, Milliken FJ. Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management review. 2000 Oct 1;25(4):706-25. [DOI:10.5465/amr.2000.3707697]

5. Zarei Matin, Hassan, Taheri, Fatemeh and Sayar, Abolghasem. (2012). Organizational silence: concepts, antecedents, and consequences, Iranian journal of management sciences (IAMS). Volume & Issue: Volume 6, Number 21, Pages 77-104.. http://journal.iams.ir/issue_25_28.html [Google Scholar]

6. Duncan R. Organizational learning: Implications for organizational design. Research in organizational behavior. 1979;1:75-123. [Google Scholar]

7. Haji Karimi, A., Rezaian, A., Hadizade Moghaddam, A., Bonyadi Na'ini, A. (2011). A Study of Emotional, Social and Cognitive Intelligence Competencies Effect on Iranian Public Sector Human Resource Manager., Strategic Management Thought, Volume 5, Issue 1 Pages 223-254 http://smt.journals.isu.ac.ir/issue_30_37.html [Article] [DOI] [Google Scholar]

8. Rhoades L, Eisenberger R, Armeli S. Affective commitment to the organization: The contribution of perceived organizational support. Journal of applied psychology. 2001 Oct;86(5):825. [DOI:10.1037/0021-9010.86.5.825] [PMID]

9. Allen NJ, Meyer JP. The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of occupational psychology. 1990 Mar;63(1):1-8. [DOI:10.1111/j.2044-8325.1990.tb00506.x]

10. Hamid SF, Nordin N, Adnan AA, Sirun N. A study on primary school teachers' organizational commitment and psychological empowerment in the district of klang. Procedia-Social and Behavioral Sciences. 2013 Oct 10;90:782-7. [DOI:10.1016/j.sbspro.2013.07.152]

11. Michael O, Petal P. Job stress and organizational commitment among mentoring coordinators. International Journal of Educational Management. 2009 Mar 27. [DOI:10.1108/09513540910941766]

12. Lew T. The relationships between perceived organizational support, felt obligation, affective organizational commitment and turnover intention of academics working with private higher educational institutions in Malaysia. European Journal of Social Sciences. 2009;9(1):72-87. [Article] [Google Scholar]

13. Çınar O, Karcıoğlu F, Alioğulları ZD. The relationship between organizational silence and organizational citizenship behavior: a survey study in the province of Erzurum, Turkey. Procedia-Social and Behavioral Sciences. 2013 Nov 6;99:314-21. [DOI:10.1016/j.sbspro.2013.10.499]

14. Alleyne P, Hudaib M, Haniffa R. The moderating role of perceived organisational support in breaking the silence of public accountants. Journal of Business Ethics. 2018 Feb 1;147(3):509-27. [DOI:10.1007/s10551-015-2946-0]

15. Zehir C, Erdogan E. The association between organizational silence and ethical leadership through employee performance. Procedia-Social and Behavioral Sciences. 2011 Jan 1;24:1389-404. [DOI:10.1016/j.sbspro.2011.09.054]

16. Ozgan H. The Relationships between Organizational Justice, Confidence, Commitment, and Evaluating the Manager and the Perceptions of Conflict Management at the Context of Organizational Behavior. Educational Sciences: Theory and Practice. 2011;11(1):241-7. [Article] [Google Scholar]

17. beyran nejadm A., & davari, E., & afkhami, M. (2017). Organizational silence as a Current Challenge in Human Resource Management: Exploring the Factors and Consequences, Organizational Behavior Studies, Volume 6, Issue 1, Pages 147-176. http://obs.sinaweb.net/issue_4265_4266.html. [Article] [Google Scholar]