Organizational Silence and Organizational Development In in the Certification Organization and national National Library of Islamic Republic of Iran

Document Type : مقالات پژوهشی

Authors

• Meral Haghjoo ¹
• Abbas Gilvari ²
• Nadjla Hariri ¹

¹ Research Branch, Islamic Azad University, Tehran, IRAN

² AREEO, center for Agrecultural information tecnology in services, Tehran, IRAN

10.22067/riis.v5i1.16924

Abstract

Purpose: 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.
Methodology: 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 managers' 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 employees' 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.

Keywords

• Organizational Silence
• Top Managers
• Middle Managers'
• Communication Opportunities
• Organizational commitment
• Organizational job
• Organizational development

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