The Supervisor’s Support For Silence And The Organizational Commitment: The Mediating Role Of Organizational Silence Behavior

Rayan, Adel R. M.; Ali, Nadia; Moneim, Mostafa S. K. Abdel

doi:10.24018/ejbmr.2020.5.2.207

Cited by 5 publications

(4 citation statements)

References 20 publications

(49 reference statements)

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“…The level of the ‘support of supervisor for silence’ subscale is also moderate. This result is consistent with Rayan et al (2020), who explained that if the supervisors' actions are supportive of silence, and this will hugely reshape the employees' behaviour. This is because the supervisors are the representatives of the organisation, and they interact with employees daily.…”

Section: Discussionsupporting

confidence: 92%

Exploring the relationship between organisational silence and organisational learning in nurses: A cross‐sectional study

Atalla

Elamir

Zeid

2022

J Nursing Management

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Aims: To assess the organisational silence and learning levels among nurses of a university hospital and explore the relationship between the socio-demographics, organisational silence and learning.Background: Organisational learning is an active process needed for improving organisational performance, and silence has a devastating impact on an organisation's capacity to learn.Methods: A cross-sectional quantitative design was applied using two tools: the organisational silence and the organisational learning scales. Over 3 months, data were collected from 724 nurses. The data were then analysed using suitable statistical methods. Results:The organisational silence level is moderate. The organisational learning level is predominantly moderate. The association between the two scales is a weak negative correlation, yet statistically significant. The multiple regression analysis was better in predicting organisational learning scores.

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Section: Discussionsupporting

confidence: 92%

Exploring the relationship between organisational silence and organisational learning in nurses: A cross‐sectional study

Atalla

Elamir

Zeid

2022

J Nursing Management

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“…So, H1 cannot be rejected. The results of Cetin (2020), Aflatoon et al (2018), andRayan et al (2020), who also observed a negative connection between OS and OC, agree with this conclusion. Therefore, employees' commitment levels decline when they keep silent at work, which eventually has an impact on organizational performance.…”

Section: 2: Correlation Matrixsupporting

confidence: 55%

“…OT adversely impacted OS, and OS adversely impacted JS and OC, based on an investigation using partial least squares structural equation modeling (PLS-SEM). In an investigation by Rayan, Ali, and Abdel Moneim (2020) exploring the affinity between OS behavior and OC, 365 employees of Egypt's Assiut University took part. The findings revealed a negative relationship between OC and OS behavior.…”

Section: Empirical Reviewmentioning

confidence: 99%

Mediating Effect of Perceived Organizational Support on the Relationship between Organizational Silence and Organizational Commitment

2023

EJBM

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This study aims at examining the mediating effect of perceived organizational support on the relationship between organizational silence and organizational commitment using quantitative research that employs a descriptive survey design. The population for the study consists of 452 employees of Seplat Petroleum Development Company Plc, a Nigeria-based company. Using Taro-Yemani's formula, 212 employees were randomly selected and participated in the study. Path coefficients obtained from structural equation modeling were used to test the hypotheses. The findings indicate that there is a negative and insignificant relationship between organizational silence and organizational commitment. Whereas the association between organizational silence and perceived organizational support is positive and significant, the relationship between perceived organizational support and organizational commitment is significantly negative. Furthermore, findings affirm that perceived organizational support fully mediates the relationship between organizational silence and organizational commitment. It is recommended that the management of Seplat Petroleum Development Company Plc establish measures to reduce organizational silence, thus increasing employee voice behavior, which will eventually improve organizational commitment and enhance organizational performance. Finally, factors that will improve employees' perception of organizational support should be enhanced, as this will make employees feel important as well as part of the organization.

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“…Therefore, understanding and interpreting silence is more difficult than speaking. In recent research on the topic of silence, it has been observed that concepts such as organizational learning (Köse & Güçlü, 2017), organizational culture (Parcham & Ghasemizad, 2017;Sholekar & Shoghi, 2017;Yalçınsoy, 2019), organizational commitment (Bayramoğlu & Çetinkanat, 2020;Çetin, 2020;Rayan, Ali & Moneim, 2020;Sadeghi & Ravazi, 2020;Vardarlıer & Akıner, 2020), organizational trust (Helmiati, Abdillah, Anita & Nofianti, 2018), school climate (Algarni, 2020) and the mediating effect of perceived stress and trust (Dong & Chung, 2020) were mostly discussed.…”

Section: Introductionmentioning

confidence: 99%

Predicting Teacher Organizational Silence: The Predictive Effects of Locus of Control, Self-confidence, and Perceived Organizational Support

DALLI

Sezgin

2022

Research in Educational Administration and Leadership

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The purpose of the study is to examine the relationship between locus of control, self-confidence, perceived organizational support and organizational silence of teachers working in Anatolian high schools. The research is a study of relational survey model and it aims to determine the explanatory and predictive correlations between the specified variables. The sample of the research consists of 436 teachers selected by simple random sampling method from the public schools in central districts of Ankara in 2016-2017 academic year. In order to collect data Locus of Control, Self-confidence, Perceived Organizational Support and Organizational Silence scales were used. Pearson product-moment correlation coefficients and path analysis were applied to determine the relationships among variables. Results show that the variable with the highest predictive effects on organizational silence and self-confidence levels is perceived organizational support. Locus of control and organizational support variables have direct and indirect predictive effects on organizational silence.

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The Supervisor’s Support For Silence And The Organizational Commitment: The Mediating Role Of Organizational Silence Behavior

Cited by 5 publications

References 20 publications

Exploring the relationship between organisational silence and organisational learning in nurses: A cross‐sectional study

Exploring the relationship between organisational silence and organisational learning in nurses: A cross‐sectional study

Mediating Effect of Perceived Organizational Support on the Relationship between Organizational Silence and Organizational Commitment

Predicting Teacher Organizational Silence: The Predictive Effects of Locus of Control, Self-confidence, and Perceived Organizational Support

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