Nasser Kamalpour Khoob; Khosrow Nazari
Abstract
Purpose: The present study was conducted to investigate the role of organizational silence in organizational commitment and willingness to leave the service.Methodology: The method of the present study was descriptive-correlational. The statistical population consisted of 700 managers and experts from ...
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Purpose: The present study was conducted to investigate the role of organizational silence in organizational commitment and willingness to leave the service.Methodology: The method of the present study was descriptive-correlational. The statistical population consisted of 700 managers and experts from Kohgiluyeh and Boyer-Ahmad Provinces, of which 248 were selected based on Morgan's table by stratified random sampling. To summarize the data from the organizational silence questionnaires of Van Diane et al. (2003), the organizational commitment of Allen and Meyer (1990) and the resignation of Meyer Kim et al. (2007) with a reliability coefficient of 72%, 91% And 85% Used in order, In order to analyze the data, Kolmogorov-Smirnov tests, path analysis and structural equation modeling were used with Smart-PLS software.Finding: The results showed that friendly silence had a positive and significant effect on organizational commitment, while the effect of defensive silence on organizational commitment was not confirmed. But obedient silence had a significant effect on organizational commitment and kept employees in the organization. Among the components of organizational silence, friendly silence had the greatest impact on the tendency to leave the service. Defensive and submissive silence had a lesser effect on employees' willingness to leave, respectively.Conclusion: Paying attention to friendly silence and identifying its positive and negative points can help managers and policy makers to pay more attention to the development of the organization and to increase organizational commitment and reduce the desire to leave the service of employees to the components of organizational silence and organizational voice.
Maral Karimi; Somayeh Khazaei Pol; Atefeh Yousefi Khah
Abstract
This research was conducted with the aim of determining the Effect of transformational leadership on organizational commitment considering the mediating role of teacher satisfaction in secondary school teachers in Tehran in 2019. The methodology of the research applied in terms of purpose and the method ...
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This research was conducted with the aim of determining the Effect of transformational leadership on organizational commitment considering the mediating role of teacher satisfaction in secondary school teachers in Tehran in 2019. The methodology of the research applied in terms of purpose and the method of data collection was descriptive-survey. The statistical population of the study included teachers of secondary schools in Tehran, among them, using Cochran's formula and simple random sampling method, 384 people were considered as the sample size. The data collection method was based on organizational commitment, transformational leadership, and job satisfaction Standard questionnaires. After collecting questionnaires, the data were analysed using mean, standard deviation and ... using Spss-21 software and statistical inference of the data through structural equation modelling with the help of LISREL-v8.80 software. The technical characteristics of the questionnaire including reliability, convergent validity and divergent validity were studied. In addition, path coefficients and software significance coefficients were used to examine the research hypotheses. Finally, the findings of the research confirmed the effect of transformational leadership and its dimensions including idealist inspiration, inspirational motivations, stimulation of education and developmental support on the organizational commitment of teachers regarding the mediating role of job satisfaction among secondary school teachers in Tehran.
