Örgütsel sessizlik iklimi ve işgören sessizlik davranışları arasındaki etkileşim: Mehmet Akif Ersoy Üniversitesi öğretim elemanları üzerinde bir araştırma

Orgutsel sessizlik; orgutsel davranis arastirmalarina son donemde konu olmaya baslamis bir olgudur. Isgorenlerin is yerleri, sorumlu olduklari isleri veya orgutun diger faaliyetleri ile ilgili dusunce, fikir, kaygi ve onerilerini dile getirmemeleri biciminde sergilenen bu davranis halinin, orgutlerde siklikla yasanmaktadir. Orgutlerde sessizligin bir iklim haline donusmesi neticesinde isgorenler farkli nedenlere dayali sessizlik davranislari sergileyeceklerdir. Bu durumda yeniligi, iyilestirmeyi, aksakliklarin onlenmesini engelleyecek ve karar alma mekanizmasinin etkin olamamasina neden olacaktir. Gosterilen farkli sessizlik davranis egilimlerinin, orgutte var olan sessizlik ikliminden etkilendigi soylenebilir. Isgorenin sessizlik iklimini; ust yonetimin tutumu ile mi, birim/bolum yoneticisi tutumu ile mi yoksa orgutteki iletisim firsatlarinin zayifligi ile mi algiladigi sessizlik davranislarinin olusmasina ve sessizlik davranisinin altinda yatan egilimin farklilasmasina sebep olabilecektir. Benzer sekilde isgorenlerin sergiledikleri sessizlik davranislari da algilanan sessizlik iklimini etkilemesi beklenmektedir. Bu calisma, orgutsel sessizlik ikliminin en dusuk seviyede olmasi beklenen bir kamu kurumu olan universitede yapilmistir. Bu kapsamda, ogretim elemanlarinin, kurumlarinda, birimlerinde veya bolumlerinde sessizlik iklimi algisi sorgulanmaktadir. Bunun yaninda, olusabilecek sessizlik davranislarinin altinda yatan egilim (ilgisizlik, uysallik, boyun egme, korku, kendini koruma, prososyal olma, iliskileri koruma) tespit edilmeye calisilmistir. Bu tespitlerin yaninda orgutsel sessizlik iklimi ile sessizlik davranislarinin arasinda herhangi bir etkilesim olup olmadigi istatistiksel yollar ile analiz edilmistir. Arastirmaya katilan ogretim elemanlarinin demografik ozellikleri (cinsiyet, yas, ekonomik durum, unvan, kurumda calisma yili) ile sessizlik davranislari arasinda iliskilerin olup olmadigi sorgulanmistir. Analiz sonucu elde edilen bulgulara gore kurumdaki ogretim elemanlari sessizlik algilamasinin olmadigini ve sessizlik davranisi gostermediklerini ima eden cevaplar vermislerdir. Ancak yine de ankete verilen cevaplar istatistiksel anlamda bir egilim olcmemiz icin yeterlidir. Bulgulara gore isgorenlerin gosterdikleri sessizlik davranislari algilanan orgutsel sessizlik iklimi ile karsilikli etkilesim halindedir. Ogretim elemanlarinin demografik ozelliklerinden ise yas, kurumda calisilan sure ve ekonomik durum acisindan sessizlik davranisinin altinda yatan sebep degisiklik gostermektedir. Anahtar Kelimeler; Orgutsel Davranis, Orgutsel Sessizlik Iklimi, Isgoren Sessizlik Davranislari. The organizational silence, which is gradually gaining importance, is quite a new phenomenon of organizational behaviour in domestic and foreign literature. This type of behaviour, which reveals itself in that employees do not express their ideas, opinions, worries, and suggestions about their work place, responsibilities and other activities of the organisation, is deemed to be quite common in organisations. As this situation of silence becomes the climate in the organisation, the employees will exhibit silence behaviour based on various reasons. Such a case would hinder innovation, improvement and prevention of flaws, which leads to an incompetent decision-making mechanism. It can be said that various silence behaviour tendencies shown are affected by the silence climate present in the organisation. The factors that lead to the formation of silence behaviour as well as the differentiation of tendencies underlying the silence behaviour are; whether the employee perceives the silence climate through the attitude of the top management and/or of the unit/department manager, or due to the poor communication opportunities in the organisation. In addition, it is expected that the silence behaviour exhibited by the employees affect the perceived silence climate. This study was conducted in a university, a public institution where the organisational silence climate is expected to be at its lowest degree. The silence climate perception of academics in their institutions, units or departments is being questioned in this context. Besides, the tendencies underlying potential silence behaviour (such as indifference, acquiescence, resignation, fear, self-protection, prosociality, maintaining relationships) were attempted to be specified. In addition to these determinations, statistical analyses were made to see whether there is any interaction between the organisational silence climate and silence behaviour. It was questioned whether relationships exist between the demographic attributes of the academics participating in the study (such as sex, age, economic conditions, title, working years in the institution) and the silence behaviour. As per the findings obtained in the analyses, the academics in the institution gave responses implying that they do not have silence perception and do not exhibit silence behaviour. Yet, the answers given to the questionnaire are sufficient for statistically measuring tendencies. According to the findings the silence behaviour shown by the employees is in a mutual interaction with the perceived organisational silence climate. Among the demographic attributes; age, working years in the institution and economic conditions of the academics are the factors which affect the underlying reasons for the silence behaviour. Key Words: Organisational Behaviour, Organisational Silence, Employee Silence Behaviour.