Social Problems of Iran

Exploring the Antecedents and Consequences of Organizational Silence in Educational Institutions (Case of Study: Education Organisation in Qom Province)

Authors

Ali Heydari Qomi 1
Hossein Nabavi 2
Ebrahim Hajiani 3

1 PhD Student in Cultural Policy Making, Department of Sociology, Faculty of Literature and Humanities, Kharazmi University, Tehran, Iran

2 Assistant Professor, Sociology, Department of Sociology, Faculty of Literature and Humanities, Kharazmi University, Tehran, Iran

3 Associate Professor of Sociology, Faculty Member, Presidential Center for Strategic Studies, Tehran, Iran

https://doi.org/10.61882/jspi.16.3.133
Abstract
Organizational "silence" represents a critical challenge within educational institutions, obstructing the optimal utilization of employees' knowledge and experiences. This study aims to develop a model for organizational silence within the education sector, employing the Grounded Theory method. Organizational silence, defined as the reluctance of teachers and staff to voice practical opinions, stems from structural and cultural factors that threaten organizational development. Data were collected through semi-structured interviews with 30 cultural experts, teachers, managers, and employees of the Qom Province General Education Department, selected via purposive sampling. During the open coding phase, 375 conceptual codes, 60 subcategories, and 27 core categories were identified. The findings reveal that organizational silence manifests in eight distinct types: hegemonic passive silence, hegemonic conservative silence, hegemonic altruistic silence, strategic passive silence, strategic conservative silence, strategic self-interested silence, emancipatory silence, and ambiguous silence. Furthermore, causal factors driving silence include "personality weaknesses, inefficient socialization, perceived insecurity, organizational conformity processes, organizational injustice, toxic management styles, and fragile organizational identity," which emerge as key triggers of this phenomenon. Contextual conditions such as "inhibitive organizational culture, support-related frustration, inefficiency in performance and structural evaluation, and demographic factors," alongside intervening factors like "anomic organizational conditions, socially undesirable circumstances, politicization, and lack of institutional autonomy," exacerbate its intensity. In response to organizational silence, actors adopt one of two strategies: passive acceptance or resistance and change. The consequences of this phenomenon are categorized across three levels: individual (e.g. reduced motivation), organizational (e.g. diminished efficiency), and societal (e.g. eroded public trust). By presenting a comprehensive model, this study facilitates a deeper understanding of organizational silence and offers strategies to address it, underscoring the need to revisit managerial and cultural structures to mitigate silence and enhance employee participation.

Extended Abstract

1. Introduction

In contemporary society, the imperative to leverage human capital and enhance efficiency in educational organizations—especially within the public sector—is more acute than ever. Although employees constitute a critical resource for problem-solving and performance improvement, many choose, for a range of reasons, to remain silent in the face of organizational concerns. This phenomenon, known as organizational silence, denotes the deliberate withholding of opinions, suggestions, and critical feedback.

Whereas silence once carried a positive connotation—signifying loyalty, respect, and discipline—it has, over recent decades, been reconceptualized as a barrier to organizational and social development. In Iran, particularly within educational institutions, silence has become institutionalized: teachers and staff often refrain from voicing concerns in formal settings. This pattern intensifies under bureaucratic hierarchies and authoritarian managerial styles that structure organizational life.

In Qom Province, the phenomenon is especially salient in formal meetings, where teachers and staff avoid expressing dissatisfaction or proposing solutions, reserving such discussions for informal contexts. These practices erode organizational participation and intrinsic motivation, lower service quality, and diminish public trust in the educational system. The present study analyzes the antecedents and consequences of organizational silence in Qom’s educational sector and proposes avenues for mitigation.



2. Methodology

Guided by an interpretivist paradigm, this study adopts a qualitative design and employs grounded theory to capture the complexity and multi-dimensionality of organizational silence and to access participants’ lived meanings. This approach is well-suited to uncovering facets of social reality that are not readily measurable through quantitative methods.

Sampling was purposive followed by theoretical sampling. Participants comprised 23 teachers, school leaders (principals/vice-principals), student-teachers, and administrative officers from the Qom Provincial Department of Education, along with 7 educational experts (total n = 30). The sample size was determined by theoretical saturation; data collection ceased once additional interviews no longer yielded novel categories relevant to the research questions. Data were gathered through semi-structured interviews.

Data analysis followed Strauss and Corbin’s three-stage coding scheme: open, axial, and selective coding. This iterative process facilitated the identification of concepts, the aggregation of subcategories and categories, and, ultimately, the development of an integrated conceptual model.

3. Findings

A total of 375 concepts were distilled into 60 subcategories and 27 core categories, forming a paradigmatic model of organizational silence encompassing causal, contextual, and intervening conditions, strategies, and consequences. Key factors contributing to silence include individual traits (e.g., low self-efficacy, introversion, Machiavellian tendencies), ineffective socialization, perceived insecurity, organizational injustice, toxic leadership, and weak professional or organizational identity. Contextual conditions such as a hostile cultural climate, poor communication channels, lack of support, dysfunctional performance appraisal, rigid bureaucracy, and demographic moderators further reinforce employees’ reluctance to speak up. Participants employed two main strategies in response: passive accommodation, through conformity, self-censorship, and performative alignment, or active resistance, including micro-resistance, peer networking, and occasional counterproductive tactics when formal avenues were blocked. The consequences span multiple levels: individually, employees experience hopelessness, burnout, and career stagnation; organizationally, silence fosters ritualism, reduced collaboration, poor decision-making, and lower productivity; societally, it contributes to moral decline and weakened institutional trust. Overall, organizational silence emerges as a collective phenomenon shaped by the interaction of personal dispositions, cultural norms, and structural constraints, producing cascading negative effects across micro, meso, and macro levels.

4. Conclusion

The study demonstrates that organizational silence in Qom’s educational sector is a culturally and institutionally constructed phenomenon amplified by bureaucratic hierarchy, authoritarian leadership, and deficient communicative infrastructures. Antecedents span individual dispositions, silence-centered socialization, perceived insecurity, and injustice; yet silence often operates as a rational coping strategy to manage risks in constrained settings. Drawing on interactionist and power/helplessness perspectives, the analysis locates silence in everyday role expectations, surveillance, and unequal access to decision-making.

Mitigation requires rebuilding communicative spaces, cultivating voice-supportive cultures (psychological safety, recognition, and fair appraisal), and structural reforms that decentralize authority and institutionalize inclusive participation. Such interventions can shift the system from silence and defensive compliance toward active professional agency and collaborative problem-solving.

Keywords

organizational silence
Education Organization
Individual and organizational consequences
Toxic management style
Organizational injustice
Qom province
Ada, N., Alver, I. & Atli, F. (2008). Orgutsel Iletisimin Orgutsel Baglilik Uzerine Etkisi: Manisa Organize Sanayi Bolgesinde Yer Alan ve Imalat Sektoru Calisanlari Uzerinde Yapilan Bir Arastirma. Ege Academic Review, 8(2), 487-518.
آریانی قیزقاپان، ابراهیم، زاهد بابلان، عادل، عباسپور، ریحانه و مرادی، بهزاد (1396). آزمون مدل علی اهمال‌کاری معلمان بر اساس سکوت سازمانی با میانجی‌گری بی‌تفاوتی سازمانی. پژوهش‌های رهبری آموزشی3(12)109-79.
Agarwal, U. & Garg, A. (2012). The importance of communication within organizations: A research on two hotels in Uttarakhand. IOSR Journal of Business and Management, 3(2), 40-49.
احمدی‌بنی، علی (۱۴۰۲). بررسی نقش میانجی سکوت سازمانی در رابطه عدالت سازمان و قصد ترک خدمت کارکنان بنیاد شهید استان چهارمحال و بختیاری. رویکردهای پژوهشی نوین مدیریت و حسابداری، ۷(۲۴)، ۱۳۹۶-۱۴۰۳.
Akuzum, C. (2014). The effect of perceived organizational justice on teachers’ silence: A practice in primary education institutions. International J Soc Sci and Education, 5(1), 96-107
افخمی‌اردکانی، مهدی و خلیلی صدرآباد، افسر (۱۳۹۱). بررسی رابطه بین عوامل شخصیتی و سکوت کارکنان دانشی. پژوهش‌های مدیریت عمومی، ۵(۱۸)، ۶۵-۸۳.
Alqarni, S. A. Y. (2020). How school climate predicts teachers' organizational silence. International Journal of Educational Administration and Policy Studies, 12(1), 12-27.
اشتراوس، انسلم و کربین، جولیت (۱۳۹۵). مبانی پژوهش کیفی: فنون و مراحل تولید نظریه زمینه‌ای (ابراهیم افشار، مترجم). تهران: نی.
Ashforth, B. E. (2016). Distinguished scholar invited essay: Exploring identity and identification in organizations: Time for some course corrections. Journal of Leadership & Organizational Studies, 23(4), 361-373.
بازرگان، عباس (۱۳۹۹). مقدمه‌ای بر روش‌های تحقیق کیفی و آمیخته: رویکردهای متداول در علوم رفتاری. تهران: دیدار.
Aylsworth, J. (2008). Change in the workplace: Organizational silence can be dangerous. Organizational Psychology Examiner. www.examiner.com.
پناهی، بلال (۱۳۹۸). فراتحلیل پیشایندها و پیامدهای پدیده سکوت سازمانی در ایران. مطالعات مدیریت بهبود و تحول، ۲۸(۹۴)، ۸۵-۱۰۷.
Rinsfield, C. (2013). Employee silence motives: Investigation of dimensionality and development of measures. Journal of Organizational Behavior, 34(5), pp. 671-697.
پناهی‌کهق، بلال و نیکومرام، نسرین (۱۳۹۸). بررسی تأثیر مؤلفه‌های ساختار سازمانی بر سکوت سازمانی با نقش میانجی فرهنگ سازمانی. پژوهش‌های معاصر در علوم و تحقیقات، ۲(۱)، ۹۲-۱۰۶.
Broberg, P., Umans, T., Skog, P. & Theodorsson, E. (2018). Auditors’ professional and organizational identities and commercialization in audit firms. Accounting, Auditing & Accountability Journal, 31(2), 374-399.
تعجبی، محمود و حمزه‌ای، پریسا (1399)، بررسی رابطه ادراک عدالت سازمانی با سکوت سازمانی و کیفیت زندگی کاری کارکنان نواحی ۱ و ۲ اداره آموزش‌وپرورش شهر همدان2(5)،188-165.
Çayak, S. (2021). The mediating role of organizational hypocrisy in the relationship between organizational silence and organizational rumor: A study on educational organizations. International Journal of Psychology and Educational Studies, 8(2), 1-13.
تنهایی، محمدحسن و نصراصفهانی، علی و نیلی‌پورطباطبایی، سیداکبر و اخوان‌صراف، احمدرضا (۱۳۹۷). بازآفرینی الگوی پیشایندها و پیامدهای سکوت سازمانی کارکنان مورد مطالعه: شهرداری اصفهان. جامعه‌شناسی کاربردی، ۲۹(۴)، ۱۴۷-۱۶۶.
Elçi, M., Karabay, M. E., Alpkan, L. & Şener, İ. (2014). The mediating role of mobbing on the relationship between organizational silence and turnover intention. Procedia-Social and Behavioral Sciences, 150, 1298-1309.
حیدری، زهرا و عسکریان، مصطفی و دوایی، مهدی (۱۳۸۹). بررسی رابطه بین جوّ سازمانی و مدیریت تعارض از دیدگاه دبیران. تازه‌های روانشناسی صنعتی/سازمانی، ۱(۳)، ۶۵-۷۴.
Erigüç, G., Özer, Ö., Turaç, I. S., & Sonğur, C. (2014). The causes and effects of the organizational silence: on which issues the nurses remain silent?. International Journal of Management Economics & Business/Uluslararası Yönetim İktisat ve İşletme Dergisi, 10(22).
خدایاری، حمیدرضا (۱۴۰۰، شهریور). بررسی رابطه بین حمایت سازمانی و سکوت سازمانی کارکنان. دومین همایش ملی تحقیقات میان‌رشته‌ای در مدیریت و علوم انسانی، تهران. https://civilica.com/doc/1290146.
Fapohunda, T. N. (2016). Organizational silence: Predictors and consequences among university academic staff. International Journal for Research in Social Science and Humanities Research, 2(1), 83-103.
دانایی‌فرد، حسن و برزگر، فاطمه و احمدی، هانیه (۱۳۹۴). سازوکارهای ارتقای قابلیت‌های سازمانی در بخش دولتی. مدیریت سازمان‌های دولتی، ۳(۳)، ۹۱-۱۰۶.
Gökçe, N (2013). Lise öğretmenlerinin örgütsel sessizlik düzeyleri [Master’s thesis]. Maltepe University, Turkey.
دیلینی، تیم (۱۳۹۳). نظریه‌های کلاسیک جامعه‌شناسی (بهرنگ صدیقی و وحید طلوعی، مترجمان). تهران: نی.
Güzel, F. K. & Göksoy, S. (2023). The relationship between organizational silence education experienced in secondary education institutions and school culture. International Journal on Lifelong Education and Leadership, 9(2), 46-59.
دیانتی، ربابه و شفیع‌پور، سیده فاطمه و زارع زیدی، علیرضا و باقرزاده، محمدرضا (۱۳۹۷). رفتار ماکیاول‌گرایانه مدیران و سنجش اثرات آن بر سکوت سازمانی کارکنان (مطالعه موردی شهرک صنعتی البرز). رویکردهای پژوهشی نوین مدیریت و حسابداری، ۲(۴)، ۱۲۴-۱۳۳.
Hazen, M. A. (2006). Silences, perinatal loss, and polyphony: A postmodern perspective. Journal of Organizational Change Management, 19(2), 237-249.
رجائی، زهرا و اسدزاده، فرشته (۱۴۰۰). تأثیر بی‌تفاوتی سازمانی بر اینرسی سازمانی با نقش میانجی سکوت سازمانی. پژوهش‌های مدیریت عمومی، ۱۴(۵۲)، ۲۷۷-۳۰۱.
Hobfoll, S. E. (2001). The influence of culture, community, and the nested-self in the stress process: Advancing conservation of resources theory. Applied psychology, 50(3), 337-421.
رمضانی، رؤیا، فتحی، رضا و سلیمان‌پور، محمدرضا (1397). بررسی وضعیت سکوت سازمانی در اداره آموزش‌وپرورش ورامین. سومین کنفرانس بین‌المللی مدیریت، حسابداری و حسابرسی پویا، تهران،https://civilica.com/doc/826650
Holland, P. J., Teicher, J. & Donaghey, J. (Eds.) (2019). Employee voice at work. Springer.
ریتزر، جورج (۱۳۹۳). نظریه‌های جامعه‌شناسی در دوران معاصر (محسن ثلاثی، مترجم). تهران: علمی.
Hung, Y. C., Huang, S. M., Lin, Q. P. & Tsai, M. L. (2005). Critical factors in adopting a knowledge management system for the pharmaceutical industry. Industrial Management & Data Systems, 105(2), 164-183.
زارعی‌متین، حسن (۱۳۹۰). سکوت سازمانی: مفاهیم، علل و پیامدها. فصلنامه انجمن علوم مدیریت ایران، ۶(۲۱)، ۷۷-۱۰۴.
Hüsrevsahi, S. P. (2015). Relationship between organizational mobbing and silence behavior among teachers. Educational Sciences: Theory and Practice, 15(5), 1179-1188.
زردشتیان، شیرین و همکاران (۱۳۹۶). اثر فلات‌زدگی شغلی بر تمایل به ترک خدمت با ملاحظه نقش میانجی فرسودگی شغلی دبیران تربیت‌بدنی استان کرمانشاه. مطالعات مدیریت رفتار سازمانی در ورزش، ۴(۱۵)، 69-61.
Imdad, D., Anwar, M. N. & Khizar, A. (2024). Exploring the causes of organizational silence among teachers at secondary schools: A qualitative analysis. Journal of Educational Research and Innovation, 4(1), 230-242.
سعیدی‌پور، بهمن (۱۳۹۷). نقش سبک‌های رهبری، فرهنگ سازمانی و اعتماد سازمانی بر سکوت سازمانی (مطالعه موردی: دانشگاه پیام نور استان کرمانشاه). پژوهش در نظام‌های آموزشی، ۱۲(ویژه‌نامه)، ۴۵۳-۴۶۸.
Köse, A. & Köse, F. (2019). An analysis of teachers' perception of organizational silence in terms of various demographic variables. Universal Journal of Educational Research, 7(2), 307-317.
سیدمن، الف (۱۳۹۶). کشاکش آرا در جامعه‌شناسی (هادی جلیلی، مترجم). تهران: نی.
Köylüoğlu, A. S., Bedük, A., Duman, L. & Büyükbayraktar, H. H. (2015). Analyzing the relation between teachers’ organizational silence perception and whistle blowing perception. Procedia-Social and Behavioral Sciences, 207, 536-545.
شیخی، مالک و اعتباریان، اکبر و ابراهیم‌زاده، رضا (۱۳۹۹). مطالعه جامعه‌شناختی راهبردها و پیامدهای کنش اعتراضی غیررادیکال در سازمان. فصلنامه مطالعات جامعه‌شناسی، ۱۳(۴۹)، ۹۵-۱۱۱.
Lipman-Blumen, J. (2005). The allure of toxic leaders: Why we follow destructive bosses and corrupt politicians—and how we can survive them. Oxford University Press.
صفائی‌موحد، سعید (۱۴۰۰). گراندد تئوری: مبانی نظری، رویکردها و رویه‌های اجرایی. تهران: دوران.
Liu, D., Wu, J. & Ma, J. C. (2009, July). Organizational silence: A survey on employees working in a telecommunication company. In 2009 International Conference on Computers & Industrial Engineering (pp. 1647-1651).
ظهرابی، احمدرضا و محبی، امیر (۱۳۹۷). تبیین تأثیر سبک مدیریت با نقش میانجیگری فرهنگ سازمانی بر سکوت سازمانی. مطالعات کاربردی در علوم مدیریت و توسعه، ۱۵(۳)، ۴۱-۵۲.
Luttrell, Johanna (2015). Alienation and global poverty: Arendt on the loss of the world. Philosophy and Social Criticism, 41(9), 872-875.
عرفانیان‌خانزاده، حمید (۱۳۹۹). واکاوی مفهومی مؤلفه‌های سکوت سازمانی و عوامل مؤثر بر آن (رویکرد آمیخته). پژوهشنامه مدیریت تحول، ۱۲(۶۴)، ۲۲۹-۲۶۲.
Messner, Steven F. & Rosenfeld, Richard (2001). Crime and the American dream. Los Angeles: SAGE Publications Inc.
علاقه‌بند، علی (۱۳۸۸). جامعه‌شناسی آموزش‌وپرورش. تهران: دوران.
Morrison, E. W. & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), 706-725.
غلامی‌اشکیکی، آیدین و فضلی، صفر (۱۴۰۲). بررسی اثر تعدی نظارتی بر سکوت کارکنان و تأثیر ادراک رفتارهای سیاسی سازمانی و مبادله رهبر-پیرو بر روابط آن‌ها (مورد مطالعه: کارکنان شهرداری‌های استان البرز). مطالعات رفتاری و تعالی سازمانی، ۱(۲)، ۵۵-۶۹.
Nemati-Vakilabad, R., Mostafazadeh, P. & Mirzaei, A. (2024). Investigating the impact of organizational justice on the relationship between organizational learning and organizational silence in clinical nurses: A structural equation modeling approach. Journal of Nursing Management, 2024(1), 726-738.
غنی‌لو، پریسا، گرزی، مرتضی و دهقان‌زاده، سمیرا و عطائی، زهرا (1402)، واکاوی مهم‌ترین اثرات و نتایج سکوت سازمانی معلمان در نظام آموزش‌وپرورش، اولین همایش بین‌المللی معلمان برتر و مدارس پیشرو در هزاره سوم، بوشهر،https://civilica.com/doc/2028501
Nielsen, Richard P. (2003). Why do we remain silent in the face of unethical behavior? The Church in the 21st Century from Crisis to Renewal, Boston College Occasional Paper, 6-11.
فلاحی، حسین، پورشافعی، هادی و اکبری بورنگ، محمد (1399). ادراک از ساختار سازمانی و نقش آن در پیش‌بینی سکوت سازمانی و فرسودگی شغلی کارکنان دانشگاه بیرجند. مدیریت و برنامه‌ریزی در نظام‌های آموزشی، 13(1), 169-194. doi: 10.29252/mpes.13.1.169
Otsupius, A. I. (2019). Employee silence and its effects on organizational effectiveness. International Journal of Indian Economic Light (JIEL), 7, 56-61.
قائدامینی هارونی، عباس و صادقی‌ده‌چشمه، مهرداد و مشرف‌قهفرخی، الهه و مالکی‌فارسانی، غلامرضا (۱۴۰۲). نقش میانجی ریاکاری سازمانی در رابطه بین سکوت سازمانی با شایعه سازمانی در سازمان‌های آموزشی دولتی. مدیریت دولتی تطبیقی، ۱(۱)، ۱۳۸-۱۷۰.
Pinder, C. C. & Harlos, K. P. (2001). Employee silence: Quiescence and acquiescence as responses to perceived injustice.in (ed.) Research in Personnel and Human Resources Management, Emerald Group Publishing Limited, pp 331 – 369.
قربانی، & پرتونیا. (1393). رابطه بین سکوت سازمانی و اعتماد کارکنان در سازمان آموزش‌وپرورش خراسان شمالی. نوآوری‌های مدیریت آموزشی.9(34)،71-59.
Saglam, A. C. (2016). The Effects of Vocational High School Teachers' Perceived Truston Organizational Silence. Journal of Education and Training Studies, 4(5), 225-232.
قریشی‌خوراسگانی، مریم‌سادات و نظرزاده‌زارع، محسن و حیدری، مریم (۱۴۰۱). واکاوی دلایل و پیامدهای ناشی از سکوت دانشجویان در کلاس درس. اندیشه‌های نوین تربیتی، ۱۸(۳)، ۷-۲۶.
Sakr, E. M. H., Ibrahim, M. M. & Ageiz, M. H. (2023). The relation between organizational silence and organizational learning among nurses. Menoufia Nursing Journal, 8(4), 254-270.
قلاوندی، حسن و مرادی، زهرا (۱۳۹۳). تحلیل رابطه جوّ اخلاقی سازمان، هویت سازمانی و سکوت سازمانی. فصلنامه اخلاق در علوم رفتاری، ۱۰(۲)، ۶۳-۷۱.
Shuang, Liu, Quan, Liu & Guo-Ming, Chen (2006). Through the lenses of organizational culture: A comparison of state-owned enterprises and joint ventures in China. China Media Research, 2(2), pp. 15-24.
کردفیروزجائی، فهیمه و زین‌آبادی، حسن‌رضا (۱۴۰۰). تأملی بر پیشایندها و پسایندهای بیرونی سکوت سازمانی معلمان: یافته‌های یک پژوهش کیفی. مشاوره شغلی و سازمانی، ۱۳(۴)، ۱۰۷-۱۲۶.
Slay, H. S. & Smith, D. A. (2011). Professional identity construction: Using narrative to understand the negotiation of professional and stigmatized cultural identities. Human Relations, 64(1), 85-107.
کرسول، جان (۱۳۹۱). روش و طرح تحقیق کیفی؛ انتخاب از میان پنج رویکرد (طهمورث حسانقلی‌پور و اشکان الهیاری و مجتبی براری، مترجمان). تهران: نگاه دانش.
Taye, M., Sang, G. & Muthanna, A. (2019). Organizational culture and its influence on the performance of higher education institutions: The case of a state university in Beijing. International Journal of Research Studies in Education, 8(2), 77-90.
گودرزی، سمیه و هاشمی، سیداسماعیل و نعامی، عبدالزهرا و بشلیده، کیومرث (۱۳۹۴). سکوت سازمانی: پیشایندها و پیامدها. همایش بین‌المللی روانشناسی و فرهنگ زندگی، تهران.
Üçok, D. I. & Torun, A. (2015). A qualitative study on the causes of organizational silence. İş ve İnsan Dergisi, 2(1), 27-37.
گیدنز، آنتونی (۱۳۷۳). جامعه‌شناسی (منوچهر صبوری، مترجم). تهران: نی
Vakola, M. & Bourades, D. (2005). Antecedents and consequences of organizational silence: An empirical investigation. Employee Relations, 27, 441-458.
لطفی‌دهخوارقانی، لیلا و مهارتی، یعقوب (۱۴۰۱). احصاء مدل سکوت سازمانی زنان در دانشگاه‌ها. پژوهش‌های مدیریت عمومی، ۱۵(۵۷)، ۸۵-۱۱۲.
Van Dyne, L., Ang, S. & Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40(6), 1359-1392.
معصومی، عاصفه و فیضی، عمار (۱۴۰۰). ارائه الگوی شکست سکوت سازمانی در صنعت بانکداری. نشریه علمی رویکردهای پژوهشی نوین مدیریت و حسابداری، ۵(۱۶)، ۱-۱۹.
Yang, W., Hao, Q. Song, H. (2020). Linking supervisor support to innovation implementation behavior via commitment: The moderating role of coworker support. Journal of Managerial Psychology, 35(3), 129-141.
محمدزاده، ند و مشعلی، بهزاد و ذوالفقاری زعفرانی، رشید (۱۴۰۳). شناسایی عوامل اثرگذار بر سکوت سازمانی و تأثیر آن بر تصمیم‌گیری مدیران. مدیریت پویا و تحلیل کسب‌وکار، ۳(۲)، ۵۱-۶۶.
Afkhami Ardakani, M., & Khalili Sadrabad, A. (2012). Investigating the relationship between personality traits and employee silence. Public Management Research, 5(18), 65-83. (in Persian)
مصطفوی، رضا و جمشیدزاده، الهام و ایمانی جاجرمی، حسین و لفاری، غلامحسین و جمشیدزاده، جواد و مصطفوی، محمد (۱۳۸۹). مشارکت‌های مردمی در امور شهری: بررسی موانع، مشکلات و راهکارهای توسعه مشارکت‌های مردمی. تهران: جامعه و فرهنگ.
Ahmadibani, A. (2023). Investigating the mediating role of organizational silence in the relationship between organizational justice and employees' intention to leave service at the Foundation of Martyrs in Chaharmahal and Bakhtiari province. New Research Approaches in Management and Accounting, 7(24), 1396-1403. (in Persian)
مظفر، حسین، ذکریایی، منیژه و ثابتی، مریم (۱۳۸۸). آنومی فرهنگی و اعتیاد به مواد مخدر در بین جوانان ۱۳-۲۸ ساله شهر تهران. پژوهش‌نامه علوم اجتماعی، ۳(۴)، ۳۳-۵۴.
Alagheband, A. (2009). Sociology of education (Trans. H. Fathi). Tehran: Doran. (in Persian)
مهدی‌زاده، ایرج، رجایی پور، سعید و سیادت، سید علی (1403). پدیدارشناسی سکوت سازمانی (مطالعه موردی: دانشگاه فرهنگیان). مدیریت دولتی 661-695 . (3)16
Aryani Qizghapan, I., Zahed Bablani, A., Abbaspour, R., & Moradi, B. (2017). Testing the causal model of teachers' procrastination based on organizational silence with organizational indifference as a mediator. Educational Leadership Research, 3(12), 79-109. (in Persian)
نصراصفهانی، علی و رادمهر، رضا و حاتم‌پور، فاطمه و حاتم‌پور، الهام (۱۳۹۳). عوامل مؤثر بر سکوت سازمانی کارکنان (مورد مطالعه: بیمارستان حضرت زهرا (س) اصفهان). مجله تحقیقات نظام سلامت، ۱۰(۴)، ۸۳۰-۸۳۸.
Bazarghan, A. (2020). Introduction to qualitative and mixed research methods: Common approaches in behavioral sciences. Tehran: Didar. (in Persian)
یاری، زهرا و ودادی، احمد (۱۳۹۵). تأثیر مدیریت دانش بر عملکرد سازمان در شرکت پارس‌خودرو. فصلنامه مطالعات مدیریت و حسابداری، ۲(۲)، ۲۴۳-۲۵۵.
Creswell, J. (2012). Qualitative inquiry and research design: Choosing among five approaches (T. Hasanghali Pour, A. Elahiari, & M. Barari, Trans.). Tehran: Negah Danesh. (in Persian)
Ada, N., Alver, I. & Atli, F. (2008). Orgutsel Iletisimin Orgutsel Baglilik Uzerine Etkisi: Manisa Organize Sanayi Bolgesinde Yer Alan ve Imalat Sektoru Calisanlari Uzerinde Yapilan Bir Arastirma. Ege Academic Review, 8(2), 487-518.
Danayi Fard, H., Borzegar, F., & Ahmadi, H. (2015). Mechanisms for improving organizational capabilities in the public sector. Public Organization Management, 3(3), 91-106. (in Persian)
Agarwal, U. & Garg, A. (2012). The importance of communication within organizations: A research on two hotels in Uttarakhand. IOSR Journal of Business and Management, 3(2), 40-49.
Delini, T. (2014). Classical Sociological Theories (B. Sediqi & V. Tolouei, Trans.). Tehran: Ney. (in Persian)
Akuzum, C. (2014). The effect of perceived organizational justice on teachers’ silence: A practice in primary education institutions. International J Soc Sci and Education, 5(1), 96-107
Diyanti, R., Shafipour, S. F., Zarei Zidi, A., & Bagherzadeh, M. R. (2018). Machiavellian behavior of managers and assessing its impact on employees' organizational silence (Case study: Alborz Industrial Park). New Research Approaches in Management and Accounting, 2(4), 124-133. (in Persian)
Alqarni, S. A. Y. (2020). How school climate predicts teachers' organizational silence. International Journal of Educational Administration and Policy Studies, 12(1), 12-27.
Erfanian-khanzadeh, H. (2020). Conceptual analysis of organizational silence components and the factors influencing it (A mixed-method approach). Journal of Transformation Management Research, 12(64), 229-262. (in Persian)
Ashforth, B. E. (2016). Distinguished scholar invited essay: Exploring identity and identification in organizations: Time for some course corrections. Journal of Leadership & Organizational Studies, 23(4), 361-373.
Fallahi, H., Pourshafeie, H., & Akbari Boorang, M. (2020). Perception of organizational structure and its role in predicting organizational silence and employee burnout at the University of Birjand. Management and Planning in Educational Systems, 13(1), 169-194. doi: 10.29252/mpes.13.1.169
Aylsworth, J. (2008). Change in the workplace: Organizational silence can be dangerous. Organizational Psychology Examiner. www.examiner.com.
Ghani-Loo, P., Gorzi, M., Dehqan-Zadeh, S., & Attaie, Z. (2023). Investigating the most significant effects and outcomes of teachers' organizational silence in the education system. First International Conference on Top Teachers and Leading Schools in the Third Millennium, Bushehr. Retrieved from https://civilica.com/doc/2028501. (in Persian)
Rinsfield, C. (2013). Employee silence motives: Investigation of dimensionality and development of measures. Journal of Organizational Behavior, 34(5), pp. 671-697.
Gholami Ashkiki, A., & Fazli, S. (2023). Investigating the impact of supervisory violations on employee silence and the effects of perceived organizational politics and leader-member exchange on their relationships (Case study: Employees of municipalities in Alborz province). Behavioral Studies and Organizational Excellence, 1(2), 55-69. (in Persian)
Broberg, P., Umans, T., Skog, P. & Theodorsson, E. (2018). Auditors’ professional and organizational identities and commercialization in audit firms. Accounting, Auditing & Accountability Journal, 31(2), 374-399.
Ghorbani, & Partounia. (2014). The relationship between organizational silence and employee trust in the North Khorasan Education Department. Innovations in Educational Management, 9(34), 59-71. (in Persian)
Çayak, S. (2021). The mediating role of organizational hypocrisy in the relationship between organizational silence and organizational rumor: A study on educational organizations. International Journal of Psychology and Educational Studies, 8(2), 1-13.
Giddens, A. (1994). Sociology (M. Sabouri, Trans.). Tehran: Ney. (in Persian)
Elçi, M., Karabay, M. E., Alpkan, L. & Şener, İ. (2014). The mediating role of mobbing on the relationship between organizational silence and turnover intention. Procedia-Social and Behavioral Sciences, 150, 1298-1309.
Godarzi, S., Hashemi, S. I., Noamie, A. Z., & Beshlideh, K. (2015). Organizational silence: Antecedents and consequences. International Conference on Psychology and Life Culture, Tehran. (in Persian)
Erigüç, G., Özer, Ö., Turaç, I. S., & Sonğur, C. (2014). The causes and effects of the organizational silence: on which issues the nurses remain silent?. International Journal of Management Economics & Business/Uluslararası Yönetim İktisat ve İşletme Dergisi, 10(22).
Heydari, Z., Askarian, M., & Davaei, M. (2010). Examining the relationship between organizational climate and conflict management from the perspective of school teachers. Industrial/Organizational Psychology News, 1(3), 65-74. (in Persian)
Fapohunda, T. N. (2016). Organizational silence: Predictors and consequences among university academic staff. International Journal for Research in Social Science and Humanities Research, 2(1), 83-103.
Khodayari, H. R. (2021, September). Investigating the relationship between organizational support and organizational silence among employees. Second National Conference on Interdisciplinary Research in Management and Humanities, Tehran. Retrieved from https://civilica.com/doc/1290146. (in Persian)
Gökçe, N (2013). Lise öğretmenlerinin örgütsel sessizlik düzeyleri [Master’s thesis]. Maltepe University, Turkey.
Kord-Firouzjaie, F., & Zeynabadi, H. R. (2021). Reflections on the external antecedents and consequences of organizational silence among teachers: Findings from a qualitative study. Career and Organizational Counseling, 13(4), 107-126. (in Persian)
Güzel, F. K. & Göksoy, S. (2023). The relationship between organizational silence education experienced in secondary education institutions and school culture. International Journal on Lifelong Education and Leadership, 9(2), 46-59.
Lotfi Dehkhorghani, L., & Maharati, Y. (2022). Identifying the model of organizational silence among women in universities. Public Management Research, 15(57), 85-112. (in Persian)
Hazen, M. A. (2006). Silences, perinatal loss, and polyphony: A postmodern perspective. Journal of Organizational Change Management, 19(2), 237-249.
Mahdizadeh, I., Rajei Pour, S., & Siyadat, S. A. (2024). Phenomenology of organizational silence (Case study: Farhangian University). Public Administration Management, 16(3), 661-695. (in Persian)
Hobfoll, S. E. (2001). The influence of culture, community, and the nested-self in the stress process: Advancing conservation of resources theory. Applied psychology, 50(3), 337-421.
Masoumi, A., & Feyzi, A. (2021). Presenting a model for the breakdown of organizational silence in the banking industry. Scientific Journal of New Research Approaches in Management and Accounting, 5(16), 1-19. (in Persian)
Holland, P. J., Teicher, J. & Donaghey, J. (Eds.) (2019). Employee voice at work. Springer.
Mohammadzadeh, N., Mashali, B., & Zolfaghari Zafarani, R. (2024). Identifying the influential factors on organizational silence and its impact on managerial decision-making. Dynamic Management and Business Analysis, 3(2), 51-66. (in Persian)
Hung, Y. C., Huang, S. M., Lin, Q. P. & Tsai, M. L. (2005). Critical factors in adopting a knowledge management system for the pharmaceutical industry. Industrial Management & Data Systems, 105(2), 164-183.
Mostafavi, R., Jamshid-Zadeh, E., Imani Jajermi, H., Lefari, G., Jamshid-Zadeh, J., & Mostafavi, M. (2010). Public participation in urban affairs: Examining the barriers, problems, and solutions for developing public participation. Tehran: Society and Culture. (in Persian)
Hüsrevsahi, S. P. (2015). Relationship between organizational mobbing and silence behavior among teachers. Educational Sciences: Theory and Practice, 15(5), 1179-1188.
Mozaffar, H., Zakaryaie, M., & Sabeti, M. (2009). Cultural anomie and drug addiction among youth (ages 13-28) in Tehran. Social Sciences Research Journal, 3(4), 33-54. (in Persian)
Imdad, D., Anwar, M. N. & Khizar, A. (2024). Exploring the causes of organizational silence among teachers at secondary schools: A qualitative analysis. Journal of Educational Research and Innovation, 4(1), 230-242.
Nasr-Esfahani, A., Radmehr, R., Hatampour, F., & Hatampour, E. (2014). Factors affecting organizational silence among employees (Case study: Hazrat Zahra (S) Hospital, Isfahan). Health System Research Journal, 10(4), 830-838. (in Persian)
Köse, A. & Köse, F. (2019). An analysis of teachers' perception of organizational silence in terms of various demographic variables. Universal Journal of Educational Research, 7(2), 307-317.
Panahi Kahagh, B., & Nikoomaram, N. (2019). Investigating the impact of organizational structure components on organizational silence with the mediating role of organizational culture. Contemporary Research in Science and Research Studies, 2(1), 92-106. (in Persian)
Köylüoğlu, A. S., Bedük, A., Duman, L. & Büyükbayraktar, H. H. (2015). Analyzing the relation between teachers’ organizational silence perception and whistle blowing perception. Procedia-Social and Behavioral Sciences, 207, 536-545.
Panahi, B. (2019). Meta-analysis of the antecedents and consequences of organizational silence in Iran. Studies in Management Improvement and Transformation, 28(94), 85-107. (in Persian)
Lipman-Blumen, J. (2005). The allure of toxic leaders: Why we follow destructive bosses and corrupt politicians—and how we can survive them. Oxford University Press.
Qaedamini Harouni, A., Sadeghi-Dehcheshmeh, M., Moshref Qahfarakhi, E., & Maleki Farsani, G. (2023). The mediating role of organizational hypocrisy in the relationship between organizational silence and organizational rumors in public educational organizations. Comparative Public Administration Management, 1(1), 138-170. (in Persian)
Liu, D., Wu, J. & Ma, J. C. (2009, July). Organizational silence: A survey on employees working in a telecommunication company. In 2009 International Conference on Computers & Industrial Engineering (pp. 1647-1651).
Qalavandi, H., & Moradi, Z. (2014). Analyzing the relationship between organizational ethical climate, organizational identity, and organizational silence. Quarterly Journal of Ethics in Behavioral Sciences, 10(2), 63-71. (in Persian)
Luttrell, Johanna (2015). Alienation and global poverty: Arendt on the loss of the world. Philosophy and Social Criticism, 41(9), 872-875.
Qureyshi Khorasgani, M., Nazarzadeh Zare, M., & Heydari, M. (2022). Investigating the reasons and consequences of student silence in the classroom. New Educational Thoughts, 18(3), 7-26. (in Persian)
Messner, Steven F. & Rosenfeld, Richard (2001). Crime and the American dream. Los Angeles: SAGE Publications Inc.
Rajaie, Z., & Asadzadeh, F. (2021). The impact of organizational indifference on organizational inertia with the mediating role of organizational silence. Public Management Research, 14(52), 277-301. (in Persian)
Morrison, E. W. & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), 706-725.
Ramazani, R., Fathi, R., & Soleimanpour, M. R. (2018). Examining the status of organizational silence in the Varamin Education Department. Third International Conference on Dynamic Management, Accounting, and Auditing, Tehran. Retrieved from https://civilica.com/doc/826650. (in Persian)
Nemati-Vakilabad, R., Mostafazadeh, P. & Mirzaei, A. (2024). Investigating the impact of organizational justice on the relationship between organizational learning and organizational silence in clinical nurses: A structural equation modeling approach. Journal of Nursing Management, 2024(1), 726-738.
Ritzer, G. (2014). Sociological theories in the contemporary era (M. Thalasi, Trans.). Tehran: Ilmi. (in Persian)
Nielsen, Richard P. (2003). Why do we remain silent in the face of unethical behavior? The Church in the 21st Century from Crisis to Renewal, Boston College Occasional Paper, 6-11.
Saeidi Poor, B. (2018). The role of leadership styles, organizational culture, and organizational trust on organizational silence (Case study: Payame Noor University in Kermanshah). Research in Educational Systems, 12(Special Issue), 453-468. (in Persian)
Otsupius, A. I. (2019). Employee silence and its effects on organizational effectiveness. International Journal of Indian Economic Light (JIEL), 7, 56-61.
Safa'i-Movhed, S. (2021). Grounded theory: Theoretical foundations, approaches, and practical procedures. Tehran: Doran. (in Persian)
Pinder, C. C. & Harlos, K. P. (2001). Employee silence: Quiescence and acquiescence as responses to perceived injustice.in (ed.) Research in Personnel and Human Resources Management, Emerald Group Publishing Limited, pp 331 – 369.
Sheikhi, M., Etemadian, A., & Ebrahimzadeh, R. (2020). A sociological study of strategies and consequences of non-radical protest actions in organizations. Sociological Studies Quarterly, 13(49), 95-111. (in Persian)
Saglam, A. C. (2016). The Effects of Vocational High School Teachers' Perceived Truston Organizational Silence. Journal of Education and Training Studies, 4(5), 225-232.
Sidman, A. (2017). The clash of opinions in sociology (H. Jalili, Trans.). Tehran: Ney. (in Persian)
Sakr, E. M. H., Ibrahim, M. M. & Ageiz, M. H. (2023). The relation between organizational silence and organizational learning among nurses. Menoufia Nursing Journal, 8(4), 254-270.
Strauss, A., & Corbin, J. (2016). Fundamentals of qualitative research: Techniques and stages of grounded theory production (E. Afshar, Trans.). Tehran: Ney. (in Persian)
Shuang, Liu, Quan, Liu & Guo-Ming, Chen (2006). Through the lenses of organizational culture: A comparison of state-owned enterprises and joint ventures in China. China Media Research, 2(2), pp. 15-24.
Taajobi, M., & Hamzei, P. (2020). Examining the relationship between perceived organizational justice, organizational silence, and quality of work life among employees in districts 1 and 2 of Hamadan Education Department. New Research Approaches in Management and Accounting, 2(5), 165-188. (in Persian)
Slay, H. S. & Smith, D. A. (2011). Professional identity construction: Using narrative to understand the negotiation of professional and stigmatized cultural identities. Human Relations, 64(1), 85-107.
Tanhaei, M. H., Nasr Esfahani, A., Nili Poor Tabatabai, S. A., & Akhavan Sarraf, A. R. (2018). Recreating the model of antecedents and consequences of organizational silence among employees: A case study of Isfahan Municipality. Applied Sociology, 29(4), 147-166. (in Persian)
Taye, M., Sang, G. & Muthanna, A. (2019). Organizational culture and its influence on the performance of higher education institutions: The case of a state university in Beijing. International Journal of Research Studies in Education, 8(2), 77-90.
Yari, Z., & Vadadi, A. (2016). The impact of knowledge management on organizational performance at Pars Khodro Company. Journal of Management and Accounting Studies, 2(2), 243-255. (in Persian)
Üçok, D. I. & Torun, A. (2015). A qualitative study on the causes of organizational silence. İş ve İnsan Dergisi, 2(1), 27-37.
Zardoshtian, S., & colleagues. (2017). The impact of job plateau on turnover intention considering the mediating role of job burnout among physical education teachers in Kermanshah province. Studies in Organizational Behavior Management in Sports, 4(15), 69-61. (in Persian)
Vakola, M. & Bourades, D. (2005). Antecedents and consequences of organizational silence: An empirical investigation. Employee Relations, 27, 441-458.
Zarei Matin, H. (2011). Organizational silence: Concepts, causes, and consequences. Quarterly Journal of the Iranian Management Sciences Association, 6(21), 77-104. (in Persian)
Van Dyne, L., Ang, S. & Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40(6), 1359-1392.
Zohrabi, A. R., & Mohebbi, A. (2018). Explaining the impact of management style with the mediating role of organizational culture on organizational silence. Applied Studies in Management and Development Sciences, 15(3), 41-52. (in Persian)
Yang, W., Hao, Q. Song, H. (2020). Linking supervisor support to innovation implementation behavior via commitment: The moderating role of coworker support. Journal of Managerial Psychology, 35(3), 129-141.

  • Receive Date 08 June 2026
  • Publish Date 08 June 2026