Research On The Relationship Between Perceived Organizational Support And Organizational Silence

Organizational silence is a common phenomenon in enterprises, which means that most employees don't speak up their opinions when facing the problems in enterprises. Organizational silence blocks the communication of information and does great harm to the development of enterprises because managers can't make the effective decision and learn from experience without correct information. On the other hand, organizational silence strongly reduces employees'loyalty to organizations. Because of these, Organizational silence is becoming a new focus of research and more and more psychologists and managers pay much attention to it.On the basis of analyzing and summarizing the existing research achievement of organizational silence at home and abroad, the paper made a tentative study on the dimensionality of organizational silence and designed an Organizational Silence Inventory by opening inquiry, interview, questionnaire survey and exploratory factory analysis, confirmatory factory analysis. Also, the paper discussed the multiple differences of population statistics variables on organizational silence. On the level of organization, the paper got the conclusion that perceived organizational support has influence on organizational silence. Results reveal that:Firstly, in our corporation, the structure of organizational silence is composed of three dimensions: acquiescent silence, defensive silence and prosocial silence.Secondly, degrees of organizational silence show remarkable differences on some population statistics variables such as sex, age, academic rank, length of service.Thirdly, in our corporations, perceived organizational support presents remarkable correlation with organizational silence. The three dimensions of perceived organizational support present negative correlation with acquiescent silence and defensive silence while positive correlation with prosocial silence. At the end of the paper, according to the study, some suggestions were given about how to improve the silence phenomenon in corporations, which might be helpful to managers in theory and practices.