Empirical Study On Impact Of Organizational Silence On Organizational Commitment In Enterprises In China

Currently, there is such a phenomenon in organizations:the staff do not express their views and opinions on the problems, and retain their views on purpose. It makes the failure of organizational decision-making, and seriously endangers the health of organizational development and innovation. This is organizational silence. Long-term in the atmosphere of silence, employees are short of communication and exchange and lack of understanding of the organization. Employees will not feel being taken seriously, and lack of sense of belonging and honor. This is so-called low organizational commitment. Once have lower organizational commitment, employees will reduce their work motivation and job satisfaction, and ultimately lead to staff absenteeism and turn over. The relationship between organizational silence and organizational commitment has attracted great attention of business managers. And it has become a hot issue that scholars at home and abroad study on.Based on the study of organizational silence and organizational commitment, this paper argues that organizational silence has a negative impact on organizational commitment. The more serious of silence, the lower organizational commitment and more serious turnover intention will be. In order to validate the conclusion, it views organizational silence as the antecedent variables of organizational commitment, and builts the structural equation model of affect between the dimensions of organizational silence and the dimensions of organizational commitment. Firstly, it analyzes the relationship of the three dimensions of organizational silence and the five dimensions of organizational commitment. The results show that among the three dimensions, there is a significant positive correlation, and the five dimensions too. Then, it analyzes the impact of the various dimensions of organizational silence on various dimensions of organizational commitment. It has been found that there is a significant negative effect. Finally, based on the summary and analysis, combining the characteristics of modern enterprises, it points out that break silence to improve the organizational commitment, organizations should carry on from the characteristics of its own staff, the words and deeds of colleagues around, the characteristics of leadership and organization and cultural factors.