Influences Of Trust In Organization On Organizational Silence

Organizational silence, a common phenomenon in workplaces, refers to the behavior of employees who keep their opinions to themselves instead of making them public when detecting problems in the organizations they work in. It causes barriers in communication and information exchange, which prevents the organization from making decisions and learning from experiences effectively, and therefore injures the development of the organization. What's more, it encourages employees'obedient and give-up behaviors, which severely impacts their loylty to organization. In view of the negative impacts on the development of an organization and its employees caused by organizational silence, some scholars and management personnels begin to pay attention to this phenomenon. Organizational silence is becoming a new hot research issue which is drawing more and more attention from scholars in the psychology and management fields.This thesis, based on sorting out and summarizing domestic and overseas theories and studies about organizational silence, is aimed at studying the influences of trust in organization, namely employee trust in management, collegues and the organization, on the organizational silence phenomenon, and puts forward corresponding hypothesis. This thesis constructs the basic model and its nested model(嵌套模型) of the influces of trust in organization on organizational silence. It verifies the influences of employee trust in management, collegues and the organization on organizational silence behavior. The study shows:First, in Chinese enterprises, it shows a significant negative correlation between employee trust in management, collegues and the organization and organizational silence behavior.Second, employee trust in organization plays somewhat an intermediary role in the relationship between collegue trust and organizational silence.Third, employee trust in different objects, namely in management, collegues and the organization has its respective relatively independent influences on organizational silence.In conclusion, this study provides a certain reference both in theory and practice for management personnel in reducing organizational silence. It also presents corresponding management strategies for management personnel, namely attaching enouch importance to building employee trust in management, collegues and the organization and establishing trust atmosphere, etc., which are all conducive to reducing organizational silence.