Abstract
This study aims to analyze the relationship between organizational culture and silence with organizational health. The methodology of the study is correlation, and its statistical population is 642 that are all employers in Maskan Bank in Fars province. Sampling was executed through one-phase clustering sampling in which 130 persons were selected as statistical sample. Three questionnaires of organizational health (Hawaii et al., 1987), organizational culture (Hofstede, 1980), and organizational silence (Vacola & Bouradas, 2005) were used for collecting data. Data was analyzed step to step using Pearson correlation coefficient and multiple regression tests. Results indicated that there is a significant inverse relationship between organizational culture and silence with organizational health (less than 0.01). Higher level managers’ view of silence (among elements of organizational silence) and patriarchy (among elements of organizational culture) are capable of predicting organizational health in inverse. Other elements are not significantly capable in predicting organizational health.
Highlights
Organizational health is a new term that considers ability of an organization in effective duty performance, organizational growth and enhancement, and compatibility and developments for achieving progress and survival (Robert Miles, 1996)
The Primary Hypothesis: There is a significant relationship between organizational culture and silence with organizational health
The Secondary Hypothesis: 1) There is a significant relationship between elements of organizational culture and organizational health
Summary
Organizational health is a new term that considers ability of an organization in effective duty performance, organizational growth and enhancement, and compatibility and developments for achieving progress and survival (Robert Miles, 1996). One of the variables influential on organizational health is organizational culture which is the character and personality of an organization. Organizational culture development is one of the challenges of contemporary management in which organizational health is valuable. Organizations and mangers attempt to found and systemize a framework in which technological or other changes are accepted as basic cultural values. It seems organizational culture is effective on organizational health and personal expression (Aldeft, 2001)
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