Abstract
<p>Purpose: The purpose of this research is to identify the types of Organizational Silence (OS) and its effects on Organizational Citizenship Behavior (OCB) at Teaching Hospitals in Egypt.</p><p>Design/methodology/approach: To assess OS, refer to (OS questionnaire, Schechtman, 2008; Brinsfield, 2009), and OCB (OCB questionnaire Podsakoff, 1990; Konovsky &amp; Pugh, 1994; and Konovsky &amp; Organ, 1996). Out of the 357 questionnaires that were distributed to employees, 315 usable questionnaires were returned, a response rate of 88%. Multiple Regression Analysis (MRA) was used to confirm the research hypotheses.</p><p>Findings: The research has found that there is significant relationship between OS and OCB. Also, the research has found that OS directly affects OCB. In other words, OS is one of the biggest barriers to OCB at Teaching Hospitals in Egypt.</p><p>Practical implications: This research pointed to the need for organizations to adopt a culture which encourages and urges employees to speak in the labor issues and the non-silence in order for the administration to be able to realize these issues and try to solve them first hand in order to prevent their aggravation.</p><p>Originality/value: Silence climate has an impact on the ability of organizations to detect errors and learn. Therefore, organizational effectiveness is negatively affected. This research aims to measure the effect of OS on OCB. Based on the findings of this research, some important implications are discussed.</p>
Highlights
The key to the success of an organization is human resources
The research has found that Organizational Silence (OS) directly affects Organizational Citizenship Behavior (OCB)
This research pointed to the need for organizations to adopt a culture which encourages and urges employees to speak in the labor issues and the non-silence in order for the administration to be able to realize these issues and try to solve them first hand in order to prevent their aggravation
Summary
The key to the success of an organization is human resources. It is impossible for organizations without qualified human resources to provide quality service, to maintain their existence in the context of competition and to adapt novelties in time. For the system of health services, human resources are significant in providing of effective and efficient health services. Human resource is the most important asset of medical establishments where humans provide services for humans. The focus is mental and physical capacity of this human resource. The quality of services in medical establishments is mostly determined by humans. The success of medical establishments is closely related with the phenomena such as participation of employees, their commitment to their professions and institutions and their devotion to work (Erigüç, 2012)
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