Study On Status Of Organizational Silence And Countermeasures Under The Chinese Background

Organizational Silence, which means the members always choose to keep in silent and reserve his view when he encounters the existing problems in the organization because of various of reasons. This is a common phenomenon in the Corporation. But this phenomenon may lead to communication barriers; influence the work of decision- making and bring a potential threat to the development of the Corporation. For employees, if they stay in the atmosphere of silence in a long period, they will feel neglected and lead to lower employee satisfaction and job burnout. As the negative effects brought by the phenomenon of organizational silence, this issue is becoming a new hotspot and studied by more and more scholars and managers both at home and abroad.This study is based on the analysis of the issue organization silence both in domestic and at abroad. Through drawing on the way of open questionnaire and closed questionnaire, analysis of variance, correlation analysis and exploratory factor analysis to make the questionnaire of organizational silence. Moreover, this study has explored the structure of organizational silence under the cultural background of Chinese Corporations, and discussed the differences of various organizational silence existing in Corporations on the demographic variability. On the other hand, it studies based on the analysis of the organizational silence in our current situation, discussing from the two aspects, reducing the behavior of organizational silence and the strategy of human resource management. The research result shows as follows:Firstly, in our enterprises, organizational silence consists of 3 structural dimensions: interpersonal fear of silence, organizational institutional barriers of silence and individual low self-esteem of silence.Secondly, there exist no significant differences in all aspects of the demographic variability in all dimensions of organizational silence.Thirdly, in this study, we have made a theoretical analysis of the close links of the behavior of organizational silence and the existence of our traditional culture. It also provides the managers with management strategies to reduce the behavior of organizational silence, specifically speaking, build up a system to reduce the behavior from 3 points, they are corporate culture, communication mechanisms and management team, and adopt the strategy of human resource management to reduce the behavior of organizational silence from 3 points, the recruitment, training and incentives.