Based On Organizational Silence Behavior Research Atmosphere Of The Employees

Influenced by the Chinese traditional notion and organizational climate, employees tend to hide their true thoughts and opinions, and even keep silence on the potential problems of enterprises. Employee silence is harmful to their physical and mental health, reduce the innovation and vitality of the organization, affect the internal communication and decision-making quality, reduce the organization’s job performance, and increase the cost of enterprise management. Therefore, employee silence has attracted the attention of many psychology and management scholars and managers of enterprises, and has become a new research hotspot of concern. Researchers generally believe that the factors that affect silence behavior include four aspects, which are managers, colleagues, employees themselves and the organizational environment. While managers, colleagues, employees themselves have an effect on the organizational environment at the same time, so they constitute the organizational climate. In other words, employee silence behavior is affected by the overall atmosphere of their organization. According to some researches, organizational climate can be direct or indirect impact on employee silence behavior. However, the current researches are still in the exploratory research stage that single organizational climate affect employee silence.Taken psychology, management science and organizational behavioral science as a guide, based on sorting and summarizing of the relevant theoretical research seriously, we use the status of employee silence behavior and organizational climate which affect employee silence behavior as the object of study, then investigate the correlation of organizational climate and employee silence behavior in context of Chinese culture. First of all, this paper outlines the theories of organizational climate and silence behavior through theoretical research and also collects the data by the method of social investigation and empirical research. Secondly, the thesis adopts SPSS19.0and AMOS7.0to analyze the data quantitatively and qualitatively by the method of item analysis, exploratory factor analysis and confirmatory factor analysis. As a result, we revise both the organizational climate questionnaire and employee silence behavior questionnaire, and determine the dimensions of employee silence behavior and organizational climate which affect it. Finally, according to the previous theoretical studies, this paper put forward the hypothesis of organizational climate and employee silence behavior, and use correlation analysis and regression analysis to verify the hypothesis by constructing a structural equation model. Findings:the acquiescent silence has negative correlation with trust, support and openness of the organization; the defensive silence has negative correlation with justice and trust of the organization, though it was positively related to interpersonal relationship; the disregardful silence has negative correlation with trust and openness of the organization.