Araştırma Makalesi
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İşyeri Dışlanmasının Bilgi Paylaşımına Etkisinde Örgütsel Sessizliğin Aracı Rolü

Yıl 2021, Cilt: 10 Sayı: 3, 2992 - 3012, 30.09.2021
https://doi.org/10.15869/itobiad.934591

Öz

İşyeri dışlanmasının temel çalışan ve örgütsel sonuçlar üzerindeki zararlı etkisi giderek daha fazla ilgi görmektedir. İşyeri dışlanması başlangıçta bireylerin diğer çalışanlar tarafından dışlanması, görmezden gelinmesi veya göz ardı edilmesi olarak tanımlanmaktadır. İşyeri dışlanması yaygın görülen bir tür soğuk şiddettir. İşyerinde dışlandığını hisseden çalışanlar, örgüt için çok önemli olan bilgileri kendilerine saklamaktadırlar. Dışlanmış çalışanlar kendilerini daha az önemli hissedebileceklerinden sosyalleşme süreci, örgütsel vatandaşlık davranışı ve bilgi paylaşımı gibi ekstra rol davranışları sergilemekten kaçınabilmektedirler. Sessizlik olarak adlandırılan bu davranış kurumun rekabet avantajı elde etmesine önemli oranda ket vurabilmektedir. Örgütlerde yaygın bir iş yeri fenomeni olarak, bilgi saklama şirketlere ciddi ekonomik kayıplara neden olabilmektedir. İşyeri ilişkilerinin, çalışanların bilgi paylaşma isteğini artırmada önemli bir rol oynadığı göz önüne alındığında, mevcut makale işyeri dışlanması ve bilgi paylaşımı arasındaki bağlantıyı incelemektedir. İşyeri dışlanması, bilgi paylaşımı ve örgütsel sessizlik üzerindeki etkiyi inceleyen az sayıda çalışma olması çalışmanın literatüre katkısını arttırmaktadır. Bu araştırma, işyeri dışlanmasının örgütleri iki yolla etkileme kapasitesine sahip olduğunu savunurken, bilgiyi gizlemek ve sessizlik davranışı sergilemek gibi iki perspektifi de birleştirmesiyle katkı sağlamaktadır. Bu araştırmanın istatistiksel popülasyonu Osmaniye’nin Kadirli ilçesinde faaliyet gösteren Organize Sanayi KOBİ çalışanlarını içermektedir. Pandemi şartlarını göz önüne alarak veriler internet üzerinden toplanmıştır. SPSS AMOS programı kullanılarak yapısal eşitlik modeli analizi gerçekleştirilmiştir. İstatistiksel sonuçlar, işyeri dışlanmasının örgütsel sessizliği olumlu yönde etkilediğini gösterirken, bilgi paylaşımını da olumsuz yönde etkilediğini göstermektedir. Buna ek olarak işyeri dışlanması ve bilgi paylaşımı arasındaki ilişkide örgütsel sessizliğin aracı rolü doğrulanmıştır.

Kaynakça

  • Akbarian, A., Ansari, M., Shaemi, A., & Keshtiaray, N. (2015). Review organizational silence factors. Journal of Scientific Research and Development, 2(1), 178-181.
  • Akram, T., Lei, S., Haider, M. J., Hussain, S. T., & Puig, L. C. M. (2017). The effect of organizational justice on knowledge sharing: Empirical evidence from the Chinese telecommunications sector. Journal of Innovation & Knowledge, 2(3), 134-145.
  • Alavi, Maryam and Leidner, Dorothy (1999) "Knowledge Management Systems: Issues, Challenges, and Benefits," Communications of the Association for Information Systems: Vol. 1, Article 7. DOI: 10.17705/1CAIS.00107
  • Alnaimi AMM, Rjoub H (2019) Perceived organizational support, psychological entitlement, and extra-role behavior: the mediating role of knowledge hiding behavior. J Manag Organ, 1-16
  • Anthoine, E., Moret, L., Regnault, A., Sébille, V., & Hardouin, J.-B. (2014). Sample size used to validate a scale: a review of publications on newly-developed patient reported outcomes measures. Health and quality of life outcomes, 12(1), 1-10.
  • Aylsworth, J. (2008). Change in the workplace: Organizational silence can be dangerous. Organizational Psychology Examiner.
  • Blau, P. M. (1964). Justice in social exchange. Sociological inquiry, 34(2), 193-206.
  • Chung, Y. W., & Yang, J. Y. (2017). The mediating effects of organization-based self-esteem for the relationship between workplace ostracism and workplace behaviors. Baltic Journal of Management. 12(2), pp. 255-270
  • Connelly, C. E., Zweig, D., Webster, J., & Trougakos, J. P. (2012). Knowledge hiding in organizations. Journal of organizational behavior, 33(1), 64-88.
  • Çalışkan, A., & Pekkan, N. Ü. (2020). Örgütsel Dışlanma: Bir ölçek uyarlama çalışması. Uluslararası İktisadi ve İdari Bilimler Dergisi, 6(1), 51-60.
  • De Clercq, D., Haq, I. U., & Azeem, M. U. (2019). Workplace ostracism and job performance: roles of self-efficacy and job level. Personnel Review.
  • Dyne, L. V., Ang, S., & Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of management studies, 40(6), 1359-1392.
  • Eisenberger, N. I., Lieberman, M. D., & Williams, K. D. (2003). Does rejection hurt? A study of social exclusion. Science, 302(5643), 290-292.
  • Faulkner, S., Williams, K., Sherman, B., & Williams, e. 1997. The “silent treatment”: Its incidence and impact. Paper presented at the 69th annual meeting of the Midwestern Psychological Association, Chicago.
  • Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. Journal of Applied Psychology, 93(6), 1348.
  • Ferris, D. L., Lian, H., Brown, D. J., & Morrison, R. (2015). Ostracism, self-esteem, and job performance: When do we self-verify and when do we self-enhance? Academy of Management Journal, 58(1), 279-297.
  • Gkorezis, P., Panagiotou, M., & Theodorou, M. (2016). Workplace ostracism and employee silence in nursing: the mediating role of organizational identification. Journal of advanced nursing, 72(10), 2381-2388.
  • Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American sociological review, 161-178.
  • Grant, R. M. (1996). Toward a knowledge‐based theory of the firm. Strategic management journal, 17(S2), 109-122.
  • Gruter, M., & Masters, R. D. 1986. Ostracism: A social and biological phenomenon. Ethology and Sociobiology, 7: 149-395.
  • Gürbüz, S. (2019). AMOS ile yapısal eşitlik modellemesi. Ankara: Seçkin Yayıncılık.
  • Hendriks, P. (1999). Why share knowledge? The influence of ICT on the motivation for knowledge sharing. Knowledge and process management, 6(2), 91-100.
  • Hitlan, R. T., Cliffton, R. J., & DeSoto, M. C. (2006). Perceived exclusion in the workplace: The moderating effects of gender on work-related attitudes and psychological health. North American Journal of Psychology, 8(2), 217-236.
  • Hitlan, R. T., Kelly, K. M., Schepman, S., Schneider, K. T., & Zárate, M. A. (2006). Language exclusion and the consequences of perceived ostracism in the workplace. Group Dynamics: Theory, Research, and Practice, 10(1), 56-70.
  • Holste, J. S., & Fields, D. (2010). Trust and tacit knowledge sharing and use. Journal of knowledge management. 14(1), pp. 128-140
  • Ipe, M. (2003). Knowledge sharing in organizations: A conceptual framework. Human resource development review, 2(4), 337-359.
  • King, W. R. (2009). Knowledge management and organizational learning. In Knowledge management and organizational learning (pp. 3-13). Springer.
  • Kurzban, R., & Leary, M. R. 2001. evolutionary origins of stigmatization: The functions of social exclusion. Psychological Bulletin, 127: 187-208.
  • Lin, H. F. (2007). Knowledge sharing and firm innovation capability: an empirical study. International Journal of manpower. 28(3),pp. 315-332
  • Liu, D., Wu, J., & Ma, J.-c. (2009). Organizational silence: A survey on employees working in a telecommunication company. 2009 International Conference on Computers & Industrial Engineering, pp.1647-1651
  • Maqbool, S., Černe, M., & Bortoluzzi, G. (2019). Micro-foundations of innovation. European Journal of Innovation Management. 22(1), pp. 125-145
  • Morrison, E. W. (2014). Employee voice and silence. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), 173-197.
  • Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management review, 25(4), 706-725.
  • Morrison, E. W., & Milliken, F. J. (2004). Sounds of silence. Stern Business, 25, 31-35.
  • Mount, M., Ilies, R., & Johnson, E. (2006). Relationship of personality traits and counterproductive work behaviors: The mediating effects of job satisfaction. Personnel psychology, 59(3), 591-622.
  • Nafei, W. A. (2016). Organizational silence: Its destroying role of organizational citizenship behavior. International Business Research, 9(5), 57-75.
  • O'Reilly, J., Robinson, S. L., Berdahl, J. L., & Banki, S. (2015). Is negative attention better than no attention? The comparative effects of ostracism and harassment at work. Organization Science, 26(3), 774-793.
  • O'Reilly, J., Robinson, S. L. (2009). The negative impact of ostracism on thwarted belongingness and workplace contributions. In Academy of management proceedings (Vol. 2009, No. 1, pp. 1-7). Briarcliff Manor, NY 10510: Academy of Management.
  • Oyemomi, O., Liu, S., Neaga, I., & Alkhuraiji, A. (2016). How knowledge sharing and business process contribute to organizational performance: Using the fsQCA approach. Journal of Business Research, 69(11), 1-23.
  • Peng, A. C., & Zeng, W. (2017). Workplace ostracism and deviant and helping behaviors: The moderating role of 360 degree feedback. Journal of organizational behavior, 38(6), 833-855.
  • Pickett, C. L., & Brewer, M. B. 2005. The role of exclusion in maintaining in-group inclusion. In D. Abrams, M. A. Hogg, & J. M. Marques (eds.), The social psychology of inclusion and exclusion: 89-112. New York: Psychology Press.
  • Pinder, C. C., & Harlos, K. P. (2001). Employee silence: Quiescence and acquiescence as responses to perceived injustice. In Research in personnel and human resources management. Emerald Group Publishing Limited. 20(1), pp. 331-369
  • Pope, R. (2019). Organizational Silence in the NHS:‘Hear no, See no, Speak no’. Journal of Change Management, 19(1), 45-66.
  • Robinson, S. L., O’Reilly, J., & Wang, W. (2013). Invisible at work: An integrated model of workplace ostracism. Journal of Management, 39(1), 203-231.
  • Scott, K., Tams, S., Schippers, M., & Lee, K. (2015). Opening the black box: Exploring the link between workplace exclusion, perceptions of envy and worker helping behavior, health and turnover. European Journal of Work and Organizational Psychology, 24(2), 239-255.
  • Shojaie, S., Matin, H. Z., & Barani, G. (2011). Analyzing the infrastructures of organizational silence and ways to get rid of it. Procedia-Social and Behavioral Sciences, 30, 1731-1735.
  • Skinner, E. A. (1996). A guide to constructs of control. Journal of personality and social psychology, 71(3), 549.
  • Sommer, K.L., Baumeister, R.F., 2002. Self-evaluation, persistence, and performance following implicit rejection: the role of trait self-esteem. Personality and Social Psychology Bulletin 28 (7), 926–938.
  • Sommer, K. L., Williams, K. D., Ciarocco, N. J., & Baumeister, R. F. (2001). When silence speaks louder than words: Explorations into the intrapsychic and interpersonal consequences of social ostracism. Basic and Applied Social Psychology, 23(4), 225-243.
  • Serenko A (2013) Meta-analysis of scientometric research of knowledge management: discovering the identity of the discipline. J Knowl Manag 17(5):773–812
  • Takhsha, M., Barahimi, N., Adelpanah, A., & Salehzadeh, R. (2020). The effect of workplace ostracism on knowledge sharing: the mediating role of organization-based self-esteem and organizational silence. Journal of Workplace Learning. 32(6), pp. 417-435
  • Van den Hooff, B., & de Leeuw van Weenen, F. (2004). Committed to share: commitment and CMC use as antecedents of knowledge sharing. Knowledge and process management, 11(1), 13-24.
  • Wesselmann, e. D., Wirth, J. H., Pryor, J. B., Reeder, g. D., & Williams, K. D. 2012. When do we ostracize? Social Psychology and Personality Science. Advance online publication. doi:10.1177/1948550612443386
  • Williams, K. D. (2007). Ostracism: The kiss of social death. Social and Personality Psychology Compass, 1(1), 236-247.
  • Williams, K. D., Bernieri, F. J., Faulkner, S. L., Gada-Jain, N., & Grahe, J. E. (2000). The scarlet letter study: Five days of social ostracism. Journal of Personal & Interpersonal Loss, 5(1), 19-63.
  • Williams, S. M. (2001). Is intellectual capital performance and disclosure practices related? Journal of Intellectual capital. 2(3), pp. 192-203.
  • Williams, K.D., Zadro, L., 2001. Ostracism: on being ignored excluded and rejected. In: Leary, M.R., Leary (Eds.), Interpersonal Rejection. Oxford University Press, New York, pp. 21–53.
  • Williams, K.D., 1997. Social ostracism. In: Kowalski, R.M. (Ed.), Aversive Interpersonal Behaviors. Plenum, New York, pp. 133–170.
  • Wu, C.-H., Liu, J., Kwan, H. K., & Lee, C. (2016). Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective. Journal of Applied Psychology, 101(3), 362.
  • Wu, L. Z., Yim, F. H. k., Kwan, H. K., & Zhang, X. (2012). Coping with workplace ostracism: The roles of ingratiation and political skill in employee psychological distress. Journal of management studies, 49(1), 178-199.
  • Yılmaz, A. T., & Yıldırım, A. (2018). İletişim ve Bilgi Paylaşımı Ölçeğinin Türkçe Geçerlik ve Güvenilirliği. Akademik Sosyal Araştırmalar Dergisi,70(6),76-90
  • Zadro, L., Williams, K. D., & Richardson, R. (2004). How low can you go? Ostracism by a computer is sufficient to lower self-reported levels of belonging, control, self-esteem, and meaningful existence. Journal of Experimental Social Psychology, 40(4), 560-567.
  • Zhao, H., Xia, Q., He, P., Sheard, G., & Wan, P. (2016). Workplace ostracism and knowledge hiding in service organizations. International Journal of Hospitality Management, 59, 84-94.

The Mediation Role of Organizational Silence in The Effect of Workplace Ostracism on Knowledge Sharing

Yıl 2021, Cilt: 10 Sayı: 3, 2992 - 3012, 30.09.2021
https://doi.org/10.15869/itobiad.934591

Öz

The detrimental effect of workplace ostracism on core employee and organizational outcomes is getting more and more attention. Workplace ostracism was originally defined as individuals being excluded, ignored, or overlooked by other employees. Workplace ostracism is a common form of cold violence. Employees who feel ostracized in the workplace keep information that is very important to the organization to themselves. Ostracized employees may feel less important, so they can avoid exhibiting extra role behaviors such as socialization, organizational citizenship behavior and information sharing. This behavior, called silence, can significantly inhibit the organization's competitive advantage. As a common workplace phenomenon in organizations, knowledge hiding can cause serious economic losses to companies. Given that workplace relationships play an important role in increasing employees' desire to share information, the current article examines the link between workplace ostracism and information sharing. The contribution of this study to the literature is that it proposes a model that predicts the role of organizational silence as a mediator in the impact between workplace ostracism and information sharing. A small number of studies examining the impact on workplace ostracism, information sharing, and organizational silence increase the study's contribution to the literature. This research contributes to the fact that workplace ostracism has the capacity to affect organizations in two ways, while combining two perspectives, such as hiding information and exhibiting behavior of silence.The statistical population of this research includes organized industrial zone, SME employees. Taking into account the pandemic conditions, the data was collected online. Structural equation model analysis was carried out using Amos program. Statistical results show that workplace ostracism positively affects organizational silence, while negatively affects knowledge sharing. In addition, the mediation role of organizational silence in the relationship between workplace ostracism and knowledge sharing has been confirmed.

Kaynakça

  • Akbarian, A., Ansari, M., Shaemi, A., & Keshtiaray, N. (2015). Review organizational silence factors. Journal of Scientific Research and Development, 2(1), 178-181.
  • Akram, T., Lei, S., Haider, M. J., Hussain, S. T., & Puig, L. C. M. (2017). The effect of organizational justice on knowledge sharing: Empirical evidence from the Chinese telecommunications sector. Journal of Innovation & Knowledge, 2(3), 134-145.
  • Alavi, Maryam and Leidner, Dorothy (1999) "Knowledge Management Systems: Issues, Challenges, and Benefits," Communications of the Association for Information Systems: Vol. 1, Article 7. DOI: 10.17705/1CAIS.00107
  • Alnaimi AMM, Rjoub H (2019) Perceived organizational support, psychological entitlement, and extra-role behavior: the mediating role of knowledge hiding behavior. J Manag Organ, 1-16
  • Anthoine, E., Moret, L., Regnault, A., Sébille, V., & Hardouin, J.-B. (2014). Sample size used to validate a scale: a review of publications on newly-developed patient reported outcomes measures. Health and quality of life outcomes, 12(1), 1-10.
  • Aylsworth, J. (2008). Change in the workplace: Organizational silence can be dangerous. Organizational Psychology Examiner.
  • Blau, P. M. (1964). Justice in social exchange. Sociological inquiry, 34(2), 193-206.
  • Chung, Y. W., & Yang, J. Y. (2017). The mediating effects of organization-based self-esteem for the relationship between workplace ostracism and workplace behaviors. Baltic Journal of Management. 12(2), pp. 255-270
  • Connelly, C. E., Zweig, D., Webster, J., & Trougakos, J. P. (2012). Knowledge hiding in organizations. Journal of organizational behavior, 33(1), 64-88.
  • Çalışkan, A., & Pekkan, N. Ü. (2020). Örgütsel Dışlanma: Bir ölçek uyarlama çalışması. Uluslararası İktisadi ve İdari Bilimler Dergisi, 6(1), 51-60.
  • De Clercq, D., Haq, I. U., & Azeem, M. U. (2019). Workplace ostracism and job performance: roles of self-efficacy and job level. Personnel Review.
  • Dyne, L. V., Ang, S., & Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of management studies, 40(6), 1359-1392.
  • Eisenberger, N. I., Lieberman, M. D., & Williams, K. D. (2003). Does rejection hurt? A study of social exclusion. Science, 302(5643), 290-292.
  • Faulkner, S., Williams, K., Sherman, B., & Williams, e. 1997. The “silent treatment”: Its incidence and impact. Paper presented at the 69th annual meeting of the Midwestern Psychological Association, Chicago.
  • Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. Journal of Applied Psychology, 93(6), 1348.
  • Ferris, D. L., Lian, H., Brown, D. J., & Morrison, R. (2015). Ostracism, self-esteem, and job performance: When do we self-verify and when do we self-enhance? Academy of Management Journal, 58(1), 279-297.
  • Gkorezis, P., Panagiotou, M., & Theodorou, M. (2016). Workplace ostracism and employee silence in nursing: the mediating role of organizational identification. Journal of advanced nursing, 72(10), 2381-2388.
  • Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American sociological review, 161-178.
  • Grant, R. M. (1996). Toward a knowledge‐based theory of the firm. Strategic management journal, 17(S2), 109-122.
  • Gruter, M., & Masters, R. D. 1986. Ostracism: A social and biological phenomenon. Ethology and Sociobiology, 7: 149-395.
  • Gürbüz, S. (2019). AMOS ile yapısal eşitlik modellemesi. Ankara: Seçkin Yayıncılık.
  • Hendriks, P. (1999). Why share knowledge? The influence of ICT on the motivation for knowledge sharing. Knowledge and process management, 6(2), 91-100.
  • Hitlan, R. T., Cliffton, R. J., & DeSoto, M. C. (2006). Perceived exclusion in the workplace: The moderating effects of gender on work-related attitudes and psychological health. North American Journal of Psychology, 8(2), 217-236.
  • Hitlan, R. T., Kelly, K. M., Schepman, S., Schneider, K. T., & Zárate, M. A. (2006). Language exclusion and the consequences of perceived ostracism in the workplace. Group Dynamics: Theory, Research, and Practice, 10(1), 56-70.
  • Holste, J. S., & Fields, D. (2010). Trust and tacit knowledge sharing and use. Journal of knowledge management. 14(1), pp. 128-140
  • Ipe, M. (2003). Knowledge sharing in organizations: A conceptual framework. Human resource development review, 2(4), 337-359.
  • King, W. R. (2009). Knowledge management and organizational learning. In Knowledge management and organizational learning (pp. 3-13). Springer.
  • Kurzban, R., & Leary, M. R. 2001. evolutionary origins of stigmatization: The functions of social exclusion. Psychological Bulletin, 127: 187-208.
  • Lin, H. F. (2007). Knowledge sharing and firm innovation capability: an empirical study. International Journal of manpower. 28(3),pp. 315-332
  • Liu, D., Wu, J., & Ma, J.-c. (2009). Organizational silence: A survey on employees working in a telecommunication company. 2009 International Conference on Computers & Industrial Engineering, pp.1647-1651
  • Maqbool, S., Černe, M., & Bortoluzzi, G. (2019). Micro-foundations of innovation. European Journal of Innovation Management. 22(1), pp. 125-145
  • Morrison, E. W. (2014). Employee voice and silence. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), 173-197.
  • Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management review, 25(4), 706-725.
  • Morrison, E. W., & Milliken, F. J. (2004). Sounds of silence. Stern Business, 25, 31-35.
  • Mount, M., Ilies, R., & Johnson, E. (2006). Relationship of personality traits and counterproductive work behaviors: The mediating effects of job satisfaction. Personnel psychology, 59(3), 591-622.
  • Nafei, W. A. (2016). Organizational silence: Its destroying role of organizational citizenship behavior. International Business Research, 9(5), 57-75.
  • O'Reilly, J., Robinson, S. L., Berdahl, J. L., & Banki, S. (2015). Is negative attention better than no attention? The comparative effects of ostracism and harassment at work. Organization Science, 26(3), 774-793.
  • O'Reilly, J., Robinson, S. L. (2009). The negative impact of ostracism on thwarted belongingness and workplace contributions. In Academy of management proceedings (Vol. 2009, No. 1, pp. 1-7). Briarcliff Manor, NY 10510: Academy of Management.
  • Oyemomi, O., Liu, S., Neaga, I., & Alkhuraiji, A. (2016). How knowledge sharing and business process contribute to organizational performance: Using the fsQCA approach. Journal of Business Research, 69(11), 1-23.
  • Peng, A. C., & Zeng, W. (2017). Workplace ostracism and deviant and helping behaviors: The moderating role of 360 degree feedback. Journal of organizational behavior, 38(6), 833-855.
  • Pickett, C. L., & Brewer, M. B. 2005. The role of exclusion in maintaining in-group inclusion. In D. Abrams, M. A. Hogg, & J. M. Marques (eds.), The social psychology of inclusion and exclusion: 89-112. New York: Psychology Press.
  • Pinder, C. C., & Harlos, K. P. (2001). Employee silence: Quiescence and acquiescence as responses to perceived injustice. In Research in personnel and human resources management. Emerald Group Publishing Limited. 20(1), pp. 331-369
  • Pope, R. (2019). Organizational Silence in the NHS:‘Hear no, See no, Speak no’. Journal of Change Management, 19(1), 45-66.
  • Robinson, S. L., O’Reilly, J., & Wang, W. (2013). Invisible at work: An integrated model of workplace ostracism. Journal of Management, 39(1), 203-231.
  • Scott, K., Tams, S., Schippers, M., & Lee, K. (2015). Opening the black box: Exploring the link between workplace exclusion, perceptions of envy and worker helping behavior, health and turnover. European Journal of Work and Organizational Psychology, 24(2), 239-255.
  • Shojaie, S., Matin, H. Z., & Barani, G. (2011). Analyzing the infrastructures of organizational silence and ways to get rid of it. Procedia-Social and Behavioral Sciences, 30, 1731-1735.
  • Skinner, E. A. (1996). A guide to constructs of control. Journal of personality and social psychology, 71(3), 549.
  • Sommer, K.L., Baumeister, R.F., 2002. Self-evaluation, persistence, and performance following implicit rejection: the role of trait self-esteem. Personality and Social Psychology Bulletin 28 (7), 926–938.
  • Sommer, K. L., Williams, K. D., Ciarocco, N. J., & Baumeister, R. F. (2001). When silence speaks louder than words: Explorations into the intrapsychic and interpersonal consequences of social ostracism. Basic and Applied Social Psychology, 23(4), 225-243.
  • Serenko A (2013) Meta-analysis of scientometric research of knowledge management: discovering the identity of the discipline. J Knowl Manag 17(5):773–812
  • Takhsha, M., Barahimi, N., Adelpanah, A., & Salehzadeh, R. (2020). The effect of workplace ostracism on knowledge sharing: the mediating role of organization-based self-esteem and organizational silence. Journal of Workplace Learning. 32(6), pp. 417-435
  • Van den Hooff, B., & de Leeuw van Weenen, F. (2004). Committed to share: commitment and CMC use as antecedents of knowledge sharing. Knowledge and process management, 11(1), 13-24.
  • Wesselmann, e. D., Wirth, J. H., Pryor, J. B., Reeder, g. D., & Williams, K. D. 2012. When do we ostracize? Social Psychology and Personality Science. Advance online publication. doi:10.1177/1948550612443386
  • Williams, K. D. (2007). Ostracism: The kiss of social death. Social and Personality Psychology Compass, 1(1), 236-247.
  • Williams, K. D., Bernieri, F. J., Faulkner, S. L., Gada-Jain, N., & Grahe, J. E. (2000). The scarlet letter study: Five days of social ostracism. Journal of Personal & Interpersonal Loss, 5(1), 19-63.
  • Williams, S. M. (2001). Is intellectual capital performance and disclosure practices related? Journal of Intellectual capital. 2(3), pp. 192-203.
  • Williams, K.D., Zadro, L., 2001. Ostracism: on being ignored excluded and rejected. In: Leary, M.R., Leary (Eds.), Interpersonal Rejection. Oxford University Press, New York, pp. 21–53.
  • Williams, K.D., 1997. Social ostracism. In: Kowalski, R.M. (Ed.), Aversive Interpersonal Behaviors. Plenum, New York, pp. 133–170.
  • Wu, C.-H., Liu, J., Kwan, H. K., & Lee, C. (2016). Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective. Journal of Applied Psychology, 101(3), 362.
  • Wu, L. Z., Yim, F. H. k., Kwan, H. K., & Zhang, X. (2012). Coping with workplace ostracism: The roles of ingratiation and political skill in employee psychological distress. Journal of management studies, 49(1), 178-199.
  • Yılmaz, A. T., & Yıldırım, A. (2018). İletişim ve Bilgi Paylaşımı Ölçeğinin Türkçe Geçerlik ve Güvenilirliği. Akademik Sosyal Araştırmalar Dergisi,70(6),76-90
  • Zadro, L., Williams, K. D., & Richardson, R. (2004). How low can you go? Ostracism by a computer is sufficient to lower self-reported levels of belonging, control, self-esteem, and meaningful existence. Journal of Experimental Social Psychology, 40(4), 560-567.
  • Zhao, H., Xia, Q., He, P., Sheard, G., & Wan, P. (2016). Workplace ostracism and knowledge hiding in service organizations. International Journal of Hospitality Management, 59, 84-94.
Toplam 63 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular İşletme
Bölüm Makaleler
Yazarlar

Süleyman Cem Bozdoğan 0000-0001-7844-9973

Yayımlanma Tarihi 30 Eylül 2021
Yayımlandığı Sayı Yıl 2021 Cilt: 10 Sayı: 3

Kaynak Göster

APA Bozdoğan, S. C. (2021). İşyeri Dışlanmasının Bilgi Paylaşımına Etkisinde Örgütsel Sessizliğin Aracı Rolü. İnsan Ve Toplum Bilimleri Araştırmaları Dergisi, 10(3), 2992-3012. https://doi.org/10.15869/itobiad.934591
İnsan ve Toplum Bilimleri Araştırmaları Dergisi  Creative Commons Atıf-GayriTicari 4.0 Uluslararası Lisansı (CC BY NC) ile lisanslanmıştır.