İşgören sessizliğinin Polonya’daki uluslararası şirketlerde çalışan yabancı çalışanların bakış açısıyla değerlendirilmesi

Mevcut araştırmanın amacı örgütsel sessizlik davranışını Polonya’daki uluslararası firmalarda çalışan yabancı çalışanların bakış açısıyla ele almaktır. Bu amaçla birlikte çalışanların sessiz kaldığı konular/durumlar, sessiz kalma nedenleri ve sessiz kalmanın çalışanlar üzerindeki etkilerini yönetici-çalışan iletişimi üzerinden değerlendirmek ve doğu ile batı kültürlerini temsil eden çalışanların yanıtları üzerinden karşılaştırmak da hedeflenmiştir. Maksimum varyasyon örneklemesiyle Varşova'daki uluslararası şirketlerde çalışan ve on farklı ülkeden olan on yabancı çalışan araştırmada yer almıştır. Bu çalışanlarla 2019 yılının Kasım ve Aralık aylarında derinlemesine görüşmeler yapılmış ve elde edilen cevaplar içerik analizine tabi tutulmuştur. Katılımcıların cevaplarında öne çıkan temalar tablolarla özetlenmiş ve ilgili literatür ışığında tartışılmıştır. Yöneticilerin tutumları, davranışları, algıları, kararları, günlük ruh halleri ve bakış açıları gibi etkenler çalışanların en çok sessiz kaldığı durumlara karşılık gelmiştir. Çalışanların sahip olduğu kültür yapıları, kişilikleri ve yöneticilerin olası tepkilerinden korkmaları sessiz kalma davranışının asıl sebepleri arasında yer almışken; sessizlik davranışı çalışanların ruh hali, verimliliği, motivasyonu, davranışları ve benlik saygısı üzerinde bazı olumsuz etkilere neden olmuştur. Temel olarak örgütsel kültür, yönetsel tutumlar, çalışanların kültürü ve kişiliğinin örgütsel sessizlik davranışı için önemli değişkenler olduğu sonucuna varılmıştır. Bu sebeple iyi yapılandırılmış örgütsel yapı ve kültürlerin, yöneticileri olumlu tutum ve davranış geliştirmeye yönelteceği ve dolayısıyla çalışanlar üzerinde olumlu etkiler yaratacağı düşünülmüştür. Ayrıca örgütsel iletişim süreçlerinde yöneticilerin çalışanların kültürleri, dini inanışları, kişilikleri ve hassasiyetlerini göz önünde bulundurmasının, çalışanların örgütsel sessizlik davranışı geliştirmesinde azaltıcı etki göstereceği varsayılmıştır.

Anahtar Kelimeler:

Örgütsel sessizlik, Uluslararası şirket, Çalışan sessizliği, Yönetici-çalışan iletişimi

The evaluation of employee silence from the perspective of foreign employees working for international companies in Poland

The aim of this research is to evaluate organizational silence behavior from the perspective of foreign employees who work at the international companies in Poland. It is also aimed to find out "what issues employees remain silent about, the reasons for remaining silent, and how remaining silent affects employees" by considering the employee-manager relationships and to compare the findings based on the distinction between representations of eastern and western cultures. Ten foreign employees from ten different countries who work at international companies in Warsaw were selected based on maximum variation sampling. Depth interviews were conducted between November and December 2019 with these employees and content analysis method was used to analyze their responses. The themes that stand out from the participants’ responses were summarized through tables and discussed in light of the relevant literature. The situations related to managers’ attitudes, behaviors, perceptions, decisions, daily moods, and mentality are the most common issues for employees to remain silent about. While employees’ culture and personality, and being afraid of managers' reactions are the main reasons for remaining silent, the silence causes some negative effects on employees’ mood, efficiency, motivation, behaviors, and self-esteem. Organizational culture, managerial attitudes, employees’ culture and personality have an effect on organizational silence. Hence, well-structured organizational structures and cultures will direct managers to develop positive behaviors, and eliminate the negative effects of managerial attitudes and behaviors on the employees. Additionally, managers working for international companies with employees from different countries should take into account the cultures, religions and personalities of the employees not to cause silence during organizational communication.

Keywords:

Organizational silence, International company, Employee silence, Manager-employee communication,

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