Prevention of organizational silence managing human resources

Overview

Key Features

Despite the growing importance for both organizations and employees, organizational silence has only recently been explored by researchers (Erdoğdu, 2018) in sectors such as public (Behtoui et al., 2017), health care (Yalçın & Baykal, 2019), accommodation services (Zhang et al. al., 2018), finance (Adeel & Muhammad, 2017), communications and technology (Emelifeonwu & Valk, 2019). Researchers examine employee silence in the field of organizational behaviour (Donaghey, Cullinane, Dundon, & Wilkinson, 2011), which means that it is usually studied when and how employees choose to remain silent or, conversely, express themselves. Knowing the reasons for organizational silence can focus on organizational governance and the tools that empower employees. 

As a result, there is a lot of talk about the role of a leader as a leader who can motivate, encourage expression, and improve innovative employee behaviour (Adeel & Muhammad, 2017). However, there is a lack of research in the scientific literature on the management of organizational silence in order to systematically organize the anticipation and application of preventive action. 

The object of Prevention of organizational silence managing human resources programme from Vilnius Gediminas Technical University is the management of organizational silence. The aim of the work is to create a model for the prevention of organizational silence in the management of human resources based on empirical research, after analysing the assumptions of the expression of organizational silence, its research methods, and techniques. 

The developed and tested model for the prevention of organizational silence in the management of human resources will complement the theories of organizational management: it will fill the research gap on the prevention of organizational silence in the management of organizations. In modelling the management of organizational silence prevention, the developed research methodology could be applied in organizational practice to assess and find links between the assumptions of organizational silence and potential preventive actions to achieve its balance in human resource management.

The selected candidate will work on the PhD thesis under the supervision of dr. Laima Jeseviciute-Ufartiene, professor of the management department. The successful applicant will have to attend scientific conferences, meetings and internships in the other universities.