The relationship between perceived supervisor support and the aspects of organizational silence
In this information age in which we are living, organizations understand that the human resources cannot be ignored in making innovations and change happen within enterprises. While the employees are able to express themselves regarding the matters within the organizations, at other times, they keep their opinions to themselves for a variety of reasons, which then cause organizational silence within the work environment. In this research, the types of organizational silence are explained in detail in order to provide a better understanding of this kind of behaviour amongstemployees. The aim of this study wasto reveal the relations between the perceived supervisor support of the employeesworking in hotel businessand the aspects of organizational silence. With this purposeinmind, a questionnaire was conducted on 229 employees, who were selected by means of random sampling, working in five-star hotels in Antalya province, Turkey.The data obtained as a result of the research was analysedusinga T test, ANOVA, correlation analysis, regression analysis and factor analysis. As a result of the research, it wasdetermined that perceived supervisor support hasan impact on quiescence and acquiescent silencesand that one of the reasons leading employees to remain silent is the lackof trust towards theirsupervisors. In conclusion, some good suggestions areofferedto the managers of hotel enterprisesand to the researchers working in this fieldin order to surmount the problem of organizational silencewhich invariably leads to problems if not tackled effectively.