فهم تأثیر خودسانسوری منابع انسانی بر سکوت سازمانی: تبیین نقش میانجی خاموشی هوشیارانه‌ی منابع انسانی(مورد مطالعه: استانداری چهارمحال و بختیاری)

Abstract
The purpose of this research is to investigate the effect of self-censorship of human resources on organizational silence by explaining the mediating role of conscious silence of human resources. This research is based on practical purpose and in terms of method is descriptive survey. The statistical population of the research is 355 employees of Chaharmahal and Bakhtiari governorates, considering that the size of the statistical population is limited and specific, from Morgan table at the 95% confidence level was determined  260 people and it was selected by available sampling method. To collect information, researcher-made questionnaires of organizational silence, organizational self-censorship, and conscious silence were used, whose validity and reliability were confirmed by content validity and Cronbach's alpha, and a survey of experts and consultants. Structural equation modeling method and SPSS, PLS software were used to test hypotheses and analyze data. The research findings showed that the self-censorship human resources has a positive and significant effect on organizational silence. Also, self-censorship of human resources has a positive and significant effect on mum effect. As a result, it can be said that managers of government organizations, being aware of the issue of organizational silence and the factors affecting it, must take measures to identify its irreparable messages and effects.
Introduction
In a situation where modern organizations seek and share information and knowledge management, neglecting organizational silence will become a problem. Considering the importance and necessity of understanding the phenomenon of organizational silence and taking into account the influence of various factors on organizational silence, the present research seeks to express its role in creating organizational silence while studying and investigating organizational self-censorship. Regarding the role of the two variables of self-censorship and mum effect of human resources in the direction of helping organizations, no significant efforts have been made yet, therefore, considering the gap in academic research, this research seeks to answer the question of what is the self-censorship of human resources with regard to mum effect. It will have an impact on organizational silence, and finally, taking into account the role and position of the governorate, which is one of the vital organizations of the country, a simple model will be presented in this regard, so that managers of government organizations, with sufficient knowledge of organizational silence and the factors affecting it, can think of measures. to prevent its irreparable consequences and effects such as reducing citizen satisfaction, reducing organizational performance, inflexibility in front of organizational issues, etc.
Case study
Considering the role and position of the governorate, which is one of the vital organizations of the country, the statistical population of the research is the employees of Chaharmahal and Bakhtiari governorates. Due to the specific and limited size of the statistical population, the sample size was determined and selected as 260 people using available sampling method.
Materials and Methods
The current research is a part of applied research in terms of its purpose and descriptive survey in terms of data collection method. This research is among quantitative researches and the size of the statistical population of the research was determined and selected from Chrissy Morgan's table formula to calculate the sample size of 260 people. To collect information, a researcher-made questionnaire containing 30 questions was used. The reliability and validity of the questionnaire were assessed through Cronbach's alpha and confirmatory factor analysis and three types of validity including convergent, divergent and content validity were used . To test the research hypotheses, the structural equation modeling method in Smart Pls3 software has been used .
Discussion and Results
Self-censorship is defined as follows: failure to express one's true opinion in front of audiences who are against that opinion. Types of self-censorship include self-censorship of actions, information and opinions. Organizational silence is a conscious action that employees choose not to share their beliefs, thoughts, information, ideas and experiences related to their work with others, and its types are: obedient or satisfactory or useless, defensive or silent and altruistic, opportunistic silence. , protective and unobtrusive. Mum effect is also a situation where one or more people together decide to hide information. Even though knowingly doing such a thing is unethical. Mum effect in the organization can be addressed from three aspects: the communicator's concern about himself, the communicator's concern about others, and the communicator's concern about legal norms and principles. Based on the above variables and their dimensions, the structural equation model was presented and the hypotheses of the research were proved.
In this research, four hypotheses were presented and the results confirmed the hypotheses proposed in this research.1) Self-censorship has a positive and significant effect on employees' organizational silence. 2) Organizational self-censorship has a positive and significant effect on employees' mum effect. 3) Mum effect has a positive and significant effect on the organizational silence of employees. 4) Mum effect plays a mediating role in the organizational self-censorship on organizational silence.
Conclusion
Finally, the results of this study shows that  the self-censorship of human resources  has effect on mum effect and organizational silence. Quantitative method was used in this article, it is suggested to use mixed or qualitative methods in future researches and to study the antecedent and consequent factors of organizational silence, mum effect and self-censorship. Suggest that managers of government organizations aware of the issue of these 3 variables and provide strategies and solutions to eliminate them.