HUBUNGAN ANTARA ORGANIZATIONAL SILENCE DAN KOMITMEN PUSTAKAWAN DI PERGURUAN TINGGI KEAGAMAAN ISLAM NEGERI DI SUMATERA BARAT
DOI:
https://doi.org/10.37108/shaut.v16i2.1556Keywords:
Organizational silence, Librarian commitmentAbstract
(Objectives) This study explores the relationship between organizational silence and librarians' commitment in Islamic State Higher Education Institutions (PTKIN) in West Sumatra. Organizational silence refers to a condition in which employees withhold opinions or information for various reasons, which can negatively impact organizational effectiveness. This phenomenon is often driven by fear of negative feedback, lack of support, and an organizational culture that does not encourage open communication. (Method) A quantitative approach was used, involving librarians from three PTKIN institutions in West Sumatra as respondents. (Findings) The analysis results indicate a significant negative relationship between organizational silence and librarians' commitment. These findings highlight the importance of creating a work environment that supports open communication and values librarians’ contributions. Recommendations for reducing organizational silence include developing an open communication culture, enhancing trust among organization members, and implementing a fair reward system.
ABSTRAK
Penelitian ini mengeksplorasi hubungan antara kesunyian organisasi dan komitmen pustakawan di Perguruan Tinggi Islam Negeri (PTKIN) Sumatera Barat. Kesunyian organisasi mengacu pada kondisi di mana karyawan menahan pendapat atau informasi karena berbagai alasan, yang dapat berdampak negatif pada efektivitas organisasi. Fenomena ini sering didorong oleh rasa takut akan umpan balik negatif, kurangnya dukungan, dan budaya organisasi yang tidak mendorong komunikasi terbuka. Pendekatan kuantitatif digunakan, dengan melibatkan pustakawan dari tiga lembaga PTKIN di Sumatera Barat sebagai responden. Hasil analisis menunjukkan hubungan negatif yang signifikan antara kesunyian organisasi dan komitmen pustakawan. Temuan ini menyoroti pentingnya menciptakan lingkungan kerja yang mendukung komunikasi terbuka dan menghargai kontribusi pustakawan. Rekomendasi untuk mengurangi kesunyian organisasi meliputi pengembangan budaya komunikasi terbuka, meningkatkan kepercayaan di antara anggota organisasi, dan menerapkan sistem penghargaan yang adil.
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