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In today's complex organizational environments, silence is widely recognized as a critical barrier to innovation, productivity, and effective decision-making. This silence often stems from a fear of negative consequences, a lack of trust in leadership, hierarchical organizational cultures, and the absence of transparent and secure communication channels. Employees who refrain from speaking up may do so to avoid conflict, retaliation, or marginalization, which diminishes feedback loops, creativity, and active engagement within organizations. When strategically designed and well-executed, suggestion systems provide a structured, anonymous, and supportive mechanism for capturing employee voice. These systems play a vital role in disrupting the silence cycle and fostering a culture of participation. This study employed a qualitative meta-synthesis method to review and integrate findings from 35 scientific articles focused on organizational silence and employee suggestion systems. Articles were selected using rigorous screening criteria and assessed through CASP to ensure methodological soundness. The analysis revealed that silence arises due to managerial, individual, and cultural causes. It also highlighted how suggestion systems act not merely as feedback tools, but as strategic enablers of organizational learning and adaptive behavior.

JBSO.2025.14.01.pdf

Original Research 

JBSO.2025.14.01.xml

The Employee Suggestion System with an Approach to Reduce Organizational Silence: A Meta-Synthesis Study

This article deals with the functions of gossip in society and institutional environments. According to available literature, the functions of gossip in society can be divided in to four major areas including information, entertainment, friendship or intimacy, and penetration. Among organizational employees such as hospital nurses, gossiping has positive and negative results at both the individual and organizational levels. Thus, nurses can reduce their stress and anxiety at their workplace through involving in environmental gossip. Meanwhile, uncontrolled or negative gossip can be harmful for organizational interests.

MIHS_Volume 2_Issue 1_Pages 27-33.pdf

mihs.2016.60194.xml

An overview of the social functions of gossip in the hospitals

Talent management has attracted increasing attention from academics and practitioners in recent years, but there are a number of gaps for further theoretical and empirical development. The present paper aims to contribute to the literature on talent management in nursing by developing a clear and concise definition of talent management and offering an indepth review of the talent concept. Furthermore, we distinguish two main approaches of talent management: exclusive and inclusive talent management. Then, this paper examines the different characteristics of indicators of talent management in health care system particularly in recruiting nurses. The analysis of the findings of studies conducted to date indicates that leading indicators for nurses have not developed. Therefore, managers of health centers need to specify route of nurses&rsquo; career and future positions from the beginning to get optimal individual and organizational output.

MIHS_Volume 1_Issue 1_Pages 4-17.pdf

mihs.2015.60408.xml

An Overview on Talent Management in Nursing

In this study, the effect of normative beliefs and tourists&rsquo; experience of travelling to different places on their loyalty to the destination is investigated. In this regard, 150 questionnaires were randomly collected from tourists who had travelled to Ardabil in a 20-day period in the summer of 2016. First, confirmatory factor analysis was conducted on variables. The results of regression test indicated that there is a significant correlation between tourists&rsquo; previous experience and their normative beliefs and loyalty to the destination. The correlation between these variables is respectively equal to 0.24 and 0.25. Furthermore, the variables of normative beliefs and tourists&rsquo; previous experience can predict the changes of tourists&rsquo; loyalty to the destination at a rate of 0.20 and 0.21, respectively. These results can help tourism activists to attempt to create mutual feeling and change tourists&rsquo; normative beliefs when offering services. Moreover, further study to separate the type of norms and their different effect can help to improve services and tourists&rsquo; experience.

MBR_Volume 5_Issue 1_Pages 1-7.pdf

mbr.2018.60276.xml

Issue

The Relationship of Tourists’ Loyalty with Individuals’ Normative Beliefs and Tourism Experience of Ecotourism

This research sought to evaluate the effectiveness of management performance and risk management from intellectual capital strategies in the companies listed in Tehran stock exchange. In this paper, management performance is measured according to Tobin model (2006) and intellectual capital according to Pulic model (2004) and risk management according to Towers Watson&rsquo;s model. Generally, it was conducted to investigate the significant relationships among dependent variables in the companies and suggests that the companies with higher level of intellectual capital and risk management could experience management performance with higher quality. The expectations of future investors are considered as the main factors in determining the companies&rsquo; efficiency. Also, it could be concluded that human capital and structural capital have more intervention in investors&rsquo; decisions. Using financial lists information of 102 companies listed on Tehran Stock Exchange Market during 1388-1392 and applying multivariable linear regression analysis, the results suggested that there is a significant and positive relationship among management performance and risk management and intellectual capital strategies.

MBR_Volume 4_Issue 1_Pages 4-13.pdf

mbr.2017.60256.xml

Evaluation of the Impressionability of Managerial Performance and Risk Management from Intellectual Capital Strategies in the Companies Listed on the Tehran Stock Exchange Market

Leadership is one of the most crucial factors effecting on the employee behavior in the organizations. The&nbsp;effectiveness of the leaders in multicultural organizations is in associated with newcomers&rsquo; immigrants&rsquo;&nbsp;behavior. How these employees adopt the leader and the new environment will influence on their&nbsp;performance. Therefore, the aim of this article is to provide the model for enhancing the effectiveness of the&nbsp;leadership on the employee planned behaviors through&nbsp;mediating moderating effects of&nbsp;the practical wisdom management.&nbsp;The model concludes that in international organizations leaders should be practically wise to&nbsp;be accepted as effective leader in the employees perception. This acceptance will affect their attitudes,&nbsp;subjective norms and perceived behaviors. These suggestions will help to managers in multinational&nbsp;companies to lead better their immigrant forces in the multicultural situation.

Leadership Effectiveness and Employee Planned Behavior: Exploring the Role of Practical Wisdom Management

mbrq.2021.20.03.xml