Examining the Relationships Between the Antecedents and Consequences of Organizational Dissent in the Imam Khomeini Relief Committee of Yazd Province
Keywords:
Organizational dissent, organizational silence, relief committee, structural equation modeling, antecedents and consequencesAbstract
This study aimed to identify and explain the antecedents and consequences of organizational dissent and to develop and validate a comprehensive model of this phenomenon in the Imam Khomeini Relief Committee of Yazd Province. This fundamental–applied study employed a mixed-methods approach based on a sequential exploratory design. In the qualitative phase, data were collected through semi-structured interviews with 20 university professors, management experts, and experienced organizational managers and analyzed using thematic analysis. The identified themes were screened and finalized through the fuzzy Delphi technique. In the quantitative phase, the statistical population comprised 639 managers and experts employed by the Relief Committee branches in Yazd Province, of whom 240 were selected through two-stage cluster sampling. Data were collected using a structured questionnaire and analyzed through the Decision-Making Trial and Evaluation Laboratory technique, interpretive structural modeling, MICMAC analysis, and partial least squares structural equation modeling. NVivo 11, SPSS 26, and SmartPLS 3 were used for data analysis. Inferential findings demonstrated significant structural relationships among the individual, organizational, cultural, communicative, and economic dimensions of organizational dissent. The DEMATEL analysis identified economic conditions as the most influential factor within the causal network, whereas diverse subcultures and organizational health were the most strongly affected factors. Interpretive structural modeling and MICMAC analysis further confirmed economic conditions as a principal driving variable and classified the major consequence-related constructs as dependent variables. All Cronbach’s alpha and composite reliability coefficients exceeded acceptable thresholds, and the structural path relationships were statistically significant. Furthermore, an SRMR value of 0.049 confirmed the satisfactory fit of the proposed model. Organizational dissent results from the systematic interaction of individual, structural, cultural, communicative, and economic factors. Establishing psychological safety for expressing opposing views, strengthening organizational communication, improving structural transparency, and addressing employees’ economic and human needs can facilitate constructive dissent and contribute to better decision-making, job satisfaction, organizational commitment, and organizational health.
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Copyright (c) 2025 Mahmoud Mehrizi (Author); Mohammad Jalal Kamali; Zahra Anjomshoae, Sanjar Salajegheh (Author)
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