Document Type : Original Article
Authors
1
MSC student, Department of Business Management, Faculty of Economics, Management and Administrative Sciences, Semnan University, Semnan, Iran
2
Professor, Faculty of Economics, Management and Administrative Sciences, semnan university
3
Assistant Professor, Department of Business Management, Faculty of Economics, Management, Urmia University, Urmia, Iran
10.22098/ael.2026.18074.1624
Abstract
Objective: The present study investigates the impact of supervisory leadership style on organizational silence, considering the mediating role of organizational indifference at the University of Tehran.
Research Method: This study is applied in terms of its objective and descriptive-survey in terms of data collection method. The statistical population consists of all employees at the University of Tehran, totaling 565 individuals. Using Cochran's formula and simple random sampling, a sample of 229 individuals was selected. Data were collected through standard questionnaires. For the style variable, the leaders' supervisory style, the questionnaire of Pradan et al. (2020), the organizational silence of Danaifard et al. (2010), and the organizational indifference of Vakola and Borados (2005) were used. Cronbach's alpha coefficient was used for the reliability of the questionnaire. It is worth noting that the reliability coefficients of the supervisory leadership style variables were (0.72), organizational silence (0.75), and organizational indifference (0.76).
Findings: The results indicated that supervisory leadership style significantly influences both organizational silence and organizational indifference. Additionally, organizational indifference has a meaningful effect on organizational silence.
Conclusion: This study can show that supervisory leadership style, which emphasizes control and monitoring of employee performance, can lead to organizational silence. The results of this study help managers of educational organizations to provide opportunities to improve productivity and reduce organizational problems by employing appropriate leadership styles.
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