Abstract
The ultimate aim of this study is to examine the mediating role of organizational silence in relation with organizational justice and organizational commitment. Methodology in this research is descriptive evaluative. A total of 200 questionnaires were used for data analysis and SEM analysis was used to analyze the data. The results indicated that silence of employees does not play the role of mediator in relationship with organizational justice and organizational commitment. Also the results indicated that organizational justice respectively had a significant negative and positive impact on organizational silence and organizational commitment. It is noteworthy that the effect of organizational justice is more than Organizational silence. Also the results indicated that organizational silence has no significant effect on organizational commitment. The results obtained suggest that more efforts should be attributed to consult with employees thus employees realize themselves as a partner in the goals of the organizations. Also arrangements should be considered for employees to express their criticisms without being identified; And at the same time in order to communicate effectively, Classes on conflict management and ways to resolve interpersonal conflicts should be held for managers and employees. Employees who are criticizing organizational procedures and policies and are protesting against the current issues should not deal with severity and on their Monthly evaluations and fringe benefits it should not have negative impact
SEYYED MOHHAMAD MIRMOHHAMDI, AREZOO MAREFAT. (2014) The Effect of Perceived Justice and Organizational Silence on Organizational Commitment, International Review of Management and Business Research, Volume 3, Issue 3.
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