An investigation on the effect of organizational silence on organizatinal commitment and job satisfaction

This study examines the effects of organizational silence which is characterized by employees who are unwilling to speak up about organizational issues and concerns to top managers, with the organizational commitment and job satisfaction in organizations. The research is based a quantitative analysis. The results indicate that employees who can speak about the `errors and low performance? issues which is one of the subdimension of organizational silence, have a positive impact on employees organizational commitment. However with the `harassment and insult? and `insufficiency? issues which are other subdimensions of organizational silence, have a meaningful but negative relationship with organizational commitment. In other words employees who can speak about `harassment and insult? and `insufficiency? issues in organizations tend to show low commitment. Moreover, the results show that there is a negative relationships between `errors and low performance? and `unnecessary regulations and applications? issues which are another subdimensions of organizational silence, with employees job satisfaction. In other words employees who can speak about `errors and low performance? and `unnecessary regulations and applications? issues show high job satisfaction in organizations. The results of the study show that there is a partially negative relationships between the organizational silence with organizational commitment and job satisfaction. Implications of the research results for the literature on organizational silence, organizational commitment and job satisfaction are discussed.Key Words: Organizational Silence, Organizational Commitment, Job Satisfaction, Silence