The relationship between organizational culture and organizational silence: A research at state and private universities in Manisa and İzmir

In today's rapidly changing conditions, to achieve a sustainable competitive advantage is becoming effective in the continuity and success of the organization. Organizations, at the point of providing continuity, much more needed to workers who capable of responding to environmental threats, self-confident and not afraid to share their knowledge. But in recent years it is asserted that, in the organization, the number of employees who deliberately withhold or don't share information and ideas are increased day by day. This concept is situated in the literature as organizational silence. Not as an individual level variable, but taken as a subject that observed in the organizational level, organizational silence is defined as, in a deliberate way of not expressing their opinions and thoughts about organizational problems, events, issues and etc. due to the belief of hesitate to come of the possible responses, not to be perceived as a troublemaker, wishing to have an agreement with others or not make any sense. Although the behavior of employees remain silent reminds the employees within the organization adapt before, the emphasis is on the negative effects of this situation. Organizational silence, especially in terms of the organization's development and growth, has a negative impact.In the study, the relationship between organizational culture and organizational silence are intended to be identified. The research sample formed by 719 academics who work at state and private universities in Manisa and İzmir. Data for the research is provided by a questionaire which is structured according to the research questions. In the research, adaptation of Organizational Silence Behavior Scale to Turkish and the analysis to determine relations between organizational culture typologies and organizational silence types have been made. As a result of the analysis; types of organizational culture with organizational silence species, there were meaningful relationships were found. In the literature review conducted for organizations that are extremely important concept of organizational silence of investigation has not found enough scope in the written sources. Especially in Turkey, studies on the subject is very limited. From this perspective, examination of organizational silence and organizational culture is expected to bring significant contribution to literature. Keywords: Silence, Organizational Silence, Organizational Culture, Cameron –Quinn Model