The effect of organizational justice on organizational silence: A study on technopark

The aim of our study is to determine the relationship between organisational silence, which has been recently considered as a new term in our country, and organisational justice. In this context, the relationship between organisational justice and organisational silence has been examined by separating the percieved organizational justice to four dimensions as procedural justice, distributive justice, interpersonal justice and informal justice and organizational silence to five dimensions as defensive silence, diffident silence, relational silence, acquiescent silence and deviant silence. In this study it is assumed that the the organizational justice percieved by an individual will affect the intentional behaviors such as withholding information, opinions, or concerns about work-related problems or issues. Three models have been comprised to research this assumption. In the first model the effects of organizational justice on organizational silence, in the second model the effects of dimensions of organizational justice on organizational silence, in the third model the effects of dimensions of organizational justice on the dimensions of organizational silence have been researched.In order to test these models, an empiric study has been conducted among some employees working in companies operating in Technopark of the University of Kocaeli. First of all, a pilot study has been conducted on a limited and randomly selected group and some necessary arrangements about survey have been made. Afterwards, the main study has been conducted then the factor and regression analyses have been performed with the collected data. Three dimensions of organizational justice have been emerged as a result of factor analysis of organizational justice although four dimensions have been expected. It was seen that Interpersonal justice and informal justice have merged under a single dimension named as interaction justice. Afterwards, the models and their assumptions were revised according to new dimensions of organizational justice. Five dimensions of organizational silence have been confirmed as a result of factor analysis of organizational silence. As a result of advanced analysis technics, it has been determined that percieved organizational justice affect the way employees intentionally withhold work related problems, information, ideas or opinions.Keywords: Behavioral Sciences, Organizational Justice, Organizational Silence