The role of organizational culture on the effect of organizational silence on quitter intention

In this study, the role of organizational culture in the effect of organizational silence on the intention to quit of employees in the health sector, one of the most important sectors serving people, was examined. There are mostly unwritten rules applied by employees in an institution that serve the purposes and development of the institution. These rules form the organizational culture of the institution. However, failure to establish the organizational culture correctly causes negative effects on employees. For example, employees may become silent with the thought that their opinions will not be taken into account by the management, that speaking up will not change anything, or that speaking up may harm their colleagues. In this way, employees who continue to work by turning their silence into behavior may think about their intention to quit their job and turn this thought into action after a while. In this study, it was aimed to determine the role of organizational culture in the effect of organizational silence of Kastamonu Province Training and Research Hospital employees on their intention to quit. In the study, data was collected from 308 people using the organizational culture scale, organizational silence scale and turnover intention scale. In the evaluation of the collected data, it was analyzed with structural equation modeling using SPSS (Statistical Package for the Social Sciences for Windows 25.0) and AMOS 21 programs. According to the analysis results; It has been determined that organizational silence affects the intention to leave positively and significantly, while organizational culture affects this relationship negatively and significantly.