Relationship between organizational silence and psychological capital, differentiation of X and Y generations: An example in a public organization

It is of great importance to increase productivity of employees in working (or business) life and to increase output results of organization. Employees' confidence in themselves, having a positive mindset, increasing their psychological capital which is defined as being patient and resilient in the face of problems, their willingness to come up with new ideas for the improvement of organization, reducing organizational silence by not hesitating to express themselves will increase the performance of the employees at the individual level and this will help organization achieve its goal. Taken business life today and the mandatory retirement age of 65 into consideration, it is seen that individuals from two generations, X and Y, mostly work together in business life. Generation X as more senior and experienced wants to guide generation Y. However, Generation Y is more dynamic and does not like old-fashioned working conditions. In addition, they accept developing technology more quickly than generation X. Generation X wants to have clear job descriptions and does not like changes. In this research, the relationship between psychological capital, which members of organization have, and organizational silence will be examined. In addition, it will be tried to answer whether the X and Y generations differ in these two headings. Organizational Silence and Psychological Capital survey will be used in the research and the survey will be applied to a public institution operating in the science and industry sector.