The impact of organizational silence of generation Y on job satisfaction and intention to leave

The purpose of this working is to investigate that the effect of organizational silence behavior of generation Y employees, on job satisfaction and intention to quit. Primarily, in the work, the concepts which are the general characteristics of generations, the behavior of organizational silence, job satisfaction and intention to leave and the relationships between them are examinated to form the theoretical framework of research. Afterwards, an empirical study was conducted in order to reveal the effect of organizational silence behavior of generation Y employees, on job satisfaction and intention to quit. In the first part of the questionnaire that used in the research, there are questions about the socio-demographic characteristics of the participants. In the second part of the working, in order to measure the organizational silence of the participants, 'The Employee Silence Scale' which was developed by Brinsfield and consisted of 19 items, was used. In the third part, the scale which developed by Schaufeli and Bakker (2003), was used to measure the level of employee engagement. This scale consists of 17 questions and high scores indicate high job satisfaction. In the fourth part of the working, to measure employee intention to leave, there is a 'Intention to Leave the Scale' which consist 4 questions that developed by Cammann (1979). Data were collected from 208 people working in a special cement factory in Elazig province by using the survey method, statistical analyzes were made to the data using SPSS program and interpreted and some suggestions were made to the researchers and managers. As a result of the study, it was found that there is a significant relationship between organizational silence behavior, job satisfaction and intention to quit. In other words, it was concluded that organizational silence had a strong relationship with job satisfaction and negative intention to quit. In shortly, it is possible to say that organizational silence behavior can be seen more in organizational structures where employees have low job satisfaction and high intention to quit. Key Words: Generetion Y, Organizational Silence, Job Satisfaction, Intention to Leave