Scholars have showed positive and negative relations among commitment to the organization and employee well-being effected by organizational silence and top manabgmnent ignorance. (Laeeque and Bakhtawari,2014) explore the relationship between organization silence and employee’s commitment. There are three types of organization silence. Acquiescent silence that is exposed by staffs when they are uninformed from the situation (Vakola and Dimitrias, 2005). Quiescent silence is when employees are silent because of negative happenings after the talking up (Pinder and Harlos, 2001). Pro-social silence that is when employees intentionally do not reveal the info or opinions with the intension of providing advantage to some of his members or the organization
This study states that employees often stay quiet to avoid embarrassment, fear and indignation. The reason of the prevalent concept of organizational silence is that most employees, on their very first day of inception of their job, are told to fall in line if they want to further their careers and grow to top positions. This is problem is being exaggerated by most organization and quiet submission is the rule of the day because of this practice. The study concludes that quiet submission and ceding to everything, whether right or wrong, grows kind of an impatience and anxiety in the employees and they feel marginalized and alienated. Either they will rebuke or will ultimately leave the organization breaking the cord of commitment. Study suggests that employees should be given open space and furthermore employees should help their fellow colleagues and find some support among their colleagues because sometimes employees has to act defiantly to do better for themselves and the
This study has taken Islamic Azad University of Isfahan, to analyze the study results, Pearson correlation and structural equations modeling are used to check the accuracy of the results obtained. The study finds out that there is inverse relationship between organization silence and commitment of employees to that organization. Organizational silence is also inversely related to the job satisfaction of employees. There exists a significant inverse relation between organization silence and organization trust. This result is consistent with the result of the study conducted by (Partonia, 2003) and