چکیده:
Background and Objective: Since employees' organizational commitment improves their performance and will indirectly bring organizational success; investigating the effective factors that increase this commitment is of great importance for organizations. This article attempts to identify the relationship and the extent of the impact of organizational silence on organizational commitment, with the mediation of organizational justice. Methodology: The most important factors and indicators affecting each of the variables (organizational commitment, organizational justice, and organizational silence) were identified and provided in the form of a questionnaire to the statistical sample (the sample size was estimated to be 220 people using Morgan's table). The validity and reliability of the questionnaire were examined and confirmed using content validity, factor validity, and Cronbach's alpha. Based on exploratory factor analysis, 9 variables were identified, the number of which matches the proposed model. Findings: Given that the mean squared error value in both hypotheses was smaller than 0.1, the significance coefficients were greater than 1.96, and the goodness-of-fit indices were greater than 0.9, both research hypotheses were accepted. Conclusion: The factor loading value in the first hypothesis was 0.72, which showed that organizational silence has a positive and significant impact of 72 percent on organizational commitment in Qavamin Bank. Also, the factor loading value in the second hypothesis was 0.79, which showed that organizational justice has a positive and significant impact of 79 percent on organizational commitment in Qavamin Bank.
خلاصه ماشینی:
Presenting a structural equation model of the relationship between organizational silence and organizational commitment, with the mediating role of organizational justice in Ghavamin Bank Date of Receipt: 2016/01/09 Date of Acceptance: 2016/04/29 3 Ali Akbar Ahmadi 1, Ahmadreza Esmaeili 2, Saeed Khazli From page 35 to 64 Abstract Background and Objective: Since employees' organizational commitment improves their performance and indirectly brings about organizational success, investigating the effective factors that increase this commitment is of great importance for organizations.
Based on conducted research, high organizational commitment results from instilling organizational justice in employees (Rajabi Farjad, Malimer and Taheri, 2014: 26); therefore, among the primary duties of an organization is to maintain and develop fair behaviors and a sense of justice among employees.
Zehir&Erdogan / that the core of the unspoken topics is mostly about conflict with colleagues, opposition to organizational decisions, employee knowledge regarding potential weaknesses in work processes, concerns about illegal behaviors, and individual grievances (Milliken, Morrison and Hewlin, 2003: 1453).
Ways to Overcome Organizational Silence: How to eliminate the atmosphere of silence and create a space to encourage employee expression is a serious challenge for managers (Dan, Jun & Jiu-cheng, 2009).
Doosti, Khatibi, and Khalili (1392), in a study, examined the relationship between organizational justice and the organizational commitment of the employees of the Physical Education Department of Mazandaran Province.
Explaining the relationships between organizational silence, organizational justice and affective commitment in the organization, Tomorrow's Management, No. 40, pp.
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