Relationship between Organizational Justice and Employee's Silence in Kerman University of Medical Sciences

Employees’ silence is common in organizations, and is mostly neglected. Employees are indifferent towards their supervisors, work quality and organization. Organizational justice is a factor that can diminish employee's silence. The aim of this study was to determine the relationship between organizational justice and headquarters employee's silence in Kerman University of Medical Sciences (KMU).
This study was a descriptive-correlational and cross-sectional research. The population included all 400 employees at KMU headquarters, among whom 147 members were selected as the sample using Cochran’s formula. In this study, two questionnaires were used: organizational justice questionnaire with a reliability of 0.91 and employees’ silence questionnaire with a reliability of 0.92. For data analysis, Pearson and Spearman correlation, regression testing, by SPSS software were used.
The findings showed that there was an inverse relationship between organizational, distributive, procedural, and interactional justice with employee's silence in Kerman University of Medical Sciences. The regression findings showed that the variable “distributive justice” had the strongest negative effect on employee's silence.
Encouraging employees to provide positive ideas, identify the existing problems, and reduce undesirable behavior like employee's silence can make employees operate more efficiently. Organizational justice is based on fair treatment, and it determines the employees’ reaction to organizational decisions. Therefore, it can partly remove problems and lead to the decline of employee's silence.