Investigating the Effect of Perceived Organizational Support in Breaking the Organizational Silence with Mediator Role of Affective Commitment on Employees of Governmental Offices in Qom

The silence of employees has become a critical issue for organizational development, referring to deliberate neglect of important ideas, suggestions and opinions about their work. The purpose of this study was to investigate the impact of variable organizational support perceived by employees on breaking the silence with the mediating role of emotional commitment.

The statistical population includes 900 governmental employees from which 273 persons have been selected using Cochran formula and random sampling method. Information gathering tools include Eizenberger (1986) perceived organizational support questionnaires, Allen & Meyer (1990) affective commitment Questionnaire and Silence climate questionnaire of Vakola and Bouradas (2005). After gathering requested information from the participants, the information was analyzed by Microsoft Excel 2016, SPSS 23.0 and smartpls3.

The results showed that perceived organizational support was positively correlated with employee silence. The results also showed that the emotional commitment mediates the relationship between perceived organizational support and employee silence.

Given the relationship between perceived organizational support and emotional commitment with employee silence, it is essential for planners to consider these components.