Organizational Silence's Mediation Impact on The Effect of Organizational Justice’s on Intention to Quit
Organizational Silence's Mediation Impact on The Effect of Organizational Justice’s on Intention to Quit

Summary/Abstract: Purpose – This study examines the effect of organizational justice and its dimensions on intention to quit, the effect of organizational silence on intention to quit, the relationship between organizational justice and its dimensions and organizational silence. In particular, this study examines the mediating role of organizational silence in the effect of employees' organizational justice perceptions on their intention to quit. Based on the social exchange theory, this research argues that when employees' perceptions of organizational justice are low, their intention to leave will be stronger and organizational silence will mediate this. Design/methodology/approach – The population of the research consists of public and private sector employees working full-time in the education sector in Ankara. The survey used in the research was carried out on 379 people. Employees with at least one year or more of experience in the institution they work for were included in the study, since the employees were asked to have sufficient knowledge about their perceptions of justice and their jobs. In the study conducted according to the correlational research method, the data were obtained by simple random sampling. In data analysis, frequency and percentage analysis of demographic variables and Pearson correlation analysis method were used for the relationship between scale dimensions. For the mediation effect, hierarchical regression analysis method was used. Findings – There is a negative and moderately significant relationship was achieved between all subdimensions of organizational justice and intention to quit. There is a positive, weak and statistically significant relationship was obtained between organizational silence and intention to quit. There is a negative and weak relationship was obtained between organizational silence and organizational justice sub-dimensions (except procedural justice). As the organizational silence scores of the individuals increase, the scores of the organizational justice sub-dimensions decrease and vice versa. It is seen that organizational silence has a mediating effect on the effect of procedural justice perceived by employees on their intention to quit. Discussion – Research results show that organizational justice perceived by employees has a significant effect on the intention to quit. It can be said that as employees' perceptions of justice increase, their level of intention to quit will decrease.

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