The Effect of Perceived Justice and Organizational Silence on Organizational Commitment

IntroductionOrganizations to carry out their duties require resources. The most important resource in any organization which can be named is human resources. Understanding and maintenance of human resources is not only keeping people in the organization But it is to link them with organization and the creation of cross- correlation of people and organizations. There are those who remain in an organization for many years but they remain because of obligation and in this case not only does not he carry the burden for organization but also if they found an opportunity put some burden on organization. (Behzadi et al, 2012) career Attitude of employees in an organization is Highly essential for management. One important aspect of job attitudes is organizational commitment. Commitment is such an important issue that is referred to as an intangible asset. Therefore, identification of factors affecting organizational commitment will be crucial. Organizational Justice and Organizational silence may be cited as brilliant example of these factors. Organizational commitment is influenced with employees' perceptions of organizational justice within an organization and in the case of organizational justice employees became eager to participate in social interactions. (Danayi-fard and Panahi, 2010). Organizational justice represent administrators' and management' concern for employees And provides a bridge of trust which finally leads to increase and strength in employees' commitment to organization. (Bahari-fard et al, 2011). Fair treatment by the organizations usually leads to higher commitment towards the organization and those who feel injustice it is more likely for them to leave the organization or demonstrate some misconducted behaviors in the organization (Fani et al, 2013). Also the effect of organizational silence on organizational commitment is remarkable. Organizational silence is a phenomenon that organizations consider it as a threat for themselves and it is due to the fact that organizations struggle to prevent organizational silence. (Saygan, 2011) Vakola and Bouradas (2005) argue that organizational silence causes a sense of worthlessness, lack of control and cognitive dissonance which leads to low motivation and low commitment (Vakola and Bouradas, 2005). Researchers have recently considered the variable " organizational silence " in their researches but organizational justice is a variab le that have been studied for a long time ; however, on the relationship between organizational silence it can be claimed that this is a very important issue that recently has got the consideration of organizations and it is because of the fact that this phenomenon causes a feeling of worthlessness, lack of control and cognitive dissonancement and ultimately leads to lower motivation and commitment (Sharifi and Islamieh, 2013). The research on relationship between organizational commitment and organizational silence indicates that there is a negative correlation between these two variables (Nikmaram et al, 2012). According to materials stated above problem can be stated as follows: The question that will be examined in this study is the amount of organizational commitment in Tameen-e-Ejtemayi organization located in Karaj, Tehran; and the fact that which factors contribute to employee's commitment in Tameen-e-Ejtemayi. In the context organizational silence is used as an important variable that in relationship between perceived organizational justice and organizational commitment, acts as a Mediator.Research LiteraturePerception of Organizational JusticeJustice is one of the concepts that the collective wisdom of all people supports it. Selznick was the first person to study the concept of social justice as the foundation of modern industrial societies which he was referring to the concept of having equal treatment of all individuals and also creation of opportunities for the development of individual capabilities. …