Current management and organization literature has focused on employee empowerment and use of open communication channels. Despite this fact, results of empirical research have shown that employees believe that open communication, information, explicit or implicit knowledge sharing are not supported within their organizations. Lack of information and trust and presence of organizational SILENCE is one of the most important obstacles to organization success. Organizational SILENCE refers to situations where employees withhold information, ideas and suggestions about potential problems. In response to the need for further research regarding organizational SILENCE, this paper addresses the concept of organizational SILENCE and voice, types of employee SILENCE and voice, and the philosophical dimensions of SILENCE. In addition, negative consequences of this behavioral problem are discussed in this paper.

Nowadays, in many organizations, the employees are heard to express their ideas and beliefs concerning the problems in their organizations.This study is dealing with the phenomenon of the organizational SILENCE and its effects on productivity. The research method was descriptivesurvey and an applied one. The statistical population included all the employees working in the main office of Transportation and terminals department in central province, which added to 250 people. The sampling method was random sampling. Using Cochran’s formula 124 people were chosen as the sample size. To gather the data two standard questionnaires, namely Van Dyne (2003) on organizational SILENCE and Hersey & Goldsmith (1980) to measure manpower effects on productivity. The results indicated that organizational SILENCE had effecton productivity and the defensive SILENCE and the acquiescent SILENCE have negative effect on manpower productivity. The findings and results of the research study reveal that organizational SILENCE has impact on labor productivity. Also the results show that PROSOCIAL SILENCE has positive impact on labor productivity, and the Defensive SILENCE and the Acquiescent SILENCE has negative impact on labor productivity.

Organizational SILENCE and corporate identity are challenging concepts for organizations. The the purpose of this research is to investigate the relationship between organizational identity and the organizational SILENCE of Bandar Abbas municipality staff. The research method is practical in term of purpose and  descriptive-survey and cross-sectional in term of data collection. Research statistical society consisted of Bandar Abbas central municipality staff which 80 people were selected as samples with simple random sampling. The research instruments include standard questionnaire of organizational identity by Cheny and standard questionnaire of organizational SILENCE by Vandyne et al which were used after confirming content validity and reliability. To achieve the results SPSS and PLS software are used and the results of teasting hypothesis indicated that ther is a positive and meaningful relationship between organizational identity and organizational SILENCE. The results of teasting subsidairy hypothesis indicated that membership and loyalty ( Elements of corporate identity ) to be positive and meaninigful conection between with PROSOCIAL SILENCE and negative and meaninigful conection with acquiescent SILENCE and defensive SILENCE. Also there is a positive and meaninigful conection between Similarity with defensive SILENCE and acquiescent SILENCE but it is not meaninigful conection with PROSOCIAL SILENCE.

The aim of the present study was to investigate the relationships between PROSOCIAL moral reasoning and several PROSOCIAL behaviors, with controlling the effects of social desirability and lie/irrelative responding. One hundred twenty eight undergraduate students from Salman Farsi university of Kazerun responded to the Measure of PROSOCIAL Moral Reasoning (Carlo, Eizenberg and Knight, 1992), PROSOCIAL Tendencies Measure (Carlo and Randall, 2002) and Marlowe-Crowne social desirability scale (Crowne and Marlowe, 1960)). The effects of social desirability and lie/irrelative responding were controlled by the method of partial correlation. The relationships of total score of PROSOCIAL moral reasoning, the 5 types of PROSOCIAL moral reasoning, and also the 6 types of PROSOCIAL behaviors generally confirmed the findings of previous studies; although there were some discrepancies to them. Present investigation was a confirmation of past findings suggesting that different moral (PROSOCIAL) behaviors were differently related to moral (PROSOCIAL) reasoning.

Employees' opinions and ideas are valuable sources for managers’ decision making. Thus, the proper conditions should be provided in organization so that employees could easily express their views and provide their useful ideas for solving organization problems. To create this situation, we should identify influencing factors. Therefore, this paper examines the relationships between ethical leadership, organizational voice, SILENCE and employees’ performance. First, these variables are described and in the following, hypotheses are presented according to the literature. To explore hypotheses, data were collected from university of Guilan employees using questionnaires. For data analysis we used exploratory and confirmatory factor analysis. According to exploratory factor analysis, PROSOCIAL, defensive and acquiescent voice were identified as dimensions of organizational voice and PROSOCIAL, defensive and acquiescent SILENCE were identified as dimensions of organizational SILENCE. The results confirm the influence of ethical leadership on organizational SILENCE and voice and the influence of organizational SILENCE and voice on employee performance.

Objective: Our study aims to examine the mediating role of PROSOCIAL moral reasoning, emotion regulation, and emotion lability in the relation between temperamental characteristics and PROSOCIAL behaviour.Methods: In a cross-sectional study, a sample of 202 students were recruited through random multistage sampling method. The participants were interviewed about their PROSOCIAL moral reasoning. Their mothers also completed questionnaires on temperament, emotion regulation, and PROSOCIAL tendencies.Results: Path analysis indicates that model is fit to data (c2 (9)=13.97, CFI=0.92, RMSEA=0.06, SRMR=0.05). Emotion regulation partially mediates the relation between effortful control and altruistic behaviour. In addition, emotion lability mediates the relation between negative affectivity and altruistic behaviour.Conclusion: Our findings show that emotion regulation and emotion lability have stronger determinant role in mediating the relation between temperamental characteristics and PROSOCIAL behaviours than PROSOCIAL moral reasoning. Our results have implications on the heterogeneity of PROSOCIAL behaviours.

One of the most interesting topics in Islamic and Western Philosophy is to determine the boundaries and limits of reason in knowing the real world. Following the existential limits of reason in knowing the reality, we come to its limits in announcing and asserting the facts. In this article, by appealing to the authorized criterions, I try to show both the cognitive and the assertive limits of reason and, thus, to determine the realm of necessary SILENCE of reason about the objects of the world. However, the realm and object of necessary SILENCE of reason is attainable to rational speech in a specific way. The structure of the reason and the special character of the objects allow that rational speech and rational SILENCE come together without causing contradiction.

Introduction: The advancement of organizations depends on engagement, providing essential and constructive insights and prospectives from human resources and intellectual capital. This research designed and implemented to study the impact of organizational SILENCE syndrome on employee burnout. Moreover, the connections between research variables and demographic variables were tested. Materials and Methods: The study employed a descriptive-correlation approach, while  the research framework is a multivariate correlation design. The statistical population of the research consisted of 110 administrative employees of Malayer University. Considering the small size of the community, the census approach employed. Data collection tools included organizational SILENCE questionnaires developed by Dina et al. (2003) and job burnout questionnaires by Meslash and Jackson (1981). Results: The study’s findings indicated a notable connection between organizational SILENCE and components job burnout. The findings of the research showed a noteworthy correlation between PROSOCIAL SILENCE and emotional exhaustion (r=0. 294 / sig=0. 001). Nevertheless, there was no significant connection between defensive and acquiescent SILENCE and emotional exhaustion. Among the variables of organizational SILENCE, Acquiescent SILENCE (r=0. 374/sig=0. 001) and defensive SILENCE (r=0. 456/sig=0. 011) were significant predictors of depersonalization. According to the results, PROSOCIAL SILENCE had a significant relationship with the feeling of inadequacy (r=0. 222/sig=0. 012). However, there was no significant connection between Acquiescent and defensive organizational SILENCE and the sense of inadequacy. The research results also confirmed the existence of significant relationships between certain demographic variables and job burnout as well as organizational SILENCE. Conclusion: According to the findings of the study, managers of organizations should foster a transparent atmosphere for employees enabling them to share their views openly and without apprehension. This is crucial as organizational SILENCE, not only contributes to employee burnout but also leads to numerous adverse effects for both the organizational and individuals.