Abstract:

The judgments obtained on whether the events and situations developing in the working environment, which is an important part of social life, are fair, directly or indirectly affect the outcome of the organization. Organizational justice, defined as the perception of justice in relation to the work and operations of the authorized members in the organization, is crucial in the effective participation of the workers and the organization's action in accordance with the purpose. Employees who believe that actions, feelings and thoughts will be fairly accepted are working for the organization’s benefit. Otherwise they show a silent behavior caused by a sense of invaluation or fear. Organizational silence, which is treated as the conscious hiding of ideas that will benefit the organization, is a significant threat that has a negative impact on outcomes. The aim of this study is to identify the relationship between the teachers’ organizational justice perceptions and the levels of organizational silence. The examples of the research in the Relational Scanning Model consisted of 721 teachers working in 36 different schools in the Pendik district. The research data was collected in the form of personal information, the "Organized Justice Scale" and the "Organized Silence Scale". The data is analyzed using the statistical program by using the arithmetic average, Pearson correlation analysis and regression analysis. The study found that teachers’ perceptions of organizational justice were high, while the perceptions of organizational silence were medium. It has been found that there is a negative and middle-level relationship between teachers’ perceptions of organizational justice and all their subdimensions and their perceptions of organizational silence and all their subdimensions. However, the general perception of organizational justice and the perception of the subdimensions of distribution and processional justice of organizational justice has been found to have a significant impact on the declaration of the level of organizational silence. According to standardized regression rates, organizational silence has been shown to be more effective than distribution justice. The perceptions of interactive justice’s low-dimensions have found that organizational silence has no significant influence on the declaration.

Keywords: