Mediating role of organizational silence in the relationship between organizational climate and job performance

The main aim of the present study is explaining the relationship between organizational climate and job performance by considering the mediating role of organizational silence of education staff of Fars province. A descriptive-correlative method was used in this study. The statistical population of this study included the staff of the education administration of Fars province. They were 350 persons at the time of study. The sample size was 183 persons based on Kerjesi-Morgan's table and the sampling was done by a stratified- randomized method. Three questionnaires of job performance (Paterson), organizational climate (Susman and Deep) and organizational silence (Vakola and Borados) were used for gathering information. The validity and reliability of questionnaires were confirmed. Indexes such as mean and standard deviation and Pearson correlative coefficient and hierarchical analysis regression using Baron and Kenny method of two parts of descriptive statistics and inferential statistics were used for analyzing the data and testing the hypothesizes. Results of the analyzed data showed that there is a direct and meaningful relationship between organizational climate and job performance. There is also a reverse relationship between organizational climate and organizational silence and there is a direct and meaningful relationship between organizational climate and job performance. It means that the more improving the organizational climate, the more increasing the job performance and the more reducing the organizational silence.