Purpose: The present study aimed to examine the mediating effect of perceived organizational support in the relationship between organizational silence and organizational commitment.
Method: This research was applied in purpose and descriptive–survey in design. The statistical population consisted of all Employees of Social Security Organization Mashhad Branch No. 1 (N = 70), from whom 60 employees were selected using simple random sampling. Data were collected through standardized questionnaires of organizational silence, organizational commitment and perceived organizational support. The validity and reliability of the instruments were confirmed, and data were analyzed using structural equation modeling.
Findings: The results indicated a significant and negative effect of organizational silence on perceived organizational support (path coefficient = −0.87) and a significant and negative effect of organizational silence on organizational commitment (path coefficient = −0.76). Moreover, perceived organizational support had a significant effect on organizational commitment and was found to mediate the relationship between organizational silence and organizational commitment (indirect effect = −0.24).
Conclusion: The findings suggest that reducing organizational silence and enhancing perceived organizational support can lead to stronger organizational commitment among employees.