The Mediating Effect of Perceived Organizational Support in the Relationship Between Organizational Silence and Organizational Commitment (Case Study: Social Security Employees of Branch One of Mashhad City)

Mirzaei, Vahid; Sadeghifar, Mostafa

doi:10.22034/qjo.2025.494349.1396

The Mediating Effect of Perceived Organizational Support in the Relationship Between Organizational Silence and Organizational Commitment (Case Study: Social Security Employees of Branch One of Mashhad City)

Document Type : Original Article

Authors

Vahid Mirzaei ¹

Mostafa Sadeghifar ²

¹ PhD in Business Management, Assistant Professor, Department of Management, Bojnourd Branch, Islamic Azad University, Bojnourd, Iran

² PhD student, Department of Public Administration, Islamic Azad University, Bojnourd Branch Expert in Social Security Organization

10.22034/qjo.2025.494349.1396

Abstract

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.

Keywords

Keywords: Organizational commitment

Organizational silence

perceived organizational support

Social Security Organization