MODERATING EFFECT OF ORGANIZATIONAL IDENTIFICATION ON THE RELATIONSHIP BETWEEN ORGANIZATIONAL SILENCE, ORGANIZATIONAL VOICE AND ORGANIZATIONAL CITIZENSHIP BEHAVIORS

Abstract

This study seeks to examine the moderating role of organizational identification on the relationships of organizational silence (OS) and voice (OV) with organizational citizenship behavior. From the empirical study conducted on a sample of teaching staff of three public sector universities. Evidently, organizational silence and voice based on the motive of resignation (acquiescent silence and voice) and defense (defensive silence and voice) lead to a decrease in organizational citizenship behavior. The prosocial motive (prosocial silence and voice) increases the display of organizational citizenship behavior. Further, this research explains that organizational identification moderates both the relationships of OS and OV with OCB, such as the relationship grows stronger when identification is high. These finding have notable implications for theory and practice by providing unique insight into the role of OV and OS in university setting. Also uniquely explaining the negative effects of OS and OV on OCB while also reporting strengthening this negative relationship in universities when the employees have high-level of OI.