To achieve a sustainable competitive advantage is becoming effective in the continuity and success of the organization. Organizations, at the point of providing continuity, much more needed to workers who capable of responding to environmental threats, self-confident and not afraid to share their knowledge. But in recent years it is asserted that, in the organization, the number of employees who deliberately withhold, keep or do not share information and ideas are increased day by day. This concept is situated in the literature as organizational silence. Organizational silence is defined as, in a deliberate way of not expressing their opinions, thoughts and informations about organizational problems, events, issues and etc. due to the belief of hesitate to come of the possible responses, not to be label as a troublemaker, wishing to have an agreement with others or not make any sense. Although the behavior of employees remain silent reminds the employees within the organization adapt and organization of the union and reconciliation sign by managers before, the emphasis is on the negative effects of this situation. Organizational silence, especially in terms of the organization’s development and growth negative impacts. In the this study, the analysis of the relationship between organizational culture and organizational silence are intended to be identified. The research sample formed by 462 employees who work at private company operating in a multinational scale, headquartered in İstanbul. Data for the research is provided by a questionaire which is structured according to the research questions. To determine the relationship between organizational culture typology and organizational silence were performed the analysis. As a result of the analysis; between clan culture and acquiscent silence, defensive silence types and marketing culture and defensive silence type, meaningful relationships were found. In the literature review conducted for organizations that are extremely important concept of organizational silence of investigation has not found enough scope in the written sources. Especially in the local literature, studies on the subject is very limited. From this perspective, examination of these variable is expected to bring significant contribution to literature and also the basis for the future studies.
Organizational Culture, Quinn-Cameron’s Competing Values Framework, Organizational Sile