بررسی نقش میانجی سکوت سازمانی در تاثیرگذاری رهبری اخلاقی بر مدیریت عملکرد منابع انسانی(مورد مطالعه: سازمان تامین اجتماعی اردبیل)

The study aimed to investigate the relationship between ethical leadership and human resource performance with the role of mediators and intermediaries of organizational silence. The research method is descriptive and is in the category of correlational research in terms of application. The statistical population of the study is the employees of the Social Security Administration who have a post-diploma degree and their number is 483. For sampling, a simple random probability sampling method was used and a sample of 215 was selected through the Morgan-Jersey table. A questionnaire was prepared and adjusted to this size and was provided to university professors in the field of management for validity examination and was approved during their reviews and consultations. Then the questionnaire was distributed among the sample members and finally 194 supplementary and healthy questionnaires were collected by the researcher. The reliability of the instrument was also confirmed by calculating the Cronbach’s alpha coefficient in the software. For analysis, descriptive statistics were used first and inferential statistics were used to examine and test hypotheses. The results showed that ethical leadership with a path coefficient of 0.68 and a significant T-Value of 39.6 has an impact on human resources performance and with a path coefficient of 0.79 and a significant T-Value of 13.17 on organizational silence. On the other hand, organizational silence has an indirect impact on human resources performance with a path coefficient of 0.43 and a significant T-Value of 82.5. Finally, a suggestion was presented.