The Effect of Person–Environment Fit on Organizational Silence with the Mediating Role of Organizational Mistrust and the Moderating Role of Ethical Leadership
Keywords:
Person-environment fit, organizational silence, organizational distrust, ethical leadership, pharmaceutical distribution companiesAbstract
This study aimed to examine the effect of person–environment fit on organizational silence, considering the mediating role of organizational mistrust and the moderating role of ethical leadership among employees of pharmaceutical distribution companies. This applied, descriptive-survey, correlational study was conducted using structural equation modeling. The statistical population consisted of 780 employees working in pharmaceutical distribution companies, from whom 274 participants were selected through proportional stratified sampling. Data were collected using standardized questionnaires measuring person–environment fit, organizational mistrust, ethical leadership, and organizational silence. Data analysis was performed using SPSS version 26 for descriptive statistics and SmartPLS version 4 for partial least squares structural equation modeling. Inferential results indicated that person–environment fit had a negative and significant effect on organizational mistrust (β=-0.47, t=9.12, p<0.001). Organizational mistrust had a positive and significant effect on organizational silence (β=0.52, t=11.34, p<0.001). Person–environment fit also had a direct negative and significant effect on organizational silence (β=-0.41, t=7.28, p<0.001). In addition, ethical leadership had a negative and significant direct effect on organizational silence (β=-0.29, t=5.43, p<0.001). The indirect effect of person–environment fit on organizational silence through organizational mistrust was significant (β=-0.244, t=6.90, p<0.001), confirming the partial mediating role of organizational mistrust. Moreover, the interaction effect of organizational mistrust and ethical leadership on organizational silence was negative and significant (β=-0.18, t=3.41, p<0.001). The findings suggest that improving person–environment fit can reduce organizational silence both directly and indirectly by decreasing organizational mistrust. Ethical leadership also weakens the positive effect of mistrust on silence and serves as a protective organizational mechanism that encourages employee voice and participation.
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Copyright (c) 2025 Mehdi Farahani, Samad Rahimi Aghdam (Author)
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