The purpose of this study is to investigate the effect of silence on organizational creativity and innovation behavior in modern organizations. This study want to let managers know how to shape the role and organizational culture of leaders to manage silence. In addition, we try to find ways for the employees to overcome the negative situation and adapt well. For this purpose, this study proposes independent variables and dependent variables, we want to conduct empirical analysis.

The dependent variable is creativity and innovation behavior, and authentic leadership and development culture are set as independent variables that can affect the employee silence. Two independent variables are expected to have a positive impact on creativity and innovation behavior. As a mediating variables, silence consisted of acquiescent silence, defensive silence, and prosocial silence according to the type shown in Van Dyen et al.(2003) study. We examine how the mediating effects of the independent variables affect the outcome variables depending on the three types of silence. The effect of independent variables on the three types of silence and how the three types of silence affect the outcome variables. In addition, we investigate how the effects of the three types of silence on the outcome variables change according to the resilience of employee.
As a result, the independent variables, authentic leadership and developmental culture, have positive effects on creativity and innovation behavior, and the three types of silence have different effects. Authentic leadership has a negative effect on acquiescent silence and defensive silence, and positively on prosocial silence. On the other hand, developmental culture has a negative effect on acquiescent silence, but there is no significant relationship between defensive silence and prosocial silence. The effects of three types of silence on creativity and innovation behaviors were negatively affected by acquiescent silence, and positively influenced by prosocial silence. In the case of defensive silence, the positive effect is significant. This is the opposite of the hypothesis of the researcher. This result can be regarded as a result of not considering the behavioral tendency of the employee who choose defensive silence in the hypothesis setting. Based on this basic relationship, three types of mediation effects of silence showed significant mediating effects in relation to authentic leadership, creativity and innovation behavior. In the case of development culture, only acquiescent silence shows meaningful mediation in both creativity and innovation behavior. This result seems to be caused by the fact that the influence of development culture on defensive silence is not significant. Finally, we suggest that the moderating effect of resilience can control the effects of the three types of silence on creativity and innovation behavior. As a result of research, defensive silence and prosocial silence showed positive effects on creativity and innovation behavior. These results did not show any moderating effects. In the case of acquiescent silence, there was a significant moderating effect on the innovative behavior of the concept of promoting and practicing the idea rather than the creativity of thinking about a new idea. Thus, the moderating effect of resilience has a positive effect on the effect of acquiescent silence on innovation behavior. This is supported by the fact that the concept of resilience resists quickly in adverse situations and adapts to new behavior.
As a result, managers of organizations should create competitive advantage in the rapidly changing modern competitive market. It shows that we need to try to reduce the pervasive silence in the organization in order to increase the creative ideas and the innovative behavior of the employee. In order to reduce the silent phenomenon in the organization, the manager or the supervisor can activate the communication with the members by establishing the trust based on the authentic appearance and morality and showing of the transparent work process. In addition, the organization will be employees utilize their creative thoughts and actions as zooming to support and sustain able to unleash their skills.