Organizational commitment plays an essential role on the success of service businesses as well as municipalities. One of the primary challenges on such firms is to face with rumors and silence, properly. In fact, organizational rumors and silence are two important issues which influence on employees’ organizational commitment. This paper studies the relationship between organizational silence and commitment by controlling organizational rumors. The study designs a questionnaire and distributes it among some employees who worked for a municipality firm in Iran. The results indicate that organizational silence had a negative relationship with organizational commitment by controlling organizational rumors. Likewise, without controlling organizational rumors, the impact of organizational silence or organizational commitment was increased, negatively. Also, the re-search indicates that there was a strong significant relationship between organizational silence and organizational rumors and organizational silence could improve organizational rumors, significantly.

Undoubtedly, human capital is the main source of knowledge generation, which leads to a competitive advantage and sustainability of organizations. When managers pay more attention to such capital, they will be able to lead their organization, more effectively. In such route, the managers should look for their employees’ opinions on policies/plans of the organization and learn how to run the organization and organizational challenges. They should use their employees’ knowledge to improve the quality of decisions, they should encourage them to share their ideas and protect them from organizational silence. Thus, human capitals will be obviously considered as strategic capitals of an organization. Concerning the importance of organizational sound, the status of organizational silence is studied in 13 selected organizations in Qom Province – as one the biggest Iranian provinces. The findings indicate that organizational silence in Qom selected organizations is not in an ideal status and the current level should be mitigated. Likewise, findings show that there is no significant difference between organizational silence in Qom selected organizations in terms of demographic variables.