Background: Employee's passive presence and their reluctance to interfere with the affairs is the interest and common phenomena in organizations. Attitudes and perceptions of human resources of an organization and their perceptions have influence on their performance and contribution or silence in corporate affairs. Thus, the study according to the concepts involved in making the attitude toward of organization trying to find patterns between triple moral queries in the organization, organizational identity, and organizational silence.

Method: The study is descriptive-correlation. The study sample comprised all employees of Urmia University. The study sample comprised all employees of the University. The study sample comprised all employees of the University. The Used data collected of209 employees who have been selected randomly using a questionnaire and the proposed conceptual model has been tested using path analysis.

Results: The results showed that egoistic climate has negative relations with Sense of solidarity and Support the organization components and benevolent climate has direct and significant relation with all three components of organizational identity. Principled climate had no significant relation with none of the components of organizational identity. The results also suggest that the only egoistic climate have significant correlation with organizational silence. About the relationship between organizational identity and silence all three components of solidarity, support and understanding of the common characteristics had significant relation with organizational silence. However, the relation of two components a feeling of solidarity and support was reversed but relation of understanding of the common characteristics with organizational silence was direct.

Conclusion: According to the findings, we can conclude that The Benevolent climate have the least relationships with organizational silence and Egoistic climate silence is the greatest predictor of types of silence.