Morrison and Milliken (2000) defined organizational silence as “a collective phenomenon where employees withhold their opinions and concerns about potential organizational problems” (p.1364) and mainly focused on silence behavior as a response to fear and stated that if employees perceive their managers are not tolerant of hearing the truth, they are likely to keep away from sharing their opinions due to a fear of negative responses. The basic research problem that this study seeks to address is the following: (a) what are the antecedents of organizational silence? (b) what types of motives produce employee silence behavior? (c) do motives of silence mediate the relationship between the antecedents and organizational silence? Data were collected through convenience sampling method from 210 employees working in organizations functioning in the public/private sectors. Results of the study revealed that generally group cohesiveness, psychological safety, and control over work have significant negative; competitive work environment has significant positive contributions on organizational silence. Also, the motive of helplessness-based silence was found to mediate the relationship between group cohesiveness and organizational silence.