This study aimed to determine effective organizational communication with Organizational Silence and Organizational Citizenship Behavior is done. This research is a quantitative and descriptive survey method. The study population consisted of all employees in the country's Export Development Bank whose number is 1,200, a sample according to the sample of 291 was achieved using twostage cluster online questionnaire was distributed among the population under study and the sample was calculated according to the formula Cochran 291, the cluster using two-step online questionnaire was distributed among the population under study. The tool data is measured using standard questionnaires and effective organizational communications questionnaire (25 questions), organizational silence (25 questions) and organizational citizenship behavior (25 questions) which is then distributed between the staff number of 284 questionnaire were collected. Data analysis was performed using structural equation and software Lisrel. Analysis shows the overall indices measure the overall model is perfectly acceptable situation. The results show an inverse relationship between effective organizational communication and organizational silence (0.86-) there is a significant and also an inverse relationship between organizational silence and organizational citizenship behavior (0.19-) there is a significant, and finally a positive relationship between organizational communication effectiveness and organizational citizenship behavior (0.16) significantly there.

As human resources have become viewed as more critical to organizational success, many organizations have realized that it is the people in an organization that can provide a competitive advantage (Gratton, 1998, pp: 13-14). Some ways that human resources become a competitive advantage are through attracting and retaining employees with unique professional and technical capabilities, investing in training and development of those employees, and compensating them in ways that keep them competitive with their counterparts in other organizations (Barney & Wright, 1998, pp: 31-46).The aim of this study is to find the relative importance and prioritization of organizational justice dimensions in Iranian public organization's compensation system. The research method is a descriptive one-and simple stratified random sampling was applied in selecting the sample population and then based on Morgan's sample volume formula 150 questionnaires were distributed. The validity of the study was confirmed through using expert support and questionnaires, reliability and measuring Cranach's alpha (=./83). For data analysis the relative importance technique was applied. The finding of this research indicate that distributive justice ( 2 =./295) has the highest relative importance and has the greatest effect on the effectiveness of human resources management in the research findings some recommendations are provided to improve the justice perception in compensation system in public organizations.