The aim of this study is to examine the effects of perceptions of violation of psychological contract on organizational silence and to determine the role of personality traits on this effect. When the related field is examined, our study conducted on the view that the effects of personality traits should be examined in terms of both the limited number of researches on organizational silence and the person-organization harmony. A questionnaire form consisting of four parts was used as the data collection tool. In the first part of the data collection tool, the demographic information form is composed of participants' gender, marital status, generation (date of birth), education level, working time in the organization and position information. In the second part is Psychological Contract Violation Scale and third part is The Organizational Silence Scale and the last part is the Five-Factor Personality Scale used this study. The sampling method which is not based on probability and which can be included in the sample was preferred, and the commonly used sampling method was preferred in our study. The questionnaire forms applied to 225 white-collar employees, who were accessed online by easy sampling method, were included in the sample and the data were analyzed by using SPSS 21.0 and AMOS 22.0 programs. According to our research, it is concluded that personality traits have mediating effect in the relationship between perception of violation of psychological contract and organizational silence and various suggestions have been presented to managers in line with this result.