Abstarct: The present study aimed to investigate the effect of organizational transparency on organizational silence among employees of sports organizations, with the moderating role of resilience. The research method was descxriptive-correlational and applied in terms of purpose, conducted cross-sectionally as a field study. Three questionnaires were utilized: Organizational Transparency by Holland et al. (2018), Organizational Silence by Vakola and Bouradas (2005), and Employee Resilience by Connor and Davidson (2003). The validity of these questionnaires was reviewed and confirmed by 10 expert professors. Since the questionnaires were Likert-type, Cronbach's alpha coefficient was used to assess reliability; all variables yielded a coefficient higher than 0.7, which was deemed acceptable. The statistical population consisted of all employees of sports organizations in Iraq, totaling 275 individuals who were selected as the research sample using Klein's (2000) sample size determination method and accessible sampling. Descxriptive statistics (mean, frequency, percentages, standard deviation, and tables) were used to organize, summarize, and classify raw scores and describe sample measures. Inferential statistics (structural equation modeling, path analysis, and hypothesis testing) were employed to determine the effects of variables on each other. Smart-PLS3 and SPSS22 software were used to conduct the aforementioned tests. The results indicated that organizational transparency has a negative and significant effect on organizational silence (path coefficient = 0.617 and t-value = 7.702), such that increased transparency leads to reduced silence and increased employee willingness to participate. These findings highlight the importance of transparency in organizational processes and structures for fostering an open communication culture and enhancing employees' sense of value. Furthermore, it was determined that resilience does not play a significant moderating role in the relationship between transparency and silence (path coefficient = -0.017 and t-value = 0.559), indicating the greater importance of structural and process factors compared to individual characteristics in silence behavior. baxsed on the results, it is recommended that managers of sports organizations focus on increasing transparency, strengthening open communication culture, and creating participatory mechanisms to provide an environment where employees can freely express concerns and suggestions.