The purpose of this study is to find out how the KCG work structure is located in a dual structure of work that is stronger than general police activity work in marine safety, protection of people's life and property, marine safety. This organizational culture highlights the actions of the supervisor and leads to compensation for promotion or recognition of individual efforts, fairness in decision-making process and process, fair treatment from the organization, interest and respect from the supervisor , If the organization is found to be unfair, there is a problem with the organization, and even if the improvement is urgent, the members intentionally can not express their thoughts, opinion, In particular, the KCG organization is essential to the use of collective intelligence to accommodate the diverse ideas of the members. Therefore, they are striving to aggressively innovate with diverse opinions and ideas, but opt for silence because of lack of equity. Organization silence has not been studied in spite of the fact that it can lead to serious problems and organizational crises. The impact of the supervisor’s justice on organizational silence. is provided to provide basic data in the direction pursued by the KCG organization. A survey of 172 KCG officers requires a variety of systematic devices that can be found to reduce supervisor’s justice and reduce organizational silence.