Exploring the relationship between organisational silence and organisational learning in nurses: A cross‐sectional study

Atalla, Amal Diab Ghanem; Elamir, Hossam; Zeid, Mennat-Allah G Abou

doi:10.1111/jonm.13539

Cited by 10 publications

(7 citation statements)

References 26 publications

(39 reference statements)

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“…This finding was consistent with the findings of a research done at Jordanian capital health settings, which found that staff experience a moderate to high level of perceived general organizational silence [ 40 ]. Another survey done in the same university hospital in Egypt [ 33 ] found that the average perceived overall organizational silence level is moderate. The most unexpected conclusion in the current study was that nurses exhibit excellent levels of performance while working in a hazardous atmosphere and practicing silence.…”

Section: Discussionmentioning

confidence: 99%

“…According to the study, regulatory reasons, anxiety about destroying relationships with coworkers, fear of fines, fear of being isolated, lack of management support, and fear of being ignored are all factors that contribute to nurses’ silence [ 30 – 32 ]. Previous research has found that nurses with more nursing and employment experience, as well as those who are older, have higher levels of quietness [ 33 ]. Organizational elements that encourage nurses to remain silent include an unfair culture, a lack of psychological safety, a quiet climate, a hierarchical structure, a negative leadership style and lack of confidence in supervisors, and a hostile nursing work environment [ 32 ].…”

Section: Introductionmentioning

confidence: 99%

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The relationship between toxic leadership and organizational performance: the mediating effect of nurses’ silence

Abdelaliem

Zeid

2023

BMC Nurs

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Aims To assess toxic leadership and organizational performance among nurses of a University Hospital, and explore the mediating effect of nurses ‘silence. Background Toxic Leadership behaviours are hurtful to feelings, leading to emotive fatigue and nurses silence within the legislative framework. In fact, it is very harmful to all organizations. However, little emphasis has been paid to research on the mediating mechanism and border factors of their connection. Methods A cross-sectional design was applied. Data was collected from 750 nurses over the course of three months. The researchers employed structured equation modeling [SEM] to investigate the role of nurses’ silence in mediating the association between toxic leadership and organizational performance. Results The toxic leadership level and Organisational performance level were both high. In addition to, the nurses’ silence level was moderate. The SEM revealed that toxic Leadership accounted for the prediction of 65% of the variance of nurses’ silence and 87% of the variance of organizational performance. Also, nurses silence as a mediating factor accounted for 73% of the variance of organizational performance. Conclusions This study emphasized on the importance of creating a work environment that encourages and promotes open communication, as well as eliminating toxic leadership behaviours from the organizational culture among nurses as it effects on the organizational performance.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The relationship between toxic leadership and organizational performance: the mediating effect of nurses’ silence

Abdelaliem

Zeid

2023

BMC Nurs

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“…Therefore, understanding the voice behavior of nurses is imperative, especially in countries with a bulky nursing workforce as Egypt (20) . Nurse managers and leaders can create a work atmosphere that encourages and promotes open communication among nurses and other health care team members, likewise, creating an environment conducive to translating experiences into organizational learning of promoting voice behaviors (21) .…”

Section: Significance Of the Studymentioning

confidence: 99%

Relationship between Staff Nurses’ Core Competencies and their Voice Behaviors: A Cross Sectional Study

Atalla

Mostafa²,

Ali³

2022

Tanta Scientific Nursing Journal

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Background: Nurses' voice behavior, regarded as a significant indicator of organizational development, and it is influenced by a variety of individual, group, and organizational characteristics. It is unknown, how nurses' core competencies affect their voice behaviors. This study aimed to investigate the relationship between staff nurses' core competencies and their voice behaviors as perceived by staff nurses at Alexandria Main University Hospital. Subjects and Method: Research design: A descriptive correlational design was utilized. Setting: The current study was executed in Alexandria Main University Hospital. Subjects: A non-probability convenience sample of staff nurses where included in this study, (n=352). Tools: Tool I: Competency Inventory for Registered Nurses (CIRN) which composed of 55 items and tool II: Employee Voice Behavior Scale (EVBS) which composed of 10 items. Results: Competencies of staff nurses as perceived by them were ranked as follows; the highest was leadership, and the lowest was interpersonal relationship competency. While voice behavior dimensions ranked as follows: prohibitive then promotive voice behavior. Conclusion: The current study revealed there are statistically significant positive strong correlations between total nurses' core competencies and total voice behavior. Recommendations: Hospital administrators should conduct competency training program to promote nurses' core competencies and further promote their voice behavior. Also, there is a critical need for research on developing a strategy to improve nurses' core competencies, and their voice behaviors.

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“…The scoring system for the part of confidence was classified into: low confidence level (24-56), moderate confidence level (57-88) and high confidence level (89-120). The scoring system for the part of job satisfaction was classified into: low level of job satisfaction (9-21), moderate level of job satisfaction (22)(23)(24)(25)(26)(27)(28)(29)(30)(31)(32)(33) and high level of job satisfaction (34)(35)(36)(37)(38)(39)(40)(41)(42)(43)(44)(45). Total score for the three section of tool II were summed-up and the total was divided by the number of the items, giving a percent score.…”

Section: Scoring Systemmentioning

confidence: 99%

“…Likewise, creating an environment conducive to translating experiences into organizational learning and promoting competent role transition. (27) Aim of the study The aim of this study was to determine the effect of transitional training program on knowledge and experience of novice nurses' role transition experience in critical care units at Alexandria Main University Hospital. Research hypotheses H1: Nurses' knowledge is significantly and positively improved after attending a role transition training program in critical care units at Alexandria Main University Hospital.…”

Section: Introductionmentioning

confidence: 99%

Effect of Transitional Training Program on Knowledge and Experience of Novice Nurses’ Role Transition

Atalla

Mostafa

Ali

2022

Tanta Scientific Nursing Journal

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Background: The transition period is a time for learning, adjusting, and socializing, in which the novice nurses apply, consolidate, and expand upon the knowledge already acquired. This study aimed to determine the effect of transitional training program on knowledge and experience of novice nurses' role transition in critical care units at Alexandria Main University Hospital. Research design: A quasi-experimental, interventional research design was utilized. Setting: The study was conducted in critical care units, at Alexandria Main University Hospital. Subjects: All nurses with less than one year of working experience were included. (N = 72). Tools: The study's tools involved role transition knowledge questionnaire which composed of 50 questions and the Casey-Fink Graduate Nurse Experience Survey, which contained 37 questions, which were used pre, immediately after, and following three months of transition experience. Results: The transition training program had a significant positive impact on novice nurses' knowledge and experience. Conclusion: The current study revealed a significant positive correlation between novice nurses' overall role transition knowledge and experience at various stages of the transition training program. Recommendations: Hospital administrators should conduct a continuous role transition training programs for all novice nurses.

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Exploring the relationship between organisational silence and organisational learning in nurses: A cross‐sectional study

Cited by 10 publications

References 26 publications

The relationship between toxic leadership and organizational performance: the mediating effect of nurses’ silence

The relationship between toxic leadership and organizational performance: the mediating effect of nurses’ silence

Relationship between Staff Nurses’ Core Competencies and their Voice Behaviors: A Cross Sectional Study

Effect of Transitional Training Program on Knowledge and Experience of Novice Nurses’ Role Transition

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