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The effects of organizational silence on work engagement, intention to leave and job performance levels of nurses.
Work. 2023; 75(2):471-478.WORK

Abstract

BACKGROUND

Reducing the level of organizational silence can play an important role in the work-related decisions of nurses. However, to date a comprehensive study investigating the effect of organizational silence on work engagement, intention to leave, and job performance levels of nurses has yet to be conducted.

OBJECTIVE

This study aimed to explain the effect of organizational silence on work engagement, intention to leave, and job performance of nurses.

METHODS

The sample of the study consisted of 224 nurses. The Organizational Silence Scale, the Job Performance Scale, the Intention to Leave Scale, and the Work Engagement Scale were used to collect data in this study and the Pearson correlation test and regression tests were used in the data analysis.

RESULTS

It was observed that organizational silence was negatively correlated with job performance (r = -0.455) and work engagement (r = -0.242), and positively correlated with intention to leave (r = 0.440) (p < 0.01). Regression analysis also illustrated that dimensions of organizational silence have a significant effect on job performance, intention to leave, and work engagement.

CONCLUSION

A decrease in the organizational silence level of nurses is effective in decreasing intention to leave and increasing work engagement and job performance levels. Nurses should be able to express their opinions clearly towards other healthcare professionals and management and management should provide this working environment for nurses. To increase work engagement and job performance levels and decrease intention to leave, meetings and educational programs that reduce organizational silence might be developed at an organizational level by management.

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Publisher Full Text (DOI)

Authors+Show Affiliations

Yağar F
Department of Health Care Management, Faculty of Economics and Administrative Sciences, Kahramanmaras Sütcü Imam University, Kahramanmaras, Turkey.
Dökme Yağar S
Department of Health Care Management, Faculty of Health Sciences, Ankara University, Ankara, Turkey.

MeSH

HumansWork PerformanceIntentionWork EngagementNursing Staff, HospitalPersonnel TurnoverCross-Sectional StudiesNursesJob SatisfactionSurveys and Questionnaires

Pub Type(s)

Journal Article

Language

eng

PubMed ID

36463470

Citation

Yağar, Fedayi, and Sema Dökme Yağar. "The Effects of Organizational Silence On Work Engagement, Intention to Leave and Job Performance Levels of Nurses." Work (Reading, Mass.), vol. 75, no. 2, 2023, pp. 471-478.
Yağar F, Dökme Yağar S. The effects of organizational silence on work engagement, intention to leave and job performance levels of nurses. Work. 2023;75(2):471-478.
Yağar, F., & Dökme Yağar, S. (2023). The effects of organizational silence on work engagement, intention to leave and job performance levels of nurses. Work (Reading, Mass.), 75(2), 471-478. https://doi.org/10.3233/WOR-210192
Yağar F, Dökme Yağar S. The Effects of Organizational Silence On Work Engagement, Intention to Leave and Job Performance Levels of Nurses. Work. 2023;75(2):471-478. PubMed PMID: 36463470.
* Article titles in AMA citation format should be in sentence-case
TY - JOUR T1 - The effects of organizational silence on work engagement, intention to leave and job performance levels of nurses. AU - Yağar,Fedayi, AU - Dökme Yağar,Sema, PY - 2023/6/20/medline PY - 2022/12/5/pubmed PY - 2022/12/4/entrez KW - Organizational silence KW - intention to leave KW - job performance KW - work engagement SP - 471 EP - 478 JF - Work (Reading, Mass.) JO - Work VL - 75 IS - 2 N2 - BACKGROUND: Reducing the level of organizational silence can play an important role in the work-related decisions of nurses. However, to date a comprehensive study investigating the effect of organizational silence on work engagement, intention to leave, and job performance levels of nurses has yet to be conducted. OBJECTIVE: This study aimed to explain the effect of organizational silence on work engagement, intention to leave, and job performance of nurses. METHODS: The sample of the study consisted of 224 nurses. The Organizational Silence Scale, the Job Performance Scale, the Intention to Leave Scale, and the Work Engagement Scale were used to collect data in this study and the Pearson correlation test and regression tests were used in the data analysis. RESULTS: It was observed that organizational silence was negatively correlated with job performance (r = -0.455) and work engagement (r = -0.242), and positively correlated with intention to leave (r = 0.440) (p < 0.01). Regression analysis also illustrated that dimensions of organizational silence have a significant effect on job performance, intention to leave, and work engagement. CONCLUSION: A decrease in the organizational silence level of nurses is effective in decreasing intention to leave and increasing work engagement and job performance levels. Nurses should be able to express their opinions clearly towards other healthcare professionals and management and management should provide this working environment for nurses. To increase work engagement and job performance levels and decrease intention to leave, meetings and educational programs that reduce organizational silence might be developed at an organizational level by management. SN - 1875-9270 UR - https://www.unboundmedicine.com/medline/citation/36463470/The_effects_of_organizational_silence_on_work_engagement_intention_to_leave_and_job_performance_levels_of_nurses_ DB - PRIME DP - Unbound Medicine ER -