Organizational Silence as Perceived by Staff Nurses and its Relation to their Self-Efficacy

Document Type : Original Article


1 B.Sc. In Nursing.

2 Assistant Professor of Nursing Administration


Background Organizational silence refers to a collective-level phenomenon of saying or doing
very little when the organization deals with serious problems. Self-efficacy known as the
perception of competence in resolving stressful situations. Organizational silence has great
impact on employee behavior and self-efficacy perception is an important factor in predicting
an individual's behavior. Aim of study: this study aimed to assess Organizational silence as
perceived by nurses and its relation to their self-efficacy. Research design: a descriptive
correlational design was used in carrying out this study. Setting: The study was conducted at
El-Hamoul General Hospital which affiliated to Kafr EL-Sheikh Governorate Ministry of
Health. El-Hamoul General Hospital consists of four buildings, provides care for patients in
different medical specialties. Study subjects: The Subjects of this study included 144 staff
nurses. Data collection tools: Two tools were used namely organizational silence scale (OSS)
and self-efficacy scale (SES). Results: More than half of staff nurses (53%) had high level of
organizational silence. Meanwhile, more than one quarter of them (26%) had low level of
organizational silence. Hence, (20%) had moderate level of organizational silence. Less than
two thirds (62%) of staff nurses had high level of self-efficacy. Meanwhile, (21.2%) had low
level of self-efficacy, (16.8%) had moderate level of self-efficacy. Conclusion: There was
statistically significant positive correlation between organizational silence and job self-efficacy
among staff nurses. Recommendation: Share staff nurses in decision making by maintaining
voice mechanisms in use. Update organizational policies to maximize flexibility.