Document Type : Original Research
Authors
1
Intensive Care Unit, Imam Hossein Hospital, Shahroud University of Medical Sciences, Shahroud, Iran
2
Department of Operative Room, Iranian Research Center on Healthy Aging, School of Paramedical, Sabzevar University of Medical Sciences, Sabzevar, Iran
10.30491/jmm.2024.1006652.1163
Abstract
Background and Aim: This study was conducted to identify the relationship between organizational silence and the quality of work life of nurses working in selected hospitals, Imam Hossein (AS) and Bahar Shahroud.
Methods: This is applied research in purpose, and in terms of data collection method and nature, it is descriptive-survey research. The statistical population of the research included all nurses, with a total of 395 people in Shahrood. The statistical sample was determined based on the population ratio estimation formula and taking into account 10% dropout, 245 people. The sampling method was non-probability and available. The data collection tool was a questionnaire, and to measure organizational silence, the standard organizational silence questionnaire of Vakula and Borados was used, and to measure the quality of work life, the standard questionnaire of the quality of work life based on the Walton model was used.
Results: The results obtained from this research showed that there is a negative and significant relationship between altruistic silence, submissive silence and defensive silence and the quality of work life of nurses. That is, as the level of silence (altruistic, submissive, and defensive) decreases, the quality of work life of nurses increases and vice versa. There is no significant difference between organizational, altruistic, defensive, and submissive silence and nurses' sex, age, employment status, hospital department, work experience, marital status, income, and smoking.
Conclusion: According to the results, increasing the quality of nurses' work life is associated with reducing organizational silence. Hospital administrators should provide suitable conditions for the free expression of ideas and opinions of nurses so that they are not afraid to present their suggestions and criticisms and break the organizational silence. Breaking the organizational silence leads to the improvement of the quality of work life of nurses.
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