Organizational Silence as a Mediator Factor between Work Place Toxicity and Thriving among Nurses

Abstract

Background:The 21 st century hospitals that are closed and accusatory in which nurses feel unvalued, and not esteemed are considered as toxic workplaces which sequentially will remain nurses more silent about variety of issues. Such behavior impairs performance, development and improvement in these hospitals. Aim: Current study aimed to investigate the relationship between work place toxicity, organizational silence and thriving among nurses. Materials and method:A descriptive correlational research design was utilized with a convenience sample of 235 nurse were participated from different departments at one of the general hospitals (El Salam Hospital) in Port Said, Egypt. Tools of data collection: Included staff nurses' personal characteristics, toxic workplace environment questionnaire, organizational silence scale, and thriving at work scale. Results: The lowest percent of staff nurses had high workplace toxicity and high level of organizational silence, meanwhile, more than half (53.6%) of them reflected passion for learning and wish to stay and headway in their hospital. A statistically significant negative correlation between thriving at work and workplace toxicity and organizational silence. A highly statistically significant positive correlation between toxic workplace environment and organizational silence was found. Conclusion: Work place toxicity contributes to more silence among staff nurses that prevent work flourishing and push nurses to leave. Recommendations: Continuous training programs for nurses to teach them about the importance of a healthy work environment to avoid the negative impacts of work place toxicity on psychological status.

An integrative systematic review of employee silence and voice in healthcare: what are we really measuring?

“…The scale developed by Vakola and Bouradas ( 46 ) was used in one study ( 65 ). The last scale in this category—and the second to measure both antecedents and consequences—was the employee silence scale developed by Cakici ( 56 – 58 ) that was used in five (6.6%) of the 76 studies included in this IR ( 35 , 113 – 116 ). Antecedents include items related to both motives and content.…”

“…The consequences subscale was used only by Seren et al ( 117 ). Caylak and Atluntas ( 114 ) only measured the antecedents and the other three studies ( 35 , 113 , 115 ) only measured the frequency of silence motives.…”

“…It is important that first-line/mid-level managers voice concerns both up and down the hierarchy, including issues beyond patient safety, such as career follow-up processes, compensation structures, budget and administrative practices that need to be addressed for the organization to be able to adapt to external changes. On the organizational level, factors such as workplace toxicity ( 113 ), organizational-level fairness ( 128 ), labor–management partnership ( 49 ), organizational culture ( 81 ) as well as type of role, discipline and hospital ( 55 , 98 ) were found to significantly affect voice and silence behaviors.…”

How Does Organizational Toxicity Affect Depression? A Moderated Mediation Model

“…In other words, while BS is one of the reasons employees experience depression [35], circumstances caused by OT are viewed as important factors by themselves for the development of depression. In this context, Danaher [47], Mohamed et al [48], Rasool et al [49] and Wang et al [13] shared noteworthy findings, indicating that OT has a positive impact on depression. Moreover, Appelbaum and Roy-Girard [50] underline that employees in toxic organizations may find themselves in hopelessness, anger, low morale, poor communication and depression due to such circumstances, causing them to reveal poorer job performances and higher levels of absenteeism.…”

The Influence of Toxic Workplace Climate Behaviors on Innovative Work Behavior and Employee Engagement in Hotels

“…Third, there is a shortage of studies exploring concerns about TWC in the Egyptian hospitality workplace climate. Specifically, these studies investigated other disciplines in Egypt other than hospitality, such as nursing (Kassem, 2015;Abd-Elrhaman & Ghoneimy, 2019;Berma et al, 2021;El-Guindy et al, 2022;Zaki & Elsaiad, 2022); and education (Eid & Al-Nimr, 2021). Hence, choosing the hospitality setting to research TWC behaviors is novel and will add to both theory and practice.…”