The organisational silence of midwives and nurses: reasons and results

Yurdakul, Mine; Beşen, Meltem Aydın; Erdoğan, Semra

doi:10.1111/jonm.12374

Cited by 33 publications

(60 citation statements)

References 11 publications

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“…Comparing with others studies, these scores were higher than Yalçın and Baykal's () study and lower then Yurdakul et al. 's () study. Yurdakul et al.…”

Section: Discussioncontrasting

confidence: 67%

“…Social factors include a climate of mistrust and obedience to group behaviours. Finally, organisational factors include the coding of certain issues as taboo, not discussing issues that may be defined as taboo and an emphasis on manager–employee relationships (Donaghey, Cullinane, Dundon, & Wilkinson, ; Yurdakul, Aydın Beşen, & Erdoğan, ).…”

Section: Introductionmentioning

confidence: 99%

“…No studies in the literature have examined the subject of organisational silence among physicians. Although studies have investigated organisational silence among nurses, it is notable that these studies have frequently been conducted on a single hospital sample or with a limited number of participants (Deniz, Noyan, & Gülen Ertosun, ; Erigüç, Özer, Turaç, & Sonğur, ; Yurdakul et al., ). This study is the first to examine organisational silence among physicians and nurses who work in public hospitals in Turkey.…”

Section: Introductionmentioning

confidence: 99%

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Organisational silence among nurses and physicians in public hospitals

Seren

Topçu

Bacaksız

et al. 2018

Journal of Clinical Nursing

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Physicians and nurses are responsible for the fulfilment of highly important tasks for their organisations. Their contributions help their organisations remain competitive, improve the health services, ensure and sustain patient safety. Hence, these results will provide information to facilitate an understanding of the topics, causes and consequences of organisational silence among physicians and nurses, two key healthcare professions, and will be helpful in the development of medical and nursing human resources in clinical settings.

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“…Comparing with others studies, these scores were higher than Yalçın and Baykal's () study and lower then Yurdakul et al. 's () study. Yurdakul et al.…”

Section: Discussioncontrasting

confidence: 67%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Organisational silence among nurses and physicians in public hospitals

Seren

Topçu

Bacaksız

et al. 2018

Journal of Clinical Nursing

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show abstract

“…One study on communication and silent behavior among operating room nurses and surgeons determined that nurses did not share their knowledge deficiencies with doctors, despite being members of the same multi‐disciplinary team (Gardezi et al, ). Nurses, especially, tend to remain silent concerning ethical and administrational issues (Çaylak & Altuntaş, ; Yalçın & Baykal, ; Yurdakul, Beşen, & Erdoğan, ). However, another study conducted with 601 doctors and nurses indicated that both remained silent concerning administrational issues that might affect patient safety (Harmanci et al, ).…”

Section: Introductionmentioning

confidence: 99%

Development and psychometric testing of the Organizational Silence Behavior Scale for healthcare professionals

Yalçın

Baykal

2019

Nursing & Health Sciences

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Organizational silence maintained by professionals working in the healthcare sector could result in various moral dilemmas and might negatively affect patient care. The aim of this methodological study was to develop a scale that measured the organizational silence behaviors of healthcare professionals. During the development of the scale, researchers conducted in-depth interviews with 30 healthcare professionals in order to create a draft pool of 66 scale items. After content validity, a 62 item scale was drafted. In the second stage of development, psychometric properties of the scale were evaluated. The results of the confirmatory factor analysis indicated that adequate fit indices (χ 2 value to degrees of freedom = 3.54; goodness-of-fit index = .92; root mean square error of approximation = .90) were achieved and resulted in a 32 item scale with four subscales. These subscales were assessed using a 5 point Likert scale. The Cronbach's alpha for the scale was .93, and for the subscales, it was as follows: silence climate: α = .91, silence based on fear: = .91, acquiesce silence: α = .93, and silence based on protecting the organization: α = .85. The Organizational Silence Behavior Scale was successfully developed and showed satisfactory validity and reliability. It is usable among healthcare professionals. K E Y W O R D S organizational silence, reliability, scale development, validity

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“…In a study about silence, midwives and, nurses stated that there was more silence on ethical issues and responsibility [42]. Therefore, it is critical to address and prevent it [43]. Silence as a Consequence of DBs was also in line with the findings of Chrouser and Partin 2019 [6].…”

Section: Deviated Focus From Patients To the Surgeonmentioning

confidence: 59%

The Limbo Atmosphere in operating room settings Caused by Disruptive Behaviors: A Qualitative Study

Mirzaei¹,

Pazokian²,

Atashzadeh‐Shoorideh³

et al. 2020

Preprint

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Background Operating room nurses are one of the groups frequently expose to Disruptive Behaviors in different situations in the operating rooms that have different impacts on them and their performance. Recognition of DBs and their effects can help to offer strategies for better management of these behaviors. This study aimed to explore the experiences of Iranian operating room nurses regarding Disruptive Behaviors in operating room settings.Methods This is a descriptive qualitative study conducted in university hospitals in Tehran. The data were collected by deep semi-structured interviews with a total number of 17 operating room nurses selected purposefully. Finally, the data were analyzed with the conventional content analysis approach.Results Five categories were extracted from the study, including "activity in a poisonous atmosphere", "role subtraction", "escape to a safe margin", "adaptation to stay calm", and "Indirect confrontation". Finally, a theme was "struggle in a limbo Atmosphere caused by Disruptive Behaviors".Conclusion Under great pressure of surgeon’s Disruptive Behaviors, operating room nurses were struggling to maintain their balance and performance at possible. Considering the effect of Disruptive Behavior, it seems necessary to take training measures for improving team-working in operation room settings. Besides, monitoring and follow-up such behaviors according to negative effects is necessary.

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The organisational silence of midwives and nurses: reasons and results

Abstract: Activities that raise the awareness of hospital administrations and employees about preventing the factors that cause and maintain silence in hospitals should be planned.

Cited by 33 publications

References 11 publications

Organisational silence among nurses and physicians in public hospitals

Organisational silence among nurses and physicians in public hospitals

Development and psychometric testing of the Organizational Silence Behavior Scale for healthcare professionals

The Limbo Atmosphere in operating room settings Caused by Disruptive Behaviors: A Qualitative Study

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