رسائل ماجيستير
English
2024
The Relationship Between Organizational Silence and Intention to Quit Among Nurses in Palestinian Hospitals in the Southern West Bank
أشرف أبو جيشة, روان أبو عياش, كفاح زبن
جامعة القدس · فلسطين
Modern healthcare systems face major challenges where transparent communication is essential. Organizational silence (OS), when employees withhold concerns, reduces job satisfaction, increases burnout, and compromises patient safety. Nurses, being central to healthcare delivery, are particularly vulnerable, and silence strongly affects their wellbeing and intention to quit (ITQ). Little is known about OS in Palestinian hospitals, especially when comparing governmental and non-governmental institutions. Aim: This study aimed to examine the relationship between OS and ITQ among nurses in these hospitals, considering demographic factors and hospital type. Method: A quantitative cross-sectional design was used. Data were collected from a convenience sample of 220 nurses across four hospitals. Instruments included a Demographic Questionnaire, a 27-item Organizational Silence Scale (OSS), and a single-item Intention to Leave Work question. OSS reliability was high (Cronbach’s alpha = .87 overall). Data analysis involved descriptive and inferential statistics using SPSS (p<.05). Results: Most nurses (70.9%) reported low intention to leave, while 53.2% experienced moderate OS and 25% reported high OS. The highest silence dimension was lack of top management support. Demographic factors such as age, sex, marital status, years of experience, hospital sector (non-governmental higher OS), and income influenced OS and ITQ. A small negative correlation indicated that higher OS was slightly associated with lower intention to quit. Conclusion: Although most nurses intended to stay, many experienced moderate to high OS, particularly regarding leadership support and communication. The inverse relationship between OS and ITQ suggests that dissatisfaction is often internalized due to job security concerns and limited employment options in Palestinian hospitals. Implications and Recommendations: The findings highlight the need for targeted interventions to reduce OS. Hospitals should enhance communication between leaders and staff, establish anonymous feedback systems, and foster psychological safety. National standards for workplace communication with anti-retaliation policies should be developed. Training in ethical leadership and organizational justice is essential to improve nurse retention and patient care quality.