Helmy, Ø., Keshk, L., Ismail, H. (2025). The Relationship between Organizational Ostracism and Organizational Silence a mong Nursing Personnel. Helwan International Journal for Nursing Research and Practice, 4(10), 75-89. doi: 10.21608/hijnrp.2025.376592.1319
آلاء Mohamed Helmy; Lamiaa Keshk; Hossam Ismail. "The Relationship between Organizational Ostracism and Organizational Silence a mong Nursing Personnel". Helwan International Journal for Nursing Research and Practice, 4, 10, 2025, 75-89. doi: 10.21608/hijnrp.2025.376592.1319
Helmy, Ø., Keshk, L., Ismail, H. (2025). 'The Relationship between Organizational Ostracism and Organizational Silence a mong Nursing Personnel', Helwan International Journal for Nursing Research and Practice, 4(10), pp. 75-89. doi: 10.21608/hijnrp.2025.376592.1319
Helmy, Ø., Keshk, L., Ismail, H. The Relationship between Organizational Ostracism and Organizational Silence a mong Nursing Personnel. Helwan International Journal for Nursing Research and Practice, 2025; 4(10): 75-89. doi: 10.21608/hijnrp.2025.376592.1319
The Relationship between Organizational Ostracism and Organizational Silence a mong Nursing Personnel
Background: Organizational ostracism is isolation in working environment. Organizational silence is withholding work-related thoughts and information. Ostracized nurses at the organization try to protect themselves from being ignored and thus adopted the strategy of defensive silence and concluded. Aim: This study aimed to explore the relationship between organizational ostracism and silence. Design: A descriptive correlative research design was used in this study. Setting: The study was conducted at Al-Monira General Hospital. Subject: A convenience sampling of nursing personnel was included (N=155). Tools: Two tools were used in collecting data for the current study as organizational ostracism questionnaire and organizational silence questionnaire. Results: More than half of nursing personnel had low level of organizational ostracism and less than half of them had low level of organizational silence. Conclusion: There was a positive statistically significant correlation between organizational ostracism and organizational silence among nursing personnel. Recommendation: Foster a supportive environment that values open communication, collaboration, and innovation among nursing personnel. Replicate the study on large sample size and on governmental and private healthcare settings to explore the long-term effects of organizational ostracism and silence
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