Organizational Cynicism as a Mediator of the Relationship between Workplace Incivility and Organizational Silence among Nurses: A Cross-Sectional Analysis | ||||
| Egyptian Journal of Health Care | ||||
| Volume 15, Issue 1, March 2024, Page 1391-1402 PDF (452.51 K) | ||||
| Document Type: Original Article | ||||
| DOI: 10.21608/ejhc.2024.346501 | ||||
 View on SCiNiTO | ||||
| Authors | ||||
| Sanaa Mohammed Soliman1; Reda Elshahat Elmeghawri Marouf1; Nashwa Mahmoud Eldeep2 | ||||
| 1Lecturer of nursing administration, Faculty of Nursing, Fayoum University, Egypt | ||||
| 2Assistant Professor of nursing administration, Faculty of Nursing, Damanhour University, Egypt | ||||
| Abstract | ||||
| Introduction: In the complex and demanding landscape of healthcare, the interpersonal dynamics within nursing environments play a pivotal role in shaping organizational outcomes. This study delves into the intricate interplay among workplace incivility, organizational cynicism, and organizational silence among nurses. Aim: The study aimed to assess the role of organizational cynicism as a mediator between the workplace incivility and organizational silence. Methods: A cross-sectional study adhering to the STROBE guideline utilized an online structured questionnaire for data collection. The research was carried out among 453 nurses within governmental hospitals in Beheira Governorate over a two-month period. The researchers gathered information using tools such as Characteristics of Nurses, Organizational Cynicism Scale, Nursing Incivility Scale, and Organizational Silence Scale. To examine the mediating role, structural equation modeling with AMOS was employed. Results: The examination unveiled a notably robust model, evident in an F-test value of 16.229 with a p. of .000. This model effectively elucidated 50.6% of the variability in organizational silence, as reflected in an R2 value of 0.506. Additionally, it was observed that increasing age and experience exerted a significant negative influence on organizational silence. Moreover, being female, organizational cynicism, and nursing incivility demonstrated a significant negative impact on organizational silence, with a p-value below 0.01. Conclusion: organizational cynicism plays an intermediary role between the workplace incivility and organizational silence. Also, revealed that organizational cynicism, nursing incivility, and female had significant positive effect on organizational silence. While, increasing age and nursing experience had negative effect on organizational silence. Recommendations: Implement organizational interventions aimed at reducing organizational cynicism, such as fostering transparent communication, providing opportunities for employee input, and addressing concerns raised by nurses. Building trust and promoting a positive organizational culture can help mitigate the negative impact of cynicism on organizational silence. | ||||
| Keywords | ||||
| nursing; mediator; Organizational Cynicism; Workplace Incivility; Organizational Silence | ||||
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