Investigation into the Effect of Organizational Silence on Emotional Labour Among Nurses

• Published in: İşletme Bilimi Dergisi Vol. 10; no. 2; pp. 275 - 298
• Main Authors: Kaya, Buket, Ünalan, Demet
• Format: Journal Article
• Language: English
• Published: Sakarya üniversitesi 31.08.2022; Sakarya University; Sakarya University Coordinatorship of Scientific Journals
• Subjects: duygusal emek; emotional labor; Health and medicine and law; hemşire; Human Resources in Economy; nurse; Organizational Psychology; organizational silence; örgütsel sessizlik; Emotional Labour; Nursing; Organizational Silence
• ISSN: 2147-6276; 2148-0737; 2148-0737
• DOI: 10.22139/jobs.1002586

Aim: In this study, we aim to investigate the effect of organizational silence level on emotional labour in nurses. Method: In the study prepared for this purpose, 950 nurses working at Erciyes University Health Practice and Research Center constituted the target population of the research. The study sample has calculated as 274 people with a 5% margin of error in the 95% confidence interval. The sample group consisted of 250 (91.2%) nurses selected by a simple random sampling method. Findings: As a result of the findings, a statistically significant relationship between the emotional labor behavior subscales of nurses and the organizational silence subscales was found to be very weak in a positive way between the acquiescent silence scale and the variables of surface acting, deep acting, emotional effort and suppression of real emotions. Results: Our study reveals the positive effect of organizational silence on the emotional labor in nurses. When we examined the average of the organizational silence scale subscales and emotional labor scale subscales, we saw that nurses obtained the highest score from the prosocial silence subscale and the lowest from the defensive silence subscale of the organizational silence scale. Nurses received the highest score from the emotional effort subscale and the weakest from the deep acting subscale of the emotional labor scale. We found a statistically significant difference between the proactive silence subscale of the organizational silence scale and the age group (p<0.05). The average value of the forceful silence subscale of those aged 51 and above was significantly higher than those aged 20 – 35. The average value of the proactive silence subscale of those working in the profession for 22 years and above was significantly higher than the average value of the forceful silence subscale of those working in the job between 0 – 10 years.