El-Sayed Ahmed Abdelwahab Ibrahim, Ali Mohamed Saad Saleh, Abdel Razek Noura Mohamed Fadl, Abdelaliem Sally Mohammed Farghaly, Asal Maha Gamal Ramadan
Nursing Department, College of Pharmacy and Applied Medical Sciences, Dar Al Uloom University, Riyadh, Saudi Arabia.
Nursing Administration Department, Faculty of Nursing, Alexandria University, Alexandria, Egypt.
Int Nurs Rev. 2025 Jun;72(2):e13050. doi: 10.1111/inr.13050. Epub 2024 Oct 5.
This study aims to assess the relationship between workplace ostracism and the procrastination behavior of nurses, as well as examine the effect of organizational silence on this relationship.
Controlling workplace ostracism and eradicating time wasters, especially procrastination behavior among nurses, are key strategies that add value to organizational effectiveness. In addition, remaining silent about significant issues facing nurses is a devastating approach to the success of both healthcare organizations and the nursing profession.
A cross-sectional descriptive correlational exploratory research design was used to conduct the study. Data were collected from 352 nurses recruited from three large university hospitals in Alexandria, Egypt. Four instruments, namely, the Workplace Ostracism Questionnaire, the Organizational Silence Scale, the Active Procrastination Scale, and the Unintentional Procrastination Scale, were used. Structural equation modeling was used to test the hypothesized relationships among the variables.
The findings demonstrated a significant positive and moderate association between workplace ostracism and both active and passive procrastination behaviors among nurses. Moreover, there was a strong positive and significant correlation between organizational silence and workplace ostracism. The results of mediation revealed that the indirect effect of workplace ostracism on both active and passive procrastination behavior through organizational silence was statistically significant, suggesting that organizational silence partially mediated this relationship.
The study highlighted the ongoing challenges posed by toxic workplace issues, such as organizational ostracism and silence, as significant factors contributing to nurses' procrastination behaviors. Not only do these factors directly impact nurses' productivity, but they also interact to exacerbate negative outcomes in nursing care. Addressing these toxic dynamics is critical to improving nurse performance and ensuring quality care in healthcare settings.
This study offers new insights for navigating toxicity and upgrading nursing productivity in healthcare organizations through fostering a more inclusive and communicative work environment. Promoting team cohesion and ensuring that all staff members feel valued and included can reduce feelings of isolation that may lead to procrastination. Also, creating safe spaces for nurses to voice concerns without fear of reprisal could significantly diminish passive procrastination, which ultimately enhances overall patient care quality and organizational efficiency.
本研究旨在评估工作场所排斥与护士拖延行为之间的关系，并考察组织沉默对这种关系的影响。
控制工作场所排斥和消除时间浪费因素，尤其是护士中的拖延行为，是提高组织效率的关键策略。此外，对护士面临的重大问题保持沉默，对医疗组织和护理行业的成功都是一种毁灭性的做法。
采用横断面描述性相关探索性研究设计进行本研究。数据收集自埃及亚历山大市三家大型大学医院招募的352名护士。使用了四种工具，即工作场所排斥问卷、组织沉默量表、主动拖延量表和无意拖延量表。采用结构方程模型来检验变量之间的假设关系。
研究结果表明，工作场所排斥与护士的主动和被动拖延行为之间存在显著的正相关且为中等程度的关联。此外，组织沉默与工作场所排斥之间存在强烈的正相关且具有统计学意义。中介效应结果显示，工作场所排斥通过组织沉默对主动和被动拖延行为的间接效应具有统计学意义，这表明组织沉默部分中介了这种关系。
该研究强调了有毒的工作场所问题，如组织排斥和沉默，作为导致护士拖延行为的重要因素所带来的持续挑战。这些因素不仅直接影响护士的工作效率，还相互作用加剧护理工作中的负面结果。解决这些有害动态对于提高护士绩效和确保医疗机构的优质护理至关重要。
本研究为通过营造更具包容性和沟通性的工作环境来应对有害因素并提高医疗机构中护士的工作效率提供了新的见解。促进团队凝聚力并确保所有工作人员感到被重视和被包容，可以减少可能导致拖延的孤立感。此外，为护士创造安全的空间，让他们能够毫无顾虑地表达担忧，可以显著减少被动拖延，最终提高整体患者护理质量和组织效率。
