Zou Jingyi, Zhu Xiaoxia, Fu Xue, Zong Xiaojia, Tang Jing, Chi Chunwei, Jiang Jinxia
Nursing Department, School of Medicine, Shanghai Tenth People's Hospital, Tongji University, Shanghai, 200072, China.
Central Sterilized Supply Department, First Affiliated Hospital of Naval Medical University, Shanghai, 200433, China.
BMC Nurs. 2025 Jan 9;24(1):31. doi: 10.1186/s12912-024-02636-y.
A growing body of research shows that the organizational silence among nurses not only affects their job satisfaction and performance but also exacerbates their intention to leave their jobs, posing a threat to the long-term stability of the nursing team. Therefore, the aim of this study was to synthesize existing qualitative research to explore the real experiences of nurses' organizational silence behavior and gain insight into the motivations and feelings behind it.
A qualitative review.
A comprehensive search of the following international databases was performed: PubMed, Embase, CINAHL, Psyinfo, Web of Science, Cochrane Library, Medline, and Ovid, as well as Chinese databases such as the China Biomedical Database (CBM), Wanfang Database (CECDB), Chinese National Knowledge Infrastructure (CNKI) and VIP Database.
All articles concerning the experiences of organizational silence among nurses were included after thoroughly searching 12 databases. The meta-synthesis method was employed to integrate and assess the included qualitative research literature, utilizing the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) to report the review. Two researchers selected and evaluated the relevant literature, which was then analyzed using meta-integration.
From a total of 12 articles included in the final analysis, 48 primary findings were extracted, forming 3 main themes and following 8 sub-themes: Individual character, Seniority and experience, Defensive silence, Disregardful silence, Acquiescent silence, Prosocial silence, Causing negative effects, and Causing positive effects were the eight sub-themes under these three main themes.
Nurses' organizational silence manifests in different ways, and the motivations and experiences behind each form are different. Therefore, when managers observe nurses' silent behaviors in the organization, they should identify and assess the motivation and degree of silence and then specifically intervene to reduce the silent behaviors to the greatest possible extent.
Not applicable.
越来越多的研究表明，护士群体中的组织沉默不仅会影响他们的工作满意度和工作表现，还会加剧他们离职的意愿，对护理团队的长期稳定性构成威胁。因此，本研究的目的是综合现有定性研究，探讨护士组织沉默行为的真实经历，并深入了解其背后的动机和感受。
定性综述。
对以下国际数据库进行了全面检索：PubMed、Embase、CINAHL、Psyinfo、Web of Science、Cochrane Library、Medline和Ovid，以及中国生物医学数据库（CBM）、万方数据库（CECDB）、中国知网（CNKI）和维普数据库等中文数据库。
在对12个数据库进行全面检索后，纳入了所有关于护士组织沉默经历的文章。采用元综合法对纳入的定性研究文献进行整合和评估，并使用系统评价和元分析的首选报告项目（PRISMA）报告该综述。两名研究人员对相关文献进行筛选和评估，然后采用元整合方法进行分析。
在最终分析纳入的12篇文章中，共提取了48个主要发现，形成了3个主要主题和8个次要主题：个人性格、资历和经验、防御性沉默、漠视性沉默、默许性沉默、亲社会性沉默、产生负面影响、产生正面影响是这三个主要主题下的八个次要主题。
护士的组织沉默表现形式各异，每种形式背后的动机和经历也各不相同。因此，当管理者在组织中观察到护士的沉默行为时，应识别并评估沉默的动机和程度，然后进行针对性干预，尽可能减少沉默行为。
不适用。
