Organizational justice and workplace spirituality: Their relation to organizational silence behavior among nurses

Abstract

Background: Justice and its implementation are one of the fundamental and innate needs of the human. Employees’ exhibit higher levels of performance, loyalty, act more than their job descriptions when they are treated fairly at the workplace. Organizational injustice negatively affects organizational silence in the workplace and using the workplace spirituality technique decreases this negative effect.
Aim: To assess the relation of organizational justice and workplace spirituality with organizational silence behavior among nurses.
Methods: Design: A descriptive correlational research design. Setting: The study was conducted at the University Hospital of Menoufia Governorate, Egypt. Subjects: A simple random sample consisted of 372 nurses. Tools: Data were collected by using an organizational justice questionnaire, workplace spirituality questionnaire, and organizational silence behavior scale.
Results: the highest percent of the studied nurses had a moderate perception level toward organizational justice, and the mean score of the organizational justice variable was 39.37 ± 6.73. The highest mean score was the interactional justice 18.41 ± 3.16, procedural justice 11.67 ± 2.56, and then the distributive justice dimension 9.51 ± 2.21, respectively. Two-third of the studied nurses had a moderate perception level toward workplace spirituality and the highest the mean score was 27.18 ± 1.68 related to the sense of community dimension. The highest percent of the studied nurses had a high level toward organizational silence behavior and the mean score of the organizational silence variable was 38.24 ± 6.73. Also, the most type of organizational silence behavior was prosocial silence, and the most common cause of nurses silent was “supervisor support for silence factor”.
Conclusions: There was a highly statistically significant positive correlation between organizational justice and workplace spirituality and there was a negative correlation between organizational justice, workplace spirituality, and organizational silence behavior among nurses.
Recommendations: Nursing Managers have to respect to rights and duties of nurses in making decisions and conducted periodically meeting with their nurses to discuss and solve work problems and have to create a transparent environment in which nurses express their ideas and views to minimize the reasons that push them to remain silent.