الفهرس 
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Abstract
A
chievement of high service quality occurs through good communication between nurses and managers. People are expressing their emotions, experience, thoughts, perception, and attitudes about the work and organization through communicating using multimedia and other gadgets. Organizational silence is the intentional withholding of knowledge and opinions by staff nurses to improve their work and organization. Although an staff nurse is able to contribute to an organization and their work as the result of an incomplete process of communication with regard to the organization, they may prefer not to mention their opinions about such contributions (Joseph & Shetty, 2022).
Alienation in the workplace happens when a worker can express individuality only when they are producing work. Staff nurses become emotionally separated from others and their own feelings when they feel alienated. Feelings of alienation can happen without the staff nurse or their manager even realizing it. Alienation in organization is considered a serious problem because it affects the staff nurse`s relationship with the organization where he works. Therefore, alienation causes negative consequences for both staff nurses and the organization, often ending with unsatisfactory results (Jassar & Alsaed, 2021).
This study aims to assess the influence of organizational silence on work alienation among staff nurses through, assessing the organizational silence level as perceived by staff nurses, assessing the work alienation level as perceived by staff nurses, and finding out the relation between organizational silence and work alienation among staff nurses.
A descriptive, correlational design was used to carry out this study which was conducted at Sohag General Hospital which affiliated to ministry of health and population - Sohag affairs. A simple random sample of the available staff nurses (225 staff nurses) assigned to work in the above-mentioned settings during data collection period.
The data for this study was collected by using two tools namely; organizational silence scale which consists of 44 items which divided into two factors namely organizational factors which consist of (27 items) and individual factors which consist of (17 items). And Work Alienation Scale (WAS) which consist of (24 items) which are divided into four main dimensions. In addition to Personal and job characteristics data.
The present study revealed the following main results:
• Near one fifth (17.3%) of the staff nurses had low perception, more than two fifth (42.7%) of them had moderate perception, while two fifth (40%) of them had high perception regarding total organizational silence.
• More than one fifth (21.3%) of the staff nurses had low perception, about two fifth (40.4%) of them had moderate perception, while near two fifth (38.2%) of them had high perception regarding total work alienation.
• There were statistically significant positive correlations between total organizational factors with both self-estrangement (r=0.223, p=0.001) and work centrality (r=0.194, p=0.004).
• There was no statistically significant relationship between organizational silence personal data except with the age (χ2 = 19.04, p=0.02) among staff nurses.
• There was no statistically significant relation between work alienation and personal data except with experience (χ2 = 13.71, p=0.03) among staff nurses.
• There was highly statistically significant positive correlation between total organizational silence and total work alienation (r=0.347, p=0.00) among staff nurses.
• There were highly statistically significant positive correlations between total work alienation with both total organizational factors (r=0.30, p=0.00) and total individual factors (r=0.218, p=0.001) among staff nurses.
• There was a highly statistically significant positive effect (R=0.347, B=0.198, p=0.00) of organizational silence on work alienation among staff nurses.
Conclusion
Based on the results of the current study, it can be concluded that there was slight elevation of the high level of organizational silence among staff nurses in Sohag General Hospital. Also, there were similar levels of work alienation of staff nurses in Sohag General Hospital. Furthermore, there was highly significant statistically positive correlation between total score of organizational silence and total score of work alienation among staff nurses in Sohag General Hospital.
Recommendation
On the support of the current study findings, it will be recommended that:
• Improve communication opportunities and formal systems for the exchange of information, views, concerns or ideas through conferences, workshops, meeting and sharing knowledge with them.
• Encourage nurses with highly active participation in daily activities and decisions through motivation and reward them to maintain their positive behaviors and reduce feelings of alienation.
• Conduct continuous and regular in-service educational programs and other development activities such as workshops, conferences, and seminars to break silence.
For conduct further studies
• Study the effectiveness of organizational culture changes on work alienation.
• Assess the relationship between organizational silence, work alienation, and staff nurse well-being.