Analysis and interpretation of organizational silence behavior of male nurses from the perspective of phenomenology
Abstract Background Male nurses play an important role in the nursing industry, but organizational silence is prevalent, leading to high turnover rates, a young and unstable workforce, and hindering the development of the nursing profession. This study aims to analyze the underlying causes of organi...
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| Format: | Article |
| Language: | English |
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BMC
2025-07-01
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| Series: | BMC Nursing |
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| Online Access: | https://doi.org/10.1186/s12912-025-03519-6 |
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| author | Mengjing Yan Zhenyin Shi Aihua Zhou Shuqin Zeng |
| author_facet | Mengjing Yan Zhenyin Shi Aihua Zhou Shuqin Zeng |
| author_sort | Mengjing Yan |
| collection | DOAJ |
| description | Abstract Background Male nurses play an important role in the nursing industry, but organizational silence is prevalent, leading to high turnover rates, a young and unstable workforce, and hindering the development of the nursing profession. This study aims to analyze the underlying causes of organizational silence among male nurses and provide empirical evidence for managers to stabilize the male nursing workforce and tap into their value. Method Using WeChat as an online communication platform, we conducted semi-structured interviews with 16 male nurses from four tertiary hospitals in Guangdong Province (southern China), Hunan Province (central China), Guizhou Province (southwestern China), and Jiangxi Province (southeastern China) using an interpretive phenomenological research method. The data were analyzed using Colaizzi’s phenomenological analysis method. Results Male nurses’ experiences of organizational silence were distilled into three themes: the influence of leadership on speaking up, low social acceptance, and subjective influence. Conclusion This study found that organizational silence among male nurses is widespread and severe, influenced by various factors such as organizational atmosphere, policy systems, and social recognition. Nursing managers should optimize management strategies, improve communication, enhance male nurses’ professional identity, and establish reasonable training pathways to enhance their professional and academic capabilities, thereby gaining social recognition, stabilizing the nursing workforce, and promoting the diversification and high-quality development of the nursing profession. |
| format | Article |
| id | doaj-art-143b2b269c544c2cb073a8c1376d2ec0 |
| institution | Kabale University |
| issn | 1472-6955 |
| language | English |
| publishDate | 2025-07-01 |
| publisher | BMC |
| record_format | Article |
| series | BMC Nursing |
| spelling | doaj-art-143b2b269c544c2cb073a8c1376d2ec02025-08-20T04:01:53ZengBMCBMC Nursing1472-69552025-07-0124111010.1186/s12912-025-03519-6Analysis and interpretation of organizational silence behavior of male nurses from the perspective of phenomenologyMengjing Yan0Zhenyin Shi1Aihua Zhou2Shuqin Zeng3School of Nursing, Gannan Medical UniversitySchool of Nursing, Gannan Medical UniversityThe First Affiliated Hospital of Gannan Medical UniversityThe First Affiliated Hospital of Gannan Medical UniversityAbstract Background Male nurses play an important role in the nursing industry, but organizational silence is prevalent, leading to high turnover rates, a young and unstable workforce, and hindering the development of the nursing profession. This study aims to analyze the underlying causes of organizational silence among male nurses and provide empirical evidence for managers to stabilize the male nursing workforce and tap into their value. Method Using WeChat as an online communication platform, we conducted semi-structured interviews with 16 male nurses from four tertiary hospitals in Guangdong Province (southern China), Hunan Province (central China), Guizhou Province (southwestern China), and Jiangxi Province (southeastern China) using an interpretive phenomenological research method. The data were analyzed using Colaizzi’s phenomenological analysis method. Results Male nurses’ experiences of organizational silence were distilled into three themes: the influence of leadership on speaking up, low social acceptance, and subjective influence. Conclusion This study found that organizational silence among male nurses is widespread and severe, influenced by various factors such as organizational atmosphere, policy systems, and social recognition. Nursing managers should optimize management strategies, improve communication, enhance male nurses’ professional identity, and establish reasonable training pathways to enhance their professional and academic capabilities, thereby gaining social recognition, stabilizing the nursing workforce, and promoting the diversification and high-quality development of the nursing profession.https://doi.org/10.1186/s12912-025-03519-6Male nursesOrganizational silenceQualitative researchPhenomenology |
| spellingShingle | Mengjing Yan Zhenyin Shi Aihua Zhou Shuqin Zeng Analysis and interpretation of organizational silence behavior of male nurses from the perspective of phenomenology BMC Nursing Male nurses Organizational silence Qualitative research Phenomenology |
| title | Analysis and interpretation of organizational silence behavior of male nurses from the perspective of phenomenology |
| title_full | Analysis and interpretation of organizational silence behavior of male nurses from the perspective of phenomenology |
| title_fullStr | Analysis and interpretation of organizational silence behavior of male nurses from the perspective of phenomenology |
| title_full_unstemmed | Analysis and interpretation of organizational silence behavior of male nurses from the perspective of phenomenology |
| title_short | Analysis and interpretation of organizational silence behavior of male nurses from the perspective of phenomenology |
| title_sort | analysis and interpretation of organizational silence behavior of male nurses from the perspective of phenomenology |
| topic | Male nurses Organizational silence Qualitative research Phenomenology |
| url | https://doi.org/10.1186/s12912-025-03519-6 |
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