Onkoloji Hemşirelerinin Dillendirme Davranışları ve Belirleyicisi Olarak Örgütsel Güven ve Yapısal Güçlendirme Algıları
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This definitive correlational study was conducted in order to reveal the speak up behavior of nurses working in oncology hospital and their perceptions aimed at organizational trust and structural empowerment. The study was conducted in an oncology training and research hospital and a university oncology hospital within the provincial borders of Ankara. The sample of the study consisted of 232 nurses, who have been working for at least six months in these hospitals and providing services in acute inpatient wards. The data were obtained using Introductory Information Form, Speak Up Behaviors Evaluation Form, Employee Voice Scale, Organizational Trust Scale and Structural Empowerment Scale. In the data provided, mean, standard deviation, number and percentage, median, One-way Anova and unpaired t test were used and Pearson correlation coefficient was considered regarding the relationship between employee voice, organizational trust and structural empowerment. Multivariate linear regression test was used in studying the effects of the variables on the scales. The nurses’ employee voice score average is high with (x̄=21,71±6,07) and 48.3% of them can sometimes express their problems/ thoughts, telling them to their managers or other health personnel. 68.1% of the nurses have noted that sometimes their colleagues can’t tell their problems/ thoughts threatening patient security to managers or other health personnel whereas 57.8% of them have stated that problems/ thoughts are not expressed where they should be expressed. Nurses’ employee voice scores differed in terms of age, the type of hospital worked in, the term of employment in the clinic and weekly shift. A positive strong relationship was found between the nurses’ total employee voice and organizational trust scale score (r=0.758) and the sub-dimension of trust in the manager (r=0.719), there was a negative weak relationship between employee voice scale score and regarding structural empowerment sub-dimensions, the sub-dimension score of support (r=-0.157), the sub-dimension score of access to the source (r=-0.158) and the sub-dimension score of informal power (r=-0.132,). According to the results of the research, it was found that in nurses’ voice behaviors, organizational trust and access to information and access to source being among structural empowerment sub-dimensions had a determinative effect but the effect was weak. Moreover, nurses mostly stated “managers’ negative attitudes” as the reason for not expressing their thoughts and mostly expressed “individual reasons” as the factor easing expression. In line with the results of the study, suggestions were made regarding applications developing nurses’ speak up behaviors and the organization of working environment.