While silence may lead to making wrong decisions in the organizational sense, it may also affect the trust and job satisfaction of employees, as well as their performance towards organizational functions. This study aimed to determine the relationship of the reasons for organizational silence in nurses with performance and job satisfaction levels. The study is a descriptive study conducted with 671 nurses between June and November 2016 in a total of four institutions that approved it, including two state and two private hospitals in a province of Turkey. The data were collected using a questionnaire form, Organizational Silence Scale, Performance Scale and the Minnesota Satisfaction Questionnaire. The mean age of the nurses participating in the study was 29.39±7.20, 80.3% were female, 52.3% were married, 49.3% had university degrees, 48.8% had a job experience of five years or less, and 54.7% worked in shifts. Among the stated reasons for organizational silence, the statement with the highest mean was “managers reacting negatively to unfavorable feedback” (3.64±1.04) while the lowest mean was found at the statement “fear of no promotion” (2.63±1.19). The general mean for organizational silence reasons was found as 3.18±0.79. The total job satisfaction score of the nurses had a mean of 3.03±0.68, while the mean performance score level was 3.61±0.74. It was seen that all sub-dimensions of the reasons for nurses’ organizational silence were significantly and negatively related to both their performance and their job satisfaction levels (p<0.001). In this study, it was determined that staying silent affected the job satisfaction and performance of nurses.