Abstract: Background: Organizational silence leads to dissonance and this in turn results in low motivation, satisfaction, and commitment from staff nurses. Learning is a critical variable in the organization's ability to deal with the ever-changing environment successfully and is vital to decision-making for achieving the desired organizational outcomes. Purpose: To identify the relation between organizational silence and organizational learning among nurses at Quesna Central Hospital. Design: A descriptive correlational research design was used. Setting: This study was conducted at Quesna Central Hospital in selected units (inpatient, outpatient, and critical care units). Sampling: A convenience sampling technique of 200 staff nurses were recruited. Instruments: Two instruments were utilized to collect data for the current study, including the organizational silence scale and organizational learning scale. Results: As reported by nurses, levels of organizational silence and organizational learning were moderate. The highest mean among the organizational silence dimension was in subordinates' fear of negative reactions, Vs the lowest mean was in support of supervisors for silence. Regarding organizational learning sub dimensions, the highest mean was in the dynamics of learning while the lowest mean was in the application of technology. Conclusion: There was a highly statistically significant negative correlation between total organizational silence and total organizational learning among nurses. Recommendation: Hospital and nursing administrators should maintain a good practice environment for nurses that welcomes suggestions and opinions and supports learning throughout the organization.