Amal Hebashy | Cairo University (original) (raw)
Papers by Amal Hebashy
Egyptian Nursing Journal /Egyptian Journal of Nursing, Sep 1, 2023
Journal of Xi'an Shiyou University, Natural Sciences Edition, 2023
Health care organizations identify the job crafting role for employees as, it led to work engagem... more Health care organizations identify the job crafting role for employees as, it led to work engagement and job performance by providing employees with the resources, alignment with personal values and strengths, and opportunities for learning and development that create a more engaged and productive workforce that ultimately benefits both employees and the organization. Aim: to measure the impact of job crafting educational program on nurses work engagement and job performance. Design: A quasi experimental design was utilized in this study.
Journal of Xi'an Shiyou University, Natural Sciences Edition, 2023
Background: Patient safety is a crucial principle in healthcare, requiring strategic planning, co... more Background: Patient safety is a crucial principle in healthcare, requiring strategic planning, consistent practices, and targeted training programs. Aim: The study examined the impact of patient safety training programs on nursing staff compliance with safety goals and safety culture. Design: A quasi-experimental research was utilized. Setting: The study was conducted at Al Kaser ElAini Teaching Hospital, affiliated with Cairo University. Subjects: All nursing staff (n=40) at the selected critical care units. Tools: Data was collected via a patient safety knowledge test, a safety culture survey, and an observational checklist of compliance with safety goals. Results: The study revealed significant statistical differences in total knowledge and knowledge dimensions during assessment periods. It also revealed significant differences in total patient safety culture and all dimensions. The total mean score across all dimensions increased significantly from x̄= 65.53 pre-program to x̄=153.79 post-program and x̄=147.00 at follow-up. Additionally, there were significant differences in total compliance with patient safety goals mean scores and all dimensions, with the overall total mean compliance score increased from (x̄=34.64) pre-program to (x̄=56.83) post-program. Conclusion: The study found a significant improvement in nursing staff's knowledge test scores, patient safety culture, and compliance with safety goals immediately and three months after program implementation compared to before. Recommendations: Healthcare administrators should consider implementing regular patient safety training programs to enhance nursing staff knowledge of patient safety, foster a patient safety culture, and promote compliance with safety goals.
ournal of Xi’an Shiyou University, Natural Science Edition , 2023
Introduction: No blame culture was introduced as a method to improve the quality of care and pati... more Introduction: No blame culture was introduced as a method to improve the quality of care and patient safety by learning from mistakes and make the errors a learning opportunity to make future improvements and minimize the potential of future errors. Aim: examine the effect of noblame culture educational program on head nurses' knowledge, staff nurses' satisfaction, and error reporting. Research design: A quasi-experimental research design was utilized in this study. Sample: two sample used to collect data of study: a convenient sample of head nurses/charge nurses (no=30) and convenient sample of staff nurses working with head nurses (no=120). Setting: Study was conducted at all intensive care units (10 units) at new kasr Al-ainy teaching hospital. Tools of data collection: five tools as follows: First tool: head nurse personal characteristics data sheet, Second tool for head nurses: No blame culture knowledge questionnaire (pre-posttest) , Third tool: Staff nurses personal characteristics data sheet, Fourth tool for staff nurse: Staff nurses' satisfaction questionnaire, and Fifth tool for staff nurses: Staff nurses' errors reporting questionnaire. Results: There was a statistical significant difference between mean scores of knowledge regarding no blame culture of head nurses during different periods of testing (P=0.00), a highly statistical significant difference between staff nurses' satisfaction levels(X2=49.6, P=0.00)and a highly statistical significant difference between mean scores of all dimensions of staff nurses errors reporting (p=0.00) during different periods of testing (before program-immediately after program-3 months after program). Conclusion: there was an increase in total knowledge mean test scores of head nurses, an increase in the moderate job satisfaction level, and an increase in total mean percent of staff nurses' errors reporting after program implementation and 3 months after program compared to before program. Recommendation: Develop and apply policies of no blame culture, and provide no blame culture educational program for all managerial levels at different health care setting.
Egyptian Journal of Health Care, 2016
IOSR Journal of Nursing and Health Science, 2016
Background: Worker's communication satisfaction begins to be an important factor in determining o... more Background: Worker's communication satisfaction begins to be an important factor in determining organizational commitment of employees. Employees tend to feel happy and loyal to the organization if they have a good communication relationship. Aim: The main purpose of this study was to examine the relationship between clinical instructor's Communication satisfaction and their organizational commitment. Design: Descriptive correlational design was utilized in this study. Setting: The present study was carried out at the faculty of nursing-Cairo University. Subjects: A convenient sample of (125) clinical instructors who are working at the faculty of nursing-Cairo University and are willing to participate in the study constituted the study sample. Tools: Data of the present study were collected through utilizing the following two tools: Communication Satisfaction Questionnaire (CSQ) and Organizational Commitment Questionnaire (OCQ). Results: The findings of the present study indicated that there was an explicit positive relationship between clinical instructor's communication satisfaction and their organizational commitment, there was a statistical significant correlation between clinical instructor's satisfaction with the current position and communication satisfaction and their organizational commitment. Recommendations: replication of this study is recommended in private and governmental educational organizations, organizations can improve communication by providing opportunities for training programs and workshops for continues improvement with the focus on effective communication and future research studies conducted to investigate the relationship between communication satisfaction and other variables as job satisfaction, turnover and productivity .
International Journal of Nursing and Health Science, 2019
SOJ Nursing & Health Care, 2016
Background: In recent years, advocacy of patients rights gain greater attention in both internati... more Background: In recent years, advocacy of patients rights gain greater attention in both international and regional level. Healthcare organizations seeking quality developed laws, rules and standards that protect patient rights. Nurse's interns during internship year play an important role in providing patient care during world wide problem of nurses' shortage, although they are considered a novice trainer. Aim: Assess the nursing interns' perceptions regarding patients' rights and patients 'advocacy. Design: Descriptive design was used in this study. Sample: Convenient sample of nurses ' intern who undertaken their internship year during (2015-2016) were constitute the present study sample. The total number of the sample (No= 111 out of 170)). Tools: The data was collected through using two questionnaires: questionnaire which assesses the patient right and the patient's advocacy questionnaire. Results: The study illustrated that the nurses' interns highly perceived that patient should receive respectful and nondiscriminatory service. Also, as advocate they highly perceived that patients should be provided with interpreters to communicate with health care staff. Recommendation: It is recommended that, developing and disseminating disclosure policy hospital wide and creating a system for patient's complaints follow up and management.
The Medical Journal of Cairo University, 2018
Background: Absenteeism and job satisfaction in nursing are attitudes reflecting on productivity,... more Background: Absenteeism and job satisfaction in nursing are attitudes reflecting on productivity, quality of patient care, and the personal life of nursing staff. Some research has found no correlation between these two variables whereas other studies indicate a weak to moderate relationship between these two variables. Aim of Study: To investigate the relationship between absenteeism rate and job satisfaction among ICU nurses in selected hospitals.
The Medical Journal of Cairo University, 2020
Background: Power in an organization is derived from the employee's ability to gain access to eff... more Background: Power in an organization is derived from the employee's ability to gain access to effective support, information, opportunity, and needed resources. Power enables nurses to have control over their own practice. Studies reveled that nurses who obtained power perceived high level of job satisfaction. Aim of Study: The present study aimed to assess the staff nursing perception of power and its relation to job satisfaction.
International Journal of Nursing Didactics, 2019
Background: Organizations involve individuals with diverse backgrounds, skills and experience; th... more Background: Organizations involve individuals with diverse backgrounds, skills and experience; they work together as a supportive entity to attain definite goals and objectives. The major responsibility of healthcare owners is to generate and sustain a positive organizational culture and organizational trust that is free of lack of respect and workplace bullying. Aim: the present study aimed to assess the relationship of organizational culture, organizational trust and workplace bullying among staff nurses at public and private hospitals. Research design: A descriptive correlation comparative design was utilized. Sample: All staff nurses (n=176) who agreed to participate in the study at time of data collection and had at least one year of experience were included, public hospital (n= 87) and private hospital (n= 89). Setting: The present study was conducted at two public and two private hospitals in Cairo. Tools: Three questionnaires were developed guided by literature 1-The Organizational Culture Assessment Instrument, 2-Organizational trust questionnaire3-Negative Acts Questionnaire-Revised (NAQ-R). Results: showed that more than half (57.4%) of staff nurses bullied by patients, there was a statistical significant difference between total staff nurses perception of organizational culture (t=-8.83-, p = 0.00) at public and private hospitals and their perception of organizational trust (t=-3.93-, p = 0.00) at public and private hospitals. Highest mean score in total perception of organizational culture and organizational trust (54.9 ± 12.37 and (65.56 ± 12.85) respectively in private hospitals compared to public hospitals. There was no statistical difference between all dimensions and total nurses' perception regarding bullying in public and private hospitals. Moreover, there was a statistical significant positive correlation (r=.529 **) between organizational culture and organizational trust. While, there was a statistical significant negative correlation among organizational culture, organizational trust and bullying (r=-.157 * and r=-.300 **) respectively. Conclusion: The present study concluded that there were significant difference between staff nurses perception of organizational culture and organizational trust in public and private setting. While, there was no significant difference between bullying in private and public setting. Recommendations: Develop polices by administrators to prevent patients and relative workplace bullying. Develop strategic plan to enhance organizational culture and organizational trust in public healthcare settings. Increase awareness about workplace bullying.
Background: Nowadays, healthcare organizations consider delegation as a critical issue for achiev... more Background: Nowadays, healthcare organizations consider delegation as a critical issue for achievement of job empowerment and loyalty. Aim: To assess nurses' perception regarding nurse managers' delegation skills and its relation to their job empowerment and loyalty Design: Descriptive correlational design was utilized. Setting: Study was conducted at New Kaser El-Aini Teaching Hospital. Subjects: Convenient sample of staff nurses (118) who were providing direct care and willing to take part into the study. Tools: Three developed questionnaires were used for data collection: delegation skills (29 items), job empowerment (23 items) and job loyalty (12 items). Results: The study findings conclude that nurses were highly perceived all the dimensions of delegation skills (mean % = 85.44). Around half of them had low (42.4%) empowerment level, one third of the nurses (34.7%, 33.9% & 31.4%) respectively perceived low, medium and high level of loyalty. There was a positive statistical significant correlation between nurses perception of nurse manager delegation skills, and their empowerment and loyalty (P=0.00). Recommendations: Hospital administrators should generate a strategic plan to improve nurses' empowerment and loyalty level, develop essential guidelines for delegation, and design educational program for nurse about duties and instructions of delegated tasks.
Background: Absenteeism and job satisfaction in nursing are attitudes reflecting on productivity,... more Background: Absenteeism and job satisfaction in nursing are attitudes reflecting on productivity, quality of patient care, and the personal life of nursing staff. Some research has found no correlation between these two variables whereas other studies indicate a weak to moderate relationship between these two variables.
Background: Power in an organization is derived from the employee's ability to gain access to eff... more Background: Power in an organization is derived from the employee's ability to gain access to effective support, information, opportunity, and needed resources. Power enables nurses to have control over their own practice. Studies reveled that nurses who obtained power perceived high level of job satisfaction.
Background: Assessment of staff nurses' perception regarding ethical climate, ethical behavior an... more Background: Assessment of staff nurses' perception regarding ethical climate, ethical behavior and professional values can help nursing administrators to discover more successful strategies toward improving their well-being and decreasing work-related stress. Aim: The present study was conducted to investigate the relationship among ethical climate, ethical behavior and professional values as perceived by staff nurses at two different hospitals. Design: Descriptive correlation for comparative design was utilized to achieve the aim of the present study. Setting: The present study was conducted at two different health care (private and teaching) sectors. Subjects: Convenient sample of staff nurses (n=194) who agreed to share in this study. They were divided as follows: (n=89) from private hospital and (n=105) from teaching hospital. Tools: Data were collected using three questionnaires: ethical climate (26 items), ethical behavior (12 items) and nurses' professional value (26 items). Results: The study illustrated that there was no statistically significant difference among total perception of staff nurses' regarding ethical climate, ethical behavior and professional values at private and teaching hospitals (p=0.16, p=0.34 and p=0.28) respectively. Staff nurses had high mean % regarding their perception of professional values (87.66%), ethical behavior (86.74%), and ethical climate (83.32%). There was a strong positive statistically significant relation between total perception of ethical climate, ethical behavior and professional values (p=0.00). Finally, a strong positive statistically significant relation among total staff nurse's perception of ethical behavior and professional values (p = 0.00). Conclusion: There were no statistically significant deference among total perception of staff nurses toward ethical climate, ethical behavior and professional values at private and teaching hospitals. There was a strong positive statistically significant relation between total perception of ethical climate, ethical behavior and professional values. Recommendations: Nursing administrators should support achievement of ethical climate, nurses should update their knowledge regarding professional nursing ethics, through engaging periodically in workshop and training programs and nursing educator should integrate ethical practice into nursing curricula.
Background: Health care organizations with improper work practice environments had a higher perce... more Background: Health care organizations with improper work practice environments had a higher percentage of nurses who reporting high levels of burnout. The practice environment was found to have significant effects on burnout. This make nurses lose their capability to adjust to the work environment and show negative attitudes toward their job, their coworkers, and their patients. Moreover, nurses' decision making quality is a very important component of good clinical practice and nurses' ability to make decisions is affected by the dynamic of work environment. Aim: The present study was conducted to investigate the relation of critical care practice environment, burnout and decision making ability among staff nurses at a selected teaching hospital. Setting: This study was conducted at Teaching Hospital affiliated to Cairo University. Research design: Descriptive correlation design. Sample: A convenient sample of all nurses who agreed to participate in the study at data collection time. Their total number was (n=150) nurses. Tools: Data were collected through utilizing three tools as follows: I-First tool was the Practice Environment Scale of the Nursing Work Index, II-Second tool was the Burnout Inventory and III-Third tool was the Staff Nurses' Decision Making Abilities Questionnaire. Results& conclusion: The present study concluded that there was a statistical significant correlation between critical care practice environment and nurses' burnout and nurses' decision making ability. While there was no statistical significant correlation between nurses' burnout and nurses' decision making ability. Recommendations: It was recommended that Managers should create and maintain a practice environment that fosters and supports nurses' decision making ability. Administrators and health policy makers must review current organizational policies to reduce barriers in the work practice environment to facilitate opportunities for the provision of nursingbased decisional support.
Organizations involve individuals with diverse backgrounds, skills and experience; they work toge... more Organizations involve individuals with diverse backgrounds, skills and experience; they work together as a supportive entity to attain definite goals and objectives. The major responsibility of healthcare owners is to generate and sustain a positive organizational culture and organizational trust that is free of lack of respect and workplace bullying. Aim: the present study aimed to assess the relationship of organizational culture, organizational trust and workplace bullying among staff nurses at public and private hospitals. Research design: A descriptive correlation comparative design was utilized. Sample: All staff nurses (n=176) who agreed to participate in the study at time of data collection and had at least one year of experience were included, public hospital (n= 87) and private hospital (n= 89). Setting: The present study was conducted at two public and two private hospitals in Cairo. Tools: Three questionnaires were developed guided by literature 1-The Organizational Culture Assessment Instrument, 2-Organizational trust questionnaire3-Negative Acts Questionnaire-Revised (NAQ-R). Results: showed that more than half (57.4%) of staff nurses bullied by patients, there was a statistical significant difference between total staff nurses perception of organizational culture (t=-8.83-, p = 0.00) at public and private hospitals and their perception of organizational trust (t= -3.93-, p = 0.00) at public and private hospitals. Highest mean score in total perception of organizational culture and organizational trust (54.9 ± 12.37 and (65.56 ± 12.85) respectively in private hospitals compared to public hospitals. There was no statistical difference between all dimensions and total nurses' perception regarding bullying in public and private hospitals. Moreover, there was a statistical significant positive correlation (r=.529 ** ) between organizational culture and organizational trust. While, there was a statistical significant negative correlation among organizational culture, organizational trust and bullying (r= -.157 * and r= -.300 ** ) respectively. Conclusion: The present study concluded that there were significant difference between staff nurses perception of organizational culture and organizational trust in public and private setting. While, there was no significant difference between bullying in private and public setting. Recommendations: Develop polices by administrators to prevent patients and relative workplace bullying. Develop strategic plan to enhance organizational culture and organizational trust in public healthcare settings. Increase awareness about workplace bullying.
Background: Assessment of staff nurses' perception regarding ethical climate, ethical behavior an... more Background: Assessment of staff nurses' perception regarding ethical climate, ethical behavior and professional values can help nursing administrators to discover more successful strategies toward improving their well-being and decreasing work-related stress. Aim: The present study was conducted to investigate the relationship among ethical climate, ethical behavior and professional values as perceived by staff nurses at two different hospitals. Design: Descriptive correlation for comparative design was utilized to achieve the aim of the present study. Setting: The present study was conducted at two different health care (private and teaching) sectors. Subjects: Convenient sample of staff nurses (n=194) who agreed to share in this study. They were divided as follows: (n=89) from private hospital and (n=105) from teaching hospital. Tools: Data were collected using three questionnaires: ethical climate (26 items), ethical behavior (12 items) and nurses' professional value (26 items). Results: The study illustrated that there was no statistically significant difference among total perception of staff nurses' regarding ethical climate, ethical behavior and professional values at private and teaching hospitals (p=0.16, p=0.34 and p=0.28) respectively. Staff nurses had high mean % regarding their perception of professional values (87.66%), ethical behavior (86.74%), and ethical climate (83.32%). There was a strong positive statistically significant relation between total perception of ethical climate, ethical behavior and professional values (p=0.00). Finally, a strong positive statistically significant relation among total staff nurse's perception of ethical behavior and professional values (p = 0.00). Conclusion: There were no statistically significant deference among total perception of staff nurses toward ethical climate, ethical behavior and professional values at private and teaching hospitals. There was a strong positive statistically significant relation between total perception of ethical climate, ethical behavior and professional values. Recommendations: Nursing administrators should support achievement of ethical climate, nurses should update their knowledge regarding professional nursing ethics, through engaging periodically in workshop and training programs and nursing educator should integrate ethical practice into nursing curricula.
Background: Assessment of staff nurses' perception regarding ethical climate, ethical behavior an... more Background: Assessment of staff nurses' perception regarding ethical climate, ethical behavior and professional values can help nursing administrators to discover more successful strategies toward improving their well-being and decreasing work-related stress. Aim: The present study was conducted to investigate the relationship among ethical climate, ethical behavior and professional values as perceived by staff nurses at two different hospitals. Design: Descriptive correlation for comparative design was utilized to achieve the aim of the present study. Setting: The present study was conducted at two different health care (private and teaching) sectors. Subjects: Convenient sample of staff nurses (n=194) who agreed to share in this study. They were divided as follows: (n=89) from private hospital and (n=105) from teaching hospital. Tools: Data were collected using three questionnaires: ethical climate (26 items), ethical behavior (12 items) and nurses' professional value (26 items). Results: The study illustrated that there was no statistically significant difference among total perception of staff nurses' regarding ethical climate, ethical behavior and professional values at private and teaching hospitals (p=0.16, p=0.34 and p=0.28) respectively. Staff nurses had high mean % regarding their perception of professional values (87.66%), ethical behavior (86.74%), and ethical climate (83.32%). There was a strong positive statistically significant relation between total perception of ethical climate, ethical behavior and professional values (p=0.00). Finally, a strong positive statistically significant relation among total staff nurse's perception of ethical behavior and professional values (p = 0.00). Conclusion: There were no statistically significant deference among total perception of staff nurses toward ethical climate, ethical behavior and professional values at private and teaching hospitals. There was a strong positive statistically significant relation between total perception of ethical climate, ethical behavior and professional values. Recommendations: Nursing administrators should support achievement of ethical climate, nurses should update their knowledge regarding professional nursing ethics, through engaging periodically in workshop and training programs and nursing educator should integrate ethical practice into nursing curricula.
Background: Nurses constitute huge proportion of manpower within healthcare organization. Their c... more Background: Nurses constitute huge proportion of manpower within healthcare organization. Their commitment to nursing as a career is important issue that should be addressed, few researches have focused on the relation between nurses' participation in hospital affairs and their career commitment which will be consequently beneficial for both individuals and their employing organizations. Aim: The present study aimed to examine the relationship between nurses' participation in hospital affairs and career commitment. Setting: The study was carried out at eight intensive care units at Manial university hospital, Egypt. Sample: A convenient sample of staff nurses working at critical care units, the total number of the study sample (N=112). Tool: The three tools were used:1-demographic data. 2-The nurse participation in hospital affairs subscale of the Practice Environment Scale of the Nursing Work Index (NPHA of PES-NWI). 3-Career Commitment Questionnaire. Results & Conclusion: There was no relationship between nurses' participation in hospital affairs and career commitment and there was only significant relationship between nurses' education and nurses' participation in hospital affairs. Recommendations: It's recommended that hospital management needs to implement strategies to enhance supportive work climate, job-related benefits, improve nurses' participation in hospital affairs and in making decisions related to their practice that in turn improve nursing career commitment
Egyptian Nursing Journal /Egyptian Journal of Nursing, Sep 1, 2023
Journal of Xi'an Shiyou University, Natural Sciences Edition, 2023
Health care organizations identify the job crafting role for employees as, it led to work engagem... more Health care organizations identify the job crafting role for employees as, it led to work engagement and job performance by providing employees with the resources, alignment with personal values and strengths, and opportunities for learning and development that create a more engaged and productive workforce that ultimately benefits both employees and the organization. Aim: to measure the impact of job crafting educational program on nurses work engagement and job performance. Design: A quasi experimental design was utilized in this study.
Journal of Xi'an Shiyou University, Natural Sciences Edition, 2023
Background: Patient safety is a crucial principle in healthcare, requiring strategic planning, co... more Background: Patient safety is a crucial principle in healthcare, requiring strategic planning, consistent practices, and targeted training programs. Aim: The study examined the impact of patient safety training programs on nursing staff compliance with safety goals and safety culture. Design: A quasi-experimental research was utilized. Setting: The study was conducted at Al Kaser ElAini Teaching Hospital, affiliated with Cairo University. Subjects: All nursing staff (n=40) at the selected critical care units. Tools: Data was collected via a patient safety knowledge test, a safety culture survey, and an observational checklist of compliance with safety goals. Results: The study revealed significant statistical differences in total knowledge and knowledge dimensions during assessment periods. It also revealed significant differences in total patient safety culture and all dimensions. The total mean score across all dimensions increased significantly from x̄= 65.53 pre-program to x̄=153.79 post-program and x̄=147.00 at follow-up. Additionally, there were significant differences in total compliance with patient safety goals mean scores and all dimensions, with the overall total mean compliance score increased from (x̄=34.64) pre-program to (x̄=56.83) post-program. Conclusion: The study found a significant improvement in nursing staff's knowledge test scores, patient safety culture, and compliance with safety goals immediately and three months after program implementation compared to before. Recommendations: Healthcare administrators should consider implementing regular patient safety training programs to enhance nursing staff knowledge of patient safety, foster a patient safety culture, and promote compliance with safety goals.
ournal of Xi’an Shiyou University, Natural Science Edition , 2023
Introduction: No blame culture was introduced as a method to improve the quality of care and pati... more Introduction: No blame culture was introduced as a method to improve the quality of care and patient safety by learning from mistakes and make the errors a learning opportunity to make future improvements and minimize the potential of future errors. Aim: examine the effect of noblame culture educational program on head nurses' knowledge, staff nurses' satisfaction, and error reporting. Research design: A quasi-experimental research design was utilized in this study. Sample: two sample used to collect data of study: a convenient sample of head nurses/charge nurses (no=30) and convenient sample of staff nurses working with head nurses (no=120). Setting: Study was conducted at all intensive care units (10 units) at new kasr Al-ainy teaching hospital. Tools of data collection: five tools as follows: First tool: head nurse personal characteristics data sheet, Second tool for head nurses: No blame culture knowledge questionnaire (pre-posttest) , Third tool: Staff nurses personal characteristics data sheet, Fourth tool for staff nurse: Staff nurses' satisfaction questionnaire, and Fifth tool for staff nurses: Staff nurses' errors reporting questionnaire. Results: There was a statistical significant difference between mean scores of knowledge regarding no blame culture of head nurses during different periods of testing (P=0.00), a highly statistical significant difference between staff nurses' satisfaction levels(X2=49.6, P=0.00)and a highly statistical significant difference between mean scores of all dimensions of staff nurses errors reporting (p=0.00) during different periods of testing (before program-immediately after program-3 months after program). Conclusion: there was an increase in total knowledge mean test scores of head nurses, an increase in the moderate job satisfaction level, and an increase in total mean percent of staff nurses' errors reporting after program implementation and 3 months after program compared to before program. Recommendation: Develop and apply policies of no blame culture, and provide no blame culture educational program for all managerial levels at different health care setting.
Egyptian Journal of Health Care, 2016
IOSR Journal of Nursing and Health Science, 2016
Background: Worker's communication satisfaction begins to be an important factor in determining o... more Background: Worker's communication satisfaction begins to be an important factor in determining organizational commitment of employees. Employees tend to feel happy and loyal to the organization if they have a good communication relationship. Aim: The main purpose of this study was to examine the relationship between clinical instructor's Communication satisfaction and their organizational commitment. Design: Descriptive correlational design was utilized in this study. Setting: The present study was carried out at the faculty of nursing-Cairo University. Subjects: A convenient sample of (125) clinical instructors who are working at the faculty of nursing-Cairo University and are willing to participate in the study constituted the study sample. Tools: Data of the present study were collected through utilizing the following two tools: Communication Satisfaction Questionnaire (CSQ) and Organizational Commitment Questionnaire (OCQ). Results: The findings of the present study indicated that there was an explicit positive relationship between clinical instructor's communication satisfaction and their organizational commitment, there was a statistical significant correlation between clinical instructor's satisfaction with the current position and communication satisfaction and their organizational commitment. Recommendations: replication of this study is recommended in private and governmental educational organizations, organizations can improve communication by providing opportunities for training programs and workshops for continues improvement with the focus on effective communication and future research studies conducted to investigate the relationship between communication satisfaction and other variables as job satisfaction, turnover and productivity .
International Journal of Nursing and Health Science, 2019
SOJ Nursing & Health Care, 2016
Background: In recent years, advocacy of patients rights gain greater attention in both internati... more Background: In recent years, advocacy of patients rights gain greater attention in both international and regional level. Healthcare organizations seeking quality developed laws, rules and standards that protect patient rights. Nurse's interns during internship year play an important role in providing patient care during world wide problem of nurses' shortage, although they are considered a novice trainer. Aim: Assess the nursing interns' perceptions regarding patients' rights and patients 'advocacy. Design: Descriptive design was used in this study. Sample: Convenient sample of nurses ' intern who undertaken their internship year during (2015-2016) were constitute the present study sample. The total number of the sample (No= 111 out of 170)). Tools: The data was collected through using two questionnaires: questionnaire which assesses the patient right and the patient's advocacy questionnaire. Results: The study illustrated that the nurses' interns highly perceived that patient should receive respectful and nondiscriminatory service. Also, as advocate they highly perceived that patients should be provided with interpreters to communicate with health care staff. Recommendation: It is recommended that, developing and disseminating disclosure policy hospital wide and creating a system for patient's complaints follow up and management.
The Medical Journal of Cairo University, 2018
Background: Absenteeism and job satisfaction in nursing are attitudes reflecting on productivity,... more Background: Absenteeism and job satisfaction in nursing are attitudes reflecting on productivity, quality of patient care, and the personal life of nursing staff. Some research has found no correlation between these two variables whereas other studies indicate a weak to moderate relationship between these two variables. Aim of Study: To investigate the relationship between absenteeism rate and job satisfaction among ICU nurses in selected hospitals.
The Medical Journal of Cairo University, 2020
Background: Power in an organization is derived from the employee's ability to gain access to eff... more Background: Power in an organization is derived from the employee's ability to gain access to effective support, information, opportunity, and needed resources. Power enables nurses to have control over their own practice. Studies reveled that nurses who obtained power perceived high level of job satisfaction. Aim of Study: The present study aimed to assess the staff nursing perception of power and its relation to job satisfaction.
International Journal of Nursing Didactics, 2019
Background: Organizations involve individuals with diverse backgrounds, skills and experience; th... more Background: Organizations involve individuals with diverse backgrounds, skills and experience; they work together as a supportive entity to attain definite goals and objectives. The major responsibility of healthcare owners is to generate and sustain a positive organizational culture and organizational trust that is free of lack of respect and workplace bullying. Aim: the present study aimed to assess the relationship of organizational culture, organizational trust and workplace bullying among staff nurses at public and private hospitals. Research design: A descriptive correlation comparative design was utilized. Sample: All staff nurses (n=176) who agreed to participate in the study at time of data collection and had at least one year of experience were included, public hospital (n= 87) and private hospital (n= 89). Setting: The present study was conducted at two public and two private hospitals in Cairo. Tools: Three questionnaires were developed guided by literature 1-The Organizational Culture Assessment Instrument, 2-Organizational trust questionnaire3-Negative Acts Questionnaire-Revised (NAQ-R). Results: showed that more than half (57.4%) of staff nurses bullied by patients, there was a statistical significant difference between total staff nurses perception of organizational culture (t=-8.83-, p = 0.00) at public and private hospitals and their perception of organizational trust (t=-3.93-, p = 0.00) at public and private hospitals. Highest mean score in total perception of organizational culture and organizational trust (54.9 ± 12.37 and (65.56 ± 12.85) respectively in private hospitals compared to public hospitals. There was no statistical difference between all dimensions and total nurses' perception regarding bullying in public and private hospitals. Moreover, there was a statistical significant positive correlation (r=.529 **) between organizational culture and organizational trust. While, there was a statistical significant negative correlation among organizational culture, organizational trust and bullying (r=-.157 * and r=-.300 **) respectively. Conclusion: The present study concluded that there were significant difference between staff nurses perception of organizational culture and organizational trust in public and private setting. While, there was no significant difference between bullying in private and public setting. Recommendations: Develop polices by administrators to prevent patients and relative workplace bullying. Develop strategic plan to enhance organizational culture and organizational trust in public healthcare settings. Increase awareness about workplace bullying.
Background: Nowadays, healthcare organizations consider delegation as a critical issue for achiev... more Background: Nowadays, healthcare organizations consider delegation as a critical issue for achievement of job empowerment and loyalty. Aim: To assess nurses' perception regarding nurse managers' delegation skills and its relation to their job empowerment and loyalty Design: Descriptive correlational design was utilized. Setting: Study was conducted at New Kaser El-Aini Teaching Hospital. Subjects: Convenient sample of staff nurses (118) who were providing direct care and willing to take part into the study. Tools: Three developed questionnaires were used for data collection: delegation skills (29 items), job empowerment (23 items) and job loyalty (12 items). Results: The study findings conclude that nurses were highly perceived all the dimensions of delegation skills (mean % = 85.44). Around half of them had low (42.4%) empowerment level, one third of the nurses (34.7%, 33.9% & 31.4%) respectively perceived low, medium and high level of loyalty. There was a positive statistical significant correlation between nurses perception of nurse manager delegation skills, and their empowerment and loyalty (P=0.00). Recommendations: Hospital administrators should generate a strategic plan to improve nurses' empowerment and loyalty level, develop essential guidelines for delegation, and design educational program for nurse about duties and instructions of delegated tasks.
Background: Absenteeism and job satisfaction in nursing are attitudes reflecting on productivity,... more Background: Absenteeism and job satisfaction in nursing are attitudes reflecting on productivity, quality of patient care, and the personal life of nursing staff. Some research has found no correlation between these two variables whereas other studies indicate a weak to moderate relationship between these two variables.
Background: Power in an organization is derived from the employee's ability to gain access to eff... more Background: Power in an organization is derived from the employee's ability to gain access to effective support, information, opportunity, and needed resources. Power enables nurses to have control over their own practice. Studies reveled that nurses who obtained power perceived high level of job satisfaction.
Background: Assessment of staff nurses' perception regarding ethical climate, ethical behavior an... more Background: Assessment of staff nurses' perception regarding ethical climate, ethical behavior and professional values can help nursing administrators to discover more successful strategies toward improving their well-being and decreasing work-related stress. Aim: The present study was conducted to investigate the relationship among ethical climate, ethical behavior and professional values as perceived by staff nurses at two different hospitals. Design: Descriptive correlation for comparative design was utilized to achieve the aim of the present study. Setting: The present study was conducted at two different health care (private and teaching) sectors. Subjects: Convenient sample of staff nurses (n=194) who agreed to share in this study. They were divided as follows: (n=89) from private hospital and (n=105) from teaching hospital. Tools: Data were collected using three questionnaires: ethical climate (26 items), ethical behavior (12 items) and nurses' professional value (26 items). Results: The study illustrated that there was no statistically significant difference among total perception of staff nurses' regarding ethical climate, ethical behavior and professional values at private and teaching hospitals (p=0.16, p=0.34 and p=0.28) respectively. Staff nurses had high mean % regarding their perception of professional values (87.66%), ethical behavior (86.74%), and ethical climate (83.32%). There was a strong positive statistically significant relation between total perception of ethical climate, ethical behavior and professional values (p=0.00). Finally, a strong positive statistically significant relation among total staff nurse's perception of ethical behavior and professional values (p = 0.00). Conclusion: There were no statistically significant deference among total perception of staff nurses toward ethical climate, ethical behavior and professional values at private and teaching hospitals. There was a strong positive statistically significant relation between total perception of ethical climate, ethical behavior and professional values. Recommendations: Nursing administrators should support achievement of ethical climate, nurses should update their knowledge regarding professional nursing ethics, through engaging periodically in workshop and training programs and nursing educator should integrate ethical practice into nursing curricula.
Background: Health care organizations with improper work practice environments had a higher perce... more Background: Health care organizations with improper work practice environments had a higher percentage of nurses who reporting high levels of burnout. The practice environment was found to have significant effects on burnout. This make nurses lose their capability to adjust to the work environment and show negative attitudes toward their job, their coworkers, and their patients. Moreover, nurses' decision making quality is a very important component of good clinical practice and nurses' ability to make decisions is affected by the dynamic of work environment. Aim: The present study was conducted to investigate the relation of critical care practice environment, burnout and decision making ability among staff nurses at a selected teaching hospital. Setting: This study was conducted at Teaching Hospital affiliated to Cairo University. Research design: Descriptive correlation design. Sample: A convenient sample of all nurses who agreed to participate in the study at data collection time. Their total number was (n=150) nurses. Tools: Data were collected through utilizing three tools as follows: I-First tool was the Practice Environment Scale of the Nursing Work Index, II-Second tool was the Burnout Inventory and III-Third tool was the Staff Nurses' Decision Making Abilities Questionnaire. Results& conclusion: The present study concluded that there was a statistical significant correlation between critical care practice environment and nurses' burnout and nurses' decision making ability. While there was no statistical significant correlation between nurses' burnout and nurses' decision making ability. Recommendations: It was recommended that Managers should create and maintain a practice environment that fosters and supports nurses' decision making ability. Administrators and health policy makers must review current organizational policies to reduce barriers in the work practice environment to facilitate opportunities for the provision of nursingbased decisional support.
Organizations involve individuals with diverse backgrounds, skills and experience; they work toge... more Organizations involve individuals with diverse backgrounds, skills and experience; they work together as a supportive entity to attain definite goals and objectives. The major responsibility of healthcare owners is to generate and sustain a positive organizational culture and organizational trust that is free of lack of respect and workplace bullying. Aim: the present study aimed to assess the relationship of organizational culture, organizational trust and workplace bullying among staff nurses at public and private hospitals. Research design: A descriptive correlation comparative design was utilized. Sample: All staff nurses (n=176) who agreed to participate in the study at time of data collection and had at least one year of experience were included, public hospital (n= 87) and private hospital (n= 89). Setting: The present study was conducted at two public and two private hospitals in Cairo. Tools: Three questionnaires were developed guided by literature 1-The Organizational Culture Assessment Instrument, 2-Organizational trust questionnaire3-Negative Acts Questionnaire-Revised (NAQ-R). Results: showed that more than half (57.4%) of staff nurses bullied by patients, there was a statistical significant difference between total staff nurses perception of organizational culture (t=-8.83-, p = 0.00) at public and private hospitals and their perception of organizational trust (t= -3.93-, p = 0.00) at public and private hospitals. Highest mean score in total perception of organizational culture and organizational trust (54.9 ± 12.37 and (65.56 ± 12.85) respectively in private hospitals compared to public hospitals. There was no statistical difference between all dimensions and total nurses' perception regarding bullying in public and private hospitals. Moreover, there was a statistical significant positive correlation (r=.529 ** ) between organizational culture and organizational trust. While, there was a statistical significant negative correlation among organizational culture, organizational trust and bullying (r= -.157 * and r= -.300 ** ) respectively. Conclusion: The present study concluded that there were significant difference between staff nurses perception of organizational culture and organizational trust in public and private setting. While, there was no significant difference between bullying in private and public setting. Recommendations: Develop polices by administrators to prevent patients and relative workplace bullying. Develop strategic plan to enhance organizational culture and organizational trust in public healthcare settings. Increase awareness about workplace bullying.
Background: Assessment of staff nurses' perception regarding ethical climate, ethical behavior an... more Background: Assessment of staff nurses' perception regarding ethical climate, ethical behavior and professional values can help nursing administrators to discover more successful strategies toward improving their well-being and decreasing work-related stress. Aim: The present study was conducted to investigate the relationship among ethical climate, ethical behavior and professional values as perceived by staff nurses at two different hospitals. Design: Descriptive correlation for comparative design was utilized to achieve the aim of the present study. Setting: The present study was conducted at two different health care (private and teaching) sectors. Subjects: Convenient sample of staff nurses (n=194) who agreed to share in this study. They were divided as follows: (n=89) from private hospital and (n=105) from teaching hospital. Tools: Data were collected using three questionnaires: ethical climate (26 items), ethical behavior (12 items) and nurses' professional value (26 items). Results: The study illustrated that there was no statistically significant difference among total perception of staff nurses' regarding ethical climate, ethical behavior and professional values at private and teaching hospitals (p=0.16, p=0.34 and p=0.28) respectively. Staff nurses had high mean % regarding their perception of professional values (87.66%), ethical behavior (86.74%), and ethical climate (83.32%). There was a strong positive statistically significant relation between total perception of ethical climate, ethical behavior and professional values (p=0.00). Finally, a strong positive statistically significant relation among total staff nurse's perception of ethical behavior and professional values (p = 0.00). Conclusion: There were no statistically significant deference among total perception of staff nurses toward ethical climate, ethical behavior and professional values at private and teaching hospitals. There was a strong positive statistically significant relation between total perception of ethical climate, ethical behavior and professional values. Recommendations: Nursing administrators should support achievement of ethical climate, nurses should update their knowledge regarding professional nursing ethics, through engaging periodically in workshop and training programs and nursing educator should integrate ethical practice into nursing curricula.
Background: Assessment of staff nurses' perception regarding ethical climate, ethical behavior an... more Background: Assessment of staff nurses' perception regarding ethical climate, ethical behavior and professional values can help nursing administrators to discover more successful strategies toward improving their well-being and decreasing work-related stress. Aim: The present study was conducted to investigate the relationship among ethical climate, ethical behavior and professional values as perceived by staff nurses at two different hospitals. Design: Descriptive correlation for comparative design was utilized to achieve the aim of the present study. Setting: The present study was conducted at two different health care (private and teaching) sectors. Subjects: Convenient sample of staff nurses (n=194) who agreed to share in this study. They were divided as follows: (n=89) from private hospital and (n=105) from teaching hospital. Tools: Data were collected using three questionnaires: ethical climate (26 items), ethical behavior (12 items) and nurses' professional value (26 items). Results: The study illustrated that there was no statistically significant difference among total perception of staff nurses' regarding ethical climate, ethical behavior and professional values at private and teaching hospitals (p=0.16, p=0.34 and p=0.28) respectively. Staff nurses had high mean % regarding their perception of professional values (87.66%), ethical behavior (86.74%), and ethical climate (83.32%). There was a strong positive statistically significant relation between total perception of ethical climate, ethical behavior and professional values (p=0.00). Finally, a strong positive statistically significant relation among total staff nurse's perception of ethical behavior and professional values (p = 0.00). Conclusion: There were no statistically significant deference among total perception of staff nurses toward ethical climate, ethical behavior and professional values at private and teaching hospitals. There was a strong positive statistically significant relation between total perception of ethical climate, ethical behavior and professional values. Recommendations: Nursing administrators should support achievement of ethical climate, nurses should update their knowledge regarding professional nursing ethics, through engaging periodically in workshop and training programs and nursing educator should integrate ethical practice into nursing curricula.
Background: Nurses constitute huge proportion of manpower within healthcare organization. Their c... more Background: Nurses constitute huge proportion of manpower within healthcare organization. Their commitment to nursing as a career is important issue that should be addressed, few researches have focused on the relation between nurses' participation in hospital affairs and their career commitment which will be consequently beneficial for both individuals and their employing organizations. Aim: The present study aimed to examine the relationship between nurses' participation in hospital affairs and career commitment. Setting: The study was carried out at eight intensive care units at Manial university hospital, Egypt. Sample: A convenient sample of staff nurses working at critical care units, the total number of the study sample (N=112). Tool: The three tools were used:1-demographic data. 2-The nurse participation in hospital affairs subscale of the Practice Environment Scale of the Nursing Work Index (NPHA of PES-NWI). 3-Career Commitment Questionnaire. Results & Conclusion: There was no relationship between nurses' participation in hospital affairs and career commitment and there was only significant relationship between nurses' education and nurses' participation in hospital affairs. Recommendations: It's recommended that hospital management needs to implement strategies to enhance supportive work climate, job-related benefits, improve nurses' participation in hospital affairs and in making decisions related to their practice that in turn improve nursing career commitment