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Papers by Sanaa Safan

Menoufia Nursing Journal, Dec 1, 2023

Handoffs involve the transfer of essential information when the responsibility for care shifts fr... more Handoffs involve the transfer of essential information when the responsibility for care shifts from one healthcare provider to another. When done effectively, there should be a seamless transition of critical information that results in continuity of patient care. Conceptual clarity about Handoffs gives empirical direction for future research and a theoretical underpinning for the myriad studies about nurses. Purpose: The present study was conducted for the purpose of clarifying and defining the concept of handoffs, importance, component and barriers of handoff. Methods: in this study, the steps of concept analysis were as follows: Select a concept, determine the aims of the concept analysis, identify various definitions of the concept, determine the concept of handoffs and identify importance, component, and barriers of handoff. All studies between the years 2019 and 2023 were reviewed for the purposes of this concept analysis, PubMed, Google search engines, Ovid, and Pro Quest, were scanned and searched using the keywords. Conclusion: Effective handoff not only improves patient satisfaction and safety but also ensures the nurses' satisfaction. The nurses' satisfaction improved significantly following the implementation of an organized handoff process. Nurses felt that they gained good knowledge about the patients and their condition and also there was a chance to question and clarify the doubts. It also paved an opportunity for teaching at the point of care and partnered assessment. Although there was reluctance in the initial period of implementation of organized bed side handoff, later with the leadership support and regular training nurses were found to be highly satisfied with the bed side handoff process. It empowered nurses and ascertained their accountability in patient care and safety.

American Journal of Nursing Science, Jan 16, 2019

Nursing interns face multifaceted issues, obstacles, and problems that oblige them to use clinica... more Nursing interns face multifaceted issues, obstacles, and problems that oblige them to use clinical skills that affect their performance; Some of the intern-nurses expressed anxiety that they had not assumed the opportunity to improve all of the psychomotor skills required to practice efficiently in the clinical setting. Aim: Assess problems and obstacles faced nursing interns and its relation to their performance at the clinical setting. Design: Descriptive, comparative design was used. Setting: Conducted at medical and surgical departments at Benha University Hospital and private Hospitals. Subjects: Convenience sample of nursing interns [150 from Benha University Hospital and 101 nursing interns from private Hospitals. Tools: a) Internship year problems questionnaires b) Nursing interns Obstacles Questionnaire. c) Observation checklist of nursing intern's performance. Results: level of problems occurrence that faced nursing interns during internship year was the average level (65.3%) at Benha University Hospital and Private Hospitals had low level (85.1%) of problems occurrence. Especially the highest mean score of problems dimension were clinical setting; supervision and communication at both hospitals. Additionally there was the highest level of total obstacles present at Benha University were (65.3%) than private Hospitals that faced nursing interns during internship year. The most common obstacles faced nursing interns were social and cultural obstacles, while economic constraints were the lowest obstacles at the study setting. Finally level of nursing interns performance was satisfactory (84.0%) at private Hospitals and unsatisfactory (36.6%) at Benha University Hospital. More ever performance was higher in private Hospitals than Benha University Hospital. Conclusions: There were positive correlation between problems and obstacles facing nursing interns and there were negative correlation between Problems, obstacles, and nursing intern's performance. Recommendations: Nursing colleges should provide good relationship between faculty and training hospital staff and Preparation of nursing interns through well-organized program, especially the clinical experiences part.

American Journal of Nursing Science, 2019

Nursing interns face multifaceted issues, obstacles, and problems that oblige them to use clinica... more Nursing interns face multifaceted issues, obstacles, and problems that oblige them to use clinical skills that affect their performance; Some of the intern-nurses expressed anxiety that they had not assumed the opportunity to improve all of the psychomotor skills required to practice efficiently in the clinical setting. Aim: Assess problems and obstacles faced nursing interns and its relation to their performance at the clinical setting. Design: Descriptive, comparative design was used.Setting: Conducted at medical and surgical departments at Benha University Hospital and private Hospitals. Subjects: Convenience sample of nursing interns [150 from Benha University Hospital and 101 nursing interns from private Hospitals.Tools: a) Internship year problems questionnaires b) Nursing interns Obstacles Questionnaire. c) Observation checklist of nursing intern's performance. Results: level of problems occurrence that faced nursing interns during internship year was the average level (6...

Menoufia Nursing Journal, 2018

Nursing is an emotionally charged profession. The competence to manage emotions and interpersonal... more Nursing is an emotionally charged profession. The competence to manage emotions and interpersonal conflict effectively is essential for nurse managers. So, nurse managers need advanced skills to solve conflicts. The purpose of this study was to assess emotional intelligence role among nurse managers and its relation to conflict management resolution. The design of this study was a descriptive correlational research design. A simple random sample of 30 nursing managers and 281 staff nurses were selected to carry out this study. This study was conducted at Menoufia University Hospital at Shebin El -Kom Menoufia Governorate. Three Instruments were used for data gathering: Job conflict questionnaire, Rahim organizational conflict questionnaire and emotional intelligence questionnaire. The results of this study indicated that the main findings of this study revealed that the most common causes of conflict were related to scarcity of resources and over work load. The most common conflict management strategies that the nurse managers use were collaborating (14.3±1.9) and compromising strategy (16.5±3.7). Moreover, the total level of nurse managers' emotional intelligence was high as reported by their staff nurses. Also, there was a positive correlation between nurse mangers emotional intelligence role and their conflict management resolution. Conclusion; this study concluded that there was a positive correlation between nurse mangers emotional intelligence role and their conflict management strategies. This means that when the level of nurse mangers emotional intelligence was high their level of conflict management was high. Recommendation; Future researches are recommended to replicate the study on a larger sample size in different health care setting.

Menoufia Nursing Journal, Dec 1, 2023

Background: Handoff is crucial for planning patient care, patient evaluation, and patient managem... more Background: Handoff is crucial for planning patient care, patient evaluation, and patient management. The lack of efficiency with handoff communication among nurses and other health care professionals has been problematic. Purpose: was to study the effect of handoff training program on nurses' interns' knowledge, and communication competence. Design: A quasi-experimental research design was used. Setting: Conducted in different governmental and private hospitals where nursing interns enrolled in internship year 2021-2022 method: 150 of intern nursing students (30%) who enrolled in internship year 2021-2022.Data collection Instruments: Handoff knowledge test and communication competence observational checklist were used. Results: There was marked improvement in handoff knowledge among nurses' interns at posttest and follow up test compared with pretest after implementing of training program. Also, more than half of the nurses' interns had unsatisfactory level of handoff knowledge at pretest but, majority of them had satisfactory knowledge level at posttest and slightly decline at follow up test. Furthermore, there was a highly statistically significance and improvement of nurses' intern's communication competence dimensions through program phases. The communication competence level of intern students was high in posttest and follow up test compared with pretest. Conclusion: there was highly statistically significance correlation between hand-off knowledge and communication competence and there was marked effectiveness of the handoff training program on improving the nurses' interns' communication competence. Recommendations: Provide undergraduate students the opportunities to participate in handoff during clinical area.

Clinical Nursing Studies, 2020

Background: While formal education and training establish the basis for new leadership roles, coa... more Background: While formal education and training establish the basis for new leadership roles, coaching helps the nurse manager to put this training into use.Aim: To explore the effect of clinical supervision coaching program in relation to head nurses’ professional identity.Methods: Quasi-experimental research design was employed in conducting the study. This study was conducted at Menoufia University Hospitals, Egypt. A group of (41) head nurses and a group of (205) staff nurses were selected for this study. Three tools were used; Knowledge questionnaire about clinical supervision, clinical supervision effectiveness scale and professional identity questionnaire.Results: The majority of the studied head nurses had inadequate levels of knowledge (95.1%) and clinical supervision effectiveness (65.9%) at the pre coaching phase and had significantly improved in the post and follow up phases. Professional identity was also low (80.5%) at the pre coaching phase and had significantly impro...

Journal of Nursing Education and Practice, Mar 7, 2018

Background and objective: Organizational readiness refers to organizational members' change commi... more Background and objective: Organizational readiness refers to organizational members' change commitment and change efficacy to implement organizational change and confidence in their accumulative abilities to do so. The aim of the study was to assess the nurse managers' behavior in managing change, and the level of the organizational change readiness at selected hospitals at Menofia Governorate. Methods: Design: A descriptive cross-sectional design was used. Setting: The study was conducted at two hospitals, namely University Hospital and Shebin El-Kom Teaching Hospital, in Menofia Governorate, Egypt. Subjects: It consisted of two groups, Group 1: A convenience sample of 136 staff nurses (67 staff nurses from Menofia University Hospital, and 69 from Shebin El-Kom Teaching Hospital), Group 2: All nurse manager available on the time of the study (31 from Menofia University Hospitals, and 30 from Shebin El-Kom Teaching Hospital). Tools: a) Tool one: Change management process Questionnaire, b) Tool two: Change Readiness Assessment Scale. Results: More than half of the nurse managers reported that they have a good behavior in managing change in the organization, while the staff nurses reported that their managers had a bad behavior during the change process. Organizational readiness level was higher in University hospitals than in Teaching hospital as perceived by the study subjects. Conclusions: The nurse managers and staff nurses reported that the organization had a bad readiness level to change. Additionally there was a positive correlation between organizational readiness and manager behavior in managing change. Recommendations: Organization should have a readiness for change to support the change process by possessing the right resources and conditions, a clear insights and goals for the intended change and have the inventiveness, behavior to participate with the change and develop work. Also, agents of change chiefs and management must need to drive a strong reaction for change from the stakeholders that leads to highest performance improvement.

Menoufia Nursing Journal (Print), Nov 1, 2016

Motivation is a major factor for retaining nurses in any organization. Motivated nurses make an o... more Motivation is a major factor for retaining nurses in any organization. Motivated nurses make an organization more strong and help in running all of its processes smoothly ultimately, meeting the organizational goals within the targeted period of time. The purpose of the study: Is to assess the relationship between motivating work factors and nurses' retention. A descriptive correlational design was used; the study was conducted at Menoufia University hospital and Shebin El-Kom teaching hospital. Convenient samples of 315 nurses were recruited from Menoufia University hospital (159) and Shebin El-Kom Teaching hospital (156). Data was collected using two structured questionnaires adapted by the investigator. The first structured questionnaire was Motivational Level Questionnaire. The second structured questionnaire was Nurses' Retention Questionnaire. Results: The majority of the studied nurses reported that the desired motivating work factors ranked as the top five factors were: recognition and appreciation, salary, rewards, advancement and growth, training and development. The actual provided motivating work factors by the studied settings were arranged as the following: job characteristics, working conditions, feedback, training and development, job responsibility, leadership, goal-setting, job security, rewards, salary, advancement and growth, recognition and appreciation, & performance appraisal. The present study showed that the retention factors were salary and incentives, job contents, work environment at semi-equal percentage (40.73%, 41.1%, and 41.02% respectively), while organizational factors were only 36%. Conclusion: There was a very highly statistical significant positive correlation between total motivating work factors and total retention factors (R= 0.89).Recommendations: The results of this study should be disseminated between key persons (hospital administrators) to reduce the liability of demotivation and increase the retention rate of nurses at hospitals. Recognition and appreciation of the good work done by nurses is a key issue that should be tackled seriously by health managers in hospitals.

Menoufia Nursing Journal (Print), May 1, 2022

Background: Nowadays, innovativeness helps organizations in providing value with advanced strateg... more Background: Nowadays, innovativeness helps organizations in providing value with advanced strategies and services, solving client and organizational problems, and providing positive changes to the organization and society. Purpose: Develop and implement an innovative managerial skills training program for nurse managers at Menoufia University hospitals. Design: A quasi-experimental design was utilized at this study. Setting: At different departments in Menoufia University hospital at Shebin El-Kom. Subjects: All available nurse managers (70) were included at this study. Instruments: Three instruments used for data collection: Instrument I; Needs assessment questionnaire, Instrument II; Self-administered knowledge questionnaire, and Instrument III; Barriers and enablers of innovative managerial skills questionnaire. Results: Revealed that the most need assessment of innovative managerial skills of study group were learning & technology, motivation, and goal-orientation, while there was statistically significant difference between study and control group throughout study phases regarding the innovative managerial skills; motivation, understanding the external environment and crisis and risk management. Also, more than half of innovative managerial skills enablers were at the control group than study group, while the majority of innovative managerial skills barriers were at the study group than control group. Conclusion: There was improvement of nurse managers' innovative managerial knowledge and skills then diminish at follow up after three months of implementing training program. Recommendation: Hospital administrators should continuously assess nurse managers' needs for innovative managerial knowledge and skills to integrate these skills into hospital culture and create a more innovation-friendly environment.

IOSR Journal of Nursing and health Science, May 1, 2017

Performance appraisal system (PAS) plays a vital role in overall success of an organization. An a... more Performance appraisal system (PAS) plays a vital role in overall success of an organization. An appropriate appraisal system could possibly increase nurses' job satisfaction and empowerment to provide better services to the clients. The aim of this study was to assess staff performance appraisal system and its relation to their job satisfaction and empowerment at selected hospitals at Menoufiya Governorate and develop performance appraisal tool for nurses.Design: Analytical research design.

Menoufia Nursing Journal, 2022

Background: Nowadays, innovativeness helps organizations in providing value with advanced strateg... more Background: Nowadays, innovativeness helps organizations in providing value with advanced strategies and services, solving client and organizational problems, and providing positive changes to the organization and society. Purpose: Develop and implement an innovative managerial skills training program for nurse managers at Menoufia University hospitals. Design: A quasi-experimental design was utilized at this study. Setting: At different departments in Menoufia University hospital at Shebin El-Kom. Subjects: All available nurse managers (70) were included at this study. Instruments: Three instruments used for data collection: Instrument I; Needs assessment questionnaire, Instrument II; Self-administered knowledge questionnaire, and Instrument III; Barriers and enablers of innovative managerial skills questionnaire. Results: Revealed that the most need assessment of innovative managerial skills of study group were learning & technology, motivation, and goal-orientation, while there was statistically significant difference between study and control group throughout study phases regarding the innovative managerial skills; motivation, understanding the external environment and crisis and risk management. Also, more than half of innovative managerial skills enablers were at the control group than study group, while the majority of innovative managerial skills barriers were at the study group than control group. Conclusion: There was improvement of nurse managers' innovative managerial knowledge and skills then diminish at follow up after three months of implementing training program. Recommendation: Hospital administrators should continuously assess nurse managers' needs for innovative managerial knowledge and skills to integrate these skills into hospital culture and create a more innovation-friendly environment.

Patient safety necessitate the modification of behavior of health care providers to perceive the ... more Patient safety necessitate the modification of behavior of health care providers to perceive the wide range of factors of working conditions that affect patient safety and designing of the physical environment to reduce hazards, thereby reducing the chance of accidents. This study aimed to assess the health care working conditions that affect patient safety as perceived by nursing.

Motivation is a major factor for retaining nurses in any organization. Motivated nurses make an o... more Motivation is a major factor for retaining nurses in any organization. Motivated nurses make an organization more strong and help in running all of its processes smoothly ultimately, meeting the organizational goals within the targeted period of time. The purpose of the study: Is to assess the relationship between motivating work factors and nurses' retention. A descriptive correlational design was used; the study was conducted at Menoufia University hospital and Shebin El-Kom teaching hospital. Convenient samples of 315 nurses were recruited from Menoufia University hospital (159) and Shebin El-Kom Teaching hospital (156). Data was collected using two structured questionnaires adapted by the investigator. The first structured questionnaire was Motivational Level Questionnaire. The second structured questionnaire was Nurses' Retention Questionnaire. Results: The majority of the studied nurses reported that the desired motivating work factors ranked as the top five factors were: recognition and appreciation, salary, rewards, advancement and growth, training and development. The actual provided motivating work factors by the studied settings were arranged as the following: job characteristics, working conditions, feedback, training and development, job responsibility, leadership, goal-setting, job security, rewards, salary, advancement and growth, recognition and appreciation, & performance appraisal. The present study showed that the retention factors were salary and incentives, job contents, work environment at semi-equal percentage (40.73%, 41.1%, and 41.02% respectively), while organizational factors were only 36%. Conclusion: There was a very highly statistical significant positive correlation between total motivating work factors and total retention factors (R= 0.89).Recommendations: The results of this study should be disseminated between key persons (hospital administrators) to reduce the liability of demotivation and increase the retention rate of nurses at hospitals. Recognition and appreciation of the good work done by nurses is a key issue that should be tackled seriously by health managers in hospitals.

Background: Organizational citizenship behavior (OCB) and its connotation with organizational cli... more Background: Organizational citizenship behavior (OCB) and its connotation with organizational climate can be offered as a beneficial instrument for managers and authorities to determine the development of an attitude of associates and high interest in work and to improve the climate, values, and practices that characterize the members of a particular organization. The Aim of this Study: The aim of this study was to assess the relationship between OCB and organizational climate among nursing staff at Menoufia and Benha University Hospitals. Design: A descriptive-correlation research design was utilized. Setting: This study was conducted at different clinical units and departments at Menoufia and Benha University Hospital. Subjects: A convenience sample consisted of 365 nursing staff who are working in the previous setting. Tools: (a) Organizational climate description questionnaire and (b) Nurses’ organizational Citizenship Scale were used. Results: There was nearly half studied subj...

Menoufia Nursing Journal, 2019

1 B.Sc. Nursing Science, 2 Assistant Professor of Nursing Administration, 3 Assistant Professor o... more 1 B.Sc. Nursing Science, 2 Assistant Professor of Nursing Administration, 3 Assistant Professor of Nursing Administration, Faculty of Nursing, Menoufia University Nursing productivity refers to effectiveness of nursing care which relates to this quality and appropriateness and efficiency of care. The purpose of this study was to investigate work design and its relation to productivity among staff nurses. . Design; a descriptive corelational research design. A convenient sample of 400 staff nurses was selected to carry out this study. Setting; this study was conducted at Menoufia University Hospital at Shebin El-Kom , Menoufia Governorate, Egypt. Two instruments were used to conduct the study for work design questionnaire and productivity questionnaire. Results: there was a positive statistically significant correlation between studied staff nurses' work design and productivity. The majority of studied staff nurses had moderate levels of work design characters; the first ranking ...

Menoufia Nursing Journal, 2019

Work design includes characteristics of the job and the nature of the work which have an importan... more Work design includes characteristics of the job and the nature of the work which have an important role in helping to reach the highest level of staff nurses' performance and promote productivity through involving nurses' decision making process. The purpose of this study was to investigate work design and its relationship to nurses' involvement in decision making and their productivity. Design: a descriptive corelational research design. A convenient sample of 400 staff nurses was selected to carry out this study. Setting; this study was conducted at Menoufia University Hospital at Shebin El-Kom, Menoufia Governorate/Egypt. Three Instruments were used. Work design questionnaire, Decisional making scale and Productivity questionnaire tool. Results: there was a positive statistically significant correlation between studied staff nurses' work design, decision making involvement, and productivity. The majority of studied staff nurses had moderate levels of work design c...

Journal of Nursing Education and Practice, 2018

Background and objective: Organizational readiness refers to organizational members’ change commi... more Background and objective: Organizational readiness refers to organizational members’ change commitment and change efficacy to implement organizational change and confidence in their accumulative abilities to do so. The aim of the study was to assess the nurse managers’ behavior in managing change, and the level of the organizational change readiness at selected hospitals at Menofia Governorate.Methods: Design: A descriptive cross-sectional design was used. Setting: The study was conducted at two hospitals, namely University Hospital and Shebin El-Kom Teaching Hospital, in Menofia Governorate, Egypt. Subjects: It consisted of two groups, Group 1: A convenience sample of 136 staff nurses (67 staff nurses from Menofia University Hospital, and 69 from Shebin El-Kom Teaching Hospital), Group 2: All nurse manager available on the time of the study (31 from Menofia University Hospitals, and 30 from Shebin El-Kom Teaching Hospital). Tools: a) Tool one: Change management process Questionnair...

IOSR Journal of Nursing and Health Science, 2017

Performance appraisal system (PAS) plays a vital role in overall success of an organization. An a... more Performance appraisal system (PAS) plays a vital role in overall success of an organization. An appropriate appraisal system could possibly increase nurses' job satisfaction and empowerment to provide better services to the clients. The aim of this study was to assess staff performance appraisal system and its relation to their job satisfaction and empowerment at selected hospitals at Menoufiya Governorate and develop performance appraisal tool for nurses.Design: Analytical research design.

Determinants of students' performance have been the subject of ongoing debate among educators and... more Determinants of students' performance have been the subject of ongoing debate among educators and academics. There have been many studies that sought to examine this issue. This Study Aimed: To examine the effect of self esteem and time management skills on GPA, among faculty nursing students.

Menoufia Nursing Journal, 2020

Background: Talented employees create differential value and make contributions to organizations.... more Background: Talented employees create differential value and make contributions to organizations. Talent management has been advocated as an important strategy to engage and retain their employees. Purpose: The purpose of this study was to assess nurses' perception toward talent management and its relationship to their work engagement and retention. Design: A descriptive correlational research design was conducted at Menoufia University Hospital at Shebin-ELkom. Sampling: A convenience sample of 400 nurses was included in this study. Results: It was revealed that nurses had low level of perception towards talent management, more than half of the studied nurses had low work engagement levels, and also the majority of studied nurses had a low level of retention. Conclusion: There was a positive highly statistical significant correlation between nurses' perception toward talent management, their work engagement, and retention. Recommendation: Strategies and policies are required to develop the necessary vision to engage and retain talented nurses.

Menoufia Nursing Journal, Dec 1, 2023

Handoffs involve the transfer of essential information when the responsibility for care shifts fr... more Handoffs involve the transfer of essential information when the responsibility for care shifts from one healthcare provider to another. When done effectively, there should be a seamless transition of critical information that results in continuity of patient care. Conceptual clarity about Handoffs gives empirical direction for future research and a theoretical underpinning for the myriad studies about nurses. Purpose: The present study was conducted for the purpose of clarifying and defining the concept of handoffs, importance, component and barriers of handoff. Methods: in this study, the steps of concept analysis were as follows: Select a concept, determine the aims of the concept analysis, identify various definitions of the concept, determine the concept of handoffs and identify importance, component, and barriers of handoff. All studies between the years 2019 and 2023 were reviewed for the purposes of this concept analysis, PubMed, Google search engines, Ovid, and Pro Quest, were scanned and searched using the keywords. Conclusion: Effective handoff not only improves patient satisfaction and safety but also ensures the nurses' satisfaction. The nurses' satisfaction improved significantly following the implementation of an organized handoff process. Nurses felt that they gained good knowledge about the patients and their condition and also there was a chance to question and clarify the doubts. It also paved an opportunity for teaching at the point of care and partnered assessment. Although there was reluctance in the initial period of implementation of organized bed side handoff, later with the leadership support and regular training nurses were found to be highly satisfied with the bed side handoff process. It empowered nurses and ascertained their accountability in patient care and safety.

American Journal of Nursing Science, Jan 16, 2019

Nursing interns face multifaceted issues, obstacles, and problems that oblige them to use clinica... more Nursing interns face multifaceted issues, obstacles, and problems that oblige them to use clinical skills that affect their performance; Some of the intern-nurses expressed anxiety that they had not assumed the opportunity to improve all of the psychomotor skills required to practice efficiently in the clinical setting. Aim: Assess problems and obstacles faced nursing interns and its relation to their performance at the clinical setting. Design: Descriptive, comparative design was used. Setting: Conducted at medical and surgical departments at Benha University Hospital and private Hospitals. Subjects: Convenience sample of nursing interns [150 from Benha University Hospital and 101 nursing interns from private Hospitals. Tools: a) Internship year problems questionnaires b) Nursing interns Obstacles Questionnaire. c) Observation checklist of nursing intern's performance. Results: level of problems occurrence that faced nursing interns during internship year was the average level (65.3%) at Benha University Hospital and Private Hospitals had low level (85.1%) of problems occurrence. Especially the highest mean score of problems dimension were clinical setting; supervision and communication at both hospitals. Additionally there was the highest level of total obstacles present at Benha University were (65.3%) than private Hospitals that faced nursing interns during internship year. The most common obstacles faced nursing interns were social and cultural obstacles, while economic constraints were the lowest obstacles at the study setting. Finally level of nursing interns performance was satisfactory (84.0%) at private Hospitals and unsatisfactory (36.6%) at Benha University Hospital. More ever performance was higher in private Hospitals than Benha University Hospital. Conclusions: There were positive correlation between problems and obstacles facing nursing interns and there were negative correlation between Problems, obstacles, and nursing intern's performance. Recommendations: Nursing colleges should provide good relationship between faculty and training hospital staff and Preparation of nursing interns through well-organized program, especially the clinical experiences part.

American Journal of Nursing Science, 2019

Nursing interns face multifaceted issues, obstacles, and problems that oblige them to use clinica... more Nursing interns face multifaceted issues, obstacles, and problems that oblige them to use clinical skills that affect their performance; Some of the intern-nurses expressed anxiety that they had not assumed the opportunity to improve all of the psychomotor skills required to practice efficiently in the clinical setting. Aim: Assess problems and obstacles faced nursing interns and its relation to their performance at the clinical setting. Design: Descriptive, comparative design was used.Setting: Conducted at medical and surgical departments at Benha University Hospital and private Hospitals. Subjects: Convenience sample of nursing interns [150 from Benha University Hospital and 101 nursing interns from private Hospitals.Tools: a) Internship year problems questionnaires b) Nursing interns Obstacles Questionnaire. c) Observation checklist of nursing intern's performance. Results: level of problems occurrence that faced nursing interns during internship year was the average level (6...

Menoufia Nursing Journal, 2018

Nursing is an emotionally charged profession. The competence to manage emotions and interpersonal... more Nursing is an emotionally charged profession. The competence to manage emotions and interpersonal conflict effectively is essential for nurse managers. So, nurse managers need advanced skills to solve conflicts. The purpose of this study was to assess emotional intelligence role among nurse managers and its relation to conflict management resolution. The design of this study was a descriptive correlational research design. A simple random sample of 30 nursing managers and 281 staff nurses were selected to carry out this study. This study was conducted at Menoufia University Hospital at Shebin El -Kom Menoufia Governorate. Three Instruments were used for data gathering: Job conflict questionnaire, Rahim organizational conflict questionnaire and emotional intelligence questionnaire. The results of this study indicated that the main findings of this study revealed that the most common causes of conflict were related to scarcity of resources and over work load. The most common conflict management strategies that the nurse managers use were collaborating (14.3±1.9) and compromising strategy (16.5±3.7). Moreover, the total level of nurse managers' emotional intelligence was high as reported by their staff nurses. Also, there was a positive correlation between nurse mangers emotional intelligence role and their conflict management resolution. Conclusion; this study concluded that there was a positive correlation between nurse mangers emotional intelligence role and their conflict management strategies. This means that when the level of nurse mangers emotional intelligence was high their level of conflict management was high. Recommendation; Future researches are recommended to replicate the study on a larger sample size in different health care setting.

Menoufia Nursing Journal, Dec 1, 2023

Background: Handoff is crucial for planning patient care, patient evaluation, and patient managem... more Background: Handoff is crucial for planning patient care, patient evaluation, and patient management. The lack of efficiency with handoff communication among nurses and other health care professionals has been problematic. Purpose: was to study the effect of handoff training program on nurses' interns' knowledge, and communication competence. Design: A quasi-experimental research design was used. Setting: Conducted in different governmental and private hospitals where nursing interns enrolled in internship year 2021-2022 method: 150 of intern nursing students (30%) who enrolled in internship year 2021-2022.Data collection Instruments: Handoff knowledge test and communication competence observational checklist were used. Results: There was marked improvement in handoff knowledge among nurses' interns at posttest and follow up test compared with pretest after implementing of training program. Also, more than half of the nurses' interns had unsatisfactory level of handoff knowledge at pretest but, majority of them had satisfactory knowledge level at posttest and slightly decline at follow up test. Furthermore, there was a highly statistically significance and improvement of nurses' intern's communication competence dimensions through program phases. The communication competence level of intern students was high in posttest and follow up test compared with pretest. Conclusion: there was highly statistically significance correlation between hand-off knowledge and communication competence and there was marked effectiveness of the handoff training program on improving the nurses' interns' communication competence. Recommendations: Provide undergraduate students the opportunities to participate in handoff during clinical area.

Clinical Nursing Studies, 2020

Background: While formal education and training establish the basis for new leadership roles, coa... more Background: While formal education and training establish the basis for new leadership roles, coaching helps the nurse manager to put this training into use.Aim: To explore the effect of clinical supervision coaching program in relation to head nurses’ professional identity.Methods: Quasi-experimental research design was employed in conducting the study. This study was conducted at Menoufia University Hospitals, Egypt. A group of (41) head nurses and a group of (205) staff nurses were selected for this study. Three tools were used; Knowledge questionnaire about clinical supervision, clinical supervision effectiveness scale and professional identity questionnaire.Results: The majority of the studied head nurses had inadequate levels of knowledge (95.1%) and clinical supervision effectiveness (65.9%) at the pre coaching phase and had significantly improved in the post and follow up phases. Professional identity was also low (80.5%) at the pre coaching phase and had significantly impro...

Journal of Nursing Education and Practice, Mar 7, 2018

Background and objective: Organizational readiness refers to organizational members' change commi... more Background and objective: Organizational readiness refers to organizational members' change commitment and change efficacy to implement organizational change and confidence in their accumulative abilities to do so. The aim of the study was to assess the nurse managers' behavior in managing change, and the level of the organizational change readiness at selected hospitals at Menofia Governorate. Methods: Design: A descriptive cross-sectional design was used. Setting: The study was conducted at two hospitals, namely University Hospital and Shebin El-Kom Teaching Hospital, in Menofia Governorate, Egypt. Subjects: It consisted of two groups, Group 1: A convenience sample of 136 staff nurses (67 staff nurses from Menofia University Hospital, and 69 from Shebin El-Kom Teaching Hospital), Group 2: All nurse manager available on the time of the study (31 from Menofia University Hospitals, and 30 from Shebin El-Kom Teaching Hospital). Tools: a) Tool one: Change management process Questionnaire, b) Tool two: Change Readiness Assessment Scale. Results: More than half of the nurse managers reported that they have a good behavior in managing change in the organization, while the staff nurses reported that their managers had a bad behavior during the change process. Organizational readiness level was higher in University hospitals than in Teaching hospital as perceived by the study subjects. Conclusions: The nurse managers and staff nurses reported that the organization had a bad readiness level to change. Additionally there was a positive correlation between organizational readiness and manager behavior in managing change. Recommendations: Organization should have a readiness for change to support the change process by possessing the right resources and conditions, a clear insights and goals for the intended change and have the inventiveness, behavior to participate with the change and develop work. Also, agents of change chiefs and management must need to drive a strong reaction for change from the stakeholders that leads to highest performance improvement.

Menoufia Nursing Journal (Print), Nov 1, 2016

Motivation is a major factor for retaining nurses in any organization. Motivated nurses make an o... more Motivation is a major factor for retaining nurses in any organization. Motivated nurses make an organization more strong and help in running all of its processes smoothly ultimately, meeting the organizational goals within the targeted period of time. The purpose of the study: Is to assess the relationship between motivating work factors and nurses' retention. A descriptive correlational design was used; the study was conducted at Menoufia University hospital and Shebin El-Kom teaching hospital. Convenient samples of 315 nurses were recruited from Menoufia University hospital (159) and Shebin El-Kom Teaching hospital (156). Data was collected using two structured questionnaires adapted by the investigator. The first structured questionnaire was Motivational Level Questionnaire. The second structured questionnaire was Nurses' Retention Questionnaire. Results: The majority of the studied nurses reported that the desired motivating work factors ranked as the top five factors were: recognition and appreciation, salary, rewards, advancement and growth, training and development. The actual provided motivating work factors by the studied settings were arranged as the following: job characteristics, working conditions, feedback, training and development, job responsibility, leadership, goal-setting, job security, rewards, salary, advancement and growth, recognition and appreciation, & performance appraisal. The present study showed that the retention factors were salary and incentives, job contents, work environment at semi-equal percentage (40.73%, 41.1%, and 41.02% respectively), while organizational factors were only 36%. Conclusion: There was a very highly statistical significant positive correlation between total motivating work factors and total retention factors (R= 0.89).Recommendations: The results of this study should be disseminated between key persons (hospital administrators) to reduce the liability of demotivation and increase the retention rate of nurses at hospitals. Recognition and appreciation of the good work done by nurses is a key issue that should be tackled seriously by health managers in hospitals.

Menoufia Nursing Journal (Print), May 1, 2022

Background: Nowadays, innovativeness helps organizations in providing value with advanced strateg... more Background: Nowadays, innovativeness helps organizations in providing value with advanced strategies and services, solving client and organizational problems, and providing positive changes to the organization and society. Purpose: Develop and implement an innovative managerial skills training program for nurse managers at Menoufia University hospitals. Design: A quasi-experimental design was utilized at this study. Setting: At different departments in Menoufia University hospital at Shebin El-Kom. Subjects: All available nurse managers (70) were included at this study. Instruments: Three instruments used for data collection: Instrument I; Needs assessment questionnaire, Instrument II; Self-administered knowledge questionnaire, and Instrument III; Barriers and enablers of innovative managerial skills questionnaire. Results: Revealed that the most need assessment of innovative managerial skills of study group were learning & technology, motivation, and goal-orientation, while there was statistically significant difference between study and control group throughout study phases regarding the innovative managerial skills; motivation, understanding the external environment and crisis and risk management. Also, more than half of innovative managerial skills enablers were at the control group than study group, while the majority of innovative managerial skills barriers were at the study group than control group. Conclusion: There was improvement of nurse managers' innovative managerial knowledge and skills then diminish at follow up after three months of implementing training program. Recommendation: Hospital administrators should continuously assess nurse managers' needs for innovative managerial knowledge and skills to integrate these skills into hospital culture and create a more innovation-friendly environment.

IOSR Journal of Nursing and health Science, May 1, 2017

Performance appraisal system (PAS) plays a vital role in overall success of an organization. An a... more Performance appraisal system (PAS) plays a vital role in overall success of an organization. An appropriate appraisal system could possibly increase nurses' job satisfaction and empowerment to provide better services to the clients. The aim of this study was to assess staff performance appraisal system and its relation to their job satisfaction and empowerment at selected hospitals at Menoufiya Governorate and develop performance appraisal tool for nurses.Design: Analytical research design.

Menoufia Nursing Journal, 2022

Background: Nowadays, innovativeness helps organizations in providing value with advanced strateg... more Background: Nowadays, innovativeness helps organizations in providing value with advanced strategies and services, solving client and organizational problems, and providing positive changes to the organization and society. Purpose: Develop and implement an innovative managerial skills training program for nurse managers at Menoufia University hospitals. Design: A quasi-experimental design was utilized at this study. Setting: At different departments in Menoufia University hospital at Shebin El-Kom. Subjects: All available nurse managers (70) were included at this study. Instruments: Three instruments used for data collection: Instrument I; Needs assessment questionnaire, Instrument II; Self-administered knowledge questionnaire, and Instrument III; Barriers and enablers of innovative managerial skills questionnaire. Results: Revealed that the most need assessment of innovative managerial skills of study group were learning & technology, motivation, and goal-orientation, while there was statistically significant difference between study and control group throughout study phases regarding the innovative managerial skills; motivation, understanding the external environment and crisis and risk management. Also, more than half of innovative managerial skills enablers were at the control group than study group, while the majority of innovative managerial skills barriers were at the study group than control group. Conclusion: There was improvement of nurse managers' innovative managerial knowledge and skills then diminish at follow up after three months of implementing training program. Recommendation: Hospital administrators should continuously assess nurse managers' needs for innovative managerial knowledge and skills to integrate these skills into hospital culture and create a more innovation-friendly environment.

Patient safety necessitate the modification of behavior of health care providers to perceive the ... more Patient safety necessitate the modification of behavior of health care providers to perceive the wide range of factors of working conditions that affect patient safety and designing of the physical environment to reduce hazards, thereby reducing the chance of accidents. This study aimed to assess the health care working conditions that affect patient safety as perceived by nursing.

Motivation is a major factor for retaining nurses in any organization. Motivated nurses make an o... more Motivation is a major factor for retaining nurses in any organization. Motivated nurses make an organization more strong and help in running all of its processes smoothly ultimately, meeting the organizational goals within the targeted period of time. The purpose of the study: Is to assess the relationship between motivating work factors and nurses' retention. A descriptive correlational design was used; the study was conducted at Menoufia University hospital and Shebin El-Kom teaching hospital. Convenient samples of 315 nurses were recruited from Menoufia University hospital (159) and Shebin El-Kom Teaching hospital (156). Data was collected using two structured questionnaires adapted by the investigator. The first structured questionnaire was Motivational Level Questionnaire. The second structured questionnaire was Nurses' Retention Questionnaire. Results: The majority of the studied nurses reported that the desired motivating work factors ranked as the top five factors were: recognition and appreciation, salary, rewards, advancement and growth, training and development. The actual provided motivating work factors by the studied settings were arranged as the following: job characteristics, working conditions, feedback, training and development, job responsibility, leadership, goal-setting, job security, rewards, salary, advancement and growth, recognition and appreciation, & performance appraisal. The present study showed that the retention factors were salary and incentives, job contents, work environment at semi-equal percentage (40.73%, 41.1%, and 41.02% respectively), while organizational factors were only 36%. Conclusion: There was a very highly statistical significant positive correlation between total motivating work factors and total retention factors (R= 0.89).Recommendations: The results of this study should be disseminated between key persons (hospital administrators) to reduce the liability of demotivation and increase the retention rate of nurses at hospitals. Recognition and appreciation of the good work done by nurses is a key issue that should be tackled seriously by health managers in hospitals.

Background: Organizational citizenship behavior (OCB) and its connotation with organizational cli... more Background: Organizational citizenship behavior (OCB) and its connotation with organizational climate can be offered as a beneficial instrument for managers and authorities to determine the development of an attitude of associates and high interest in work and to improve the climate, values, and practices that characterize the members of a particular organization. The Aim of this Study: The aim of this study was to assess the relationship between OCB and organizational climate among nursing staff at Menoufia and Benha University Hospitals. Design: A descriptive-correlation research design was utilized. Setting: This study was conducted at different clinical units and departments at Menoufia and Benha University Hospital. Subjects: A convenience sample consisted of 365 nursing staff who are working in the previous setting. Tools: (a) Organizational climate description questionnaire and (b) Nurses’ organizational Citizenship Scale were used. Results: There was nearly half studied subj...

Menoufia Nursing Journal, 2019

1 B.Sc. Nursing Science, 2 Assistant Professor of Nursing Administration, 3 Assistant Professor o... more 1 B.Sc. Nursing Science, 2 Assistant Professor of Nursing Administration, 3 Assistant Professor of Nursing Administration, Faculty of Nursing, Menoufia University Nursing productivity refers to effectiveness of nursing care which relates to this quality and appropriateness and efficiency of care. The purpose of this study was to investigate work design and its relation to productivity among staff nurses. . Design; a descriptive corelational research design. A convenient sample of 400 staff nurses was selected to carry out this study. Setting; this study was conducted at Menoufia University Hospital at Shebin El-Kom , Menoufia Governorate, Egypt. Two instruments were used to conduct the study for work design questionnaire and productivity questionnaire. Results: there was a positive statistically significant correlation between studied staff nurses' work design and productivity. The majority of studied staff nurses had moderate levels of work design characters; the first ranking ...

Menoufia Nursing Journal, 2019

Work design includes characteristics of the job and the nature of the work which have an importan... more Work design includes characteristics of the job and the nature of the work which have an important role in helping to reach the highest level of staff nurses' performance and promote productivity through involving nurses' decision making process. The purpose of this study was to investigate work design and its relationship to nurses' involvement in decision making and their productivity. Design: a descriptive corelational research design. A convenient sample of 400 staff nurses was selected to carry out this study. Setting; this study was conducted at Menoufia University Hospital at Shebin El-Kom, Menoufia Governorate/Egypt. Three Instruments were used. Work design questionnaire, Decisional making scale and Productivity questionnaire tool. Results: there was a positive statistically significant correlation between studied staff nurses' work design, decision making involvement, and productivity. The majority of studied staff nurses had moderate levels of work design c...

Journal of Nursing Education and Practice, 2018

Background and objective: Organizational readiness refers to organizational members’ change commi... more Background and objective: Organizational readiness refers to organizational members’ change commitment and change efficacy to implement organizational change and confidence in their accumulative abilities to do so. The aim of the study was to assess the nurse managers’ behavior in managing change, and the level of the organizational change readiness at selected hospitals at Menofia Governorate.Methods: Design: A descriptive cross-sectional design was used. Setting: The study was conducted at two hospitals, namely University Hospital and Shebin El-Kom Teaching Hospital, in Menofia Governorate, Egypt. Subjects: It consisted of two groups, Group 1: A convenience sample of 136 staff nurses (67 staff nurses from Menofia University Hospital, and 69 from Shebin El-Kom Teaching Hospital), Group 2: All nurse manager available on the time of the study (31 from Menofia University Hospitals, and 30 from Shebin El-Kom Teaching Hospital). Tools: a) Tool one: Change management process Questionnair...

IOSR Journal of Nursing and Health Science, 2017

Performance appraisal system (PAS) plays a vital role in overall success of an organization. An a... more Performance appraisal system (PAS) plays a vital role in overall success of an organization. An appropriate appraisal system could possibly increase nurses' job satisfaction and empowerment to provide better services to the clients. The aim of this study was to assess staff performance appraisal system and its relation to their job satisfaction and empowerment at selected hospitals at Menoufiya Governorate and develop performance appraisal tool for nurses.Design: Analytical research design.

Determinants of students' performance have been the subject of ongoing debate among educators and... more Determinants of students' performance have been the subject of ongoing debate among educators and academics. There have been many studies that sought to examine this issue. This Study Aimed: To examine the effect of self esteem and time management skills on GPA, among faculty nursing students.

Menoufia Nursing Journal, 2020

Background: Talented employees create differential value and make contributions to organizations.... more Background: Talented employees create differential value and make contributions to organizations. Talent management has been advocated as an important strategy to engage and retain their employees. Purpose: The purpose of this study was to assess nurses' perception toward talent management and its relationship to their work engagement and retention. Design: A descriptive correlational research design was conducted at Menoufia University Hospital at Shebin-ELkom. Sampling: A convenience sample of 400 nurses was included in this study. Results: It was revealed that nurses had low level of perception towards talent management, more than half of the studied nurses had low work engagement levels, and also the majority of studied nurses had a low level of retention. Conclusion: There was a positive highly statistical significant correlation between nurses' perception toward talent management, their work engagement, and retention. Recommendation: Strategies and policies are required to develop the necessary vision to engage and retain talented nurses.