Port Said Scientific Journal of Nursing, Dec 1, 2019
Background: A loss of morale leads to a lack of nurse commitment to the organization, which contr... more Background: A loss of morale leads to a lack of nurse commitment to the organization, which contributes to nurse turnover. Aim: To determine the relationship between staff morale and intention to leave. Designe: A descriptive correlational design was applied in this study. Setting: The study was conducted in all the units at Damanhour National Medical Institute. Sample: Study sample was 101 professional nurses. Tools: Two tools were used for data collection; staff morale survey and intention to leave scale. Results: The results of the present study showed that above one half of professional nurses (51.4%) had moderate level of staff morale, whereas above one third of them (30.7%) had low level of staff morale and above half of professional nurses (52.5%) had moderate level of intention to leave. Conclusion: The present study concluded that there was significant negative correlation between intention to leave and personal perception of staff morale. While, there was positive significant correlation between intention to leave and negative factors affecting staff morale. Recommendations: Therefore, it is recommended that, healthcare organization administrators should conduct frequent meetings with professional nurses who are dissatisfied from their job; discuss their problems and their needs and try to formulate plans to overcome these problems to enhance their satisfaction level which can consequently raise their morale and commitment level and decrease level of intention to leave.
Port Said Scientific Journal of Nursing, Dec 1, 2019
Background: Organizational commitment has been extensively researched as an important factor in e... more Background: Organizational commitment has been extensively researched as an important factor in employee retention and motivation. Aim: Determine the relationship between organizational commitment and intention to leave. Design: A descriptive correlational design was applied in this study. Setting: The study was conducted in all the units at Damanhour National Medical Institute. Sample: Study sample was 101 professional nurses. Tools: Two tools were used for data collection; Organizational commitment scale and intention to leave scale. Results: The results of the present study showed that nearly two thirds of professional nurses (62.3%) got moderate level of organizational commitment and above half of professional nurses (51.4%) had moderate level of intention to leave. Conclusion: the present study concluded that there was significant negative correlation between affective commitment, continuance commitment, normative commitment, and total organizational commitment with intention to leave. Recommendations: Therefore, it is recommended that, healthcare organization administrators should increase professional nurses' satisfaction through competitive salaries, encourage the team work spirit and conduct periodical meetings to discuss their problems to increase their commitment and eliminate their intention to leave.
Port Said Scientific Journal of Nursing, Mar 30, 2023
Background: Risk management plays a major role in shrinking uncertainties and enhancing rich oppo... more Background: Risk management plays a major role in shrinking uncertainties and enhancing rich opportunities for different areas of the health system. Aim: The study aimed to enhance nurses' performance regarding risk management through developing a risk management training strategy at Port Said General Hospital. Design: Quasiexperimental design. Setting: This study was carried out at a selective department in Port Said General Hospital. Subject: included all nurses working at the selected inpatient units in Port Said general Hospital at the study time with a total number of 53 nurses. Tool: two tools were used; first tool: a risk management knowledge questionnaire was used to assess nurses' knowledge second tool: an observational checklist was used to assess nurses' practice Results: Pre-training, nurse's knowledge related to risk management dimensions as a mean percentage was 47.7±20.2, which improved posttraining to be 86.5±24.2 During follow up, this percentage declined to be 74.9±40.6. Pretraining, nurse's practice related to risk management dimensions, 32.1% of nurses' practice as a total was satisfactory, which improved post-training to be 83.0% of them had satisfactory practice. During follow-up, this percentage declined to be 75.4% with statistical differences were in pre, post, follows up. Conclusion: There was a statistical improvement related to risk management among nurses after the training strategy implementation. Recommendation: health authorities should develop and implement clear policies for all health workers in hospitals and for staff nurses particularly to reduce risks in the workplace.
Port Said Scientific Journal of Nursing, Mar 30, 2023
Background: Workplace bullying is a prevalent issue that should be managed by developing effectiv... more Background: Workplace bullying is a prevalent issue that should be managed by developing effective policies, enhancing safe workplace culture, and using positive leadership skills. Aim: The current study aimed to design protocol for managing workplace bullying among nurses at selected hospitals in Port-Said city. Subjects and Method: A methodological design was applied in this study. Settings: The study was conducted at two hospitals affiliated to the Universal Health Insurance in Port-Said Governorate, namely: El-Salam and El-Zhour. The study sample was 142 nurses. Three tools were used for data collection: workplace bullying management questionnaire, workplace bullying management protocol, and opinionnaire format for examining the validity of the designed protocol. Results: The results of the present study showed that the overall mean percentage of managing workplace bullying of nurses was (50.16 ± 7.77) with highest mean percentage for nursing manager's role in handling bullying situations (58.55 ± 21.91), and the lowest mean percentage for anti-bullying policy followed by anti-bullying training (19.06 ± 16.47 & 21.3 ± 16.38 respectively). Conclusion: there was no policy against workplace bullying or training programs for workplace bullying management in the studied hospitals. So, the designed protocol for workplace bullying management had an acceptable face and content validity. Recommendation: It was recommended to develop a policy against workplace bullying in hospitals and conduct awareness sessions regarding workplace bullying for all healthcare providers and managers as well.
Background: The nursing profession faces many challenges nowadays so, nurses in daily practice ar... more Background: The nursing profession faces many challenges nowadays so, nurses in daily practice are responsible for adhering to the professional ethical practice standard. Aim: The present study aimed to determine nurses 'perception regarding legal aspects of liabilities at port said hospitals. Subjects and method Design: A descriptive research design was used. Setting: This was conducted at the inpatients' departments of assalam Hospital, el-zohour hospital and al hayah portfouad hospital affiliated with universal health insurance in port said governorate. Subjects: A sample with a total number (of 173) nurses was selected by using a simple random sampling technique. Tools: Personal and job characteristics of the participants and perceptions about legal liability were used. Results: More than half of nurses (57.8%) have a low perception of informed consent, while 10.4% of them have a low perception of the invasion of privacy. As well, 50.3% of them have a moderate perception regarding dealing with suit-prone patients, almost twothirds of them (63.0%) have a high perception of malpractice, but 10.4% of them have a high perception of defamation of character. Conclusion: Less than half of studied staff nurses had moderate perception related to total legal aspects liabilities, while one-quarter of them had high perception and slightly more than one-quarter had low perception. Recommendations: Training on nurses' law and its relevant matters to enhance safe nursing practice. And more research should be done to further investigate the factors influencing nurses' perception regarding legal aspects of liabilities.
Background: Workplace bullying is a prevalent issue that should be managed by developing effectiv... more Background: Workplace bullying is a prevalent issue that should be managed by developing effective policies, enhancing safe workplace culture, and using positive leadership skills. Aim: The current study aimed to design protocol for managing workplace bullying among nurses at selected hospitals in Port-Said city. Subjects and Method: A methodological design was applied in this study. Settings: The study was conducted at two hospitals affiliated to the Universal Health Insurance in Port-Said Governorate, namely: El-Salam and El-Zhour. The study sample was 142 nurses. Three tools were used for data collection: workplace bullying management questionnaire, workplace bullying management protocol, and opinionnaire format for examining the validity of the designed protocol. Results: The results of the present study showed that the overall mean percentage of managing workplace bullying of nurses was (50.16 ± 7.77) with highest mean percentage for nursing manager's role in handling bullying situations (58.55 ± 21.91), and the lowest mean percentage for anti-bullying policy followed by anti-bullying training (19.06 ± 16.47 & 21.3 ± 16.38 respectively). Conclusion: there was no policy against workplace bullying or training programs for workplace bullying management in the studied hospitals. So, the designed protocol for workplace bullying management had an acceptable face and content validity. Recommendation: It was recommended to develop a policy against workplace bullying in hospitals and conduct awareness sessions regarding workplace bullying for all healthcare providers and managers as well.
Background: Risk management plays a major role in shrinking uncertainties and enhancing rich oppo... more Background: Risk management plays a major role in shrinking uncertainties and enhancing rich opportunities for different areas of the health system. Aim: The study aimed to enhance nurses' performance regarding risk management through developing a risk management training strategy at Port Said General Hospital. Design: Quasiexperimental design. Setting: This study was carried out at a selective department in Port Said General Hospital. Subject: included all nurses working at the selected inpatient units in Port Said general Hospital at the study time with a total number of 53 nurses. Tool: two tools were used; first tool: a risk management knowledge questionnaire was used to assess nurses' knowledge second tool: an observational checklist was used to assess nurses' practice Results: Pre-training, nurse's knowledge related to risk management dimensions as a mean percentage was 47.7±20.2, which improved posttraining to be 86.5±24.2 During follow up, this percentage declined to be 74.9±40.6. Pretraining, nurse's practice related to risk management dimensions, 32.1% of nurses' practice as a total was satisfactory, which improved post-training to be 83.0% of them had satisfactory practice. During follow-up, this percentage declined to be 75.4% with statistical differences were in pre, post, follows up. Conclusion: There was a statistical improvement related to risk management among nurses after the training strategy implementation. Recommendation: health authorities should develop and implement clear policies for all health workers in hospitals and for staff nurses particularly to reduce risks in the workplace.
Background: Entrepreneurship and innovation are widely regarded as an important basis for competi... more Background: Entrepreneurship and innovation are widely regarded as an important basis for competitive advantage in work environment and enhancing capabilities for work growth and the wealth of nations. Aim: This study aimed to examine the relation between entrepreneurship and work innovation among nurse managers at Port Said governmental hospitals. Subjects and Method: A descriptive correlational research design was utilized for the present study. Setting: This study was carried out at Port Said seven governmental hospitals namely: Port-Said general hospital, El-Zohour general hospital, El-Nasr hospital, Ophthalmology hospital, fever hospital, Chest Disease hospital and Obstetrics and Gynecology Specialist hospital, all hospital affiliated to Ministry of Health. Subject: This study was included (101) nurse managers. Tools of data collection: Two tools were utilized namely: The characteristics of entrepreneurship questionnaire and work innovation questionnaire. Results: The study revealed that the majority of nurses' managers haven't entrepreneurial characteristics and the majority of nurses' managers haven't work innovation. Conclusion: There was statistically significant positive correlation between nurse managers' characteristics of entrepreneurship and the work innovation. Recommendations: Improve self-confidence by further engagement and encourage their ability to achieve. Attend conferences, workshops and training program about entrepreneurship characteristics and work innovation to create an entrepreneurial character and enhance innovative behavior.
Background: A loss of morale leads to a lack of nurse commitment to the organization, which contr... more Background: A loss of morale leads to a lack of nurse commitment to the organization, which contributes to nurse turnover. Aim: To determine the relationship between staff morale and intention to leave. Designe: A descriptive correlational design was applied in this study. Setting: The study was conducted in all the units at Damanhour National Medical Institute. Sample: Study sample was 101 professional nurses. Tools: Two tools were used for data collection; staff morale survey and intention to leave scale. Results: The results of the present study showed that above one half of professional nurses (51.4%) had moderate level of staff morale, whereas above one third of them (30.7%) had low level of staff morale and above half of professional nurses (52.5%) had moderate level of intention to leave. Conclusion: The present study concluded that there was significant negative correlation between intention to leave and personal perception of staff morale. While, there was positive significant correlation between intention to leave and negative factors affecting staff morale. Recommendations: Therefore, it is recommended that, healthcare organization administrators should conduct frequent meetings with professional nurses who are dissatisfied from their job; discuss their problems and their needs and try to formulate plans to overcome these problems to enhance their satisfaction level which can consequently raise their morale and commitment level and decrease level of intention to leave.
The purpose of this study was to explore the relationship between organizational commitment and o... more The purpose of this study was to explore the relationship between organizational commitment and organizational climate. Subjects were chosen from three large Australian automotive component manufacturing companies. A questionnaire was administered to 1,413 employees from forty‐two countries of origin. A 97.8 percent response rate yielded 1,382 usable questionnaires. A significant correlation (.66) between organizational commitment and organizational climate was discovered.
Port Said Scientific Journal of Nursing, Dec 1, 2019
Background: A loss of morale leads to a lack of nurse commitment to the organization, which contr... more Background: A loss of morale leads to a lack of nurse commitment to the organization, which contributes to nurse turnover. Aim: To determine the relationship between staff morale and intention to leave. Designe: A descriptive correlational design was applied in this study. Setting: The study was conducted in all the units at Damanhour National Medical Institute. Sample: Study sample was 101 professional nurses. Tools: Two tools were used for data collection; staff morale survey and intention to leave scale. Results: The results of the present study showed that above one half of professional nurses (51.4%) had moderate level of staff morale, whereas above one third of them (30.7%) had low level of staff morale and above half of professional nurses (52.5%) had moderate level of intention to leave. Conclusion: The present study concluded that there was significant negative correlation between intention to leave and personal perception of staff morale. While, there was positive significant correlation between intention to leave and negative factors affecting staff morale. Recommendations: Therefore, it is recommended that, healthcare organization administrators should conduct frequent meetings with professional nurses who are dissatisfied from their job; discuss their problems and their needs and try to formulate plans to overcome these problems to enhance their satisfaction level which can consequently raise their morale and commitment level and decrease level of intention to leave.
Port Said Scientific Journal of Nursing, Dec 1, 2019
Background: Organizational commitment has been extensively researched as an important factor in e... more Background: Organizational commitment has been extensively researched as an important factor in employee retention and motivation. Aim: Determine the relationship between organizational commitment and intention to leave. Design: A descriptive correlational design was applied in this study. Setting: The study was conducted in all the units at Damanhour National Medical Institute. Sample: Study sample was 101 professional nurses. Tools: Two tools were used for data collection; Organizational commitment scale and intention to leave scale. Results: The results of the present study showed that nearly two thirds of professional nurses (62.3%) got moderate level of organizational commitment and above half of professional nurses (51.4%) had moderate level of intention to leave. Conclusion: the present study concluded that there was significant negative correlation between affective commitment, continuance commitment, normative commitment, and total organizational commitment with intention to leave. Recommendations: Therefore, it is recommended that, healthcare organization administrators should increase professional nurses' satisfaction through competitive salaries, encourage the team work spirit and conduct periodical meetings to discuss their problems to increase their commitment and eliminate their intention to leave.
Port Said Scientific Journal of Nursing, Mar 30, 2023
Background: Risk management plays a major role in shrinking uncertainties and enhancing rich oppo... more Background: Risk management plays a major role in shrinking uncertainties and enhancing rich opportunities for different areas of the health system. Aim: The study aimed to enhance nurses' performance regarding risk management through developing a risk management training strategy at Port Said General Hospital. Design: Quasiexperimental design. Setting: This study was carried out at a selective department in Port Said General Hospital. Subject: included all nurses working at the selected inpatient units in Port Said general Hospital at the study time with a total number of 53 nurses. Tool: two tools were used; first tool: a risk management knowledge questionnaire was used to assess nurses' knowledge second tool: an observational checklist was used to assess nurses' practice Results: Pre-training, nurse's knowledge related to risk management dimensions as a mean percentage was 47.7±20.2, which improved posttraining to be 86.5±24.2 During follow up, this percentage declined to be 74.9±40.6. Pretraining, nurse's practice related to risk management dimensions, 32.1% of nurses' practice as a total was satisfactory, which improved post-training to be 83.0% of them had satisfactory practice. During follow-up, this percentage declined to be 75.4% with statistical differences were in pre, post, follows up. Conclusion: There was a statistical improvement related to risk management among nurses after the training strategy implementation. Recommendation: health authorities should develop and implement clear policies for all health workers in hospitals and for staff nurses particularly to reduce risks in the workplace.
Port Said Scientific Journal of Nursing, Mar 30, 2023
Background: Workplace bullying is a prevalent issue that should be managed by developing effectiv... more Background: Workplace bullying is a prevalent issue that should be managed by developing effective policies, enhancing safe workplace culture, and using positive leadership skills. Aim: The current study aimed to design protocol for managing workplace bullying among nurses at selected hospitals in Port-Said city. Subjects and Method: A methodological design was applied in this study. Settings: The study was conducted at two hospitals affiliated to the Universal Health Insurance in Port-Said Governorate, namely: El-Salam and El-Zhour. The study sample was 142 nurses. Three tools were used for data collection: workplace bullying management questionnaire, workplace bullying management protocol, and opinionnaire format for examining the validity of the designed protocol. Results: The results of the present study showed that the overall mean percentage of managing workplace bullying of nurses was (50.16 ± 7.77) with highest mean percentage for nursing manager's role in handling bullying situations (58.55 ± 21.91), and the lowest mean percentage for anti-bullying policy followed by anti-bullying training (19.06 ± 16.47 & 21.3 ± 16.38 respectively). Conclusion: there was no policy against workplace bullying or training programs for workplace bullying management in the studied hospitals. So, the designed protocol for workplace bullying management had an acceptable face and content validity. Recommendation: It was recommended to develop a policy against workplace bullying in hospitals and conduct awareness sessions regarding workplace bullying for all healthcare providers and managers as well.
Background: The nursing profession faces many challenges nowadays so, nurses in daily practice ar... more Background: The nursing profession faces many challenges nowadays so, nurses in daily practice are responsible for adhering to the professional ethical practice standard. Aim: The present study aimed to determine nurses 'perception regarding legal aspects of liabilities at port said hospitals. Subjects and method Design: A descriptive research design was used. Setting: This was conducted at the inpatients' departments of assalam Hospital, el-zohour hospital and al hayah portfouad hospital affiliated with universal health insurance in port said governorate. Subjects: A sample with a total number (of 173) nurses was selected by using a simple random sampling technique. Tools: Personal and job characteristics of the participants and perceptions about legal liability were used. Results: More than half of nurses (57.8%) have a low perception of informed consent, while 10.4% of them have a low perception of the invasion of privacy. As well, 50.3% of them have a moderate perception regarding dealing with suit-prone patients, almost twothirds of them (63.0%) have a high perception of malpractice, but 10.4% of them have a high perception of defamation of character. Conclusion: Less than half of studied staff nurses had moderate perception related to total legal aspects liabilities, while one-quarter of them had high perception and slightly more than one-quarter had low perception. Recommendations: Training on nurses' law and its relevant matters to enhance safe nursing practice. And more research should be done to further investigate the factors influencing nurses' perception regarding legal aspects of liabilities.
Background: Workplace bullying is a prevalent issue that should be managed by developing effectiv... more Background: Workplace bullying is a prevalent issue that should be managed by developing effective policies, enhancing safe workplace culture, and using positive leadership skills. Aim: The current study aimed to design protocol for managing workplace bullying among nurses at selected hospitals in Port-Said city. Subjects and Method: A methodological design was applied in this study. Settings: The study was conducted at two hospitals affiliated to the Universal Health Insurance in Port-Said Governorate, namely: El-Salam and El-Zhour. The study sample was 142 nurses. Three tools were used for data collection: workplace bullying management questionnaire, workplace bullying management protocol, and opinionnaire format for examining the validity of the designed protocol. Results: The results of the present study showed that the overall mean percentage of managing workplace bullying of nurses was (50.16 ± 7.77) with highest mean percentage for nursing manager's role in handling bullying situations (58.55 ± 21.91), and the lowest mean percentage for anti-bullying policy followed by anti-bullying training (19.06 ± 16.47 & 21.3 ± 16.38 respectively). Conclusion: there was no policy against workplace bullying or training programs for workplace bullying management in the studied hospitals. So, the designed protocol for workplace bullying management had an acceptable face and content validity. Recommendation: It was recommended to develop a policy against workplace bullying in hospitals and conduct awareness sessions regarding workplace bullying for all healthcare providers and managers as well.
Background: Risk management plays a major role in shrinking uncertainties and enhancing rich oppo... more Background: Risk management plays a major role in shrinking uncertainties and enhancing rich opportunities for different areas of the health system. Aim: The study aimed to enhance nurses' performance regarding risk management through developing a risk management training strategy at Port Said General Hospital. Design: Quasiexperimental design. Setting: This study was carried out at a selective department in Port Said General Hospital. Subject: included all nurses working at the selected inpatient units in Port Said general Hospital at the study time with a total number of 53 nurses. Tool: two tools were used; first tool: a risk management knowledge questionnaire was used to assess nurses' knowledge second tool: an observational checklist was used to assess nurses' practice Results: Pre-training, nurse's knowledge related to risk management dimensions as a mean percentage was 47.7±20.2, which improved posttraining to be 86.5±24.2 During follow up, this percentage declined to be 74.9±40.6. Pretraining, nurse's practice related to risk management dimensions, 32.1% of nurses' practice as a total was satisfactory, which improved post-training to be 83.0% of them had satisfactory practice. During follow-up, this percentage declined to be 75.4% with statistical differences were in pre, post, follows up. Conclusion: There was a statistical improvement related to risk management among nurses after the training strategy implementation. Recommendation: health authorities should develop and implement clear policies for all health workers in hospitals and for staff nurses particularly to reduce risks in the workplace.
Background: Entrepreneurship and innovation are widely regarded as an important basis for competi... more Background: Entrepreneurship and innovation are widely regarded as an important basis for competitive advantage in work environment and enhancing capabilities for work growth and the wealth of nations. Aim: This study aimed to examine the relation between entrepreneurship and work innovation among nurse managers at Port Said governmental hospitals. Subjects and Method: A descriptive correlational research design was utilized for the present study. Setting: This study was carried out at Port Said seven governmental hospitals namely: Port-Said general hospital, El-Zohour general hospital, El-Nasr hospital, Ophthalmology hospital, fever hospital, Chest Disease hospital and Obstetrics and Gynecology Specialist hospital, all hospital affiliated to Ministry of Health. Subject: This study was included (101) nurse managers. Tools of data collection: Two tools were utilized namely: The characteristics of entrepreneurship questionnaire and work innovation questionnaire. Results: The study revealed that the majority of nurses' managers haven't entrepreneurial characteristics and the majority of nurses' managers haven't work innovation. Conclusion: There was statistically significant positive correlation between nurse managers' characteristics of entrepreneurship and the work innovation. Recommendations: Improve self-confidence by further engagement and encourage their ability to achieve. Attend conferences, workshops and training program about entrepreneurship characteristics and work innovation to create an entrepreneurial character and enhance innovative behavior.
Background: A loss of morale leads to a lack of nurse commitment to the organization, which contr... more Background: A loss of morale leads to a lack of nurse commitment to the organization, which contributes to nurse turnover. Aim: To determine the relationship between staff morale and intention to leave. Designe: A descriptive correlational design was applied in this study. Setting: The study was conducted in all the units at Damanhour National Medical Institute. Sample: Study sample was 101 professional nurses. Tools: Two tools were used for data collection; staff morale survey and intention to leave scale. Results: The results of the present study showed that above one half of professional nurses (51.4%) had moderate level of staff morale, whereas above one third of them (30.7%) had low level of staff morale and above half of professional nurses (52.5%) had moderate level of intention to leave. Conclusion: The present study concluded that there was significant negative correlation between intention to leave and personal perception of staff morale. While, there was positive significant correlation between intention to leave and negative factors affecting staff morale. Recommendations: Therefore, it is recommended that, healthcare organization administrators should conduct frequent meetings with professional nurses who are dissatisfied from their job; discuss their problems and their needs and try to formulate plans to overcome these problems to enhance their satisfaction level which can consequently raise their morale and commitment level and decrease level of intention to leave.
The purpose of this study was to explore the relationship between organizational commitment and o... more The purpose of this study was to explore the relationship between organizational commitment and organizational climate. Subjects were chosen from three large Australian automotive component manufacturing companies. A questionnaire was administered to 1,413 employees from forty‐two countries of origin. A 97.8 percent response rate yielded 1,382 usable questionnaires. A significant correlation (.66) between organizational commitment and organizational climate was discovered.
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