Background: Workforce agility can help health care organizations in dealing with change and it can be started by increasing work innovation and proactive initiatives as staff nurses should make work innovations according to performance demands. The study aimed to assess the relationship between workforce agility and staff nurses' innovative work behavior at Critical Care Units. Research design: Descriptive correlational design was utilized. The study setting: the study was conducted at critical care units in Benha University Hospital. The study sample: A convenient sample of (265) staff nurses from the setting mentioned above. Tools: Two tools were used for data collection; Workforce agility Scale and Innovative Behavior Inventory. Results: Slightly more than half of staff nurses had moderate level of workforce agility and more than two thirds of studied staff nurses had high innovative work behavior. Conclusion: There was a highly statistical significant positive correlation between workforce agility and staff nurses' innovative work behavior. The study recommended: that nurse manager should give staff nurses the time and resources they need to pursue creative ideas, and support innovation as a job requirement, conduct training program about workforce agility and enable knowledge and new ideas to be shared.
Background: An innovative thinking technique called mind mapping can help nursing students learn to retain the key ideas and establish a learning environment that promotes information processing. The research aimed to investigate the effect of mind mapping on cognitive achievement and critical thinking skills of nursing students. Research design: A Quazi-experimental research design was utilized.
Background: Talent management and its effective practices ensures an organization fills vital positions for future leaders and positions that support its core competencies, show commitment to nurses, gave a raise to their self-efficacy which lead to increase nurses' engagement and decrease their turnover, and had positive impact on organizational effectiveness. The study aimed to assess talent management and its relation to staff nurses' self-efficacy and organizational effectiveness. Design: Descriptive correlational design was applied. Setting: the study was conducted at the eleven critical care units in Benha University Hospital. Sample: Convenience sample of (227) staff nurses were taken from the previously mentioned setting. Data collection tools: Three tools were used for data collection; talent management questionnaire, general self-efficacy scale -Turkish form and organizational effectiveness questionnaire. Results: More than two fifth of staff nurses (44.5%) had moderate perception level of talent management. While, more than half of studied staff nurses (52%) perceived their self-efficacy as moderate. Moreover, more than two thirds of studied staff nurses (68.7%) perceived moderate level of organizational effectiveness. Conclusion: There was a highly statistical significant positive correlation between overall score of talent management, self-efficacy, and organizational effectiveness among staff nurses. The study recommended: Developing strategies which help in development and retention of talented nurses. Providing a supportive wok environment that promotes trust, cohesion and commitment among staff nurses which reflect positively on the effectiveness inside the organization.
Context: Workplace bullying is a complex phenomenon and considered one of the most common work-related psychological problems. All health organizations must be aware that it affects both nursing staff and patients. Aim: This study aimed to investigate bullying and its relation to psychological distress, and Organizational Commitment among Staff Nurses during Covid -19 Pandemic. Methods A descriptive correlational research design was exploited. Setting: This study was implemented at Beni-Suef University Hospitals' critical care units. Subjects: were a convenient sample (n =285) of staff nurses who were working at the mentioned study place. Tools: Four tools were used for data collection. The first tool was personal and job characteristics data Sheet. The second tool was negative acts questionnaire (22 items), the third tool was Kessler Psychological Distress Scale (10 items), and the fourth tool was Organizational Commitment Questionnaire (18 items). Results: The current study revealed that the mean age of staff nurses was (35.75±8.88). The study showed that there were high levels of bullying and psychological distress among nurses with mean scores (87.10, 35.09) respectively, while the level of organizational commitment was moderate with a mean score (56.96). Furthermore, There was statistical significant positive correlation between bullying and psychological distress (r=0.44, p=0.001). There was statistical significant negative correlation between psychological distress and commitment (r=-0.39, p=0.003). Also, there was statistical significant negative correlation between bullying and organizational commitment (r=-0.43, p=0.004). Conclusion: The study concluded that there was a positive correlation between bullying and psychological distress, while there was a negative correlation between bullying and commitment. The study recommended that preventing or reducing workplace bullying may be effective in improving the psychological status of healthcare professionals especially nurses during covid-19 pandemic.
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