Advocacy is explained in concrete acts such as helping the patient access needed healthcare facilities, assuring the quality of treatment, defending the patient's interests, and acting as a coordinator for the patient and the health care environments. Aim: Assess pediatric nurses' awareness regarding protective child advocacy and rights in the hospital. Method: A descriptive exploratory research design was utilized, and a convenient sample of 103 nurses at the in-patient pediatric ward, neonatal intensive care unit, and pediatric intensive care unit at Minia university hospital for obstetric and pediatric hospital, Minia health insurance hospital, and Misr-El-Hora general hospital affiliated to the Ministry of Health hospital. One tool was used, which included two parts, part Ⅰ: Demographic data for nurses. Part Ⅱ: Nurses' awareness about the protective child advocacy scale and child rights Results: Most of the studied nurses had good awareness of child advocacy and rights, and the minority had fair awareness. All the studied nurses aged between 30-< 35 years and 40-45 years had good awareness about child advocacy, and all the studied nurses who had bachelor's degrees had a good level of awareness about child advocacy and rights. Conclusion: Increasing the nurses' age and their educational level provides an opportunity for them to advocate for children and maintain their rights. Recommendation: Conducting training courses for nurses about child advocacy and their rights is the Ministry of Health's responsibility in the hospital.
Head nurses civility climate can affect job performance through improving nurses professional values and raising their awareness toward legal and ethical issues facing the care practice through acceptance and correction of errors which leads to improved quality of care by enforcing values off the profession and prevents negative consequences of hiding errors Aim: to examine the effect of the civility training program on staff nurses' professional values and awareness of legal and ethical issues. Research design Quasi-experimental research design. Setting: The study was conducted at the fever isolation Hospital -Minia governorate. Subjects: All head nurses worked in the inpatient and outpatient units, and all staff nurses who worked in the same departments. Tools: four tools were used in this study; civility knowledge questionnaire, workplace civility climate Self-Assessment scale, nursing professional value Scale, and legal and ethical issue knowledge questionnaire. Results: The total knowledge score and levels of perceived workplace civility among head nurses were low before the program implementation; after the program implementation, they had higher scores with statistically significant differences; also, the staff nurse professional value score and legal and ethical issues awareness score was increased after implementing a civility education program for head nurses. Conclusions: The civility training program positively affected head nurses by increasing their knowledge and self-assessment about perceived workplace civility after the program implementation. Recommendation: Periodical seminars and programs for head nurses must develop civility competencies, behaviors, and communication to motivate the worth of their professional values towards nursing and acknowledge legal and ethical knowledge.
Background: Employee participation in decision-making now considered a key element in the successful implementation of new management strategies and plays an important role in determining the degree of empowerment and job commitment of the employee as well as their motivation. Aim: the Study aimed to identify the effect of using a Developed Guidelines of staff nurses participation in decision-making and empowerment on their organizational Commitment. Research design: a quesi-experimental research design was used in this study. Setting: This study was carried out at Minia University Hospitals, and Minia general hospital. Sample: 100 staff nurses, working in critical areas, tools: data was collected by using three tools namely I. Decisional involvement scale (DIS) (II), Conditions of Work Effectiveness Questionnaire-(CWEQ), and III. Organizational commitment questionnaire (OCQ). Results: high level of shared decisions, empowerment and low organizational commitment, highly statistical significant positive association between decision-making, empowerment and organizational commitment. Moreover a Highly statistical significant positive association between empowerment and age, experience and between age and commitment, negative statistical significant in dependent predictors of staff nurses scores of the empowerment and University hospital score. Ministry of health hospital( general hospital) has high level of empowerment and commitment while the decision is made by administration only in contrast university hospitals has lower level of empowerment and commitment with administration only decision. Conclusion: high level of shared decisions, lower empowerment and organizational commitment, negative effect using a Developed Guideline of participation in decision-making and empowerment on organizational commitment, Recommendation: Create a unit level DM structures such as shared governance model, unit committees as a strategy for promoting decisional involvement and structural empowerment; create a motivating work environment, keeping open lines of communication.
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