Background: Nowadays, all organizations as response to challenges strive to build strong internal and external cooperation through Learning and resilience. These strong alliances and cooperation enable all employees to create new ideas to face these challenges through enhancing and encouraging capabilities of learning & creativity. Aim: The purpose of this study was to assess the influence of learning organization on organization resilience and creativity in Mansoura Oncology Center. Design: Descriptive correlation design was used. Setting: Mansoura Oncology Center which affiliated at Mansoura University. Subjects: 125 nurses working at Mansoura Oncology Center Tools: Three tools were used: Learning organization questionnaire (DLOQ), organizational resilience scale and creativity audit questionnaire. Results: Less than two thirds of staff nurses reported that the learning organization level was moderate; slightly less than two thirds of them reported that the resilience level was high, while more than half of them reported that the level of creativity was moderate. There was significant positive correlation between learning organization, resilience, and creativity in the studied setting. Conclusion: Learning organization and resilience plays a significant role in creativity of nurses. Recommendations: Organization should provide its nurses with formal or informal learning opportunities as well as team learning, Talent management and planning should be considered for intellectual capital and intellectual property in the organization and the managers need to enhance organizational creativity by understanding the personal demands of its nurses.
Background: Locus of control is an important variable that affects every area of human endeavor as describing individual differences and predicting behavior in organizational settings. Also, it is viewed as an important element for work motivation which determines the level of innovative behavior that helps health care providers to meet patients' needs. Motivating for nurses for innovative behavior largely rest on the leadership style. Aim: Investigate the role of work locus of control and inclusive leadership on nurses' innovative work behavior in Mansoura Gastroenterology surgical center. Methods: Descriptive analytical design was employed by 139 nursing staff working at Mansoura Gastroenterology surgical center, which affiliated at Mansoura University by using three tools as: work locus of control scale, inclusive leadership scale and innovative work behavior scale. Results: 89.9% of studied sample reported that the level of work locus of control was moderate, (75.5%) of them mentioned that the inclusive leadership level was moderate and also, (69.1%) of them mentioned that the level of innovative work behavior was moderate on their work setting. Conclusion: The work locus of control was not correlated significantly with innovative work behavior, but there was a highly positive correlation between inclusive leadership and innovative work behavior in studied settings. Recommendations: It is recommended that to promote innovative work behavior, it is necessary to managers cultivate an inclusive leadership style. Develop clear motivation system for nurses and provide them sufficient autonomy to think through and present new ideas. Hospital managers should develop training program continuously for enhancing nurses` locus of control.
Back ground: In healthcare organization, nurses are considered as a backbone of its success as their performance and behaviors are key determinants for good performance. Justice and its implementation is a fundamental aspect to create citizenship behaviors among nurses and increase their loyalty and commitment to the organization. Aim: the study aimed to investigate the influence of organizational justice on organizational citizenship behavior among staff nurses at Dikirnis General Hospital. Method: a descriptive correlational design was utilized, included 252 staff nurses working at Dikirnis General Hospital. Data was collected using two tools, organizational justice questionnaire, and organizational citizenship behavior questionnaire. Results: There was a significant positive correlation between organizational justice and organizational citizenship behavior; staff nurses had moderate level of perception of organizational justice. More than half of the staff nurses had high perception of organizational citizenship behavior. Conclusion: There was statically significant positive correlation between organizational justice and organizational citizenship behavior. Recommendation: The hospital administrator and head nurses should be alert to the benefits behaving toward nurses in a manner perceived as fair. Organize periodically meeting with supervisors and their staff nurses to discuss their problems, needs and involve them in solving it.
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