Abstract:Background: Health care organization culture can influenced by its ability to manage human resources and has a strong impact on its performance. Aim: the study aimed to assess staff nurses perception toward organizational culture and its relation to their innovative work behavior at critical care units. Setting: The study was conducted in critical care units at Benha University Hospital. Research design: descriptive correlation design was utilized to conduct this study. Sample: Convenience sample consisted of 76 nurses who worked at the previously mentioned setting. Tools: Two tools were used for data collection; (a) organizational culture assessment questionnaire and (b) Innovative work behavior scale. Results: the study showed that, the highest mean score of nurses perception regarding organizational culture was related to organizational learning (2.51±19.15), while the lowest mean score was related to creating change (12.10±3.26). Also, the highest mean score of innovative work behavior were related to idea championing and idea implementation (8.46±1.91 and 12.30±2.76). Conclusion: more than half of staff nurses had positive perception regarding organizational culture, half of staff nurses had high innovative work behavior and there is a significant correlation between staff nurses perception regard organization culture and their innovative work behavior. Recommendations: it recommended that, enhance nurses organizational learning through designated in-service educational programs, reduce staff nurses resistance to change through communication and support innovation as a job requirement.
Nursing shortage is one of the most significant barriers of quality of nursing care and patient outcome. Aim: The study aimed to identify nursing personnel perception toward nursing shortage factors and its effect on their work at Benha University Hospitals. Design: Descriptive correlation research design. Setting: The study was conducted at Benha University Hospital. Subjects: Convenient sample consisted of 50 head nurses and 110 staff nurses. Tools: Data of this study were collected by using: (1) Nursing shortage factors questionnaire (2) Strategies for solving nursing shortage questionnaire. The results: The findings of the study showed that; most factors of nursing shortage are related to work overload, inadequate salary and incentives and unsafe work environment. The most study sample agreed on the nursing shortage leads to increase job stressor and low level of productivity. In addition to most study sample agreed on the most strategies to manage the problem of nursing shortage were related to improve nursing image and activate the role of the union. The study concluded: Most studied sample agreed on nursing shortage factors effect on nursing work. The study recommended: that hospital administrators and regulators should take action to ensure that an adequate nursing staff is available to achieve quality nursing care.
Background: Workplace bullying is a social and organizational problem within the health care system; it has several adverse effects and closely associated with nurses' job performance. Aim :The study aimed to assess the effect of workplace bullying on nurses' job performance. Research design: Descriptive correlational design was utilized to meet the aim of this study. Setting: This study was conducted in Intensive Care Unit at Benha University Hospital. Sample: Consisted of all staff nurses (65). Tools: Data was collected by using two tools, workplace bullying questionnaire and nurses' job performance observation checklist. Results: The result showed that nearly three quarters (73.8%) of staff nurses had moderate level of bullying and more than three quarters (81.5%) of the staff nurses had satisfactory level of job performance Conclusion: There was no statistically significant correlation between nurses' workplace bullying and their performance. Recommendation: Nurses at all levels, including administrators and staff nurses, need to be educated to report bullying and nursing administrators need to develop policies to prevent bullying and anti-bullying reporting tools and mechanisms that allow nurses who exposed to workplace bullying to report incidents of bullying.
The quality of the relationship between nurses and their supervisor may contribute to eliminate intention to leave workplace by nurses. The study aimed to identify perceived nursing supervisor support and its relation to turnover intention among staff nurses. Research design: A comparative correlational design was utilized to meet the aim of this study. The study setting: this study was conducted at critical and non-critical care units at Benha University Hospital. The study sample: composed of all staff nurses (293) who are working in the above mentioned setting; 149 of staff nurses working at non-critical care units and 144 staff nurses working at critical care units. Tools: two tools were used for data collection; Perceived Nursing Supervisor Support Questionnaire and Turnover Intention Questionnaire. Results: more than two fifth of staff nurses had moderate perception level regarding nursing supervisor support at critical and non-critical care units. Staff nurses working at critical care units had higher turnover intention level than staff nurses working at non-critical care units. Conclusion: there was highly statistically significant negative correlation between perceived nursing supervisor support and staff nurses' turnover intention at critical and non-critical care departments. The study recommended: that nursing supervisors should be trained to provide constructive feedback and support to their staff nurses which may help to decrease turnover intention.
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