This study aimed to detect the factors that affect nursing students' self-directed learning at faculty of nursing in Minia University. Setting: The present study was conducted at nursing faculty in Minia University. Research design: This study used descriptive comparative research design. Subjects: Subjects of the study included a total coverage sample of all four academic years nursing students during academic year (2013)(2014). Total number of students were (n=777). Tools of data collection included two parts, part one: demographic characteristics of the sample, Part two comprised of scale for self-directed learning factors (three major factors subtitled by 60 statements) Results: female nursing students have the highest mean score for all major factors related to feeling successful and satisfied in studies and their characteristics which were 28.45, 44.19 and 145 respectively. The 1st year nursing students have the highest mean score for the same factors were (29.75 ±4.37), (44.91±5.42) and (1.51E2 ±19.04) respectively. Conclusions: the 1 st year nursing students and female students have the highest mean score for all major factors. This study recommended providing self-directed learning opportunities for promoting SDLR of the nursing students by motivating them and providing training, and educational resources for carrying out teaching learning process.
Background: A civility climate can affect nurses' practice and job performance through acceptance and correction of errors which leads to improved quality of care and job performance, Aim of the study: To assess the relation between workplace civility climate and job performance of nursing staff. Research design: A descriptive correlational research design. Subjects: All staff nurses working in the dialysis unit in Edfu General Hospital, their total numbers were 87 nurses. Setting: Edfu General Hospital, in Aswan city, Egypt. Tools of data collection: included two tools; the first tool to assess nursing workplace civility climate; and the second tool, to assess the level of the Job Performance scale. Results: One-third of the nursing staff had a high level of total perceived workplace civility climate dimension. The majority of the nursing staff had a satisfactory level of total job performance. There were statistically significant relations between nursing staff's perceived workplace civility climate with qualification and their current position respectively. Conclusion: planning & evaluation of the nursing staff and total perceived workplace civility climate were positively correlated. Recommendations: Educate nurses of all levels on how to foster a civil workplace climate, provide new hires with a copy of the hospital's staff nurse policy manual as part of their orientation, and conduct a further similar study for nurses in the different levels of hospitals or hospitals in the different areas.
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