Effect of Job Crafting Training Program on Staff Nurses Work Involvement at Mansoura University Hospital

Abstract

Background: Job crafting provides the opportunity to redesign nurses job towards their own strengths and interests for a better fit between their personal characteristics and the characteristics of their job that improve work involvement and performance. Aim: Investigate the effect of job crafting training program on staff nurses work involvement in I.C.U at Main Mansoura University Hospital Subjects and Methods: Design: A quasi-experimental design was utilized. Subjects: The subjects were included all staff nurses (n=65) working in I.C.U at Main Mansoura University Hospital. Tools: Data was collected by using three tools: Job Crafting Knowledge Questionnaire, Job Crafting Questionnaire (JCQ) and Job Involvement Scale (JIS). Results: Total mean score of perceived job crafting and nurses work involvement mean score (72.95±8.45, 65.69±8.71, 29.65±5.08, 29.20±5.16) respectively were high post and after three months of implementing program than pre-program with mean score (65.72±9.00, 25.68±2.40) respectively. Staff nurses knowledge about job crafting were improve post and after three months with mean score (19.11±1.03, 16.52±2.02) than pre-program (16.20±1.86). Conclusion: Post application of job drafting training program. There is statistically significance difference (p <0.05) in relation to preprogram. Also, there is statistically significance between relational crafting dimension and work involvement post implementation training program. Recommendation: Nurse's manger carries out workshops how to apply job crafting for their work. Also increase the levels of nurses' job involvement by re-designing jobs through job enlargement and enrichment. Finally, nurse managers should consider job demands and resources to increase job resources as opportunities for advancement, supervisor support, and receiving feedback.

Nurses Job Crafting

“…This result was consistent with the findings of Chang et al, 10 who discovered that cognitive job crafting was lower than task and relational job crafting. This finding contradicts previous research, which found that relational crafting was the least important dimension among nurses 26,28 …”

“…According to the findings of this study, most nurses had moderate perception levels for task, cognitive, and rational job crafting. This was consistent with the findings of Kassem and Ibrahim, 26 who discovered that most nurses had only a basic understanding of their jobs. Furthermore, contrary to the current study results, according to Baghdadi et al, 27 participating nurses demonstrated high levels of job crafting.…”

“…According to the report, nearly a quarter of the nurses in that study had a bachelor's degree, and nearly a quarter had a high level of work crafting. It was consistent with the findings of all 3 studies because it demonstrated that RNs craft jobs frequently 26,27 …”

“…This finding contradicts previous research, which found that relational crafting was the least important dimension among nurses. 26,28 According to the study findings, most nurses had low perceptions of coworker connection, management connection, and invested self-concept of organizational identification. A primary reason for this is that many nurses are critical of upper management's approach to work redesign in their hospital because they believe upper management has a different perspective on the organization than they do.…”

“…It was consistent with the findings of all 3 studies because it demonstrated that RNs craft jobs frequently. 26,27 Individuals can also redesign their jobs by incorporating their personal interests into their work activities and seeking work responsibilities and opportunities that allow them to use their skills to grow. This conclusion is consistent with the findings of Kuijpers et al, 28 who discovered that workers who implemented new techniques that better suited their skill sets improved their performance, reduced unfavorable jobs, or added favored tasks.…”