الفهرس 
Abstract
Role conflictOnly 14 pages are availabe for public view
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Abstract
The most important aspect of high performance is the appreciation of one’s role (Sharpley, 2002). Gibson et al., (1997) explained that an individual may face a complex situation of simultaneous role requirements where performance of one role precludes the performance of the others. As a group member, the individual faces tremendous pressures to give up his self-identity in exchange for group loyalty. When this occurs, the individual faces a situation known as role conflict.
Role conflict occurs when an individual is subject to competing or conflicting sets of expectations and demands in the organization, or when the principle of unity of command is violated (Tarrant, 2008).
Steinmann & Schreyögg, (1997) argued that role conflicts can lead to extreme role pressure, which can lead to psychological stress and may even affect the health of the role incumbent. Role conflict has been found to cause absenteeism, hypertension and even burnout.
Role ambiguity is another aspect that affects job stress in the workplace (Ahsan et al., 2009). Role ambiguity refers to the absence of clarity about one’s role. The ambiguity arises because of lack of information about the scope of one’s responsibilities (Sharma, 2002). Nierman, (2007) added that role ambiguity occurs for many reasons: outdated job descriptions, some roles were more difficult to define than others, and environmental change.
According to role theory, as one’s role ambiguity increases, the individual’s job satisfaction decreases, reality becomes distorted and as a result, effectiveness and efficiency within the position decreases (Tarrant 2008).
The present study was conducted with the aim of identifying the effect of role conflict and role ambiguity on nurses’ performance in Minia and Suzan Mobarak University Hospitals.
Setting:
The study was carried out at Minia University Hospital and Suzan Mobarak University Hospital in Minia Governorate.
Subjects:
The sample consists of all nurses who work in all general and special inpatient units at Minia University Hospital (n= 85) and Suzan Mobarak University Hospital (n= 21) with a total number (n= 106).
Tools of the data collection:-
1) Demographic data sheet:
It was designed to collect personal data about nurses working at units in Minia and Suzan Mobarak University Hospitals such as (age, marital status, qualification, years of experience, and kind of shifts nurses taken).
2) Role conflict and role ambiguity questionnaire:
This tool is developed by El Sayed.K (1997), and translated by the researcher. It is divided into four parts: 1st part perception of role conflict, includes nine questions; 2nd part causes of role conflict, includes twenty two questions; 3rd part perception of role ambiguity, includes six questions; and the 4th part causes of role ambiguity, includes ten questions
3) Observation checklist for Assessment of Nursing Performance.
The tool is developed by Jernigan. D & young. A (1983). The tool consists of 24 items concerned with measuring the performance of the nurse. The tool is divided into the following: assessment consists of (2) items, planning consists of (4) items, implementation consists of (12) items, and evaluation consists of (6) items.
Data collection:
An official permission was obtained to collect data from administrative responsible personnel. A pilot study was carried out to test the questionnaire’s reliability, clarity, feasibility, and applicability. It was carried out on eleven nurses from the included hospitals. Departments and nurses for pilot study were selected randomly. The researcher explains the purpose of the study to the study subject. After obtaining verbal consent, the questionnaires were distributed for nurses to collect data. Every questionnaire took about twenty minutes to fill by each participant. The observation checklist was filled by the researcher. The observation was done in the morning shift during the routine work of nurses. Each nurse was observed three times during work to ensure validity. The whole duration of data collection take about four months starting from October 2010 to January 2011. Data entry and analysis were done using SPSS version 16.
The results of the present study showed that about half of the study sample aged less than 25 years, less than two thirds of the study sample who were working in Minia University Hospital were females. While, all nurses who were working in Suzan Mobarak University Hospital were females. The majority of the study sample graduated from diploma nursing. Majority of the studied sample have high level of role conflict regardless of demographic characteristics, and about half of studied sample have high level of role ambiguity. All nurses’ performance is unsatisfactory in relation to demographic characteristics. Performance has negative correlation with role conflict and with role ambiguity. There is a positive correlation between role ambiguity with a highly statistically significant difference with role conflict.
On the light of the results of this study the following recommendations will be suggested:
1. Nurses managers should plan an orientation program to orient nurses about hospital policy, rules, regulation, job description and responsibilities, other’s expectation, facilities and equipment and performance evaluation standard.
2. Developing a performance appraisal tool to evaluate nursing staff with different classifications performance based on hospital environment.
3. State detailed job description for nurses in every clinical area.
4. The head nurse should deal with individuals in role conflict or role ambiguity on time, interviewing them privately to determine their needs that are being ignored or frustrated and need recognition.
5. Making periodic regular meeting for nursing staff to verbalize their work problem, learning need and their suggestions for improvement.
6. Continuing education program must be provided to nurses to assist nursing personnel to gain new knowledge and improve their skills.
7. Policy regarding nursing license in Egypt must be modified and nurses must pass practical and theoretical exams every five years at least to renew and maintain license. This will enforce nurses to improve their knowledge and skills frequently and protect patients and society from nurses who have bad performance.