الفهرس 
AcknowledgmentOnly 14 pages are availabe for public view
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Abstract
Summary
Organizations are under constant competitive pressure to improve their
organization structure to get employees and managers to perform better (BenNer & Lluis, 2011). Having a committed and dedicated workforce is a valuable
asset that contributes to organizations’ competitive edge. So the highly
competitive environment of today’s business organizations emphasizes the
significance of developing proficient and productive workers in addition to
retaining and reduce absent of them by creating balanced work life (Ansari,
2011b& Rubio et al., 2015).
Balanced work life and work life fit areas appear to be a significant part
of corporate social responsibility today. Therefore, organizational leaders ought
to recognize their responsibilities in an effort to ensure that their employees are
not working so hard that it is interfering with their personal lives that can lead to
health issues, which has the potential to affect morale, reduce productivity, and
decrease job satisfaction and performance and increase absenteeism (Bilal et
al., 2010& Leka& Alwis, 2016).
So doing things better, faster, with fewer workers, and tighter budgets
(getting more with less) with the expected or the demanded results are to
achieve greater performance that leads to growth and higher profits are the goals
of many organizations today (Sarwar & Aftab, 2011).
The present study was conducted with the aim of developing a model for
studying the association between nurses’ work life fit areas, work life
interference on their absenteeism rate and performance in General ICU at Assuit
University Hospital.
Setting: The present study was conducted in General ICU at Assuit University
Hospital which contains (18) beds from the total hospital number (1700) bed.
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Subjects: The present study was included all nurses working in General ICU with
total number (no= 44). The sampling technique was a convenient one.
Tools of the study:
Four tools were used in the present study
Tool I: A self -Administered questionnaire sheet which consisted of two parts:-
Part (1): Personal characteristics data sheet which included data about: age,
years of work in ICU, educational qualification and marital status.
Part (2): Areas of Work life Scale (AWS) which developed by Leiter &
Maslach, (2004) and was used to measure nurses’ person-job match in six areas
of work life. The scale consisted of 18- items measuring the six areas of work life:
manageable workload (3 sub items), control (3 sub items), reward (3 sub items),
community (3 sub items), fairness (3 sub items), and values (3 sub items). Items
are measured on five-point Likert scale which rating from 1 for (strongly
disagree) to 5 for (strongly agree).
Tool (II): Work Interference with Personal Life (WIPL) Scale which
developed by Fisher-McAuley et al., (2003) and validated by Hayman, (2005).
The scale consisted of (7 items) measuring the balance between an individual’s
professional and personal life using five-point Likert scale which ranging from 1
for (not at all) to 5 for (all the time).
Tool (III): Total calculation of Absenteeism rate of un-excused absence/year
among studied nurses in General ICU by using the following formula :
Number of days lost
Absenteeism rate for a year = × 100
Number of potential work days
Adopted from Mohamed, (2001) and normal absenteeism rate of un-excused
absence/year = 3- 6% (European Foundation for the Improvement of Living
and Working Conditions, 2010) cited by Kandemir &Şahin (2017).
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Tool (IV): Observational Performance Checklist tool: which included (77
items), (55 items) adopted from Youssif et al., (2017) which included attendance
and punctuality (3 sub items), appearance (4 sub items), work habits (8 sub
items), staff relations and communication (6 sub items), Communication with
patients (7 sub items), nursing care plan activities (8 sub items), material planning
(1 sub item), safety measures and patient safety (6 sub items), documentation (6
sub items), coordination (1 sub item), and keeping up to date technically (5 sub
items) and (22 items) added to nursing care plan activities adopted from last
version of nursing procedure manual of the Egyptian Ministry of Health and
Population, (2012) and modified by the researcher.
Scoring system
The responding scoring system was measured by (0) for not done, and (1) for
done.
Validity and Reliability of the study tools
• The face validity of the study tools (Areas of Work life Scale, Work
Interference with Personal Life (WIPL) Scale & Observational Performance
Checklist tool) was reviewed by the five experts of the Nursing Administration
Department- Faculty of Nursing – Assuit University.
• The study tools were tested for its reliability by using Crombach’s Alpha Coefficient test, it was (α = 0.799) for Areas of Work life Scale (AWS), (α = 0.858)
for Work Interference with Personal Life (WIPL) Scale, and it was (α = 0.812) for
Observational Performance Checklist tool. Thus indicates a high degree of
reliability for the study tools.
Data collection:
An official permission had been obtained to collect necessary data from
Administrative responsible personnel. A pilot study was conducted in three days
from 28- 30/1/ 2019 on five nurses which represent (10%) from total study
participants but working in Trauma ICU not in General ICU to ensure the
clarity, accessibility and understandability of the study tools and for time
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estimation before actual data collection because the study sample is small. The
researcher set with each subject in the study explained the purpose of the study
and asked for participation. After obtaining verbal consent, the study tools given
to the participated subject to be filled through self- administered questionnaire.
This took about fifteen minutes for each participant to fill the questionnaire. The
whole duration for data collection took about three months from February to
April 2019. Data entry and statistical analysis were done using SPSS ver.24
program Statistical Soft Ware Package for Social Science.
The results of present study revealed that:
- More than half of the studied nurses agreed that they work intensely for
prolonged periods of time but their efforts usually go unnoticed and doesn’t
receive recognition from management for their work.
- About two thirds of the studied nurses reported that they all the time put
personal life on hold for work.
- The majority of studied nurses observed doing all tasks in ICU and have
satisfactory level of nursing performance .
- Nearly two thirds of studied nurses have high level of absenteeism and
absenteeism rate as calculated for studied nurses during one year (2019) was
8.9%.
- There were no statistical significance differences between nurses’ personal
data and studied variables (work life fit, work life interference and performance)
except regarding to areas of work life (control items) with educational
qualification and between nurses’ level of absenteeism and marital status which
have statistical significance difference.
-There were negative correlations between work life fit, work life interference,
nurses’ performance, and absenteeism except a positive correlation between