الفهرس 
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Abstract
Personal values are impacted by family, culture, environment, religion, and ethnicity, and professional values are the requirements for behavior that are anchored in personal values. Furthermore, the process of acquiring values is progressive and evolutionary, taking place throughout the course of a person’s lifetime. In today’s world, professional values are a source for promoting nurses’ ethical competences in clinical settings and coping with ethical issues.
Furthermore, most nurses should be aware of professional values and apply them to their decision-making when confronted with ethical issues. The development of professional values in nurses is primarily influenced by experts in the field, colleagues, patient care situations, and organizational values.
Therefore, nurses’ professional values are important because they affect the decisions made in caring for patients as well as nurses burnout. Nurses need to be aware of their professional values and at the same time be able to care for patients who have different values. An awareness of professional values, cultural differences, and bases help to avoid ineffective communication in stressful situations. So, preventing burnout requires many of the coping skills that nurses use to combat reactions to any stressor and reduce burnout.
Aim of the Study:
Assess the professional values and its relation to burnout among nurses at Minia university hospitals.
Research Questions:
1. What is the level of professional values among nursing staff at Minia university hospitals?
2. What is the level of burnout among nursing staff at Minia university hospitals?
3. Is there a relation between professional values and burnout among nurses at Minia university hospitals?
Research Design
Descriptive cross-sectional research design was utilized to fulfill the aim of this study.
Setting:
The study was conducted in Minia University Hospitals, Minia City, Egypt which were Minia Emergency University Hospital; Minia Nephrology and Urology University Hospital; Mina University Cardio Thoracic Surgery hospital; and Minia Pediatric and Obstetrics university hospital
Subjects
The subjects of the study sample was included representative sample (30.0%) which was selected randomly from all nurses who working in Minia University Hospitals during the period of data collection. The study subject number was (337).
Data Collection Tools:
Data was collected through the utilization of two tools as follows:
Tool (1): Nurses Professional Values Scale (NPVS)
It was included two parts:
Part I: Personal data: It was used to collect data about nurses and encompass items such as, age, gender, marital status, educational level, position, years of experience and department.
Part II: Nurses Professional Values Scale. It was adopted from American Nurse Association (ANA) code of ethics for nurses (1985) and was translated by the researcher. It was used to assess nurse professional value. It consisted of 44 items of expression point; and this part divided into eleven subscale as follows; Human dignity; Privacy; Safeguard client; Responsibility and accountability; Competence; Informed judgment; Contributes to knowledge; Improve standards; Conditions of employment; Maintain integrity; and Collaborate.
The items were measured by using five-point Likert scale ranged from (5 = most important, to 1= not important). The scoring system of the tool was ranged from 44 to 220.
Tool (2): Maslach’s Burnout Inventory scale: This tool developed by Maslach and Jackson, (1997). It was used to assess the degree of burnout among nurses; and consisted of (22) items. The items were grouped under three theoretical subscales as emotional exhaustion; depersonalization; and personal achievement.
The items was measured by using seven-point Likert scale ranged as from 0= never, to 6 = every day; A high degree of burnout is reflected in high scores on the emotional exhaustion and depersonalization subscales; and in low scores on the reduced professional accomplishment subscale. The scoring system was ranged from 0 to 132.
Data Collection Procedure:
Permissions were granted from the Faculty Dean and Research Ethical Committee, Faculty of Nursing, Minia University; as well from directors of hospitals to conduct the study. Participants were selected randomly from Minia University Hospitals. Each participant was receiving the questionnaires to fill them after taking their consent to participate in the study and given an explanation about the nature of the study by the investigators.
After describing the aim and process of data collecting, the tools were delivered to all participants. During the working days, the researcher administered and oversaw the tools with the help of the head nurse for each department during the morning and evening shifts.
Participants were given between 25 and 30 minutes to complete all of the tools. They were free to talk to the researcher about anything that needed to be clarified. The data was collected from nurses during a four-month period, from the beginning of February to the beginning of June 2021.
The main findings of the study were:
• The nurses had moderate level for all subscales of professional values as; for Human dignity scale it was (68.2%); for Privacy (64.4%); for Safeguard client (52.2%); for Responsibility, and accountability (62.6%); for Competence (62.0%); for Informed judgment (59.9%); for Contributes to knowledge (46.6%); for Improve standards (64.1%); for Conditions of employment (54.6%); for Maintain integrity (68.2%); and for Collaborate (70.6%).
• Also, the subscales which had high percentage of ”high level” from nurses point of view were: Conditions of employment; Human dignity; Responsibility, and accountability; Informed judgment; Competence; and Collaborate (40.1%. 30.9%, 32.3%, 31.8%, 26.8%, and 25.8% respectively).
• While the subscales which had high percentage of ”low level” from nurses point of view were Contributes to knowledge and Safeguard client (28.2% and 25.2% respectively).
• There were (78.3%) of the nurses have moderate score level of total professional value, (20.8%) of them have high score level degree, and there are only (0.90%) of them have low score level degree.
• The mean scores of nurses are moderate in all subscales of professional value; and for the total mean score it was 143.0 from 220.
• Also, there were near to two thirds (61.1%) of nurses had a high level to emotional exhaustion subscale; and only (18.40%) had low score level. Regarding the depersonalization subscale, near to one thirds (31.7%) of nurses had a high level, and highest percentage (48.10%) of them had low level score. Speaking about personal achievement, there were (42.4%) of them have a low level of personal achievement and (3120%) of them had high level.
• As well as; there were near to two third (62.90%) of nurses had a high level regarding total score level of burnout inventory; and more than on third (37.10%) had moderate score level.
• The total mean scores of the burnout inventory were 73.7 ± 18.4 from 132.
• Moreover, there were statistical significant relations between nurses professional value with residence, their current position, and working hospital with (P-value =0.001; =0.0001; and =0.023 respectively).
• There were statistical significant relations between nurses burnout inventory with their gender, qualifications, their current position, and working hospital with (P-value = 0.021; =0.0001; =0.0001; = 0.002 respectively).
• There were no associations between nurses’ age, and their years of experience in the nursing field with their professional value score and its subscales.
• Also; there were no associations between nurses’ age, and their years of experience in the nursing field with their total score of burnout inventory.
• Also, it was noted from the current study that there was negative correlational between total professional values of nurses and their score of burnout (r= -0.354, p=0.001).
Conclusion
Nurses scored moderately on all subscales of professional values, including Human dignity, Privacy, Safeguarding clients, Responsibility and accountability, Competence, Informed judgement, Contributes to knowledge, Improve standards, Conditions of employment, Maintain integrity, and Collaborate, according to the current study. In addition, the current study found that more than three-quarters of nurses had a moderate level of total professional value, while fewer than a quarter had a high level of value.
In addition there were less than two thirds of nurses had a high level to emotional exhaustion subscale; and low percentage of them had low score level. Regarding the depersonalization subscale, near to one thirds of nurses had a high level, as well there were less than half of them had a low level of personal achievement. Also, there were less than two third of nurses had high total score levels of Maslach’s burnout inventory; more than one third of them have moderate score level; and no one of them had low burnout level score. Also, it was noted that, there was a negative correlational between total professional values of nurses and their score of burnout.
Recommendations
Based on current study results these recommendations are introduced:
• Conduct periodical meetings to discuss nurses work problems and needs in order to decrease their burnout level.
• Encourage the spirit of teamwork among nurses to maintain low level of burnout
• Design continuously periodical training program for nurses to improve their professional values perception and decrease their burnout level.
• Encourage participation of nurses in conjuncture of hospital policy, rules and regulation which increase their creativity and production to help nurses in the reduction of their burnout level.
• Create an empowering work environment with a mutual trust and respect for all parts.