الفهرس 
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Abstract
ary
Staff nurses are the health care system’s backbone, they play a crucial role in delivering
exemplary health care and ensuring efficient and effective implementation of policies.(153) Also,
healthcare environment is challenging for staff nurses when there is a significant roles to meet
the comprehensive needs of patients.(24) So, staff nurses should have critical thinking and skills
situations to be able to take the most important decisions, individually and quickly.(13) There is
a need to change both staff nurses’ toward their involvement in decision making and WE.(27)
Aim of the study
The aim of the study is to examine the relationship between staff nurses’ DI and their WE at
Hosh Essa Hospital.
Research Design:
Descriptive correlational research design was utilized in this study
Setting of the study:
The study was conducted at Hosh Essa Hospital with bed capacity 328 beds affiliated to
Ministry of Health and Population. It includes 11 units namely: intensive care unit, neonatal
care unit, dialysis unit, operating unit, children department, obstetric department, surgery
department, burns department, orthopedic department, emergency department, and internal
medicine department.
Subjects of the study:
All staff nurses (N=194) who are working in the previously mentioned settings with at least
one year experience and who were available at the time of data collection, were included in the
study classified as follow: Diploma of secondary technical nursing school=36 staff nurses,
diploma of technical health institute=118 staff nurses, bachelor of science in nursing=40 staff
nurses.
Tools of the study
Two tools were used for the purpose of this study.
Tool (I): Decisional Involvement Scale:
This tool was developed by Havens and Vasey (2005)(97), to measure actual and preferred
DI of staff nurses and managers on nursing units. It consists of six dimensions with 21 items
namely: unit staffing (2 items), quality of professional practice (5 items), professional
recruitment (4 items), unit governance and leadership (4 items), quality of support staff practice
(3items), and collaboration/liaison activities (3 items).
The response was measured on a five point Likert scale ranging from (1): administration/
management only that make decision to (5): staff nurses only that make decision. High mean
percent score (66.6-100%) suggests high degree of staff nurses involvement, and a moderate
mean percent score (33.4-66.6), low mean percent score (1-33.3%) suggests a low degree of
staff nurses involvement, suggests a state of the sharing of decision-making between the
administration/management and the staff nurses.
Summary
45
Tool (II): Utrecht Work Engagement Scale:
This tool was developed by Schaufeli and Bakker (2008)(13) to measure WE which is a
unique positive fulfilling and work related state of mind. It contains 17 items divided into three
dimensions namely: vigor (6 items), dedication (5 items), and absorption (6 items). For purpose
of ease response the scale was adapted from seven-point Likert scale to five point Likert scale
ranging from (0) never to (4) always. A score range from (66.6-100%) indicates that staff nurses
perceived themselves as having higher WE, middle score range from (33.4-66.6%) indicates
staff nurses perceived themselves as moderate engagement in work, and score range from (0-
33.3%) indicates that staff nurses perceived themselves as lower engagement in work.
In addition to demographic characteristic of the study subject such as working unit, age,
gender, educational level, years of experience and marital status.
(II) Methods
1. An official permission was obtained from the identified setting to collect the necessary
data the responsible after explanation of the purpose of the study.
2. Tool (I) and tool (II) was translated into Arabic, and tested for its content validity and
translation by a panel of five experts in the field of the study at the faculties of nursing.
Accordingly, the necessary modifications were done.
3. Tools were tested for their reliability by Cronbach’s Alpha coefficient test. Both tools
were reliability 0.863, 0.86.
4. A pilot study for the questionnaires was carried out on (10%) of total sample size
(n=20), taken from the outpatient department wouldn’t be included in the study sample;
in order to check and ensure the clarity and feasibility of the tool and to identify
obstacles and problems that encountered during data collection. Then, any necessary
modifications were done.
5. Data Collection
Data was collected from the identified subjects by the researcher after meeting
with each staff nurses and necessary clarification was done through hand-
delivered questionnaire at their working setting. The needed instructions were
given before the distribution of questionnaire.
The questionnaires were completed in the presence of the researcher to ensure
the objectivity of staff nurses’ responses, non-contamination of their opinion, and
to check that all items were answered.
Answering the questionnaires took about 15-20 minutes. It took a period of
slightly more than 2 months from 11/10/2020 to 20/12/2020.
Data obtained was analyzed using the appropriate statistical tests.
6. Ethical consideration
The research approval was obtained from the ethical committee at the Faculty
of Nursing-Damanhour University, prior to the start of the study.
An informed written consent was obtained from the study subject after
explanation of the aim of the study.
Privacy and right to refuse to participate or withdraw from the study was assured
during the study.
Confidentiality regarding data collected was maintain.
Anonymity regarding data collected was maintain.
Summary
46
7. Statistical analysis of the data
The collected data was coded and entered in a special format to be suitable for
computer feeding. Following data entry, checking and verification process were
carried out in order to avoid any errors.
Data was analyzed using the statistical package for social science SPSS (version 20).
The following statistical analysis measures were used: a. Descriptive statistical
measures, which included numbers, percentages, and averages (Minimum,
Maximum, Arithmetic mean (X), and Standard Deviation (SD).
Statistical analysis tests, which included: Chi square (X2), student T test and
ANOVA test.
The main results of the present study were as follows:
As regard to dimension of DI, staff nurses perceived moderate mean percent score of
\DI. Collaboration/liaison activities had the highest mean score. On the other hand, they
perceived low mean percent score represented in unit staffing.
Staff nurses perceived moderate mean percent score of staff nurse’ WE. Dedication had
the highest mean score. While, vigor they perceived low mean percent score
represented.
The result of the present study showed that there was positive significant correlation
between DI and WE.
There was a statistical significant difference between all staff nurses’ demographic
characteristics and their total DI at Hosh Essa Hospital in working unit, gender, years
of working experience and marital status.
There was a statistical significant difference between staff nurses’ demographic
characteristics and their WE at Hosh Essa Hospital in working unit and marital status.
In the light of the results of the current study, the following recommendations can be
suggested:
Hospital managers and nurse managers should:
1- Provide inservice education programs for all nurses to keep them up to date regarding
participation in DI and WE.
2- Conduct frequent periodic meetings and discussions with nurses to express their ideas and
recommendations.
4- Conduct frequent periodic nurse satisfaction questionnaire about how to improve DI and WE.
5- Nurse managers provide necessary resources for staff nurses to take decisions and give them
opportunities to be more in contact with their, getting immediate information related to DI, staff
nurses’ awareness with regulations that govern behavior and social support to increase WE.
6-Involve staff nurses in policy and authority related to self scheduling, determination of unit
budgetary needs, promotion of certification and development of skills in conflict resolution.
Nurses should:
1- Follow organizational policies, rules and regulations regarding DI
2- Communicate openly with their managers in order to discuss obstacles that face them when
applying their work and ways for improvement for their DI.
Summary
47
3- Attend regular training programs to improve their DI and their WE: communication skills, team
building and team work.
4-Share in different committees to increase their DI and their engagement in their organization such
as policy making, strategic plan, patient care …etc.
Future/ further studies should be conducted:
• Determine the relationships between DI and burn out.
• Develop strategies to enhance DI.
• Determine the relationship between WE among psychological distress of health professionals.
References
48
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