الفهرس 
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Abstract
SUMMARY
As tradition, nursing is perceived as a distinctly feminine career and the
use of the terms ’sister or nurse‟ or „angel in a white dress‟, perpetuates this
stereotype. This perception may deter some men from choosing a career in
nursing and presents challenges for others who are currently in the profession.
Nurses and nursing students tend to distinguish between feminine and
masculine roles and characteristics are a very common psychosocial process.
Despite the changes, that impact the nursing profession role strain remains
constant burden on male nurses. Role strain is a subjective condition,
representing an emotional awakening toward impossible role obligations and
unease in fulfilling role expectations. It typically occurs due to difficult to
exercise the duties of multiple roles and fulfill the required. (74)
Aim of the study:
This study aimed to assess staff nurses’ perception of genders role strain
in Alexandria Main University Hospital.
Research question:
What is staff nurses‟ perception of genders role strain in Alexandria
Main University Hospital?
Study Design:
The design that was utilized in this study is a descriptive design.
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Setting of the study:
This study will be conducted at Alexandria Main University Hospital
affiliated to Alexandria universities with (1703) beds. It had many buildings
for all different departments as burning, emergency, ICU, dialysis, medical
&surgical departments……..etc. Data collected from ICU and inpatient
departments. Units were chosen in the sample that includes male nurses.
(n=22 units) They were : First unit, Second unit, Third unit, emergency ICU,
ICU of burn, ICU of dialysis, Neurology ICU, Liver ICU, maxillofacial ICU,
Urology ICU, Chest ICU, Medical Intermediate care unit, Dialysis unit,
hematemesis unit, systemic lupus unit, poisoning unit, Medical units, Surgical
units, operation rooms unit, Cardiac catheterization unit, cardiology unit,
Emergency.
Subjects of the study:
Total number of staff nurses at Alexandria Main University
Hospital was 1260 staff nurses (1198 female and 62 male nurses). Who were
working in the previously mentioned settings and who were available at the
time of data collection, with at least one year of experience, the sample size
was 294 staff nurses. All male staff nurses were included in the study (N= 62),
and female staff nurses were (N=232). The sample size which was estimated
using Epi info 7 statistical programs using the following parameters; 95%
confidence level and 5% margin with 50% frequency.
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Tool of the study:
One tool was used in this study: Gender‟s role strains sheet.
Which developed by the researcher based on relative literatures,Carte and
Williams (29), Rovithis et al (128), and Morter (129). To examine staff nurses
„perception of gender‟s role strains. It consists of 67 items, divided into four
subdomains: role conflict (15 items), role overload (21 items), and role
ambiguity (21 items), and role incongruity (10 items).Each question has a 5-
point Likert-type scale rating from:1) Strongly Disagree 2) Disagree 3) neither
Disagree nor Agree 4) Agree 5) Strongly Agree .The higher a participant
reports a score on the Likert scale, the higher the degree of role strain the
participant is experiencing. Perception of gender role strain 67 items:
High strain > 70%.
Fair strain total score from 50% to 70%.
Low strain < 50%.
In addition to, demographic characteristics data sheet: It was
developed by the researcher, and include: gender, age, educational
qualification, working unit, years of nursing experience and marital status.
Methods:
1. An official written permission obtained from the the Dean Faculty of
Nursing Damanhour University and the administrators of the identified
setting for data collection.
2. The tool was translated into Arabic and tested for its content validity by
five experts in the field of the study. Accordingly, the necessary
modifications were done.
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3. A pilot study was carried out on (10%) of total sample size; staff nurses
(n= 6 male and= 24 female) from Kafr El Dawar General Hospital and not
included in the study in order to check and ensure the clarity of the scale,
identify obstacles and problems that may be encountered during data
collection. Then, necessary modifications were done.
4. The tool was tested for its reliability by using suitable reliability tests
analysis by measuring of internal consistency of the tool through
Cronbach’s Alpha test. The Cronbach’s Alpha test for tool was = 0.905.
The tool was proved to be reliable with Cronbach’s alpha test.
5. Data was collected from the identified sample through hand-delivered
questionnaire at their working setting individualized from the beginning of
January 2022 to the end of March 2022.
6. Data obtained was analyzed by using the appropriate statistical tests.
Results can be summarized as the following:
1. Female nurses had significantly higher level than male nurses regarding
total gender‟s role strains.
2. Female nurses had significantly higher level than male nurses in all total
subdomains of gender‟s role strains.
3. More than half of the studied nurses had high total gender‟s role strains.
While less than half of them had moderate gender‟s role strains and few
of them had low gender‟s role strains
4. There is statistically significant relation between total perception of
gender‟s role strain and the staff nurses’ occupation, age, and work unit,
gender and experience years at nursing.
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5. There is no statistically significant relation between total perception of
gender‟s role strain and the staff nurses’ marital status and level of
education
6. There is positive correlation among the four subdomains role conflict
role ambiguity role overload and role incongruity.
In the light of the results of the current study, the following
recommendations can be suggested:
I. Nurse educators should:
1) Increase awareness of community regarding nursing as an
appropriate profession for both genders.
2) Develop effective strategies to prevent and manage stressors faced
by staff nurses.
3) Prepare Strategies need to be implemented to challenge and
breakdown perceived social stigma regarding male entering nursing.
4) Improving nursing image through public media.
5) Develop strategies which allow male faculty staff to visit male
secondary schools to change their attitudes towards nursing
profession.
6) Creating a friendly learning environment and updating the nursing
curriculum to be learner-centered which supports the needs of all
students for both genders without gender bias.
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II. Hospital managers should:
1) Prepare professional strategies and interventions for managing and
solving ethical problems to foster a supportive work environment
and improve job satisfaction and limit gender‟s role strains.
1) Share the hospital mission and vision, and clarify the hospital goals
with staff nurses, that help them to understand their roles and
responsibilities in the hospital.
2) Enhance the staff nurses’ recognition, inspiration, emotional
intelligence, individual consideration, and empowerment to promote
the work climate.
3) Promote staff nurses respect and enhance the spirit of team working
and co-operation related to patients’ treatment decisions.
4) Provide the staff nurses with continuous feedback about their
performance and promote respect for both genders.
5) Promote the staff nurses’ autonomy, through the delegation of
additional authorities to them with clear explanation for all duties.
IV.
Staff nurses should:
1) Attend orientation program concerning hospital mission, vision,
policy, and procedure
2) Follow the directions of other health professionals, who make the
primary decisions about patients, also involve in the decision-
making process.
3) Develop their problem-solving ability, participative decision-making,
skills practice, and performance through attending training program.
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4) Collaborate with their peers and work as a team for dealing with
patients‟ care problems and issues.
5) Improve their communication skills with the top level managers
using social and emotional intelligence technique.
IV. Future/ further studies should be conducted:
Investigate the nurse‟s roles of a wider set of job demands, job
resources and individual characteristics
Develop strategies to decrease role strain of both genders.
The relation between work environment and role strains.
The effect of role strain on leave work.