الفهرس 
Concepts of work designOnly 14 pages are availabe for public view
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Abstract
Work design plays an important role to reach the highest level of nurse’s performance, motivation, satisfaction and prevent role ambiguity of the work. The presence and using work design in any organization help in improving nurse’s involvement in decision making and making shared governance as a result from a variety of managerial decisions that affect directly and indirectly on hospital productivity. The clarity of work design has a significant autonomy in making decisions, gives a chance to use judgment in carrying out the work and involving subordinates in decision making process in the organization are mainly for quality of patient care, lower patient mortality, fewer complications, lower levels of job strain, burnout, high morale and productivity.
The present study aimed to investigate work design and its relationship to nurses’ involvement in decision making and their productivity. A descriptive correlational research design was utilized to achieve the aim of the study. The current study was carried out in different unites and departments at Menoufia University hospitals. The subject s of the study consisted of a convenient sample of 400 staff nurse who 400 had at least one year of job experience and accepted to participate in this study.
Data were collected using three instruments were at this study. The first instrument; Work design questionnaire that consists of two parts: Part one: Demographic characteristics such as age, sex, educational level, work units and departments, years of experiences, and distance from home to work. Part two: Work design questionnaire tool was adopted from Frederick (2015) and modified by the investigator. It consists of four dimensions: task characteristics= 12 items, knowledge characteristics = 8 items, social characteristics =10 items and work context = 9 items. The second instruments as decisional making scale that consists of 22 items grouped under six domains as unit staffing = 2 items, quality of professional practice =5 items, professional recruitment =4 items, using governance and leadership = 4 items, quality of support staff practice = 4 items and collaboration–liaison activities = 3 items.
Additionally, the third instrument was productivity questionnaire that grouped under eighteen dimensions as get the aim = 6 items, working conditions = 3 items, work engagement = 5 items, work motivation = 6 items, work organization = 2 items, Equipment and supplies = 5 items, quality of nursing services = 7 items, Employee growth (nurses) = 4 items, problem solving and decision making = 4 items. Social relation = 4 items, sick leave 5 items, work effectiveness = 3 items, development and advancement = 3 items, physical work environment = 6 items, waste disposal = 4 items, initiative = 3 items, new skills = 3 items and work habits =3 items. Translated to Arabic language and checked its accuracy.
Validity of study instruments The instruments were tested (face and content validity) by jury group which consisted of five experts from Nursing Administration. Two professors of Nursing Administration from Menoufiya University. One professor and two assistant professors of Nursing Administration from Tanta University. Minor modification and rephrasing of some statement were done based on jury’s opinions. The face and content validity of the tools aimed to judge its clarity, relevance and accuracy. It took one-month October, 2019.
Pilot study
A pilot study was conducted at November, 2019 on about 10 % of sample (40 nurses) to examine the sequence of items feasibility. Practice and applicability of the tools, clarity of the language and for estimating needed for filling the form. The time required to fill each questionnaire range from 10-15 minutes. There was no change occurred of the pilot study so this sample was included to the study.
Results of the present study could be summarized as follow:
• The majority of studied staff nurses had moderate levels of work design characters, about two third of them had high level of work design characters and about one quarter of them had low levels work design characters.
• The first ranking with the highest mean score was social characteristics while the last ranking was task character.
• The majority of studied staff nurses had low levels of decision- making involvement, less than one five of them had moderate and high level of decision-making involvement.
• The first ranking was related to collaboration liaison activities while the last ranking was related to professional recruitment.
• Above one third of staff nurses had input with administration concerning to scheduling, participate in definition of scope of practice and monitoring of practice standards.
• Above one third of nurses had input with administration concerning to liaison with other departments related to patient care, and conflict resolution among staff on unit.
• The majority of studied staff nurses had low levels of productivity; nearly one fifth of them had moderate level of productivity.
Otherwise, the minority of them had high levels productivity.
• The first ranking of productivity was work organization and the last ranking with the lowest mean score of productivity was working conditions.
• The highest per cent of nurses had sufficient equipment and machines.
As regards to quality of nursing services also, the highest per cent of nurses had standards distributed to individuals nursing. As regards to employee growth (nurses) agreed that the hospital does training courses to develop skills.
• There was positive highly statistically significant correlation between work design and both decisions making involvement and productivity.
• There was a highly statistical significance relation between work design level and nurses’ age, educational qualification and nurses’ years of experience.
• There was a highly statistical significance relation between decision making involvement levels and nurses’ age, educational qualification, and nurses’ years of experience.
• There was a highly statistical significance relation between productivity levels and nurses’ age, educational qualification, and nurses’ years of experience.
In the light of the finding reached from the present study, the following points are recommended:
1. For hospital administrator:
The managers should understand the importance of job design as an essential component of work behaviour among the workforce.
Nurse manager must optimize nurses’ opportunities for personal and professional growth by creating a learning environment that enables reflective practice and shared accountability, demonstrate confidence in others by delegating effectively, coach, mentor, and guide and provide opportunities for the development of knowledge, skills.
The hospital administrators should provide nursing with resources that enable them to design the nursing work environment and care processes to reduce errors that affect their productivity
The nurse mangers must provide physically and psychologically supportive environment to nurses working that decrease the work problems, increase the level of decision-making involvement ,and increase level of their productivity.
Nurse managers must use interactive teaching strategies that improve skills of critical thinking and decision making for staff nurse.
Nurse managers must conduct periodic meetings with nurses to discuss their needs and do everything in their power to meet these needs to create a motivated environment and increase their productivity.
Nursing director should increase involvement in decision making process and put an evaluative measure to be used as a standard in choosing managerial and administrative position regarding their abilities and skills regardless their ages for improving their productivity
2. For education:
Conducting continuing education programs and training courses for nurse manager and their staff about: work design character, decision making involvement that can be used to increase staff nurses productivity.
Decision making must be included in all nursing courses of nursing to enhance nurse’s knowledge and practice about how to make effective decision.
3. For further research:
Reapplication of the study on the larger probability sample is highly recommended to achieve generalizable results.
Conduct study to investigate the factors that may affect nurse’s involvement in decision making such as leadership strategies used by nurse mangers, also affected on staff nurses’ work design and productivity.
Conduct study to identify strategies that increase work design characteristic level and its relation to nurses’ productivity.