الفهرس 
Back ground of nurses work practice environmentOnly 14 pages are availabe for public view
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Abstract
Nurses are considered as the corner stone in any health care organization. Nurses over this decade have indicated that the environment in which they are working is less positive, which leads to increase intention to leave, and nurses’ shortage. Nursing sector plays a vital role in the provision of health care effectively in any health care organization. So, ensuring a positive work environment for nurses is a priority to keep stable work force (Salem and Baddar, 2016). Healthy work practice environment is essential to achieve optimal nurses` performance because the inputs from nurses are the keys to achieve the organization goals. Employees are committed when an organization satisfies employees’ needs and expectations (Adeoye, 2015). Finally, employee` behavior in the organization is a result of their personal characteristics as well as the organizational climate, which they work in.Organizational climate is an important aspect in achieving employees’ organizational commitment (Shirey, 2017).Therefore, the aim of the present study was to assess nurses` work practice environment and its relation to their organizational commitment. Descriptive correlational research design was used to conduct this study. The study was conducted in all departments of Fevers hospital at Shebin El-kom.The subjects of the study included all staff nurses who are working at the previous mentioned setting, accept to participate in the study and have at least one year of experience. The total number of them was 284 staff nurse.
Nurses are considered as the corner stone in any health care organization. Nurses over this decade have indicated that the environment in which they are working is less positive, which leads to increase intention to leave, and nurses’ shortage. Nursing sector plays a vital role in the provision of health care effectively in any health care organization. So, ensuring a positive work environment for nurses is a priority to keep stable work force (Salem and Baddar, 2016). Healthy work practice environment is essential to achieve optimal nurses` performance because the inputs from nurses are the keys to achieve the organization goals. Employees are committed when an organization satisfies employees’ needs and expectations(Adeoye, 2015). Finally, employee` behavior in the organization is a result of their personal characteristics as well as the organizational climate, which they work in. Organizational climate is an important aspect in achieving employees’ organizational commitment (Shirey, 2017).
Therefore, the aim of the present study was to assess nurses` work practice environment and its relation to their organizational commitment. Descriptive correlational research design was used to conduct this study. The study was conducted in all departments of Fevers hospital at Shebin El-kom.The subjects of the study included all staff nurses who are working at the previous mentioned setting, accept to participate in the study and have at least one year of experience. The total number of them was 284 staff nurse.
Nurses are considered as the corner stone in any health care organization.Nurses over this decade have indicated that the environment in which they are working is less positive, which leads to increase intention to leave, and nurses’ shortage. Nursing sector plays a vital role in the provision of health care effectively in any health care organization. So, ensuring a positive work environment for nurses is a priority to keep stable work force (Salem and Baddar, 2016). Healthy work practice environment is essential to achieve optimal nurses` performance because the inputs from nurses are the keys to achieve the organization goals. Employees are committed when an organization satisfies employees’ needs and expectations(Adeoye, 2015). Finally, employee` behavior in the organization is a result of their personal characteristics as well as the organizational climate, which they work in. Organizational climate is an important aspect in achieving employees’ organizational commitment (Shirey, 2017).Therefore, the aim of the present study was to assess nurses` work practice environment and its relation to their organizational commitment. Descriptive correlational research design was used to conduct this study. Thestudy was conducted in all departments of Fevers hospital at Shebin El-kom. The subjects of the study included all staff nurses who are working at the previous mentioned setting, accept to participate in the study and have at least one year of experience. The total number of them was 284 staff nurse.
The following instruments were used to collect the data for the current study.
Appendix I: The practice environment scale of the nursing work index (PES-NWI).
The practice environment scale of the nursing work index was originally
developed by Lake (2002) through factor analysis of data from magnet hospitals. The practice environment scale of the nursing work index (PES-NWI) has 30 items which specifically describing the nursing practice environment which used in the present study. The scale was divided into five subscales as following the first subscale was nurse manager ability, leadership, and support (8 items); the second subscale was nurse participation in the work place(8 items); the third subscale was staffing and resource adequacy(5 items); the fourth subscale was nursing foundations for quality care(6 items); finally the fifth subscale was collegial nurse-physician relations(3items).
Appendix II: Organizational commitment questionnaire was originally developed by Meyer and Allen (1991) which included 24 items. Later, (Meyer, Allen, and Smith,1993) revised the OCQ into a six items to measure normative commitment instead of eight items thus, the questionnaire become only 22 items; this modification was for reducing the scale length which is important for pilot study. The current study adapted the modified scale and used only 22 items questionnaire. The questionnaire consists of three subscales as following; affective commitment (9 items), continuance commitment (7 items), normative commitment (6 items).
The instruments were tested for validity and reliability .The instruments also, were distributed to a panel of three professors and two assist professor in the field of nursing. Collection of data was begun from February 2021 till the end of April 2021.By internal consistency coefficient alpha was 0.94 for practice environment scale and 0.84 for organizational commitment questionnaire.
The pilot study was conducted after adaptation of the instruments and before starting the actual collection of data. It was used to assess the feasibility and clarity of the instrument and to detect the time needed for filling the questionnaire. The study was carried on 28 staff nurses who represented 10% of the sample size. There was no change regarding the pilot study so this sample was included in the study.
Results
The main findings of the present study revealed the following:
• The highest percent (44.4%) of studied nurses were aged 30-<40 and the majority of them (82.4%) were female. Also, the highest percent (39.8%) of studied nurses had bachelor degree in nursing and Most of them (83.5%) were married.
• Concerning years of experience more than one third of the studied nurses have >15 years of experience. Also, the highest percent of study sample was working in fever department (19.7%).
• The highest percent (61.6%) of the studied nurses considered their work environment as a good environment.
• The lowest percent (3.9%) of studied nurses considered their work environment as a poor work practice environment.
• More than one third (34.5%) of the studied nurses perceived their work practice environment as a fair one.
• The highest percent(70.8%) of the studied nurses revealed high level of organizational commitment, and this proportion was considered as the majority of the studied nurses.
• On other hand, about one quarter (26.8%) of the studied nurses have moderate level of organizational commitment.
While, only few proportion (2.40%) of the studied nurses reveal low level of organizational commitment.
• There was a statistically significant positive correlation between nurses’ work practice environment and their level of organizational commitment as(r=0.532, p=0.001).
In the conclusion: there was more than half of the studied nurse perceived their work environment as a good one in this hospital. Also, more than two thirds of the studied nurses revealed high levels of organizational commitment. Moreover, there was a high statistical significant positive correlation(r=0.532, p=0.001) between nurses` work practice environment and their level of organizational commitment. Finally, the study concluded that to keep nurses committed in their organization work
environment should be positive.So, it is recommended that:
At practical level:
1. Health care organizations can develop feedback approach into its system that enables them to assess issues and solve problems
2. Suitable work load, fair payment, adequate supplies, encouragement, motivation and work life balance all are important for keeping committed nurses.
3. Providing a comfortable workplace and supportive work facilities are important factors for nurses positive work environment.
4. Nursing managers could share nurses in daily decisions and appreciate their efforts. Leadership behaviors are double edged factors that may affect either positively or negatively on nurses commitment.
6. Organizing workshops for nurses and their managers to develop their skills.
7. Improve formal power domain for nurses through clear job description, reward and punishment compensation system.
At educational level:
1. Development and training programs could be induced by the hospital management to updatenurses` knowledge.
2. Provide nursing managers with training programs on leadership styles and communication skills.
3. Provide opportunities to attend national and international conferences to weight their skills and knowledge.
At research level:
1. Future research studies could be conducted using larger sample size rather than the current study to generalize the results.
2. Future research about nurses work environment is needed to design and test interventions to promote healthy work environment as the current study still at a descriptive level.
3. Future research could be conducted about nurses work practice environment in stable circumstances ”without corona virus” which may affect the nurses work.