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Abstract SUMMARY Nurses of the profession who have a strong professional identity provide effective service and high quality patient care in the healthcare team, develop competency in clinical expertise, and contribute to patient satisfaction. The development of professional identity help nursing to attain professional status by increasing professional commitment, improving nursing practices, enhancing job satisfaction and reducing burnout levels of nurses. Aim of the study: This study aim to examine the relationship between nurses’ professional identity and their occupational commitment at Governorate Hospital (Dar Ismail)- Alexandria. Research Question What is the relationship between nurses’ professional identity and their occupational commitment at Governorate Hospital (Dar Ismail)- Alexandria.? Materials and methods: Study design: A descriptive, correlational research design was used to conduct this study. Setting of the study: This study will be conducted in all intensive care units and in-patient care units at Governorate Hospital(Dar Ismail) in Alexandria Governorate (N= 9). The hospital is affiliated to the Ministry of Health and Population with bed capacity (N= 102).It is classified as fallow: (1) intensive care Summary 68 units(n=2),namely: (a)neonatal intensive care unit (n=1)and obstetric intensive care units(n=1); (2)in-patient care units(n=7),namely: (a)postnatal units (n= 3), prenatal units (n= 3 ),observation unit (n= 1). Subject: The subjects of the study were composed of groups of subjects will be included in this study, as follows (n=130): first-line nurses managers and all staff nurses who are working at the previously mentioned settings and who will be available at the time of data collection ,will be included in the study (N=130). Tools of the study: Two tools were used in this study: :) Nurses’ Professional Identity Scale (NPIS : Tool (I) This tool was developed by Sharbaugh et al. (10) to measure nurses’ professional identity. It is composed of 24 items, divided into three dimensions, namely :( 1) personal dimension (15-item); (2) interpersonal dimension (7-item); and (3) social and historical aspect dimensions (2-item). Responses were measured using 5- point Likert scale ranging from (1) strongly disagree to (5) strongly agree. Reverse coded items was applied. The Scoring system was as follows: low professional identity less than50%, moderate from 50%- to75% and finally, excellent professional identity more than75% .Total scores range from 24- 120. Summary 69 Tool (II): Occupational Commitment Scale (OCS): This tool was developed by Blau (33) to measure nurses’ occupational commitment. It is composed of 24 items, , classified into three dimensions , as follows: (1) affective occupational commitment (6- items) ; (2) normative occupational commitment (6 - item) ; and (3) continuance occupational commitment (12- item) ; which is divided subsequently into: (a) accumulated costs subscale (8-item) ; and (b) limited alternative subscale (4- item).Responses was measured in 6-point Likert scale ranging from (1) strongly disagree to (6) strongly agree. Total scores range from (24-144). Higher scores indicated higher occupational commitment. In addition to that, a demographic characteristics data sheet was developed by the researcher. It included demographic characteristics of study participants, namely: age, working unit, gender, educational qualifications, years of nursing experience, years of unit experience and marital status. Methods 1. An official permission was obtained from the Dean of Faculty of Nursing, Damanhour University and the responsible authorities of the study settings at Governorate Hospital (Dar Ismail), after explanation of the purpose of the study. 2. The two tools were translated into Arabic language, and were tested for its face validity and translation by five experts in the field of the study. Accordingly, some modifications were done. 3. The two tools were tested for its reliability, using Cronbach’s Alpha coefficient test, where tool I: Nursing professional identity Questionnaire (NPIQ): (α=0.801), and Occupational commitment Scale (OCS), (α=0.799); which indicating good reliability. Summary 70 4. A pilot study was carried out on (10%) of total sample size; of total sample size (n=13), who were not included in the study sample, to ascertain the relevance of the tool, to test the wording of the questions, clarity and applicability of the tools; to estimate the average time needed to collect the necessary data and to identify the different obstacles and problems that might be encountered during data collection. Based on the findings of the pilot study, no modifications were done. 5. Data collection was conducted by the researcher through hand- delivered questionnaire to study subjects, after individualized interview with each one for about (5) minutes to explain the aim of the study and the needed instructions were given before the distribution of the questionnaire in their settings. Every subject took from (30) to (35) minutes to fill out the two tools. Data collection took a period of three months from the beginning of January 2021 to the end of March 2021. Ethical Considerations: 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 subjects after explanation of the aim of the study. Privacy and right to refuse to participate or withdraw from the study were assured during the study. Confidentiality and anonymity regarding data collected were maintained. Summary 71 The following were the core results of the present study: -The result indicate that highly statistically significant between nurses’ professional identity and occupational commitment total nurses’ professional identity had mean± SD mean percent 72.5% compared to mean± SD mean percent 71.6% for nurses’ occupational commitment. -There was moderate statistically significant between total nurses’ professional identity perception toward personal dimensions, interpersonal dimensions and social -historical aspect and total nurses’ occupational commitment perception toward affective occupational commitment, normative occupational commitment and continuance occupational commitment. -There was a highly statistically significant relation between total nurses professional identity demographic characteristics (years of nursing experience and educational level). Also, there was statistically significant with their (years of experience in the unit). While, there was no statistically significant relation with demographic characteristics (age, gender, working units and marital status). - There was a highly statistically significant relation Conclusion and Recommendations There was highly significant positive correlation between nurses’ professional identity and occupational commitment at Governorate Hospital (Dar Ismail) – Alexandria. The recommendation conduct workshop and training programs for nurses, first line nurse manger activities to increase their professional identity in health care setting. Promote nurses skills their professional identity through the evidence based practice. Provide the opportunity for nurses to participate in nursing conference or training programs to improve their professional image. Participate in decision making and problem solving regarding unit work. |