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Background: The concept of shared governance added into nursing in the 1980s as a professional practice model in which both nursing staff and nursing management are involved in decision-making.Successful implementation of shared governance leads to a greater commitment to the organization.Aim: the current study aimed to determine the relation between shared governance, and organizational commitment among nursing managers in Port-Said hospitals.Subjects and Methods: A descriptive correlation design was applied in this study.The study was conducted in eight hospitals affiliated to the Ministry of Health in Port-Said Governorate.Study sample was 118 nursing managers.Two tools were used for data collection; Index of Professional Nursing Governance Questionnaire and Organizational Commitment Scale.Results: The results of the present study showed the majority of nursing managers (94.9%) had shared governance and more than two-thirds of them (72.9%) were committed to their organizations.Conclusion: Based on the results of the present study, it can be concluded that, there was no statistically significance relation between shared governance and organizational commitment among nursing managers in Port-Said hospitals.It was recommended that hospitals' organizational structure officially redesigned and develop or adopt shared governance model.
Background: Workplace bullying is a prevalent issue that should be managed by developing effective policies, enhancing safe workplace culture, and using positive leadership skills. Aim: The current study aimed to design protocol for managing workplace bullying among nurses at selected hospitals in Port-Said city. Subjects and Method: A methodological design was applied in this study. Settings: The study was conducted at two hospitals affiliated to the Universal Health Insurance in Port-Said Governorate, namely: El-Salam and El-Zhour. The study sample was 142 nurses. Three tools were used for data collection: workplace bullying management questionnaire, workplace bullying management protocol, and opinionnaire format for examining the validity of the designed protocol. Results: The results of the present study showed that the overall mean percentage of managing workplace bullying of nurses was (50.16 ± 7.77) with highest mean percentage for nursing manager's role in handling bullying situations (58.55 ± 21.91), and the lowest mean percentage for anti-bullying policy followed by anti-bullying training (19.06 ± 16.47 & 21.3 ± 16.38 respectively). Conclusion: there was no policy against workplace bullying or training programs for workplace bullying management in the studied hospitals. So, the designed protocol for workplace bullying management had an acceptable face and content validity. Recommendation: It was recommended to develop a policy against workplace bullying in hospitals and conduct awareness sessions regarding workplace bullying for all healthcare providers and managers as well.
Background: Workplace bullying is a universal issue that has negative effects on organizations, nurses, and patients as well; so, bullying should be handled effectively to reduce or avoid its potential negative impacts. Aim: The current study aimed toassess workplace bullying among nurses. Subjects and Method: Design: A descriptive designwas applied in this study. Settings: The study was conducted in two hospitals affiliated to the Ministry of Health, now they are affiliated to the Universal Health Insurance in Port-Said Governorate, namely: El-Salam and El-Zhour. Subjects: The study samplewas 142 nurses. Tool of data collection: data were obtained through Negative Acts Questionnaire-Revised (NAQ-R). Results: The results of the present study showed that 52.1% of the studied nurses were victims of work-related bullying and 40.8% of them were victims of person-related bullying, otherwise 42.3% of them weren't bullied through physically threatening behavior. Conclusion: Based on the results of the present study, it can be concluded that, more than one-third of the nurses were victims of workplace bullying and there was no statistically significant difference between workplace bullying and personal and job-related data. Recommendation: It was recommended to formulate work processes that nourish positive systems, justice, and respect; develop a formal procedure for reporting and investigating bullying, and develop a protocol for workplace bullying management.
