Effect of Job Crafting Training Program on Staff Nurses Work Involvement at Mansoura University Hospital | ||
| Tanta Scientific Nursing Journal | ||
| Article 10, Volume 25, Issue 2, May 2022, Pages 246-294 PDF (364.5 K) | ||
| DOI: 10.21608/tsnj.2022.236061 | ||
| Authors | ||
| Awatef Hassan Kassem; Amira Abd Elmenem Ibrahim | ||
| Lecturer of Nursing Administration Department, Faculty of Nursing, Mansoura University, Egypt | ||
| Abstract | ||
| Background: Job crafting provides the opportunity to redesign nurses job towards their own strengths and interests for a better fit between their personal characteristics and the characteristics of their job that improve work involvement and performance. Aim: Investigate the effect of job crafting training program on staff nurses work involvement in I.C.U at Main Mansoura University Hospital Subjects and Methods: Design: A quasi-experimental design was utilized. Subjects: The subjects were included all staff nurses (n=65) working in I.C.U at Main Mansoura University Hospital. Tools: Data was collected by using three tools: Job Crafting Knowledge Questionnaire, Job Crafting Questionnaire (JCQ) and Job Involvement Scale (JIS). Results: Total mean score of perceived job crafting and nurses work involvement mean score (72.95±8.45, 65.69±8.71, 29.65±5.08, 29.20±5.16) respectively were high post and after three months of implementing program than pre-program with mean score (65.72±9.00, 25.68±2.40) respectively. Staff nurses knowledge about job crafting were improve post and after three months with mean score (19.11±1.03, 16.52±2.02) than pre- program (16.20±1.86). Conclusion: Post application of job drafting training program. There is statistically significance difference (p <0.05) in relation to preprogram. Also, there is statistically significance between relational crafting dimension and work involvement post implementation training program. Recommendation: Nurse’s manger carries out workshops how to apply job crafting for their work. Also increase the levels of nurses' job involvement by re-designing jobs through job enlargement and enrichment. Finally, nurse managers should consider job demands and resources to increase job resources as opportunities for advancement, supervisor support, and receiving feedback. | ||
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