Effect of Diversity Management Educational Program on Organizational Culture of Nursing First Line Managers | ||
| Journal of Nursing Science Benha University | ||
| Volume 4, Issue 2, October 2023, Pages 69-84 PDF (592.22 K) | ||
| Document Type: Scientific peer reviewed journal | ||
| DOI: 10.21608/jnsbu.2023.322582 | ||
| Authors | ||
| Maha Atta Mohamed* 1; Fatma Rushdy Mohamed2; Ehsan Saad Soliman3 | ||
| 1Assistant director of Nursing in Minia University Hospital, Egypt | ||
| 2Professor of Nursing Administration, Faculty of Nursing, Assuit University | ||
| 3Assistant Professor of Nursing, Faculty of Nursing, Benha University | ||
| Abstract | ||
| Background: Diversity in the workplace refers to a workforce made up of people of many races, ages, genders, nationalities, and sexual orientations. Moreover, organizational culture includes an organization’s expectations, experiences, philosophy, and the values that guide member behavior, and is expressed in self-image, inner workings, interactions with the outside world, and future expectations. The study aimed to assess the effect of diversity management educational program on organizational culture of nursing first line managers. Research Design: A quasi-experimental design with pretest, post- test and follow-up (after three months). Sample: Convenient sample of first line managers (50) who are working at previous mentioned setting during the time of data collection. Setting: At four Minia University Hospitals (Minia University Hospital; and Gynecology, Obstetric and Pediatric University Hospital, Urology University Hospital, Cardiothoracic University Hospital) in Minia city, Egypt. Tools: Four tools were used to collect data pertinent to the study which were: Diversity Management Knowledge Questionnaire, Diversity management skills questionnaire, Diversity management attitude questionnaire, Organizational culture questionnaire. Results: The study results revealed that, nursing first line managers’ knowledge, skills, attitudes regarding diversity management increased, also, their organizational culture ability increased. Conclusion: There was a positive highly statistically significant correlation between total nursing first line managers’ knowledge, skills, and attitude regarding diversity management and their organizational culture ability during immediate post and follow up program phases while there was no statistically significant correlation at pre-program phase. Recommendation: Reapplication of the study on larger probability sample in other setting in highly recommended to achieve generalization results. Conduct training programs and workshops on a regular basis to update and improve nursing first-line managers' knowledge and abilities in the areas of diversity management and organizational culture. | ||
| Keywords | ||
| Key wards: Diversity Management; First line managers; Nursing; Organizational Culture | ||
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