El-Gazar Heba E, Abdelhafez Shymaa, Ibrahim Nashwa, Shawer Mona, Zoromba Mohamed A
Nursing Administration Department, Faculty of Nursing, Port Said University, Port Said, Egypt.
Psychiatric and Mental Health Nursing Department, Faculty of Nursing, Mansoura University, Mansoura, Egypt.
J Nurs Manag. 2023 Jul 13;2023:9623866. doi: 10.1155/2023/9623866. eCollection 2023.
This study aimed at evaluating the effects of a job crafting intervention program for nurses on their job crafting behaviors, harmonious work passion, and career commitment.
Nurses generally work in suboptimal environments with chronic low resources and high demands. Job crafting may be a cost-effective strategy to deal effectively with such environments. However, its effectiveness as a nursing intervention program remains unclear.
An open-label randomized controlled trial was conducted at a hospital in Port Said, Egypt. The study enrolled 94 nurses. Participants were assigned randomly to the intervention group ( = 47) or the control group ( = 47). The intervention group had a 2-day workshop, 3 weeks of job crafting implementation, and a reflection session, whereas the control group participated in a 1-day workshop. Data were collected at baseline, 2 weeks, and 3 months after the intervention in both groups by using the Job Crafting Scale, Job Crafting Knowledge Questionnaire, Harmonious Work Passion Scale, and Career Commitment Scale.
Compared with the control group, the intervention group experienced a higher level of job crafting behaviors and reported a greater improvement in harmonious work passion, but not in career commitment.
Nurses can be trained on job crafting behaviors, which can lead to the maximization of job resources, optimization of job demands, and enhancement of nurses' harmonious work passion. . Nursing managers should train nurses regularly on how to be job crafters because it is an effective tool that helps nurses deal with limited job resources and increased job demands and makes them more harmoniously passionate about their work.
本研究旨在评估一项针对护士的工作重塑干预计划对其工作重塑行为、和谐工作热情和职业承诺的影响。
护士通常在资源长期匮乏且需求高的不理想环境中工作。工作重塑可能是有效应对此类环境的一种具有成本效益的策略。然而，其作为一种护理干预计划的有效性仍不明确。
在埃及塞得港的一家医院进行了一项开放标签随机对照试验。该研究招募了94名护士。参与者被随机分配到干预组（n = 47）或对照组（n = 47）。干预组参加了为期2天的工作坊、3周的工作重塑实施以及一次反思会议，而对照组参加了为期1天的工作坊。两组在干预后的基线、2周和3个月时，使用工作重塑量表、工作重塑知识问卷、和谐工作热情量表和职业承诺量表收集数据。
与对照组相比，干预组的工作重塑行为水平更高，和谐工作热情的改善也更大，但职业承诺没有改善。
可以对护士进行工作重塑行为培训，这可以使工作资源最大化、工作需求最优化，并增强护士的和谐工作热情。护理管理者应定期对护士进行如何成为工作重塑者的培训，因为这是一种有效的工具，有助于护士应对有限的工作资源和增加的工作需求，并使他们对工作更和谐地充满热情。
