Nursing Management إدارة التمريض

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Browsing Nursing Management إدارة التمريض by Author "ayan Mohammad Mashni"

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    Nurses Trust Relationship Toward Nursing Leaders and Impact on Job Performance and Organizational Commitment in Southern West Bank -Palestine
    (Al-Quds University, 2025-08-09) ayan Mohammad Mashni; بيان محمد مشني
    Abstract Background: Nurses' trust toward their leaders impacts crucially on the job performance and on organizational commitment. In Palestine, particularly in Southern West Bank hospitals, the healthcare teams face numerous challenges that impact nurses’ work environment and professional relationships. Understanding the impacts of trust in the nursing leader is very essential for improving the healthcare outcomes and fostering a supportive relationships in workplace. This study investigating the correlation between nurses’ trust toward their leaders and its impact on the job performance and the organizational commitment, aiming to provide real facts and insights for hhospitals. Methodology: A cross-sectional, correlative, quantitative study was conducted in four hospitals in the Southern West Bank. Data collection was through a structured questionnaire designed to measure nurses’ trust in leaders , job performance, and the organizational commitment. The study sample include 336 registered nurses in various hospital departments. Statistical analysis was performed using SPSS version .27 to examine correlations influencing these relationships. Results: The response rate was 96% obtained from the analysis of 336 nurses' responses from the four hospitals in Southern West Bank. The majority of the sample was female (61%) , had a bachelor's degree (70.8%), and was mostly in the 20–29 age range (42.9%). The highest subscale score on the Trust in Leaders Scale was Competence (Mean = 4.54, SD = 1.5) , followed by Integrity (M = 4.36), Predictability (M = 4.26), and Benevolence (M = 4.03). The greatest subscale score on organizational commitment was Normative Commitment (M = 4.34, SD = 1.1) had the highest mean, then Continuance Commitment (M = 4.23), and the lowest mean was Affective Commitment (M = 4.07). Nurses' Self-Assessment Scale of Job Performance scores. The greatest mean score was task performance " (mean = 3.73). Then the contextual performance (M= 3.69) . According to Pearson correlation analysis results , Job performance and trust in leaders are strongly correlated (r = .565 , p < 0.01) , the Organizational commitment and leader trust are strongly positively correlated (r =.787, p < 0.01). There is a moderate relationship between job performance and organizational commitment (r = .514, p < 0.01). The relationship between demographic factors and trust, job performance, and organizational commitment was examined, with no significant effects found except for hospital name (specific nursing leader), which showed a significant association with trust (P-value = 0.004). Nurses at BASR Hospital scored higher (mean = 5.06) on the Trust in Leaders subscale compared to other hospitals, while gender and employment status had no significant effect. Conclusion: The study confirmed the importance of trust in nursing leaders as a critical factor impacting nurses’ job performance and organizational commitment. Improving leadership strategies that enhance transparency, support, and open communication can enhance team and leader trust relationship that improve healthcare outcomes. Hospitals should concern on leadership development programs to build strong and reliable nursing managers. Recommendations: Hospitals should implement leadership training programs to improve trust-building skills among nursing leaders. Policies promoting transparent communication and fair among team should be reinforced. Future research should explore interventions that can further strengthen trust dynamics in nursing relationships. Keywords: Trust relationship, nursing leadership, Palestinian nurses, Nurse job performance, Organization commitment, Hospitals in West Bank.