Nursing Management إدارة التمريض
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- ItemThe Relationship between Nursing Teamwork and Job Satisfaction at Palestinian Hospitals in the Southern West Bank(Al-Quds University, 2025-08-23) Mamdouh Mohammad Ahmad Taqatqa; ممدوح محمد أحمد طقاطقة: Nurses constitute the largest number of hospital employees and are considered among the most prominent healthcare providers, improving the quality of care and patient safety. This requires them to work collaboratively to complete and accomplish the tasks assigned to them. Teamwork contributes to building trust, effectivecommunication, and reducing errors. Task completion is not limited to effective teamwork; nurses' job satisfaction helps them maintain their jobs and provide high-quality services. Therefore, teamwork and job satisfaction are among the most important factors in the success of providing the best possible healthcare services. Aim:The main aim of this study was to assess the relationship between nursing teamwork and job satisfaction at Palestinian Hospitals in the Southern West Bank. Study Design: quantitative descriptive correlational cross-sectional study. Convenience sample, The total population that the study targeted was 1666 nurses, while the calculated sample size was 313, so 360 questionnaires were distributed to nurses at the targeted hospitals, and 336 were returned, representing a response rate of 93,3%. Study tool: a valid and reliable questionnaire that consisted of 79 questions and was divided into three sections. The first section covered demographic information and hospital-related characteristics, the second section covered teamwork (Kalisch et al., 2010), and the third section covered job satisfaction elements (Fairbrother et al., 2010). results: Results show that nurses report high levels of teamwork and job satisfaction. More than half of nurses (51.8%) reported that they practiced teamwork most of the time, and 28.9% reported always working in teams, with an overall mean teamwork score of M = 3.81. Among the teamwork dimensions, mutual trust and shared mental model had the highest score mean M = 3.91, followed by support M = 3.84, team orientationM = 3.74, andteam leadership M = 3.62. Regarding job satisfaction, the majority of nurses reported high (54.5%) and average satisfaction (42.9%), with a mean score of M = 3.64. The highest subscale of job satisfaction was relationships M = 4.06, followed by intrinsic satisfaction M = 3.68, while extrinsic motivation was rated the lowestM = 3.32. Spearman's ordinal correlation revealed a strong, positive, and statistically significant relationship between teamwork and job satisfaction (r = 0.720, p < 0.001), indicating that higher perceptions of teamwork are associated with greater job satisfaction. Positive relationships were also observed between all subscales of teamwork and job satisfaction. Conclusions: This study aimed to assess the relationship between nursing teamwork and job satisfaction in Palestinian hospitals located in the southern West Bank. The study results demonstrated a strong, positive, and statistically significant relationship between teamwork and job satisfaction. The results also showed that nurses who reported high levels of mutual trust, teamwork orientation, support, a shared mental model, and effective leadership are more likely to demonstrate high levels of job satisfaction. This study concluded with several recommendations, the most important of which is that nursing directors, hospital administration, and the Palestinian Ministry of Health should work to improve teamwork among nurses by developing and implementing new policies and creating training programs that promote a culture of teamwork. This will provide a suitable and comfortable work environment in which nurses enjoy high levels of job satisfaction, which in turn will be reflected in the quality of health services provided to patients. Keywords: Relationship, Nursing Teamwork , Job Satisfaction , Palestinian Hospitals, southern West Bank.
- ItemThe relationship between Flexible work schedule, nursing staff wellbeing, nursing performance, and burnout among nursing staff in South West Bank in governmental and nongovernmental hospitals(Al-Quds University, 2025-08-24) Mohamed Abd Alkareem Ahamd Albadarin; محمد عبد الكريم احمد البدارينIn the evolving landscape of healthcare, flexible work schedules (FWS) have emerged as critical interventions to improve staff well-being and performance, particularly among nurses who face high job demands and emotional strain. In Palestine, nurses are burdened by staffing shortages, unpredictable shifts, and limited institutional support, contributing to increased burnout and reduced job satisfaction. Aim This study aims to assess the relationship between flexible work schedules, nursing staff well-being, performance, and burnout among nurses working in governmental and non-governmental hospitals in the South West Bank. Methodology: A cross-sectional quantitative study was conducted among 320 nurses, with 291 valid responses analyzed (response rate: 94.4%). Participants were selected through proportionate Convenience sampling from both governmental and non-governmental hospitals in the South West Bank during May to June 2025, including Hebron and Bethlehem districts which includes. A structured self-administered questionnaire measured key variables: type of work schedule, well-being, performance, and burnout. Data were analyzed using SPSS version 26. Statistical methods included descriptive analysis, independent samples t-tests, ANOVA, Pearson correlation, and multiple regression. Results: Findings indicated that 51.2% of nurses reported working under flexible schedules, 35.1% under fixed schedules with minimal choices, and 13.7% under fixed schedules without choices. Flexible scheduling was significantly associated with higher well-being, and improved performance, along with lower levels of burnout (p < 0.05). Nurses in non-governmental hospitals reported a higher prevalence of flexible work arrangements and better psychological and occupational outcomes compared to those in governmental hospitals. Out of the 291 participants, the majority (51.2%) reported working under a flexible schedule, followed by 35.1% who indicated having a fixed schedule with minimal choices. A smaller proportion (13.7%) worked under a fixed schedule without choices. Overall, the results indicate moderate perceptions of work flexibility among participants, with a total mean score for work flexibility of 2.90. Nurses reported moderate levels of overall well-being (M = 2.9, SD = 1.1), showing some variation in aspects such as emotional energy, restfulness, and interest in daily life. Findings also reflect moderate levels of self-reported nursing performance (M = 2.88, SD = 1.05). The total burnout score averaged 31.7 out of a maximum of 50, suggesting a moderate level of burnout within the sample. Female nurses reported higher levels of flexibility (M = 2.96) and performance (M = 3.05), whereas male nurses exhibited greater well-being (M = 62.02). Burnout levels did not significantly differ between the sexes (p = .180). Marital status had significant effects on well-being (p = .008) and performance (p = .003), with divorced nurses achieving the highest scores, potentially reflecting varying support systems or personal motivations. Education level was significantly associated with well-being (p < .001), with diploma holders reporting the highest mean score (M = 65.29). Years of experience significantly influenced both flexibility (p = .031) and performance (p = .010). This study found a statistically significant positive correlation between flexible work schedules and the well-being of nursing staff (r = 0.290, p < .001), along with a strong negative relationship between burnout and well-being (r = –0.271, p = .014). Additionally, there is a notable negative association between flexible work schedules and burnout among nurses, as indicated by a Pearson correlation coefficient of –0.256 (p < .001). Conclusion: Flexible work schedules significantly enhance nurse well-being, performance, while reducing burnout. To address nurse turnover, emotional exhaustion, and performance deficits, Palestinian healthcare institutions should adopt evidence-based scheduling policies that prioritize flexibility. The study recommends policy reforms supporting flexible work schedule implementation, leadership training to manage flexible teams, and further research to explore long-term impacts across different hospital settings. Keywords: Flexible work schedules, nursing performance, well-being, burnout, Palestine, hospitals, hospitals, nurse workforce, occupational health.
- ItemInfluence of Professional Value on Clinical Decision-Making among Nurses in Neonatal Intensive Care Units(Al-Quds University, 2025-08-13) Ahlam Ismael Mughanam Alshaer; احلام اسماعيل مغنم الشاعرThe clinical decision making is critical in neonatal care because nurses must routinely make rapid judgments based on their expertise to provide the best possible outcomes for extremely vulnerable neonates. Effective clinical decision making is a critical component of neonatal nursing practice since it reduces dangers and improves patient well-being. The Professional values represent the core principles, ethical standards, and beliefs that shape professional behavior and decision-making. In the context of neonatal care, these values direct nurses in providing safe, compassionate, and responsible care to newborns and their families, emphasizing integrity, respect, and a commitment to achieving the highest quality of clinical outcomes. Aim of the study This study aims to assess the influence of professional value on clinical decision making among nurses in neonatal intensive care units west bank of Palestine, and to identify key factors that predict clinical decision-making in this critical care environment. Methods A cross-sectional, descriptive correlational design was conducted on 184 full-time NICU nurses recruited from eleven governmental hospitals in the West Bank. Selected through convenience sampling due to institutional access constraints during political unrest. Data were collected using two validated instruments; the nursing professional value using the NPVS-3 and the clinical decision making nursing scale. Results According to the analysis, nurses demonstrated a high level of professional commitment, with an average professional value score of 94.5 ± 14.6 out of a possible 140. Among the subdomains, "caring" scored the highest (M = 34.2 ± 5.5), reflecting its central role in nursing practice. Clinical decision-making (CDM) also showed strong engagement, with a high overall mean score of 179.1 ± 8.9. The subscale "Search for alternatives or options" had the highest score (M = 48.6 ± 1.4), while "Canvassing of objectives and value" scored the lowest (M = 41.7 ± 7.1). A multiple linear regression revealed that age, gender, years of nursing and NICU experience, and professional value significantly predicted CDM (R² = 0.735, p = 0.001). Notably, professional value were the strongest predictor (B = 0.496, p = .001), followed by gender, indicating that both ethical grounding and demographic factors influence nurses’ decision-making in NICUs. Conclusions The current study confirmed that nurses in NICUs demonstrate a high level of commitment to professional value, with the value of "caring" being particularly prominent. Also, the results also showed increase the clinical decision-making, particularly in the "search for alternatives" dimension. The study also concluded that clinical decision-making among NICU nurses is influenced by several factors, most notably professional value, which showed a strong, positive relationship. The multiple linear regression model was able to explain 73.5% of the variance in decision-making, demonstrating the robustness of the studied factors and their importance in improving the quality of healthcare. Keywords: "clinical decision making", professional value, "neonatal intensive care unit", nurses, Palestine\
- ItemNurses' Perceptions about the Role of Training and Development Programs in Motivating and Enhancing Job Satisfaction in Bethlehem Hospitals(Al-Quds University, 2025-08-24) Samer Mohammad Ali Jebreen; سامر محمد علي جبرينTraining and development programs are essential for enhancing employees’ knowledge, skills, and attitudes, ultimately improving organizational performance. Well-trained staff are vital for achieving institutional goals, particularly in healthcare settings where patient outcomes are closely linked to workforce competence. In hospitals, especially within nursing, training initiatives aim to strengthen professional growth, boost motivation, and improve job satisfaction. By investing in these programs, hospitals foster a supportive work environment that empowers nurses and enhances the quality of patient care, thereby contributing to the strategic objectives of the organization. Purpose: This study aimed to explore and evaluate nurses’ perceptions regarding the role of training and development programs in motivating them and enhancing their job satisfaction in hospitals located in Bethlehem. It further sought to provide evidence based recommendations to guide institutional policies and practices regarding employee development. Methodology: A cross-sectional descriptive research design was employed. Data were collected using a structured questionnaire comprising five sections. Section A examined participants’ sociodemographic characteristics, section B assessed nurses’ participation in training programs, sections C, and D assessed nurses’ perceptions of the influence of training programs on their motivation and job satisfaction respectively. The measures were on a three-point Likert scale (Agree, Neutral, Disagree). The last section contained open-ended questions regarding the participants’ perspectives about training programs. The English questionnaire was translated into Arabic and was distributed to 215 nurses working in four private and governmental hospitals in Bethlehem. Data were analyzed using SPSS version 27. Main findings: Findings revealed that 70.2% of respondents agreed they had received effective training within their organizations, and most participants expressed positive perceptions toward training and development programs. Statistical analysis demonstrated a significant positive relationship between training initiatives and both nurses’ motivation and job satisfaction. The analysis results also showed that nurses wanted to see specific training programs in Bethlehem hospitals, such as Advanced Cardiovascular Life Support (ACLS) and Basic Life Support (BLS), infection control training, ventilator management, and communication skills. Conclusion and Recommendations: Training and development programs play a critical role in enhancing nurses’ motivation and overall job satisfaction. Hospitals are encouraged to prioritize the design and implementation of tailored training initiatives that address the specific needs and aspirations of nursing staff. These findings provide evidence-based insights to guide hospital administrators and policymakers in improving workforce development strategies, ultimately contributing to better employee outcomes and enhanced patient care.
- ItemSimulation-Based Learning in Nursing Management and Leadership Course: Quasi-Experimental Study on Knowledge, Effectiveness, And Satisfactio(Al-Quds University, 2025-08-24) Mohammad Fares Abd Alqder; محمد فارس عبد القادرSimulation-based learning is considered one of the most important teaching and learning methods that simulate real situations in a safe training environment. Simulation-based education also provides opportunities for interaction, cooperation, and teamwork, which then affects students' satisfaction levels, increases their self-confidence, and develops their critical thinking, problem-solving skills, and decision-making. Purpose: This study aimed to evaluate simulation-based learning within the Management and Leadership course in nursing, focusing on its effect on students’ knowledge, satisfaction, and effectiveness. Methods: A quasi-experimental (pre- and post-training) design was employed among third-year nursing students (n=140). A questionnaire assessing knowledge acquisition, satisfaction, and effectiveness was used to collect data. Results: The study found significant positive effects on the satisfaction post-simulation experience (p = 0.001) with mean scores (3.76 ± 0.66), while there were no significant differences in the knowledge level. It was noticed that the mean score in the pre simulation experience was higher than the post-simulation experience (13.11 ± 4.53; 12.79 ± 4.88, consequently). In addition, there is a significant effect of the design and environment of the simulation laboratory on students' knowledge and satisfaction. A significant influence was exerted by the demographic factors. The only demographic factor that had an impact was the P value (0.005) for computer skills with simulation effectiveness and satisfaction. Recommendation: This study suggests that the educational institution should enhance its efforts to improve simulation laboratories and promote simulation-based education as a necessary complement to traditional education. Encouraging simulation laboratory trainers to create realistic scenarios through experiments and experiences, enhancing the pre-briefing stage, and conducting more studies that address this topic in various academic years and courses. Conclusion: SBL is linked to improving students' satisfaction and effectiveness, skills, and administrative practice. This study is important for educational institutions because SBL promotes education in a safer and more effective environment. Keywords: Simulation-based learning, Nursing education, Nursing students, Leadership and management in nursing education, knowledge, effectiveness, satisfaction.