الفهرس 
INTRODUCTIONOnly 14 pages are availabe for public view
 |  | from | 163 |  |  |
| | | from | 163 | | |
Abstract
SUMMARY
Servant leadership is a relatively new leadership construct that
researchers indicated has the potential for nurses’ commitment, job
satisfaction,
problem
solving
capability,
higher
productivity,
and
organizational effectiveness. Servant leadership practices are ethical, focused
on serving people, and increase employee commitment, worker retention, and
employee motivation. The nurses of servant leaders would have higher
commitment levels resulting in higher levels of performance and achievement
and the linking of servant leadership to organizational commitment is a
necessary step to increasing organizational success.
Healthcare organizational stability rests on organizational commitment.
Organizational commitment is a critical element of staff retention and highly
associated with intent to leave and actual turnover. Nurses’ commitment
always plays a very key role in improving the organizational performance.
Higher level of employee commitment in the organization is assumed as a
major reason for better organizational performance that leads to
organizational success. Nurses’ commitment is the desire of employees to
remain employed with their organization. Nurses’ commitment influenced by
job satisfaction, job performance, motivation, empowerment, positive and
ethical work place environment, Employee retention. In addition to, personal
benefits, such as compensation packages, and growth opportunities, employee
training. And therefore nurses committed to the organization are more likely
to make an extra effort to achieve organizational objectives which may
include creativity in the work process.
Summary
101
Aim of the study:
This study aims to examine the relationship between head nurses‘
servant leadership and nurses‘ commitment to work at Damanhour Oncology
Center.
Research Question
What is the relationship between head nurses‘ servant leadership and
nurses‘ commitment to work at Damanhour Oncology Center?
Materials and methods:
Research design:
A descriptive, correlational research design was used to conduct this
study.
Setting of the study:
The study was conducted in all inpatient and outpatient units (N=7) at
Damanhour Oncology Center. It is considered only oncology specialized
center, at El-Beheira Governorate, which is affiliated to the Specialized
Medical Centers, with 102 beds. It is classified as follows: (1) medical units
(N=2): male and female; (2) surgical units (N=2): A and B; (3) Intensive Care
Units (N=2): general ICU and surgical ICU; and finally, (4) Chemotherapy
outpatient unit.
Subject of the study:
Two groups of subjects were included in this study.
Summary
102
a) All head nurses and their assistants, who are working in the previously
mentioned settings and who were available at the time of data collection, were
included in the study (N = 14).
b) All nurses, who were working in the previously mentioned settings and
who were available at the time of data collection, will be included in the study
(N = 90).
Tools of the study:
Two tools were used to conduct this study:
Tool (I): Servant Leadership Questionnaire (SLQ):
This tool was developed by Van Dierendonck and Nuijten (2011) (8) to
measure head nurses‘ servant leadership style. This instrument consists of 30
items subdivided into eight dimensions, namely: (1) empowerment (7-item);
(2) accountability (3-item); (3) standing back (3-item); (4) humility (5-item);
(5) authenticity (4-item); (6) courage (2-item); (7) forgiveness (3-item); and
finally, (8) stewardship (3-item). Responses were measured on 6-point Likert
scale ranging from (1) strongly disagree to (6) strongly agree. The overall
score level were range from 30 to 180. The higher score was state a higher
degree of servant leadership style. The level of servant leadership was as
follow: low from 30 to 104; moderate from 105 to 141; and high from 142 to
180.
Tool (II): Organizational Commitment Questionnaire:
This tool was developed by Meyer and Allen (2004) (11) to measure
nurses‘ commitment to work. It includes 18 items, grouped into three
components: (1) affective commitment (6-item); (2) continuance commitment
(6-item); lastly, (3) normative commitment (6-item). Responses were
measured on 7-point Likert scale ranging from (1) strongly disagree to (7)
strongly agree. The overall score level was ranged from 18 to 126. The higher
Summary
103
score was state a higher level of nurses‘ commitment to work. The level of
nurses’ commitment to work was as follow: low from 18 to 71; moderate from
72 to 98; and high from 99 to 126.
In addition to that, a demographic characteristics data sheet was
developed by the researcher to elicit demographic data related to: age,
working unit, educational level, gender, years of nursing and unit experiences
and marital status.
II. Methods
1) An official permission was obtained from the Dean, Faculty of Nursing –
Damanhour University and the responsible authorities of the study settings,
at Damnhour Oncology Center after explanation of the study aim.
2) The two tools were translated into Arabic and were tested for its content
validity by five experts (two professors of nursing administration- Faculty of
Nursing,
Damanhour
University;
and
three
lecturers
of
nursing
administration- Faculty of Nursing, Damanhour University). Accordingly,
some modifications were done as modify translation some questions.
3) The two tools were tested for its reliability, using Cronbach`s Alpha
Coefficient test to measure internal consistency of the items composing each
subscales of the tools. The results were: tool I: Servant Leadership
Questionnaire were (α = 0.897); and tool II: Organizational Commitment
Questionnaire were (α = 0.817); which indicating good reliability.
4) A pilot study was carried out on (10%) of total sample size; head nurses
(n=1) and nurses (n=9) , rather than the study sample; in order to check and
ensure the clarity, feasibility of the study tools and to identify obstacles and
problems that may be encountered during data collection. Based on the
findings of the pilot study, no modifications were done.
Summary
104
5) Data collection for this study was achieved by the researcher from the
study‘s subjects through hand-delivered questionnaires to staff nurses, after
individualized interview with each nurse for about 5 minutes to explain the
aim of the study and the needed instructions were given before the
distribution of the questionnaire in their settings .Every nurse took from 15
to 20 minutes to fill the two tools. Data collection took three months from
the beginning of January 2021 to the end of March 2021.
The following were the core results of the present study:
1) Total servant leadership mean scores for nurses was (80.48%). The
highest mean score was for forgiveness, courage, stewardship and
authenticity (88.28%, 87.92%, 84.44%, 84.21%), respectively. While
the lowest mean scores was for humility, accountability, standing back
and empowerment (81.93%, 79.27%, 78.5%, 71.45%), respectively.
2) The total organizational commitment mean scores were (78.59%). The
highest mean score was (80.59%) for normative, followed by the
moderate mean scores was (78.66%) for affective while, continuance
was the lowest mean score (76.53%).
3) There were highly statistical significant difference between the studied
nurses perception of all servant leadership dimensions and their levels
of organizational commitment, where (p=0.000).
4) There were highly statistical significant difference between the studied
nurses perception of all organizational commitment dimensions and
their levels of servant leadership, where (p=0.000).
5) There were highly significant relationship between nurse’s working
unit, age, years of nursing experience, years of unit experience and
marital status and total nurse’s servant leadership, where (p=0.002,
0.001, 0.000, 0.002, 0.000), respectively. Moreover there were
Summary
105
statistical significant relationship between nurse’s gender and total
nurse’s servant leadership, where (p=0.012).
6) There were highly statistical significant relationship between nurse’s
working unit and (total servant leadership, empowerment and
humility), while (p=0.002, 0.000, 0.007), consequently. Moreover of
them were statistical significant relationship between nurses working
unit and (authenticity, forgiveness and stewardship), where (p=0.020,
0.031, 0.031), respectively.
7) There were highly significant relationship between nurse’s ”age, years
of nursing experience, years of unit experience and marital status” and
total nurse’s organizational commitment, where (p=0.000, 0.000, 0.001,
0.000), respectively. Moreover there were statistical significant
relationship between nurse’s ”working unit and gender” and total
nurse’s organizational commitment, where (p=0.011, 0.027).
8) There were highly statistical significant relationship between nurse’s
working unit and (affective and continuance), while (p=0.007, 0.008),
consequently. Moreover, there were statistical significant relationship
between nurses working unit and normative, where (p=0.020).
9) There were highly statistical significant relationship between the
studied nurses‘ perception of all servant leadership dimension and their
all organizational commitment dimension, where (p=0.000).
Conclusion and Recommendations:
There was highly positive statistically significant relationship between
total servant leadership and total organizational commitment at Damanhour
Oncology Center. Also, the majority of nurses had high level of total servant.
leadership and total organizational commitment.