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Item type:Publication, What determines the engagement of nurses in organizational learning post-COVID-19? The role of street-level bureaucracy and Florence Nightingale theories(Taylor and Francis Ltd., 2024-01-01)This paper aims to explore what has caused nurses to engage in organizational learning since Covid-19. The empirical sample comprises 27 semi-structured interviews with nurses working full-time in public hospitals in the context of the developing economy of Egypt. Thematic analysis was subsequently used to determine the main ideas in the transcripts. The findings include the following three categories of factors: individual (discretionary power, ensuring care to large numbers of patients), contextual (absence of stakeholder pressure, poor funding and resources, lack of communication) and job-related factors (long working hours and demanding duties, low status of nurses) that determine the engagement of nurses in organizational learning. This paper contributes to the literature in public administration, human resources management, organizational learning and healthcare management as a pioneering study specifically addressing organizational learning among nurses before and after Covid-19 in a developing country (Egypt). - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Psychometric evaluation of the Brief-COPE Inventory and exploration of factors associated with perceived stress among Peruvian nurses(Multidisciplinary Digital Publishing Institute (MDPI), 2024-09-01)This study aimed to analyze the psychometric properties of the Brief-COPE Inventory and to determine its concurrent validity by examining its association with perceived stress among Peruvian nurses. Methods: A psychometric study was conducted with 434 Peruvian nurses to evaluate the psychometric properties of the Brief-COPE Inventory through confirmatory factor analysis. Three stepwise variable selection regression models were implemented. Results: The three-factor model of the Brief-COPE Inventory demonstrated adequate fit indices (root mean square error of approximation = 0.052, standardized root mean square residual = 0.068, and both the comparative fit index and the Tucker–Lewis index = 0.95). Additionally, the factors were significantly correlated (p < 0.001), and the reliability was adequate (ω = 0.90). Nurses reported a medium level of perceived stress, with associated factors including having received stress management training, fear of COVID-19, and problem-focused coping strategies (p < 0.05). Conclusion: This study confirms that the Brief-COPE Inventory is a valid tool for measuring coping strategies among Peruvian nurses due to its good model fit, excellent reliability, and concurrent validity with perceived stress. However, further research is needed to assess its validity in the specific areas of performance perceived by nursing professionals. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Psychometric assessment of the Communication Skills Scale among Peruvian nurses and factors associated with job insecurity(Multidisciplinary Digital Publishing Institute (MDPI), 2024-12-22)Background/Objectives: The aim of this study was to evaluate the psychometric properties of the Communication Skills Scale (CSS) among Peruvian nurses, as well as the factors associated with job insecurity during the COVID-19 pandemic. Methods: We explored five models of confirmatory factor analysis for the CSS and its four subscales and assessed the convergent validity and criterion validity of the scale by analyzing its connection with job insecurity through stepwise multiple regression. We used insights from a focus group for the cultural adaptation of the scale. In the psychometric phase, 225 nurses participated through a virtual survey. Results: The psychometric analysis revealed that the CSS and its subscales have a robust internal structure—similar to the original questionnaire—and are optimally reliable in the Peruvian population. Furthermore, the results show that job insecurity was associated with contract type, communication skills, empathy, and job satisfaction. Conclusions: The CSS and its subscales are valid and reliable to be applied to Peruvian nurses. Initiatives should be undertaken to strengthen communication skills and increase job satisfaction among nursing professionals by improving their working conditions, especially in times of crisis, to reduce job insecurity and promote well-being. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Live Like an Ant to Eat Sugar: Nurses’ Engagement in Extreme Work Conditions and Their Perceptions of Its Ethicality(Routledge, 2023-07-22)Based on recent research on extreme work and social exchange theory, this paper presents a pioneering study focussed on public hospital nurses’ engagement in extreme work conditions and its associated ethical aspects. The empirical part comprises of 32 in-depth interviews conducted with nurses in four public hospitals in Egypt. Our findings highlight how a misunderstanding of religion, gender inequality, average education, and staff shortages are the main reasons of nurses’ engagement in intensive jobs. Moreover, poor physical and mental health, lack of time for personal commitments, and a sense of coercion emerged as aspects that raise questions regarding the (un)ethicality of nurses engaging in extreme work. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, When Grand Societal Challenges Stimulate the Creation of Public Value: A Study of Nurses in a Non-Western Public Healthcare Sector(Wiley, 2025-05-01)This study aims to explore the extent to which grand societal challenges motivate street‐level bureaucrats to actively create public value and why. The empirical sample comprises semi‐structured interviews with 36 nurses working in four public hospitals in Egypt. Thematic analysis was subsequently applied to the transcripts from the semi‐structured interviews to highlight the main themes linked to this topic. The findings show that the respondents (nurses in this case) have accepted the idea of creating public value through working extra unpaid hours, engaging actively in night shifts, and treating incoming refugees. This is a result of the following three categories of motives: Humanitarian (religious considerations, appreciation and praise from refugees, desire to emigrate), Job‐related (greater sense of discretionary power, implementing the orientation or directions of the hospital administration, exploiting recent developments in medical instruments) and Patriotic motives (understanding that refugees are a source of foreign currency, creating a culturally diverse climate which Egypt lacks, ensuring partnership between hospitals and the private sector). This study contributes to emerging literature on grand societal challenges and the creation of public value by street‐level bureaucrats on which empirical studies are rare, particularly in the context of developing nations.2 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Street-level bureaucracy and extreme work: understanding career shock perceptions among nurses in public hospitals(Emerald Publishing Limited, 2025-11-10)PURPOSE: The aim of this study is to explore how extreme work conditions influence nurses' experiences of career shock in public hospitals. DESIGN/METHODOLOGY/APPROACH: This study employed a phenomenon-based approach to gain a deeper and more nuanced understanding of real-world phenomena. Semi-structured interviews were conducted with 33 nurses working in public hospitals in Egypt. Thematic analysis was applied to analyze the interview data. FINDINGS: The study identified three key factors contributing to nurses' perceptions of career shock under extreme work conditions: (1) Refugee-related factors (e.g. differential treatment of refugees compared to nationals, refugees as opportunities to supplement income); (2) Contextual factors (e.g. increased courtesy from nationals, rising patient numbers and demands for wage increases) and (3) workplace factors (e.g. extended work hours, heavy job responsibilities and perceived treatment by managers). These factors were found to significantly influence nurses' perceptions of positive or negative career shocks. ORIGINALITY/VALUE: This research fills a gap in the literature on human resources, public administration and healthcare by addressing the limited empirical studies on how extreme job duties shape street-level bureaucrats' (nurses, in this case) perceptions of career shock, particularly in developing and non-Western contexts.Scopus© Citations 4 1 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Public Value Creation Amid Geopolitical Challenges: the Necessity of Robotizing Nurses' Administrative Tasks in the Public Healthcare Context(Springer Science+Business Media, 2025-09-01)This qualitative study explores the extent to which the integration of robots in Egyptian public hospitals might alleviate nurses' administrative tasks and contribute to the creation of public value, as well as the reasons behind these potential effects. Analysis of interviews reveals that nurses do not believe replacing them with robots for administrative tasks would significantly reduce their workload or enhance public value. The nurses identify three primary challenges contributing to this belief: patient-focused, nurse-focused, and contextual challenges.2 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Psychometric Validation of the Connor–Davidson Resilience Scale 10 in Peruvian Nurses and Its Association with Stress and Empathy(Multidisciplinary Digital Publishing Institute (MDPI), 2026-04-01)Background: This study aims to psychometrically validate the abbreviated version of the Connor–Davidson Resilience Scale (CD-RISC-10) in Peruvian nurses, evaluating its convergent validity through its association with perceived stress and empathy. Methods: A cross-sectional psychometric study was conducted in 374 Peruvian nurses to evaluate the psychometric properties of CD-RISC-10 through confirmatory factor analysis (CFA). Furthermore, concurrent validity was assessed through correlational analysis using Spearman's rho coefficient to evaluate the relationships among resilience, perceived stress, and empathy. Results: The CFA supported the predominantly one-dimensional model showing an adequate fit when the residual covariance between Items 4 and 7 was specified after correlating the residuals of Items 4 and 7 (CFI = 0.978, TLI = 0.971, RMSEA = 0.080, and SRMR = 0.044). Ordinal Cronbach's alpha of 0.89 and McDonald's omega of 0.81 were obtained. Concurrent validity showed significant correlations with perceived stress (rho = −0.53, p < 0.001) and empathy (rho = 0.31, p < 0.001). Conclusions: The CD-RISC-10 has adequate psychometric properties in Peruvian nurses. Future studies are needed to evaluate its factorial invariance between clinical specialties and establish normative thresholds.3 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, “The Whole Culture of Nursing Needs to Change”: A Descriptive Phenomenology of Nurses Being Bullied(SAGE Publishing, 2025-01-01)Workplace bullying impacts at least half of the nurses worldwide. Despite the link to increased nurse turnover, few intervention studies have addressed bullying in the workplace. Since most studies report cross-sectional designs that provide little insight into the complexities of this phenomenon, the of this descriptive phenomenology was to describe the lived experiences of nurses as they were actively being bullied in the workplace. Semi-structured interviews were conducted through Skype until data adequacy was realized with 12 participant interviews. Giorgi's six-step method was used to analyze the data in Atlas.ti. A central theme, "The whole culture of nursing needs to change" described an organizational culture where managers were unable to identify or unwilling to respond to workplace bullying. The four themes identified from the data included "going to work can be really hard," "not good for patient care," "learning to live with bullying," and "changing the culture." Leaders of organizations should implement comprehensive anti-bullying programs to assess bullying in their workplace and to provide bullied nurses with reporting options. Nurse managers need to prevent workplace bullying by intervening when aware of bullying and cultivating a culture of mutual respect.1