[PDF][PDF] Effects of Nepotism on Nursing Staff Job Satisfaction, Organizational Commitment and Intention to Quit.
H Abdelghany Mohamed… - Egyptian Journal of …, 2021 - ejhc.journals.ekb.eg
H Abdelghany Mohamed, K Hosny Abdel-Hafez
Egyptian Journal of Health Care, 2021•ejhc.journals.ekb.egBackground: Nepotism (favoritism) considered as unprofessional behaviors in work life
among nursing staff, which is still exists and continues. Aims: Evaluate the effects of
nepotism on nursing staff job satisfaction, organizational commitment and intention to quit.
Subject: all available nursing staff (n= 1647) at Main Assiut University hospital (MAUH).
Deign: Descriptive correlation, Study tools: Two tools were used, tool I: included personal
characteristics sheet, tool II: included 4 parts; 1st part: measuring nepotism perception (n …
among nursing staff, which is still exists and continues. Aims: Evaluate the effects of
nepotism on nursing staff job satisfaction, organizational commitment and intention to quit.
Subject: all available nursing staff (n= 1647) at Main Assiut University hospital (MAUH).
Deign: Descriptive correlation, Study tools: Two tools were used, tool I: included personal
characteristics sheet, tool II: included 4 parts; 1st part: measuring nepotism perception (n …
Background
Nepotism (favoritism) considered as unprofessional behaviors in work life among nursing staff, which is still exists and continues.
Aims
Evaluate the effects of nepotism on nursing staff job satisfaction, organizational commitment and intention to quit.
Subject
all available nursing staff (n=1647) at Main Assiut University hospital (MAUH). Deign: Descriptive correlation, Study tools: Two tools were used, tool I: included personal characteristics sheet, tool II: included 4 parts; 1st part: measuring nepotism perception (n=37), 2nd part: effect of nepotism on individual job satisfaction (n=5), 3rd part: effect of nepotism on organizational commitment (n=8), 4th part: effect of nepotism on intention to quit (n=5) among nursing staff.
Results
the majority of the nurse managers (83.5 %) had low level of nepotism perception, while the majority of staff nurses had a high level (88.2%). There was a highly significant positive correlation of nepotism with intention to quit, and there was a highly significant negative correlation with job satisfaction and organizational commitment.
Conclusion
The findings of the study indicated that, nepotism had highly statistically adverse effects on almost all dimensions of the current study (nepotism paralyzed individual job satisfaction, and leading to intention to quit among nursing staff.
Recommendation
The management of the hospital should pay attention to the workplace conditions, nepotism, and organizational commitment, additional research to teach managers how to cultivate inventiveness and creativity in order to perform at their best, rather than employing nepotism.
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