Nurses' Perception regarding Twelve Hour Shifts and Professionalism at Intensive Care Units | ||
| Tanta Scientific Nursing Journal | ||
| Volume 33, Issue 2, May 2024, Pages 88-107 PDF (982.71 K) | ||
| Document Type: Original Article | ||
| DOI: 10.21608/tsnj.2024.350968 | ||
| Authors | ||
| Alyaa Ashour Shehata1; Karima Ahmed El- Sayed2; Maha Eid Shokir3; Seham Aly Mahmoud4 | ||
| 11 Master student of Nursing Administration, Faculty of Nursing, Tanta University. 2Demonstrator of Nursing Administration, Faculty of Nursing, Tanta University. | ||
| 2Professor of Nursing Administration, Faculty of Nursing, Tanta University. | ||
| 3Assistant Professor of Nursing Administration, Faculty of Nursing, Tanta University. | ||
| 4Lecturer of Nursing Administration, Faculty of Nursing, Tanta University. | ||
| Abstract | ||
| Background: Twelve -hour shifts are flexible patterns of work, but it have an impact on several aspects of patient care and staff nurses' and their professionalism. Aim: To assess nurses' perception regarding twelve-hour shifts and professionalism at intensive care units. Research design: A descriptive correlation design was used. Setting: The study was conducted in all intensive care nurses at Tanta University Hospitals, The Emergency Hospital and Tanta International Educational Hospital. Subjects: All (N=272) intensive care nurses who worked twelve -hour shifts in the previously mentioned setting. Tools: Two tools were used to collect the data, Twelve Hour Shifts Questionnaire, and Professionalism Questionnaire. Results: More than two-thirds of intensive care nurses had a moderate level of overall perception regarding twelve-hour shifts. More than half of intensive care nurses had a high level of overall perception regarding professionalism. Conclusion: There was a positive statistically significant correlation found among intensive care nurses overall twelve-hour shifts and their overall professionalism. Recommendations: Nurse managers promote a healthy work-life balance through encouraging nurses to practice self-care and create a healthy coping mechanism. Regular meetings should be held for sharing their thoughts, recommendations, and potential development strategies with first line nurse managers. | ||
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