Organizational Dissent, Assimilation and Organization Reputation as Perceived by Nursing Staff at Main Mansoura University Hospitals | ||||
| Mansoura Nursing Journal | ||||
| Volume 11, Issue 1, January 2024, Page 469-480 PDF (608.98 K) | ||||
| Document Type: Original Article | ||||
| DOI: 10.21608/mnj.2024.350499 | ||||
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| Authors | ||||
| Safia Elsayed1; Heba Hagrass2; Awatef Kassem3 | ||||
| 1Demonstrator of Nursing Administration, Faculty of Nursing - Mansoura University | ||||
| 2Lecturer of Nursing Administration, Faculty of Nursing - Mansoura University. | ||||
| 3Professor of Nursing Administration, Faculty of Nursing - Mansoura University | ||||
| Abstract | ||||
| Background: Organizational dissent, assimilation and organization reputation are very important elements for successful management and existence of healthcare organizations. Aim: to investigate the correlation between organizational dissent, assimilation and organization reputation as perceived by nursing staff at Main Mansoura University Hospital. Methods: Descriptive cross-sectional study design was used with 253 participants from nursing staff at Main Mansoura University Hospital. Data was collected by using three scales that are Organizational Dissent Scale, Organizational Assimilation Scale and Organization Reputation Scale Results: according to the perception of nursing staff , upward dissent represented the uppermost mean among dissent dimensions, acculturation represented the highest mean among organizational assimilation dimensions and product and services was the highest mean score among organization reputation dimensions as perceived by nursing staff at Main Mansoura University Hospital. Conclusion: There was highly significant co-relation between upward dissent and organization reputation and, there was highly significant co-relation between organization reputation and organizational assimilation. Recommendations: Encourage variety of open links of communication through open-door policies, regular meetings and suggestion boxes. Develop a comprehensive program including orientation sessions, job-specific training and mentorship programs to strength new staff assimilation. Engage nursing staff in the hospital's mission and vision through regularly communicate their mission and vision to nursing staff. | ||||
| Keywords | ||||
| Assimilation; Dissent; Nursing staff Reputation | ||||
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