Organizational Cynicism and Work Alienation among Staff Nurses and its Relation to their Commitment | ||||
| Assiut Scientific Nursing Journal | ||||
| Article 1, Volume 12, Issue 45 - Serial Number 1, July 2024, Page 1-14 PDF (1.13 MB) | ||||
| Document Type: Original Article | ||||
| DOI: 10.21608/asnj.2024.272528.1795 | ||||
 View on SCiNiTO | ||||
| Authors | ||||
Samah Abo-Elenein Abdallah1; Sally Ebrahim Ali2; Loly Mohamed Shawky Elbus  3
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| 1Lecturer of Nursing Administration, Faculty of Nursing, Tanta University, Egypt | ||||
| 2Phd Maternity, Obstetric, and Gynecology Nursing, Al-Rayan Colleges, KSA. | ||||
| 3Lecturer of Nursing Administration, Faculty of Nursing, Tanta University, Egypt. | ||||
| Abstract | ||||
| Background: For many years, organizational cynicism and work alienation have been a growing concern for policy makers and organizational managers. It has a major impact on employee commitment and organizational outcomes. Aim: The study aimed to evaluate organizational cynicism and work alienation levels among staff nurses as well as its relationship to organizational commitment. Research design: This study employed descriptive correlational design. Research Setting: The study was conducted in all inpatient units of El-Menshawy General Hospital. Subjects: This study included (268) staff nurses working in all inpatient units of El-Menshawy General Hospital. Tools: Three tools were used: Organizational Cynicism Scale, Work Alienation Scale, and Organizational Commitment Questionnaire. Results: Current study demonstrated that a high percentage of staff nurses had a high level of organizational cynicism and work alienation. Around half of them had a moderate level of work commitment. Conclusion: Statistically significant positive correlation between total organizational cynicism and total work alienation. On the other hand, there was a statistically significant negative correlation between total organizational cynicism, work alienation and total organizational commitment. Recommendations: Organizations must have an open-door policy that gives nurses chances to verbalize their thoughts without fear. Reducing organizational cynicism, job alienation, and increasing commitment can be achieved by strengthening autonomy, trust, respect, support, and recognizing superior performance. | ||||
| Keywords | ||||
| Commitment; Organizational cynicism; Staff nurses & Work alienation | ||||
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