Impact of Organizational Cynicism Program on Staff Nurses' Work Alienation and Commitment

Document Type : Original Article

Authors

1 Assistant Professor of Military Medical Academy

2 Lecturer of Nursing Administration, Faculty of Nursing- Minia University, Egypt

3 Lecturer of Nursing Education Department, Faculty of Nursing, Cairo University, Egypt

4 Assistant Professor of Pediatric Nursing, Faculty of Nursing, Sohag University, Egypt

5 Assistant Professor of Nursing Administration Department Faculty of Nursing, South Valley University, Egypt

Abstract

Background: Organizational managers and policymakers have become more concerned about work alienation and organizational cynicism. Both organizational results and employee devotion are significantly impacted. Aim: The study aimed to investigate the impact of organizational cynicism program on staff nurses' work alienation and commitment. Research design: To accomplish this study a quasi-experimental research design was used. Research Setting: The study was conducted at Sohag University Hospital.  Subjects: a convenience sample of newly staff nurses working at the previously selected setting (n=200). Tools: Four tools were used: (1) Personal data assessment sheet, (2) an Organizational Cynicism Scale, (3) a Work Alienation Scale, and (4) an Organizational Commitment Questionnaire. Results: 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. Conclusion: Orientation program Implementation has positive effects on reducing Organizational Cynicism, Work Alienation, and improving Staff Nurses' 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 should be encouraged by strengthening autonomy, trust, respect, and support, and recognizing superior performance.

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