Basic Informations

C.V

CURRICULUM VITAE Personal Details • Name: Samar Atef Mounib Saber • Birth date : 9/7/1992 • Sex: Female • Nationality: Egyptian • Religion: Muslim • Address: Shark- El-Nile, Beni Suef • Contact: Mob: 002001117633949 • Email (Personal): samarmounib@gmail.com • Marital status: married • Current Position: Demonstrator at nursing administration department, faculty of nursing, Beni Suef University, May 2016. Bachelor degree in science of nursing from Faculty of Nursing, Beni-Suef University in Beni-Suef, Excellent with honor degree 2014. master's degree in nursing administration specialty at Benha University. ? Languages • Arabic Language: Mother tongue, Native Speaker. • English Language: Very Good command of English, Reading, Writing and Spoken. ? Computer skills • ICDL. Experience Academic:- o Demonstrator, Nursing Administration Department, Faulty of Nursing, Beni-Suef University from 9/05/2016 : present. o Supervising and training of nursing student during the internship period, faculty of nursing, Beni-Suef University from 9-5-2016: present. o To demonstrate use of practical exercises, workshops and/or processes and to answer questions related to those demonstrations. o To assist/give guidance, where required, to students who are carrying out practical exercises. o Where required, provide feedback on student performance and any issues arising in the course of the demonstration, to the department supervisor. o Where required, to assist in marking student tests set by the department supervisor using defined marking criteria where marking requires little or no interpretation. o Maintain student attendance records. ?? Nursing:- ? Supervising nursing administration Students during Clinical Practice at Beni-Suef university Hospital and beni-suef health insurance hospital in Beni-Suef, Egypt 9/5/2016 : present ? Nursing specialist, NICU in Nour Alhayah center, Beni-Suef, Egypt 1/6/2015 till 29/5/2016 ? Scrubbing nurse , OR in Alzhraa hospital, Beni-Suef, Egypt 1/4/2014 till 1/6/2016 Certifications ? Active participation of the 4th students conference (nursing…….together we live up) at faculty of nursing Suez - Canal University.Wed, 26th March, 2014 ? Participation in Alexander von Humboldt and the ways to get post-doctoral scholarships in Germany conference, in Beni-Suef University.Tus,24th May,2016 ? Active Participation in organizing the 3rd Annual scientific conference (Nursing Now and Future) at Faculty of Nursing, Beni-Suef University.thu,14th March,2013 ? Certificate of attendance of the 3rd Scientific Conference of Psychatric /mental health nursing department ( cultural and environmental pollution and its impact on the psychological and physical status of the individual, family and society) held at faculty of nursing , Menoufia University. Tue &wed,20th&21th March ,2018 ? Attendance of Celebration in scientific workshop titled Exam Preparation (Write questionaireand Calculating) in faculty of nursing , Benh-Suef University .13 December 2016 References: Personal and professional references will be furnished upon request.

Master Title

The Relation between Shared Decision Making and Organizational Commitment among Nurses

Master Abstract

Summary Enhancing nurses' involvement in decision-making has great role on improving nurses' retention on health care organization. Involvement of nurses in decision-making becomes an opportunity for authority distribution and enhancing positive work environment in the health care organization as a long-term strategy, which operates at both individual and unit levels. In addition, it leads to reduced levels of turnover, increase nurses motivation which in turn leads to their commitment to the organization. Therefore, the management has to utilize structural measures such as shared decision making that lead to job satisfaction through the empowerment of nurses in order to reinforce their willing to remain in their work places. The study aimed to assess the relation between shared decision making and organizational commitment among nurses. Research design: Descriptive correlational design was utilized to conduct this study. Setting: The study was conducted in twelve critical care units affiliated to Beni-Suef University Hospital. Subject: The subjects included all available staff nurses (220) who were responsible for providing direct nursing care activities to patients in the above mentioned study setting. Tools of data collection:- The data for the study was collected by using two tools as following: 1) Decisional involvement scale To measure actual staff nurses participation in decision making. It consisted of two parts:- Part (1): Personal data of the staff nurses (age, gender, educational qualification, marital status, department and years of experience). Part (2): It consists of (21) items divided into six main dimension, Quality of Support staff practice (3 items), unit staffing (2 items), quality of professional practice (5 items), Professional recruitment (4 items), unit governance and leadership (4 items) and collaboration/ liaison activities (3 items). Organizational commitment questionnaire: To assess the level of staff nurses' organizational commitment. It consisted of (18) items divided into three main dimension; affective commitment (6 items), normative commitment (6 items) and continuous commitment (6 items). The study has generated the following findings: 1- More than three fifth of staff nurses had low level of shared decision making. 2- More than half of staff nurses had moderate level of organizational commitment. 3- There was highly statistical significant difference between total staff nurses' shared decision making and their working department. 4-There was highly statistical significant difference between total staff nurses' organizational commitment and their working department. 6- There was statistical significant correlation between shared decision making and organizational commitment among studied nurses. In the light of the findings obtained from the present study, the following points are recommended: At nursing level: 1. Nursing manager should create and sustain a culture of nonhierarchical communication and utilization of shared decision making which empower nurses to participate in decisions that affect their work processes. 2. Nursing director should put evaluative measures to be used as standard in choosing nurses managerial and administrative position regarding their skills and abilities regardless their age. 3. Head nurses should encourage staff nurse inputs in critical decisions that affect them to keep their involvement in the process. 4. Conducting orientation program for new nurses about the goals, policies, objectives and regulations of the organization to improve their affective commitment. 5. Hospital administration should improve incentive and promotion system for nursing staff to enhance their continuous commitment. 6. Making a trust relationship between nursing administration and staff nurses and provide them with needed support so they may be more committed to their organization. At educational level 1. Shared decision-making as a theoretical body of knowledge must be integrated in undergraduate and postgraduate curricula to enhance nurses' knowledge regarding it. 2. The hospital should provide training courses to improve decision making ability of nursing staff. Further research: ? Identify factors that improve or impede shared decision making among nurses e.g. leadership style, organizational structures, demographic variables. ? Conduct intervention studies to examine the effectiveness, cost & benefit of different strategies aimed in increasing shared decision making of nurses and improving their organizational commitment.

PHD Title

The Relation between Shared Decision Making and Organizational Commitment among Nurses

PHD Abstract

Summary Enhancing nurses' involvement in decision-making has great role on improving nurses' retention on health care organization. Involvement of nurses in decision-making becomes an opportunity for authority distribution and enhancing positive work environment in the health care organization as a long-term strategy, which operates at both individual and unit levels. In addition, it leads to reduced levels of turnover, increase nurses motivation which in turn leads to their commitment to the organization. Therefore, the management has to utilize structural measures such as shared decision making that lead to job satisfaction through the empowerment of nurses in order to reinforce their willing to remain in their work places. The study aimed to assess the relation between shared decision making and organizational commitment among nurses. Research design: Descriptive correlational design was utilized to conduct this study. Setting: The study was conducted in twelve critical care units affiliated to Beni-Suef University Hospital. Subject: The subjects included all available staff nurses (220) who were responsible for providing direct nursing care activities to patients in the above mentioned study setting. Tools of data collection:- The data for the study was collected by using two tools as following: 1) Decisional involvement scale To measure actual staff nurses participation in decision making. It consisted of two parts:- Part (1): Personal data of the staff nurses (age, gender, educational qualification, marital status, department and years of experience). Part (2): It consists of (21) items divided into six main dimension, Quality of Support staff practice (3 items), unit staffing (2 items), quality of professional practice (5 items), Professional recruitment (4 items), unit governance and leadership (4 items) and collaboration/ liaison activities (3 items). Organizational commitment questionnaire: To assess the level of staff nurses' organizational commitment. It consisted of (18) items divided into three main dimension; affective commitment (6 items), normative commitment (6 items) and continuous commitment (6 items). The study has generated the following findings: 1- More than three fifth of staff nurses had low level of shared decision making. 2- More than half of staff nurses had moderate level of organizational commitment. 3- There was highly statistical significant difference between total staff nurses' shared decision making and their working department. 4-There was highly statistical significant difference between total staff nurses' organizational commitment and their working department. 6- There was statistical significant correlation between shared decision making and organizational commitment among studied nurses. In the light of the findings obtained from the present study, the following points are recommended: At nursing level: 1. Nursing manager should create and sustain a culture of nonhierarchical communication and utilization of shared decision making which empower nurses to participate in decisions that affect their work processes. 2. Nursing director should put evaluative measures to be used as standard in choosing nurses managerial and administrative position regarding their skills and abilities regardless their age. 3. Head nurses should encourage staff nurse inputs in critical decisions that affect them to keep their involvement in the process. 4. Conducting orientation program for new nurses about the goals, policies, objectives and regulations of the organization to improve their affective commitment. 5. Hospital administration should improve incentive and promotion system for nursing staff to enhance their continuous commitment. 6. Making a trust relationship between nursing administration and staff nurses and provide them with needed support so they may be more committed to their organization. At educational level 1. Shared decision-making as a theoretical body of knowledge must be integrated in undergraduate and postgraduate curricula to enhance nurses' knowledge regarding it. 2. The hospital should provide training courses to improve decision making ability of nursing staff. Further research: ? Identify factors that improve or impede shared decision making among nurses e.g. leadership style, organizational structures, demographic variables. ? Conduct intervention studies to examine the effectiveness, cost & benefit of different strategies aimed in increasing shared decision making of nurses and improving their organizational commitment.