الفهرس 
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Abstract
The study findings lead to the conclusion that although a larger proportion of the staff nurses in the study settings have high perception of organizational support, still a considerable part of them do not. Meanwhile, a higher proportion of them had high perception of job involvement. Staff nurses’ organizational support and their job involvement are positively correlated, and the organizational support had an influence on staff nurses job involvement.
Recommendations
In view of the study findings, the following is recommended.
Staff nurses’ perception of organizational support needs to be fostered through:
o Improving job conditions to make them in more control of their work.
o Taking proper actions to ameliorate their feeling of lack of fairness through fair distribution of workload as well as of rewards and incentives.
o Develop strategies that facilitate nurses creative and innovative abilities such as sharing ideas.
Job involvement also needs to be improved among staff nurses through:
o Proactive management with open communication, problem-solving, and future-oriented thinking.
o Increasing their active participation in job planning and in decision-making.
Continuing evaluation of organizational support to improve staff nurses’ job involvement and prevent their tendencies to quit.
Conducting educational programs and workshops for enhancing nurses’ organization support and job involvement.
Research
o Further intervention research is proposed to assess the effect of improving staff nurses’ organizational support on their job involvement, and consequently on patients’ outcomes.
Summary
The behavior of organizations is considerably affected by the organizational support perceived by employees. Perceived organizational support creates an obligation for employees to feel concerned about the welfare of the organization in achieving its goals, thus fostering their job involvement and attachment. Job involvement is associated with more job satisfaction and less intention to quit and is a key factor in employees’ motivation. Although organizational support is one of the main indices in nursing work environment given its positive impacts on job involvement, yet nurses are faced with many logistic work challenges. This study proposes that perceived organizational support would have an impact on nurses’ involvement.
The aim of this study was to assess the influence of organizational support perception on job involvement among staff nurses. It was conducted at the Cardiovascular Hospital affiliated to Ain Shams University Hospitals using a cross-sectional analytic design on the available 90 nurses staff members during the time of the study.
A self-administered questionnaire including two tools (Perceived Organizational Support Scale and Job Involvement Scale) was used in data collection. The Perceived Organizational Support Scale had a part for staff nurse’s personal and job characteristics, and a main part consisting of 45 items measuring supervisor support, fairness, and job conditions. The Job Involvement Scale had 30 assessing work as a central life interest, active participation in the job, performance compatible with self-concept, and performance as central to self-esteem. The form was validated by a panel of experts from nursing faculty members in Nursing Administration Department, and its reliability was measured by examining their internal consistency. The tools were validated by experts, tested for reliability, and pilot-tested. The fieldwork lasted from the beginning of November 2021 to the end of December 2021.
The main study findings were as following:
Staff nurses’ median age was 35.0 years, with 80.0% females, and experience ranging between 1.0 and 32.0 years.
The highest support reported was that of supervisor (72.2%) while the lowest was related to fairness (45.6%).
In total, 62.2% of the staff nurses reported high support.
The four dimensions of job involvement were close, with the highest being that of “performance as central to self-esteem” 68.9%.
Overall, 71.1% of the staff nurses had high job involvement.
Significantly more staff nurses with high supervisor support were among those working in non-critical units (p<0.001).
Significantly more staff nurses reporting high perception of fairness were among males and those with <10 years of experience.
Significantly more staff nurses percweived high job involvement in the dimension of “performance compatible with self-concept” were in non-critical units (p=0.02).
Significantly more staff nurses with high job involvement related to “performance as central to self-esteem” were 30+ years’ age and having 10+ years of experience.
A significant weak positive correlation was shown between staff nurses’ total scores of job involvement and support (r=0.378).
Staff nurses’ total score of job involvement had significant positive correlations with their age (r=0.277) and experience years (0.240).
In conclusion, staff nurses’ organizational support and job involvement are positively correlated, and organizational support is a significant positive predictor of job involvement. i.e. organizational support perception has a significant positive effect on job involvement.
The study recommends improving staff nurses’ perception of organizational support through improving job conditions, adopting strategies facilitating their creativity, and ameliorating their feeling of lack of fairness. Their job involvement needs to be improved through increasing their active participation in job planning and in decision-making and proactive management. Further intervention research is proposed to assess the effect of improving staff nurses’ organizational support on their job involvement, and consequently on patients outcomes.