الفهرس 
Purpose of the studyOnly 14 pages are availabe for public view
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Abstract
World’s health systems have entered a critical period of human resource shortage. The shortage of qualified nurses has been suggested as one of the most important barriers to achieve effective healthcare systems. According to the WHO (2014), there is currently a shortage of 7.2 million health care providers at the international level. This shortage is estimated to reach 12.9 million by 2035. In other words, in order to develop healthcare systems, achieve positive
outcomes and ensure patient’s safety, recruiting well-qualified nurses is a global
concern (Rivaz, Ebadi, & Momennasab, 2018). Worldwide, the developing of magnet hospitals has become the trend for solving the nursing shortage, and it has been viewed as the gold standard for nursing excellence. It also reflects the way that patients seek objective benchmarks that will aid them in finding a hospital with a higher level of care. Considerable evidence has shown that, in magnet hospitals, patients have lower
mortality and morbidity rates, shorter lengths of stay, higher patient-satisfaction,
and interdisciplinary patient and family-centered care (Yang & Chan, 2017). There for, this study aimed to explore the relationship between magnet hospital components and nurses’ retention at hospital pursing magnet status and non-magnet hospital through answering the following questions; What are nurses’ perception regarding magnet components at hospital pursuing magnet status? What are nurses’ perception regarding magnet components at non-magnet hospital? What are the levels of nurses’ retention at both hospital pursuing magnet status and non-magnet hospital? What are the relationship
between hospital magnet components and nurses’ retention at hospital pursuing magnet status and non-magnet hospital? This study was conducted at both Children’s Cancer Hospital (57357) at Cairo and Menoufia University hospital at Shebin El-Kom. Children’s Cancer Hospital (57357) is one of the largest hospitals in Egypt. The bed capacity of
hospital is 365 beds.in addition one day operations and out patient clinics Menoufia University hospital at Shebin El-Kom is one of the largest hospitals in Delta region. The bed capacity of hospital is 1000 beds.To collect data for this study the following instrument was used: two instruments: Instrument one consisted of two parts, Part I: Socio-demographic data for study subjects such as age, gender, marital status, educational level, position and years of experience. Part II: Hospital magnet components questionnaire: this questionnaire used to assess the perception of nurses to
hospital magnet components. This questionnaire developed by Mohamed,(2009) and adapted by the investigator. It divided into fourteen forces grouped in five magnet components measured by 149 items. It classified under the following five domains, table 1.Instrument two Nurses retention questionnaire: this questionnaire used to assess factors leading to nurses retention. This questionnaire adopted from Ali (1998)It is divided into four dimentions measured by 51 items, table2.Validity of study instruments: The instrument were distributed to a Panel of Experts consisted of five
Assistant Professors in the field of Nursing Administration to judge the content
and face validity of the instruments, presented from different Facilities of
nursing affiliated to Menoufia and Tanta Universities. Reliability of the instruments
Reliability of the instruments indicates its accuracy concerning stability and repeatability in gathering data. It was tested to reliability by the internal
consistency coefficient alpha that was (0.95) for magnet hospital forces questionnaire and (0.97) for nurses’ retention questionnaire.Results of the current study could be summarized as follow: The mean age of head nurses at university hospital were 28.71±8.16 while at 57357 hospital were 25.01±4.24, all head nurses were female,and the mean years of experience were 7.91±4.28 at university hospital compared to 6.54±3.47 at 57357 hospital.The mean age of staff nurses at university hospital were 24.51±7.12 while at 57357 hospital were 25.29±3.21, female represent 84.0% at university hospital and 95.0% at 57357 hospital.There are highly statistically significance difference among head nurses at university hospital and 57357 hospital regarding all magnetic total items. Also the university hospital had no higher level of magnet compared by 81.7% of 57357 hospital, as regard the low level of magnet 2.2% only of 57357 hospital had low level of magnet compared by 95.7% among university hospital head nurses. Additionally there is highly statistically significance difference between 57357 hospital and university hospital regarding total items of retention with higher percent score regarding job content of 57357 hospital were 86.5% and regarding salary and incentive was observed among head nurses at university hospital as 22.0%.Also the higher percentage (85.0%) of 57357 hospital nurses had high retention level compared by only 8.6% at university hospital as regard the low level of retention 2.2% only of 57357 hospital had low level of retention compared by 67.7% among university hospital head nurses.There are highly statistically significance difference among staff nurses at university hospital and 57357 hospital regarding all magnetic total items.The university hospital had no higher level of magnet among staff nurses compared by 94.0% of 57357 hospital staff, as regard the low level of magnet there were no one of staff nurses had low magnet at 57357 hospital compared by 97.0% of staff nurses at university hospital.Also highly statistically significance difference between 57357 hospital
and university hospital regarding all total items of retention with higher percent score regarding work environment and organizational factors at 57357 hospital were 80.4% and regarding salary and incentive was observed among staff nurses at university hospital as 26.6. were highly statistically positive correlation between total magnet
and total retention among head nurses at 57357 and also staff nurses while no statistically significance correlation between total magnet and total retention among head nurses and staff nurses at university hospital In the light of the finding of the present study, the following recommendations are suggested:-I. At hospital level Supplement and empower nursing staff with adequate human and material resources necessary for care given to stimulate the feeling of ability to have control over nursing practice. Encourage shared governance and participative management to enhance
nursing staff to participate in hospital affaires. Improve team working relationships and collaborate of nurse and physician by gently sharing their knowledge, thought, abilities and active participation in patient related decisions.Provide the environment in which nursing staff be able to establish standards, set goals, monitor practice, and measure outcomes function in an autonomous manner.Allowing nursing Staff to view themselves as responsible practitioners,capable of making decisions about the nursing care needs of patients.It is a matter of priority for the hospital to enhance and promote the development and maintenance of Magnetism and taking the lead in promoting the status of Magnetism especially in Egypt.It is now up to the nursing staff to enhance Magnet hospital designation as a valid indicator of good nursing care and utilize the opportunity for themselves and for their patients.Assigning the nursing supervisors to continuously monitor the nursing staff during their work and provide them with continuous support for applying magnetic component.II. Educational level:-
• Continuing nursing education and staff development activities are urgently needed to improve nursing staff’ knowledge and skills. This is of particular importance for nursing autonomy and image of nursing.The nursing schools’ curricula should give more emphasis to Magnet hospitals and status of Magnetism, with more focus on its importance, principles, essentials, and programs.Hospitals should put in their training policies nursing staff training principles to enhance hospital magnetism.In service education should provide in hospital to improve nurses performance regarding patient safety measures through acquiring knowledge and through implementing the established standers of care which must be up dated periodically.Conducting educational program about the importance of magnetic work characteristics in healthcare organization periodically III. Research level Further research study to assess influence of magnetic characteristics of work environment on nurse’s outcome