الفهرس 
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Abstract
Violence against nurses is a complex and persistent occupational hazard facing the nursing profession. Paradoxically, the job sector with the mission to care for people appears to be at the highest risk of workplace violence. Psychological consequences resulting from violence may include fear, frustration, lack of trust in hospital administration, and decreased job satisfaction. Incidences of violence early in nurses’ careers are particularly problematic as nurses can become disillusioned with their profession. Violence not only affects nurses’ perspectives of the profession, but it also undermines recruitment and retention efforts which, in a time of a pervasive nursing shortage, threaten patient care.
This study was conducted in order to develop an effective workplace violence preventive program for nursing personnel: As a mean to reduce nursing turnover. This was achieved through assessing the knowledge and the preventive reaction practice of nursing personnel regarding work place violence, assess the rate of turnover regarding nursing personnel, develop an effective workplace violence preventive program for nursing personnel and ,evaluate the effect of workplace violence preventive program on the knowledge, preventive reaction practice and, turnover of nursing personnel regarding work place violence.
The study was conducted in all units and departments at Shebin El Kom University Hospital. Quasi-experimental research design with pre-post-follow-up was used in this study. The study subjects included two different groups. The first group this studied group consisted of all nurse supervisors and head nurses who attend the program. The second group consisted of all number of nursing staff to calculate the formula of nursing turnover. A total number of nursing staff were 976. Three different tools were used to collect the data workplace violence knowledge questionnaire, workplace violence prevention observational checklist and, nursing turnover formula.
A pilot study was carried out before starting the actual data collection. The purpose of the pilot study was to ensure the clarity and applicability of the tool, and to identify the obstacles and problems that may be encountered during data collection it also helped to estimate the time needed to fill the forms.
Workplace violence preventive program for nursing personnel was developed based on review of the literature and identified needs . It was implemented by the investigators after obtaining the baseline results assessed through pre-test using knowledge and skill tool; then a post-test was done after development of the program to detect knowledge and skill gained by the participants. This was repeated three months after development the program for three study tools. Data analysis was done using the appropriate significance tests.
The main findings of the study revealed the following:
- The highest percentage of nursing personnel is located at General Hospital, while, the lowest percentage is located at oncology institute.
- The highest percentage of nursing personnel’s age (76.5%) was from 35 to less than 45 years and the mean age was 40.7 ± 3.9 years.
- All nursing personnel were Bachelor degree in nursing (100%). As regard to place of residence, the majority of nursing personnel in this study were from rural area.- All nursing personnel (100%) were not attending previously any training courses about workplace violence prevention.
- At Pre program, the great majority of the studied nursing personnel (91.2%) had inadequate knowledge related to prevent workplace violence. Moreover, the great majority of the studied nursing personnel (86.8%) had poor practice related to prevent workplace violence.
- Nursing personnel’s total knowledge post and follow up revealed a significant improvement (p<0.04) in the total score of knowledge than pretest. The post program’ adequate knowledge responses were 100% for total knowledge. The follow up workplace violence preventive program’ adequate responses was (25%) for total knowledge.
- Nursing personnel’s total practice post and follow up revealed a high significant improvement (p<0.04) in the total score of practice than preprogram. Regarding mean total score of practice, there was improvement in studied nursing personnel’s practice at post program (31.6±2.9) than preprogram (17.9±58). Whereas, there was slight declines in the follow up scores (23.5±1.9) but not reach preprogram score.
- Nursing personnel with inadequate knowledge showed higher percentage of poor practice (91.9%) than those with adequate knowledge (33.3%), the difference was significant statistically, (P=0.00).
- There was no significant statistically difference regarding demographic data of nursing personnel related to total knowledge and practice preprogram regarding workplace violence prevention.
- There was Pearson correlation positive between nursing personnel’s knowledge and practice. The study findings has revealed thatimprovement in nursing personnel knowledge showed higher percentage of good practice.
- According to the study result findings revealed that the studied nursing personnel’s turnover was mild reduced at post and follow up program than preprogram.
In conclusion, workplace violence preventive program for nursing personnel has succeed in achieving significant improvement in nursing personnel’s knowledge , which was reflected on improvement in their practice regarding prevention of work place violence, as well as mild reducing nursing turnover.
It is recommended that training programs and workshops about prevention of workplace violence should be conducted continuously and provided on regular basis for all nurses’ level from nurse manager to staff nurses. And, also the study finding the nursing turnover was mild reduced so it is recommended to further study the other causes of nursing turnover as turnover have many causes plus workplace violence to reduce it effectively.