الفهرس 
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Abstract
In the professional healthcare field, organizational culture improves healthcare quality of services such as nursing care, patient’s safety, personnel safety, motivates, directs the nursing staff, makes them strive for achieving organizational goals and regulating the overall organization.
Also, it acts as the social stabilizing factor which ensures social balance within and outside the organization and it pushes the organization toward success, forms a dynamic team within the healthcare organization where every member is accountable for his tasks and responsibilities, influences organizational performance, productivity, and gives guidelines which results in efficiency, safety, patients’ and nurses’ satisfaction.
Organizational culture is influenced by organizational communication. organizational communication is required to furnish efficient healthcare, positive organizational communication encourages nurses to create a healthy atmosphere of motivation, trust, engagement, sharing of thoughts, ideas freely, and a collaborative decision making between healthcare providers and patients.
Also, it helps to accomplish tasks, acclimate to changes through organizational and members’ creativity, develop relationships, improve messages which are directed to organizational members, is a key element of successful healthcare organization, and its happy members. It is the most essential factors for patients’ satisfaction in the healthcare sectors because it develop healthcare members’ competence and confidence.
Aim of the study:
The study aims to investigate relationship between organizational culture and organizational communication as perceived by nurses.
Setting:
The study was conducted in all general medical-surgical in- patients care units at the following two hospitals namely:
- Kafrelsheikh General Hospital (n=9units) namely; female medical, male medical, diabetic, urological, neurosurgical, female surgery, male surgery, pediatric surgery, and orthopedic unit.
- Sidi Salem General Hospital (n=7units) female medical, male medical, female surgery, male surgery, urological, neurosurgical, and orthopedic unit.
Subjects:
The subjects of the study included all nurses (n=298) who were available at all general medical-surgical in- patients care units at time of data collection at the following two hospitals namely:
- Kafrelsheikh General Hospital (n=173 nurses). They were distributed as the following: female medical (n=19), male medical (n= 20), diabetic (n=16), urological (n=21), neurosurgical (n=12), female surgery (n=19), male surgery (n= 22), pediatric surgery (n= 21), and orthopedic unit (n= 23).
- Sidi Salem General Hospital (n=125 nurses).They were distributed as the following: female medical (n= 28), male medical (n=23), female surgery (n= 22), male surgery (n= 18), urological (n= 11), neurosurgical (n= 10), and orthopedic unit (n= 13)
Tools of the study:
Two tools were utilized:
Tool I: Organizational culture questionnaire.
It was developed by the researcher based on the review of related literature to assess organizational culture as perceived by nurses . It consists of 24 items classified into six main dimensions namely: dominant characteristics (n=4), organizational leadership (n=4), management of employees (n=4), organizational glue (n=4), strategic emphasis (n=4), and criteria for success (n:4).
Responses of nurses were measured on a five /points likert scale ranging from strongly agree (5) to strongly disagree (1).
The scoring system: range from (24-120). It is classified as follows: low (24-55), moderate(56-87), and high (88-120) organizational culture.
Tool II: Organizational communication questionnaire
It was developed by the researcher based on the review of related literature to assess organizational communication as perceived by nurses . It consists of 97 items under four main dimensions namely: intercultural communication (n=24), mass media (n=8), relationship with supervisors (n=30), quality of communication (n=35) items under two main sub dimensions namely: kind of information (n=14), and communication satisfaction (n= 21).
Responses of nurses were measured on a five /points likert scale ranging from strongly agree (5) to strongly disagree (1). Reverse scores were done for negative statements.
The scoring system: range from (97-485). It is classified as follows: low(97- 225), moderate(226- 354), and high (355- 485) organizational communication.
In addition, a demographic and professional characteristics questionnaire was developed by the researcher in relation to nurses such as age, educational qualifications, name of the unit, and years of experience in the nursing unit.
Method:
An official permission was obtained from the identified settings to collect the necessary data after explaining the purpose of the study.
Tool I and tool II were translated into Arabic by the researcher and were submitted in both Arabic and English languages to a jury consists of five experts in the field of the study at the Faculty of Nursing, Alexandria University (n=4)and Damanhour University (n=1) to test its translation and content validity. They were: one professor from nursing gerontology department, one professor from medical / surgical nursing department, one assistant professor from psychiatric and mental health nursing department, one lecturer from nursing administration department, Alexandria University, one professor from nursing administration department, Damanhuor University. Accordingly, the necessary modifications were done.
The questionnaires were tested for their reliability using Cronbach’s Alpha Co-efficient test where value was 0. 928 in organizational culture tool and it was 0. 875 in organizational communication.
A pilot study was conducted on 10% of the study subjects (n= 30)who were working at kaferelsheikh General Hospital and Sidi Salem General Hospital after obtaining an official permission to check and ensure the clarity, applicability, feasibility of the tools, identify the obstacles, the problems that may be encountered during data collection, and to estimate the time needed to fill the questionnaires. Those nurses were excluded from the study subjects.
Ethical consideration: an oral informed consent from the selected study subjects was obtained. Privacy of the study subjects were maintained, and confidentiality was assured .
Data were collected from the nurses through distribution of the questionnaires to them at the work settings using the previously mentioned tools. The needed instructions were given before the distribution of the questionnaires. The questionnaires were completed in the presence of the researcher to ensure the objectivity of nurses’ responses, non contamination of their opinions, and to check that all items were answered. Answering the questionnaires took about 30-45 minutes. Five to six nurses answered daily. It took a period of slightly more than two months from 12/3/2017 to 20/5/2017.
After data were collected it was revised, coded, fed,and analyzed to statistical software IBM SPSS version 20.
The main results of the present study were as follows:
There is a statistical significant relation between total organizational culture, nurses’ demographic, and professional characteristics at Kafrelsheikh General hospital except for gender and type of working units.
There is no statistical significant relation between total organizational culture, nurses’ demographic, and professional characteristics at Sidi Salem General Hospital except for educational qualification.
There is a statistical significant relation between total organizational communication, all nurses’ demographic, and professional characteristics at Kafrelsheikh General Hospital except for gender.
There no statistical significant relation between total organizational communication, all nurses’ demographic, and professional characteristics at Sidi Salem General Hospital in relation to ”nurses’ age, gender, years of experience, educational qualification, type of working unit”.
There are statistical significant differences of all organizational culture dimensions at Kafrelsheikh General Hospital and Sidi Salem General Hospital.
The highest mean score percent was related to management of employees dimension at both hospitals where at Kafrelsheikh General Hospital (60.40 ± 23.65) and at Sidi Salem General Hospital (70. 65 ± 22. 44).
The lowest mean score percent was related to strategic emphases dimension at Sidi Salem General Hospital (64. 40 ± 21. 8.