الفهرس 
Review of LiteratureOnly 14 pages are availabe for public view
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Abstract
Conclusion
I
n the light of the study finding, the highest agreement level of the studied staff nurses related to organizational factors related to on-job abuse. While, the highest disagreement level of them related to personal factors. In addition to more than half of them agree on factors related to on-job abuse, minority of them neutral, and less than one third of them disagree on factors related to on-job abuse.
There are statistically significant relation between agreement level on factors related to on-job abuse and their age, qualification in nursing and experience years. Meanwhile, there are no statistically significance relation between agreement level on factors related to on-job abuse and their job characteristics. Hence, there were statistically significant positive correlations among all factors related to on-job abuse among studied staff nurses.
Recommendations
Recommendations for the staff nurses
• Learning effective communication skills for the staff nurses.
• Help staff nurses to understand abuse-related reasons and risk factors.
• Encourage nursing staff to report about abuse incidents.
• Develop periodical in-service training programs about how nursing staff managing violent behaviors.
• Conduct safety-training programs for the prevention of job abuse.
Recommendations for the hospital management
• Raise awareness of Patients, their relatives, and visitors of their bill of rights and respect their healthcare facilities’ responsibilities.
• Maintain secure working environment at hospital through implementation of occupational health and safety requirements.
• Enhance social activities to improve communication among staff and their supervisors.
• Develop a protocol for staff nurses to promote the staff’s awareness of job abuse.
• Develop a management strategy to overcome job abuse against health care workers.
• Develop organizational policy and rules to overcome job abuse against staff nurses.
Future research can be conducted:
• Studying relation between on-job abuse and quality of patient care.
• Examining the influence of security work environment on-job performance and productivity.
Summary
J
ob abuse is a phenomenon that is becoming more widely recognized, takes many forms, including sexual harassment, physical violence and emotional abuse, that is prevalent in hospitals. Nurses must have close contact with patients and their families while working in a complicated environment that may expose them to physical violence (Ma et al., 2021).
Nurses form a significant population in hospitals. They are the first and most available personnel throughout the hospital. Their presence in stressful situations such as accidents, deaths, waiting to visit a doctor, or transfer of patients to a ward or another hospital exposes them to more abuse or harsh behavior from patients or their companions than other hospital staff (Harb, et al., 2021).
This study aimed to identify the factors related to on–job abuse as perceived by the staff nurses. Also, this study is based on answering question: What are the factors related to on –job abuse as perceived by the staff nurses?
Descriptive correlational design was used in carrying out this study. The study was conducted at Shiben-El Kanater centralized Hospital, which affiliated to Ministry of Health population, total bed capacity 59 which include Intensive care units, Dialysis units, emergency department, sterilization unit, outpatient clinics, operations department and (pediatric, surgical, urology and internal medicine) departments.
The Study subjects were 190 staff nurses. Data was collected by one tool developed by the researcher. Namely: Factors related to-on- job abuse questionnaire, which consists of two main parts as follow: part 1: aimed to assess personal characteristics of studied staff nurses included: age, gender, marital status, qualifications in nursing and years of nursing experience and Job characteristics included: work status, department, shifts usually worked and its length.part 2: aimed to assess the factors related to on-job abuse as perceived by the staff nurses.
The findings of the study can be summarized in the following:
• Concerning of Personal and job characteristics the study revealed that majority of them (82.6%) were female. In addition, slightly less two third of them (65%) were married. While, only (3.3%) of them had master degree and majority of them (90.5%) were working full time. In addition, more than two thirds of them (74.7%) working12 hours shift. Meanwhile, 47.7% of them worked usually mixed shifts.
• As regards total agreement levels among studied staff nurses regarding personal factors the study reveald that more than two thirds of the studied staff nurses (69%) had highest agreement regarding health condition as personal factors. While, less than half of them (45.3%) had highest disagreement regarding personal behavior as the personal factors. In addition to 48% of them agreed on personal factors as regarding factors related to on-job abuse, 17% of them neutral, and 35% of them disagreed on personal factors as regarding factors related to on-job abuse.
• As regards total agreement levels among studied staff nurses regarding work place climate factors the study revealed that slightly less than two thirds of the studied staff nurses (63%) had highest agreement regarding staffing as the workplace climate factors. While, more than one quarter of them (28%) had highest disagreement regarding support as the workplace climate factors. In addition to (67%) of total of them agreed on workplace climate as factors related to on-job abuse, (20%) of them neutral, and (13%) of them disagreed on workplace climate factors as regarding factors related to on-job abuse.
• As regards total agreement levels among studied staff nurses regarding factors related to on-job abuse the study revealed that more than two thirds of the studied staff nurses (68%) had highest agreement regarding organizational factors. While, slightly more than one third of them (35%) had highest disagreement regarding personal factors. In addition to 56% of them agreed on factors related to on-job abuse, 16% of them neutral, and 28% of them disagreed on factors related to on-job abuse.
• It was found that there was statistically significance relation between agreement level on factors related to on-job abuse and their age, qualification in nursing and experience years.
• It was found that there are no statistically significance relation between agreement level on factors related to on-job abuse and their job characteristics.
• It was found that there were statistically significant positive correlations among all personal factors related to on-job abuse.
Conclusion
In the light of the study finding, the highest agreement level of the studied staff nurses related to organizational factors. While, the highest disagreement level of them related to personal factors. In addition to more than half of them agree on factors related to on-job abuse, minority of them neutral, and less than one third of them disagree on factors related to on-job abuse.
There are statistically significance relation between agreement level on factors related to on-job abuse and their age, qualification in nursing and experience years. Meanwhile, there are no statistically significance relation between agreement level on factors related to on-job abuse and their job characteristics. Hence, there were statistically significant positive correlations among all factors related to on-job abuse among studied staff nurses.
Recommendations
The present study recommended that:
Recommendations for the staff nurses
• Learning effective communication skills for the staff nurses.
• Help staff nurses to understand abuse-related reasons and risk factors.
• Encourage nursing staff to report about abuse incidents.
• Develop periodical in-service training programs about how nursing staff managing violent behaviors.
• Conduct safety-training programs for the prevention of job abuse.
Recommendations for the hospital management
• Raise awareness of Patients, their relatives, and visitors of their bill of rights and respect their healthcare facilities’ responsibilities.
• Maintain secure working environment at hospital through implementation of occupational health and safety requirements.
• Enhance social activities to improve communication among staff and their supervisors.
• Develop a protocol for staff nurses to promote the staff’s awareness of job abuse.
• Develop a management strategy to overcome job abuse against health care workers.
• Develop organizational policy and rules to overcome job abuse against staff nurses.
Future research can be conducted:
• Studying relation between on-job abuse and quality of patient care.
• Examining the influence of security work environment on-job performance and productivity.