الفهرس 
IntroductionOnly 14 pages are availabe for public view
 |  | from | 289 |  |  |
| | | from | 289 | | |
Abstract
Background: Job crafting is considered a specific form of proactive behavior whereby workers actively change the actual or perceived characteristics of their jobs in order to better match the demands placed on. Aim of study: was to assess Job crafting and its relation to innovative behavior and job autonomy among staff nurses. Research design: A descriptive, correlational design was used for conducting this study. Setting: This study was carried out in cardiovascular surgery hospital, which affiliated to Ain Shams University Hospitals. Subjects: All staff nurses working in aforementioned study sitting, their Total number is 119 staff nurses. Data collection tools: Data were collected by using: Job crafting scale, innovative behavior scale, and job autonomy scale. Results: shows that less than three-quarters (70.6%) of the studied staff nurse have a high perception level of total job crafting. while, less than one-fifth (17.6%) of them have moderate perception level of total job crafting. Also, the majority (80.6%) of the studied staff nurse have high levels of total innovative behavior levels. Also, less than one-fifth (16%) of them have moderate level. Moreever, more than two -thirds (63.9%) of the studied staff nurse have high level of total job autonomy. While more than one-third (31.1%) of them have moderate level. Conclusion: There was a high statistically significant positive correlation between total staff nurses’ job crafting levels, innovative behavior levels and their job autonomy levels. Recommendations: Designing job crafting training programs and workshops that focus on encouraging nurses to think about opportunities and techniques they may use to engage in job crafting behaviors. Further research is recommended as examine the long term effects of job crafting on innovating behavior and job autonomy among staff nurses.