Relation between Workplace Civility and Prosocial Organizational Behavior among Intensive Care Nurses

Abed El Aziz, Mai Amin Abed El Menem; El- Sayed, Karima Ahmed; El Demerdash, Safaa Mohammad; Elbus, Loly Mohamed Shawki

doi:10.21608/tsnj.2024.380216

Relation between Workplace Civility and Prosocial Organizational Behavior among Intensive Care Nurses

Document Type : Original Article

Authors

¹ Master student at Nursing Administration, Faculty of Nursing, Tanta University, Egypt. 2 School teacher , Technical secondary school for nursing, Dalingat

² Professor of Nursing Administration, Faculty of Nursing, Tanta University, Egypt.

³ lecturers of Nursing Administration, Faculty of Nursing, Tanta University, Egypt.

10.21608/tsnj.2024.380216

Abstract

Background: Workplace civility in health care has been considered as a main factor for achieving
positive individual and organizational productivity. The ICU nurses with a positive atmosphere of
civility at work are better equipped to exhibit prosocial organizational behaviors and that lead to
excellent performance and high quality of care. Aim: To determine the correlation between
workplace civility and prosocial organizational behavior among intensive care nurses. Research
design: This study was carried out using a descriptive correlation design. Setting: The study was
carried out in all ICUs at Tanta University Hospitals including Main University Hospital and
Emergency Hospital. Subjects: The participants in the study were ICU nurses selected through a
stratified random sampling method (n=293). Tools: Intensive Care Nurses’ Workplace Civility
Climate and Prosocial Organization Behavior Structured Questionnaire. Results: About 52.6% of
intensive care nurses had a low perception about workplace civility climate and 45.4% of them had
a moderate level of perception about prosocial organizational behavior. Conclusion: Demonstrated
a strong statistically significant positive correlation between ICU nurses' perception of workplace
civility climate and their perception of prosocial organizational behavior. Recommendations:
Hospital management must confirm that the organization's objectives, beliefs, future aspirations,
and common values align with a culture of respect and civility. Nurse managers also need to
enhance and implement strict zero-tolerance policies for incivility in order to guarantee a
workplace that is respectful and supportive. Moreover, nurses should develop mechanisms to use
and seek support when feeling threatened