Role Conflict, Role Ambiguity and Nurses' Performance at Minia University Hospital

Abstract

Background: Role conflict and role ambiguity frequently emerge as problems that result from the demands oforganization and can be components of role stress and role strain. Professional healthcare providers must clearlyunderstand what is expected of their performance, this can be achieved when all member in the organization haveclearly defined roles and overall objectives .Aim:1- Identify causes of role conflict and role ambiguity at MiniaUniversity Hospital. 2- Determine level of role conflict, role ambiguity and nurses' performance at Minia University,and 3- To find out the relation among role conflict, role ambiguity and nurses' performance at Minia UniversityHospital. Research design: The study was developed within a descriptive correlational approach. Setting: Thestudy carried out at Minia University Hospital .Subjects: a total of 85 nurses who worked in all general and specialinpatient units at Minia University Hospital. Tools of data collection: The study tools consisted of three tools, itincludes1-Personal data sheet 2- Role conflict and role ambiguity questionnaire, 3) Observation checklist forAssessment of Nursing Performance. Results: the performance of the studied nurses have negative correlation withrole conflict (r= -0.183 & p=0.094) and with role ambiguity (r= -0.119 & p=0.279). There is a positive correlationbetween role ambiguity and role conflict (r=0.5 & p=0.0000). Conclusion: our study concluded that majority ofstudied sample at Minia University Hospital have high level of role conflict and role ambiguity regardless ofdemographic characteristics. Recommendations: On the light of the study, it was recommended that: Nursingmanagers should plan an orientation program to orient nurses about hospital policy, rules, regulation, job descriptionand responsibilities, other's expectation, facilities , equipment, and performance evaluation standard.