Thesis (Ph.D)-Cairo University, 2025.

Bibliography: pages 111-115

This thesis was concerned with studying the impact of the orientation program on the satisfaction and performance of employees at Prince Sultan Cardiac Center in Al-Ahsa, Kingdom of Saudi Arabia. Given the novelty and significance of the concept of orientation, particularly in the medical field, and the limited research on its study and application, the researcher was motivated to emphasize the importance of orientation programs, especially in hospitals, in light of international and national accreditation requirements.
The study targeted the new employees involved in direct patient care, including doctors, nurses, technicians, and pharmacists, with a total of 182 participants. A questionnaire was used as the primary data collection tool to gather essential information. These questionnaires were distributed both electronically and in paper form, depending on participant availability. All 182 questionnaires were returned, yielding a 100% response rate.
In addition to the direct-care staff, the study also involved 25 department heads and hospital leaders. Personal interviews were conducted with them using a questionnaire designed to collect relevant information. All 25 questionnaires were returned, resulting in a 100% response rate.
This comprehensive approach ensured that both frontline employees and key decision-makers contributed valuable insights into the effectiveness of the hospital's orientation program.
The researcher employed a quasi-experimental design, assessing the same group of participants before and after the orientation program. In this study, all new employees participated in a 5-day orientation program, which combined both theoretical and practical training aimed at facilitating their integration into the workplace. The program was designed to help new employees quickly adapt to their roles. The training content was aligned with the hospital’s mission, vision, values, and policies, as well as national and international accreditation standards, including those of joint commission international (JCI), Egyptian hospital accreditation program, Saudi central board for accreditation of healthcare institutions (CBAHI), the program also aligned with Saudi heart association (SHA) and American heart association (AHA) guidelines. It was also tailored to meet the specific needs of the study site, with input and approval from hospital management.
In this study, the majority of the orientation programs focused primarily on quality and safety topics, as mandated by all accreditation standards. A variety of learning methods were used.
The researcher used the descriptive and analytical method to analyze the data after verifying the validity and stability of the tool.
The study revealed several key findings, with the most significant being a statistically significant relationship between the orientation program and improvements in both employee satisfaction and performance. The data indicated that, prior to the orientation program; both satisfaction and performance levels among new employees were notably low. However, after participating in the program, these measures improved significantly, suggesting that the orientation program was highly effective in enhancing employees' overall satisfaction and performance and helps employees succeed in the workplace.
This improvement highlights the program’s effectiveness in providing new employees with the necessary tools, knowledge, and support. The finding suggests that this orientation program could serve as a model for other hospitals.
The Wilcoxon Signed Ranks Test results revealed a significant improvement in both employee satisfaction and performance following the program, with a p-value of 0.000. This strongly supports the conclusion that the orientation program had a statistically significant effect on employee satisfaction and performance at a 95% confidence level.
Studies suggest that there is a continued need for further research to underscore the importance of orientation programs and their impact on employee satisfaction and performance. While some studies have explored these topics, there is still a gap in understanding the full extent of how well-structured orientation programs contribute to new employees' integration, engagement, and long-term success in their roles. Given the growing focus on improving workforce outcomes, particularly in healthcare settings, more researches are needed to identify best practices, measure the effectiveness of orientation programs, and explore how these programs influence both individual and overall organizational success.
The study recommend continuing to implement best practices in the design and delivery of orientation programs, while actively communicating the positive results of these initiatives.
It also recommend offering a comprehensive guide for developing effective orientation programs that align with both national and international accreditation standards, with particular emphasis on essential safety requirements.
Furthermore, the study highlights the importance of engaging employees in the development and evaluation of orientation programs and the importance of providing a mentor or designated guide to support the ongoing orientation and training of employees.
Finally, by providing new employees with comprehensive orientation programs, hospitals can better equip them with the necessary tools, knowledge, and resources to perform their roles effectively. This preparation helps reduce the time and financial costs associated with correcting mistakes caused by errors or misunderstandings, which often occur when employees are not adequately prepared.
These recommendations aim to improve the overall efficiency of the orientation process, reducing the potential for errors and increasing employee productivity, ultimately contributing to better patient care and a smoother integration process for new hires.

تناولت هذه الرسالة دراسة تأثير برنامج التوجيه على رضاء وأداء العاملين في مركز الأمير سلطان للقلب بالإحساء بالمملكة العربية السعودية، ونظراً لحداثة مفهوم التوجيه واهميته خاصه في المجال الطبي، ونظرا لان تناولت القليل من الدراسات دراسته وتطبيقه. مما جعل الباحث يهتم بإبراز أهمية برنامج التوجيه خاصه في المستشفيات مستنداً إلى متطلبات الاعتماد الدولية والوطنية.
استهدفت الدراسة الموظفين الجدد المشاركين في تقديم الرعاية المباشرة للمرضى، بما في ذلك الأطباء والممرضين والفنيين والصيادلة، وبلغ عدد المشاركين 182 موظفًا. وقد تم استخدام الاستبيان كأداة رئيسية لجمع البيانات اللازمة. وتم توزيع الاستبيانات إلكترونيًا وورقيًا حسب توفر المشاركين، وتم استرجاع جميع الاستبيانات الـ182، محققةً بذلك نسبة استجابة 100%..
بالإضافة إلى طاقم الرعاية المباشرة، شملت الدراسة أيضًا 25 من رؤساء الأقسام وقادة المستشفى. وتم إجراء مقابلات شخصية معهم باستخدام استبيان مصمم لجمع المعلومات ذات الصلة، وقد تم استرجاع جميع الاستبيانات الـ25، أيضًا بنسبة استجابة 100
وقد ساهم هذا المنهج الشامل في ضمان مشاركة الموظفين وصناع القرار الرئيسيين، مما أتاح الحصول على معلومات قيّمة حول فعالية برنامج التوجيه في المستشفى.

وقد كشفت الدراسة عن عدد من النتائج الرئيسية، كان أبرزها وجود علاقة ذات دلالة إحصائية بين برنامج التوجيه وتحسن كل من رضا وأداء الموظفين. حيث أظهرت البيانات أن مستويات الرضا والأداء لدى الموظفين الجدد كانت منخفضة بشكل ملحوظ قبل تنفيذ البرنامج، ولكن بعد المشاركة فيه، تحسنت هذه المستويات بشكل كبير، مما يشير إلى أن برنامج التهيئة كان فعالًا للغاية في تعزيز رضا وأداء الموظفين ومساعدتهم على النجاح في بيئة العمل.
ويُبرز هذا التحسن فعالية البرنامج في تزويد الموظفين الجدد بالأدوات والمعرفة والدعم اللازم. وتشير النتائج إلى أن هذا البرنامج يمكن أن يشكل نموذجًا يُحتذى به في مستشفيات أخرى.
توصي الدراسة بمواصلة أفضل الممارسات وتوصيل النتائج الإيجابية وتقديم دليل لبرنامج التوجيه الفعال، مع مراعاة معيار الاعتماد الوطني والدولي وخاصة متطلبات السلامة الأساسية أثناء التخطيط لبرامج التوجيه وإشراك الموظفين من خلال طلب اقتراحاتهم ومساهماتهم. كما تشير الدراسة إلى أنه لا يزال هناك حاجة لمزيد من الدراسات للتأكيد على أهمية برنامج التوجيه وأثره على رضا الموظفين وأدائهم.

Issues also as CD.

Text in English and abstract in Arabic & English.