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‫البقرة اآلية ‪32‬‬

Knowledge Sharing Behavior and its Relation to Innovative
Work among Nurses at Intensive Care Units
Introduction
 Intensive care unit (ICU) nurses work in environments where
patients need complicated assessments, intensive therapies, and
interventions. To care for the requirements of the critically sick, ICU
nurses rely on a particular body of knowledge, abilities, and experience.
ICU nurses are under more pressure than ever to deliver high-quality
care, which may be accomplished by improving communication and
expanding knowledge sharing. This is possible when ICU nurses use
their knowledge-sharing skills to the fullest, in order to identify
requirements, produce solutions, and create efficiencies that give them
a competitive edge.
 Knowledge sharing is an interactive practice of
disseminating reliable knowledge to the right people at the
right time, in an intelligible way that allows them to act
carefully and to enrich the organization’s knowledge base.
Also, it can be viewed as a methodically organized and
managed activity with a group of like-minded people sharing
their information, insights, and experiences to achieve a
predetermined goal.
 Knowledge sharing behavior consists of several

constructs namely enjoyment in helping others, Top

management support, information and communication

technology use, knowledge donating and knowledge

collecting.
 As well as intensive care unit nurses can share their
knowledge in different ways such as written contributions as
contribute to the development of protocols to improve care,
personal interaction as use their own experience in informal
contexts to help colleagues avoid accidents.
And knowledge sharing through organizational
communication as participates in problem-solving during
department meetings.
 Knowledge sharing has been found to be a key mediator
through which social exchange influences individual
innovativeness. It helps ICU nurses to develop creative and
innovative strategies that help them to perform their duties
include evaluating the patient's conditions, administering
treatment, and providing constant support during recovery
that make new differences in the life of patient and client.
 Innovation in nursing refers to the generation,
introduction, and/or application (within a role, group, or
organization) of ideas, processes, products, or procedures,
new to the relevant unit of adoption that supposedly
significantly benefit the relevant unit of adoption. Nursing
innovation encompasses the formulation and advancement of
new and current nursing care techniques.
 An extensive range of actions related to idea generation, idea

support, and concept implementation results in innovative behavior.

Like this, it is a multi-stage process whereby a person encounters a

challenge and then develops an idea that results in a unique solution

to the issue at hand with the assistance of the workforce.

Additionally, it is crucial to lower healthcare costs, protect patient

safety, and enhance the quality of care provided.

 Innovative work practices are crucial for management in

areas like suggestion programs and ongoing improvement.

Innovative work consists of five dimensions which include

idea exploration, idea generation, idea championing, idea

implementation and innovative output.

 It has become more difficult for ICU nurses in recent
years to meet the growing patient demand for higher-quality
treatment. ICU nurses must be prepared to handle these
problems by possessing the necessary knowledge and
abilities. Knowledge is also regarded as a key and priceless
asset in an inventive and competitive setting because it is the
only thing that may suggest change and creativity in the
workplace.
Aim of the
study
Aim of the study

Assess knowledge sharing behavior and its

relation to innovative work among nurses at
intensive care units.
Subjects &
Method
 Subjects

Research design:- Descriptive-correlation research

study design was used in present study.

Setting:-The current study was carried out in the

intensive care units of the university hospitals in
Tanta, including the Emergency Hospital and Tanta
Main University Hospital.
 Subjects:- The study participants of the study were

recruited by proportionate stratified random sampling. A

total number of sample was (n=390) working in the same

setting and available at time of data collection .

 Tools of data collection

Tool I: Nurses Knowledge Sharing Behaviors Structured

Questionnaire:

It aimed to assess nursing staff's perception about

Knowledge Sharing behavior. It contained three parts as

follow :
 Part one : Personal data of intensive care unit nurses as

age, gender, marital status, unit name, education level, years

of experience and hospital name.

Part two : Intensive care unit nurses’ knowledge sharing

behaviors questionnaire.

Part three : Knowledge sharing behavior engagement

Tool lI :Innovative work behavior questionnaire:

It aimed to assess intensive care unit nurses’ innovative

work behavior. It included five dimensions as follow:

Idea exploration , Idea generation , Idea championing, Idea

implementation and Innovative output .

Results
 Table (1): Distribution of the nursing staff according to their personal
characteristics (n = 390)
Demographic data No. %
Age
48.5
<30 189
51.5
30-<40 201

Gender
152 39.0
Male
238 61.0
Female

Marital status
136 34.9
Single
238 61.0
Married
16 4.0
Divorced
0 0.0
widow
Unit name

Emergency anesthesia ICU 15.4

60
Emergency medical ICU 53 13.6
Neurological ICU 52 13.3
Chest ICU 16 4.1
Ophthalmology anesthesia ICU 20 5.1
General medical ICU 35 9.0
Cardiac ICU 25 6.4
Neonatal intensive care ICU 89 22.8
40
Pediatric ICU 10.3

Training programs
Yes 390 100.0
No 0 0.0
Educational qualifications
Bachelor degree 196 50.3
Associate degree 168 43.1
Diploma degree 26 6.7

Years of experience 7.7

30
<5
216 55.4
5-10 144 36.9
≥10

Hospital name
277 71.0
Main 113 29.0
Emergency
Figure (1) :- Over all Intensive care nurses' levels of knowledge
.sharing behaviors
Figure (2) :- Overall intensive care nurses' level of Knowledge
.sharing behavior engagement
Figure (3): Over all Intensive care nurses' levels of innovative work
behavior (n=390)
Figure (4): Correlation between Innovative work behavior
.and Overall knowledge sharing behaviors (n = 390)
Conclusions
 Conclusions
In light of the current study findings, it was concluded
that the majority of the intensive care nurses had perceived
a high level of knowledge sharing behavior, The high
percentage of them had perceived a high level of innovative
work behavior and information sharing behavior
involvement. Furthermore, knowledge sharing behavior
and innovative work behavior showed a statistically
significant positive link.
Recommendations
 For the hospital's administration

-Establish ongoing training programs for ICU nurses in

knowledge-sharing and innovative behavior.
-Encourage the creation of professional communication
networks to exchange updated care recommendations and
improve nurses' knowledge.
-Create a committee for patient health education to
maintain continuity of care.
-Encourage nurses to come up with original ideas, promote
their implementation, and identify any obstacles to their
application.
-Embrace the ideas of workplace innovation and knowledge-
sharing practices and use strategic management to enhance
them.
-Introduce incentive schemes that encourage nurses to
communicate information regularly to raise the caliber of
patient care.
 For Nurse Leaders

-Create yearly training programs for all nursing personnel

to keep ICU nurses' knowledge and skills current.
-Encourage nurses to come up with new ideas, involve ICU
nurses in unit problem-solving, and make it easier to
implement innovative ideas.
-Giving staff nurses support through open dialogue, problem-
solving, and consensus decision-making.
-Hold workshops on innovative thinking and design methods
to enhance and encourage nurses' innovation behavior.
-Establishing a suitable work environment that encourages
nurse knowledge sharing and fosters a more productive and
inventive work environment.