Supervisor’s Organizational Embodiment, Organizational Dehumanization and its Relation with Job Attraction as Perceived by Nurses

Background: The degree to which nurses feel rooted in their profession and are less likely to plan to leave is influenced by the strength of the interaction between them and their superiors. Additionally, it's possible that dehumanizing encounters inside healthcare organizations are a prevalent problem right now. This problem affects the recruitment of nurses. The research aimed to assess the supervisor’s organizational embodiment, organizational dehumanization and its relation with job attraction as perceived by nurses. Research design: A descriptive correlation research design. Sample: Convenience sample composed of 277 nurse. Setting: The study was applied at Cardio Thoracic Minia University Hospital. Tools of data collection: Three tools were used, 1st tool consisted of two parts, part one was personal data sheet, the 2nd part was supervisor’s organizational embodiment scale; also the 2nd tool was organizational dehumanization scale and the 3rd tool was job attraction scale. Results: Reveals that less fifty percent of nurses have high level of perception about supervisor’s organizational embodiment, above half of nurses have high moderates level of perception about organizational dehumanization, and above one-third of nurses have high level of perception about total of job attraction. Conclusion: There was positive relation between nurse’s perception about supervisor’s organizational embodiment and their perception about job attraction and there was negative relation between nurse’s perception about organizational dehumanization and their perception about job attraction. Recommendations: Motivate the best ways to lessen employees' perception of dehumanization are through workshops, conferences, and team-building activities that encourage active participation from people at all levels of management.