Impact of Intellectual Capital Training for Nursing Management Staff on Enhancing Health Crisis Management Capabilities at Government Hospitals in The Makkah Region, Saudi Arabia

Impact of Intellectual Capital Training for Nursing Management Staff on Enhancing Health Crisis Management Capabilities at Government Hospitals in The Makkah Region, Saudi Arabia | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article Impact of Intellectual Capital Training for Nursing Management Staff on Enhancing Health Crisis Management Capabilities at Government Hospitals in The Makkah Region, Saudi Arabia Kultthum Zakaria Barnawi, Awatif Hassan Kassem, Hanan Elsaid Elsabahy This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-8946653/v1 This work is licensed under a CC BY 4.0 License Status: Under Review Version 1 posted 12 You are reading this latest preprint version Abstract Background Capacity​‍​‌‍​‍‌ building of intellectual capital in head nurses leads to better decision-making and crisis management, thus raising the hospital preparedness level during health emergencies. ​‍​‌‍​‍‌The study aimed to evaluate the impact of intellectual capital training for nursing management staff on improving health crisis management capabilities at hospitals in the Makkah Region. Methods A​‍​‌‍​‍‌ study using a quantitative quasi-experimental one-group pretest–posttest design was implemented in four governmental hospitals in the Makkah Region, Saudi Arabia, namely King Abdulaziz Hospital, King Faisal Hospital, Hara' General Hospital, and Al-Nour Specialized Hospital. The research took place between June and December 2025, and the participants were a convenience sample of 67 head nurses who had at least one year of work experience. Results The majority of head nurses (85.5%) demonstrated a high level of total perception of intellectual capital, while only 14.5% reported a moderate level, and none exhibited a low level of perception. Moreover, there was a statistically significant positive correlation between total perceived IC and total crisis management skills (r = 0.279, p = 0.02).​‍​‌‍ Conclusions Implementing intellectual capital training for nursing management staff appears to enhance perceptions of intellectual capital and is associated with improved crisis management capabilities. The findings support integrating intellectual capital-focused training into leadership development and disaster preparedness programs within regional hospitals. Future research is recommended to use longitudinal or experimental designs with larger, more diverse samples to examine further the impact of intellectual capital training on crisis management outcomes. Capital Crisis Health Intellectual Management and Nursing Figures Figure 1 Figure 2 Introduction Organizations need to stand out from the crowd by providing exceptional service and coming up with novel concepts that no one else offers. In order to stay in business and thrive, many businesses must be able and willing to adjust to these changes. Organizations can stay ahead of the competition and adapt to new circumstances with the help of intellectual capital (IC) ( 1 ). Organizational advantage develops as a result of the coevolution of intellectual capital, which is defined as "the knowledge and knowing capacity of a social collectivity such as an organization, an intellectual community, and professional practice ( 2 ). Human capital is the sum of an organization's employees' intelligence, experience, creativity, dedication, and leadership qualities. Investments in training programs also contribute to the development of employees' skills, creativity, and knowledge. Workers can improve their efficiency and productivity on the job by exchanging information and gaining insight from one another's specialized knowledge, skills, and best practices ( 3 ). The second part of intellectual capital is structural capital. that pertain to the resources available to the company in terms of its skills, systems for rewarding performance, databases, management tools, operational processes, guiding principles, organizational norms and values, and policies that facilitate decision-making ( 4 ). Relational capital, the last IC dimension, is an organization's capacity to establish trustworthy relationships with a wide range of stakeholders, such as consumers, suppliers, network members, and partners ( 5 ). Involvement in the organization's activities, listening to customer recommendations and complaints, and acting swiftly to resolve them all contribute to strong customer relationships that increase customer satisfaction, loyalty, and retention ( 6 ). The three main goals of crisis management are preparation, response, and recovery. In times of crisis, the onus for the company's well-being is squarely on the shoulders of upper management. It contains introductory material, guiding principles and ideas, and some guidance on how to deal with an unexpected event and keep it from starting a fire ( 7 ). The study aimed to evaluate the impact of intellectual capital training for nursing management staff on improving health crisis management capabilities at hospitals in the Makkah Region. Methods The research received no specific grant from any funding Study Design and Setting A​‍​‌‍​‍‌ single-group pretest-posttest quasi-experimental design was used to research whether intellectual capital (IC) training could improve health crisis management (CM) capabilities among the nursing management staff. Since random assignment is not possible, a quasi-experimental design is a common approach to estimating the treatment effect, and these types of studies are considered to stand between correlational studies and true experimental designs (8). The​‍​‌‍​‍‌ research took place at four public hospitals located in the Makkah Region, Saudi Arabia: King Abdulaziz Hospital (HAH), King Faisal Hospital (KFH), Hara’ General Hospital (HGH), and Al-Nour Specialized Hospital (NSH). These hospitals are under the jurisdiction of the Ministry of Health, and they cater to the healthcare needs of the local population as well as the neighboring areas. The information was gathered from different clinical departments such as intensive care units, medical, surgical, orthopedic, operating rooms, and emergency ​‍​‌‍​‍‌units. Participants The​‍​‌‍​‍‌ sampling for this study was of a convenience type, whereby head nurses who were present and available during the period of data collection were selected. To be deemed eligible, a person needed to meet these criteria: having a minimum of one full year of nursing experience, holding different educational qualifications, and being ready to give consent to participate in the study. Altogether, 67 head nurses took part, of whom 16 were from King Abdulaziz Hospital, 11 from King Faisal Hospital, 15 from Hara’ General Hospital, and 27 were from Al-Nour Specialized Hospital. The participants came from a wide range of clinical departments, such as intensive care, medical, surgical, orthopedic, operating rooms, and emergency units. Study Measures Data were collected using three tools adapted after an extensive review of the relevant literature (Bellucci et al., 2021) ( 9 ). Tool I: Intellectual Capital Questionnaire The​‍​‌‍​‍‌ main researcher (PR) designed this instrument to assess the knowledge of the head nurses regarding intellectual capital. The tool had two parts. Demographic information such as age, gender, educational level, and years of experience was covered in Part I. Part II utilized a modified questionnaire from Bombiak. (2021) (10) to gauge the head nurses' knowledge of intellectual capital. The questionnaire consisted of 30 items divided into three segments: human capital (12 items), structural capital (10 items), and relational capital (8 ​‍​‌‍​‍‌items). Responses were given on a 3-point agreement scale where agree (3) and disagree (1). The total score could be between 30 and 90, and the level of perception was classified into high (≥ 75%), moderate (60–<75%), or low (< 60%) based on the predetermined cutoff ​‍​‌‍​‍‌scores. Tool II: Crisis Management Skills Scale (CMSS) The​‍​‌‍​‍‌ CMSS is a modified version of the CMSS by Aksu and Deveci (2009) (1 1 ), and the primary researcher (PR) developed it for head nurses to self-assess their crisis management skills. The scale covered 31 items that were divided into 3 subdimensions: pre-crisis with 7 items, crisis with 8 items, and post-crisis with 16 items. The responses were graded on a 5-point Likert scale, where 1 represented strong disagreement, and 5 meant strong agreement, and higher scores reflected the possession of better crisis management skills. The original version of the scale had an excellent internal consistency reliability (Cronbach's α = ​‍​‌‍​‍‌0.98) (Aksu and Deveci, 2009) (11). Validity and Reliability Initially,​‍​‌‍​‍‌ the content validity of the methods used in the research was judged by a panel of five experts from the Administration Nursing Department, Faculty of Nursing, Mansoura University. The panel consisted of two assistant professors and three lecturers. The experts evaluated the tools based on the criteria of clarity, relevance, simplicity, comprehensiveness, and objectivity. Required changes were made accordingly. Data Collection Procedure The​‍​‌‍​‍‌ data collection spanned six months from June to December 2025, and the activities were carried out in three phases: preparation, implementation, and evaluation. In the preparation phase, ethical clearance was granted from the Research Ethics Committee of the Faculty of Nursing, Mansoura University, and permission letters were given by the administrative authorities of the two selected hospitals. The PR designed the training program according to the latest research literature on intellectual capital and crisis management. During the implementation phase, the study's purpose and procedures were explained to the participants, and their informed consent was taken. Initial data were obtained using Tool I (Parts I and ​‍​‌‍​‍‌II). The​‍​‌‍​‍‌ Intellectual Capital (IC) training program was rolled out in three to four weeks with three sessions a week. Each session was about 30 minutes long. Sessions​‍​‌‍​‍‌ took place in two shifts, morning and evening, and various teaching methods were employed, such as lectures, group discussions, brainstorming, PowerPoint presentations, videos, demonstrations, and booklets. The participants were split into small groups of three to five ​‍​‌‍​‍‌nurses. There was continuous feedback, session summaries were given, and each participant was handed a hard copy of the training materials. To find out the effectiveness of the program, there was a post-intervention assessment using Tool I (Part II) and Tool II to record the changes in perception of intellectual capital and crisis management skills before and after the training ​‍​‌‍​‍‌program. Data Analysis The​‍​‌‍​‍‌ data were coded, tabulated, and analyzed using IBM SPSS Statistics for Windows version 29. Demographic data and study variables were summarized using descriptive statistics such as frequencies, percentages, means, and standard deviations. For categorical variables, inferential statistics comprised chi-square or Fisher’s exact tests; one-way ANOVA was used for comparisons of more than two groups, and correlation coefficient tests were applied to analyze relationships between continuous variables. Reliability analyses were performed to check internal consistency. Statistical significance was considered at p < ​‍​‌‍​‍‌0.05. Results Part I: Demographic characteristics of head nurses Table 1 shows that the largest proportion of the studied head nurses (63.8%) were aged 35–40 years, while females constituted the majority of the sample (82.6%). Nearly two-thirds of the head nurses were married (65.2%). Regarding educational level, more than half of the participants held a bachelor’s degree (59.4%), whereas 21.7% had a master’s degree. Concerning years of work experience, the majority of head nurses (65.2%) had more than 15 years of experience. Additionally, most of the head nurses (85.5%) had not received previous training on intellectual capital, while slightly more than half (55.1%) had attended training related to enhancing health crisis management. Table (1) Demographic Characteristics of the Studied Head Nurses (n=69) N % Hospital name King Abdulaziz Hospital 16 23.2 King Faisal Hospital 11 15.9 Hara's General Hospital 27 39.1 Al-Nour Specialized Hospital 15 21.7 Age (years) 20-29 17 24.6 30-34 3 4.3 35-40 44 63.8 >40 5 7.2 Sex Female 57 82.6 Male 12 17.4 Marital status Married 45 65.2 Single 24 34.8 Educational level Technical institute diploma 13 18.8 Bachelor 41 59.4 Master degree 15 21.7 Years of work experience 15 years 45 65.2 Previous training on Intellectual Capital Training Yes 10 14.5 No 59 85.5 Attended training about Enhancing Health Crisis Management Yes 38 55.1 No 31 44.9 Part II: Head nurses’ perception of Intellectual Capital Table 2 shows that the majority of head nurses agreed that employees’ skills, knowledge, and abilities are well utilized, with high agreement regarding employees’ expertise (91.3%), innovation (87.0%), and participation in training (81.2%). Supportive organizational values for innovation were also perceived by 66.7% of respondents. In contrast, a low level of agreement was reported regarding employees’ satisfaction with the organization (18.8%), while less than half agreed that employees perform at their best (42.0%) or receive regular feedback on environmental objectives (46.4%). Table (2) Head nurses’ perception of Human Capital (n=69) Standards Agree Neutral Disagree NO. % NO. % NO. % Human skills residing with and utilized by employees 49 71.0 20 29.0 0 0.0 Human knowledge residing with and utilized by employees 50 72.5 19 27.5 0 0.0 Human abilities residing with and utilized by employees 47 68.1 22 31.9 0 0.0 The employee is widely considered the best in our services 57 82.6 12 17.4 0 0.0 The employees are experts in their jobs and functions 63 91.3 6 8.7 0 0.0 The employee is developing new ideas and innovations 60 87.0 9 13.0 0 0.0 The organizational environment and shared values provide great support for innovation 46 66.7 23 33.3 0 0.0 The employees are satisfied with our organization 13 18.8 39 56.5 17 24.6 The employees perform at their best 29 42.0 36 52.2 4 5.8 Employees participate in training, developing their environmental skills and knowledge 56 81.2 10 14.5 3 4.3 The environmental skills and knowledge of employees are verified at periodic reviews 52 75.4 15 21.7 2 2.9 Responsibilities related to environmental protection are included in job descriptions 40 58.0 26 37.7 3 4.3 Employees receive regular feedback about their effectiveness in achieving environmental objectives 32 46.4 29 42.0 8 11.6 Table (3) Head nurses’ perception of Structural Capital (n=69) Table 3) demonstrates that the majority of head nurses reported positive perceptions of structural capital, particularly regarding organizational structure adaptability to environmental changes (75.4%), supportive organizational culture (75.4%), efficiency (72.5%), and embedding knowledge within systems and processes (72.5%). Adequate databases and effective communication networks for knowledge exchange were also acknowledged by more than two-thirds of respondents. Conversely, nearly half of the head nurses expressed neutral perceptions concerning encouragement of informal relationships for knowledge exchange (50.7%), while lower agreement was noted regarding the comprehensiveness of recruitment programs (55.1%). Table (3) Head nurses’ perception of Structural Capital (n=69) Standards Agree Neutral Disagree NO % NO % NO. % The organization has self-controls unit’s care in knowledge. 47 68.1 18 26.1 4 5.8 The organizational structural adjust according to environmental changes 52 75.4 16 23.2 1 1.4 The organization encourages informal relationships to exchange knowledge. 34 49.3 35 50.7 0 0.0 The organization's culture contains valuable ideas and ways of doing work 52 75.4 17 24.6 0 0.0 The organization has enough databases and access for that 47 68.1 22 31.9 0 0.0 The organization embeds much of its knowledge and information in structures, systems, and processes 50 72.5 19 27.5 0 0.0 The organization has its own internal and inside communicate net that helps exchange knowledge 42 60.9 25 36.2 2 2.9 The organization prides itself on being market-oriented 47 68.1 22 31.9 0 0.0 Our organization prides itself on being efficient 50 72.5 19 27.5 0 0.0 The recruitment program is comprehensive; we are dedicated to hiring the best candidates available 38 55.1 28 40.6 3 4.3 The systems and procedures of the organization support innovation 46 66.7 21 30.4 2 2.9 The organization’s culture and atmosphere are supportive and comfortable 49 71.0 19 27.5 1 1.4 The organization consistently comes up with great new ideas 47 68.1 20 29.0 2 2.9 Table 4 indicates that head nurses generally reported positive perceptions of relational capital, with high agreement regarding employees’ information sharing and mutual learning (92.6%), collaboration in problem solving (75.4%), and encouragement from management to develop skills and abilities (72.5%). Additionally, more than two-thirds of respondents agreed that employees exchange ideas across different hospital areas (69.6%) and effectively apply knowledge to solve problems and seize opportunities (66.7%). In contrast, comparatively lower agreement was reported regarding the provision of formal networks for partners (53.6%) and management incentives and rewards for knowledge exchange (65.2%). Ta ble (4) Head nurses’ perception of Relational Capital ( n=69) Standards Agree Neutral Disagree NO % NO % NO. % Employees are skilled at collaborating to diagnose and solve problems 52 75.4 17 24.6 0 0.0 Employees share information and learn from each other 57 92.6 12 17.4 0 0.0 Employees exchange and interact with ideas with people from different areas of the hospital. 48 69.6 20 29.0 1 1.4 Management encourages employees to develop their own skills, abilities, etc 50 72.5 19 27.5 0 0.0 Management presents motivations and rewards for exchanging knowledge and information among employees 45 65.2 17 24.6 7 10.1 Employees partner with customers and suppliers, and develop solutions 50 72.5 12 17.4 7 10.1 Employees apply knowledge to solve problems and catch opportunities that arise around them 46 66.7 23 33.3 0 0.0 Management present network for all partners: suppliers, stakeholders, etc 37 53.6 28 40.6 4 5.8 Employees are excited to voice their opinions in group discussions 51 73.9 13 18.8 5 7.2 Figure 1 revealed that nursing management personnel had a strong intellectual capital in all three components after the training program, human capital topping the list with the highest percentage (92.8%), followed by relational capital (78.3%) and structural capital (73.9%). Moderate levels of structural capital (24.6%), relational capital (21.7%), and human capital (7.2%) were observed, while low levels were either minimal or non-existent. (Insert Figure 1 here) Figure 2 revealed that the majority of head nurses (86%) reported a high overall perception of intellectual capital, while only 15% demonstrated a moderate perception, with no participants categorized at a low level. (Insert Figure 2 here) Part III: Head Nurses' Crisis Management Skills Scale (CMSS). Table 5 shows that the majority of head nurses agreed or strongly agreed that they could recognize and forecast potential crises (89.9%) and establish monitoring and early warning systems (81.1%). High agreement was also reported regarding information sharing between management and staff (89.9%) and forming crisis teams capable of rapid response (100%). Additionally, all head nurses agreed on identifying key persons, communication channels, assembly points, and emergency exit during crises (100%). However, relatively lower agreement was reported regarding initiating frequent training and refresher courses (79.7%) and regular testing and updating of crisis management processes and emergency equipment (94.2%). Table (5) Head nurses’ Crisis Management Skills Scale (Pre-Crisis Phase) ( n=69) Standards Strongly agree Agree Neither Disagree Strongly disagree NO % NO % NO % NO % NO % Identify risk and implement a set of activities that prevent or reduce a crisis 5 7.2 44 63.8 17 24.6 3 4.3 0 0.0 Head nurse or crisis manager have aptitude in recognizing and forecasting probable difficulties in crises 16 23.2 46 66.7 6 8.7 1 1.4 0 0.0 Establish monitoring or early warning systems 5 7.2 51 73.9 12 17.4 0 0.0 1 1.4 The head nurse shares information from managers to personnel and vice versa 24 34.8 38 55.1 6 8.7 0 0.0 1 1.4 Initiate frequent training and refresher courses on handling crises 18 26.1 37 53.6 9 13.0 5 7.2 0 0.0 Form a crisis team to work under the leadership of a crisis manager. When a crisis occurs, this is the team that should be able to respond quickly 13 18.8 56 81.2 0 0.0 0 0.0 0 0.0 Provide a list of key persons in case of a crisis and their contact information. 18 26.1 51 73.9 0 0.0 0 0.0 0 0.0 Identify the ground person to be notified immediately when a crisis occurs 11 15.9 5 84.1 0 0.0 0 0.0 0 0.0 Identify a central point where employees can assemble and the exit points to use in case of a crisis 13 18.8 56 81.2 0 0.0 0 0.0 0 0.0 Emergency exit doors with ease of opening must be labeled well, and an emergency central gathering place must be identified and properly labeled as well 22 31.9 44 63.8 0 0.0 3 4.3 0 0.0 Regular testing of the crisis management process and emergency equipment, and updating them frequently or as needed. 16 23.2 49 71.0 0 0.0 4 5.8 0 0.0 Table 6 reveals that head nurses demonstrated a high level of crisis management skills during the crisis response phase. All head nurses agreed or strongly agreed on their ability to take accountability and act skillfully during crises, control situations through immediate action and workforce protection, organize and communicate with different departments, and form and organize crisis management teams (100% each). Moreover, most head nurses agreed on providing clear instructions regarding roles and responsibilities and maintaining good relations with teams during crises (95.7% each). A high level of agreement was also reported regarding developing workstreams with multiple options and contingency plans (92.8%). However, comparatively lower agreement was observed in relation to the use of emergency communication software, where 75.3% agreed or strongly agreed, while 15.9% disagreed or strongly disagreed. Additionally, 15.9% of head nurses strongly disagreed that they remain steadfast in the field during crises. Table (6) Head nurses’ Crisis Management Skills Scale (Crisis Response Phase) ( n=69) Standards Strongly agree Agree Neither Disagree Strongly disagree NO % NO % NO % NO % NO % The head nurse has the skill to take accountability and act skillfully 20 29.0 49 71.0 0 0.0 0 0.0 0 0.0 Control the situation by taking immediate action and protecting the workforce. 15 21.7 54 78.3 0 0.0 0 0.0 0 0.0 Take the essential actions to organize and communicate with the various departments 15 21.7 54 78.3 0 0.0 0 0.0 0 0.0 Using Emergency communication software allows to quickly send notifications through multiple communication channels—such as email, phone calls, text messages, and desktop alerts—to ensure every employee in harm’s way receives the time-sensitive information they need to stay safe. 13 18.8 39 56.5 6 8.7 4 5.8 7 10.1 Organize your stakeholders and Crisis Management Teams 18 26.1 51 73.9 0 0.0 0 0.0 0 0.0 Visualize time to help identify gaps in the execution of the plan and reveal the possible existence of delta complexity in solutions 12 17.4 46 66.7 6 8.7 2 2.9 3 4.3 Creating workstreams with multiple options and contingency plans 18 26.1 46 66.7 0 0.0 2 2.9 3 4.3 Provide clear instructions on what each person’s roles and responsibilities are in an event 20 29.0 46 66.7 0 0.0 0 0.0 3 4.3 The head nurse can establish and keep up good relations with teams during a crisis 20 29.0 46 66.7 0 0.0 0 0.0 3 4.3 The head nurse remains steadfast in the field of work during the crisis. 12 17.4 46 66.7 0 0.0 0 0.0 11 15.9 Table 7 indicates that head nurses demonstrated a high level of post-crisis management skills. Most head nurses agreed or strongly agreed on analyzing crisis data and evaluating crisis management efforts (86.9% and 95.6%, respectively). High agreement was also reported regarding updating crisis management plans (94.2%), communicating follow-up crisis messages (95.7%), and informing employees about plan or training changes (95.6%). Additionally, the majority agreed on evaluating organizational performance and measuring outcomes against objectives (87.0% and 94.2%). However, comparatively lower agreement was observed regarding regular testing of new post-crisis plans (84.0%) and continuous meetings of crisis management teams (81.2%). Table (7) Head nurses’ Crisis Management Skills Scale (Post Crisis Phase) ( n=69) Standards Strongly agree Agree Neither Disagree Strongly disagree NO % NO % NO % NO % NO % Gathering and analyzing relevant data and information about the crisis, such as its causes, consequences, duration, scope, and stakeholders 17 24.6 43 62.3 6 8.7 0 0.0 3 4.3 Assess the crisis management effort: What went well? What did not? What did you learn from this event? What would you do differently next time? 13 18.8 53 6.8 0 0.0 0 0.0 3 4.3 Record and analyze feedback from stakeholders and witnesses 12 17.4 50 72.5 4 5.8 0 0.0 3 4.3 Support should be provided by the organization in the form of systems to encourage employee wellbeing, such as counselling services, mental health days, and wellness program 17 24.6 45 65.2 6 8.7 0 0.0 1 1.4 Review and update the crisis management plan, especially after a crisis has occurred 12 17.4 53 76.8 3 4.3 1 1.1 0 0.0 View the post-crisis world and how this new reality impacts existing activities, so adapt and make changes where necessary 12 17.4 45 65.2 12 17.4 0 0.0 0 0.0 Test and develop the new plans, given the new post-crisis world, regularly 15 21.7 43 62.3 10 14.5 1 1.4 0 0.0 Provide follow-up crisis messages as needed: Keep key groups (employees, stakeholders, clients, media) informed with appropriate messaging 6 8.7 60 87.0 3 4.3 0 0.0 0 0.0 Communicate with employees about any changes to the crisis management plan or training resulting from these evaluations 19 27.5 47 68.1 0 0.0 0 0.0 3 4.3 Crises’ manager continues to meet with crises management team 8 11.6 48 69.6 9 13.0 1 1.4 3 4.3 Revisit the crisis response plan to evaluate and revise if needed 9 13.0 51 73.9 0 0.0 0 0.0 9 13.0 The head nurse is gathering data from the quality and quantity views for safety equipment in a crisis 12 17.4 53 76.8 4 5.8 0 0.0 0 0.0 Building and maintaining relationships with internal and external stakeholders to manage perceptions and build trust after a crisis 13 18.8 46 66.7 10 14.5 0 0.0 0 0.0 Evaluate the performance of the organization during and after the crisis 14 20.3 46 66.7 9 13.0 0 0.0 0 0.0 Measuring and comparing the actual results with the expected outcomes and objectives 13 18.8 52 75.4 3 4.3 0 0.0 1 1.4 The head nurse must identify and document the key lessons learned from the crisis, both positive and negative 23 33.3 43 62.3 3 4.3 0 0.0 0 0.0 Table 8 presents the head nurses’ total crisis management skills. The highest mean percentage was reported for the pre-crisis phase (81.9%; Mean = 45.06 ± 4.52), followed closely by the post-crisis phase (81.2%; Mean = 64.97 ± 6.89). The crisis response phase also demonstrated a high level of skills (Mean = 40.65 ± 4.80). Overall, head nurses exhibited a high level of total crisis management skills, with a total mean score of 150.68 ± 13.93, corresponding to a mean percentage of 81.9%. Table (8) Head nurses’ total Crisis Management Skills Total Crisis Management Skills Mean SD Mean % Pre-crisis phase 45.06 4.52 81.9 81.3 Crisis response phase 40.65 4.80 Post-crisis phase 64.97 6.89 81.2 Total 150.68 13.93 81.9 Part IV: Relations and correlations between the studied variables Table 9 shows that a statistically significant association was found between head nurses’ total perception of intellectual capital and sex (χ² = 14.779, p < 0.001), as well as attendance of training on enhancing health crisis management (χ² = 5.766, p = 0.016). Conversely, no statistically significant associations were detected between total perception of intellectual capital and hospital name, age, marital status, educational level, years of work experience, or previous intellectual capital training (p > 0.05). Table (9) Association Between Head Nurses’ Total Perception of Intellectual Capital and Demographic Characteristics (n=69) Total perception of Intellectual Capital High Moderate Chi-square N % N % X 2 P-value Hospital name King Abdulaziz Hospital 12 20.3 4 40.0 6.178 .103 King Faisal Hospital 11 18.6 0 0.0 Hara's General Hospital 25 42.4 2 20.0 Al-Nour Specialized Hospital 11 18.6 4 40.0 Age (years) 20-29 16 27.1 1 10.0 30-34 3 5.1 0 0.0 35-40 35 59.3 9 90.0 3.635 .304 >40 5 8.5 0 0.0 Sex Female 53 89.8 4 40.0 14.779 .000 * * Male 6 10.2 6 60.0 Marital status Married 37 62.7 8 80.0 1.127 .288 Single 22 37.3 2 20.0 Educational level Technical institute diploma 13 22.0 0 0.0 2.791 .248 Bachelor 34 57.6 7 70.0 Master degree 12 20.3 3 30.0 Years of work experience 15 years 37 62.7 8 80.0 Previous training on Intellectual Capital Training Yes 9 15.3 1 10.0 .190 .663 No 50 84.7 9 90.0 Attended training about Enhancing Health Crisis Management Yes 29 49.2 9 90.0 5.766 .016 * No 30 50.8 1 10.0 Non-statistically significant >0.05 Table 10 shows that a statistically significant association was found between head nurses’ total crisis management skills and sex (t = 4.07, p < 0.001), with females reporting higher mean scores than males. A significant association was also observed in relation to previous training on intellectual capital (t = 5.65, p < 0.001), where head nurses who received training demonstrated higher crisis management skills. In contrast, no statistically significant associations were detected between total crisis management skills and hospital name, age, marital status, educational level, years of work experience, or attendance of training on enhancing health crisis management (p > 0.05). Table (10) Association Between head Nurses’ total Crisis Management Skills and Demographic Characteristics Total Crisis Management Skills Mean SD test P-value Hospital name King Abdulaziz Hospital 88.75 11.67 F 1.19 0.32 King Faisal Hospital 93.0 9.1 8 Hara's General Hospital 95.1 5 9.68 Al-Nour Specialized Hospital 91.53 13.36 Age (years) 20-29 95.2 4 8.05 F 0.40 30-34 90.00 .00 35-40 91.11 12.24 0.99 >40 97.40 10.2 9 Sex Female 94.7 5 10.06 t 4.07 <0.001** Male 81.9 2 9.2 8 Marital status Married 91.7 6 12.12 t 0.83 0.41 Single 94.00 8.6 2 Educational level Technical institute diploma 97.38 9.05 F 1.79 0.17 Bachelor 91.24 10.9 1 Master degree 91.8 7 12.3 4 Years of work experience 15 years 91.5111 12.2 1 Previous training on Intellectual Capital Training Yes 99.6 10.9 1 t 5.65 0.05 F= Anova test t= t-test Table 11 shows that there is a statistically significant positive correlation between the studied subjects’ total perception of Intellectual Capital and their total Crisis Management Skills (r = 0.279, p = 0.02). Table (11) : Correlation Between total perception of Intellectual Capital and total Crisis Management Skills (n=45) Total Crisis Management Skills r p-value Total perception of Intellectual Capital .279 .02* Non-statistically significant >0.05 Discussion Section I: Demographic characteristics of head nurses According to the current findings, more than half of the studied head nurses were aged 35–40 years old. And the majority of them were females. This is to be expected, given that female nurses typically outnumber male nurses. Additionally, males joined the nursing profession in growing numbers lately. These results are consistent with ( 12 ) who found that the majority of the participants their age was ranged from 25 and 39 years and were female. This is in harmony with the results of a study that assessed "The Effect of Intellectual Capital on Innovative Performance with the Mediating Role of Qazvin Health Staff’s Empowerment: A Path Analysis" and noticed that most studied subjects were in the age group of 30–40 years ( 13 ). Considering the head nurses' qualifications, more than half of the studied head nurses held a bachelor’s degree. This is consistent with the finding of ( 14 ), who noticed that nearly two-thirds of enrolled nurses had diploma degrees. This discrepancy may be due to the availability of different nursing educational programs in Saudi Arabia. The findings illustrated that more than half of the participant head nurses had more than 15 years of work experience. From the investigator’s point of view, that might be due to the increased workload and stress on the nurses in this position, so they need a professional person. These findings are in the same line as a study done by ( 15 ), who reported that the highest number of people had a work experience of 11–15 years. The study findings showed that the majority of the studied head nurses did not attend any training courses or workshops on intellectual capital. This may be due to the unattainability of staff development plans or training funds, and the shortage of nursing staff in the study setting. These findings were in agreement with ( 16 ), who conducted a study in Iraq about “Green intellectual capital for sustainable healthcare” and reported that the majority of the studied nurses did not participate in any training courses on intellectual capital. Section II: Head nurses’ perception of Intellectual Capital Regarding head nurses’ perception of human capital, the results of the present study revealed that the majority of the studied head nurses had a high-level perception of Human Capital. These findings were consistent with ( 17 ), who asserted that human capital is the main source of creativity and innovation. This might be due to the fact that intellectual capital can enhance the staff’s creativity and innovation. Also, this was supported by ( 18 ), who emphasized that human capital is the organization's workforce’s skill sets, depth of expertise, and breadth of experience, so most nurses must have a perception of human capital. The current study findings depicted that the majority of head nurses agreed that employees’ skills, knowledge, and abilities are well utilized, with high agreement regarding employees’ expertise, innovation, and participation in training. Supportive organizational values for innovation. This is agreed by ( 19 ), who stated that human resources are the living and thinking part of intellectual capital resources. From the researcher's point of view, nurses with a high perception of hospital intellectual capital can have high cultural competence, including high cultural awareness and sensitivity, and cultural competence behaviors. This finding is in agreement with ( 20 ), who found that the highest mean was for "Organizational environment and shared values provide great support to innovation". In​‍​‌‍​‍‌ contrast, the statement "Our employees are developing new ideas and innovation" was rated very low, having received the lowest average score in this study. ​‍​‌‍​‍‌ These​‍​‌‍​‍‌ findings went against (2 1 ), who reported that "Our employees are experts in their jobs and functions" was rated the lowest mean in their study. With reference to the Head Nurses' perception of Structural Capital. ​‍​‌‍​‍‌The present study findings showed that the majority of head nurses had positive perceptions of structural capital, particularly regarding organizational structure adaptability to environmental changes, supportive organizational culture, efficiency, and embedding knowledge within systems and processes, adequate databases, and effective communication networks for knowledge exchange. These findings were supported by (22,23), who emphasized that structural capital is the skeleton and the glue of an organization because it provides the tools and architecture for retaining, packaging, and moving knowledge along the value chain. "Our organizational structural adjust according to environmental changes" came first with the highest mean. These findings were in contrast with (21), who found that "Our organization's culture contains valuable ideas and ways of doing business". While "Our organization has self-control units care in knowledge" came the lowest mean in the present study. On​‍​‌‍​‍‌ the matter of results of the present research, it was discovered that head nurses in general had good feelings towards relational capital, as evidenced by their strong agreement about workers’ sharing of information and mutual learning, working together to solve problems, and getting management encouragement to develop skills and abilities. Moreover, over 66% of the respondents concurred with employees sharing ideas between different departments in the hospital and utilizing the knowledge in an efficient way to solve problems, and also to identify opportunities. On the other hand, relatively fewer people concurred that a formal network is being provided for partners, and management incentives and awards are given for knowledge ​‍​‌‍​‍‌exchange. These​‍​‌‍​‍‌ outcomes contradicted (26) that "Employees are highly skilled at cooperating to identify and solve problems," which was the item with the highest mean. The same point was made by (25), who argued that customer and supplier loyalty, targeted marketing, duration of relationships, and satisfaction are all identifiable and measurable factors of this kind of intellectual capital. However, "Employees team up with customers and suppliers, and come up with solutions" was the lowest mean in this research. This did not agree with (24) who reported that "Management generates net business for all partners: suppliers, importers, stakeholders, etc." was the statement with the lowest mean in their ​‍​‌‍​‍‌research. Section III: Part III: Head nurses' Crisis Management Skills Scale (CMSS). Regarding Pre-Crisis Phase: The study findings revealed that the majority of head nurses had a high level of crisis management skills in the crisis phase. However, the majority of head nurses agreed that they could recognize and forecast potential crises and establish monitoring and early warning systems. Also reported regarding information sharing between management and staff, and forming crisis teams capable of rapid response. Additionally, all head nurses agreed on identifying key persons, communication channels, assembly points, and emergency exit during crises. However, relatively lower agreement was reported regarding initiating frequent training and refresher courses, and regular testing and updating of crisis management processes and emergency equipment. This might be due to a lack of training courses in service or workshop, and conference attendance. This current study is in agreement with ( 27 ) in a study entitled" Challenges to human capital development for crisis intervention,” which stated that the majority of the nurses had information regarding the Pre-Crisis Phase. These findings are in the same line with ( 28 ), who conducted a study about “Assessment of nursing managers’ awareness and hospital preparedness for disasters” and reported that the nurses' average level of knowledge about crisis management was 13.05 ± 5.24 out of 22. The mean grade scores of attitudes to crisis management were 28.94 ± 3.39 out of 33; further, their function in crisis management was 45.88 ± 6.5 out of 57. Regarding Crisis Response Phase: The findings of the current study demonstrated that the studied head nurses had a high level of crisis management skills during the crisis response phase. All head nurses strongly agreed on their ability to take accountability and act skillfully during crises, control situations through immediate action and workforce protection, organize and communicate with different departments, and form and organize crisis management teams. Moreover, most head nurses agreed on providing clear instructions regarding roles and responsibilities and maintaining good relations with teams during crises. A high level of agreement was also reported regarding developing work streams with multiple options and contingency plans. These findings are consistent with those of ( 29 ) in a study entitled "Intellectual capital-based performance improvement: a study in the healthcare sector," who reported that most nurses had good practice regarding crisis management during the crisis response phase. Regarding the Post-Crisis Phase: Our findings revealed that head nurses had a high level of post-crisis management skills. Most head nurses strongly agreed on analyzing crisis data and evaluating crisis management efforts, and high agreement was also reported regarding updating crisis management plans, communicating follow-up crisis messages, and informing employees about plan or training changes. Additionally, the majority agreed on evaluating organizational performance and measuring outcomes against objectives. However, comparatively lower agreement was observed regarding regular testing of new post-crisis plans and continuous meetings of crisis management teams. This might be due to decreased funds and a lack of training courses in service. Our results are aligned with other similar studies ( 30 ), who stated that two-thirds of the studied nurses had an unsatisfactory level of knowledge and practice for post-crisis management skills. Part IV: Relations and correlations between the studied variables The current study showed that there was a statistically significant association between head nurses’ total perception of intellectual capital and sex at (P < 0.01), as well as attendance of training on enhancing health crisis management. Conversely, no statistically significant associations were detected between total perception of intellectual capital and hospital name, age, marital status, educational level, years of work experience, or previous intellectual capital training. In the investigator's opinion its might be due to years of experience and the age of the studied nurses leads to an increased level of knowledge. This might be due to the presence of other factors mentioned in this study that affect the nurses' skills as job regulation-related factors, including high work load, inadequate salary, lack of competitive rewards, job description, continuous training, administration support, job flexibility & inadequate number of nursing staff. Also, nurse-related factors include nurses’ dissatisfaction with work, frequent nurses’ absenteeism, relationship with supervisors, colleagues, and patients. These factors should be taken into consideration to improve nurses' crisis management. This result is contradicted with ( 23 ), who found a significant correlation between total perception of intellectual capital and educational level, years of work experience, or previous intellectual capital training. This result may be because the number of samples wasn't representative, and the result couldn't be generalized, whereas the representation of female nurses was more than that of male nurses. Also, the current study revealed that there was a highly statistically significant relation between nurses' performance and attendance at training courses. This necessitates the importance of conducting a continuous in-service training program for intellectual capital. Regarding Correlation Between total perception of Intellectual Capital and total Crisis Management Skills The current result showed that there is a statistically significant positive correlation between the studied participants’ total perception of Intellectual Capital and their total Crisis Management Skills. These findings were supported by ( 31 ), who asserted that the relation between all three dimensions of IC and crisis management is meaningful. This result is similar to ( 32 ), the study nurses’ knowledge, attitude, and practice about preparedness of disaster management in the emergency department of Mosul teaching hospitals are highly significant. Regarding the relations between demographic characteristics of the studied head nurses and their total crisis management skills. The current study showed that there was a statistically significant association between head nurses’ total crisis management skills and sex, with females at p < 0.001 reporting higher mean scores than males. A significant association was also observed in relation to previous training on intellectual capital, where head nurses who received training demonstrated higher crisis management skills. Implications The​‍​‌‍​‍‌ Importance of intellectual capital training for Head Nurses in crisis commensurate with management capabilities strengthening. The existence of a strong, statistically significant positive relationship between the perception of intellectual capital and crisis management skills means that improving human, structural, and relational capital can result in better preparedness, response, and recovery phases of health crises. Most demographic variables were not significantly related to crisis management competencies, which implies that such skills are more affected by organizational factors and continuous professional development than by personal traits. Thus, healthcare administrators should embed the intellectual capital theme into nursing management training programs, facilitate knowledge-sharing cultures, and run continuous in-service education to enhance organizational resilience and crisis preparedness in public ​‍​‌‍​‍‌hospitals. Limitations The​‍​‌‍​‍‌ research has several limitations. The use of a quasi-experimental one-group design without a control group limits the capability of the researchers to make definitive causal conclusions. Direct self-administered questionnaires were used, which might have led to respondents' bias. In addition, the research was carried out in public hospitals located in one region of Saudi Arabia, and therefore, the results may not be generally applicable to other healthcare settings or regions.​‍​‌‍​‍‌ Recommendations The healthcare units are advised to adopt continuous in-service training systems, focusing on intellectual capital and crisis management for the nursing management personnel. The hospital executives are obligated to reinforce the organizational structure, foster innovation, and facilitate the sharing of knowledge among the nursing leaders. Next studies are encouraged to utilize a longitudinal or experimental design with bigger and more diverse samples to investigate the effect of intellectual capital training on crisis management outcomes ​‍​‌‍​‍‌further. Conclusion The​‍​‌‍​‍‌ head nurses exhibited extremely positive views regarding intellectual capital, very good self-efficacy in crisis management, and effective hiring competency after the training program. The study revealed a significant positive association between the perception of intellectual capital and crisis management skills, which points out the importance of intellectual capital development in nurse leadership. The findings revealed that the hospitals that invested in intellectual capital training are better prepared and more effective in crisis ​‍​‌‍​‍‌management. Declarations Author Contributions K.Z.B. conducted the entire research study as part of her master's degree requirement, prepared the research proposal, delivered the intellectual capital training program, collected and analyzed data, and wrote the first version of the manuscript. A.H.K. main supervisor of the study design and implementation and guided the research process academically at all times. She also helped in data interpretation and critically refined the manuscript for significant intellectual content. H.E.E. participated in the study planning, gave methodological advice, facilitated data interpretation, and critically reviewed and edited the manuscript. All authors agree with the final version of the manuscript and have given their approval for it. Funding The research received no specific grant from any funding agency in the public, commercial, or not-for-profit sectors. Data Availability The datasets generated and analyzed during the current study are available from the corresponding author upon reasonable request. Ethics Approval and Consent to Participate The study was conducted following the major guidelines of the Declaration of Helsinki (World Medical Association). Before data collection, the research obtained approval from the Institutional Review Board (No. H-02-K-076-0525-1350) and the Research Ethics Committee, Faculty of Nursing, Mansoura University (No. 734). All participants were fully briefed about the goal of the study, their roles, and the possible benefits and risks. Consent in writing was received from all the participants before their participation. The participants' confidentiality and anonymity were guaranteed. Moreover, participation was completely on a voluntary basis, and each participant had the right to change their mind and leave at any time without any consequences. Clinical trial number: Not applicable. Written informed consent was obtained from all participants before they participated in the study Consent for Publication Not applicable. Competing Interests The authors declare that they have no competing interests Acknowledgements Not Applicable References Zerr A, Aaqoulah A. The impact of intellectual capital on job performance based on faculty members’ perceptions at universities. Int Bus Res. 2021;14(7):1–11. 10.5539/ibr.v14n7p1 . Liao H, Hsu C, Chiang H. How does green intellectual capital influence employee pro-environmental behavior? The mediating role of corporate social responsibility. Int J Manage Stud. 2021;28(2):27–47. 10.32890/ijms2021.28.2.2 . Papa A, Mital M, Pisano P, Del Giudice M. E-Health and wellbeing monitoring using smart healthcare devices: An empirical investigation. Technol Forecast Soc Chang. 2020;153:119–226. 10.1016/j.techfore.2018.02.018 . Alfatis S, Nassani A. (2023). 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-8946653","acceptedTermsAndConditions":true,"allowDirectSubmit":false,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":608473462,"identity":"940c1f42-a0e4-4351-94d1-d4921dd48e59","order_by":0,"name":"Kultthum Zakaria Barnawi","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAA20lEQVRIiWNgGAWjYNCCHzZy/BJgloQMcToO9qQZS85gYGwAauEhTssBtkOJG26AtTAQ1iI/7fCzzx94DiRuvt18/NGNGgseBvbDRzfg02JwO814xgGLO8bb7hxLbM45BnQYT1raDbxapBOMGQ7wPJPddiPHsDmHDahFgscMrxb52emfgX45zLh5BkjLPyK0MNzOMQZpUdwgAdSS20aEFoPbOcUMZ4GBLHEjLXF2bp8EDxshvwAdtpmhAhSVM5IPfM75VifHz374GH6HYQA20pSPglEwCkbBKMAGACvJS4YlvGXxAAAAAElFTkSuQmCC","orcid":"","institution":"Mansoura University","correspondingAuthor":true,"prefix":"","firstName":"Kultthum","middleName":"Zakaria","lastName":"Barnawi","suffix":""},{"id":608473463,"identity":"4287d2ee-b54b-48e8-b98d-2229fb8d0842","order_by":1,"name":"Awatif Hassan Kassem","email":"","orcid":"","institution":"Mansoura University","correspondingAuthor":false,"prefix":"","firstName":"Awatif","middleName":"Hassan","lastName":"Kassem","suffix":""},{"id":608473464,"identity":"660c0a19-af8a-4a8b-a8b5-30f94e71bf90","order_by":2,"name":"Hanan Elsaid Elsabahy","email":"","orcid":"","institution":"Mansoura University","correspondingAuthor":false,"prefix":"","firstName":"Hanan","middleName":"Elsaid","lastName":"Elsabahy","suffix":""}],"badges":[],"createdAt":"2026-02-23 11:40:07","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-8946653/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-8946653/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":104996071,"identity":"12b8a2cd-8448-4fd6-ac60-a0b37f17779d","added_by":"auto","created_at":"2026-03-19 16:11:20","extension":"png","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":55932,"visible":true,"origin":"","legend":"\u003cp\u003e\u003cem\u003e\u003cstrong\u003eHead nurses’ total perception of Intellectual Capital domains (n=69)\u003c/strong\u003e\u003c/em\u003e\u003c/p\u003e","description":"","filename":"1.png","url":"https://assets-eu.researchsquare.com/files/rs-8946653/v1/30574c0b6574bd63dd409ecd.png"},{"id":104996005,"identity":"e7911bbe-918b-4c55-b67d-e245e2ee3c30","added_by":"auto","created_at":"2026-03-19 16:11:12","extension":"png","order_by":2,"title":"Figure 2","display":"","copyAsset":false,"role":"figure","size":39055,"visible":true,"origin":"","legend":"\u003cp\u003e\u003cem\u003e\u003cstrong\u003eHead nurses’ total perception of Intellectual Capital (n=69)\u003c/strong\u003e\u003c/em\u003e\u003c/p\u003e","description":"","filename":"2.png","url":"https://assets-eu.researchsquare.com/files/rs-8946653/v1/7e5820d1c1ee1a58774db195.png"},{"id":105035708,"identity":"051264e4-65e5-4166-ab0c-f15c2c5eff91","added_by":"auto","created_at":"2026-03-20 07:26:29","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":16466348,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-8946653/v1/296e2f37-c4f7-4aa9-b15c-0683379b7aaf.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"Impact of Intellectual Capital Training for Nursing Management Staff on Enhancing Health Crisis Management Capabilities at Government Hospitals in The Makkah Region, Saudi Arabia","fulltext":[{"header":"Introduction","content":"\u003cp\u003eOrganizations need to stand out from the crowd by providing exceptional service and coming up with novel concepts that no one else offers. In order to stay in business and thrive, many businesses must be able and willing to adjust to these changes. Organizations can stay ahead of the competition and adapt to new circumstances with the help of intellectual capital (IC) (\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eOrganizational advantage develops as a result of the coevolution of intellectual capital, which is defined as \"the knowledge and knowing capacity of a social collectivity such as an organization, an intellectual community, and professional practice (\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eHuman capital is the sum of an organization's employees' intelligence, experience, creativity, dedication, and leadership qualities. Investments in training programs also contribute to the development of employees' skills, creativity, and knowledge. Workers can improve their efficiency and productivity on the job by exchanging information and gaining insight from one another's specialized knowledge, skills, and best practices (\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eThe second part of intellectual capital is structural capital. that pertain to the resources available to the company in terms of its skills, systems for rewarding performance, databases, management tools, operational processes, guiding principles, organizational norms and values, and policies that facilitate decision-making (\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eRelational capital, the last IC dimension, is an organization's capacity to establish trustworthy relationships with a wide range of stakeholders, such as consumers, suppliers, network members, and partners (\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e). Involvement in the organization's activities, listening to customer recommendations and complaints, and acting swiftly to resolve them all contribute to strong customer relationships that increase customer satisfaction, loyalty, and retention (\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eThe three main goals of crisis management are preparation, response, and recovery. In times of crisis, the onus for the company's well-being is squarely on the shoulders of upper management. It contains introductory material, guiding principles and ideas, and some guidance on how to deal with an unexpected event and keep it from starting a fire (\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e). The study aimed to evaluate the impact of intellectual capital training for nursing management staff on improving health crisis management capabilities at hospitals in the Makkah Region.\u003c/p\u003e "},{"header":"Methods","content":"\u003cp\u003eThe research received no specific grant from any funding \u003cp\u003eStudy Design and Setting\u003c/p\u003e \u003cp\u003eA​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; single-group pretest-posttest quasi-experimental design was used to research whether intellectual capital (IC) training could improve health crisis management (CM) capabilities among the nursing management staff. Since random assignment is not possible, a quasi-experimental design is a common approach to estimating the treatment effect, and these types of studies are considered to stand between correlational studies and true experimental designs (8).\u003c/p\u003e \u003cp\u003eThe​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; research took place at four public hospitals located in the Makkah Region, Saudi Arabia: King Abdulaziz Hospital (HAH), King Faisal Hospital (KFH), Hara\u0026rsquo; General Hospital (HGH), and Al-Nour Specialized Hospital (NSH). These hospitals are under the jurisdiction of the Ministry of Health, and they cater to the healthcare needs of the local population as well as the neighboring areas. The information was gathered from different clinical departments such as intensive care units, medical, surgical, orthopedic, operating rooms, and emergency ​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;units.\u003c/p\u003e \u003cp\u003eParticipants\u003c/p\u003e \u003cp\u003eThe​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; sampling for this study was of a convenience type, whereby head nurses who were present and available during the period of data collection were selected. To be deemed eligible, a person needed to meet these criteria: having a minimum of one full year of nursing experience, holding different educational qualifications, and being ready to give consent to participate in the study. Altogether, 67 head nurses took part, of whom 16 were from King Abdulaziz Hospital, 11 from King Faisal Hospital, 15 from Hara\u0026rsquo; General Hospital, and 27 were from Al-Nour Specialized Hospital. The participants came from a wide range of clinical departments, such as intensive care, medical, surgical, orthopedic, operating rooms, and emergency units.\u003c/p\u003e \u003cp\u003eStudy Measures\u003c/p\u003e \u003cp\u003eData were collected using three tools adapted after an extensive review of the relevant literature (Bellucci et al., 2021) (\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eTool I: Intellectual Capital Questionnaire\u003c/p\u003e \u003cp\u003eThe​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; main researcher (PR) designed this instrument to assess the knowledge of the head nurses regarding intellectual capital. The tool had two parts. Demographic information such as age, gender, educational level, and years of experience was covered in Part I. Part II utilized a modified questionnaire from Bombiak. (2021) (10) to gauge the head nurses' knowledge of intellectual capital. The questionnaire consisted of 30 items divided into three segments: human capital (12 items), structural capital (10 items), and relational capital (8 ​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;items). Responses were given on a 3-point agreement scale where agree (3) and disagree (1). The total score could be between 30 and 90, and the level of perception was classified into high (\u0026ge;\u0026thinsp;75%), moderate (60\u0026ndash;\u0026lt;75%), or low (\u0026lt;\u0026thinsp;60%) based on the predetermined cutoff ​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;scores.\u003c/p\u003e \u003cp\u003eTool II: Crisis Management Skills Scale (CMSS)\u003c/p\u003e \u003cp\u003eThe​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; CMSS is a modified version of the CMSS by Aksu and Deveci (2009) (1\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e), and the primary researcher (PR) developed it for head nurses to self-assess their crisis management skills. The scale covered 31 items that were divided into 3 subdimensions: pre-crisis with 7 items, crisis with 8 items, and post-crisis with 16 items. The responses were graded on a 5-point Likert scale, where 1 represented strong disagreement, and 5 meant strong agreement, and higher scores reflected the possession of better crisis management skills. The original version of the scale had an excellent internal consistency reliability (Cronbach's α = ​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;0.98) (Aksu and Deveci, 2009) (11).\u003c/p\u003e \u003cp\u003eValidity and Reliability\u003c/p\u003e \u003cp\u003eInitially,​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; the content validity of the methods used in the research was judged by a panel of five experts from the Administration Nursing Department, Faculty of Nursing, Mansoura University. The panel consisted of two assistant professors and three lecturers. The experts evaluated the tools based on the criteria of clarity, relevance, simplicity, comprehensiveness, and objectivity. Required changes were made accordingly.\u003c/p\u003e \u003cp\u003eData Collection Procedure\u003c/p\u003e \u003cp\u003eThe​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; data collection spanned six months from June to December 2025, and the activities were carried out in three phases: preparation, implementation, and evaluation. In the preparation phase, ethical clearance was granted from the Research Ethics Committee of the Faculty of Nursing, Mansoura University, and permission letters were given by the administrative authorities of the two selected hospitals. The PR designed the training program according to the latest research literature on intellectual capital and crisis management. During the implementation phase, the study's purpose and procedures were explained to the participants, and their informed consent was taken. Initial data were obtained using Tool I (Parts I and ​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;II).\u003c/p\u003e \u003cp\u003eThe​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; Intellectual Capital (IC) training program was rolled out in three to four weeks with three sessions a week. Each session was about 30 minutes long. Sessions​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; took place in two shifts, morning and evening, and various teaching methods were employed, such as lectures, group discussions, brainstorming, PowerPoint presentations, videos, demonstrations, and booklets. The participants were split into small groups of three to five ​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;nurses. There was continuous feedback, session summaries were given, and each participant was handed a hard copy of the training materials. To find out the effectiveness of the program, there was a post-intervention assessment using Tool I (Part II) and Tool II to record the changes in perception of intellectual capital and crisis management skills before and after the training ​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;program.\u003c/p\u003e \u003cdiv id=\"Sec2\" class=\"Section2\"\u003e \u003ch2\u003eData Analysis\u003c/h2\u003e \u003cp\u003eThe​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; data were coded, tabulated, and analyzed using IBM SPSS Statistics for Windows version 29. Demographic data and study variables were summarized using descriptive statistics such as frequencies, percentages, means, and standard deviations. For categorical variables, inferential statistics comprised chi-square or Fisher\u0026rsquo;s exact tests; one-way ANOVA was used for comparisons of more than two groups, and correlation coefficient tests were applied to analyze relationships between continuous variables. Reliability analyses were performed to check internal consistency. Statistical significance was considered at p \u0026lt; ​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;0.05.\u003c/p\u003e \u003c/div\u003e"},{"header":"Results","content":"\u003cp\u003e\u003cstrong\u003ePart I: Demographic characteristics of head nurses\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 1\u003c/strong\u003e shows that the largest proportion of the studied head nurses (63.8%) were aged 35\u0026ndash;40 years, while females constituted the majority of the sample (82.6%). Nearly two-thirds of the head nurses were married (65.2%). Regarding educational level, more than half of the participants held a bachelor\u0026rsquo;s degree (59.4%), whereas 21.7% had a master\u0026rsquo;s degree. Concerning years of work experience, the majority of head nurses (65.2%) had more than 15 years of experience. Additionally, most of the head nurses (85.5%) had not received previous training on intellectual capital, while slightly more than half (55.1%) had attended training related to enhancing health crisis management.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable (1) Demographic Characteristics of the Studied Head Nurses (n=69)\u003c/strong\u003e\u003c/p\u003e\n\u003cdiv\u003e\n \u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"560\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 278px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 172px;\"\u003e\n \u003cp\u003eN\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 110px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 278px;\"\u003e\n \u003cp\u003eHospital name\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 172px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 110px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 278px;\"\u003e\n \u003cp\u003eKing Abdulaziz Hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e23.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 278px;\"\u003e\n \u003cp\u003eKing Faisal Hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e11\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e15.9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 278px;\"\u003e\n \u003cp\u003eHara\u0026apos;s General Hospital\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e27\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e39.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 278px;\"\u003e\n \u003cp\u003eAl-Nour Specialized Hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e21.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"4\" style=\"width: 560px;\"\u003e\n \u003cp\u003eAge (years)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 278px;\"\u003e\n \u003cp\u003e20-29\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e17\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e24.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 278px;\"\u003e\n \u003cp\u003e30-34\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 278px;\"\u003e\n \u003cp\u003e35-40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e44\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e63.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 278px;\"\u003e\n \u003cp\u003e\u0026gt;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e7.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"4\" style=\"width: 560px;\"\u003e\n \u003cp\u003eSex\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 278px;\"\u003e\n \u003cp\u003eFemale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e57\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e82.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 278px;\"\u003e\n \u003cp\u003eMale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e17.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"4\" style=\"width: 560px;\"\u003e\n \u003cp\u003eMarital status\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 278px;\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e45\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e65.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 278px;\"\u003e\n \u003cp\u003eSingle\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e24\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e34.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"4\" style=\"width: 560px;\"\u003e\n \u003cp\u003eEducational level\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 278px;\"\u003e\n \u003cp\u003eTechnical institute diploma\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e18.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 278px;\"\u003e\n \u003cp\u003eBachelor\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e41\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e59.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 278px;\"\u003e\n \u003cp\u003eMaster degree\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e21.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"4\" style=\"width: 560px;\"\u003e\n \u003cp\u003eYears of work experience\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 278px;\"\u003e\n \u003cp\u003e\u0026lt; 5 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e11.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 278px;\"\u003e\n \u003cp\u003e5 - 10 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e23.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 278px;\"\u003e\n \u003cp\u003e\u0026gt; 15 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e45\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e65.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"4\" style=\"width: 560px;\"\u003e\n \u003cp\u003ePrevious training on Intellectual Capital Training\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 278px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e14.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 278px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e59\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e85.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"4\" style=\"width: 560px;\"\u003e\n \u003cp\u003eAttended training about Enhancing Health Crisis Management\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 278px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e38\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e55.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 278px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 172px;\"\u003e\n \u003cp\u003e31\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e44.9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 1px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cp\u003e\u003cstrong\u003ePart II:\u003c/strong\u003e \u003cstrong\u003eHead nurses\u0026rsquo; perception of Intellectual Capital\u003c/strong\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 2\u003c/strong\u003e shows that the majority of head nurses agreed that employees\u0026rsquo; skills, knowledge, and abilities are well utilized, with high agreement regarding employees\u0026rsquo; expertise (91.3%), innovation (87.0%), and participation in training (81.2%). Supportive organizational values for innovation were also perceived by 66.7% of respondents. In contrast, a low level of agreement was reported regarding employees\u0026rsquo; satisfaction with the organization (18.8%), while less than half agreed that employees perform at their best (42.0%) or receive regular feedback on environmental objectives (46.4%).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable (2)\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003eHead nurses\u0026rsquo; perception of Human Capital\u003c/strong\u003e\u003cstrong\u003e\u0026nbsp;(n=69)\u003c/strong\u003e\u003c/p\u003e\n\u003cdiv\u003e\n \u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"599\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" style=\"width: 275px;\"\u003e\n \u003cp\u003eStandards\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 104px;\"\u003e\n \u003cp\u003eAgree\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003eNeutral\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003eDisagree\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003eNO.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003eNO.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003eNO.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 275px;\"\u003e\n \u003cp\u003eHuman skills residing with and utilized by employees \u0026nbsp;\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e49\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e71.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e29.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 275px;\"\u003e\n \u003cp\u003eHuman knowledge residing with and utilized by employees\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e72.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e19\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e27.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 275px;\"\u003e\n \u003cp\u003eHuman abilities residing with and utilized by employees\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e47\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e68.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e22\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e31.9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 275px;\"\u003e\n \u003cp\u003eThe employee is widely considered the best in our services\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e57\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e82.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e17.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 275px;\"\u003e\n \u003cp\u003eThe employees are experts in their jobs and functions\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e63\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e91.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e8.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 275px;\"\u003e\n \u003cp\u003eThe employee is developing new ideas and innovations\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e60\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e87.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e13.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 275px;\"\u003e\n \u003cp\u003eThe organizational environment and shared values provide great support for innovation\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e46\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e66.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e23\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e33.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 275px;\"\u003e\n \u003cp\u003eThe employees are satisfied with our organization\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e18.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e56.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e17\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e24.6\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 275px;\"\u003e\n \u003cp\u003eThe employees perform at their best\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e29\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e42.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e36\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e52.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e5.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 275px;\"\u003e\n \u003cp\u003eEmployees participate in training, developing their environmental skills and knowledge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e56\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e81.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e14.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 275px;\"\u003e\n \u003cp\u003eThe environmental skills and knowledge of employees are verified at periodic reviews\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e52\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e75.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e21.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e2.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 275px;\"\u003e\n \u003cp\u003eResponsibilities related to environmental protection are included in job descriptions\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e58.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e26\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e37.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 275px;\"\u003e\n \u003cp\u003eEmployees receive regular feedback about their effectiveness in achieving environmental objectives\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e32\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e46.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 49px;\"\u003e\n \u003cp\u003e29\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 61px;\"\u003e\n \u003cp\u003e42.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e11.6\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cp\u003e\u003cstrong\u003eTable (3)\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003eHead nurses\u0026rsquo; perception of Structural Capital\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003e(n=69)\u003c/strong\u003e\u003c/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eTable 3)\u003c/strong\u003e demonstrates that the majority of head nurses reported positive perceptions of structural capital, particularly regarding organizational structure adaptability to environmental changes (75.4%), supportive organizational culture (75.4%), efficiency (72.5%), and embedding knowledge within systems and processes (72.5%). Adequate databases and effective communication networks for knowledge exchange were also acknowledged by more than two-thirds of respondents. Conversely, nearly half of the head nurses expressed neutral perceptions concerning encouragement of informal relationships for knowledge exchange (50.7%), while lower agreement was noted regarding the comprehensiveness of recruitment programs (55.1%).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable (3)\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003eHead nurses\u0026rsquo; perception of Structural Capital\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003e(n=69)\u003c/strong\u003e\u003c/p\u003e\n\u003cdiv\u003e\n \u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"620\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" style=\"width: 284px;\"\u003e\n \u003cp\u003eStandards\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 114px;\"\u003e\n \u003cp\u003eAgree\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 108px;\"\u003e\n \u003cp\u003eNeutral\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 114px;\"\u003e\n \u003cp\u003eDisagree\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 63px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003eNO.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 284px;\"\u003e\n \u003cp\u003eThe organization has self-controls unit\u0026rsquo;s care in knowledge. \u0026nbsp; \u0026nbsp;\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e47\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 63px;\"\u003e\n \u003cp\u003e68.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e18\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e26.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e5.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 284px;\"\u003e\n \u003cp\u003eThe organizational structural adjust according to environmental changes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e52\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 63px;\"\u003e\n \u003cp\u003e75.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e23.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e1.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 284px;\"\u003e\n \u003cp\u003eThe organization encourages informal relationships to exchange knowledge.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e34\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 63px;\"\u003e\n \u003cp\u003e49.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e50.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 284px;\"\u003e\n \u003cp\u003eThe organization\u0026apos;s culture contains valuable ideas and ways of doing work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e52\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 63px;\"\u003e\n \u003cp\u003e75.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e17\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e24.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 284px;\"\u003e\n \u003cp\u003e\u0026nbsp;The organization has enough databases and access for that\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e47\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 63px;\"\u003e\n \u003cp\u003e68.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e22\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e31.9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 284px;\"\u003e\n \u003cp\u003eThe organization embeds much of its knowledge and information in structures, systems, and processes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 63px;\"\u003e\n \u003cp\u003e72.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e19\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e27.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 284px;\"\u003e\n \u003cp\u003e\u0026nbsp;The organization has its own internal and inside communicate net that helps exchange knowledge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e42\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 63px;\"\u003e\n \u003cp\u003e60.9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e25\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e36.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e2.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 284px;\"\u003e\n \u003cp\u003eThe organization prides itself on being market-oriented\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e47\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 63px;\"\u003e\n \u003cp\u003e68.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e22\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e31.9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 284px;\"\u003e\n \u003cp\u003e\u0026nbsp;Our organization prides itself on being efficient\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 63px;\"\u003e\n \u003cp\u003e72.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e19\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e27.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 284px;\"\u003e\n \u003cp\u003eThe recruitment program is comprehensive; we are dedicated to hiring the best candidates available\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e38\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 63px;\"\u003e\n \u003cp\u003e55.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e28\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e40.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 284px;\"\u003e\n \u003cp\u003e\u0026nbsp;The systems and procedures of the organization support innovation\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e46\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 63px;\"\u003e\n \u003cp\u003e66.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e21\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e30.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e2.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 284px;\"\u003e\n \u003cp\u003eThe organization\u0026rsquo;s culture and atmosphere are supportive and comfortable\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e49\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 63px;\"\u003e\n \u003cp\u003e71.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e19\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e27.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e1.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 284px;\"\u003e\n \u003cp\u003eThe organization consistently comes up with great new ideas\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e47\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 63px;\"\u003e\n \u003cp\u003e68.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 51px;\"\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e29.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 57px;\"\u003e\n \u003cp\u003e2.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cbr\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 4\u003c/strong\u003e indicates that head nurses generally reported positive perceptions of relational capital, with high agreement regarding employees\u0026rsquo; information sharing and mutual learning (92.6%), collaboration in problem solving (75.4%), and encouragement from management to develop skills and abilities (72.5%). Additionally, more than two-thirds of respondents agreed that employees exchange ideas across different hospital areas (69.6%) and effectively apply knowledge to solve problems and seize opportunities (66.7%). In contrast, comparatively lower agreement was reported regarding the provision of formal networks for partners (53.6%) and management incentives and rewards for knowledge exchange (65.2%).\u003cstrong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTa\u003c/strong\u003e\u003cstrong\u003eble (4)\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003eHead nurses\u0026rsquo; perception of Relational Capital (\u003c/strong\u003e\u003cstrong\u003en=69)\u003c/strong\u003e\u003c/p\u003e\n\u003cdiv\u003e\n \u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"612\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" style=\"width: 281px;\"\u003e\n \u003cp\u003eStandards\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003eAgree\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003eNeutral\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003eDisagree\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003eNO.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 281px;\"\u003e\n \u003cp\u003eEmployees are skilled at collaborating to diagnose and solve problems \u0026nbsp; \u0026nbsp;\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e52\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e75.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e17\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e24.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 281px;\"\u003e\n \u003cp\u003e\u0026nbsp;Employees share information and learn from each other\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e57\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e92.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e17.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 281px;\"\u003e\n \u003cp\u003eEmployees exchange and interact with ideas with people from different areas of the hospital.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e48\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e69.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e29.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e1.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 281px;\"\u003e\n \u003cp\u003eManagement encourages employees to develop their own skills, abilities, etc\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e72.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e19\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e27.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 281px;\"\u003e\n \u003cp\u003e\u0026nbsp;Management presents motivations and rewards for exchanging knowledge and information among employees\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e45\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e65.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e17\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e24.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e10.1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 281px;\"\u003e\n \u003cp\u003eEmployees partner with customers and suppliers, and develop solutions\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e72.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e17.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e10.1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 281px;\"\u003e\n \u003cp\u003eEmployees apply knowledge to solve problems and catch opportunities that arise around them\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e46\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e66.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e23\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e33.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 281px;\"\u003e\n \u003cp\u003eManagement present network for all partners: suppliers, stakeholders, etc\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e37\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e53.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e28\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e40.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e5.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 281px;\"\u003e\n \u003cp\u003eEmployees are excited to voice their opinions in group discussions\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e73.9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 50px;\"\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e18.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 56px;\"\u003e\n \u003cp\u003e7.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eFigure 1\u003c/strong\u003e revealed that nursing management personnel had a strong intellectual capital in all three components after the training program, human capital topping the list with the highest percentage (92.8%), followed by relational capital (78.3%) and structural capital (73.9%). Moderate levels of structural capital (24.6%), relational capital (21.7%), and human capital (7.2%) were observed, while low levels were either minimal or non-existent. (Insert Figure 1 here)\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFigure 2\u003c/strong\u003e revealed that the majority of head nurses (86%) reported a high overall perception of intellectual capital, while only 15% demonstrated a moderate perception, with no participants categorized at a low level. (Insert Figure 2 here)\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003ePart III: Head Nurses\u0026apos; Crisis Management Skills Scale (CMSS).\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 5\u0026nbsp;\u003c/strong\u003eshows that the majority of head nurses agreed or strongly agreed that they could recognize and forecast potential crises (89.9%) and establish monitoring and early warning systems (81.1%). High agreement was also reported regarding information sharing between management and staff (89.9%) and forming crisis teams capable of rapid response (100%). Additionally, all head nurses agreed on identifying key persons, communication channels, assembly points, and emergency exit during crises (100%). However, relatively lower agreement was reported regarding initiating frequent training and refresher courses (79.7%) and regular testing and updating of crisis management processes and emergency equipment (94.2%).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable (5)\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003eHead nurses\u0026rsquo; Crisis Management Skills Scale (Pre-Crisis Phase)\u0026nbsp;\u003c/strong\u003e(\u003cstrong\u003en=69)\u003c/strong\u003e\u003c/p\u003e\n\u003cdiv\u003e\n \u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"701\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" style=\"width: 252px;\"\u003e\n \u003cp\u003eStandards\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 96px;\"\u003e\n \u003cp\u003eStrongly agree\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003eAgree\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003eNeither\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 84px;\"\u003e\n \u003cp\u003eDisagree\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003eStrongly disagree\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eIdentify risk and implement a set of activities that prevent or reduce a crisis\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e7.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e44\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e63.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e17\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e24.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eHead nurse or crisis manager have aptitude in recognizing and forecasting probable difficulties in crises\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e23.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e46\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e66.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e8.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e1.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eEstablish monitoring or early warning systems\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e7.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e73.9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e17.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e1.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eThe head nurse shares information from managers to personnel and vice versa\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e24\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e34.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e38\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e55.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e8.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e1.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eInitiate frequent training and refresher courses on handling crises\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e18\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e26.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e37\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e53.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e13.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e7.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eForm a crisis team to work under the leadership of a crisis manager. When a crisis occurs, this is the team that should be able to respond quickly\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e18.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e56\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e81.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eProvide a list of key persons in case of a crisis and their contact information.\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e18\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e26.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e73.9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eIdentify the ground person to be notified immediately when a crisis occurs\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e11\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e15.9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e84.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eIdentify a central point where employees can assemble and the exit points to use in case of a crisis\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e18.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e56\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e81.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eEmergency exit doors with ease of opening must be labeled well, and an emergency central gathering place must be identified and properly labeled as well\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e22\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e31.9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e44\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e63.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eRegular testing of the crisis management process and emergency equipment, and updating them frequently or as needed.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e23.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e49\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e71.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e5.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 6\u003c/strong\u003e reveals that head nurses demonstrated a high level of crisis management skills during the crisis response phase. All head nurses agreed or strongly agreed on their ability to take accountability and act skillfully during crises, control situations through immediate action and workforce protection, organize and communicate with different departments, and form and organize crisis management teams (100% each).\u003cspan dir=\"RTL\"\u003e\u0026nbsp;\u003c/span\u003eMoreover, most head nurses agreed on providing clear instructions regarding roles and responsibilities and maintaining good relations with teams during crises (95.7% each). A high level of agreement was also reported regarding developing workstreams with multiple options and contingency plans (92.8%). However, comparatively lower agreement was observed in relation to the use of emergency communication software, where 75.3% agreed or strongly agreed, while 15.9% disagreed or strongly disagreed. Additionally, 15.9% of head nurses strongly disagreed that they remain steadfast in the field during crises.\u003cstrong\u003e\u003cbr\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable (6)\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003eHead nurses\u0026rsquo; Crisis Management Skills Scale (Crisis Response Phase) (\u003c/strong\u003e\u003cstrong\u003en=69)\u003c/strong\u003e\u003c/p\u003e\n\u003cdiv\u003e\n \u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"696\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" style=\"width: 252px;\"\u003e\n \u003cp\u003eStandards\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003eStrongly agree\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003eAgree\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003eNeither\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 84px;\"\u003e\n \u003cp\u003eDisagree\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003eStrongly disagree\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eThe head nurse has the skill to take accountability and act skillfully \u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e29.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e49\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e71.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eControl\u0026nbsp;the situation by taking immediate action and protecting the workforce.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e21.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e54\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e78.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003e\u0026nbsp;Take the essential actions to organize and communicate with the various departments\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e21.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e54\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e78.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eUsing Emergency\u0026ensp;communication software allows to quickly send notifications through multiple communication channels\u0026mdash;such as email, phone calls, text messages, and desktop alerts\u0026mdash;to ensure every employee in harm\u0026rsquo;s way receives the time-sensitive information they need to stay safe.\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e18.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e56.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e8.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e5.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e10.1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eOrganize your stakeholders and Crisis Management Teams\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e18\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e26.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e73.9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eVisualize time\u0026nbsp;to help identify gaps in the execution of the plan and reveal the possible existence of delta complexity in solutions\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e17.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e46\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e66.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e8.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e2.9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eCreating workstreams with multiple options and contingency plans\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e18\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e26.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e46\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e66.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e2.9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eProvide clear instructions on what each person\u0026rsquo;s roles and responsibilities are in an event\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e29.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e46\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e66.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eThe head nurse can establish and keep up good relations with teams during a crisis\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e29.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e46\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e66.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eThe head nurse remains steadfast in the field of work during the crisis.\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e17.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e46\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e66.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e11\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e15.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cp\u003e\u003cstrong\u003e\u003cbr\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 7\u003c/strong\u003e indicates that head nurses demonstrated a high level of post-crisis management skills. Most head nurses agreed or strongly agreed on analyzing crisis data and evaluating crisis management efforts (86.9% and 95.6%, respectively). High agreement was also reported regarding updating crisis management plans (94.2%), communicating follow-up crisis messages (95.7%), and informing employees about plan or training changes (95.6%). Additionally, the majority agreed on evaluating organizational performance and measuring outcomes against objectives (87.0% and 94.2%). However, comparatively lower agreement was observed regarding regular testing of new post-crisis plans (84.0%) and continuous meetings of crisis management teams (81.2%).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable (7)\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003eHead nurses\u0026rsquo; Crisis Management Skills Scale (Post Crisis Phase) (\u003c/strong\u003e\u003cstrong\u003en=69)\u003c/strong\u003e\u003c/p\u003e\n\u003cdiv\u003e\n \u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"696\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" style=\"width: 252px;\"\u003e\n \u003cp\u003eStandards\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003eStrongly agree\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003eAgree\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003eNeither\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 84px;\"\u003e\n \u003cp\u003eDisagree\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 90px;\"\u003e\n \u003cp\u003eStrongly disagree\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003eNO\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eGathering and analyzing relevant data and information about the crisis, such as its causes, consequences, duration, scope, and stakeholders\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e17\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e24.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e43\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e62.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e8.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eAssess the crisis management effort: What went well? What did not? What did you learn from this event? What would you do differently next time?\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e18.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e53\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e6.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eRecord and analyze feedback from stakeholders and witnesses\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e17.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e72.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e5.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eSupport should be provided by the organization in the form of systems to encourage employee wellbeing, such as counselling services, mental health days, and wellness program\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e17\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e24.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e45\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e65.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e8.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e1.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eReview and update the crisis management plan, especially after a crisis has occurred\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e17.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e53\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e76.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e1.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eView the post-crisis world and how this new reality impacts existing activities, so adapt and make changes where necessary\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e17.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e45\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e65.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e17.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eTest and develop the new plans, given the new post-crisis world, regularly\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e21.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e43\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e62.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e14.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e1.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eProvide follow-up crisis messages as needed: Keep key groups (employees, stakeholders, clients, media) informed with appropriate messaging\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e8.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e60\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e87.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eCommunicate with employees about any changes to the crisis management plan or training resulting from these evaluations\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e19\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e27.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e47\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e68.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eCrises\u0026rsquo; manager continues to meet with crises management team\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e11.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e48\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e69.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e13.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e1.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eRevisit the crisis response plan to evaluate and revise if needed\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e13.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e73.9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e13.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eThe head nurse is gathering data from the quality and quantity views for safety equipment in a crisis\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e17.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e53\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e76.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e5.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eBuilding and maintaining relationships with internal and external stakeholders to manage perceptions and build trust after a crisis\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e18.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e46\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e66.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e14.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eEvaluate the performance of the organization during and after the crisis\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e14\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e20.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e46\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e66.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e13.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003eMeasuring and comparing the actual results with the expected outcomes and objectives\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e18.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e52\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e75.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e1.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 252px;\"\u003e\n \u003cp\u003e\u0026nbsp;The head nurse must identify and document the key lessons learned from the crisis, both positive and negative\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e23\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e33.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e43\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e62.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e4.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 48px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 8\u0026nbsp;\u003c/strong\u003epresents the head nurses\u0026rsquo; total crisis management skills. The highest mean percentage was reported for the pre-crisis phase (81.9%; Mean = 45.06 \u0026plusmn; 4.52), followed closely by the post-crisis phase (81.2%; Mean = 64.97 \u0026plusmn; 6.89). The crisis response phase also demonstrated a high level of skills (Mean = 40.65 \u0026plusmn; 4.80). Overall, head nurses exhibited a high level of total crisis management skills, with a total mean score of 150.68 \u0026plusmn; 13.93, corresponding to a mean percentage of 81.9%.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable (8)\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003eHead nurses\u0026rsquo; total Crisis Management Skills\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"618\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 246px;\"\u003e\n \u003cp\u003eTotal Crisis Management Skills\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 102px;\"\u003e\n \u003cp\u003eMean\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 102px;\"\u003e\n \u003cp\u003eSD\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 168px;\"\u003e\n \u003cp\u003eMean %\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 246px;\"\u003e\n \u003cp\u003ePre-crisis phase\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 102px;\"\u003e\n \u003cp\u003e45.06\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 102px;\"\u003e\n \u003cp\u003e4.52\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"bottom\" style=\"width: 168px;\"\u003e\n \u003cp\u003e81.9\u003c/p\u003e\n \u003cp\u003e81.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 246px;\"\u003e\n \u003cp\u003eCrisis response phase\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 102px;\"\u003e\n \u003cp\u003e40.65\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 102px;\"\u003e\n \u003cp\u003e4.80\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 246px;\"\u003e\n \u003cp\u003ePost-crisis phase\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 102px;\"\u003e\n \u003cp\u003e64.97\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 102px;\"\u003e\n \u003cp\u003e6.89\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 168px;\"\u003e\n \u003cp\u003e81.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 246px;\"\u003e\n \u003cp\u003eTotal\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 102px;\"\u003e\n \u003cp\u003e150.68\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 102px;\"\u003e\n \u003cp\u003e13.93\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 168px;\"\u003e\n \u003cp\u003e81.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003ePart IV: Relations and correlations between the studied variables\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 9\u003c/strong\u003e shows that a statistically significant association was found between head nurses\u0026rsquo; total perception of intellectual capital and sex (\u0026chi;\u0026sup2; = 14.779, p \u0026lt; 0.001), as well as attendance of training on enhancing health crisis management (\u0026chi;\u0026sup2; = 5.766, p = 0.016). Conversely, no statistically significant associations were detected between total perception of intellectual capital and hospital name, age, marital status, educational level, years of work experience, or previous intellectual capital training (p \u0026gt; 0.05).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable (9) Association Between Head Nurses\u0026rsquo; Total Perception of Intellectual Capital and Demographic Characteristics (n=69)\u003c/strong\u003e\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"618\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" style=\"width: 216px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"4\" valign=\"top\" style=\"width: 276px;\"\u003e\n \u003cp\u003eTotal \u003cstrong\u003eperception of Intellectual Capital\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"3\" valign=\"top\" style=\"width: 126px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" style=\"width: 150px;\"\u003e\n \u003cp\u003eHigh\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 126px;\"\u003e\n \u003cp\u003eModerate\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"3\" style=\"width: 126px;\"\u003e\n \u003cp\u003eChi-square\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 44px;\"\u003e\n \u003cp\u003eN\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 106px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 44px;\"\u003e\n \u003cp\u003eN\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 82px;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 58px;\"\u003e\n \u003cp\u003eX\u003csup\u003e2\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 68px;\"\u003e\n \u003cp\u003eP-value\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" style=\"width: 492px;\"\u003e\n \u003cp\u003eHospital name\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"3\" style=\"width: 126px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 216px;\"\u003e\n \u003cp\u003eKing Abdulaziz Hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e20.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e40.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" rowspan=\"4\" valign=\"top\" style=\"width: 58px;\"\u003e\n \u003cp\u003e6.178\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e.103\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 216px;\"\u003e\n \u003cp\u003eKing Faisal Hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e11\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e18.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 216px;\"\u003e\n \u003cp\u003eHara\u0026apos;s General Hospital\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e25\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e42.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e20.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 216px;\"\u003e\n \u003cp\u003eAl-Nour Specialized Hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e11\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e18.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e40.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 216px;\"\u003e\n \u003cp\u003eAge (years)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 44px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 106px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 44px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 82px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 58px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 68px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003e20-29\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e27.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e10.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" rowspan=\"2\" style=\"width: 58px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" style=\"width: 68px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003e30-34\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e5.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003e35-40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e59.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e90.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 58px;\"\u003e\n \u003cp\u003e3.635\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e.304\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003e\u0026gt;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e8.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 58px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 68px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" style=\"width: 492px;\"\u003e\n \u003cp\u003eSex\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"3\" style=\"width: 126px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003eFemale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e53\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e89.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e40.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" rowspan=\"2\" valign=\"top\" style=\"width: 58px;\"\u003e\n \u003cp\u003e14.779\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e.000\u003csup\u003e*\u003c/sup\u003e\u003csup\u003e\u003cspan dir=\"RTL\"\u003e*\u003c/span\u003e\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003eMale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e10.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e60.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" style=\"width: 492px;\"\u003e\n \u003cp\u003eMarital status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"3\" style=\"width: 126px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e37\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e62.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e80.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" rowspan=\"2\" valign=\"top\" style=\"width: 58px;\"\u003e\n \u003cp\u003e1.127\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e.288\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003eSingle\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e22\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e37.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e20.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" style=\"width: 492px;\"\u003e\n \u003cp\u003eEducational level\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"3\" style=\"width: 126px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 216px;\"\u003e\n \u003cp\u003eTechnical institute diploma\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e22.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" rowspan=\"3\" valign=\"top\" style=\"width: 58px;\"\u003e\n \u003cp\u003e2.791\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e.248\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 216px;\"\u003e\n \u003cp\u003eBachelor\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e34\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e57.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e70.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 216px;\"\u003e\n \u003cp\u003eMaster degree\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e20.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e30.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" style=\"width: 492px;\"\u003e\n \u003cp\u003eYears of work experience\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"3\" style=\"width: 126px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003e\u0026lt; 5 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e13.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e0.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" rowspan=\"3\" valign=\"top\" style=\"width: 58px;\"\u003e\n \u003cp\u003e1.799\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e.407\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003e5 - 10 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e14\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e23.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e20.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003e\u0026gt; 15 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e37\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e62.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e80.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" style=\"width: 492px;\"\u003e\n \u003cp\u003ePrevious training on Intellectual Capital Training\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"3\" style=\"width: 126px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 216px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e15.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e10.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" rowspan=\"2\" valign=\"top\" style=\"width: 58px;\"\u003e\n \u003cp\u003e.190\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e.663\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 216px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e84.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e90.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"5\" style=\"width: 492px;\"\u003e\n \u003cp\u003eAttended training about Enhancing Health Crisis Management\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"3\" style=\"width: 126px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 216px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e29\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e49.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e90.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 58px;\"\u003e\n \u003cp\u003e5.766\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 68px;\"\u003e\n \u003cp\u003e.016\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 216px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 106px;\"\u003e\n \u003cp\u003e50.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 44px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 82px;\"\u003e\n \u003cp\u003e10.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 41px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 85px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cem\u003eNon-statistically significant \u0026gt;0.05\u003c/em\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 10\u003c/strong\u003e shows that a statistically significant association was found between head nurses\u0026rsquo; total crisis management skills and sex (t = 4.07, p \u0026lt; 0.001), with females reporting higher mean scores than males. A significant association was also observed in relation to previous training on intellectual capital (t = 5.65, p \u0026lt; 0.001), where head nurses who received training demonstrated higher crisis management skills. In contrast, no statistically significant associations were detected between total crisis management skills and hospital name, age, marital status, educational level, years of work experience, or attendance of training on enhancing health crisis management (p \u0026gt; 0.05).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable (10) Association Between head Nurses\u0026rsquo;\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003etotal Crisis Management Skills\u003c/strong\u003e\u003cstrong\u003e\u0026nbsp;and Demographic Characteristics\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"604\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" style=\"width: 222px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"4\" valign=\"top\" style=\"width: 382px;\"\u003e\n \u003cp\u003eTotal Crisis Management Skills\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 138px;\"\u003e\n \u003cp\u003eMean\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 110px;\"\u003e\n \u003cp\u003eSD\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 58px;\"\u003e\n \u003cp\u003etest\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 75px;\"\u003e\n \u003cp\u003eP-value\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 470px;\"\u003e\n \u003cp\u003eHospital name\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 134px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 222px;\"\u003e\n \u003cp\u003eKing Abdulaziz Hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e88.75\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e11.67\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" style=\"width: 58px;\"\u003e\n \u003cp\u003eF\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e1.19\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.32\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 222px;\"\u003e\n \u003cp\u003eKing Faisal Hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e93.0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e9.1\u003cspan dir=\"RTL\"\u003e8\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 222px;\"\u003e\n \u003cp\u003eHara\u0026apos;s General Hospital\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e95.1\u003cspan dir=\"RTL\"\u003e5\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e9.68\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 222px;\"\u003e\n \u003cp\u003eAl-Nour Specialized Hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e91.53\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e13.36\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 222px;\"\u003e\n \u003cp\u003eAge (years)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 138px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 110px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 58px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 222px;\"\u003e\n \u003cp\u003e20-29\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e95.2\u003cspan dir=\"RTL\"\u003e4\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e8.05\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" style=\"width: 58px;\"\u003e\n \u003cp\u003eF\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.40\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 222px;\"\u003e\n \u003cp\u003e30-34\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e90.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e.00\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 222px;\"\u003e\n \u003cp\u003e35-40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e91.11\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e12.24\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 58px;\"\u003e\n \u003cp\u003e0.99\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 222px;\"\u003e\n \u003cp\u003e\u0026gt;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e97.40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e10.2\u003cspan dir=\"RTL\"\u003e9\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 58px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 470px;\"\u003e\n \u003cp\u003eSex\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 134px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 222px;\"\u003e\n \u003cp\u003eFemale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e94.7\u003cspan dir=\"RTL\"\u003e5\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e10.06\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" style=\"width: 58px;\"\u003e\n \u003cp\u003et\u003c/p\u003e\n \u003cp\u003e4.07\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026lt;0.001**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 222px;\"\u003e\n \u003cp\u003eMale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e81.9\u003cspan dir=\"RTL\"\u003e2\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e9.2\u003cspan dir=\"RTL\"\u003e8\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 470px;\"\u003e\n \u003cp\u003eMarital status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 134px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 222px;\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e91.7\u003cspan dir=\"RTL\"\u003e6\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e12.12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" style=\"width: 58px;\"\u003e\n \u003cp\u003et\u003c/p\u003e\n \u003cp\u003e0.83\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.41\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 222px;\"\u003e\n \u003cp\u003eSingle\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e94.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e8.6\u003cspan dir=\"RTL\"\u003e2\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 470px;\"\u003e\n \u003cp\u003eEducational level\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 134px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 222px;\"\u003e\n \u003cp\u003eTechnical institute diploma\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e97.38\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e9.05\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" style=\"width: 58px;\"\u003e\n \u003cp\u003eF\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e1.79\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.17\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 222px;\"\u003e\n \u003cp\u003eBachelor\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e91.24\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e10.9\u003cspan dir=\"RTL\"\u003e1\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 222px;\"\u003e\n \u003cp\u003eMaster degree\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e91.8\u003cspan dir=\"RTL\"\u003e7\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e12.3\u003cspan dir=\"RTL\"\u003e4\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 470px;\"\u003e\n \u003cp\u003eYears of work experience\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 134px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 222px;\"\u003e\n \u003cp\u003e\u0026lt; 5 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e96.25\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e5.1\u003cspan dir=\"RTL\"\u003e8\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" style=\"width: 58px;\"\u003e\n \u003cp\u003eF\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.73\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" style=\"width: 75px;\"\u003e\n \u003cp\u003e0.49\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 222px;\"\u003e\n \u003cp\u003e5 - 10 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e93.56\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e9.43\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 222px;\"\u003e\n \u003cp\u003e\u0026gt; 15 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e91.5111\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e12.2\u003cspan dir=\"RTL\"\u003e1\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 470px;\"\u003e\n \u003cp\u003ePrevious training on Intellectual Capital Training\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 134px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 222px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e99.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e10.9\u003cspan dir=\"RTL\"\u003e1\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" style=\"width: 58px;\"\u003e\n \u003cp\u003et\u003c/p\u003e\n \u003cp\u003e5.65\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026lt;0.001**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 222px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e91.3\u003cspan dir=\"RTL\"\u003e4\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e10.6\u003cspan dir=\"RTL\"\u003e7\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 470px;\"\u003e\n \u003cp\u003eAttended training about Enhancing Health Crisis Management\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 134px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 222px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e90.84\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e12.5\u003cspan dir=\"RTL\"\u003e5\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 58px;\"\u003e\n \u003cp\u003et\u003c/p\u003e\n \u003cp\u003e1.44\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 75px;\"\u003e\n \u003cp\u003e0.16\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 222px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 138px;\"\u003e\n \u003cp\u003e94.61\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 110px;\"\u003e\n \u003cp\u003e8.5\u003cspan dir=\"RTL\"\u003e4\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 58px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 75px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cem\u003eNon statistically significant \u0026gt;0.05 F= Anova test t= t-test\u0026nbsp;\u003c/em\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 11\u0026nbsp;\u003c/strong\u003eshows that there is a statistically significant positive correlation between the studied subjects\u0026rsquo; total perception of Intellectual Capital and their total Crisis Management Skills (r = 0.279, p = 0.02).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable (11)\u003c/strong\u003e: \u003cstrong\u003eCorrelation Between total perception of Intellectual Capital and\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003etotal Crisis Management Skills\u003c/strong\u003e\u003cstrong\u003e\u0026nbsp;(n=45)\u003c/strong\u003e\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"522\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" style=\"width: 276px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 246px;\"\u003e\n \u003cp\u003eTotal Crisis Management Skills\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 120px;\"\u003e\n \u003cp\u003er\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 126px;\"\u003e\n \u003cp\u003ep-value\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 276px;\"\u003e\n \u003cp\u003eTotal perception of Intellectual Capital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 120px;\"\u003e\n \u003cp\u003e.279\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 126px;\"\u003e\n \u003cp\u003e.02*\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cem\u003eNon-statistically significant \u0026gt;0.05\u003c/em\u003e\u003c/p\u003e"},{"header":"Discussion","content":"\u003cp\u003eSection I: Demographic characteristics of head nurses\u003c/p\u003e \u003cp\u003eAccording to the current findings, more than half of the studied head nurses were aged 35\u0026ndash;40 years old. And the majority of them were females. This is to be expected, given that female nurses typically outnumber male nurses. Additionally, males joined the nursing profession in growing numbers lately. These results are consistent with (\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e) who found that the majority of the participants their age was ranged from 25 and 39 years and were female.\u003c/p\u003e \u003cp\u003eThis is in harmony with the results of a study that assessed \"The Effect of Intellectual Capital on Innovative Performance with the Mediating Role of Qazvin Health Staff\u0026rsquo;s Empowerment: A Path Analysis\" and noticed that most studied subjects were in the age group of 30\u0026ndash;40 years (\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e). Considering the head nurses' qualifications, more than half of the studied head nurses held a bachelor\u0026rsquo;s degree. This is consistent with the finding of (\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e), who noticed that nearly two-thirds of enrolled nurses had diploma degrees. This discrepancy may be due to the availability of different nursing educational programs in Saudi Arabia.\u003c/p\u003e \u003cp\u003eThe findings illustrated that more than half of the participant head nurses had more than 15 years of work experience. From the investigator\u0026rsquo;s point of view, that might be due to the increased workload and stress on the nurses in this position, so they need a professional person. These findings are in the same line as a study done by (\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e), who reported that the highest number of people had a work experience of 11\u0026ndash;15 years. The study findings showed that the majority of the studied head nurses did not attend any training courses or workshops on intellectual capital. This may be due to the unattainability of staff development plans or training funds, and the shortage of nursing staff in the study setting. These findings were in agreement with (\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e), who conducted a study in Iraq about \u0026ldquo;Green intellectual capital for sustainable healthcare\u0026rdquo; and reported that the majority of the studied nurses did not participate in any training courses on intellectual capital.\u003c/p\u003e \u003cp\u003eSection II: Head nurses\u0026rsquo; perception of Intellectual Capital\u003c/p\u003e \u003cp\u003eRegarding head nurses\u0026rsquo; perception of human capital, the results of the present study revealed that the majority of the studied head nurses had a high-level perception of Human Capital. These findings were consistent with (\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e), who asserted that human capital is the main source of creativity and innovation. This might be due to the fact that intellectual capital can enhance the staff\u0026rsquo;s creativity and innovation. Also, this was supported by (\u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e), who emphasized that human capital is the organization's workforce\u0026rsquo;s skill sets, depth of expertise, and breadth of experience, so most nurses must have a perception of human capital.\u003c/p\u003e \u003cp\u003eThe current study findings depicted that the majority of head nurses agreed that employees\u0026rsquo; skills, knowledge, and abilities are well utilized, with high agreement regarding employees\u0026rsquo; expertise, innovation, and participation in training. Supportive organizational values for innovation. This is agreed by (\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e), who stated that human resources are the living and thinking part of intellectual capital resources.\u003c/p\u003e \u003cp\u003eFrom the researcher's point of view, nurses with a high perception of hospital intellectual capital can have high cultural competence, including high cultural awareness and sensitivity, and cultural competence behaviors. This finding is in agreement with (\u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e), who found that the highest mean was for \"Organizational environment and shared values provide great support to innovation\". In​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; contrast, the statement \"Our employees are developing new ideas and innovation\" was rated very low, having received the lowest average score in this study. ​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;\u003c/p\u003e \u003cp\u003eThese​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; findings went against (2\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e), who reported that \"Our employees are experts in their jobs and functions\" was rated the lowest mean in their study. With reference to the Head Nurses' perception of Structural Capital. ​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;The present study findings showed that the majority of head nurses had positive perceptions of structural capital, particularly regarding organizational structure adaptability to environmental changes, supportive organizational culture, efficiency, and embedding knowledge within systems and processes, adequate databases, and effective communication networks for knowledge exchange. These findings were supported by (22,23), who emphasized that structural capital is the skeleton and the glue of an organization because it provides the tools and architecture for retaining, packaging, and moving knowledge along the value chain. \"Our organizational structural adjust according to environmental changes\" came first with the highest mean. These findings were in contrast with (21), who found that \"Our organization's culture contains valuable ideas and ways of doing business\". While \"Our organization has self-control units care in knowledge\" came the lowest mean in the present study.\u003c/p\u003e \u003cp\u003eOn​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; the matter of results of the present research, it was discovered that head nurses in general had good feelings towards relational capital, as evidenced by their strong agreement about workers\u0026rsquo; sharing of information and mutual learning, working together to solve problems, and getting management encouragement to develop skills and abilities. Moreover, over 66% of the respondents concurred with employees sharing ideas between different departments in the hospital and utilizing the knowledge in an efficient way to solve problems, and also to identify opportunities. On the other hand, relatively fewer people concurred that a formal network is being provided for partners, and management incentives and awards are given for knowledge ​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;exchange. These​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; outcomes contradicted (26) that \"Employees are highly skilled at cooperating to identify and solve problems,\" which was the item with the highest mean. The same point was made by (25), who argued that customer and supplier loyalty, targeted marketing, duration of relationships, and satisfaction are all identifiable and measurable factors of this kind of intellectual capital. However, \"Employees team up with customers and suppliers, and come up with solutions\" was the lowest mean in this research. This did not agree with (24) who reported that \"Management generates net business for all partners: suppliers, importers, stakeholders, etc.\" was the statement with the lowest mean in their ​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;research.\u003c/p\u003e \u003cp\u003eSection III: Part III: Head nurses' Crisis Management Skills Scale (CMSS).\u003c/p\u003e \u003cp\u003eRegarding Pre-Crisis Phase: The study findings revealed that the majority of head nurses had a high level of crisis management skills in the crisis phase. However, the majority of head nurses agreed that they could recognize and forecast potential crises and establish monitoring and early warning systems. Also reported regarding information sharing between management and staff, and forming crisis teams capable of rapid response. Additionally, all head nurses agreed on identifying key persons, communication channels, assembly points, and emergency exit during crises. However, relatively lower agreement was reported regarding initiating frequent training and refresher courses, and regular testing and updating of crisis management processes and emergency equipment. This might be due to a lack of training courses in service or workshop, and conference attendance. This current study is in agreement with (\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e) in a study entitled\" Challenges to human capital development for crisis intervention,\u0026rdquo; which stated that the majority of the nurses had information regarding the Pre-Crisis Phase.\u003c/p\u003e \u003cp\u003eThese findings are in the same line with (\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e), who conducted a study about \u0026ldquo;Assessment of nursing managers\u0026rsquo; awareness and hospital preparedness for disasters\u0026rdquo; and reported that the nurses' average level of knowledge about crisis management was 13.05\u0026thinsp;\u0026plusmn;\u0026thinsp;5.24 out of 22. The mean grade scores of attitudes to crisis management were 28.94\u0026thinsp;\u0026plusmn;\u0026thinsp;3.39 out of 33; further, their function in crisis management was 45.88\u0026thinsp;\u0026plusmn;\u0026thinsp;6.5 out of 57.\u003c/p\u003e \u003cp\u003eRegarding Crisis Response Phase: The findings of the current study demonstrated that the studied head nurses had a high level of crisis management skills during the crisis response phase. All head nurses strongly agreed on their ability to take accountability and act skillfully during crises, control situations through immediate action and workforce protection, organize and communicate with different departments, and form and organize crisis management teams. Moreover, most head nurses agreed on providing clear instructions regarding roles and responsibilities and maintaining good relations with teams during crises. A high level of agreement was also reported regarding developing work streams with multiple options and contingency plans.\u003c/p\u003e \u003cp\u003eThese findings are consistent with those of (\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e) in a study entitled \"Intellectual capital-based performance improvement: a study in the healthcare sector,\" who reported that most nurses had good practice regarding crisis management during the crisis response phase. Regarding the Post-Crisis Phase: Our findings revealed that head nurses had a high level of post-crisis management skills. Most head nurses strongly agreed on analyzing crisis data and evaluating crisis management efforts, and high agreement was also reported regarding updating crisis management plans, communicating follow-up crisis messages, and informing employees about plan or training changes. Additionally, the majority agreed on evaluating organizational performance and measuring outcomes against objectives. However, comparatively lower agreement was observed regarding regular testing of new post-crisis plans and continuous meetings of crisis management teams. This might be due to decreased funds and a lack of training courses in service. Our results are aligned with other similar studies (\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e), who stated that two-thirds of the studied nurses had an unsatisfactory level of knowledge and practice for post-crisis management skills.\u003c/p\u003e \u003cp\u003ePart IV: Relations and correlations between the studied variables\u003c/p\u003e \u003cp\u003eThe current study showed that there was a statistically significant association between head nurses\u0026rsquo; total perception of intellectual capital and sex at (P\u0026thinsp;\u0026lt;\u0026thinsp;0.01), as well as attendance of training on enhancing health crisis management. Conversely, no statistically significant associations were detected between total perception of intellectual capital and hospital name, age, marital status, educational level, years of work experience, or previous intellectual capital training. In the investigator's opinion its might be due to years of experience and the age of the studied nurses leads to an increased level of knowledge. This might be due to the presence of other factors mentioned in this study that affect the nurses' skills as job regulation-related factors, including high work load, inadequate salary, lack of competitive rewards, job description, continuous training, administration support, job flexibility \u0026amp; inadequate number of nursing staff. Also, nurse-related factors include nurses\u0026rsquo; dissatisfaction with work, frequent nurses\u0026rsquo; absenteeism, relationship with supervisors, colleagues, and patients. These factors should be taken into consideration to improve nurses' crisis management.\u003c/p\u003e \u003cp\u003eThis result is contradicted with (\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e), who found a significant correlation between total perception of intellectual capital and educational level, years of work experience, or previous intellectual capital training. This result may be because the number of samples wasn't representative, and the result couldn't be generalized, whereas the representation of female nurses was more than that of male nurses. Also, the current study revealed that there was a highly statistically significant relation between nurses' performance and attendance at training courses. This necessitates the importance of conducting a continuous in-service training program for intellectual capital.\u003c/p\u003e \u003cp\u003eRegarding Correlation Between total perception of Intellectual Capital and total Crisis Management Skills The current result showed that there is a statistically significant positive correlation between the studied participants\u0026rsquo; total perception of Intellectual Capital and their total Crisis Management Skills. These findings were supported by (\u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e), who asserted that the relation between all three dimensions of IC and crisis management is meaningful. This result is similar to (\u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e32\u003c/span\u003e), the study nurses\u0026rsquo; knowledge, attitude, and practice about preparedness of disaster management in the emergency department of Mosul teaching hospitals are highly significant. Regarding the relations between demographic characteristics of the studied head nurses and their total crisis management skills. The current study showed that there was a statistically significant association between head nurses\u0026rsquo; total crisis management skills and sex, with females at p\u0026thinsp;\u0026lt;\u0026thinsp;0.001 reporting higher mean scores than males. A significant association was also observed in relation to previous training on intellectual capital, where head nurses who received training demonstrated higher crisis management skills.\u003c/p\u003e \u003cp\u003eImplications\u003c/p\u003e \u003cp\u003eThe​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; Importance of intellectual capital training for Head Nurses in crisis commensurate with management capabilities strengthening. The existence of a strong, statistically significant positive relationship between the perception of intellectual capital and crisis management skills means that improving human, structural, and relational capital can result in better preparedness, response, and recovery phases of health crises. Most demographic variables were not significantly related to crisis management competencies, which implies that such skills are more affected by organizational factors and continuous professional development than by personal traits. Thus, healthcare administrators should embed the intellectual capital theme into nursing management training programs, facilitate knowledge-sharing cultures, and run continuous in-service education to enhance organizational resilience and crisis preparedness in public ​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;hospitals.\u003c/p\u003e \u003cp\u003eLimitations\u003c/p\u003e \u003cp\u003eThe​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; research has several limitations. The use of a quasi-experimental one-group design without a control group limits the capability of the researchers to make definitive causal conclusions. Direct self-administered questionnaires were used, which might have led to respondents' bias. In addition, the research was carried out in public hospitals located in one region of Saudi Arabia, and therefore, the results may not be generally applicable to other healthcare settings or regions.​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;\u003c/p\u003e \u003cp\u003eRecommendations\u003c/p\u003e \u003cp\u003eThe healthcare units are advised to adopt continuous in-service training systems, focusing on intellectual capital and crisis management for the nursing management personnel. The hospital executives are obligated to reinforce the organizational structure, foster innovation, and facilitate the sharing of knowledge among the nursing leaders. Next studies are encouraged to utilize a longitudinal or experimental design with bigger and more diverse samples to investigate the effect of intellectual capital training on crisis management outcomes ​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;further.\u003c/p\u003e"},{"header":"Conclusion","content":"\u003cp\u003eThe​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; head nurses exhibited extremely positive views regarding intellectual capital, very good self-efficacy in crisis management, and effective hiring competency after the training program. The study revealed a significant positive association between the perception of intellectual capital and crisis management skills, which points out the importance of intellectual capital development in nurse leadership. The findings revealed that the hospitals that invested in intellectual capital training are better prepared and more effective in crisis ​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;management.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003eAuthor Contributions\u003c/p\u003e\n\u003cp\u003eK.Z.B. conducted the entire research study as part of her master\u0026apos;s degree requirement, prepared the research proposal, delivered the intellectual capital training program, collected and analyzed data, and wrote the first version of the manuscript. A.H.K. main supervisor of the study design and implementation and guided the research process academically at all times. She also helped in data interpretation and critically refined the manuscript for significant intellectual content. H.E.E. participated in the study planning, gave methodological advice, facilitated data interpretation, and critically reviewed and edited the manuscript. All authors agree with the final version of the manuscript and have given their approval for it.\u003c/p\u003e\n\u003cp\u003eFunding\u003c/p\u003e\n\u003cp\u003eThe research received no specific grant from any funding agency in the public, commercial, or not-for-profit sectors.\u003c/p\u003e\n\u003cp\u003eData Availability\u003c/p\u003e\n\u003cp\u003eThe datasets generated and analyzed during the current study are available from the corresponding author upon reasonable request.\u003c/p\u003e\n\u003cp\u003eEthics Approval and Consent to Participate\u003c/p\u003e\n\u003cp\u003eThe study was conducted following the major guidelines of the Declaration of Helsinki (World Medical Association). Before data collection, the research obtained approval from the Institutional Review Board (No. H-02-K-076-0525-1350) and the Research Ethics Committee, Faculty of Nursing, Mansoura University (No. 734). All participants were fully briefed about the goal of the study, their roles, and the possible benefits and risks. Consent in writing was received from all the participants before their participation. The participants\u0026apos; confidentiality and anonymity were guaranteed. Moreover, participation was completely on a voluntary basis, and each participant had the right to change their mind and leave at any time without any consequences. Clinical trial number: Not applicable. Written informed consent was obtained from all participants before they participated in the study\u003c/p\u003e\n\u003cp\u003eConsent for Publication\u003c/p\u003e\n\u003cp\u003eNot applicable.\u003c/p\u003e\n\u003cp\u003eCompeting Interests\u003c/p\u003e\n\u003cp\u003eThe authors declare that they have no competing interests\u003c/p\u003e\n\u003cp\u003eAcknowledgements\u003c/p\u003e\n\u003cp\u003eNot Applicable\u0026nbsp;\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eZerr A, Aaqoulah A. The impact of intellectual capital on job performance based on faculty members\u0026rsquo; perceptions at universities. 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Nurses\u0026rsquo; knowledge, attitudes, and practices regarding preparedness for disaster management in emergency care at Mosul teaching hospitals. Medico-Legal Update. 2020;20(3):775\u0026ndash;9. \u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003ehttps://doi.org/10.37506/mlu.v20i3.1611\u003c/span\u003e\u003cspan address=\"10.37506/mlu.v20i3.1611\" targettype=\"DOI\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e.\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"Capital, Crisis, Health, Intellectual, Management, and Nursing","lastPublishedDoi":"10.21203/rs.3.rs-8946653/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-8946653/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003ch2\u003eBackground\u003c/h2\u003e \u003cp\u003eCapacity​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; building of intellectual capital in head nurses leads to better decision-making and crisis management, thus raising the hospital preparedness level during health emergencies. ​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj;The study aimed to evaluate the impact of intellectual capital training for nursing management staff on improving health crisis management capabilities at hospitals in the Makkah Region.\u003c/p\u003e\u003ch2\u003eMethods\u003c/h2\u003e \u003cp\u003eA​\u0026zwj;​\u0026zwnj;\u0026zwj;​\u0026zwj;\u0026zwnj; study using a quantitative quasi-experimental one-group pretest\u0026ndash;posttest design was implemented in four governmental hospitals in the Makkah Region, Saudi Arabia, namely King Abdulaziz Hospital, King Faisal Hospital, Hara' General Hospital, and Al-Nour Specialized Hospital. The research took place between June and December 2025, and the participants were a convenience sample of 67 head nurses who had at least one year of work experience.\u003c/p\u003e\u003ch2\u003eResults\u003c/h2\u003e \u003cp\u003eThe majority of head nurses (85.5%) demonstrated a high level of total perception of intellectual capital, while only 14.5% reported a moderate level, and none exhibited a low level of perception. Moreover, there was a statistically significant positive correlation between total perceived IC and total crisis management skills (r\u0026thinsp;=\u0026thinsp;0.279, p\u0026thinsp;=\u0026thinsp;0.02).​\u0026zwj;​\u0026zwnj;\u0026zwj;\u003c/p\u003e\u003ch2\u003eConclusions\u003c/h2\u003e \u003cp\u003eImplementing intellectual capital training for nursing management staff appears to enhance perceptions of intellectual capital and is associated with improved crisis management capabilities. The findings support integrating intellectual capital-focused training into leadership development and disaster preparedness programs within regional hospitals. Future research is recommended to use longitudinal or experimental designs with larger, more diverse samples to examine further the impact of intellectual capital training on crisis management outcomes.\u003c/p\u003e","manuscriptTitle":"Impact of Intellectual Capital Training for Nursing Management Staff on Enhancing Health Crisis Management Capabilities at Government Hospitals in The Makkah Region, Saudi Arabia","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2026-03-19 16:10:53","doi":"10.21203/rs.3.rs-8946653/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"decision","content":"Revision requested","date":"2026-03-30T10:25:30+00:00","index":"","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2026-03-27T23:13:35+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2026-03-27T13:11:08+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"117912933017707416854673338448329831471","date":"2026-03-27T13:07:31+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2026-03-24T22:31:16+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"2565642082415184146866846262839426057","date":"2026-03-18T22:52:42+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"203321841927839376087036750664150770169","date":"2026-03-17T01:02:01+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2026-03-16T18:09:19+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2026-03-12T18:38:22+00:00","index":"","fulltext":""},{"type":"editorInvited","content":"","date":"2026-03-06T10:44:45+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2026-03-06T01:58:01+00:00","index":"","fulltext":""},{"type":"submitted","content":"BMC Nursing","date":"2026-03-06T00:52:26+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"6e7fb3eb-a441-481a-b340-200da4c1023e","owner":[],"postedDate":"March 19th, 2026","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"under-review","subjectAreas":[],"tags":[],"updatedAt":"2026-05-07T11:08:09+00:00","versionOfRecord":[],"versionCreatedAt":"2026-03-19 16:10:53","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-8946653","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-8946653","identity":"rs-8946653","version":["v1"]},"buildId":"XKTyCvWXoU3ODBz1xrDgd","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}