IEJNSR. Vol.

3 (2), 2023
International Egyptian Journal of Nursing Sciences and Research
(IEJNSR)

Original Article

Artificial Intelligence Technology and its Relation to Staff Nurses'

Professional Identity and Problem Solving Abilities
1AmiraMohamed Abd El-Monem, 2Samah Elsayed Rashed, 3Aya Ghoneimy Hasanin
1Lecturer of Nursing Administration, Faculty of Nursing, Benha University

2 Lecturer of Nursing Administration, Faculty of Nursing, Benha University

3 Assistant Professor of Nursing Administration, Faculty of Nursing, Benha University

Corresponding Author: Amira Mohamed Abd El-Monem

ABSTRACT:
Background: Artificial intelligence technologies have the ability to advance nursing practice and
make it possible for nurses to give their patients more individualized, evidence-based care through
enhancing nurses' professional identity and supporting in solving the problems. Aim: This study aimed to
assess artificial intelligence technology and its relation to staff nurses' professional identity and problem
solving abilities Research Design: Descriptive correlational research design was used. Setting: Medical
and Surgical units at Benha University Hospital. Subjects: Simple random sample of staff nurses (295)
who are working in the previous study setting. Tools: Three main tools namely (I) Artificial Intelligence
Technology Questionnaire, (II) Nurses’ Professional Identity Questionnaire and (III) Problem Solving
Abilities Questionnaire. Results: Nearly two-thirds (66.1%) of staff nurses had high level of perception
toward artificial intelligence technology and less than three quarters (72.2%) of them had high perception
level of professional identity while more than three fifth (63.8%) of them reported high level of problem-
solving abilities. Conclusion: There was highly statistically significant correlation between staff nurses'
perception toward artificial intelligence technology, professional identity and their problem solving
abilities. Recommendations: Hospital administration should conduct workshops and training programs
to increase nurses’ knowledge about the benefits, challenges, and problems concerning implementation of
artificial intelligence in health care settings, and head nurses should provide staff nurses with greater
autonomy at work to foster their professional identity. Further study is recommended to identify barriers
affecting utilization of artificial intelligence in health care settings.

Keywords: Artificial intelligence technology, Professional identity, Problem solving abilities, Staff
nurses.

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Introduction intelligent analysis of written language (Dash et

Nowadays, The development of artificial al., 2019).

intelligence (AI) and information technology are

AI could be used in nursing information
increasingly prevalent in different organizations
systems through monitoring client’ information,
and society sectors, one of these sectors is
helping to remember patient data, reporting forms,
healthcare where, these technologies have the
managing quality and minimizing hospitalization
ability to make transformation on many aspects
time, enhancing care efficacy and performing
of patient care. In addition, AI will be used more
interventions in its correct time, cost-effective and
and more in the health care as a result of the
time saving, and helping in documentation of
complexity and growth of data in these activities
patient in formation. However, there are many
(Abdullah & Fakieh, 2020). The replication of
barriers facing AI systems application for nursing
cognitive abilities in humans is a common aspect
as elevated costs of the system, and the continuous
of AI. From the health care perspective, AI is a
updates (Mehdipour, 2019). Nursing managers
"paradigm change in health care, propelled by
play a very important role in advocating for the

rising availability of health care data and quick objective and the most efficient application of AI

progress of analytics techniques. The main health solutions. To accomplish this role and duty,

categories of applications include diagnosis and nurses with strong professional identity must be

treatment (Davenport & Kalakota, 2019; aware of the extensive spread of AI and the effect

Elsayed & Sleem, 2021). of development, deploying and evaluation of these

technologies (Risling & Low, 2019).
Artificial intelligence technology (AIT) is a
branch of computer science designed to resemble Nurses' professional identity is a

health care team members intelligence with representation of oneself that is developed

computer systems by achieving tasks or solving gradually over time as a person internalizes the

problems are used in health care also, automating traits, standards, and norms of the nursing

various processes, including learning and decision- profession. As a result, the person begins to think,

making (Maddox et al., 2019). There are three act, and feel like a nurse. PI is the sense of self as a

types of AIT in health care include machine professional nurse that evolves overtime and is

learning; refers to set of statistical techniques for related to workplace group dynamics and how

problem solving, the other is deep learning that individuals distinguish between themselves and

refers to a type of machine learning approach and other professional groups (Rasmussen et al.,

extension of neural networks, The last one is 2018). Self-esteem and self-evaluation are results

natural language processing that refers to of professional identity, which is the particular

confluence of AI and linguistics and involve opinion a nurse has of her work. According to
psychological definitions and viewpoints, this
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makes professional identity a key component of promoting tactics. Because of this, nurses who
identity and of paramount importance (Landis et deeply value and dedicate to themselves have
al., 2020( . higher self-esteem. The third dimension is
assertiveness which refers to nurses being able to
The internalization of professional
believe in their own abilities and self-belief, which
knowledge, skills, attitudes, values, and standards
is assumed to make nurses care about solving
of ethics, as well as the subsequent integration of
problems and contribute to increased levels of
these traits into one's personal identity and
professional and personal empowerment (Ehsani
behavior within nursing education and practice are
Farid, Peikari, & Golshiri, 2019).
what lead to the development of professional
identity. A nurse with a strong sense of The way nurses view their work affects how
professional identity understands his or her they approach helping patients with their
position as completely fulfilling these in challenges. Additionally, the traits and skills of
accordance with professional ideals and ethical specific nurses can affect the standard of care and
standards (Kabeel and Eisa, 2017).There are help them comprehend patients, find solutions to
many factors affecting professional identity issues, and give holistic care, which is the ultimate
development includes; educational preparation, objective of the nursing process (Kim & Sim,
critical thinking, clinical practice and 2020). The capacity to come up with appropriate
perceptorship, personal characteristics, societal & and efficient answers to problems that arise in
environmental characteristics and public image daily life is referred to as problem solving. The
(Rani, Hussain Afzal, and Gillani, 2019). problem-solving strategy enables a person or group
to concentrate on something in order to gain a skill
Moreover, professional identity has three
(Altas, 2020).
main dimensions named professional image, self-
responsibility and assertiveness according to these Problem solving ability is nurse's proficiency
dimensions we can categorize professional identity in quickly and accurately mediating the health
(Sun, Gao, Yang, Zang, and Wang, 2016). The problems a patient faces, even if it is the nurse's
first dimension which is professional image refers first patient. This is due to the fact that problem-
to have the sensation of having the knowledge and solving skills can enhance one's critical and
responsibility necessary to perform nursing. It also creative thinking, and they are a necessary talent to
denotes being conscious of one's own resources recognize and address patients' health issues in a
and restrictions. challenging nursing setting. Additionally, it has
been noted that the capacity to solve problems
The second dimension is self-responsibility
effectively influences a nurse's (Seobuk-gu 2014 ;
which refers to the nurse's need to improve their
Kim & Sohn, 2019).
capacity for self-care by awareness of their own
patterns of self-care and selection of health-
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Problem-solving abilities are connected to a Significance of the study
number of other skills, including: analytical skills,
To achieve a competitive advantage in the
innovative and creative thinking, a lateral mindset,
labor market, there is a need to radical change to
adaptability and flexibility, level-headedness,
digitalize healthcare sectors. From this point,
initiative, resilience (in order to reevaluate when
artificial intelligence has succeeded to grasp the
your first idea doesn’t work), team working (if
attention of key healthcare top managers and
problem solving is a team effort) and influencing
providers who are currently experiencing a
skills (to persuade coworkers, clients, and bosses
dilemma of whether or not to fully or partially
to adopt your solutions (McMahon, 2020). There
integrate it into their work (Erguzel & Ozekes,
are three dimensions underlying the problem-
2019; Elsayed & Sleem, 2021). The advancement
solving abilities based on Heppner, 1988 and
of artificial intelligence technology to additional
Fayed (1999). These dimensions include (a) self-
adoption and value across healthcare is
efficacy in one's capacity for problem-solving
perpetuated by cost, quality, care outcomes, helps
(Problem-Solving Confidence), (b) a tendency to
to analyze large amounts of data efficiently.
approach or avoid challenging situations or
However, few studies have investigated employee
problems (Approach Avoidance Style), and (c) a
perceptions of artificial intelligence technology
person's confidence in his or her capacity to
(Shaik, 2020).
control emotions and behaviors while solving
problems (Personal Control) (Hassan, El Sayed, Moreover, artificial intelligence technology

El- Sherbini, 2020). assists in proactive patient care, lowered risk in the
future, and streamlined operations. Thus,
Since hospital condition is constantly
incorporating artificial intelligence technology into
unpredictable and emergency site, nurse's problem
the nursing workflow facilitates clinical decision
solving ability is crucial function in order to
making and problem-solving abilities for nurses to
identify patient's needs and to solve patient's health
create nursing care plans that are more seamless
problem. In this respect, massive amounts of
and personalized, shorten the time required for
patient data can be stored using artificial
documentation, while boosting accuracy and
technology solutions, but proper use of this data is
completeness (Joseph et al., 2020). In this respect,
required to raise the standard of care and improve
nurses need to have adequate professional
decision-making. and problem solving abilities,
knowledge and skills regarding artificial
and reduce costs(Lovis,2019; van Hartskamp et
intelligence technology to develop their
al., 2019).
professional identity. So, this study was conducted
to assess the relation between artificial intelligence
technology, professional identity and problem
solving abilities among staff nurses.

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Aim of the Study Subjects:
Included a simple random sample of staff
The present study aimed to assess artificial
nurses with at least three years of experience who
intelligence technology and its relation to nurses'
are working in the study setting described above and
professional identity and problem solving abilities
sample was calculated using the following equation
Research questions: (Tejda & Punzalan, 2012).
1. What are the staff nurses' levels of
perception about artificial intelligence
technology?

2. What are the staff nurses' levels of (n) is sample size

perception toward professional identity?
(N) is total sample of staff nurses.
3. What are the levels of problem solving (E) is coefficient factor = 0.05
abilities as reported by the staff nurses? The total number of staff nurses in the Medical and

4. Is there a relation between artificial Surgical units at Benha University Hospital are
intelligence technology professional (1688) staff nurses during the period of data
identity and problem solving abilities collection. The total number of staff nurses in the
among staff nurses?
Medical and Surgical units at Benha University
3. Subjects and Methods Hospital with at least three year of experience is
(1117) so a random sample is (295) according to
Research Design:
the pre mentioned equation and distributed as the
A descriptive correlational design was following; Medical units (158) and Surgical units
utilized to accomplish the aim of the present
(137).
study.
Tools of data collection:
Setting:

The current study was carried out in medical Three tools were used for data collection as
follows:
and surgical units at Benha University Hospital.
First tool: Artificial Intelligence Technology
1) Medical units: Distributed as the following: Questionnaire:
General medical units, Hepatic unit, Cardiac unit,
A Structured questionnaire developed by
Thoracic unit, pediatric units, Psychiatric unit,
researchers after reviewing the related literature
Dermatological unit, Rheumatology unit and Cardio
(Oh, et al., 2019 ; Abdullah& Fakiehan, 2020;
thoracic unit.
Kumari & Hemalatha, 2021). It was used to
2) Surgical units: Distributed as the following:
assess perception of staff nurses toward artificial
Female surgical unit, Male surgical unit, Urology
intelligence technology. It consisted of two parts:
unit, ENT unit, Operations, Neurology unit
Orthopedic and Obstetrics and Gynecology units.

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Part (1); it included personal data about staff Second tool: Nurses’ Professional Identity
nurses as age, gender, marital status, work Questionnaire:
department, educational qualification, years of It was developed by Kabeel (2010) and was
experience and working in private hospitals adapted by the researchers (modifying some words
working with artificial intelligence technology. in some statements in order to properly interpret
Part (2): It consisted of 34 items separated into the sentence which did not understood clearly). It
the following five dimensions: was used to assess staff nurses' perception levels
toward professional identity and consisted of 37
Dimensions Number Example
of items items divided under three dimensions as following:
1-Concept of artificial 11 I have a good knowledge
intelligence technology of how using AI Dimensions Number Example
technology in the health of items
field.
Professional image 20 I am proud of being in
2-Advantages of using 8 AI technology can help nursing career.
artificial intelligence expedite the nursing and
Assertiveness 13 I am concerned to be a
technology medical care process.
good model in front of
3-Economic expectation 2 The use of AI technology colleagues
with using artificial will reduce financial
Self-responsibility 4 I respect nursing career
intelligence technology costs to patients.
that makes me concern
in the work
with my work uniform.
4-Performance 8 The use of AI technology
expectancy with using on my job could improve Total 37
artificial intelligence the delivery of direct
technology in the work patient care.

5-Barriers for artificial 5 AI technology is not Scoring system:

intelligence technology flexible enough to be
application in nursing applied to every patient.
care
Subjects' responses were measured on a three point
Total 34 Likert Scale as the following (3) for agree, (2) for
neutral and (1) for disagree. The score of items was
Scoring system:
summed-up and converted into percent scores and the
Subjects' responses were scored on a three point total divided by the number of the items, giving the
Likert Scale as the following: (3) for agree, (2) for mean score. The level of organizational
neutral and (1) for disagree. The score of items innovativeness was considered low: if the percentage:
was summed-up and converted into percent scores if the score < 60 %( < 61 points) and considered
and the total divided by the number of the items, moderate if percentage 60 - < 75 % (61-76 points)
giving the mean score. The perception level of and high if percentage ≥ 75% (≥77 points).
staff nurses was considered low: if the percentage
Third tool: Problem Solving Abilities
< 60% (< 67 points), moderate if percentage 60 - <
Questionnaire:
75 % (64-82 points) and high if percentage ≥ 75 %
( ≥ 83 points). This tool was developed by Fayed (1999) based on
Heppner (1988) and used by the researchers. It aimed
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at assessing problem solving abilities as reported by aspects concerning the topic of the study for
the staff nurses and included 27 items grouped into developing the tools and translating the tools into
three domains as following: Arabic language.
Tools validity and reliability: The three tools'
Domains No. of Example contents were adapted and tested for their content
items
validity by juries of five experts in nursing
Problem-solving 9 I frequently come up administration .Based on their recommendations,
confidence with original solutions
the necessary modifications were made. Also, the
that work to fix
problems. reliability of the tools was measured by Cronbach's
Approach avoidance 14 When a solution to a Alpha test. The internal consistency of the artificial
style problem was
unsuccessful, I don't intelligence technology questionnaire was α= 0.91,
look into why it didn't
nurses’ professional identity questionnaire was α
work.
Personal control 4 When my initial attempts
=0.89, and problem solving abilities questionnaire
to tackle a problem fail, I was α =0.86.
start to doubt my ability
to control the Administrative Approval:
circumstance.
Total 27 Official letter from the Faculty of Nursing
before the study began was sent to director of
Scoring system:
Benha University Hospital after explaining the aim
Subjects' responses were measured on a three point of the study.
Likert Scale as the following (3) for agree, (2) for Ethical considerations: Prior to the
neutral and (1) for disagree. The score of items was conduction of the study, ethical approval was
summed-up and converted into percent scores and the obtained from the Scientific Research and Ethics
total divided by the number of the items, giving the Committee at Benha University Hospital. All
mean score. The level of problem solving abilities participants were interviewed to explain the
was considered low: if the percentage: if the score < purposes and procedures of the study and they had
60 % (< 49 points) and considered moderate if the right to withdraw from the study at any time.
percentage 60 - < 75 (49-60 points) and high if Besides, the anonymity and confidentiality of the
percentage ≥ 75% (≥ 61 points). subjects were considered through the coding of all
data. The staff nurses gave verbal consent to
Procedures
participate by filling out the questionnaire.
Preparatory phase: Pilot Study:
Reviewing the national and international related A pilot study was conducted in November
literature using journals, periodicals, textbooks, 2021 to ensure the study tools' clarity and
internet and theoretical knowledge of the various applicability. It was held on 34 staff nurses who

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represented 10% of total studied subjects. Table (1): Illustrates that more than three fifth
Additionally, it was used to determine the time (61.0%) of staff nurses were working at medical
needed for filling the three tools. The average time department. As regarding to their age more than
spent filling out the questionnaires was between 25 two fifth (42.0) of staff nurses had age ranged
and 30 minutes. No modifications were done between 25 :< 30 years old with mean age
during the pilot study, so the pilot study was 28.63±7.21 years. While, the majority (92.2%,
included in the main sample. 89.5%) of them were females and married
respectively. In relation to their educational
Field of work: The actual field work was
qualification, more than one third (35.2%) of staff
conducted at December 2021 to February 2022.
nurses had associated degree of nursing. As far as
The researchers gathered data by their own
their years of experience slightly less than two fifth
through interviewing staff nurses and explaining
(39.7%) of staff nurses had 5:< 10 years of
the study's aim to them. The data was collected
experience with mean 9.64±8.11years and the
from staff nurses before and after work hours
majority of them (92.6 %) didn’t work in private
based on their availability for two days each week.
hospitals applying artificial intelligence technology
The number of staff nurses interviewed daily
ranged from 20 to 30. The completed forms were Figure (1): clarifies that nearly two-thirds (66.1%)

gathered on time and double-checked for accuracy of staff nurses had high perception level toward

to ensure that no data was missing. artificial intelligence technology, whenever, one-

Statistical Design: third (33.3%) of them had moderate perception

level.

The collected data were revised, coded,

Table (2): Shows that the highest mean percent
tabulated and verified prior to computerized entry.
(86.4%) with the first ranking was related to
The Statistical Package for Social Sciences (SPSS
conception of artificial intelligence technology,
version 25.0) was used. Descriptive statistics were
while the lowest mean percent (80.7%) with the
applied in the form of mean and standard deviation
last ranking was related to barriers for artificial
for quantitative variables and frequency&
intelligence technology application in nursing care.
percentages for qualitative variables. Test of
significance, correlation coefficient (r) was used. A Figure (2): Demonstrates that the less than three

significant level value was considered when p < quarters (72.2%) of studied staff nurses had high

0.05 and a highly significant level value was perception level of professional identity,

considered when p < 0.001. No statistical whenever, more than one quarter (27.8%) of them

significance difference was considered when p > had moderate perception level.

0.05. Table (2): Illustrates that the highest mean percent

Results: (86.5%) with the first ranking was related to self-

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responsibility, while the lowest mean percent Table (5): Indicates that there was highly
(83.0%) with the last ranking was related to Statistically significant correlation between staff
professional image. nurses' perception toward artificial intelligence
technolog4y, professional identity and their
Figure (3): Clarifies that more than three fifth (63.8%)
problem solving abilities.
of studied staff nurses had high level of problem-
solving abilities, while, the lowest percent (4.7%) of Table (6): Indicates that there was highly
them had low level.
statistically significant correlation between
Table (4): Illustrates that the highest mean percent dimensions of artificial intelligence technology
(81.7%) with the first ranking was related to and dimensions of professional identity and
problem-solving confidence, while the lowest problem solving abilities among staff nurses.
mean percent (80.0%) with the last ranking was
related to personal control.

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Table (1): Distribution of the studied staff nurses regarding their personal data (n=295)

Personal data No. %

Department
Medical 180 61.0
surgical 115 39.0
Age (years)
< 25 47 15.9
25:< 30 124 42.0
30:< 35 63 21.4
≥ 35 61 20.7
M±SD 28.63±7.21
Gender
Female 272 92.2
Male 23 7.8
Marital status
Married 264 89.5
Unmarried 31 10.5
Educational qualification
Nursing diploma 100 33.9
Associated degree of nursing 104 35.2
Bachelor of nursing science 67 22.7
Others 24 8.2
Years of experience in working units
< 5 67 22.7
5:< 10 117 39.7
10:< 15 32 10.8
≥ 15 79 26.8
M±SD 9.64±8.11
Working in private hospitals working with artificial intelligence technology
Yes 22 7.4
No 273 92.6

M=mean SD= standard deviation

Figure (1): Total staff nurses' perception levels toward artificial intelligence technology.

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Table (2): Ranking with mean scores of staff nurses' perception toward artificial intelligence
technology dimensions (n=295).

Max staff nurses )n= 295(

Artificial intelligence technology score
dimensions. Range Mean ± SD Mean % Ranking

Concept of artificial intelligence 33 22 28.50±6.06 86.4 1

technology.

Advantages of using artificial intelligence 24 12 19.83±3.61 82.6 3

technology.
Economic expectation with using artificial 6 4 4.89±1.09 81.5 4
intelligence technology in the work.

Performance expectancy with using 24 12 20.18±3.81 84.0 2

artificial intelligence technology in the
work.
Barriers for artificial intelligence 15 5 12.10±2.16 80.7 5
technology application in nursing care.
Total 102 37 85.50±11.79

X = Mean SD= Standard deviation

Figure (2): Total levels of staff nurses' perception of professional identity.

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Table (3): Ranking with mean scores of professional identity dimensions as perceived by staff nurses
(n=295)

Professional identity Staff nurses )n= 295(

Maximum
scores
dimensions

Range M±SD Mean% Ranking

Professional image 60.00 35.00 49.83±9.43 83.0 3

Assertiveness 39.00 16.00 32.97±4.92 84.5 2

Self-responsibility 12.00 4.00 10.38±1.77 86.5 1

Total 111.00 40.00 93.18±12.49

Table (4): Ranking with mean scores of problem solving abilities dimensions among staff nurses
(n=295)

Problem solving abilities Maximum Staff nurses )n= 295(

dimensions scores

Range M±SD Mean% Ranking

Problem-solving confidence 27.00 17.00 22.05±4.29 81.7 1

Approach avoidance style 42.00 18.00 34.16±5.57 81.3 2

Personal control 12.00 8.00 9.60±2.69 80.0 3

Total 81.00 35.00 65.81±9.98

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Figure (3): Total levels of problem-solving abilities as reported by staff nurses.

Table (5): Correlation matrix among overall score of artificial intelligence technology, professional
identity and problem solving abilities among staff nurses (n=295).

Variables Artificial Professional identity problem solving

intelligence abilities
technology
r P- value r P -value r P- value
Artificial intelligence - - 0.866** 0.000 0.901** 0.000
technology
Professional identity 0.866** 0.000 - - 0.813** 0.000
Problem solving abilities 0.901** 0.000 0.813** 0.000 - -
** Highly statistical significance (p<0.001)

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Table (6): Correlation matrix between levels of artificial intelligence dimensions scores and
professional identity and problem-solving abilities dimensions scores among staff nurses (n=295).

Artificial intelligence Spearman's rank correlation coefficient

dimensions Professional identity dimensions problem-solving abilities dimension
Professional Assertiveness Self-responsibility Problem- Approach Personal
image solving avoidance control
confidence style
Concept toward r 0.953** 0.250** 0.263** 0.826** 0.817** 0.214**
artificial intelligence
P- value 0.000 0.000 0.000 0.000 0.000 0.000
technology.
Advantages of using r 0.923** 0.343** 0.336** 0.779** 0.869** 0.183**
artificial intelligence
technology. P- value 0.000 0.000 0.000 0.000 0.000 0.002

Economic expectation r 0.288** 0.541** 0.310** 0.208** 0.429** 0.208**

with using artificial
intelligence technology
in the work. P- value 0.000 0.000 0.000 0.000 0.000 0.000

Performance r 0.162** 0.890** 0.303** 0.222** 0.168** 0.960**

expectancy with using
artificial intelligence
P -value 0.005 0.000 0.000 0.000 0.004 0.000
technology in the
work.
Barriers for artificial r 0.842** 0.279** 0.442** 0.279** 0.312** 0.863**
intelligence technology
application in nursing P- value .000 .000 .000 .000 .000 .000
care.
** Highly statistical significance (p<0.001)

Discussion professional identities and create limitless

opportunities for future improvements in
Artificial intelligence comprises many productivity, capacity, quality, and healthcare
healthcare technologies transforming nurses’ roles (Ronquillo, 2021).
and enhancing patient care. AI technology is
beginning to work with nursing to quickly The current study was designed to assess the

synthesize information, finish tasks, help with relation between artificial intelligence technology,

clinical problem-solving and decision-making, and professional identity and problem solving abilities

enhance patient outcomes. Each of these new among staff nurses.

technologies has a great potential to advance

Concerning the personal characteristics of
healthcare on its own. Combining these
studied nurses, the findings of the present study
approaches and educating nurses the best ways to
revealed that more than three fifth of staff nurses
work with technology will have an impact on their
were working at medical department. As regarding
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 IEJNSR. Vol. 3 (2), 2023
to their age more than two fifth of staff nurses had the improvement of healthcare and human health,
age ranged between 25 to less than 30 years old. and the optimization of material resources.
While, the majority of them were females and
In the same line, Kumari & Hemalatha
married respectively. Concerning to their
(2021) held a study about “Perception towards
educational qualification, more than one third of
Artificial Intelligence in Human Resources
staff nurses had associated degree of nursing. As
Management Practices-With Reference to IT
far as their years of experience slightly less than
Companies in Chennai” and demonstrated that
two fifth of staff nurses had 5 to less than 10 years
employees don't view AI systems as a treat for
of experience and the majority of them didn’t
them, and they have a very good image of the
work in private hospitals applying artificial
technology.
intelligence technology.
On the other hand, this study finding was in
In contexts of staff nurses' perception
disagreement with Elsayed & Sleem (2021) who
levels toward artificial intelligence technology,
reported that the more than three-quarters of
the present study findings indicated that nearly
studied
two-thirds of staff nurses had high perception level
sample had moderate perception towards using AI
toward artificial intelligence technology, while,
in nursing setting. While the minority of them had
slightly more than one-third of them had moderate
high perception. Also, Abdullah & Fakieh (2020)
level of perception. This may be due to the
who conducted a study entitled “Health Care
widespread of artificial intelligence technology
Employees’ Perceptions of the Use of Artificial
applications into every aspect of society in
Intelligence Applications: Survey Study
response to Egypt's Vision 2030 which focus on
”mentioned in his study that the overall perception
using artificial intelligence in a variety of working
of health care employees toward AI was moderate.
settings including health care sector.
Additionally, the majority of respondents were
This study finding was supported by uninformed about the benefits and most frequent
Gherheș (2018) who conducted a study entitled obstacles associated with using artificial
“Artificial Intelligence: Perception, expectations, intelligence in the health sector, indicating a need
hopes and benefits” and reported that There were for training.
positive perceptions about the emergence and
Moreover, Castagno, & Khalifa (2020) in
development of artificial intelligence
their study about “Perceptions of Artificial
entities/devices, the advantages it could bring in
Intelligence among Healthcare Staff: A Qualitative
the future by creating advanced robots, surpassing
Survey Study” reported that the majority of
human intelligence, allowing humans to control
respondents have never encountered AI
intelligent weapons, the emergence of new trades,
applications in the workplace and were unaware of

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the differences between machine learning and deep concerning artificial intelligence application in
learning. They confirmed that AI to be healthcare followed by advantage toward using
successfully incorporated into clinical practice, the artificial intelligence among health care
support of healthcare professionals is essential. employees.
This highlights the necessity of clear regulatory
Regarding levels of professional identity as
frameworks and improved education.
perceived by staff nurses, the findings of the
Regarding mean scores of staff nurses' present study illustrated that less than three
perception toward artificial intelligence quarters of studied staff nurses had high level of
technology, the findings of the present study perception toward professional identity, whenever,
indicated that the highest mean percent with the more than one quarter (27.8%) of them had
first ranking was related to (concept) of artificial moderate perception level. This may be due to
intelligence technology. This may be due to the nurses feel proud of being in nursing career
staff nurses use artificial intelligent technology in consider themselves as part of health team and
their daily life in the form of smart phones and they feel that they are responsible for improving
other devices and they became aware of the quality of nursing.
concept and importance of using AI in nursing
This finding was supported by Philippa et
settings, especially at the present time, after the
al., (2021) who held a study about " Professional
existence of covid 19 pandemic. While the lowest
identity in nursing: A mixed method research
mean percent with the last ranking was related to
study" and found that the results provide a deeper
barriers for artificial intelligence technology
understanding about professional identity and the
application in nursing care. From the researchers'
work that nurses perform.
point of view, nurses consider AI technology is
flexible enough to be used to every patient. This result was in agreement with Caza and
Because this technology was developed by Creary, (2016) who conducted a study named;
specialists with clinical experience in nursing “The construction of professional identity” and
practice. found that nearly half of staff nurses had high
perception level about professional identity, more
This result was inconsistent with Elsayed &
than one third had moderate level. While, the
Sleem (2021) who found that perception of
lowest number of the studied nurses had low
advantages toward using artificial intelligence
perception level regarding nurses' professional
achieved the highest mean score followed by the
identity. Also, Khazal (2020) held a study about
problems concerning artificial intelligence
“Nurses’ Perception toward Professional Identity
application in healthcare among nurse managers.
and its Effect on Quality of Nursing Care” showed
While, Abdullah & Fakieh (2020) reported that
that, three quarters of staff nurses had high
the highest score was regarding problems
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perception level while, the lowest percentage of the present study revealed that more than three
them had low perception level regarding total fifth of studied staff nurses had high level of
professional identity. problem-solving abilities, while, the lowest percent
of them had low level. From the researchers' point
Concerning mean scores of professional
of view, nurses acquired the ability to solve most
identity dimensions as perceived by staff nurses,
problems through their work with patient who
the current study arrayed that the highest mean
need their help and care in different situations
percent with the first ranking was related to self-
resulting in thinking up creative and developing
responsibility. This may be due to nurses respect
effective alternatives to solve a problem.
nursing career that makes them feel of
responsibility through working efficiently, making This study finding was matched with El-
respectable relations with colleagues, patients, Demerdash et al.(2021) who held a study about "
doctors and workers at hospital and gaining Problem solving skills and clinical decision
experience from ex-colleagues. In addition the making among nursing interns " and revealed that
findings of this study showed that the lowest mean more than half of the participants had a sufficient
percent with the last ranking was related to level of problem-solving skills. Also, These results
professional image. This may be due to people were similar to the results of in a study conducted
impression about nursing and they didn't have the by Durmaz et al.(2018) entitled " Determination
opportunity to express their opinions freely. Also, of Problem-Solving and Communication Skills of
workload hinder nurses participation in medical Nursing/Midwifery Students" where most of
and nursing conferences or training program participants scored satisfactory level of problem-
solving.
This result was in agreement with Khazal
(2020) who reported that the highest mean score of In contrary, Elsayed et al.(2020) held a
nurses’ perception toward professional identity study entitled " The Critical Thinking Dispositions
was self-responsibility but the lowest mean percent and Problem Solving Abilities among Nurse
with the last ranking was related to assertiveness. Management in Port-Said Hospitals " and found
While, Kabeel and Eisa, (2017) whose study was that the majority of nurse managers had a poor
about "Relationship between job satisfaction and attitude toward critical thinking and had difficulty
professional identity among psychiatric nurses " solving problems, so it was suggested that training
reported that assertiveness obtained the highest programs be held to improve nursing manager
mean score, whereas self-responsibility showed the critical thinking attitude and problem-solving
lowest mean score. skills. Also, Altas (2020) conducted a study about
"The Relationship between Critical Thinking
With regard to levels of problem-solving
Disposition and Problem Solving Skills in Nurses"
abilities as reported by staff nurses, the results of
and found that Critical thinking disposition of
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nurses were low level and their problem solving indicates that there was highly statistically
skills were moderate level. significant correlation between staff nurses'
perception toward artificial intelligence
Regarding mean scores of problem solving
technology, professional identity and their problem
abilities dimensions among staff nurses, the
solving abilities. In addition, there was highly
results showed that the highest mean percent with
statistically significant correlation between
the first ranking was related to problem-solving
dimensions of artificial intelligence technology,
confidence. This may be due to nurses have the
and dimensions of professional identity and
capacity to solve many problems even though
problem solving abilities among staff nurses.
initially no solution is immediately apparent and
this is acquired from their work experience which In this regard, Trunk et al. (2020) in their
give them confidence to make plans to solve a study about " the current state of combining human
problem and take decisions effectively. While the and artificial intelligence for strategic
lowest mean percent with the last ranking was organizational decision making" confirmed that AI
related to personal control. This may be due to techniques are increasingly extending and
some nurses become fear of failure so they ignore enriching decision support and problem solving
problem and refuse to address it; they are unsure of through such means as organizing data delivery,
their capacity to handle these issues resulting in analyzing data trends, providing forecasts,
weak personal control. developing data consistency, measuring
uncertainty, anticipating the user’s data needs,
This result was in agreement with Kim and
providing information to the user in the most
Chio, (2014) who studied "the relationship
appropriate forms, and recommending a plan of
between problem solving ability, professional self-
action.
concept and critical thinking disposition of nursing
students" found that the participants perceived they Moreover, Douthit et al. (2020) who
had middle level problem solving ability. In the conducted a study entitled" How artificial
subscale of problem solving, problem solving intelligence is transforming the future of nursing"
confidence was the highest subscale and personal reported that through the application of AI, nurses
control was the lowest subscale. Also, Elsayed et may now collect data on a completely new level.
al. (2020) reported that nurse teachers had high By recognizing trends or patterns in the data that
level of problem solving confidence. regular humans frequently miss, AI computer
algorithms may now review data to give more
Concerning correlation among staff nurses'
precise answers to inquiries and make predictions
perception toward artificial intelligence
about patient outcomes. Patients' illnesses and
technology, professional identity and their problem
symptoms can be more accurately identified and
solving abilities, the current study findings
diagnosed by expert AI-powered systems that are
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utilized to uncover anomalies and address o Head nurses should provide the opportunity
difficulties. Therefore, AI technology can enhance for nurses' to participate in nursing
nurses' capacities and help them operate more conferences or training programs to improve
efficiently, and this is a crucial aspect of their professional image.
developing their professional identities as working
nurses. o Periodic meeting of staff nurses with the
nursing director and encourage them express
Conclusion their opinions freely to develop professional
identity.
About two-thirds of staff nurses had high
perception level toward artificial intelligence
o Head nurses should provide staff nurses with
technology and the majority of them perceived
greater autonomy at work to foster their
high levels of professional identity, while the
professional identity.
majority of them reported high level of problem-
solving abilities. Moreover there was a highly
o Nurse Managers should pay attention to the
statistically significant correlation between staff
needs of nurses for recognition,
nurses' perception toward artificial intelligence
encouragement, appreciation and
technology, professional identity and their problem
professional development that help them in
solving abilities. Otherwise, there was highly
solving facing problems.
statistically significant correlation between
dimensions of artificial intelligence technology,
o In-service training should be organized to
and dimensions of professional identity and
foster problem solving skills of nurses in the
problem solving abilities among staff nurses.
clinical environment.
Recommendations:
o Further study is recommended to identify
Based on the findings of the current study,
barriers affecting utilization of artificial
the researchers suggested the following
intelligence in health care settings.
recommendations:
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