The Effectiveness of Simulated Cultural Humility Training on Nurse's Ability to Provide Culturally Competent Care and Patient Satisfaction in HMC, Doha, Qatar.

NCT07618091 | Active Not Recruiting DMC

• 1 other identifier: MRC-01-25-713
• Study Type: interventional
• Target: 100
• Locations: 1 country
• Sites: 1

Brief Summary

Globalization has significantly increased cultural diversity across many countries. Cultural diversity has been identified as an important factor influencing disease progression and health outcomes. Failure to provide culturally appropriate care may result in patient dissatisfaction, poor treatment adherence, and adverse health outcomes. Moreover, a lack of empathy toward patients' cultural values can lead to stereotyping and biased clinical decision-making by healthcare providers. In Qatar, where the patient population is highly diverse, having a multicultural healthcare workforce is a major strength. However, an increasingly diverse patient population necessitates that cultural competence be integrated as a core component of healthcare professionals' training to ensure the delivery of high-quality, patient-centered care. This study aims to train nurses in culturally competent care and evaluate its impact on nursing practice and patient satisfaction. Nurses who meet the inclusion criteria will be selected using a simple random sampling technique. Nurses' ability to provide culturally competent care will be assessed using the Cultural Competence Self-Assessment Checklist, while patient perception will be evaluated using a culturally competent patient satisfaction survey. The experimental group will undergo simulated cultural humility training consisting of four modules, with each module lasting two hours and including objective evaluations and follow-up assignments. The control group will not receive the simulated cultural humility training during the study period. At the end of the seventh week, both the experimental and control groups' ability to provide culturally competent care will be reassessed using the same assessment tools. The collected data will be analyzed using a paired t-test for within-group comparisons and ANOVA to assess differences between groups and related variables.

Conditions

Curtural Humility Training Among Expart Nurses

Keywords

cultural humility training

Outcome Measures

Primary Outcomes (2)

• Cultural Competence Score using Cultural Competence Self-Assessment Checklist (CCSAC)

  Change in nurses' cultural competence score measured using the Cultural Competence Self-Assessment Checklist (CCSAC). Score range: 37-148 Higher scores indicate better cultural competence

  4 moths

• Patient Satisfaction Score using Patient Satisfaction Questionnaire

  Patient satisfaction level assessed using a validated patient satisfaction questionnaire. Score range: 14-56 Higher scores indicate higher patient satisfaction

  4 months

Study Arms (1)

Cultural Humility Training Group

EXPERIMENTAL

Nurses receiving simulated cultural humility training

Behavioral: Simulated Cultural Humility Training

Interventions

Simulated Cultural Humility Training BEHAVIORAL

Cultural Humility Training Group

Also known as: no intervention

Cultural Humility Training Group

Eligibility Criteria

• Sex: all
• Healthy Volunteers: No
• Age Groups: Child (0-17), Adult (18-64), Older Adult (65+)

You may qualify if:

• Expatriate nurses with ≤3 years of experience in Qatar, no prior cultural humility training, and a baseline cultural competence score ≤74

You may not qualify if:

• Nurses from Arabic Speaking Countries working in HMC, Nurse working in HMC who had undergone cultural humility training, Outpatient, emergency, operation theater and critical care nurses working in HMC.

Sponsors & Collaborators

• Hamad Medical Corporation: lead

Study Sites (1)

Hamad Medical Corporation

Doha, Qatar

Location

Related Publications (1)

• Shepherd, S. M., Willis-Esqueda, C., Newton, D., Sivasubramaniam, D., & Paradies, Y. (2019). The challenge of cultural competence in the workplace: Perspectives of healthcare providers. Journal of Multicultural Counseling and Development, 47(4), 263-280. Tang, C., Tian, B., Zhang, X., Zhang, K., Xiao, X., Simoni, J. M., & Wang, H. (2019). The influence of cultural competence of nurses on patient satisfaction and the mediating effect of patient trust. Journal of Advanced Nursing, 75(4), 749-759. https://doi.org/10.1111/jan.13854 Brunett, M., & Shingles, R. R. (2018). Does having a culturally competent health care provider affect the patients' experience or satisfaction? A critically appraised topic. Journal of Sport Rehabilitation, 27(3), 284-288. https://doi.org/10.1123/jsr.2016-0123 Moratillo, M. G. P., & Jabonete, G. F. (2023). Cultural competence and caring behavior among inpatient staff nurses in Al Wakra Hospital, Qatar. Journal of Nursing Practice, 10(2), 45-56. Mukhalalati, B., & Sadek, M. (2023). Cultural competence among healthcare professional educators in Qatar: A mixed-methods study. International Journal of Medical Education, 14(3), 101-110. Understanding Assessments: A Tool for Families · Engage · Events and Trainings · News · Champion Learning. Empower Leadership. Ignite Colorado's Future. Who We Are · Our Impact https://www.coloradoedinitiative.org/wp-content/uploads/2015/10/cultural-competence-self-assessment-checklist.pdf. AVMA. (n.d.). CULTURAL COMPETENCE SELF-ASSESSMENT CHECKLIST. https://www.avma.org/sites/default/files/2022-02/DiversityCulturalCompetenceChecklist.pdf NZ Patient Experience Surveys | Cultural Safety Cognitive .Working with clinicians, providers, consumers and whānau to improve health and disability support services.https://www.hqsc.govt.nz/assets/Our-data/Publications-resources/Cultural_Safety_Cognitive_Pretest_Report_PDF_April_2021.pdf Lau, Phyllis & Woodward-Kron, Robyn & Livesay, Karen & Elliott, Kristine

  RESULT

Study Design

• Study Type: interventional
• Phase: not applicable
• Allocation: NA
• Masking: NONE
• Masking Details: Once eligibility is confirmed and consent is obtained, participants will be enrolled sequentially. A research assistant, independent of the recruitment team, will open the envelope corresponding to the participant's ID to assign the group. This ensures that the allocation sequence remains concealed until assignment, minimizing the risk of selection bias.
• Purpose: HEALTH SERVICES RESEARCH
• Intervention Model: SINGLE GROUP
• Sponsor Type: INDUSTRY
• Responsible Party: SPONSOR

Model Details: The study utilizes a parallel group randomized controlled trial (RCT) design with a 1:1 allocation ratio, which has now been explicitly stated in the revised methodology section. This design allows for a direct comparison between the intervention and control groups, minimizing the risk of contamination and supporting causal inference. Block randomization with varying block sizes has been adopted to ensure balanced group allocation across three study sites.

Study Record Dates

• First Submitted: April 28, 2026
• First Posted: June 1, 2026
• Study Start: April 15, 2026
• Primary Completion (Estimated): December 31, 2026
• Study Completion (Estimated): June 30, 2027
• Last Updated: June 1, 2026

Record last verified: 2026-04

Data Sharing

• IPD Sharing: Will not share

Locations

QA (1)