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Effectiveness of a continuous training program on knowledge and professional development of healthcare providers in healthy community clinics in Jordan: a quasi-experimental study

BMC Nursing volume 24, Article number: 566 (2025) Cite this article

Abstract

Objective

To evaluate the effectiveness of a Continuous Training Program on the knowledge and professional development of healthcare providers in Healthy Community Clinics in Jordan.

Background

Ongoing professional development for healthcare providers is essential for delivering high-quality care to patients with chronic conditions.

Design

A quasi-experimental, post-test-only design was utilized across fourteen health directorates in Jordan.

Methods

Thirteen training sessions, each lasting two days, were conducted in large educational centers between July 20 and August 15, 2024. 215 healthcare providers participated in the Healthy Community Clinic Refresher Training Program. Data were collected at the end of the training program using a structured post-test knowledge questionnaire and a professional development scale.

Results

The mean age of healthcare providers was 39.4 ± 7.3 years, with a notably high representation of females (92.6%) and nursing professionals (87.9%). Over half of the healthcare providers demonstrated high scores in all professional development items. The mean post-test knowledge score was 32.01 ± 5.09. A one-sample t-test indicated a significant difference from the target score (t = 23.017; p = 0.001, 95% CI -8.67 to -7.31). Gender was a significant factor in communication assessment (t = 6.470; p = 0.001), and the frequency of attendance at the Healthy Community Clinic Refresher Training Program was strongly associated with overall post-test scores, as well as knowledge of diabetes mellitus, hypertension, communication skills, and implementation strategies (p = 0.021, 0.004, 0.001, and 0.001, respectively).

Conclusion

The findings reveal a favorable outcome regarding professional development, indicating that sustained training initiatives can enhance healthcare providers’ competencies and performance in community health settings.

Trial registration

: Clinical trial number: not applicable.

Peer Review reports

Introduction

The management of patients with chronic diseases, including hypertension (HTN) and diabetes mellitus (DM), is a fundamental responsibility of healthcare providers (HCPs), especially nurses, who serve a crucial role in community health [1]. Evidence suggests that managing chronic conditions effectively can substantially reduce morbidity and mortality rates [2]. For example, research has demonstrated that structured, nurse-led interventions can significantly enhance blood pressure control among patients with hypertension [3]. Furthermore, research published in Diabetes Care demonstrated that nurse-managed diabetes education programs significantly reduced HbA1c levels, indicating improved glycemic control [4]. These findings emphasize the critical role of proactive nursing interventions, patient education, and community outreach in managing chronic diseases, ultimately enhancing patients’ quality of life and reducing healthcare costs [5]. Through a collaborative approach to care, nurses can effectively mitigate the burden of chronic conditions on both individuals and the healthcare system.

The Royal Health Awareness Society (RHAS) develops and implements public health and safety awareness programs in collaboration with public, private, and civil society organizations. Among these initiatives, the Healthy Community Clinics (HCCs) program is designed to support health centers in delivering preventive health services and conducting health awareness sessions focused on non-communicable diseases (NCDs) and related health issues. This program establishes awareness clinics within Ministry of Health (MOH) health centers, providing integrated services that engage local communities in adopting healthier lifestyles to prevent chronic diseases [6]. The RHAS implemented a Continuous Training Program targeted at HCPs affiliated with Health Care Centers to elevate their knowledge, skills, and competencies. This initiative aims to enhance the quality of care and patient management in over 190 clinics throughout the Hashemite Kingdom of Jordan. Ongoing professional development for HCPs is essential for delivering high-quality care to patients with chronic conditions, as it ensures that practitioners remain well-informed on recent advancements in medical research, treatment protocols, and patient management strategies [7]. Participation in targeted training programs enables healthcare professionals to expand their knowledge, skills, and performance, facilitating a more comprehensive understanding of the complexities associated with chronic conditions and the specific needs of their patients [8]. Such programs not only deepen familiarity with evidence-based practices but also strengthen competencies in patient communication, interdisciplinary collaboration, and culturally responsive care [9]. Continuous professional development equips HCPs with the tools to apply innovative treatment strategies, ultimately enhancing patient outcomes and contributing to a better quality of life within the community [10]. However, addressing the training for HCPs in literature, there remains a notable gap in understanding how continuous training specifically influences knowledge retention, application in clinical practice, and overall professional development in diverse healthcare settings across Jordan especially with increasing the morbidity of NCDs. This study aims to evaluate the effectiveness of the Training Program in advancing the knowledge and professional growth of HCPs across Health Care Centers in Jordan.

Methods

Design

This study utilizes a post-test-only design to evaluate HCPs’ knowledge and professional development following the Healthy Community Clinic Refresher Training Program (HCCRTP). The HCCRTP was a joint initiative by the RHAS and the MOH. Conducted across 14 health directorates in Jordan, 13 training sessions took place between July 20 and August 15, 2024, each lasting two days and held in 8 different large educational centers to ensure accessibility for participants from all health directorates. All the training sessions were conducted separately in different periods, allowing more trainers to participate. A team of 5 experienced trainers was assigned to conduct each session, who are affiliated with RHAS’s in HCCs program, all of whom are certified Healthcare Quality Practitioners with professional backgrounds in Pharmacy, Nursing, Sports Education, Public Health, and Healthcare Management.

Participants

The study recruited all HCPs assigned to HCCs across the Hashemite Kingdom of Jordan (N = 330). Eligibility criteria required participants to have attended both training days; those who did not attend or attended only one day were excluded from the study. A minimum sample size of 181 was calculated to achieve a 95% confidence level, with a 0.5 margin of error and a population proportion of 50%. Of the eligible participants, 215 HCPs met the inclusion criteria, consented to participate, and completed the post-test assessment.

The HCCRTP

A two-day Refresher training program for HCC providers, six hours a day. The first day commenced with trainers introducing the NCDs, outlining the HCCs program’s objectives, and detailing services provided to the target beneficiaries. This was followed by a lecture on communication skills, emphasizing effective techniques for HCPs in interactions with patients managing NCDs. Subsequently, participants engaged in practical exercises to apply these communication skills in a classroom setting. The trainers proceeded with a session on behavior change theory, discussing the stages of behavioral change and highlighting the importance of privacy and confidentiality in individual and group support sessions. The importance of exercise and physical activities for the program’s beneficiary was addressed through a practical application. The day concluded with role-playing activities, in which five participants were randomly selected and given character roles to prepare scenarios for the second training day.

The second day began with trainers presenting a case study of a patient affected by health issues, and the scenarios prepared by the five selected participants from the previous day were enacted. These roles included the characters of a brave beneficiary, a silent beneficiary, an interested beneficiary, an opposing beneficiary, and the HCPs. This 30-minute role-play exercise effectively trained HCPs to handle interactions with diverse client types. The next session provided a comprehensive overview of the implementation plan for the Hybrid Model used in the HCCs program, discussing its application and highlighting its advantages and advantages (the Hybrid Model program is an implementation strategy of the next research paper). This was followed by an introduction to Type 2 DM and HTN, covering associated side effects, normal readings, symptoms, and critical control measures. Then a section focused on health messages for undiagnosed patients with normal readings but at risk, and another undiagnosed patient presenting elevated readings. Finalizing with a group session for open discussion of overall two-day sections (See Fig. 1).

Fig. 1
figure 1

Mind map of refresher training program for healthcare providers in healthy community clinics in two days

Full size image

Measures

To assess the effectiveness of the HCCRTP for HCPs a series of structured measures were developed to evaluate participants’ knowledge, professional growth, and demographic characteristics. Assessments were to provide a comprehensive understanding of the program’s influence on HCPs across multiple domains. This approach allowed for an in-depth evaluation of how the training contributed to skill enhancement and knowledge retention among HCPs in managing NCDs and implementing the objectives of the HCCs program.

  1. 1.

    Demographic Data: Data were collected on participants’ age, gender, years of experience, specialty, and frequency of attendance in prior training sessions within the program in different training topics or objectives.

  2. 2.

    Knowledge Assessment: A structured post-training knowledge questionnaire was developed by the HCCs team and reviewed by the Monitoring and Evaluation Department at RHAS, the items were evaluated by experts from the MOH for their representativeness and clarity with content validity of 0.88. This questionnaire, administered immediately after the training workshop, comprehensively assessed participants’ knowledge, attitudes, and practices. It was organized into three sections; Technical Knowledge: assessed participants’ understanding of DM & HTN comprising 20 items. Communication Skills and Behavior Change Techniques: focused on communication techniques and behavior modification strategies, with 8 items. Program Objectives and Implementation: Evaluated knowledge of the HCCs program’s objectives and implementation strategies, consisting of 12 items. The questionnaire provided a total score of 40, with 20 points allocated to correct answers of knowledge of diabetes and hypertension, 8 points to communication skills, and 12 points to program implementation strategies. This post-assessment offered valuable insights into the immediate impact of the training and highlighted areas for potential improvement in participants’ professional competencies (Appendix 1).

  3. 3.

    Professional Development Scale: The Professional Development Short Scale, validated across diverse occupations, was utilized to assess professional growth. This scale includes 8 items rated on a seven-point Likert scale from 1 (strongly disagree) to 7 (strongly agree). It demonstrated strong internal consistency with Cronbach’s α = 0.82 and McDonald’s Ω = 0.82 [11]. Scores of 1–2 indicated low professional development, 3–5 indicated moderate development, and 6–7 indicated high professional development.

Data collection

Upon completion of the training program, researchers distributed the questionnaire link (hosted via Google Forms) through WhatsApp groups, with prior approval from the group administrators at the RHAS. Participation was entirely voluntary, and the first page of the questionnaire contained detailed informed consent information. Participants were assured that the survey was anonymous; no identifying information—such as names, IP addresses, emails, or other unnecessary personal details—was collected, stored, or tracked. Although no financial incentives were provided, participants were informed beforehand that, upon completing the questionnaire, they would receive a comprehensive explanation of the correct answers, offering an additional educational benefit.

Statistical analysis

Data was analyzed using the Statistical Package for the Social Sciences (SPSS, version 23). Descriptive statistics were utilized to summarize participant characteristics, with frequencies and percentages calculated for categorical variables, and means and standard deviations for continuous variables. After conducting normality tests, a parametric approach was employed to compare means using a one-sample test, with an evaluation target score of 40 set as the reference value. The internal consistency of the knowledge questionnaire was assessed using Cronbach’s Alpha coefficient. Correlational analyses were performed to examine the relationships among the variables. For comparisons of knowledge test scores based on participant characteristics, independent sample t-tests, and one-way ANOVA were used for parametric data, while the Kruskal–Wallis and Mann–Whitney U tests were applied to nonparametric data.

Results

A total of 215 HCPs who attended the training and completed the questionnaire were included in the statistical analysis. The mean age of participants was 39.4 years (SD = 7.3). The sample had a high proportion of females (92.6%) and nursing professionals (87.9%). Most participants had over five years of experience (85.6%), and nearly half had attended the training three times or more (Table 1).

Table 1 Demographic and professional characteristics of study participants (n = 215)
Full size table

The majority of HCPs demonstrated high levels of achievement across all Professional Development items. Specifically, 73.5% of HCPs reported that their colleagues recognized their professional growth, 72.5% felt they had become more qualified professionals, and 71.2% indicated they are now well-prepared to undertake role-specific activities. Conversely, 7.4% reported low development in possessing the necessary skills for task completion, only 1.4% noted significant professional development since beginning their careers and they feel well prepared to undertake activities that are meant for them. Moreover, just 0.9% reported that their boss has already made compliments about their development as a professional (Table 2).

Table 2 The professional development of healthcare providers in the healthy community clinics (n = 215)
Full size table

The knowledge assessment test demonstrated good internal consistency, with Cronbach’s Alpha values exceeding 0.70 across the overall score and subcategories. The mean post-test knowledge score was 32.01 ± 5.09, with scores ranging from 14 to 40. A one-sample t-test revealed a statistically significant difference from the target score (t = 23.017; p = 0.001, 95% CI -8.67 to -7.31). The mean scores for the knowledge subcategories were as follows: DM and HTN at 14 ± 1.42, communication skills at 6 ± 1.15, and implementation strategies at 8 ± 1.73. Each subcategory showed statistically significant differences from its respective target group (p > 0.05) (Table 3).

Table 3 Comparison of post-test scores of healthcare providers in healthy community clinics with target total score (40) and subcategory scores (n = 215)
Full size table

Gender emerged as a significant factor in the communication assessment among HCPs (t = 6.470; p = 0.001) indicating that females may be more effective or more engaged in communication than males. Additionally, the frequency of HCPs’ attendance at the HCCRTP was strongly associated with improvements in the overall post-test score, as well as in specific areas including DM and HTN knowledge, communication, and implementation strategies (p = 0.021, 0.004, 0.001, and 0.001, respectively). However, no significant associations were observed between participants’ age, specialty, or experience and their knowledge of DM and HTN, communication skills, or implementation strategies (Table 4).

Table 4 Knowledge test scores and demographic comparisons among healthcare providers (N = 215)
Full size table

Discussion

The findings from this quasi-experimental study offer compelling evidence of the impact of continuous training on the knowledge and professional development of HCPs across Health care centers in Jordan. Results indicate a notable positive trend in professional growth among HCPs, with more than half of participants reporting high levels of development across various professional domains. Specifically, 73.5% of HCPs reported that their colleagues acknowledge their professional advancement, 72.5% feel they have become more qualified professionals, and 71.2% believe they are well-prepared to carry out role-relevant activities. These findings underscore not only the effectiveness of ongoing professional development initiatives but also highlight the importance of social recognition and self-efficacy in cultivating a culture of continuous improvement among HCPs.

Comparison with previous studies reveals that the perceptions of professional growth among HCPs in this study align with established literature [12, 13]. For instance, Byungura et al. (2022) found that HCPs who participate in continuous education and training programs frequently report increased confidence in their skills and competencies. The present study’s finding that a substantial proportion of HCPs feel recognized by their colleagues for their professional growth further corroborates this literature, suggesting that peer acknowledgment is instrumental in reinforcing ongoing professional development.

Furthermore, the high levels of perceived qualification (72.5%) reported by participants align with findings from a meta-analysis by Cervero and Gaines (2015), which demonstrated that targeted training programs significantly improve participants’ self-perception of competence [14, 15]. Such self-efficacy is critical; as Bandura (1997) asserts, individuals who believe in their capabilities are more inclined to engage in challenging tasks and persevere despite obstacles [16]. According to Table 1, 7.4% of HCPs reported low development in their professional skills, but 1.4% reported a low level of significant professional progress. Furthermore, only 0.9% reported receiving compliments from their supervisors regarding their professional growth. These lower percentages highlight a potential disconnect between the overall positive perceptions of professional development and the actual acknowledgment and support provided by leadership. These figures underscore a developmental gap that warrants attention. Prior research has identified barriers such as time constraints, limited access to resources, and insufficient institutional support as significant obstacles to professional development for HCPs [17]. Addressing these barriers is essential to ensure that all HCPs have equitable access to ongoing training and professional growth opportunities.

The relatively low percentage of HCPs perceiving substantial professional development raises questions about the adequacy of existing training programs. As previous studies have shown, the effectiveness of professional development initiatives is strongly influenced by their relevance to participants’ needs and the practical application of acquired skills in real-world contexts [18]. While many HCPs report positive experiences with their professional growth, there may be opportunities further to refine the design and delivery of training programs to align more closely with the evolving demands of healthcare practice. The knowledge assessment results indicate a significant improvement in participants’ understanding following the training program. An overall post-test mean score of 32.01 out of a possible 40 reflects a strong grasp of the material. The significant t-test result (t = 23.017; p = 0.001) further validates the training’s impact, demonstrating that the mean post-test score was notably higher than the target, suggesting that participants retained and integrated the knowledge into their practice.

This study’s focus on specific areas such as diabetes management, communication skills, and implementation strategies aligns with prior research emphasizing the role of communication training in enhancing patient-provider interactions, which in turn improves patient outcomes [19,20,21]. The high scores in communication skills observed in this study support the view that targeted training can effectively address essential competencies. Detailed examination of specific knowledge areas reveals substantial comprehension in key topics, including diabetes management (mean score of 14 ± 1.42), communication skills (mean score of 6 ± 1.15), and implementation strategies (mean score of 8 ± 1.73). These findings emphasize the value of training programs incorporating technical knowledge and soft skills, such as communication and behavior change techniques, addressing critical competencies needed for HCPs in community clinic settings. Additionally, gender emerged as a significant factor influencing communication scores, with female HCPs scoring higher than their male counterparts (t = 6.470; p = 0.001). This result aligns with literature suggesting that female HCPs often exhibit stronger communication skills, potentially due to innate empathetic qualities or socialization patterns [22,23,24].

The frequency of attendance at the training program was significantly associated with overall post-test scores and specific knowledge domains (p = 0.021 for overall scores; p = 0.004 for diabetes knowledge; p = 0.001 for hypertension knowledge; p = 0.001 for communication; and p = 0.001 for implementation strategies). This finding underscores the role of repeated exposure to educational content in enhancing knowledge retention and application [25, 26], aligning with evidence that regular engagement in professional development activities correlates with improved clinical performance. Conversely, variables such as age, specialty, and years of experience did not show significant associations with knowledge improvement in this study. This contrasts with findings from other research where experience level was linked to enhanced clinical decision-making and knowledge application [24, 27]. This study’s lack of significant association may indicate that while experience is valuable, it does not necessarily lead to updated knowledge without ongoing education. These results align with findings from [28] which reported a negative correlation between nurses’ age and years of experience and their knowledge scores.

Limitations and strengths of the study

One limitation of this study is the post-test-only design, which restricts the ability to assess pre-existing knowledge levels, limiting insights into the direct impact of the training program over time. Additionally, the reliance on self-reported data may introduce response biases, as participants might overestimate or underestimate their competencies. The demographic homogeneity, particularly the high proportion of female and nursing participants, may also restrict the generalizability of the findings to other healthcare provider groups. Furthermore, while the study covers multiple health directorates, the geographic focus on Jordan may limit the applicability of findings to broader or international contexts. On the other hand, this study offers significant strengths, particularly its large sample size and broad coverage across 14 health directorates, which enhance its representativeness and relevance within the Jordanian healthcare context. The structured and targeted design of the training program addresses essential knowledge and skill areas, such as diabetes management, hypertension, and communication skills, reflecting a comprehensive approach to HCP professional development. Additionally, the study’s use of validated assessment tools provides robust measures of knowledge and professional growth, ensuring reliability in evaluating training outcomes.

Implications for practice

The findings underscore the importance of continuous training for HCPs working in community settings. The demonstrated improvements in knowledge and professional competencies indicate that structured training programs are effective in enhancing HCPs’ abilities to manage chronic diseases and communicate effectively with patients. By integrating regular training sessions, healthcare institutions can foster an environment of continuous learning and skill advancement. Furthermore, addressing identified barriers to participation, such as time constraints and resource limitations, can help broaden access to training across healthcare specialties, ensuring that all providers can benefit from ongoing professional development. This approach is likely to contribute to improved patient care and health outcomes in community healthcare settings. Further, explores policy implications for integrating structured training into national healthcare frameworks to ensure sustainability and scalability.

Recommendation

Several recommendations are proposed to enhance the effectiveness of training programs, optimize HCPs engagement, and improve patient care quality within community healthcare settings:

  • Expand Training Accessibility: To increase participation among HCPs from diverse specialties, it is essential to address barriers such as time constraints, resource limitations, and scheduling conflicts. Offering flexible training schedules, online modules, or hybrid formats could improve accessibility, particularly for HCPs with demanding clinical responsibilities.

  • Incorporate Pre- and Post-Training Assessments: Introducing pre-training assessments alongside post-training evaluations would provide a more thorough measure of self-efficacy, knowledge gains and program effectiveness. This approach would offer clearer insights into the impact of training on HCPs’ knowledge and skills.

  • Tailor Content to Diverse Learning Needs: Given the varied professional backgrounds of HCPs, future training programs should include customized content to meet the specific needs of different specialties. For example, modules that emphasize advanced clinical skills, chronic disease management, or culturally sensitive communication may be particularly valuable.

  • Foster a Culture of Peer Support and Recognition: As peer acknowledgment has a positive effect on professional growth, cultivating a supportive environment where HCPs actively recognize each other’s development could further reinforce learning outcomes. Establishing formal peer mentorship programs or regular feedback sessions could help build this culture.

  • Conduct Longitudinal Follow-Ups: Future research should examine the long-term impact of training on patient outcomes and healthcare quality. Regular follow-up assessments would provide valuable insights into the sustained benefits of training and help identify areas for ongoing improvement.

  • Encourage Institutional Support for Continuous Learning: Healthcare institutions should prioritize continuous professional development by allocating resources, policies, funding, and incentives for HCP training. Institutional support is crucial to establishing a sustainable framework for ongoing education, thereby fostering a more skilled and adaptable healthcare workforce.

Conclusion

This study demonstrates the positive impact of continuous training on the knowledge and professional growth of HCPs in Jordan’s Healthy Community Clinics. High participation levels and significant knowledge gains emphasize the value of sustained investment in such programs.

Data availability

Research data will be available upon your request.

Abbreviations

HCPs:

Healthcare providers

HCCs:

Healthy Community Clinics

HCCRTP:

Healthy Community Clinic Refresher Training Program

DM:

Diabetes mellitus

HTN:

Hypertension

NCDs:

Non-communicable diseases

MOH:

Ministry of Health

RHAS:

Royal Health Awareness Society

IRB:

Institutional Review Board

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Acknowledgements

We sincerely thank the Royal Health Awareness Society (RHAS) for its invaluable support and active participation in this research. We want to express our sincere appreciation to our partner, the Ministry of Health, as well as the 14 health directorates across Jordan and the healthcare centers providing HCC services. Special thanks go to the healthcare center principals and the dedicated healthcare providers in HCC who participated in the survey.

Funding

The study has partial support from Zarqa University.

Author information

Authors and Affiliations

  1. Community and Mental Health Department, Faculty of Nursing, Zarqa University, Zarqa, Jordan

    Khitam Alsaqer

  2. Royal Health Awareness Society, Amman, Jordan

    Amal Ireifij, Abdullah Al Nsour, Sara Abu Hashish, Ramadan Farajat, Asma Khresat & Mahmoud Nabulsi

  3. College of Nursing, Sulaiman Al Rajhi University, Al Bukayriah, Saudi Arabia

    Duaa Fayiz Al-Maghaireh

  4. Faculty of Nursing, Yarmouk University, Irbid, Jordan

    Mariam Kawafha

  5. King Hussein Medical Center, Amman, Jordan

    Rami Farraj

  6. Ministry of Health Building, Al-Jubeiha, Amman, Jordan

    Saif Fakhoury

Authors
  1. Khitam Alsaqer
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  2. Amal Ireifij
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Contributions

K.A, D.M, and M.K. wrote the main manuscript, Analysis, and review. A.I. Supervion. A.A, R.F, and S.A review and investigation. All authors reviewed the manuscript.

Corresponding author

Correspondence to Khitam Alsaqer.

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This study received approval from the Institutional Review Board (IRB) at Philadelphia University (no. 3/5/2023–2024) and the IRB of the Ministry of Health of Jordan (no. MOH/REC/2024/653). This study was conducted following the principles outlined in the Declaration of Helsinki, ensuring that all ethical considerations were upheld throughout the research process. All participants involved were required to provide informed consent to participate, and additional permissions were obtained from all collaborative institutes involved. Confidentiality and the ethical treatment of participants were strictly maintained throughout the study.

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Alsaqer, K., Ireifij, A., Al-Maghaireh, D. et al. Effectiveness of a continuous training program on knowledge and professional development of healthcare providers in healthy community clinics in Jordan: a quasi-experimental study. BMC Nurs 24, 566 (2025). https://doiorg.publicaciones.saludcastillayleon.es/10.1186/s12912-025-03046-4

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  • DOI: https://doiorg.publicaciones.saludcastillayleon.es/10.1186/s12912-025-03046-4

Keywords

BMC Nursing

ISSN: 1472-6955

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