Background; Organizational behavior (OB) determines its future functions, employees loyalty, and satisfaction. Aim;this study aimed to determine the relationship between organizational behaviors and nurse's job satisfaction. Setting; At Assiut University Main Hospital. Subjects; consisted of 200 nurses and 40 head-nurse. Tools; two tools were used 1- Organizational behaviors questionnaire and 2); Job satisfaction questionnaire. Results: Two thirds of nurses mentioned that their organization was operates in supportive behavior, followed by custodial behavior (66.7%,and 56.3%), more than half of nurses were satisfied regarding organizational behavior used (64.6%), and supportive behavior is the highest behavior that have significant impact on nurses job satisfaction Beta=.421.Conclusions; There was statistical significant difference between age category, years of experience and job satisfaction, also there was positive correlation between organizational behaviors and nurses job satisfaction. Recommendations: based on the study findings managers and administrators need to be trained to use supportive behavior in order to raise nurse's job satisfaction, and research report will be given to authorized person at Assiut University Main Hospital.

Today’s health care providers have been recognized that evidence based practice considered the corner and gold standard for quality and safe patient care. Aims 1) Investigate head nurses' attitudes and perceived barriers to implement EBP, 2) Explore head nurses self-efficacy and supporting factors to adopt EBP. 3) Determine head nurses training needs regarding EBP. Descriptive study design was used, Setting: this study was carried out at Assiut university hospitals. Subject: No.= 123 head nurses. Study Tools; consisted of 1) Personal data sheet 2) Perceptions of EBP questionnaire which developed by Majid, et al. (2011) and modified by the researcher. Results: One third of head nurses had positive attitudes toward EBP. As regard barriers that may hinder EBP about half of head nurses mentioned that resources not enough to implement EBP and lack of administrative support Conclusion: the highest percent score of supporting factor to implement EBP related to adequate time to conduct EBP. Meanwhile Head nurses first need for training is to know what is EBP mean, followed by how to search for evidences Recommendations: based up on results the following recommendation are drown; in-services training for head nurses bout EBP and enhance collaboration between nursing services and nursing education

The most important sources of conflict at any educational work-place occurs because opinions, perceptions of personnel are incompatible. The present study aimed to explore effect and levels of conflict among academic teaching staff and their assistant. The study subjects: No. = 102 academic teaching staff. Setting; Faculties of Nursing Assiut and Sohag Universities. Tool of data collection; A structured interview questionnaire consists of two parts; 1) Conflict resolution levels, and 2) Effect of conflict. Results: More than half of academic teaching staff and their assistant Faculty of Nursing Assiut University were average conflict level, and two third of them had positive effect of conflict. Meanwhile the majority of academic teaching staff and their assistant Faculty of Nursing Sohag University their conflict levels need improvement, and conflict affect them negatively. Conclusion; the present study concluded that academic teaching staff and their assistant Faculty of Nursing Assiut University achieve higher percent score than academic teaching staff and their assistant Faculty of Nursing Sohag University as regard levels of conflict resolution Recommendations: based up on study findings it is recommended that, academic teaching staff and their assistant need condensed training about conflict resolutions levels and strategies

Nurse Manager's main job in contemporary health care organization is to increase degree of employee's participation in decision making and goal setting which in return has greater impact on employee motivation, and satisfaction. This study aimed at determining decision making styles used by Nurse Managers at main Assuit university hospital, and the effect of these styles on Technical diploma nurse' satisfaction. Subject of the study: the sample consisted of 96 Technical diploma nurse and 35 Nurse Managers.

Setting:

Medical and Surgical units at main Assiut University Hospital. Tools of data collection the data collected using structured questionnaire form.

Results:

the highest percentage of Nurse Managers were used authoritarian decision making style and the lost percentage were used delegative decision making style.

Conclusion:

Nurse Managers who were using participative decision making style achieving the highest level of employees' satisfaction. Recommendations Give employees opportunities to participate in goals setting and decisions to increase their commitment toward goal achievement. And further studies should be done including different countries to investigate the effect of cultures on Nurse Managers' decision making styles.

This study aimed at determining decision-making styles used by nurse managers at main Assuit university hospital, and the effect of these styles on technical nurses' job performance. Methods: the sample consisted of 96 technical nurses and 35 nurse managers from medical and surgical units, the data collected using structured questionnaire form and technical nurses' performance evaluation sheet. Results: The highest percentage of nurse managers were used authoritarian, and the lowest used delegative decision making style. Performance of technical nurses working with nurse managers who used authoritarian decision-making style was significantly effective in care planning and evaluation of patient condition, while with nurse managers who used participative decision making style was significantly effective in all dimensions except evaluation of patient condition. Lastly, with nurse managers used delegative decision making style staff was significantly effective in implementation of patient care and their role in education Recommendation Arrange for meetings on regular basis between nurse managers and employees and nurse managers and director of nursing to give feed back about employees' performance.[Amaal S. Mohammed. Magda E. Nassar Soad A. Ghallab. Sahar M. Morsy. Nurses Managers' Decision Making styles and It's Effect on Staff Nurses' Job Performance. J Am Sci 2013; 9 (12): 170-179].(ISSN: 1545-1003). http://www. jofamericanscience. org. 22

Introduction: Conflict in some event becomes a normal and healthy part of human relationships. No one can deny that the compatibility in humans personality not exist there are a long range of individual differences. No two people exist until now can be expected to agree on everything at all times, it’s the nature of humanity. Conflicts are inevitable in the workplace as well as in personal and social life. Productive people’s needs to learn how to deal with conflict in a healthy way. When conflict is mismanaged, it can harm the relationship, but when handled in a positive way it's provides an opportunity for growth, ultimately strengthening the bonds between people. Conflict resolution skill levels are determinant factor for academic teaching staff productivity

Aim of the study:  Explore the effect of conflict and Investigate conflict resolution levels among academic teaching staff and their assistant at Faculties of Nursing Assiut and Sohag Universities.

Research design:  Descriptive correlational study design was used to carry out the study

Study setting: The present study was conducted at Faculties of Nursing Assiut, and Sohag Universities.

Study sample: Which included all academic teaching staff and their assistant at faculty of nursing Sohag University (No.=51) and equal number from  academic teaching and their assistant Faculty of Nursing Assiut University (No.=51)

Tool of data collection: Consists of two parts; part one  consists of A- Personal data  about age, Scientific degree, and years of experience and  B- Conflict resolution questionnaire includes 20 items used to assess conflict resolution skills levels, the responses were measured on five points Likert scale ranging from; (5= always, to 1= never).Scoring interpretation will varying according to 20 statements total score equal 100 measured as; (80-100) excellent level of conflict resolution; (60 – 79) average level of conflict resolution; (59 and below) level of conflict resolution need improvement.

Part two Effects of conflict, Positive effect it consist of 7 sub-items, and Negative effect which consist of 6 sub-items, responses will be measured on a 3-point Likert scale ranging from “agree”=3 to “disagree.” =1”

Result: More than half of them aged from 20 years to less than 30 (51.9%) about (41.2%) were demonstrators and (4%) from the total sample were assistant professors. About (44.1%) from them have less than five years of experience. About (3.9% ) of academic teaching staff at Faculty of Nursing Assiut university  had excellent level of conflict resolution, and (60.8%) from them were average level of conflict resolution,  meanwhile (80.4%) of academic teaching staff and their assistant at Faculty of Nursing Sohag University  need to improve level of conflict resolution and (19.6%) were average level of conflict resolution also there were a statistical significance difference between academic teaching staff  at Faculty of Nursing Assiut and Sohag Universities in all levels of conflict resolution. About ( 64.7%) of academic teaching staff and their assistant at Faculty of Nursing Assiut University had a positive conflict effect; meanwhile academic teaching staff and their assistant at Faculty of Nursing Sohag University (80.4%) of them had negative conflict effect.

Conclusion:

• • Regard conflict resolution levels more than half of academic teaching staff and their assistant Faculty of Nursing Assiut University were average level of conflict resolution, but the majority of academic teaching staff and their assistant Faculty of Nursing Sohag need to improve their conflict resolution level.
  • Nearly two third of academic teaching staff and their assistant Faculty of Nursing Assiut University mentioned that conflict had positive effect while the majority of  academic teaching staff and their assistant Faculty of Nursing Sohag illustrated that conflict had negative effect on them.

Recommendations: Condensed training for Academic teaching staff and their assistant about conflict resolutions levels and its strategies. Faculties' administrators should do the best to facilitate early investigation of conflict and resolve it in correct way

Nursing Managers hold a vital role in matching the vision of the institution with the vision of staff at the bed-side. Study Aim: Assess nursing manager's situational leadership style and nurses' work readiness levels. Study subject: nursing managers No= 84 and 420 nurses. Setting: Assiut and Sohag Universities hospitals. Tools; consists of; 1) Personal data sheet, 2) Situational leadership styles questionnaire, 3) Work readiness scale validity and reliability were ensured Results: highest percentage of nursing managers at Assiut and Sohag universities hospitals utilize participative style (50% & 47.6%) respectively, meanwhile lowest percentage of them utilize delegative leadership style (4.8%, and 2.4%) respectively. Also the highest percentages of nurses at Assiut and Sohag Universities Hospitals had moderate work readiness level (54.8%, & 48.6%) respectively, followed by high work readiness level (38.1%, 28.6) respectively. Conclusions; this study concluded that; the majority of Assiut and Sohag Universities hospitals nursing managers not utilize situational leadership style. But only more than half of nursing managers at Assiut and less than half of nursing managers at Sohage utilize participative style, also highest percent of nurses work readiness levels were moderate. Recommendation: Condensed training for nursing managers must be done to enable nursing managers to utilize leadership styles that best fit with nurse's work readiness level.

AbstractBackground: Learning organization culture is one of hospitals principals in which leaders encourage active learningactivities.

Aim:

assess learning organization culture among head nurses.

Setting:

different health care sectors inAssiut city.

Subject and method:

105 head nurses were participated.

Tool:

questionnaire sheet were used, whichincludes two parts: Personal data sheet and dimensions of learning organization questionnaire.

Results:

more thanhalf of head nurses are married and aged less than or equal 30 years (58.1%, 56.2%) respectively. The majority ofhead nurses are females having bachelor degree in nursing science (97.1, and 84.8%). Assiut University MainHospital head nurses have the highest mean scores regarding all domains of learning organization culture followedby El Mabaraa Hospital head nurses while El Shamla Hospital head nurses has the lowest mean scores.

Conclusion:

there is statistical significant difference between the three hospitals as regards all domains of learning organizationculture.

Recommendations:

implement policies and training programs to improve learning organization culture, andnew researches should be done to test the factors affecting the learning organization culture at different health caresectors in Assiut city

Background: Nurse to patient's ratio having great effect on quality of patients care providedespecially patient's safety. Aim: This study aimed to determine the effect of nurse patient's ratio on patient’s safety. Research design: descriptive, correlational research design was used. Setting: The study was conducted at Assiut Fever Hospital (Isolation, Hemodialysis and Health insurance units). Subject: 55 nurses were observed. Tools : Personal data sheet and patient's safety observational check list were used. Results: Nurses shortage appear in dialysis unit followed by health insurance unit and the highest percentage of shortage appear in isolation unit (53.4%, 61.5%, and 72%). Nurse patient's ratio have positive relation with nurses’ application of general and medication safety standards in morning shift (0.748, 0.778) respectively. There is a positive relation between the nurse patient's ratio in evening shift (100%), but in night shift was (98.2%) for not met general patient safety standards and 100% for medication safety standards Conclusion: There were statistically significant differences between nurses’ application of patient's safety standards dimensions and nurse patient's ratio in the three shifts  Recommendation: Developing strategies to use nurse patient's ratio effectively  and provide continuous training for nurses about national patient's safety standards.