While complications following thyroidectomy are rare, their consequences can be life-threatening. So nurses must recognized complications that may arise as a result of thyroidectomy.Aim of the study: was to assess nurses' performance for patients undergoing thyriodectomy and post thyroidectomy complications that face those patients. Research questions: What is the nurses' performance for patients undergoing thyroidectomy? and What are the postoperative complications that face patients undergoing thyroidectomy?.Subjects and methods: The study was carried out at general surgery department and out patient clinics of this department at Assiut University Hospital. The sample consisted of 36 (male and female) nurse who were currently assigned for giving care of 40 patients who had undergone thyroidectomy. The methodology is divided into four designs :Technical design,operational design, Administrative design,and Statistical design. Tools utilized for data collection were interview questionnaire sheet, observation checklist for nurses and patient assessment sheet. Results:The results showed that; less than half of nurses (41.7%) have an age less than 40 years old. Nursing diploma was the highest proportion (94.4 %), and none of them got the opportunity of attending any previous training program about nursing care for patients undergoing thyroidectomy. Also results showed that more than half of the patients (67.7%) have an age ranged from 30 to 44 years., most of them (87.5%) were female and more than half (52.5 %) of patients had simple goiter and subtotal thyroidectomy was the most surgical procedure frequently performed. Some patients developed some complications in different times. In conclusion: Nurses showed inadequacy of their performance regarding care of patients undergoing thyroidectomy, and some patients developed postoperative complications and the most prevalent during all times of researcher’s follow up were tetany and recurrent laryngeal nerve injury. Recommendation: Nurses in need for in-services training programs and refreshing courses to improve their knowledge which will reflect into their performance while working with patients.

While complications following thyroidectomy are rare, their consequences can be life-threatening. So nurses must recognized complications that may arise as a result of thyroidectomy.Aim of the study: was to assess nurses' performance for patients undergoing thyriodectomy and post thyroidectomy complications that face those patients. Research questions: What is the nurses' performance for patients undergoing thyroidectomy? and What are the postoperative complications that face patients undergoing thyroidectomy?.Subjects and methods: The study was carried out at general surgery department and out patient clinics of this department at Assiut University Hospital. The sample consisted of 36 (male and female) nurse who were currently assigned for giving care of 40 patients who had undergone thyroidectomy. The methodology is divided into four designs :Technical design,operational design, Administrative design,and Statistical design. Tools utilized for data collection were interview questionnaire sheet, observation checklist for nurses and patient assessment sheet. Results:The results showed that; less than half of nurses (41.7%) have an age less than 40 years old. Nursing diploma was the highest proportion (94.4 %), and none of them got the opportunity of attending any previous training program about nursing care for patients undergoing thyroidectomy. Also results showed that more than half of the patients (67.7%) have an age ranged from 30 to 44 years., most of them (87.5%) were female and more than half (52.5 %) of patients had simple goiter and subtotal thyroidectomy was the most surgical procedure frequently performed. Some patients developed some complications in different times. In conclusion: Nurses showed inadequacy of their performance regarding care of patients undergoing thyroidectomy, and some patients developed postoperative complications and the most prevalent during all times of researcher’s follow up were tetany and recurrent laryngeal nerve injury. Recommendation: Nurses in need for in-services training programs and refreshing courses to improve their knowledge which will reflect into their performance while working with patients.

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 nurses 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 dimension except evaluation of patient condition. Lastly, with nurse managers used delegative decision making style the 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 top five feedback about employee performance.

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 nurses 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 dimension except evaluation of patient condition. Lastly, with nurse managers used delegative decision making style the 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 top five feedback about employee performance.

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 nurses 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 dimension except evaluation of patient condition. Lastly, with nurse managers used delegative decision making style the 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 top five feedback about employee performance.

Abstract: The annual number of unsafe abortions is increasing due to the growing number of women of reproductive age globally, according to the World Health Organization. The WHO estimated 21.6 million unsafe abortions in 2008. The aim of the study was to assess the hospital rate of abortion for one year at the Woman’s Health Hospital, Assiut University, Egypt and to assess the knowledge of post abortion women about the timing of fertility return and their intention for using post abortion family planning methods. Subjects and methods: A Cross Sectional study was used in carrying out this study. The following tool was used in the current study: Structured interviewing questionnaire which included the following data: Data related to fertility return awareness and the intention of these women for the future use of family planning methods. Results: The hospital based rate of abortion is 9.4% according to the hospital statistical based data, 2011. More than half of women (56.7%) didn’t know any type of post abortion family planning methods, nearly two thirds of them (61.4%) didn’t know the time of fertility return after abortion, three quarters of women (78.6%) want to postponing childbearing and nearly two thirds of them (62.9%) had no intention for using post abortion family planning methods. Conclusions: Based on the results of the present study, it can be concluded that there is a lack of knowledge of these women about the time of fertility return after abortion and the family planning methods should be used after abortion. Recommendations: In Upper Egypt, there is a need of postabotion family planning counseling programs as an essential part of postabortion care.

Abstract: This study was amid to assessing the organizational justice, trust and commitment in three university hospitals at Assuit and studying the effect of organizational justice and trust on employees' commitment at different setting. Research design: was a cross-sectional descriptive correlation research design. Setting: The study was carried out at Assiut University Hospitals (main, pediatric and woman reproductive health hospital) Subject: included a representative sample (727) from the total number of nurses who working in the three hospitals. Tools: Three tools were used for data collection; namely Organizational Justice Questionnaire, Organizational Trust Scale, and Commitment Scale Items. Results revealed that there was a significant positive relationship between organizational justice and trust, a positive relationship between organizational justice and commitment, organizational trust was have a positive and significant relationship on employees' commitment Conclusions: Organizational justice was significantly correlated with organizational trust and commitment. Recommendation: Organizational management should apply and create what is called climate of fairness and trust through working within a team contribution. Nurse managers should guiding staff nurses with feedback, open communication and give them the opportunities to exchange ideas that fosters a genuine commitment.

Abstract: This study was amid to assessing the organizational justice, trust and commitment in three university hospitals at Assuit and studying the effect of organizational justice and trust on employees' commitment at different setting. Research design: was a cross-sectional descriptive correlation research design. Setting: The study was carried out at Assiut University Hospitals (main, pediatric and woman reproductive health hospital) Subject: included a representative sample (727) from the total number of nurses who working in the three hospitals. Tools: Three tools were used for data collection; namely Organizational Justice Questionnaire, Organizational Trust Scale, and Commitment Scale Items. Results revealed that there was a significant positive relationship between organizational justice and trust, a positive relationship between organizational justice and commitment, organizational trust was have a positive and significant relationship on employees' commitment Conclusions: Organizational justice was significantly correlated with organizational trust and commitment. Recommendation: Organizational management should apply and create what is called climate of fairness and trust through working within a team contribution. Nurse managers should guiding staff nurses with feedback, open communication and give them the opportunities to exchange ideas that fosters a genuine commitment.

Abstract: This study was amid to assessing the organizational justice, trust and commitment in three university hospitals at Assuit and studying the effect of organizational justice and trust on employees' commitment at different setting. Research design: was a cross-sectional descriptive correlation research design. Setting: The study was carried out at Assiut University Hospitals (main, pediatric and woman reproductive health hospital) Subject: included a representative sample (727) from the total number of nurses who working in the three hospitals. Tools: Three tools were used for data collection; namely Organizational Justice Questionnaire, Organizational Trust Scale, and Commitment Scale Items. Results revealed that there was a significant positive relationship between organizational justice and trust, a positive relationship between organizational justice and commitment, organizational trust was have a positive and significant relationship on employees' commitment Conclusions: Organizational justice was significantly correlated with organizational trust and commitment. Recommendation: Organizational management should apply and create what is called climate of fairness and trust through working within a team contribution. Nurse managers should guiding staff nurses with feedback, open communication and give them the opportunities to exchange ideas that fosters a genuine commitment.

This research was conducted as a descriptive cross-sectional study with the purpose of assessing the nurses' perception toward the disciplinary process followed at Assuit University Hospitals. The research participants was 187 included 31 head nurses and 156 staff nurses who agreed to participate in the study. The study sample was distributed among the selected hospitals by proportional allocation. A questionnaire developed by the researchers in the light of information in the related literatures, included two sections, participants' socio demographic characteristics and questions asked about disciplinary process applied at Assuit University Hospitals. Majority of the head nurses had a bachelor degree of nursing, and most of staff nurses had a diploma of secondary nursing school. Most participants were females and disciplined for unethical behaviors followed by professional misconduct. There was a statistical significant difference between the studied subjects' age, job position, years of experience, and educational qualification regarding the situations that impose employee discipline. Based on the finding of the present study, we concluded that the hospital nurses' perception toward the disciplinary process was moderate as regards to the reasons of undesired behaviors, below half of them had good perception regarding the situations that impose employee discipline and the same percentage had poor perception about the disciplinary principles. Based on the study findings we recommended the following recommendations are conducting a job orientation program from the first day of employment about rules of conduct and hospital policies for all nursing personnel. The nurse managers and their staff must be informed about the aims, rules, principles, situations that enforcing them for disciplinary action, errors and sequence of the progressive disciplinary action process.