The aim of the study was to assess the relationship between the assertiveness and leadership styles among nurses' managers at Assiut University Hospitals. The study sample including all the available nurses' managers (82) currently assigned to work in different units at Assiut University Hospitals; (I) director of nursing, (3) Assistant director, (l2)supervisors, and (66) head nurses. The questionnaire sheet consisted of three parts: The first part related to socio-demographic characteristics of the study sample (age, qualifications, position, and years of experience). The second part of the tool consisted of 34 questions that measure the assertiveness of the nurse managers. The possible responses of this part were strongly agree scored (I), agree scored (2), sometimes scored (3), disagree scored (4), and strongly disagree scored (5). The third part of the tool consisted of 16 questions that measure the leadership style of the nurses' managers. The possible responses of this part were yes scored (I), and no scored (0). The questionnaire is divided into three parts (each part involves six questions) the first six questions detected the directive leadership style, the second six questions detected the participative leadership style, and the last six questions detected the permissiveness leadership style. The result denoted that there were no statistically significant differences between leadership styles and assertiveness among the nurses' managers. On the light of the present findings the researchers recommended the necessity of sharing of the nurses in decision - making, policy making, informing the nurse managers with description of each position, the nurses ' managers must have authority commensurate with their responsibilities, and must have adequate opportunity for promotion, professional growth and inservice training opportunity about communication and lead ship in nursing.

The aim of the study was to assess the relationship between the assertiveness and leadership styles among nurses' managers at Assiut University Hospitals. The study sample including all the available nurses' managers (82) currently assigned to work in different units at Assiut University Hospitals; (I) director of nursing, (3) Assistant director, (l2)supervisors, and (66) head nurses. The questionnaire sheet consisted of three parts: The first part related to socio-demographic characteristics of the study sample (age, qualifications, position, and years of experience). The second part of the tool consisted of 34 questions that measure the assertiveness of the nurse managers. The possible responses of this part were strongly agree scored (I), agree scored (2), sometimes scored (3), disagree scored (4), and strongly disagree scored (5). The third part of the tool consisted of 16 questions that measure the leadership style of the nurses' managers. The possible responses of this part were yes scored (I), and no scored (0). The questionnaire is divided into three parts (each part involves six questions) the first six questions detected the directive leadership style, the second six questions detected the participative leadership style, and the last six questions detected the permissiveness leadership style. The result denoted that there were no statistically significant differences between leadership styles and assertiveness among the nurses' managers. On the light of the present findings the researchers recommended the necessity of sharing of the nurses in decision - making, policy making, informing the nurse managers with description of each position, the nurses ' managers must have authority commensurate with their responsibilities, and must have adequate opportunity for promotion, professional growth and inservice training opportunity about communication and lead ship in nursing.

The aim of the study was to assess the relationship between the assertiveness and leadership styles among nurses' managers at Assiut University Hospitals. The study sample including all the available nurses' managers (82) currently assigned to work in different units at Assiut University Hospitals; (I) director of nursing, (3) Assistant director, (l2)supervisors, and (66) head nurses. The questionnaire sheet consisted of three parts: The first part related to socio-demographic characteristics of the study sample (age, qualifications, position, and years of experience). The second part of the tool consisted of 34 questions that measure the assertiveness of the nurse managers. The possible responses of this part were strongly agree scored (I), agree scored (2), sometimes scored (3), disagree scored (4), and strongly disagree scored (5). The third part of the tool consisted of 16 questions that measure the leadership style of the nurses' managers. The possible responses of this part were yes scored (I), and no scored (0). The questionnaire is divided into three parts (each part involves six questions) the first six questions detected the directive leadership style, the second six questions detected the participative leadership style, and the last six questions detected the permissiveness leadership style. The result denoted that there were no statistically significant differences between leadership styles and assertiveness among the nurses' managers. On the light of the present findings the researchers recommended the necessity of sharing of the nurses in decision - making, policy making, informing the nurse managers with description of each position, the nurses ' managers must have authority commensurate with their responsibilities, and must have adequate opportunity for promotion, professional growth and inservice training opportunity about communication and lead ship in nursing.

Job satisfaction is the degree to which an individual feels positively or negatively about a job. It has been related to a number of organizational, professional and personal variables. So, in all nursing organizations, the issue of maintaining employee job satisfaction is a major concern to managers because of its potential impact on morale, quality patient care, productivity and cost. The aim of the present study was to measure the satisfaction of nurses with their work and work environment. The study was carried out in all departments of the Main Assiut University Hospital. The study sample included all the available head and staff nurses (297) currently assigned to work in the selected Departments at Main Assiut University Hospital. The questionnaire sheet consisted of two parts: The first part related to socio-demographic characteristics of the study sample. (Age, Gender, place of work, qualifications, and years of experience). The second part of the tool consisted of 37 questions related to measures that related satisfaction of nurses' with quality of work and work environment. The Scoring systems of this part were satisfied scored (3), hesitate scored (2), and dissatisfied scored (1). The result denoted that there was statistically significant differences between head nurses and staff nurses in relation to job satisfaction as regard nursing practice environment «0.001 *) , enough time and support for patient care «0.004*), followed by relations with supervisor, peers and physicians «0.02*). While, there were not statistically differences in job satisfaction as regard contribution to hospital, profession, and own sense of achievement, praise for well done work from peers, and physicians, and nursing administration, use of full range of nursing skills, clinical challenges, and opportunities to serve others, sharing in decision-making for nursing service and hospital policy, fair and adequate opportunities for advancement, followed by professional growth, salary and benefits, work schedules, vacation, in-service. On the light of the present findings the authors recommended the necessity of sharing of the nurses in decision - making, policy making, and must be their adequate for advancement, professional growth and in-service training opportunity.

Job satisfaction is the degree to which an individual feels positively or negatively about a job. It has been related to a number of organizational, professional and personal variables. So, in all nursing organizations, the issue of maintaining employee job satisfaction is a major concern to managers because of its potential impact on morale, quality patient care, productivity and cost. The aim of the present study was to measure the satisfaction of nurses with their work and work environment. The study was carried out in all departments of the Main Assiut University Hospital. The study sample included all the available head and staff nurses (297) currently assigned to work in the selected Departments at Main Assiut University Hospital. The questionnaire sheet consisted of two parts: The first part related to socio-demographic characteristics of the study sample. (Age, Gender, place of work, qualifications, and years of experience). The second part of the tool consisted of 37 questions related to measures that related satisfaction of nurses' with quality of work and work environment. The Scoring systems of this part were satisfied scored (3), hesitate scored (2), and dissatisfied scored (1). The result denoted that there was statistically significant differences between head nurses and staff nurses in relation to job satisfaction as regard nursing practice environment «0.001 *) , enough time and support for patient care «0.004*), followed by relations with supervisor, peers and physicians «0.02*). While, there were not statistically differences in job satisfaction as regard contribution to hospital, profession, and own sense of achievement, praise for well done work from peers, and physicians, and nursing administration, use of full range of nursing skills, clinical challenges, and opportunities to serve others, sharing in decision-making for nursing service and hospital policy, fair and adequate opportunities for advancement, followed by professional growth, salary and benefits, work schedules, vacation, in-service. On the light of the present findings the authors recommended the necessity of sharing of the nurses in decision - making, policy making, and must be their adequate for advancement, professional growth and in-service training opportunity.

Conflict is one of the most prevalent issues facing nursmg management today. The introduction of new specialties is often associated with highly technical procedures, an increase in the body of knowledge and a complexity of nursing skills needed in the working units. This study aimed to determine nurses' styles in managing conflict at Assiut Main University Hospital. Subjects of this study comprised all nurses who were available at the time of the study (n = 140) at the general medical and surgical inpatient care units at the previously mentioned hospital. A modified version cif Thomas-Kilmonn, questionnaire-based on the self assessment questionnaire developed by Steers and Black, was used to assess the different nurses styles in managing conflicts at Assiut Main University Hospital this study revealed that accommodating was the most frequently used style by nurses in managing conflict in their working settings. Also, a positive relationship was found between their educational level and use of accommodating style in managing conflict. Furthermore, significant relationships were revealed between nurses' age and their use of competing and compromising styles in managing conflict and between nurses' years of experience and their use of collaborating style.

Conflict is one of the most prevalent issues facing nursmg management today. The introduction of new specialties is often associated with highly technical procedures, an increase in the body of knowledge and a complexity of nursing skills needed in the working units. This study aimed to determine nurses' styles in managing conflict at Assiut Main University Hospital. Subjects of this study comprised all nurses who were available at the time of the study (n = 140) at the general medical and surgical inpatient care units at the previously mentioned hospital. A modified version cif Thomas-Kilmonn, questionnaire-based on the self assessment questionnaire developed by Steers and Black, was used to assess the different nurses styles in managing conflicts at Assiut Main University Hospital this study revealed that accommodating was the most frequently used style by nurses in managing conflict in their working settings. Also, a positive relationship was found between their educational level and use of accommodating style in managing conflict. Furthermore, significant relationships were revealed between nurses' age and their use of competing and compromising styles in managing conflict and between nurses' years of experience and their use of collaborating style.

Infection control in the burn patients has been a difficult problem since. Infection control in burn patients requires expertise of all practitioners interested of micro-organisms and most practice in infection control techniques to avoid spreading of infection to the burned patients. In a recent report from a burn unit, staphylococcal species, especially staph. aurous. Accounted for the majority of infections at all body sites. Thus the aim of this study was to investigate the impact of nursing intervention on the quality of nurses, performance for reducing of burn wound infection. 13 male and female nurse's working in burn unit and 90 male and female burned patients, there were divided into two equal groups for study pre- and post nursing' intervention, they were selected randomly with the following inclusion criteria: Adult patients with age more than 20 years old and all admitted to the burn unit with in 5-8 days. Nursing intervention about burn. infection control and wound dressing was developed and given to nurses. It included theoretical and practical parts. Questionnaire sheet to assess the nurse's knowledge pre- and post-intervention and check list observation sheet to assess' nurse's performances about wound dressing pre-and post- intervention. In addition to utilization of patient evaluation sheet to assess result of wound cultures, the nursing intervention (95,60 %) compared with that before the 'nursing intervention (24.6%).

Arterial hypertension disease is the leading cause of morbidity and mortality in the world to day. The aim of the study was conducted to identify lifestyle patterns among hypertensive patients, was carried out in the medical wards and out patients clinic of Assiut university Hospital to select a sample of 120 adult hypeltensive patients. The study data was gathered by a specially designed interview schedule, which was developed based on (HPLP). The interview was covering sixe areas of lifestyle patterns. The areas were self-actualization, interpersonal support, stress management, exercises, Nutrition and health responsibility. The main finding of this study showed that 60% of patients are males and 40% are females, 43% aged from 30t050 years old. 54% of patient married and low educational level. As regards of occupation 36% of them were technical workers and 62.5% of patients were living in rural areas. There is significant different between physical activity and occupation also between physical activity and residence.

Arterial hypertension disease is the leading cause of morbidity and mortality in the world to day. The aim of the study was conducted to identify lifestyle patterns among hypertensive patients, was carried out in the medical wards and out patients clinic of Assiut university Hospital to select a sample of 120 adult hypeltensive patients. The study data was gathered by a specially designed interview schedule, which was developed based on (HPLP). The interview was covering sixe areas of lifestyle patterns. The areas were self-actualization, interpersonal support, stress management, exercises, Nutrition and health responsibility. The main finding of this study showed that 60% of patients are males and 40% are females, 43% aged from 30t050 years old. 54% of patient married and low educational level. As regards of occupation 36% of them were technical workers and 62.5% of patients were living in rural areas. There is significant different between physical activity and occupation also between physical activity and residence.