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.