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.

Background:

Delegation is a very important time management tools used by headnurses in order to achieve productive outcomes. The use of delegation in nursing management can solve many issues and problems that faced nursing staff such as; nursing shortage and turnover.

Aim:

Determine headnurses' attitudes toward delegation and assess their delegation strategies. Descriptive study design was used.

Setting:

This study was conducted at Assuit University Hospitals.

Subject:

All headnurses (No.= 103). The data collected through self-administered questionnaire which consisted of three parts (personal data sheet, Delegation Attitudes, and Delegation Strategies).

Results:

Majority of headnurses are female aged from 30–40 years old, and they can improve their delegation attitudes. The highest percent score of delegation attitudes and strategies for headnurses working at El-Rajhi hospital and the lowest percent at the Main Assuit Hospital.

Conclusion:

The highest percent of headnurses can improve their delegation attitudes, and the most delegation strategies used are evaluate her/himself in delegating process.

Recommendations:

An in service training should be done for all headnurses to improve their capacity to use delegation as time management strategy.