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It is recommended to improve the organizational climate through increasing the effectiveness of the Building a positive work climate, where trust and participation are hallmarks, and where conflict and changes are seen as productive, can produce a dynamic and flexible organization. The aim of this study was identifying the factual organizational climate as perceived by nurses, determining the causes and effects of conflict, management strategies, positive and negative effects of conflict, and assessing the employees for the chosen strategy for conflict management. It was conducted in Assiut University Hospital using a cross-sectional design. Subjects included 195 staff nurses, 107 head nurses, and 2 assistant nursing directors, and the director of nursing services administration. Data were collected using the organizational climate questionnaire and the organizational conflict questionnaire. The results revealed that 73.4% of nurses considered organizational climate as positive. Inter-group conflict was the highest (72.8%). Almost all nurses were for confrontational resolution strategy (97.0%), while avoiding was the lowest (80.7%). Most nurses considered conflict resolution strategies effective (83.3%), and had accepting attitude towards change (83.9%). Statistically significant relations were shown between inter-group conflict and nurses’ age (p=0.002), qualification (p=0.04), experience years (p=0.006), and job position (p=0.03). Positive organizational climate was associated with higher percentage of effective resolution, p0.001. Positive statistically significant correlations were found between organizational climate and effective resolution (r= 0.64), and positive effect of conflict (r=0.47), and between positive effect of conflict and effectiveness of resolution (r=0.46). It is concluded that most studied nurses considered organizational climate as positive. Positive organizational climate was associated with higher percentage of effective resolution, and more positive communication system, reconsidering the reward system, with emphasis on recognition and support.

It is recommended to improve the organizational climate through increasing the effectiveness of the Building a positive work climate, where trust and participation are hallmarks, and where conflict and changes are seen as productive, can produce a dynamic and flexible organization. The aim of this study was identifying the factual organizational climate as perceived by nurses, determining the causes and effects of conflict, management strategies, positive and negative effects of conflict, and assessing the employees for the chosen strategy for conflict management. It was conducted in Assiut University Hospital using a cross-sectional design. Subjects included 195 staff nurses, 107 head nurses, and 2 assistant nursing directors, and the director of nursing services administration. Data were collected using the organizational climate questionnaire and the organizational conflict questionnaire. The results revealed that 73.4% of nurses considered organizational climate as positive. Inter-group conflict was the highest (72.8%). Almost all nurses were for confrontational resolution strategy (97.0%), while avoiding was the lowest (80.7%). Most nurses considered conflict resolution strategies effective (83.3%), and had accepting attitude towards change (83.9%). Statistically significant relations were shown between inter-group conflict and nurses’ age (p=0.002), qualification (p=0.04), experience years (p=0.006), and job position (p=0.03). Positive organizational climate was associated with higher percentage of effective resolution, p0.001. Positive statistically significant correlations were found between organizational climate and effective resolution (r= 0.64), and positive effect of conflict (r=0.47), and between positive effect of conflict and effectiveness of resolution (r=0.46). It is concluded that most studied nurses considered organizational climate as positive. Positive organizational climate was associated with higher percentage of effective resolution, and more positive communication system, reconsidering the reward system, with emphasis on recognition and support.

Drugs intake during pregnancy may adversely affect developing embryo or fetus. These drugs are known as teratogen. So to be safe, only drugs that are absolutely necessary should be used with permission of knowledgeable practitioner. Aim: to assess level of women's knowledge about teratogenicity of drugs used during pregnancy. Research design: a cross sectional study. Material & methods: this study was conducted in Maternal and Child Health care Centers at Minia city. The study included 300 pregnant women, an interview sheet was used by the researcher to assess socio-demographic characteristics, obstetrical characteristics, and knowledge about drug intake during pregnancy. Results: the main finding of the study were exploring that more than half of the study sample had inadequate and poor knowledge regarding drug intake during pregnancy and only 28.7% of sample had adequate knowledge especially in relation to the risk time for taking drugs. The most common reasons for taking drugs was common cold 26.9%, drugs,18.3%to relieve headache and 45.2% of sample take drugs for heartburn. in this study, it was also found that certain factors seemed to affect women's knowledge regarding drug intake during pregnancy such as illiteracy, being housewife, and young age. Conclusion: women lack essential knowledge regarding drugs intake during pregnancy. These findings indicate need to inform pregnant women about dangers of drugs use during pregnancy especially during the first 12 weeks of pregnancy. Physician and nurses should play a key role in communicating theses risks.