The lack of professional identity in nursing is evidence by the large number of nurses who leave the field and by those who practice at sub-professional levels. It follows that where positive professional identities are weak or absent, both the profession and professional suffer. The aim of this study was to assess the professional identity among nurses at main Assiut University Hospital. The study was conducted at Main Assiut University Hospital. This study was carried out in the following departments: Medical departments, surgical departments, I.C.U s. Subject of study sample included all the available head and staff nurses (102) currently assigned to work in the selected units at main Assiut University Hospital. The distribution of these personnel was as follows: 26 head nurses and 76 staff nurses. Tool of the study: The questionnaire sheet is consisted of two parts: a) the first part related to socio-demographic characteristics of the study sample. It consisted of 5 questions related to (job position, department, years of experience, gender, and in-services training programs). b) The second part of the tool consisted of 56 questions developed by Ali, A (2004) to develop a tool for assessing nurses' professional identity. It consisted of 56 items; 27 items covered professional image; 25 items covered assertiveness and 4 items covered self-responsibility. The result revealed that there were no statistically significant differences between professional identity and socio-demographic characteristics of the study sample. The study concluded that the majority of study sample (head and staff nurses) was having low professional identity. On the light of the present findings the authors recommended that: leaders and managers must facilitate formal and informal communication through committees and participation in decision making, also, Evaluate nurses' practice in relation to practice standards, Leaders and managers must give a sense of support to nursing staff such as dealing with nurses equally as adult professional, there should be job description for nurses and their role set, and the Egyptian Nursing Syndicate should assess nursing problems by doing periodic surveys and make psychological support to the nurses by making social services benefit for them and their families (social clubs, social insurance, health insurance). Moreover, It should provide computer science and language courses for nurses. Also, it must cooperate with Egyptian faculties and institutes of nursing to develop own web site to declare the recent nursing researches.

The lack of professional identity in nursing is evidence by the large number of nurses who leave the field and by those who practice at sub-professional levels. It follows that where positive professional identities are weak or absent, both the profession and professional suffer. The aim of this study was to assess the professional identity among nurses at main Assiut University Hospital. The study was conducted at Main Assiut University Hospital. This study was carried out in the following departments: Medical departments, surgical departments, I.C.U s. Subject of study sample included all the available head and staff nurses (102) currently assigned to work in the selected units at main Assiut University Hospital. The distribution of these personnel was as follows: 26 head nurses and 76 staff nurses. Tool of the study: The questionnaire sheet is consisted of two parts: a) the first part related to socio-demographic characteristics of the study sample. It consisted of 5 questions related to (job position, department, years of experience, gender, and in-services training programs). b) The second part of the tool consisted of 56 questions developed by Ali, A (2004) to develop a tool for assessing nurses' professional identity. It consisted of 56 items; 27 items covered professional image; 25 items covered assertiveness and 4 items covered self-responsibility. The result revealed that there were no statistically significant differences between professional identity and socio-demographic characteristics of the study sample. The study concluded that the majority of study sample (head and staff nurses) was having low professional identity. On the light of the present findings the authors recommended that: leaders and managers must facilitate formal and informal communication through committees and participation in decision making, also, Evaluate nurses' practice in relation to practice standards, Leaders and managers must give a sense of support to nursing staff such as dealing with nurses equally as adult professional, there should be job description for nurses and their role set, and the Egyptian Nursing Syndicate should assess nursing problems by doing periodic surveys and make psychological support to the nurses by making social services benefit for them and their families (social clubs, social insurance, health insurance). Moreover, It should provide computer science and language courses for nurses. Also, it must cooperate with Egyptian faculties and institutes of nursing to develop own web site to declare the recent nursing researches.

The lack of professional identity in nursing is evidence by the large number of nurses who leave the field and by those who practice at sub-professional levels. It follows that where positive professional identities are weak or absent, both the profession and professional suffer. The aim of this study was to assess the professional identity among nurses at main Assiut University Hospital. The study was conducted at Main Assiut University Hospital. This study was carried out in the following departments: Medical departments, surgical departments, I.C.U s. Subject of study sample included all the available head and staff nurses (102) currently assigned to work in the selected units at main Assiut University Hospital. The distribution of these personnel was as follows: 26 head nurses and 76 staff nurses. Tool of the study: The questionnaire sheet is consisted of two parts: a) the first part related to socio-demographic characteristics of the study sample. It consisted of 5 questions related to (job position, department, years of experience, gender, and in-services training programs). b) The second part of the tool consisted of 56 questions developed by Ali, A (2004) to develop a tool for assessing nurses' professional identity. It consisted of 56 items; 27 items covered professional image; 25 items covered assertiveness and 4 items covered self-responsibility. The result revealed that there were no statistically significant differences between professional identity and socio-demographic characteristics of the study sample. The study concluded that the majority of study sample (head and staff nurses) was having low professional identity. On the light of the present findings the authors recommended that: leaders and managers must facilitate formal and informal communication through committees and participation in decision making, also, Evaluate nurses' practice in relation to practice standards, Leaders and managers must give a sense of support to nursing staff such as dealing with nurses equally as adult professional, there should be job description for nurses and their role set, and the Egyptian Nursing Syndicate should assess nursing problems by doing periodic surveys and make psychological support to the nurses by making social services benefit for them and their families (social clubs, social insurance, health insurance). Moreover, It should provide computer science and language courses for nurses. Also, it must cooperate with Egyptian faculties and institutes of nursing to develop own web site to declare the recent nursing researches.

Keeping patients safe while in the dialysis environment is a topic of great concern for patients and nurses. The most significant barrier to improve patient safety is a lack of awareness of the extent to which errors occur daily in all health care settings. There are many possible causes for patient injury within the dialysis environment. The process of providing dialysis treatments includes the use of medications, chemicals , machinery , and physical activity on the part of the patient. When time constraints and staffing difficulties are added to the equation , it is understandable how and why injuries occur. Aim of the study: measuring nurses' compliance with safety measures of patients with hemodialysis. Methodology: three different tools were used to collect study data. These were questionnaire sheet, an observation checklist and an attitude scale. The study sample included all nurses working in hemodialysis units (23 nurse in Minia University and 25 nurse in general hospitals) in the period from the 1st of January to the 30th of May 2009. The result indicated that , there is a correlation matrix among nurses' scores of performance, knowledge and their years of experiences. It points out statistically significant positive correlation between years of experiences and knowledge in nurses' working in University hospital. Conclusion: the results obtained from the study revealed that the nurses not comply with patients' safety measures at hemodialysis unit and part of this non compliance was affected by lack of some resources and commitment with universal precautions in both hospitals included in the study. Periodical or annual training program for al nurses about compliance with safety measures as regard performance of all procedure in hemodialysis unit is recommended.

: Healthcare providers are increasingly inclined to question the quality and efficacy of the care they provide. Nurse competence plays an important role in guaranteeing the quality of nursing interventions and outcomes. It is claimed that a key responsibility of nurse administrators is to ensure staff nurse competence. Nurses should maintain and demonstrate competence throughout their professional career. Nurse Managers have to continuously assess safe patient care. Aim of the Study: to assess competence of nurses' managers at different work environment at Assuit University Hospitals, and compare nurse’s competence at different work environments at Assuit University Hospitals. Subject and Methods: the present study is descriptive, was conducted in all units of Assiut University Hospitals. It included all nurses' managers who are working in different departments at the time of the study. A personal interview questionnaire sheet which consist of two parts: 1st Personal characteristics data which include name, age, department, marital status, educational level, position, years of experience and years of experience of the present position (head nurse, supervisor, assistant director, director of nursing), 2nd Nurse Competence Scale (NCS)was consisted of seventy three items structured in seven competence categories: helping role (seven items), teaching- coaching (sixteen items), diagnostic functions (seven items), managing situations (eight items), therapeutic interventions (ten items), ensuring quality (six items) and work role competences (nineteen items). The Scoring System was four-point scale (0 = not applicable in my work, 1 = very seldom, 2 = occasionally and 3 = very often in my work). The levels of competence are measured with a Visual Analogue Scale (VAS 0-100 mm), which the total score of the VAS with 0 meaning a very low level of competence, 1-30 mild level of competence, 31-60 good level of competence , 61-99 excellent level of competence and 100 a very high level of competence. Results: the nurses' managers in main Assiut University Hospital are most competent than Pediatric and Women Health Hospital in all competence categories. The level of competence categories in emergency is highest than special & general, intensive care unit and operating room. The total VAS mean levels of competence of all categories ranged from 55.93 to 73.5. Conclusions: nurses' managers have excellent level of competence in work role category, followed by teaching coaching category, then in managing situation category. Main Assiut University Hospital nurses' managers are competent than Pediatric Hospital and Women Health Hospitals in all competence categories. The emergency units nurses' managers are competent than other different work settings following by operating rooms. [Kawther Abd El-Motagally Fadel, Samah Mohamed Abdalah, Fatma Rushdy Mohamed and Eman kamel hossny. competence of Nurses' Managers in Different Work Environment at Assiut University Hospitals . Journal of American Science 2011; 7(6):965-975]. (ISSN: 1545-1003). http://www.americanscience.org.

: Healthcare providers are increasingly inclined to question the quality and efficacy of the care they provide. Nurse competence plays an important role in guaranteeing the quality of nursing interventions and outcomes. It is claimed that a key responsibility of nurse administrators is to ensure staff nurse competence. Nurses should maintain and demonstrate competence throughout their professional career. Nurse Managers have to continuously assess safe patient care. Aim of the Study: to assess competence of nurses' managers at different work environment at Assuit University Hospitals, and compare nurse’s competence at different work environments at Assuit University Hospitals. Subject and Methods: the present study is descriptive, was conducted in all units of Assiut University Hospitals. It included all nurses' managers who are working in different departments at the time of the study. A personal interview questionnaire sheet which consist of two parts: 1st Personal characteristics data which include name, age, department, marital status, educational level, position, years of experience and years of experience of the present position (head nurse, supervisor, assistant director, director of nursing), 2nd Nurse Competence Scale (NCS)was consisted of seventy three items structured in seven competence categories: helping role (seven items), teaching- coaching (sixteen items), diagnostic functions (seven items), managing situations (eight items), therapeutic interventions (ten items), ensuring quality (six items) and work role competences (nineteen items). The Scoring System was four-point scale (0 = not applicable in my work, 1 = very seldom, 2 = occasionally and 3 = very often in my work). The levels of competence are measured with a Visual Analogue Scale (VAS 0-100 mm), which the total score of the VAS with 0 meaning a very low level of competence, 1-30 mild level of competence, 31-60 good level of competence , 61-99 excellent level of competence and 100 a very high level of competence. Results: the nurses' managers in main Assiut University Hospital are most competent than Pediatric and Women Health Hospital in all competence categories. The level of competence categories in emergency is highest than special & general, intensive care unit and operating room. The total VAS mean levels of competence of all categories ranged from 55.93 to 73.5. Conclusions: nurses' managers have excellent level of competence in work role category, followed by teaching coaching category, then in managing situation category. Main Assiut University Hospital nurses' managers are competent than Pediatric Hospital and Women Health Hospitals in all competence categories. The emergency units nurses' managers are competent than other different work settings following by operating rooms. [Kawther Abd El-Motagally Fadel, Samah Mohamed Abdalah, Fatma Rushdy Mohamed and Eman kamel hossny. competence of Nurses' Managers in Different Work Environment at Assiut University Hospitals . Journal of American Science 2011; 7(6):965-975]. (ISSN: 1545-1003). http://www.americanscience.org.

Disasters never can be considered routine health care settings throughout the country; the disaster management cycle includes four disaster management phases Mitigation, preparedness, Response, and Recovery. This study aims to explore the medical and paramedical awareness about disasters management. Subjects and method Study; design is descriptive and carried out at Assiut University Hospital (General Medical and Surgical, Oncology, and Intensive Care) Units. The study subjects consisted of (167) represented from the previous mentioned units as following: (82) nurses, (22) physicians, (11) technicians ,and (52)employees. A self administer questionnaire was developed by the researcher after review the relevant literatures. The questionnaire consisted of 12 parts .Results: the highest men scores among study subjects for the precautions to prevent occurrence of fire in the hospital and lack of medical gases reserves (29.52 ± 17.72; 33.18 ± 19.96; 30.63 ± 11.63; and 24.06 ± 15.11) respectively. While, radiation leakage reserves were highest men scores among physicians and technicians (28.00 ± 11.10 and 24.09 ± 15.61) respectively. Conclusions based on the study results there are highly statistically significant differences in all items of disaster management plan among study subjects in the studied hospital (p ≤0.05 & p ≤0.001). Recommendations: for Management Establish a permanent disaster management line function assigned to a senior personnel in the hospital with full time responsibilities for disaster planning and management. Personnel:-Delegate disaster manager to have authority to essential personnel. Disciplinary action to be taken against staff who neglects their duties or training related to disasters. Communication infrastructure: Dedicated disaster hotline should be established at all coordinating facilities and availability to direct access to any appropriate level within the department facilities: Facilities should be designed, identified and built with hazards in concern and standby, and give more commitment to the preparedness of frontline health care professionals. Minimum standards for disaster preparedness of hospitals need to be determined.

Productivity of nurses is an important matter. Nurse’s productivity is well connected to nurses' workload. Through measuring workload productivity can be easily measured. This study aims at measuring nurses’ workload at trauma and post operative intensive care units and identifying the impact of nurses’ workload on nursing productivity. Methods: the subject consisted of the total number of admitted patients 112 patients at trauma ICU and 111 patients at post operative ICU and total number of nurses was 68 at trauma ICU and 23 at post operative ICU. Data collected for the period of three months by observation of nursing care given to all admitted patients at the selected sites for 24 hours from admission to discharge and by interviewing nurses for nurses’ personal data. Data collected using: Patient Information sheet; nurses’ information sheet; Nursing Activities Score; and productivity formulas. Results: Trauma ICU patients had about 60% of workload, while post operative ICU patients had more than 50% of workload. Performance ratio (productivity) was about 50% and 75% for trauma and post operative ICUs respectively. There was negative correlation between workload and productivity at trauma and post operative ICUs. Recommendations: applying of nursing activities score (NAS) to retain nurses staffing, enhance productivity, and avoid waste of nurses’ time. Productivity should be measured annually and comparing the results against productivity standards. Informing staff with patient care results and provide annual productivity indices for them and incentives should be based on the results of measured workload.

An organizational citizenship behavior (OCB) is a term that encompasses anything positive and constructive that employees do, of their own volition, which supports co-workers and benefits the organization. Aim of the study: was to assess organizational citizenship behaviors factors as perceived by nursing faculties' members in Upper Egypt. A descriptive research design was utilized in the present study. The total number of faculty members were (n=233). Organizational citizenship behaviors questionnaire consisted of two parts: 1st part included six questions related to personal data of nursing faculty members include: (name of the university, age, sex, marital status, educational qualifications, and years of experience). 2nd part of the questionnaire included thirty nine items covers five factors of organizational citizenship behaviors: training and development, work – life policies, empowerment practices, organizational commitment, and organizational citizenship behaviors. The possible responses of this part were: 3 for disagree, 2 for uncertain and 1 for agree. Results: denoted that almost all demonstrators and assistant lecturers disagreed on factors of training and development, work-life policies, and empowerment practices while were agreed with organizational commitment, organizational citizenship behaviors factors. There were statistically significant differences for all factors of organizational citizenship behaviors, while almost all members with doctoral degree at nursing faculties in Upper Egypt Universities agreed on all factors of organizational citizenship behaviors except work-life policies with statistically significant differences for all factors. Conclusions: Both married and unmarried were agreed with all organizational citizenship behaviors factors except with training and development & work-life polices factors. And there were statistically significant differences among marital status and organizational citizenship behaviors (P0.001, 0.006, 0.000, and 0.006) respectively except empowerment practices was (P0.87). All faculties' members with different educational qualifications and years of experiences were disagreed on training and development, work-life policies factors with highly statistical significant differences. .Recommendations: In the light of the findings, the researchers recommended that Up grading competencies of nursing faculties teachers through attendance of staff development programs will increase their OCB, Provide power to the nursing faculties' teaching staff with different educational qualifications to share in decision making can lead to improve teachers' leadership skills, improve work-life quality, and improve professionalism.

An organizational citizenship behavior (OCB) is a term that encompasses anything positive and constructive that employees do, of their own volition, which supports co-workers and benefits the organization. Aim of the study: was to assess organizational citizenship behaviors factors as perceived by nursing faculties' members in Upper Egypt. A descriptive research design was utilized in the present study. The total number of faculty members were (n=233). Organizational citizenship behaviors questionnaire consisted of two parts: 1st part included six questions related to personal data of nursing faculty members include: (name of the university, age, sex, marital status, educational qualifications, and years of experience). 2nd part of the questionnaire included thirty nine items covers five factors of organizational citizenship behaviors: training and development, work – life policies, empowerment practices, organizational commitment, and organizational citizenship behaviors. The possible responses of this part were: 3 for disagree, 2 for uncertain and 1 for agree. Results: denoted that almost all demonstrators and assistant lecturers disagreed on factors of training and development, work-life policies, and empowerment practices while were agreed with organizational commitment, organizational citizenship behaviors factors. There were statistically significant differences for all factors of organizational citizenship behaviors, while almost all members with doctoral degree at nursing faculties in Upper Egypt Universities agreed on all factors of organizational citizenship behaviors except work-life policies with statistically significant differences for all factors. Conclusions: Both married and unmarried were agreed with all organizational citizenship behaviors factors except with training and development & work-life polices factors. And there were statistically significant differences among marital status and organizational citizenship behaviors (P0.001, 0.006, 0.000, and 0.006) respectively except empowerment practices was (P0.87). All faculties' members with different educational qualifications and years of experiences were disagreed on training and development, work-life policies factors with highly statistical significant differences. .Recommendations: In the light of the findings, the researchers recommended that Up grading competencies of nursing faculties teachers through attendance of staff development programs will increase their OCB, Provide power to the nursing faculties' teaching staff with different educational qualifications to share in decision making can lead to improve teachers' leadership skills, improve work-life quality, and improve professionalism.