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 nurses 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 dimension except evaluation of patient condition. Lastly, with nurse managers used delegative decision making style the 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 top five feedback about employee performance.

Abstract: The annual number of unsafe abortions is increasing due to the growing number of women of reproductive age globally, according to the World Health Organization. The WHO estimated 21.6 million unsafe abortions in 2008. The aim of the study was to assess the hospital rate of abortion for one year at the Woman’s Health Hospital, Assiut University, Egypt and to assess the knowledge of post abortion women about the timing of fertility return and their intention for using post abortion family planning methods. Subjects and methods: A Cross Sectional study was used in carrying out this study. The following tool was used in the current study: Structured interviewing questionnaire which included the following data: Data related to fertility return awareness and the intention of these women for the future use of family planning methods. Results: The hospital based rate of abortion is 9.4% according to the hospital statistical based data, 2011. More than half of women (56.7%) didn’t know any type of post abortion family planning methods, nearly two thirds of them (61.4%) didn’t know the time of fertility return after abortion, three quarters of women (78.6%) want to postponing childbearing and nearly two thirds of them (62.9%) had no intention for using post abortion family planning methods. Conclusions: Based on the results of the present study, it can be concluded that there is a lack of knowledge of these women about the time of fertility return after abortion and the family planning methods should be used after abortion. Recommendations: In Upper Egypt, there is a need of postabotion family planning counseling programs as an essential part of postabortion care.

Abstract: This study was amid to assessing the organizational justice, trust and commitment in three university hospitals at Assuit and studying the effect of organizational justice and trust on employees' commitment at different setting. Research design: was a cross-sectional descriptive correlation research design. Setting: The study was carried out at Assiut University Hospitals (main, pediatric and woman reproductive health hospital) Subject: included a representative sample (727) from the total number of nurses who working in the three hospitals. Tools: Three tools were used for data collection; namely Organizational Justice Questionnaire, Organizational Trust Scale, and Commitment Scale Items. Results revealed that there was a significant positive relationship between organizational justice and trust, a positive relationship between organizational justice and commitment, organizational trust was have a positive and significant relationship on employees' commitment Conclusions: Organizational justice was significantly correlated with organizational trust and commitment. Recommendation: Organizational management should apply and create what is called climate of fairness and trust through working within a team contribution. Nurse managers should guiding staff nurses with feedback, open communication and give them the opportunities to exchange ideas that fosters a genuine commitment.

Abstract: This study was amid to assessing the organizational justice, trust and commitment in three university hospitals at Assuit and studying the effect of organizational justice and trust on employees' commitment at different setting. Research design: was a cross-sectional descriptive correlation research design. Setting: The study was carried out at Assiut University Hospitals (main, pediatric and woman reproductive health hospital) Subject: included a representative sample (727) from the total number of nurses who working in the three hospitals. Tools: Three tools were used for data collection; namely Organizational Justice Questionnaire, Organizational Trust Scale, and Commitment Scale Items. Results revealed that there was a significant positive relationship between organizational justice and trust, a positive relationship between organizational justice and commitment, organizational trust was have a positive and significant relationship on employees' commitment Conclusions: Organizational justice was significantly correlated with organizational trust and commitment. Recommendation: Organizational management should apply and create what is called climate of fairness and trust through working within a team contribution. Nurse managers should guiding staff nurses with feedback, open communication and give them the opportunities to exchange ideas that fosters a genuine commitment.

Abstract: This study was amid to assessing the organizational justice, trust and commitment in three university hospitals at Assuit and studying the effect of organizational justice and trust on employees' commitment at different setting. Research design: was a cross-sectional descriptive correlation research design. Setting: The study was carried out at Assiut University Hospitals (main, pediatric and woman reproductive health hospital) Subject: included a representative sample (727) from the total number of nurses who working in the three hospitals. Tools: Three tools were used for data collection; namely Organizational Justice Questionnaire, Organizational Trust Scale, and Commitment Scale Items. Results revealed that there was a significant positive relationship between organizational justice and trust, a positive relationship between organizational justice and commitment, organizational trust was have a positive and significant relationship on employees' commitment Conclusions: Organizational justice was significantly correlated with organizational trust and commitment. Recommendation: Organizational management should apply and create what is called climate of fairness and trust through working within a team contribution. Nurse managers should guiding staff nurses with feedback, open communication and give them the opportunities to exchange ideas that fosters a genuine commitment.

This research was conducted as a descriptive cross-sectional study with the purpose of assessing the nurses' perception toward the disciplinary process followed at Assuit University Hospitals. The research participants was 187 included 31 head nurses and 156 staff nurses who agreed to participate in the study. The study sample was distributed among the selected hospitals by proportional allocation. A questionnaire developed by the researchers in the light of information in the related literatures, included two sections, participants' socio demographic characteristics and questions asked about disciplinary process applied at Assuit University Hospitals. Majority of the head nurses had a bachelor degree of nursing, and most of staff nurses had a diploma of secondary nursing school. Most participants were females and disciplined for unethical behaviors followed by professional misconduct. There was a statistical significant difference between the studied subjects' age, job position, years of experience, and educational qualification regarding the situations that impose employee discipline. Based on the finding of the present study, we concluded that the hospital nurses' perception toward the disciplinary process was moderate as regards to the reasons of undesired behaviors, below half of them had good perception regarding the situations that impose employee discipline and the same percentage had poor perception about the disciplinary principles. Based on the study findings we recommended the following recommendations are conducting a job orientation program from the first day of employment about rules of conduct and hospital policies for all nursing personnel. The nurse managers and their staff must be informed about the aims, rules, principles, situations that enforcing them for disciplinary action, errors and sequence of the progressive disciplinary action process.

This research was conducted as a descriptive cross-sectional study with the purpose of assessing the nurses' perception toward the disciplinary process followed at Assuit University Hospitals. The research participants was 187 included 31 head nurses and 156 staff nurses who agreed to participate in the study. The study sample was distributed among the selected hospitals by proportional allocation. A questionnaire developed by the researchers in the light of information in the related literatures, included two sections, participants' socio demographic characteristics and questions asked about disciplinary process applied at Assuit University Hospitals. Majority of the head nurses had a bachelor degree of nursing, and most of staff nurses had a diploma of secondary nursing school. Most participants were females and disciplined for unethical behaviors followed by professional misconduct. There was a statistical significant difference between the studied subjects' age, job position, years of experience, and educational qualification regarding the situations that impose employee discipline. Based on the finding of the present study, we concluded that the hospital nurses' perception toward the disciplinary process was moderate as regards to the reasons of undesired behaviors, below half of them had good perception regarding the situations that impose employee discipline and the same percentage had poor perception about the disciplinary principles. Based on the study findings we recommended the following recommendations are conducting a job orientation program from the first day of employment about rules of conduct and hospital policies for all nursing personnel. The nurse managers and their staff must be informed about the aims, rules, principles, situations that enforcing them for disciplinary action, errors and sequence of the progressive disciplinary action process.

This research was conducted as a descriptive cross-sectional study with the purpose of assessing the nurses' perception toward the disciplinary process followed at Assuit University Hospitals. The research participants was 187 included 31 head nurses and 156 staff nurses who agreed to participate in the study. The study sample was distributed among the selected hospitals by proportional allocation. A questionnaire developed by the researchers in the light of information in the related literatures, included two sections, participants' socio demographic characteristics and questions asked about disciplinary process applied at Assuit University Hospitals. Majority of the head nurses had a bachelor degree of nursing, and most of staff nurses had a diploma of secondary nursing school. Most participants were females and disciplined for unethical behaviors followed by professional misconduct. There was a statistical significant difference between the studied subjects' age, job position, years of experience, and educational qualification regarding the situations that impose employee discipline. Based on the finding of the present study, we concluded that the hospital nurses' perception toward the disciplinary process was moderate as regards to the reasons of undesired behaviors, below half of them had good perception regarding the situations that impose employee discipline and the same percentage had poor perception about the disciplinary principles. Based on the study findings we recommended the following recommendations are conducting a job orientation program from the first day of employment about rules of conduct and hospital policies for all nursing personnel. The nurse managers and their staff must be informed about the aims, rules, principles, situations that enforcing them for disciplinary action, errors and sequence of the progressive disciplinary action process.

Background: Nursing is a stressful career; occupational stress is a common occurrence in health professions. Job stressors and low job control have been shown to be risk factors for patient safety and lead to poor job performance including reduced quality of nursing care. This study aimed to identify the impact of work stress on quality of nursing care among nurses at EL-Minia University Hospitals. The study was developed within descriptive approach, and was carried out at EL-Minia and Suzan Mubarak University Hospitals in El-Minia Governorate. Sample & setting: Subjects of the study were all nurses (158) who worked in all general and critical departments at El-Minia University Hospitals, three tools were used for data collection: 1- Demographic data sheet 2- Stress scale 3- Quality of nursing care scale. Results: The findings of the study showed that Less than two thirds of the studied nurses had moderate level of stress; more than two thirds of the studied nurses had severe level of the stress. The majority of the studied subjects had accomplished fair quality grade while one quarter had accomplish poor quality grade. Conclusion: It was concluded that there were an inverse relation between stress level and quality of nursing care. Recommendations: organizing stress management program that focuses on different categories of nurses at all hierarchical levels, and organizing a system for continuing education program for nurses.

Abstract: Back ground: Menopause, the time when a woman stops having menstrual periods, is not a disease or an illness for most women, menopause is a normally occur between age range 48-55 years.. Quality of life it encompasses several constructs including physical functional emotional social and cognitive variables. Aim of the study: To assess the Impact of menopausal symptoms on quality of life among women's in Qena City. Subjects and methods : A descriptive cross section study design was carried out on (250 menopausal women).Data was collected through a questionnaire to collect necessary data. Setting: The study was conducted at out patient's clinics of Qena University and general hospitals. Results: the study results revealed that mean age of women was (53.6± 6.5),more than half(67.2%) was illiterate , majority of women (80.8%) as a house wife more than three-fourth of women (77.8%) had poor quality of life with sever menopausal rating syndrome,. found that the majority of women (84.4%&78.8%) had physical effect & social effect on Quality of life respectively . there are a a positive strong correlation between Menopausal symptoms and QoL R=0.878 so there was statistical significance difference, . Conclusion : Menopause causes decrease in quality of life and a positive correlation between menopausal symptoms & quality of live. Keywords: QOL (quality of life ),MRS (menopausal rating scale).