Hepatitis C virus (HCV) is an emerging global epidemic disease. Egypt reported the highest incidence in the world. Aim of the study: To assess knowledge, attitudes and practices of barbers and their customers regarding HCV and HBV. Setting: The study carried out in Assiut District and City. Design: Descriptive research design. Sample: Included 350 participants (175 barbers and 175 customers). Tools of the study: Data collected by three tools; Tool (1): interview form included three parts; first part included demographic data; second part included assessment of medical and surgical history of barbers and customers and third part included assessment of knowledge regarding the HCV&HBV. Tool (2): Included Likert attitude scale. Tool (3): Observational checklist to assess practices of barbers and customers. Results: Majority of barbers and their customers (88.6% and 80.6% respectively) had poor knowledge regarding HCV and HBV. Conclusion: There was a statistical significant difference among customers' knowledge, their level of education and their residence. Moreover there was a significant difference between customers' attitude and their residence. Recommendations: Need for ongoing training and retraining programs for barbers regarding methods of prevention of parentally transmitted hepatitis. Increase public awareness about risk factors and prevention methods of HCV and HBV infection.

Personality traits are major effective factors on learning approaches, educational achievements, employer's job satisfaction and quality of care. This study aimed to investigate the compatibility of personality traits with the profession for Faculty of Nursing students at Assiut University. The descriptive research design was used on (307) first year nursing students. A self- administered questionnaire: was used to elicit the needed information. It comprised of the socio-demographic data sheet and Eysenck personality inventory. The main results indicated that the majority were single and their mothers were housewives and more than half aged 18 years old. The dominant personality among female students was neuroticism and extraversion. On the opposite, lie was the dominant personality among male students. Around two thirds of female students' was compatible with the nursing profession, but only one third of male students' was compatible. This study recommended that the Dean of Faculty of Nursing, Assiut university should include this personality test among the nursing entrance admission tests in order to select the best students those compatible with nursing profession. This could improve the quality of patient care.

Personality traits are major effective factors on learning approaches, educational achievements, employer's job satisfaction and quality of care. This study aimed to investigate the compatibility of personality traits with the profession for Faculty of Nursing students at Assiut University. The descriptive research design was used on (307) first year nursing students. A self- administered questionnaire: was used to elicit the needed information. It comprised of the socio-demographic data sheet and Eysenck personality inventory. The main results indicated that the majority were single and their mothers were housewives and more than half aged 18 years old. The dominant personality among female students was neuroticism and extraversion. On the opposite, lie was the dominant personality among male students. Around two thirds of female students' was compatible with the nursing profession, but only one third of male students' was compatible. This study recommended that the Dean of Faculty of Nursing, Assiut university should include this personality test among the nursing entrance admission tests in order to select the best students those compatible with nursing profession. This could improve the quality of patient care.

Nursing is an emotionally charged profession. The competence to manage emotion and interpersonal conflict effectively is essential for nurse managers. The aims of the present study are to determine emotional intelligence and conflict management styles used by nurse managers at Assuit University Hospitals, and examine the relationship between Emotional Intelligence and Conflict Management Styles among nurse managers at Assiut University Hospitals. A descriptive design is utilized in the present study. The present study conducted in all units of Assiut University Hospitals, The present study included all nurses' managers who are working in different departments at the time of the study. Self–administered questionnaire sheet which consist of three parts: 1st part Personal characteristics data as name of the hospital, age, gender, marital status, educational level, and years of experience, 2nd part Emotional Intelligence Questionnaire which consists of seventeen items, and 3rd part Conflict Management Questionnaire which consists of 21 items. Results displayed a highest mean scores of conflict management styles used by nurse managers was smoothing at main Hospital ,While, at Women Health Hospital was forcing style compared to confrontational conflict management style at Pediatric Hospital. More than half of nurse managers at Assiut University Hospitals had a mild emotional intelligence level. there is a negative correlation between emotional intelligence and avoiding conflict style (-0.080). The study concluded that forcing and smoothing conflict management styles were the most two used by the nurse managers in handling conflict with their subordinates. Emotional Intelligence level was mild among studied nurse managers. Emotional intelligence was positively associated with forcing and smoothing conflict management styles that used by nurse managers. The study recommended of applying of conflict management training programs to teach people to step back and consider outcomes including EI from the perspective of team objectives,

Nursing is an emotionally charged profession. The competence to manage emotion and interpersonal conflict effectively is essential for nurse managers. The aims of the present study are to determine emotional intelligence and conflict management styles used by nurse managers at Assuit University Hospitals, and examine the relationship between Emotional Intelligence and Conflict Management Styles among nurse managers at Assiut University Hospitals. A descriptive design is utilized in the present study. The present study conducted in all units of Assiut University Hospitals, The present study included all nurses' managers who are working in different departments at the time of the study. Self–administered questionnaire sheet which consist of three parts: 1st part Personal characteristics data as name of the hospital, age, gender, marital status, educational level, and years of experience, 2nd part Emotional Intelligence Questionnaire which consists of seventeen items, and 3rd part Conflict Management Questionnaire which consists of 21 items. Results displayed a highest mean scores of conflict management styles used by nurse managers was smoothing at main Hospital ,While, at Women Health Hospital was forcing style compared to confrontational conflict management style at Pediatric Hospital. More than half of nurse managers at Assiut University Hospitals had a mild emotional intelligence level. there is a negative correlation between emotional intelligence and avoiding conflict style (-0.080). The study concluded that forcing and smoothing conflict management styles were the most two used by the nurse managers in handling conflict with their subordinates. Emotional Intelligence level was mild among studied nurse managers. Emotional intelligence was positively associated with forcing and smoothing conflict management styles that used by nurse managers. The study recommended of applying of conflict management training programs to teach people to step back and consider outcomes including EI from the perspective of team objectives,

Good organizational climate associated with high degree of employees' satisfaction, performance, organizational commitment and decrease the intention to leave work. A descriptive correctional study design was used to determine the correlation between organizational climate and intent to leave work among nurses at main Assuit University Hospital. The total sample size comprised all nurses worked in the selected units was (140) nurse, classified as follows: (89) from general medical unit and (51) from intensive care units. The variables investigated were organizational climate and intent to leave. Data was collected by using the perceived nurse work environment organizational climate scale and the intention to leave factors questionnaire. Our results indicated a negative correlation between organizational climate and nurses’ intention to leave. In view of our findings we recommend that administrative team of Assuit University Hospital should improve the nurse's salaries, maintaining supportive relationships, sharing them in policy making and administrative decisions.

Good organizational climate associated with high degree of employees' satisfaction, performance, organizational commitment and decrease the intention to leave work. A descriptive correctional study design was used to determine the correlation between organizational climate and intent to leave work among nurses at main Assuit University Hospital. The total sample size comprised all nurses worked in the selected units was (140) nurse, classified as follows: (89) from general medical unit and (51) from intensive care units. The variables investigated were organizational climate and intent to leave. Data was collected by using the perceived nurse work environment organizational climate scale and the intention to leave factors questionnaire. Our results indicated a negative correlation between organizational climate and nurses’ intention to leave. In view of our findings we recommend that administrative team of Assuit University Hospital should improve the nurse's salaries, maintaining supportive relationships, sharing them in policy making and administrative decisions.

Good organizational climate associated with high degree of employees' satisfaction, performance, organizational commitment and decrease the intention to leave work. A descriptive correctional study design was used to determine the correlation between organizational climate and intent to leave work among nurses at main Assuit University Hospital. The total sample size comprised all nurses worked in the selected units was (140) nurse, classified as follows: (89) from general medical unit and (51) from intensive care units. The variables investigated were organizational climate and intent to leave. Data was collected by using the perceived nurse work environment organizational climate scale and the intention to leave factors questionnaire. Our results indicated a negative correlation between organizational climate and nurses’ intention to leave. In view of our findings we recommend that administrative team of Assuit University Hospital should improve the nurse's salaries, maintaining supportive relationships, sharing them in policy making and administrative decisions.

Women in developing countries face many barriers that prevent them from receiving adequate, timely cervical cancer screening. In Egypt the prevalence of cervical cancer was 7.8/100,000 with 2713 newly annual reported cases. Objectives: to increase women's awareness of cervical cancer risk using counseling and to determine nursing's role in the screening tests. Methods: A cross sectional design of non-pregnant, non-virginal women was recruited. Results: 450 non-pregnant women were counseled and consented for screening. The nurse was able to identify squamous columnar junction 100%. In comparing positive visual inspection with acetic acid(VIA) to pap smear screening results, findings were 17.1% (n=77) and 5.1% (n=68), respectively. In comparing negative VIA to pap smear screening results findings were 82.9% (n=373) and 83.8% (n=377), respectively. Conclusion: Nurse's performing VIA is as effective screening tool for determining precancerous or cancerous lesions.

Women in developing countries face many barriers that prevent them from receiving adequate, timely cervical cancer screening. In Egypt the prevalence of cervical cancer was 7.8/100,000 with 2713 newly annual reported cases. Objectives: to increase women's awareness of cervical cancer risk using counseling and to determine nursing's role in the screening tests. Methods: A cross sectional design of non-pregnant, non-virginal women was recruited. Results: 450 non-pregnant women were counseled and consented for screening. The nurse was able to identify squamous columnar junction 100%. In comparing positive visual inspection with acetic acid(VIA) to pap smear screening results, findings were 17.1% (n=77) and 5.1% (n=68), respectively. In comparing negative VIA to pap smear screening results findings were 82.9% (n=373) and 83.8% (n=377), respectively. Conclusion: Nurse's performing VIA is as effective screening tool for determining precancerous or cancerous lesions.