This research lunched to determine to what extent decentralization influences nurses autonomy, job satisfaction, and organizational commitment. There are studies which show that decentralization decision making increases productivity, improves moral, increases favorable attitudes, and decrease absenteeism. Decentralization of decision making is often facilitated by participative management strategies whereby individuals thought the organization are given more information, knowledge, and power. This research was conducted in inpatients units Assuit University Hospitals and number of head nurses participated in the study. Data were collected through a questionnaire form including three different tools. The results of the present study revealed that the mean score of head nurses organizational commitment and job satisfaction was and low as regarding to decentralization. There was a direct effect of decentralization on organizational commitment. Decentralization was the only significant predictor of autonomy. Managers should diagnose the organizational situation and select the decision making level that will best meet the organization needs. When determining the optimal degree of decentralization organization, top management needs positive attitudes toward decentralization, they need competent personnel to whom they delegate authority and access information necessary for decision making.

Workers on the frontlines of healthcare are encountering "disturbing" levels of unchecked violence from both patients and coworkers. Little systematic information has been gathered about what nurse's see as aggression. It was reported that nurses from both academic and clinical settings complained that aggression from colleagues was more problematic to deal with than aggression from patients Negative effects have been observed in terms of lowered performance, deteriorated physical, mental heath and even suicide. This study aims to identify nature and source of workplace violence as perceived by nurses. Also to explore the impact of: workplace violence on the nurses ' behavior and performance. The sample composed of all nurses working at coronary care unit, burn unit, psychiatric unit, emergency unit and a representative sample of nurses working at outpatient clinics of Assuit university Hospital Data were collected by using a structured questionnaire. It included demographic characteristics of the studied sample, items related to the nature and source of violence as well as work place violence behavior and performance checklist that was adopted from (Ferram, 1995). It was that shown that the majority of nurses exposed to verbal violence in different health care settings patients constituted the main source of violence in psychiatric unit. However, physicians and patient's relatives constituted the main source of violence in critical care units and outpatient clinics respectively. Also, it was found that violence has negative impact on nurses' behavior and performance.

Workers on the frontlines of healthcare are encountering "disturbing" levels of unchecked violence from both patients and coworkers. Little systematic information has been gathered about what nurse's see as aggression. It was reported that nurses from both academic and clinical settings complained that aggression from colleagues was more problematic to deal with than aggression from patients Negative effects have been observed in terms of lowered performance, deteriorated physical, mental heath and even suicide. This study aims to identify nature and source of workplace violence as perceived by nurses. Also to explore the impact of: workplace violence on the nurses ' behavior and performance. The sample composed of all nurses working at coronary care unit, burn unit, psychiatric unit, emergency unit and a representative sample of nurses working at outpatient clinics of Assuit university Hospital Data were collected by using a structured questionnaire. It included demographic characteristics of the studied sample, items related to the nature and source of violence as well as work place violence behavior and performance checklist that was adopted from (Ferram, 1995). It was that shown that the majority of nurses exposed to verbal violence in different health care settings patients constituted the main source of violence in psychiatric unit. However, physicians and patient's relatives constituted the main source of violence in critical care units and outpatient clinics respectively. Also, it was found that violence has negative impact on nurses' behavior and performance.

Workers on the frontlines of healthcare are encountering "disturbing" levels of unchecked violence from both patients and coworkers. Little systematic information has been gathered about what nurse's see as aggression. It was reported that nurses from both academic and clinical settings complained that aggression from colleagues was more problematic to deal with than aggression from patients Negative effects have been observed in terms of lowered performance, deteriorated physical, mental heath and even suicide. This study aims to identify nature and source of workplace violence as perceived by nurses. Also to explore the impact of: workplace violence on the nurses ' behavior and performance. The sample composed of all nurses working at coronary care unit, burn unit, psychiatric unit, emergency unit and a representative sample of nurses working at outpatient clinics of Assuit university Hospital Data were collected by using a structured questionnaire. It included demographic characteristics of the studied sample, items related to the nature and source of violence as well as work place violence behavior and performance checklist that was adopted from (Ferram, 1995). It was that shown that the majority of nurses exposed to verbal violence in different health care settings patients constituted the main source of violence in psychiatric unit. However, physicians and patient's relatives constituted the main source of violence in critical care units and outpatient clinics respectively. Also, it was found that violence has negative impact on nurses' behavior and performance.

Health care delivery systems are experiencing dramatic organizational changes. To mange these changes effectively, nursing leaders must understand the social processes that affect employees work-related attitudes, particularly leadership style, psychological empowerment and job satisfaction .This study aims to explore the relationship between the leadership style , empowerment and job satisfaction of nurses. The study subjects included all available staff nurses working at general medical and general surgical units at Assuit University Hospital. The data was collected by using demographic data sheet, T. T leadership style questionnaire, empowerment scale, and job satisfaction questionnaire. The results revealed that two thirds of the staff nurses perceived their head nurses uses transactional leadership style more than transformational leadership style, the level of empowerment was mostly weak 88.5%, and only 11.5% of nurses reported that empowerment as being strong. Also, it was noticed that high percentage of the participants were satisfied with communication and work relationship, also the highest percentage of them were unsatisfied with their salaries and incentives, safety and security. There was a statistical significant negative effect of leadership score on the score of job satisfaction. It is recommended for the head nurses to be aware of how to use the suitable leadership style that empower their staff nurses.

Health care delivery systems are experiencing dramatic organizational changes. To mange these changes effectively, nursing leaders must understand the social processes that affect employees work-related attitudes, particularly leadership style, psychological empowerment and job satisfaction .This study aims to explore the relationship between the leadership style , empowerment and job satisfaction of nurses. The study subjects included all available staff nurses working at general medical and general surgical units at Assuit University Hospital. The data was collected by using demographic data sheet, T. T leadership style questionnaire, empowerment scale, and job satisfaction questionnaire. The results revealed that two thirds of the staff nurses perceived their head nurses uses transactional leadership style more than transformational leadership style, the level of empowerment was mostly weak 88.5%, and only 11.5% of nurses reported that empowerment as being strong. Also, it was noticed that high percentage of the participants were satisfied with communication and work relationship, also the highest percentage of them were unsatisfied with their salaries and incentives, safety and security. There was a statistical significant negative effect of leadership score on the score of job satisfaction. It is recommended for the head nurses to be aware of how to use the suitable leadership style that empower their staff nurses.

Health care delivery systems are experiencing dramatic organizational changes. To mange these changes effectively, nursing leaders must understand the social processes that affect employees work-related attitudes, particularly leadership style, psychological empowerment and job satisfaction .This study aims to explore the relationship between the leadership style , empowerment and job satisfaction of nurses. The study subjects included all available staff nurses working at general medical and general surgical units at Assuit University Hospital. The data was collected by using demographic data sheet, T. T leadership style questionnaire, empowerment scale, and job satisfaction questionnaire. The results revealed that two thirds of the staff nurses perceived their head nurses uses transactional leadership style more than transformational leadership style, the level of empowerment was mostly weak 88.5%, and only 11.5% of nurses reported that empowerment as being strong. Also, it was noticed that high percentage of the participants were satisfied with communication and work relationship, also the highest percentage of them were unsatisfied with their salaries and incentives, safety and security. There was a statistical significant negative effect of leadership score on the score of job satisfaction. It is recommended for the head nurses to be aware of how to use the suitable leadership style that empower their staff nurses.

To examine the quality of our current Year IV (Nursing Administration) multidisciplinary MCQ, T &F, and matching questions and to see if there was any relationship between the item difficulty index and the item discrimination index values in these questions. Materials and Methods: MCQ, T&F, and Matching questions in the study taken from Year IV student in the nursing administration final examination were analyzed to obtain their difficulty and discrimination indices. The examination consisted of 10 true/false, 10 MCQs, and 15 Matching questions, items on topics drawn from different disciplines. The questions were first constructed and vetted by the individual departments before being submitted to a central committee, where the final selection of these questions was made, based purely on the academic judgment of the committee. Results: the students who have high grades in the MCQs, T &F, and matching questions they found no difficulty and distraction in answering these questions. The difficulty and the discriminating power were found among the MCQ questions number 2, 3, 8, 7, while it was found among the T&F questions number 8, 6, 10, 3, and in matching questions it was found among the questions number 5, 4 respectively. There was a non significant positive correlation was found between MCQ and T & F. While, there was a highly significant positive correlation was found between MCQ, and matching questions. It also observed that there is a non significant negative correlation between T &F and matching questions. Conclusions: MCQ items that demonstrate good discriminating potential tend to be moderately difficult items, and the moderately-to-very difficult items are more likely to show negative discrimination. T &F questions were the very difficult questions with discrimination power ranging fi·om low to very high. Matching questions were the easiest and low discrimination power and Jess distractibility. There is a need to evaluate the effectiveness of our MCQ, T &F, and matching questions items.

To examine the quality of our current Year IV (Nursing Administration) multidisciplinary MCQ, T &F, and matching questions and to see if there was any relationship between the item difficulty index and the item discrimination index values in these questions. Materials and Methods: MCQ, T&F, and Matching questions in the study taken from Year IV student in the nursing administration final examination were analyzed to obtain their difficulty and discrimination indices. The examination consisted of 10 true/false, 10 MCQs, and 15 Matching questions, items on topics drawn from different disciplines. The questions were first constructed and vetted by the individual departments before being submitted to a central committee, where the final selection of these questions was made, based purely on the academic judgment of the committee. Results: the students who have high grades in the MCQs, T &F, and matching questions they found no difficulty and distraction in answering these questions. The difficulty and the discriminating power were found among the MCQ questions number 2, 3, 8, 7, while it was found among the T&F questions number 8, 6, 10, 3, and in matching questions it was found among the questions number 5, 4 respectively. There was a non significant positive correlation was found between MCQ and T & F. While, there was a highly significant positive correlation was found between MCQ, and matching questions. It also observed that there is a non significant negative correlation between T &F and matching questions. Conclusions: MCQ items that demonstrate good discriminating potential tend to be moderately difficult items, and the moderately-to-very difficult items are more likely to show negative discrimination. T &F questions were the very difficult questions with discrimination power ranging fi·om low to very high. Matching questions were the easiest and low discrimination power and Jess distractibility. There is a need to evaluate the effectiveness of our MCQ, T &F, and matching questions items.

To examine the quality of our current Year IV (Nursing Administration) multidisciplinary MCQ, T &F, and matching questions and to see if there was any relationship between the item difficulty index and the item discrimination index values in these questions. Materials and Methods: MCQ, T&F, and Matching questions in the study taken from Year IV student in the nursing administration final examination were analyzed to obtain their difficulty and discrimination indices. The examination consisted of 10 true/false, 10 MCQs, and 15 Matching questions, items on topics drawn from different disciplines. The questions were first constructed and vetted by the individual departments before being submitted to a central committee, where the final selection of these questions was made, based purely on the academic judgment of the committee. Results: the students who have high grades in the MCQs, T &F, and matching questions they found no difficulty and distraction in answering these questions. The difficulty and the discriminating power were found among the MCQ questions number 2, 3, 8, 7, while it was found among the T&F questions number 8, 6, 10, 3, and in matching questions it was found among the questions number 5, 4 respectively. There was a non significant positive correlation was found between MCQ and T & F. While, there was a highly significant positive correlation was found between MCQ, and matching questions. It also observed that there is a non significant negative correlation between T &F and matching questions. Conclusions: MCQ items that demonstrate good discriminating potential tend to be moderately difficult items, and the moderately-to-very difficult items are more likely to show negative discrimination. T &F questions were the very difficult questions with discrimination power ranging fi·om low to very high. Matching questions were the easiest and low discrimination power and Jess distractibility. There is a need to evaluate the effectiveness of our MCQ, T &F, and matching questions items.