All aspects of the health care industry are affected by political and policy decisions at the local, state and national levels, therefore nurses' political awareness is critical to nursing attainment of professional goals and nurse attainment of personal goals. The purpose of this study was to assess study subjects political awareness level. The study included convenient sample from faculty of nursing teaching staff (n=74) and hospital nurses (head nurses n=51and staff nurses n=105). Data was collected by using structured interview questionnaire. The results revealed that the staff nurses were the most apathetic group, the head nurses were more slightly aware in political implications, while faculty of nursing teaching staff were the most self interested in political sophistication, there a statistical significant relation between study subject educational level and political awareness. Most of them not belonged to political party. The present study recommended that, conduct a training program about political participation for nurses, and incorporate courses related to politics for undergraduate nursing students.

The present study aimed to explore the relationship between nurse's absenteeism and incidences of medication errors and bed sores among patients at El Manya University Hospital. The study was conducted at six inpatient units at El Manya University Hospital. The study sample included all staff nurses who were working at these units, and all patients admitted during period of data collection (3 months).Retrospective auditing was done for nurses absenteeism rate and patient observation checklist was used for monitoring incidences of medication errors and bed sores. The findings of this study revealed that the medication error rate was high in general medicine unit (56.17) and the bed sores rate was high in CCU (7.36) .On the other hand, it was found that the absenteeism rate was high among nurses in obstetric and general medicine units (1.82,1.50) respectively. It was concluded from the study finding that there was a highly significant positive correlation between nurses' absenteeism rate and incidence of both medication errors and bed sores. It was recommended to make supervision for nurses performance especially in drug administration ,also training programs were crushly needed with emphasis on preventive measures against bed sores ,in addition to adopt risk management system in the hospital.

This study aimed to analyze the importance of gradation of human needs among nurses working in different health care settings at Assiut city. The study subjects consisted of (300) staff nurses and (60) head nurses. Data collected through personal interview by using the demographic data sheet and need satisfaction scale. Results revealed that gradation of human needs for both nurses and head nurses was the same, started by social, self esteem, security, self actualization, and autonomy need except in El-Shamalla hospital the fourth need was autonomy and the fifth need was self actualization, by using Mann Whitney U- test it was found a statistical significant difference between staff nurses and head nurses regarding to the autonomy and self actualization needs in the three selected hospitals. It was recommended to secure the working environment, provide a child-care service for nursing staff children (nursery school).

This study aimed to analyze the importance of gradation of human needs among nurses working in different health care settings at Assiut city. The study subjects consisted of (300) staff nurses and (60) head nurses. Data collected through personal interview by using the demographic data sheet and need satisfaction scale. Results revealed that gradation of human needs for both nurses and head nurses was the same, started by social, self esteem, security, self actualization, and autonomy need except in El-Shamalla hospital the fourth need was autonomy and the fifth need was self actualization, by using Mann Whitney U- test it was found a statistical significant difference between staff nurses and head nurses regarding to the autonomy and self actualization needs in the three selected hospitals. It was recommended to secure the working environment, provide a child-care service for nursing staff children (nursery school).

Medication errors can be a serious problem that exposes patients to preventable risks. The present study was aiming at investigating the effect of training in reduction of medication errors, through developing, implementing, and evaluating an in-service training program for reduction of nurses medication errors. The study was carried out in Assiut University Hospitals, including all general medical and surgical units and medical and surgical intensive care units. A total of 67 nurses were selected by a systematic random sampling technique from those 200 nurses included in the needs assessment who are selected in the previous master degree related to medication errors. Four different tools were used to collect study data. These were a knowledge test, chart audit, an observation checklist, and an attitude scale. The tools were applied 3 times, before implementation of the training program, immediately after implementation, and after three months from the post test. The result denoted that there were marked improvement in nurses' knowledge, attitude, and practice immediately after implementation of the training training program. This improvement was mostly retained after 3- months, with slight decline, particularly related to attitude, although still higher compared to pre-implementation level. However, the training program had no effect on nurse's documentation of medication errors, which could be attributed to the absence of the medication errors record in the hospital. Strong correlations were revealed among nurses' knowledge, attitude, documentation, and performance scores. On the light of the present findings the authors recommended the necessity of improvement of medication education at all levels is urgently needed, ~etting standard for medication administration process by nurses, Setting policies regarding medication error reporting, Simplification of the steps of transcription is recommended.

Medication errors can be a serious problem that exposes patients to preventable risks. The present study was aiming at investigating the effect of training in reduction of medication errors, through developing, implementing, and evaluating an in-service training program for reduction of nurses medication errors. The study was carried out in Assiut University Hospitals, including all general medical and surgical units and medical and surgical intensive care units. A total of 67 nurses were selected by a systematic random sampling technique from those 200 nurses included in the needs assessment who are selected in the previous master degree related to medication errors. Four different tools were used to collect study data. These were a knowledge test, chart audit, an observation checklist, and an attitude scale. The tools were applied 3 times, before implementation of the training program, immediately after implementation, and after three months from the post test. The result denoted that there were marked improvement in nurses' knowledge, attitude, and practice immediately after implementation of the training training program. This improvement was mostly retained after 3- months, with slight decline, particularly related to attitude, although still higher compared to pre-implementation level. However, the training program had no effect on nurse's documentation of medication errors, which could be attributed to the absence of the medication errors record in the hospital. Strong correlations were revealed among nurses' knowledge, attitude, documentation, and performance scores. On the light of the present findings the authors recommended the necessity of improvement of medication education at all levels is urgently needed, ~etting standard for medication administration process by nurses, Setting policies regarding medication error reporting, Simplification of the steps of transcription is recommended.

The aim of the study was to assess the relationship between the assertiveness and leadership styles among nurses' managers at Assiut University Hospitals. The study sample including all the available nurses' managers (82) currently assigned to work in different units at Assiut University Hospitals; (I) director of nursing, (3) Assistant director, (l2)supervisors, and (66) head nurses. The questionnaire sheet consisted of three parts: The first part related to socio-demographic characteristics of the study sample (age, qualifications, position, and years of experience). The second part of the tool consisted of 34 questions that measure the assertiveness of the nurse managers. The possible responses of this part were strongly agree scored (I), agree scored (2), sometimes scored (3), disagree scored (4), and strongly disagree scored (5). The third part of the tool consisted of 16 questions that measure the leadership style of the nurses' managers. The possible responses of this part were yes scored (I), and no scored (0). The questionnaire is divided into three parts (each part involves six questions) the first six questions detected the directive leadership style, the second six questions detected the participative leadership style, and the last six questions detected the permissiveness leadership style. The result denoted that there were no statistically significant differences between leadership styles and assertiveness among the nurses' managers. On the light of the present findings the researchers recommended the necessity of sharing of the nurses in decision - making, policy making, informing the nurse managers with description of each position, the nurses ' managers must have authority commensurate with their responsibilities, and must have adequate opportunity for promotion, professional growth and inservice training opportunity about communication and lead ship in nursing.

The aim of the study was to assess the relationship between the assertiveness and leadership styles among nurses' managers at Assiut University Hospitals. The study sample including all the available nurses' managers (82) currently assigned to work in different units at Assiut University Hospitals; (I) director of nursing, (3) Assistant director, (l2)supervisors, and (66) head nurses. The questionnaire sheet consisted of three parts: The first part related to socio-demographic characteristics of the study sample (age, qualifications, position, and years of experience). The second part of the tool consisted of 34 questions that measure the assertiveness of the nurse managers. The possible responses of this part were strongly agree scored (I), agree scored (2), sometimes scored (3), disagree scored (4), and strongly disagree scored (5). The third part of the tool consisted of 16 questions that measure the leadership style of the nurses' managers. The possible responses of this part were yes scored (I), and no scored (0). The questionnaire is divided into three parts (each part involves six questions) the first six questions detected the directive leadership style, the second six questions detected the participative leadership style, and the last six questions detected the permissiveness leadership style. The result denoted that there were no statistically significant differences between leadership styles and assertiveness among the nurses' managers. On the light of the present findings the researchers recommended the necessity of sharing of the nurses in decision - making, policy making, informing the nurse managers with description of each position, the nurses ' managers must have authority commensurate with their responsibilities, and must have adequate opportunity for promotion, professional growth and inservice training opportunity about communication and lead ship in nursing.

The aim of the study was to assess the relationship between the assertiveness and leadership styles among nurses' managers at Assiut University Hospitals. The study sample including all the available nurses' managers (82) currently assigned to work in different units at Assiut University Hospitals; (I) director of nursing, (3) Assistant director, (l2)supervisors, and (66) head nurses. The questionnaire sheet consisted of three parts: The first part related to socio-demographic characteristics of the study sample (age, qualifications, position, and years of experience). The second part of the tool consisted of 34 questions that measure the assertiveness of the nurse managers. The possible responses of this part were strongly agree scored (I), agree scored (2), sometimes scored (3), disagree scored (4), and strongly disagree scored (5). The third part of the tool consisted of 16 questions that measure the leadership style of the nurses' managers. The possible responses of this part were yes scored (I), and no scored (0). The questionnaire is divided into three parts (each part involves six questions) the first six questions detected the directive leadership style, the second six questions detected the participative leadership style, and the last six questions detected the permissiveness leadership style. The result denoted that there were no statistically significant differences between leadership styles and assertiveness among the nurses' managers. On the light of the present findings the researchers recommended the necessity of sharing of the nurses in decision - making, policy making, informing the nurse managers with description of each position, the nurses ' managers must have authority commensurate with their responsibilities, and must have adequate opportunity for promotion, professional growth and inservice training opportunity about communication and lead ship in nursing.

Job satisfaction is the degree to which an individual feels positively or negatively about a job. It has been related to a number of organizational, professional and personal variables. So, in all nursing organizations, the issue of maintaining employee job satisfaction is a major concern to managers because of its potential impact on morale, quality patient care, productivity and cost. The aim of the present study was to measure the satisfaction of nurses with their work and work environment. The study was carried out in all departments of the Main Assiut University Hospital. The study sample included all the available head and staff nurses (297) currently assigned to work in the selected Departments at Main Assiut University Hospital. The questionnaire sheet consisted of two parts: The first part related to socio-demographic characteristics of the study sample. (Age, Gender, place of work, qualifications, and years of experience). The second part of the tool consisted of 37 questions related to measures that related satisfaction of nurses' with quality of work and work environment. The Scoring systems of this part were satisfied scored (3), hesitate scored (2), and dissatisfied scored (1). The result denoted that there was statistically significant differences between head nurses and staff nurses in relation to job satisfaction as regard nursing practice environment «0.001 *) , enough time and support for patient care «0.004*), followed by relations with supervisor, peers and physicians «0.02*). While, there were not statistically differences in job satisfaction as regard contribution to hospital, profession, and own sense of achievement, praise for well done work from peers, and physicians, and nursing administration, use of full range of nursing skills, clinical challenges, and opportunities to serve others, sharing in decision-making for nursing service and hospital policy, fair and adequate opportunities for advancement, followed by professional growth, salary and benefits, work schedules, vacation, in-service. On the light of the present findings the authors recommended the necessity of sharing of the nurses in decision - making, policy making, and must be their adequate for advancement, professional growth and in-service training opportunity.