Building a positive work climate, where trust and participation are hallmarks, and where conflict and changes are seen as productive, can produce a dynamic and flexible organization. The aim of this study was identifying the factual organizational climate as perceived by nurses, determining the causes and effects of conflict, management strategies, positive and negative effects of conflict, and assessing the employees for the chosen strategy for conflict management. It was conducted in Assiut University Hospital using a cross-sectional design. Subjects included 195 staff nurses, 107 head nurses, and 2 assistant nursing directors, and the director of nursing services administration. Data were collected using the organizational climate questionnaire and the organizational conflict questionnaire. The results revealed that 73.4% of nurses considered organizational climate as positive. Inter-group conflict was the highest (72.8%). Almost all nurses were for confrontational resolution strategy (97.0%), while avoiding was the lowest (80.7%). Most nurses considered conflict resolution strategies effective (83.3%). Statistically significant relations were shown between inter-group conflict and nurses ' age (p=0.002), qualification (p=0.04), experience years (p=0.006), and job position (p=0.03). Positive organizational climate was associated with higher percentage of effective resolution, p

There is no doubt that every member of the society would agree that all healthcare providers in practice should be competent. For nurses to work efficiently and effectively, the areas of competency must be identified for specific roles and settings. Competencies describe the specific job requirements and job environments. They are useful for managers to select staff. Orientation of staff provides us with the assessment needs and validation of high-risk, high frequency interventions, while ongoing education and training addresses high-risk, low-frequency interventions. The present study aims to determine whether a suggested assessment system is an effective measure of clinical competency in nursing, and to investigate the views of students and instructors who are using the assessment system. The study sample consisted of all nurse students who were enrolled in the third academic year (171). The second sample consisted of 12 clinical instructors: 4 from pediatric nursing and 8 from nursing administration department. Three tools were used for collection of data: two for students, and one for clinical instructors. The assessment system was the main tool comprising competency-based performance indicators. The second and third tools were respectively students and clinical instructor's opinionnaires. Assessment of the reliability of the developed tool has shown high Cronbach's alpha coefficients. Total competency-based domain had an internal consistency of a =0.90. The findings suggest that these competence indicators are meaningful to nurse students at dif"(erent settings. Finally, the study concluded that the developed tool may provide utility to be used as a reliable and accurate measure of student nurse competence, and it can be used as a reference for teaching, maintaining, and correcting the performance of nursing students.

There is no doubt that every member of the society would agree that all healthcare providers in practice should be competent. For nurses to work efficiently and effectively, the areas of competency must be identified for specific roles and settings. Competencies describe the specific job requirements and job environments. They are useful for managers to select staff. Orientation of staff provides us with the assessment needs and validation of high-risk, high frequency interventions, while ongoing education and training addresses high-risk, low-frequency interventions. The present study aims to determine whether a suggested assessment system is an effective measure of clinical competency in nursing, and to investigate the views of students and instructors who are using the assessment system. The study sample consisted of all nurse students who were enrolled in the third academic year (171). The second sample consisted of 12 clinical instructors: 4 from pediatric nursing and 8 from nursing administration department. Three tools were used for collection of data: two for students, and one for clinical instructors. The assessment system was the main tool comprising competency-based performance indicators. The second and third tools were respectively students and clinical instructor's opinionnaires. Assessment of the reliability of the developed tool has shown high Cronbach's alpha coefficients. Total competency-based domain had an internal consistency of a =0.90. The findings suggest that these competence indicators are meaningful to nurse students at dif"(erent settings. Finally, the study concluded that the developed tool may provide utility to be used as a reliable and accurate measure of student nurse competence, and it can be used as a reference for teaching, maintaining, and correcting the performance of nursing students.

There is no doubt that every member of the society would agree that all healthcare providers in practice should be competent. For nurses to work efficiently and effectively, the areas of competency must be identified for specific roles and settings. Competencies describe the specific job requirements and job environments. They are useful for managers to select staff. Orientation of staff provides us with the assessment needs and validation of high-risk, high frequency interventions, while ongoing education and training addresses high-risk, low-frequency interventions. The present study aims to determine whether a suggested assessment system is an effective measure of clinical competency in nursing, and to investigate the views of students and instructors who are using the assessment system. The study sample consisted of all nurse students who were enrolled in the third academic year (171). The second sample consisted of 12 clinical instructors: 4 from pediatric nursing and 8 from nursing administration department. Three tools were used for collection of data: two for students, and one for clinical instructors. The assessment system was the main tool comprising competency-based performance indicators. The second and third tools were respectively students and clinical instructor's opinionnaires. Assessment of the reliability of the developed tool has shown high Cronbach's alpha coefficients. Total competency-based domain had an internal consistency of a =0.90. The findings suggest that these competence indicators are meaningful to nurse students at dif"(erent settings. Finally, the study concluded that the developed tool may provide utility to be used as a reliable and accurate measure of student nurse competence, and it can be used as a reference for teaching, maintaining, and correcting the performance of nursing students.

Job empowerment is an increasingly important element in determining employee's performance and commitment to the organization. Howe ever, little attempt was done to investigate staff nurses perceptions of job empowerment and organizational commitment. This study was conducted in an attempt to explorer the relationship between (l00) staff nurses perceived job empowerment and their commitment to the organization, based on kanter s structural theory of organizational behavior. Data were collected from Assiut health insurance hospital (EI- Mabarrah) by using; the demographic data sheet, organizational description opinionaire (ODO) organizational commitment questionnaire (OCQ) and a modified version of the condition of work effectiveness questionnaire (CWEQ). The result revealed that strong positive relation ship was found between nurses perception of access to opportunities and their commitment to the organization .in addition, overall empowerment was correlated positively with nurses perception of their immediate managers power. In accordance with authors, the results suggest that empowered individuals are more likely to delegate are more committed, and are willing to sacrifice individuals needs for the good of the organization.

Job empowerment is an increasingly important element in determining employee's performance and commitment to the organization. Howe ever, little attempt was done to investigate staff nurses perceptions of job empowerment and organizational commitment. This study was conducted in an attempt to explorer the relationship between (l00) staff nurses perceived job empowerment and their commitment to the organization, based on kanter s structural theory of organizational behavior. Data were collected from Assiut health insurance hospital (EI- Mabarrah) by using; the demographic data sheet, organizational description opinionaire (ODO) organizational commitment questionnaire (OCQ) and a modified version of the condition of work effectiveness questionnaire (CWEQ). The result revealed that strong positive relation ship was found between nurses perception of access to opportunities and their commitment to the organization .in addition, overall empowerment was correlated positively with nurses perception of their immediate managers power. In accordance with authors, the results suggest that empowered individuals are more likely to delegate are more committed, and are willing to sacrifice individuals needs for the good of the organization.

Job empowerment is an increasingly important element in determining employee's performance and commitment to the organization. Howe ever, little attempt was done to investigate staff nurses perceptions of job empowerment and organizational commitment. This study was conducted in an attempt to explorer the relationship between (l00) staff nurses perceived job empowerment and their commitment to the organization, based on kanter s structural theory of organizational behavior. Data were collected from Assiut health insurance hospital (EI- Mabarrah) by using; the demographic data sheet, organizational description opinionaire (ODO) organizational commitment questionnaire (OCQ) and a modified version of the condition of work effectiveness questionnaire (CWEQ). The result revealed that strong positive relation ship was found between nurses perception of access to opportunities and their commitment to the organization .in addition, overall empowerment was correlated positively with nurses perception of their immediate managers power. In accordance with authors, the results suggest that empowered individuals are more likely to delegate are more committed, and are willing to sacrifice individuals needs for the good of the organization.

Hemodialysis, the backbone of the modem treatment of irreversible kidney disease, in the treatment course, the patient faces pressures at different levels, and subjected to a high degree of stress that might impacts patients' psychosocial health and Coping with the medical condition. Objective: The purpose of this study was to determine the stressors of hemodialysis patients. Subjects and methods; Design: A descriptive design was utilized to conduct this study. Subjects and methods Sample/Setting: Eighty-eight subjects were included in the study; they ranged in age from 20 to 61 years. Subjects were obtained from the hemodialysis center at Assiut University Hospital. Tools: Socio-demographic data sheet elicited information related to subjects' age, gender, education, occupation. Information related to type of hospital payment and times on dialysis were also gathered. The stressors were measured on the Hemodialysis Stressor Scale (HSS). Results revealed that, Highly reported stressors (in decreasing order of occurrence) included number of treatment per week, time requirement for treatment, severe headache, anxiety, waiting for transplant, muscle cramps, limitation of fluid and limitations of physical activities. Conclusion and recommendation: The findings of this study showed that patients experienced various types of stressors. Nurses can provide support, information, and alternative solutions when assisting patients in coping with these different stressors associated with hemodialysis.

Low back pain has been shown to be an important health and socioeconomic problem of occupational diseases. Some authors in our locality have documented near to half (45%) of our nurses having ongoing back pain. Various risk factors have been documented such as work environment, manual handling, heavy lifting, repetitive work, and strenuous tasks. Also, a history of back trouble, particularly if recent and prolonged, is highly predictive of new episodes of prevalence of the back problem in nurse. So, if we can estimate the magnitude of the low back pain in nursing students we can protect the future nurse from low back pain. The aim of the study: To identifY the prevalence of back pain among the nursing student in Nursing Faculty at Assiut University and determine the risk factors for that back pain and design proposal intervention protocol. Subjects and Methods: SUbjects consisted complete cohort of 466 female nursing students of Nursing Faculty at Assiut University using self-administered structured Arabic questionnaires. Prevalence of back pain in low, mid, and upper back was determined. Full clinical history and local examination of back in students who had positive back pain complaints for exclusion of other causes of back pain such as pelvic, or major skeletal deformity. Result: The prevalence of back pain was 54%. There is no significance difference between students who have back pain and no back pain except for irregular menses. Prevalence of back pain over I year (chronic) was 33.5%, but acute back pain (less than one month) was 43.5%. There were no statistically significant differences between back pain and year of the study. Conclusions and Recommendation: Overall, our study showed that back pain was more common among an Egyptian cohort than in other study. We also concluded that preventive strategies might be started before enrollment in faculty of nursing, continued during the time of faculty, and continued after graduated from the faculty by proper distribution of nurse to different department according to the medical history and examinations of back. Recommended that, a full and thorough examination of the locomotor's system after graduation from the Faculty of Nursing for ideal distribution of nursing students to suitable departments according to their fitness, also training program for the prevention of back injury should be continued, as research have shown that training programs were effective in increased knowledge of injury risk factors and a 30% in back injuries. Key words: Back pain, Prevalence, Nursing student.

Diabetes is a chronic disease of life long duration, and its management requires a fundamental change in the patient's life style. The success of long term maintenance therapy for diabetes mellitus depends largely upon the patients' compliance with a therapeutic plan. Therefore, the aim of this study was to assess compliance to therapeutic regimen of diabetics' patients attending out-patient clinic and in-patient department at Assiut University Hospital. Hundred patients were selected randomly from the previous setting, their age ranged between 20- 80 years, from both sex. Interview questionnaire were used for data collection, developed and completed by the researcher for each subject to assess compliance of diabetic patients to therapeutics regimen. It includes 3 parts, the first part, cover the sociodemographic data, the second part, includes medical data history of associated disease, and the third part, includes closed ended questions related to compliance of diabetic patients to therapeutics regimen as compliance with dietary, treatment, exercise regimen, smoking cessation, periodic check up (eye examination, blood pressure monitoring), periodic laboratory test for glucose in blood & urine and self care practice. The results showed that, more than half of the patients 60% had good compliance with dietary regimen, the majority of patients 78% had good compliance with treatment regimen and 75% of the patients had good compliance for periodic check up for glycemic status. However, 45%, 70% and 88% had poor compliance with foot care, smoking cessation, blood pressure monitoring and eye examination respectively. It can be concluded that, the majority of the patient had good compliance with diet, treatment regimen and laboratory test for glycemic status while, the diabetic patients had poor compliance with smoking cessation, blood pressure monitoring, eye examination and exercise program. Hence, it is recommended that, every effort should be made to imitate and promote behavioral changes in diabetic people. To achieve this, an appropriate education and training should be provided for all patients and their relatives in a written booklet, in a sample language with posters about the managements and prevention of diabetic complications. To improve compliance with therapeutic regimen, collaboration of patients with the health team members is needed, and the compliance regimen should be individualized, realistic, flexible, considering the patient's like and dislikes and must suit the patients life style. Key words: Compliance, Diabetes, Therapeutic regimen.