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.

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.

Conflict is one of the most prevalent issues facing nursmg management today. The introduction of new specialties is often associated with highly technical procedures, an increase in the body of knowledge and a complexity of nursing skills needed in the working units. This study aimed to determine nurses' styles in managing conflict at Assiut Main University Hospital. Subjects of this study comprised all nurses who were available at the time of the study (n = 140) at the general medical and surgical inpatient care units at the previously mentioned hospital. A modified version cif Thomas-Kilmonn, questionnaire-based on the self assessment questionnaire developed by Steers and Black, was used to assess the different nurses styles in managing conflicts at Assiut Main University Hospital this study revealed that accommodating was the most frequently used style by nurses in managing conflict in their working settings. Also, a positive relationship was found between their educational level and use of accommodating style in managing conflict. Furthermore, significant relationships were revealed between nurses' age and their use of competing and compromising styles in managing conflict and between nurses' years of experience and their use of collaborating style.