Background: Organizational justice and workplace deviance behavior are the most important factors affecting the employees in each organization. When there was lack of fairness and support in the organization, staff tended to perform behaviors that damaging the organization. Aim: The study aimed at assessing the relation between organizational justice and workplace deviance behavior among staff nurses. Research design: A descriptive, correlational design was used. Setting: The study was conducted at Ain Shams University hospital. Subjects 173 staff nurses were included in the study. Tools of data collection: Data were collected by using organizational justice questionnaire and Egyptian questionnaire of nursing workplace deviance. Results: Slightly less than half (49.1%) of staff nurses had low perception level toward organizational justice, slightly more than two thirds (68.2%) of staff nurses had high workplace deviance behavior. Conclusion: There was a statistically significant negative relation between organizational justice and workplace deviance behavior. Recommendations: Managers have to ensure fairness in rewards distribution, making policies with equal benefits to all stakeholders. Organizations have to implement strategies to handle with workplace deviance behaviors.

Background: Abusive supervision is the subordinates' perceptions of the extent to which their supervisors engage in the sustained display of hostile verbal and nonverbal behaviors that have a negative effect on organization causing lower levels of satisfaction, commitment, and counter productive work behavior. Aim: Assessing staff nurses' perception level regarding abusive supervision, assessing level of staff nurses' counterproductive work behavior and finding out the influence of perceived abusive supervision on counter productive work behavior among staff nurses. Research design: A descriptive correlational study design was used. Setting: The study was conducted at Ain-Shams University Hospital. Subjects: (171) staff nurses out of (300) were participated in the study. Tools of data collection: Abusive supervision scale and counter productive work behavior scale. Results:The majority (94%) of the studied staff nurses perceived high level of abusive supervision, only 2% of them perceived low level of abusive supervision from their supervisors. Also, less than two thirds of them (65%) had moderate level of counter productive work behavior, while only (15%) of the study participants had high level. Conclusion: There was strong positive relation between staff nurses' perceived abusive supervision and their counter productive work behavior. Recommendations: Hospitals have to take corrective disciplinary approaches, actions and strategies against supervisory abusive behavior and counter -productive behavior. Health care managers have to provide the employees with favorable healthy professional work environment, which helps to overcome any counterproductive work behaviors. Health care managers should carry out in-service training programs about acceptable behaviors and actions which have to take to deal with negative behaviors. Faculties of nursing should introduce abusive supervision and counterproductive work behavior in the nursing curricula to equip students to handle or deal with them if they will experience in the nursing profession.

Background: Role conflict has stressful characteristics of the working role; it has a joint effect on job performance ratings. Unclear roles and incompatibility of the responsibilities affect employee performance. Aim: This study aims to measure the effect of role conflict on burnout among staff nurses through assessing role conflict among staff nurses, measuring burnout among staff nurses, finding out the effect of role conflict on burnout among staff nurses. Research design: A descriptive, correlational design was used. Setting: The study was conducted at Urology and Nephrology Center affiliated to Mansoura University Hospitals. Subjects: The study included 130 staff nurses. Tools: Data were collected by using the Role conflict scale and Maslach Burnout Inventory. Results: More than half (53%) of the studied nurses had a low perception of role conflict and only 16.2% of them had a high perception of role conflict. Moreover, more than threequarters (77.7%) of the studied nurses had a low perception of burnout, and only 3.1% of them had a high level of burnout. Conclusion: There was a highly significant statistical correlation between staff nurses' role conflict perception and total burnout. Recommendations: Counseling of nurses with a high-role conflict is required to alter their behavior and increased their capabilities for coping with role conflict. Moreover, developing an effective positive work environment among nursing staff.

Context: Psychological capital is among new study aspects of interest to researchers of human capital, organizational behavior and psychology. On the other hand, Organizational Citizenship Behavior (OCB) has been a focused subject by researchers due to increasing empirical evidence of OCB's impact on individual and organizational performance. Aim: This study aimed to investigate the relationship between psychological capital and organizational citizenship behavior among staff nurses. Methods: Design: A descriptive correlational design was used to conduct this study at Obstetrics and Gynecological Hospital on one hundred and nine nursing staff. Data collection tools include psychological capital Scale and organizational citizenship behavior scale. Results: The present study showed that the mean dimensions of self-efficacy 3.60±0.48 and optimism 3.25±0.45 had the highest and the lowest mean, respectively, of psychological capital. The results revealed that as for the dimensions of organizational citizenship behavior, the dimension of altruism (4.06±0. 62) while Civic virtue (civilized behavior had the lowest mean (3.80±0.52) and shows that the total mean score of organizational Citizenship Behavior were 3.91±0.41. Conclusions: There is a highly statistically significant positive correlation between total staff nurses' perspectives regarding psychological capital and their total organizational citizenship behavior. The study recommended that hospital administrators should promote organizational citizenship behavior and, consequently, psychological capital by involving employees in decisions, consult with them, and intervention programs for nurses should be carried out to enhance their level of psychological capital.

Background: Recently, along with changes in the labor market, work alienation and job security have gained considerable attention from both academics and practitioners. Aim: This study aimed to examine Job security as perceived by staff nurses and its relation to their work alienation. Design: A descriptive, correlational design was used to conduct this study. Setting: This study was conducted at a pediatric University Hospital, which affiliated to Ain shams university hospitals. Subjects: 137 staff nurses were included in the study. Tools of data collection: Two tools were used namely Job security scale; and work alienation Scale. Results: more than half of staff nurses had moderate perception level regarding job security. Less than half of staff nurses had moderate level of work alienation,. Conclusion: There was a statistically significance negative correlation between total staff nurses perception regarding job security and total work alienation . Recommendations: Reinforcing the relationship between nurse managers and staff to ensure healthy work environment /climate. Supervisors developing and implementing strategies that support job security. Hospital have to enhance their sensors to management strategies which maintain job security.