Aim This study aimed to investigate critical thinking disposition among nurses working in Public Hospitals in Port-Said Governorate. Methods A descriptive research design was conducted in this study. Totally 196 respondents were chosen by systemic random sampling, to take part in the study as the sample. Data was collected from April to September in 2015. Tools of data collection: A personal and job characteristics data sheet and California Critical Thinking Disposition Inventory(CCTDI) were used. Results The results revealed that the total critical thinking disposition score mean was 257.05 ± 20.16 and the highest score mean was 48.67 ± 6.28 for inquisitiveness subscale, while the lowest score mean was 21.36 ± 7.19 for the truth-seeking subscale. Also, none of the personal & job characteristics showed statistically significant relations with the total critical thinking disposition. Conclusion More than three quarters of the nurses had an ambivalent disposition toward critical thinking, and most nurses' scores indicated a negative tendency towards truth-seeking. So the findings pointed for upgrading nurses' critical thinking through educational programs and a need for more problem-based learning with advanced teaching strategies in clinical areas.

Background: Competent nurses' performance and typical work climate are targets that challenge hospital administrators to achieve likely results for success. A positive work climate leads to and sustains nurses' motivation and high performance. Aim: This study aimed to explore the relationship between organizational climate and nurses' performance. Material and methods: A quantitative descriptive correlational research design was utilized. A sample of 110 nurses was recruited from all inpatients' department of the Main Mansoura University Hospital. Tools of data collection: Personal and job characteristics of the participants, organizational climate questionnaire and nurses' performance evaluation. Results: The study findings highlighted that 51% of the nurses had positive work climate with a higher mean score (12.15±2.39) for customer service while the lowest mean score (5.65±3.1) for compensation. And 30.9 % of nurses had competent performance level with a higher mean score for hospital behavioral expectations domain (75.51±10.41), while the lowest mean score was for education domain (6.91±1.42). A significant relationship was found only between nurses' performance and age (8.44) and educational level (8.42). Conclusion: The study concluded that a statistically significant positive association was also identified between nurses' perception of work climate and job performance (.049). So, hospital administrators must push nurses' performance forward to a high level of competency through creating an exemplary work climate which values nurses, and allows them to share ideas, team spirit and creativity.

Background:The 21 st century hospitals that are closed and accusatory in which nurses feel unvalued, and not esteemed are considered as toxic workplaces which sequentially will remain nurses more silent about variety of issues. Such behavior impairs performance, development and improvement in these hospitals. Aim: Current study aimed to investigate the relationship between work place toxicity, organizational silence and thriving among nurses. Materials and method:A descriptive correlational research design was utilized with a convenience sample of 235 nurse were participated from different departments at one of the general hospitals (El Salam Hospital) in Port Said, Egypt. Tools of data collection: Included staff nurses' personal characteristics, toxic workplace environment questionnaire, organizational silence scale, and thriving at work scale. Results: The lowest percent of staff nurses had high workplace toxicity and high level of organizational silence, meanwhile, more than half (53.6%) of them reflected passion for learning and wish to stay and headway in their hospital. A statistically significant negative correlation between thriving at work and workplace toxicity and organizational silence. A highly statistically significant positive correlation between toxic workplace environment and organizational silence was found. Conclusion: Work place toxicity contributes to more silence among staff nurses that prevent work flourishing and push nurses to leave. Recommendations: Continuous training programs for nurses to teach them about the importance of a healthy work environment to avoid the negative impacts of work place toxicity on psychological status.

Background: Conflict management skill is an essential skill for an effective nurse leader.As inappropriate use of conflict resolution skills leads to degeneration of communication and poor working relationships particularly between nurse leader and their staff nurses.Aim: the current study aimed to determine the relationship between conflict management strategies used by head nurses, and the quality of vertical dyad linkage at Port Said hospitals. Subjects and Methods: A descriptive correlational design was applied in this study on 31 head nurses and 203 staff nurses working in Port Said General Hospital and Port Said Health Insurance Hospitals, using two tools; the first was Thomas-Kilmann conflict mode instrument to assess head nurses' preferred conflict resolution strategies, and the second was vertical dyad linkage scale from staff nurses point of view. Results:The results of the present study showed more than two-thirds of head nurses (67.7%) used accommodating strategy as a primary method to resolve conflict, followed by compromising strategy used by 51.6% by them to resolve conflict and less than two third (64%) of staff nurses had a neutral relation with their head nurses. Conclusion: Based on the results of the present study, it can be concluded that, there was no statistically significance relation between conflict management strategies used by head nurses, and the quality of vertical dyad linkage in Port-Said hospitals. It was recommended that head nurses should use conflict management styles depending on the situation. In addition to, develop an in-group relationship with as many staff nurses as possible.

Background: With the increase emphasis on high quality of health care and professional development, work autonomy continues to be an essential aspect of the work environment for nurses' satisfaction and recognition. Aim: The present study aimed to assess the relationship between professional autonomy and job satisfaction among staff nurses. Material and methods: A descriptive correlational study was used with a sample of (240) staff nurses. The data were collected by using two tools; professional autonomy scale and job satisfaction questionnaire. Results: The results revealed that 43.0% of nurses had low autonomy level followed by 34.2% had high autonomy. Also, it was observed that 56.0% of nurses were satisfied. Conclusion: It was concluded that there was a highly statistically significant positive correlation between the professional autonomy level and job satisfaction level among staff nurses. Recommendation: So, the findings pointed for upgrading nurses' clinical decision making through educational programs and more advanced strategies in clinical areas to enhance job satisfaction and professional autonomy.