Employee motivation is considered as a force that drives the employees toward attaining specified goal and objectives of the organization. Now days it is one of the sizzling issue in organizations since every wants to make best use of their financial and human resources. Our Purpose of this study is basically to identify that what kind of factors influence employ motivation in Pakistan and up to which extent motivation affects the employee performance. Two preceding factors influence the employ motivation. By using self-administered questionnaires we collected data from our 150 respondents. For regression analysis we entered all that that data into SPSS and do analysis also. Results of our study show significant relationship of employ motion and employ performance. Our study is a vital source for the national and international HR personnel’s to collect information how different factors effect employee motivation and performance.

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: Justice and its implementation are one of the fundamental and innate needs of the human. Employees' exhibit higher levels of performance, loyalty, act more than their job descriptions and have high level of organizational citizenship behavior when they believe they are treated fairly at workplace. Aims: This study aimed to investigate the relationship between organizational justice and organizational citizenship behavior among nurses. Setting: El Demerdash university Hospital. Design: a descriptive, correlational design was used. The study subject included 179 nurses. Data collection tools: Data were collected by using organizational justice questionnaire sheet, and organizational citizenship behavior scale. Results: More than half of the studied nurses had moderate perception level toward organizational justice, more than half of the studied nurses had positive organizational citizenship behavior. Conclusion: There is a highly statistically significant positive correlation between altruism and distributive justice. However; there was no statistically significant correlation between organizational justice and organizational citizenship behavior. Recommendations: Nursing Managers have to respectful to rights and duties of nurses in making decisions and conducted periodically meeting with their staff nurses to discuss and solve their work problems.

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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.

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Background: Head nurses are commonly facing time wasters. Time waster is any activity that has that has fewer benefits and usually prevents the head nurse from accomplishing the job or achieving the goal. Aim: Assess time wasters facing head nurses in the work place. Design: A descriptive design was used in this study. Subjects: The subjects of the study included 115 head nurses working in Ain Shams University hospitals. The subjects of the study were convenient sample. Setting: The study was conducted at five hospitals affiliated to Ain-Shams University Hospitals where the head nurses worked. Tool of data collection: Time waster's questionnaire. Results: more than three fifth of head nurses facing all types of time wasters. The highest mean score was communication time wasters 20.63±4.28 while the lowest mean score was planning time wasters14.38±2.9. Conclusion: the result revealed that the most common time waster facing head nurses was communication 66.1%, while planning time waster was the least time waster facing head nurses 60.0%. Recommendations: Providing training programs for head nurses regarding strategies to eliminate time wasters and enhance delegation process.

The quality of the relationship between nurses and their supervisor may contribute to eliminate intention to leave workplace by nurses. The study aimed to identify perceived nursing supervisor support and its relation to turnover intention among staff nurses. Research design: A comparative correlational design was utilized to meet the aim of this study. The study setting: this study was conducted at critical and non-critical care units at Benha University Hospital. The study sample: composed of all staff nurses (293) who are working in the above mentioned setting; 149 of staff nurses working at non-critical care units and 144 staff nurses working at critical care units. Tools: two tools were used for data collection; Perceived Nursing Supervisor Support Questionnaire and Turnover Intention Questionnaire. Results: more than two fifth of staff nurses had moderate perception level regarding nursing supervisor support at critical and non-critical care units. Staff nurses working at critical care units had higher turnover intention level than staff nurses working at non-critical care units. Conclusion: there was highly statistically significant negative correlation between perceived nursing supervisor support and staff nurses' turnover intention at critical and non-critical care departments. The study recommended: that nursing supervisors should be trained to provide constructive feedback and support to their staff nurses which may help to decrease turnover intention.