Background: Organizational culture supports nursing staff in their organization and significantly improves their individual innovation and work engagement.

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Introduction: Nowadays, hospitals are operating in a turbulent environment where organizations and institutions are searching for measures that will allow them to improve their performance and competitiveness. The achievement and stability of an organization depends on the ability of conflict recognition and the competency of leaders in managing conflict at workplaces Aim: Investigate relationship between leadership styles and conflict management strategies of head nurses at Mansoura University Hospital. Design: descriptive design. Setting: Mansoura University hospital. Subjects and methods: The total study sample composed of 90 head nurses. Data was collected by using Multi factor Leadership Questionnaire (MLQ) and Rahim Organizational Conflict Inventory-II (Rahim, 2010, 1983) .Results: revealed that there was statistically significant correlation between integrating, obliging and compromising conflict strategies practice with three leadership styles (P<0.05).There was diversity of using three leadership styles among head nurses sample based on different situations. The highest degree of opinion score related to practice of transformational leadership followed by laissez faire .The integrating strategy has the highly degree of practice followed by obliging. Recommendation: Encourage open discussion and effective communication policy, implementing educational program on conflict management strategies and leadership styles. Periodically check up for staff needs and problems and conduct an organizational conflict assessment. Good understanding of the strengths and weaknesses of the nursing team members in order to improve relations and manage conflict successfully. Promote critical thinking and the scientific method to solve problems by providing opportunities for staff nurses to express their opinion and participation in the development of new ideas and non-traditional solutions to improve performance.

Background: Creating healthy nursing practice environment that free from negative behaviors such as counterproductive work behavior is a major responsibility of healthcare organization. Counterproductive work behavior might hinder healthcare organization from achieving such healthy environment because it has multiple negative impacts to nurses and organizationAim: Investigate the relationship between nursing practice environment and counterproductive work behavior among staff nurses at Gastroenterology Center Mansoura University. Method: Descriptive correlational design was utilized, included 174 staff nurses working at Gastroenterology Center Mansoura University. Data was collected by using two tools, nursing practice environment questionnaire, and counterproductive work behavior questionnaire. Results: Revealed that the highest mean percentage (72.08%) was related to collegial nurse physician relationships as a characteristic of nursing practice environment. While, the lowest mean percentage (63.94%) was related to nurse participation in hospital affairs. As well as, the highest mean percentages of counterproductive work behavior were related to abuse and withdrawal, while the lowest perception was related to sabotage. Also, there was a highly statistically significant negative correlation between nursing practice environment and counterproductive work behavior. Conclusion: Nursing practice environment was mainly characterized by good relationship and collaboration between nurses and physicians, adequate policy and planning around patient care. Also, counterproductive work behavior had low level of occurrence among staff nurses. This means good nursing practice environment decreased counterproductive work behavior among staff nurses. Recommendations: Providing the chance for staff nurses to share in policy decisions. Designing and implementing strategies to reduce CWB by adopting zero tolerance strategies.

Background: Today, intense competition in health environment needs induction and diversion of values added to health service customer such as, internal marketing activities and organizational citizenship behavior enable nurses to provide health services with high quality and increasing hospital productivity and profitability Aim of the study: Find out the relation between the nurses perception of their organization internal marketing activities and organizational citizenship behavior Design: Descriptive, comparative design. Setting: At gastroentroentrology surgical center and Mansoura general hospital. Subjects and methods: The study sample composed of 293 nurse . Data was collected by using (Multifactor of internal marketing questionnaire and Organizational citizenship behavior questionnaire) Results: revealed that there was statistically significant relationship between internal marketing and organizational citizenship behavior (P<0.05). conclusion: most of nurses have low perception toward internal marketing activities ,and majority of them have (high-moderate ) level of agreement concerning organizational citizenship behavior. Recommendation: Mangers should develop a plane for internal marketing application in their hospitals to enhance their health service quality also, selecting, retain, evaluating nurses for organizational citizenship behavior. In addition, Provide good work environment to nurses ( providing possible supplies that make their work easy and interesting) and collaborative atmosphere ( encourage colleagues to help other especially with heavy work).