Introduction: Clinical learning environment can be enhanced by feedbacks provided by students. .Aim: to explore the important domains which affect students' perception towards the clinical learning environment and determine the differences between students' preferred and the actual experience in the clinical learning environment. Study design: A descriptive survey. Setting: The study was conducted in two technical institutes of nursing in Assuit city. Subject : All second academic year nursing students. (n=449), classified as follow (n=237) from Assuit University technical nursing institute and (n=212) from ministry of health technical nursing institute. Results: Personalization domain was the most important domain as preferred and actually perceived by undergraduate nursing students of both settings. There were statistically significant differences between the preferred and actual experience in favor of preferred domains of both setting. Conclusions: The majority of Assuit university technical institute nursing students were preferred personalization domain. On the other hand the majority of Ministry of Health Technical Institute Nursing Students prefer task orientation domain Recommendations: Collaboration between the nursing institutions and health care agencies is essential to meet the preferred characteristics of effective clinical learning environment as perceived by undergraduate nursing students.

Background: Incentives play an important role in organizations as it influences a variety of work-related behavior, as well as the motivation of employees. Aims of the study: The present study was conducted in the main Assiut University Hospital to assess nurse's awareness and satisfaction regarding the incentives system. Subjects and Methods: This study included 271 nurses who randomly selected from all units at the main Assiut University Hospital. The study included both quantitative and qualitative methods for data collection. Results: High percent of the participants reported that the most important incentives are fair remuneration, bounces, appropriate working hours, and different services (health/ education) (69.7%, 60.9%, 60.5, % 60.5%, respectively). The promotion, appreciation of work efforts, good relations with colleagues and superior encouragement were the most important morale incentives reported by (77.1 %, 71.2 %, 66.8 %, 64.6%) respectively. This is confirmed by the results of Focus group discussions as about half of the participants especially female nurses considered the morale incentives are more important than the financial one especially the good dealing and the respect from the physicians. Conclusion and Recommendations: In conclusion, this study indicates that nurses know what they want from incentives. Attention to priorities and flexible incentives system may help to create the cohesive work environment that nurses seek. Determine the objectives are the most important factors to increase the effectiveness of the incentive system.

Background: Conflict is the consequence of real or perceived differences in mutually exclusive goals, values, ideas, attitudes, beliefs, feelings, and actions. Aims: Assess of head nurses' knowledge about conflict management strategies, mediation and negotiation styles of conflict resolution. Study subject: It was included all head nurses working at the Main Assiut University Hospital (n=113). Study tools: included four tools to assess the studied head nurses' knowledge, such as personal characteristics tool, conflict management questionnaire tool, mediation style tool, and negotiation style tool. Results: the highest percentage of studied head nurses had low knowledge of all items of conflict management content and mediation & negotiation strategies. Conclusion: The majority of studied head nurses had low knowledge with regard to conflict management content, conflict resolution strategies and mediation & negotiation styles. Recommendation: Designing and implementing an educational program about mediation and negotiation styles of conflict resolution and providing courses about conflict management should be provided periodically, to help head nurses acquainted with the new knowledge.

Introduction:Years ago there were an idea that pay is the most important cause of work motivation. Later, researchers found that the design and the characteristics of the job greatly affect the employee motivation. Aims: Identify the extent to which the nurse's job have skill variety, task identity, task significance, autonomy and feedback, assess the nurses internal work motivation, and find the effect of job characteristics on nurses internal work motivation. Study design: A descriptive correlational design was used. Setting: The study was conducted at Main Assuit University Hospital. Subject and Method: The subject of the study was all bedside nurses working in the Intensive Care Units at Main Assuit University Hospital (159). A selfadministered questionnaire was used to collect data which includes: Personal data sheet, Work Design Questionnaire, and Multimethod Job Design Questionnaire. Results: Autonomy and Feedback correlated positively and significantly with motivation. Conclusion: Activities performed by nurses have high skill variety, task identity, task significance, autonomy and feedback and high internal work motivation, also the most effective core job characteristics on motivation were autonomy and feedback. Recommendations: organizations system should include information about the importance of job characteristics in improving nurses' satisfaction, motivation and quality of care.

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