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Repetition of the training sessions is suggested to achieve continuous improvement. Provision of posters and booklets about a bill of patient rights within the hospitals and conduction of further study to examine nurses' performance and patients' satisfaction based on code of ethics are recommended.

Background:The aim of this study was to assess the availability of internal marketing elements among internal customers of the Faculty of Nursing, Port Said University. Sample: the study was carried on all available internal customers of the faculty (n=378).Research design A descriptive research design was utilized. Data collection tools: data are collected using three tools: to assess the availability of internal marketing elements for teaching staff, employees and nursing students.Results: revealed that the most available element of the internal marketing among teaching staff, employees and students is the communication element(76.5%, 69.1%, 72.1% retrospectively), followed by supervision (75.1%) and scientific research support among teaching staff(73.2%), supervision and safety measures among employees (67%) and supervision and achievement and rewards among students (70.7%). Whereas, the lowest available element is the benefits among teaching staff, employees and students (52.5%, 43.5%,68.2% retrospectively). Conclusion: availability of internal marketing elements at the faculty is moderatelyfulfilled. The highest mean score of it were among the teaching staff (70.6%) followed by students(69.5%) and employees (62.3%). Recommendations:The study recommended that academic managers have to develop an internal marketing strategy for Faculty of Nursing at

Background: Many organizations especially health care depend on human resource management (HRM) practices to support an ongoing organizational change and affect employee attitudes towards change, as well as support positive employee behavior. Aim of the Study: The aim is to assess the effect of human resources management training program for nurse managers on staff nurses' attitudes toward organizational change at Suez Canal University hospitals. Design: A quasi-experimental design was used to conduct the present study. Setting: This study was conducted at Suez Canal University hospitals. Sample: Randomly divided into two groups: in study group, 32 nurse managers and 70 staff nurses worked in the same units of head nurses from study group. In control group, 32 nurse managers and 70 staff nurses worked in the same units of head nurses from control group. Tools of Data Collection: Data was collected using two tools through study phases. Tool I: Human resources management practices and Tool II: staff nurses' attitudes towards organizational change Results: There was statistically significant improvement regarding all human resources management practices post and follow-up program for study group of nurse managers. Also, there were statistically significant differences regarding the cynicism, fear and acceptance attitudes toward organizational change post and follow-up program for staff nurses affiliated to study group. There was statistically significant positive relationship between nurse managers' human resources management practices and acceptance attitude toward organizational change for staff nurses affiliated with to study group post-program. Conclusion: The human resource management practices had a positive effect on the staff nurses' attitudes toward organizational change.