الفهرس 
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Abstract
Summary
In health care organizations, a positive atmosphere must be generated and maintained to provide the surrounding environment in which employees become able to administer worthy quality care. This atmosphere is vital to deliver a good quality work environments equipped with economic, psychosocial, structure and administrative motivational tools to foster a need to purify nursing care (Mokoka et al., 2010).
Psychosocial safety climate considered as a management approach which may increase the successfulness, work engagement and performance of the employee. So the employees who feel that their leader provide attentions to their mental state and successfulness they have the willingness to devote a lot of resources in work, that could lead to a lot of work engagement and sense of fitting to their organization (Mansour & Tremblay., 2018 .(
O’Brien-Palla et al., (2014) supplementary that in health care institutions quality of work life has been represented as reflecting to the strengths and weakness contained by the whole work atmosphere of the organizational structures like rules and procedures, leadership manner, operations and general related factors of setting all have an extreme consequence on however employees outlooks the quality of work life.
Work engagement and organizational commitment are a vital job-related psychological consequence that might be associated with understanding the PSC in the place of work. It toughly associated with worker well-being, job performance levels, and intention to remain with one’s current leader and is considered a crucial result in interventions designed to promote employee well-being. So managers show concern for and make worker well-being comes first, workers put their efforts towards their work (Garrick et al., 2014).
The present study was conducted with the aim to determine the effect of quality of work life on work engagement and organizational commitment of nursing staff, determine the effect of psychosocial safety climate on work engagement and organizational commitment of nursing staff and explore the relationship between nursing staff personal characteristics data with quality of work life, psychosocial safety climate, work engagement and organizational commitment at Assuit University Hospital and develop a model for the association among quality of work life, psychosocial safety climate, work engagement and organizational commitment with age, years of experience and educational qualification. .
Setting:
The present study was conducted in medical and surgical units at Assiut University Hospital with total beds number (260) and total rooms number (34).
Subjects:
A convenience sample was used in the present study which include all available nursing staff working in general Medical and Surgical Units at the time of study conduction with total number (no =106) .
Tools of the study:
Study tools comprised of five tools:
I- Personal characteristics data:
It was designed to collect personal data about nursing staff which includes: unit name, age, gender, marital status, educational qualification and years of experience.
II- Quality of Work Life Scale:
It was developed by Brooks, (2001) to measure the quality of work life among nurses. It contains 41 items divided into four dimensions: work life/home life (6 items); work design (10 items); work context (20 items) that consists from four sub dimensions: 1st management and supervision (7 items), 2nd co-workers (5 items), 3rd development opportunities (3 items) and 4th work environment (5 items); and work world (5 items).The responding scoring system was measured by 5-points Likert scale. Ranging from: ”Strongly agree=5” ”Agree=4” ”Uncertain=3” ”Disagree=2” and ”Strongly disagree=1” the scores of each dimension summited up and then converted into a percent score. A score of 60% or higher considered as ”agree” and low if less than 60% considered disagree.
III-Psychosocial Safety Climate (PSC) Scale:
It was developed by Dollard & Kang,( 2007) and used to measure Psychosocial Safety Climate .it includes 26 items reflected the four domains: 1st management support and commitment (10 items) , 2nd management priority of PSC (5 items), 3rd organizational communication (6 items), and 4th organizational participation and involvement (5 items). The items will be measure by using 5-points Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree).
VI- Utrecht Work Engagement Scale (UWES)
It was developed by Schaufeli&Bakker, (2004) which used to assess nurses work engagement. It consisted of (17 items) divided into 3 subscales: vigor (6 items), dedication (5 items), and absorption (6 items).The responding scoring system was measured by 3-points Likert scale ranging from(0) for never , (1) for a few times a month ,(2) for every day according to how often the participant experienced the feeling described .if participants scored from (0-17) indicate poor work engagement and from (18-34) indicate good work engagement.
VII- Organizational Commitment Scale:
It was developed by Meyer et al., (1993) which used to measure organizational commitment. It consisted of (18 items) arranged in three subscales; Affective commitment (6 items), Continuance commitment (6 items), Normative commitment (6 items). It is measured on 3-points Likert scale ranging from disagree (1), neutral (2) and agree (3).The scores of the items summited –up and divided by the number of the items, giving the mean score. These scores converted into a percent score. Then the means and standard deviations of the scores computed ,if the mean scores percent of responses equaled or more than 60% this means high level of organizational commitment but if less than 60% this means low level of organizational commitment.
Data collection:
The researcher was met with all participants in different shifts according to their schedules. Then the researchers explain the purpose of the study and ask them their participation. After obtaining written consent, the study tools were given to them to fill. Each participant was taken about thirteen minutes to fulfill the questionnaires. The whole duration for data collection took about three months from April to July 2020.
The results of present study revealed that:
-There was a positive correlation between both quality of work life, psychosocial safety climate with work engagement but not significant.
-There was a negative correlation between both quality of work life, psychosocial safety climate with organizational commitment and not significant.
-There was a positive statistical significant difference between psychosocial safety climate and both studied nursing staff age and years of experience.
- There was a highly statistical significant difference between quality of work life with educational qualification of the studied nursing staff.
-There was a positive statistical significant difference between work engagement and (marital status, gender, years of experience and unit).
In the light of the results of this study, the following recommendations are suggested:
1- Produce atmosphere of respect, acceptance that help nurse managers and nursing employees to develop and reach their goals.
2- Promote nursing employees work engagement, through reward good performance which helps to realize additional positive experiences regarding their work.
3- Offer nursing employees with a supplied rest place wherever they will rest and be capable of placing their remote things firmly to assure of their comfort.
4- Hospitals ought to offer nurses with the desired resources and instruments for health care facilities.
5-Provide nurse managers with training programs regarding rising psychological successfulness, quality of work life and art of management, leadership and communication skills.
6- Replicate the study on large population in different health care settings to test the model and make generalization for the results.