الفهرس 
I. Historical Background of quality of work lifeOnly 14 pages are availabe for public view
 |  | from | 235 |  |  |
| | | from | 235 | | |
Abstract
Standards to ensure good quality work life in nursing include provision of positive communication; feedback about performance; recognition of contributions; autonomy; effective problem solving; participatory decision making; team work philosophy; effective communication with employees including management-worker communications; adequate and fair salary; safe and healthy work environment; career opportunities; and balance between work and house/private life (Vagharseyyedin et al., 2011).
This study aimed to investigate relationship between quality of work life and staff nurses performance through. Identifying quality work life as perceived by staff nurses, assessing staff nurses’ performance and finding out the relationship between quality of work life and staff nurses performance.
This study carried out using descriptive correlational design. Furthermore, the study conducted at El-Demardash University Hospital. This hospital provides emergency surgical services. The study subjects consisted of 40 staff nurses; they had permanent contract. Data collected by using two tools, namely Quality of Nursing Work Life Scale (QNWL) and observation checklists.
RESULTS:
Finding of the current study can summarized as the following:
More than two thirds of the studied staff nurses (67.5%) had low perception regarding the hospital policy characterized by providing the child‟s care.
More than two thirds of the studied staff nurses (70.0%) had low perception regarding sufficient time was available to do the work requirements and the clerical work & had enough time to perform job tasks very well.
More than Three quarters of the studied staff nurses (77.5%) had low perception regarding they work on promoting team in the unit & can communicate with other doctors and technicians.
More than two thirds of the studied staff nurses (70.0%) had low perception regarding the items of “salary is commensurate with my job and efforts & “find job characterized by security”.
More than half of the studied staff nurses (57.5%) had low total perception regarding quality of work life dimensions.
Near two thirds of the studied staff nurses(65.5%) had unsatisfactory performance regarding preoperative care for patients in surgical unit.
Majority of the studied staff nurses (95.0%) did not check patient‟s response to pain relievers‟ measurement & did not assess patient pain score and inform doctor.
Majority of the studied staff nurses(87.5%) did not participating the patient in the discharge plan treatment, movement, nutrition and clean the wound with dressings after discharge from the hospital & did not explaining treatment at discharge and time for follow up.
Near two thirds of the studied staff nurses(65.0%) had unsatisfactory performance regarding nursing care activities for patients in surgical unit.There were a statistically significant relationships between staff nurses‟ age, qualifications, years of experience, attending training courses and their work life/home life dimension.
There were no statistically significant relationships between staff nurses‟ marital status and their work life/home life dimension.
There were a statistically significant relationship between staff nurses‟ age, qualifications, years of experience and their performance in the surgical units.
There was a positive correlation between qualities of work life dimensions of the studied nurses and their performance in the surgical unit.
The present study recommended that:
Hospitals policy makers have to encourage the professional growth of nurses through the provision of a systematic career ladder. Hospitals have to provide regular promotion of nurses, as well as encourage and allow them for educational advancement. And Provide training programs for staff nurses in quality of work life and job performance.