الفهرس 
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Abstract
Organizational climate refers to the aggregate of staff nurses’
perceptions of their work environment. It influences on their attitudes and
expectations and has direct effects on their behaviors, well‐ being,
commitment and accountability (Roch, Dubois and Clarke, 2014). When
people work in a supportive environment, they strive to produce results.
Moreover, a positive work climate increased their sense of commitment,
which, in turn, improved their accountability that is an essential
component of professional nursing practice; as patients have identified
nurses as the most-trusted profession (Battié and Steelman, 2014). Also,
nursing staff commitment has become a major and important concept as it
reflects the extent to which staff members identify with the organization
and engage with its goals (Bahrami et al., 2016).
The present study was conducted to examine the relationship of
organizational climate, performance accountability and commitment
among nurses at Menoufia University and Nasser Institute hospitals.
Descriptive correlational research design was used in conducting
the study.The study was conducted at Menoufia University and Nasser
Institute hospitals that are selected purposively. The study was conducted
at selected units and departments at these hospitals. Subjects included all
staff nurses at the selected units/ departments 449 at both Menoufia
University hospital 338 and Nasser Institute hospital 111.
Data were collected using three tools. The first tool was the
organizational climate questionnaire that was used to assess the
organizational climate at the study settings. The second tool was
accountability index questionnaire that was used to assess staff nurses’accountability at the study settings. The third tool was job commitment
scale that was to measure the extent of commitment to job among staff
nurses through questions around organizational commitment at the study
settings.
A pilot study was performed to questionnaire sheets. The tools
were tested for validity and reliability and administered to the study
subjects. The questionnaires were self-administered to staff nurses after
explaining the purpose of the study and gaining their acceptance. Data
were analyzed using the appropriate tests.
The results of the present study revealed that:
The majority of the study sample was female, the highest
percentage of them had Bachelor degree in nursing and the highest
percentage was working 1 : > 5 years.
There was a positive and a highly significant relationship between
the organizational climate and performance accountability.
There was a positive and a highly significant relationship between
the organizational climate and commitment.
There were a highly significant correlation among organizational
climate, performance accountability and commitment among
studied nurses.
There was a gap between the organizational climate agreement and
importance as there was highly significant difference between
them in relation to hospital name, age categories and educational
qualifications. There was a highly statistical significant difference between
studied hospitals in relation to organizational climate, performance
accountability and commitment among studied nurses.
The mean and percentage of agreement on organizational climate,
performance accountability and commitment were higher at
Nasser Institute Hospital than at Menoufia University Hospital.
The mean and percentage of agreement on organizational climate,
performance accountability and commitment were higher at
critical care departments than at inpatient departments.
It was recommended that disseminate the study results to the
important key persons (the executives) as they should clearly
understand the factors that reinforce organizational climate,
performance accountability and organizational commitment.
Ensure that educational curricula include the study variables.
Repeat the same study in another healthcare settings private and
non-profit hospitals.