الفهرس 
Introduction.Only 14 pages are availabe for public view
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Abstract
Humor plays vital role in fighting silent of healthcare organization. It has become part of the organization’s benign climate regulation. Head nurses use skills of humor and leadership to be able to offer humorous leadership to nursing staff and other healthcare assistants. Effective humorous leadership is critical in delivering high quality care, ensuring patient safety, facilitating positive staff development and good organizational climate. The nurse leaders are driving forces and vital to good patient care. Moreover, Humorous leadership helps nursing staff to deal with pressure and promotes interpersonal relationship. Humorous leadership is an important tool to enhance the satisfaction and productivity of the nursing staff at health care organizations. Undoubtedly, humorous leadership has an active role to influence the performance of nurses to accomplish organizational goal and the establishment of a positive organizational climate. Humorous leadership has positive impact on organizational climate. Aim of the study: The present study aimed to explore the relationship between head nurses humorous leadership style and organizational climate at Tanta University Hospitals. Descriptive research design was used in the present study. Subjects and setting of the study: The study subjects included all 130 head nurses and 300 staff nurses out of total 840 staff nurses at Tanta University Hospitals including the Main University Hospital, Mubarak Hospital and Emergency Hospital. Tools of the study: To achieve the aim of the study the following tool were used: Tool (I): Head nurses’ humor leadership style questionnaire: It is consists of two parts.The first part included Head nurses’ characteristic data (e.g. age, gender and previous experience). Second part included four subscales (affiliative, self-enhancing, aggressive, self-defeating), it includes 31 items. Head nurses’ responses were measured on a three-point Likert scale ranging agree=3 to disagree=1. Tool (II): Staff nurses’ opinion about head nurses humor leadership Style questionnaire: It consisted of two parts. First part included staff nurses ‘characteristic data (e.g. age, gender and previous experience). Second part included four subscales as tool I. Staff nurses’ opinion measured on a three-point Likert scale ranging from (3-1) agree=3 to disagree=1. Tool (III): organizational climate questionnaire consisted of six-dimension clarity, standards, responsibility, flexibility, rewards and team commitment.it included (42items). Nursing staff responses measured on a three-point Likert scale ranging from (3-1) agree=3 to disagree=1. The main results of the study: • The age of head nurses ranged between 24to 49 years with mean age 35.81+6.87. All of head nurses were females and the majority of them were married. Additionally, all of head nurses had Bachelor of nursing degree. • The age of staff nurses was ranged between 22to 49 years with mean age 33.41+7.16. The high percent of staff nurses were females and majority of them were married. Additionally, 41.7 % of staff nurses had Bachelor of nursing degree. • Regarding head nurses and staff nurses’ opinion about humorous leadership, about half (51.5%) of head nurses had moderate humorous leadership and high percent (78.7%) of staff nurses showed that their head nurses had moderate humorous leadership. • Regarding head nurses and staff nurses’ opinion about humorous leadership subscales. All head nurses and 73.4% of staff nurses showed that head nurses had high level of affiliative humorous leadership. While 76.9% of head nurses and 86.7% of staff nurses showed that head nurses had high level of self-enhancing humorous leadership. While 61.5% of head nurses had moderate level of self-defeating humorous leadership. • Regarding head nurses and staff nurses’ opinion about organizational climate, all head nurses and majority (93.3%) of staff nurses had high opinion regarding organizational climate. • Regarding head nurses and staff nurses’ opinion about organizational climate dimensions. All head nurses had good clarity, standards, responsibility and team commitment of organizational climate dimensions and more than ninety (96.7%, 93.4%,93.4%) of staff nurses had had good clarity, responsibility and flexibility. More than four fifths of staff nurses (86.7%) had good standards of organizational climate dimensions. • Positive correlation was detected between humorous leadership styles and organizational climate among head nurses at Tanta University Hospitals. Conclusion and recommendations Based on the results of this study, it was concluded that about half of head nurses had moderate humorous leadership and high percent of staff nurses showed that their head nurses had moderate humorous leadership. All head nurses and majority of staff nurses had good level of organizational climate. It was also recommended that the management of hospital conduct in-service training and workshops for head nurses to emphasize the importance of humor in maintain a good organizational climate, encourage more positive humorous behaviors and activities in the workplace. On the contrary, negative humors such as aggressive humor or derogative humors discouraged. Also, hospital management should put strategies for enhancing positive and good organizational climate.