الفهرس 
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Abstract
The organizational climate and empowerment is considered, as a vital component that is essential for the progress of the organization. The organizational climate is a key to corporate success, which determines the actions and behaviors of workers. It comprises a set of attitudes, values and practices that characterize the members of a particular organization. Empowerment is theoretically defined as an organization’s ability to offer access to information, resources, support and opportunity in the work environment (Nakalembe, 2011).
The study aimed at assessing the relationship between organizational climate versus nurses empowerment through: assessing organizational climate from nurses point of view, measuring nurses empowerment levels, and finding out the relationship between organizational climate and nurses empowerment.
This study was conducted at Sirs Elian hospital that affiliated to Ministry of health in El Monufia governorate. The subjects of this study was consisted of (150) staff nurses who will be selected randomly out from total staff nurses (184) according inclusion criteria that they working in the study setting, and had work experience at least one year.
Tools of data collection:
1. Data for this study were collected through two tools namely: Organizational Climate Questionnaire, and Empowerment sheet questionnaire.
The first tool: Organizational Climate Questionnaire. It consisted of two parts:
First part: included demographic characteristics data of the respondents as: age, gender, ward, educational qualification, and years of experience.
Second part: Empowerment sheet questionnaire: Martein, (2006) it is a self-report assessment, developed it to assessing organizational climate from nurse’s point of view. It consisted of (56) items grouped under (10) dimension which included: Availability of resources(6 items), Care of nurses(6items), Team Building(5items), Decision Making (6items), Participation(6items), Communication (5 items),Client Service (5 items), Hospital quality (5 items), Relations between Nurse and Physicians (6 items), and Compensation (6 items).
The second tool:
Empowerment sheet questionnaire: Laschinger et al, (2001), developed structural empowerment and Spreitzer, (1995), developed psychological empowerment. It aims at determining levels of empowerment among nurses.
Structural empowerment: it consisted of (19) items grouped under (6) main dimensions which included opportunity (3 items), support (3 items), information (3 items), resources (3 items), formal power (4 items), informal power (3 items).
Psychological empowerment: it consisted of (12) items grouped under (4) main dimensions which included meaning (3 items), competence (3 items), self-determination (3 items), and impact (3 items).
2. The results of the study revealed that:
- Study subjects indicated that, more than half of nurses had negative perception of organizational climate in decision-making, participation, hospital quality and compensation dimensions. Less than half of staff nurses had positive perception in availability of resources, care of nurses, team building, communication, client service, and relation between nurses and physicians dimension, also less than half of nurses had the positive perception of total organizational climate.
- Nurses had the highest level of structural empowerment in job opportunities, whereas more than half of staff nurses had lowest level of structural empowerment regarding information availability, also slightly more than half of nurses had high of total structural empowerment level.
- Nurses had the highest level of psychological empowerment in competence, while staff nurses had the lowest level of psychological empowerment in impact.
- Study results showed that, majority of staff nurses had high level of total psychological empowerment.
- The results revealed that, there was a statistically significant correlation between nurses perception of organizational climate and work unit. In addition, there was no statistically significant relation between the total empowerment and demographic characteristics.
- The results also revealed that, there were statistically significant positive correlations between total organizational climate and total empowerment among staff nurses.
The study recommended that:
• Hospital have to conduct regular surveys to examine their employees’ perception of organizational climate.
• Establishing a system of promotion and rewards, which should base on nurses performance.
• Encourage working department relations, team building to complete the work effectively and to gain the understanding of staff members for organization policies and programs.
• Encouraging nurses participation in goal setting, problem solving, and decision-making.
• Providing the sources of job empowerment and autonomy, work methods and outcomes.
• Hospital have to provide information, support, opportunities, and resources to learn and grow.