الفهرس 
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Abstract
Work environment reflects the interaction between nurse personal attributes and organizational attributes as perceived by the environment members. Work environment is a result of interplay between nurses and their organization, and ignoring the role of any party in the formation of this environment is untenable. For the individual members it takes the form of a set of attributes and expectancies, which describes the organization in terms of both static characteristics and behaviors, and distinguish it from other organizations, are relative enduring over a period of time, influences and are influenced by the behavior of people in it” (Raziqa & Maulabakhsha, 2015).
Five prerequisites for innovation inside any organization namely; organizational values including the vision and mission that encouraging innovation; workplace relationships is the degree to which organization strive to build work relationships; organizational identification reflects how do members within the organization describe themselves; organizational support indicates the organization’s value and care for the employees; and relational leadership includes the role and style of leadership to enhance members’ innovation (Joseph, 2015).
This study aimed at assessing the relationship between work environment and innovative behavior among staff nurses. This descriptive correlational study was conducted at Beni-Sueif University Hospital. (203) staff nurses have participated in this study.
Two tools were used for data collection namely; Self-administered work environment questionnaire and Innovative Behavior Inventory. Self-administered work environment questionnaire which consisted of 35 items distributed into Seven dimensions: organizational structure, systems & instructions, training, participation in decision-making, incentives & rewards, technology and working conditions each consisted of 5items and innovative behavior inventory which consisted of 23 items distributed into Seven dimensions namely idea generation, idea search, idea communication, implementation starting activities, involving others, overcoming obstacles and innovation outputs each consisted of 3,3,4,3,3,3,3 items respectively.
A panel of experts in nursing administration validated the tool, and it was pilot tested on about 10% of the number of faculty staff and assistants. Data collection was carried out through two months; from May 2018 to July 2018.
The main study findings revealed the following:
• Majority of staff nurses in the study sample were female (76.8%) with age ranged from 20-29 years (56.7%) and married (66.5%). the highest percentage of them had nursing technical diploma (46.3%) and had experience <5 years (39.9%).
• Majority of staff nurses have high level of agreement upon work environment (73.9%) and high level of innovative behavior (61.1%).
• The dimensions of staff nurses agreement upon work environment ranged as following: organizational structure 83.3%, then training 77.3%, then Participation in decision-making 74.4%, then Systems & instructions70,4%, then Working conditions 66.5%, then Technology 65.5%, then Incentives & rewards56.2% respectively. While staff nurses whose innovative behavior dimensions ranged as following; innovation outputs 68% followed by idea search & involving others 64% then overcoming obstacles 63.2%, then idea generation& idea communication 62.6% and at least implementation starting activities dimension 55.2%.
• There is a correlation between staff nurses work environment scores and their innovative behavior. The positive predictors of work environment was female gender while qualification and innovative behavior were the negative predictors.
• Regarding innovative behavior. experience years was known to be the negative predictor.
• There were statistical significant relations between work environment and staff nurses’ demographic characteristics regarding age and experience years. There were statistical significant relations between innovative behavior and staff nurses’ demographic characteristics regarding age and qualifications.
In conclusion: Staff nurses have a high level of agreement upon work environment along with high level of agreement upon innovative behavior. Organizational structure dimension of work environment was the highest dimension, while incentives and rewards dimension was the lowest.
The study recommended that:
o Nursing staff and nursing management need to work together to provide an atmosphere that is conductive to innovation.
o Nursing profession need to encourage innovation as a job requirement.
o Healthcare organizations need to build positive work practice environment (supportive management, openness to novel ideas, promoting thinking) to enhance nursing staff innovation.
o Further research can be conducted to identify strategies that helping nursing staff to develop innovation behavior.