الفهرس 
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Abstract
Healthcare organizations today are placing greater emphasis on their environmental, social, and economic sustainability impacts. Including the concept of SD and adhering to sustainable management in nursing practice as a division of quality improvement provides a practical approach for nursing leaders to respond to moral challenges such as climate change, limited resources, and social disparities. The path to sustainable nursing practice could be started by concentrating on sustainable management behaviors to support compassion and foster excellence in nursing care. Sustainable nursing management is a novel area of effective leadership that has been established lately to cope with concerns related to SD. Sustainable nursing managers are considering greening healthcare through building sustainable infrastructure to use energy efficiently, conserve water, provide medical equipment with environmental friendliness to maintain better nursing care practicies. Nurse managers who adopt sustainable management behaviors can intentionally support awareness building to develop and enhance nursing practice that encourages nurses’ SC. The growth of any healthcare organization can be assessed by measuring its ways of attaining sustainability. Thus, the sustainable management behaviors and SC play important roles in the growth and development of any healthcare organization, which are needed for environmental, economic, and social development. Aim of the study The current study aimed to assess the role of nurse managers’ sustainable management behaviors in building sustainability consciousness among nurses. A descriptive-correlational research design was used to conduct this study. Subjects and Method The present study was conducted at Tanta University International Teaching Hospital in all departments (General Surgery, Orthopedic, Neurological, Vascular, Cardiothoracic, and Oncology) and all ICUs (Anesthesia, Cardiac, Medical, Pediatric, Burn, Kidney, Neonates, and Bone Marrow transplantation). The participants of the study are all nurse managers (n=41) and a stratified proportional randomized sampling of nurses (n=286) out of 1104 nurses who were working at the previously mentioned settings. In this study, each department was considered a stratum and the sample of nurses was selected based on the proportion of the number of nurses in each setting. Tools of data collection To achieve the study’s aim, two tools were used: Tool I: Sustainable Management Behaviors Scale. It consisted of two parts, as follows: Part 1included personal data about nurse managers, such as age, gender, marital status, number of children, educational level, years of experience, average income per month, and attending workshops or symposiums related to SD. Part 2: Sustainable Management Behaviors Questionnaire: It was used to assess the sustainable management behaviors of nurse managers and consisted of 35 items categorized into four subscales: corporate functioning behaviors (21 items), economic efficiency (5 items), environmental sensitivity behaviors (5 items), and protection sensitivity behaviors (4 items). Tool II: Sustainability Consciousness Questionnaire. It consisted of two parts, as follows: Part 1involved personal data about nurses: such as age, gender, marital status, number of children, educational level, years of experience, and average income per month. Part 2: Nurses’ Sustainability Consciousness Questionnaire: It was used to assess nurses’ sustainability consciousness and consisted of 33 items categorized into nine subdimensions: knowingness of environmental sustainability (5 items), knowingness of social sustainability (7 items), knowingness of economic sustainability (3 items), attitudes of environmental sustainability (3 items) , attitudes of social sustainability (3 items) , attitudes of economic sustainability (3 items), behaviors of environmental sustainability (3 items) , behaviors of social sustainability (3 items), and behaviors of economic sustainability (3 items). Tools Ι and II were presented to a jury of five experts to check the content validity and applicability of each tool. Necessary modifications were made. A pilot study was carried out on a sample of 10% of subjects who were five nurse managers and thirty nurses. The sample of pilot study was excluded from the main study’s sample because they were collected from nurses who were working in different workplaces, but they have been the main key features of the study’s sample. Results of the present study revealed that: - Regarding nurse managers, 61% of them worked in ICUs for anesthesia, cardiac, medical, pediatric, burn, kidney, neonates, and bone marrow transplantation. While 39% of them worked in the departments of general surgery, orthopedic, neurological, vascular, cardiothoracic and oncology. Around half (48.8%) of them were aged 40-50. All of them were female, 97.6% of them were married, and 73.2% of them had three or more than three children. The highest percent (65.9%) of them had a Bachelor of Science in Nursing, and 56.1% of them had more than 20 years of experience. - Additionally, around three quarters (73.2%) of studied nurse managers had an average income greater than 4000 EGP per month. The majority (82.9%) of them attended workshops or symposiums related to SD. - Regarding nurses, 67.4% of them worked in ICUs for anesthesia, cardiac, medical, pediatric, burn, kidney, neonates, and bone marrow transplantation. While 32.3% of them worked in the departments of general surgery, orthopedic, neurological, vascular, cardiothoracic and oncology. More than half (51.7%) of them were aged between 20-30, and 87.1% of them were female. The majority (88.8%) of them were married, and 67.5% of them had less than three children. - Moreover, 68.5% of studied nurses graduated from the Technical Nursing Institute Diploma, and 83.9% of them had less than or equal to 20 years of experience. The majority (85.3%) of them received from 2000 EGP to 4000 EGP as the average income per month. - Overall, slightly more than sixty percent (65.9%) of nurse managers had sustainable management behaviors regarding overall dimensions, as well as 52.1% of the studied nurses had a high level of overall SC score, 47.2% had a moderate level, and only 0.7% had a low level. - There wasn’t a statistically significant difference between nurse managers’ personal data and their overall management behaviors except for their age (χ2=6.563, p=0.042) and their average income per month (χ2=7.795, p=0.007). - There wasn’t a statistically significant difference between nurses’ personal data and their overall SC score except for their age (χ2=12.217, p=0.035), and their years of experience (χ2=9.595, p=0.007). - There was a significant positive statistical correlation between nurse managers’ overall sustainable management behaviors and nurses’ SC at p < 0.05, p < 0.01, and p < 0.001. - The overall score of nurse managers’ sustainable management behaviors was found to significantly contribute to the prediction of the explained variance of SC with a regression coefficient value (r2=0.041), F test (f=12.249) and a highly significant level of p=0.001. Based on the results of this study, it was recommended that the hospital administration should build a sustainability development work environment to promote nursing staff’s competences in contributing to healthcare desired outcomes and conduct periodical workshops or symposiums and continuous training programs to improve nurses’ SC and to develop green leadership methods for improving outcomes. Also, the nurse managers should empower nurses’ access to chances, information, training, and facilities, regarding SD, all of which undoubtedly increase their SC and integrate care of the sustainable natural environment in daily practice and decisions in healthcare system to successfully meet the practice obligations, while contributing to meeting SDGs.