الفهرس 
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Abstract
Organizations are facing several challenges due to the dynamic nature of the environment. One of the many challenges is to satisfy its employees in order to cope up with the ever changing and evolving environment and to achieve success and remain in competition. In order to increase efficiency, effectiveness, productivity, job commitment of employees and had positive behavior, the organization must satisfy the needs of its employees by providing good working conditions (Maulabakhsh, 2015).
This study aimed at assessing job satisfaction and organizational commitment levels as predictors of organizational citizenship behavior among staff nurses through investigating job satisfaction profile among staff nurses, identifying organizational commitment levels among staff nurses, determining organizational citizenship behavior among staff nurses and finding out the relationship between job satisfaction profile, organizational commitment levels and organizational citizenship behavior among staff nurses.
The study was conducted at surgical and medical hospitals in Fayoum University Hospital, the study subjects included in this study were all staff nurses who were working in aforementioned two hospitals and their total number was (150). A self administered questionnaire was used in data collection. It included a section for socio- demographic data, job satisfaction profile include eleven dimensions to investigate 72 items, organizational commitment questionnaire consisting of 18 items classified into three main dimensions of commitment and Organizational citizenship Behavior Checklist include 20 items. A panel of experts in nursing administration validated the tool, and it was pilot tested. Data collection was carried in beginning of Augusts (2018) to the end of September (2018).
The main study findings were as following:
1- 52.7% of nurses age ranged between 20 < 30 years old, while 18 % of the studied staff nurses their age were 40 or more years old with mean 34.57±6.29 and 50.7% of them were female. 51.3% of them had nursing institute and 59.3% of them their years of experience ranged between 1-<5years with mean 6.52±3.81.
2- Overall, staff nurses’ satisfaction ranged between (58.7) and (84.7) the majority of the study subject (84.7) had high satisfaction regarding interpersonal relationship followed by supervision was (83.3). On other hand only (41.3) of the study subject was dissatisfied about recognition domain.
3- In total, about 72.7% of study subjects were satisfied regarding job satisfaction domains, while about 27.3% was dissatisfied.
4- Commitment level was high with continuance commitment (54.0%) and affective commitment was (45.3%). On the other hand, normative commitment was least type among staff nurses (44.7).
5- Staff nurses had the highest percentage 81.3% had positive citizenship behavior, on the other hand only 18.7% of study subjects had negative citizenship behavior.
6- As regard job satisfaction profile there was high statistically significant association between staff nurses characteristics and their qualification.
7- Concerning the relation between organizational commitment scale and staff nurses characteristics, there was high statistically significant association with their years of experience.
8- As regard organizational citizenship behavior and its relations with staff nurses characteristics there was high statistically significant association with their years of experience.
In conclusion, there was high statistically significant positive correlation between job satisfaction and organizational commitment, while there was statistically significant positive correlation between job satisfaction and organizational citizenship behavior and statistically significant positive correlation between organizational commitment and organizational citizenship behavior.
The study recommends:
A- for staff nurses satisfaction:
1- The organization should examine intrinsic and extrinsic motivation to improve employee’s satisfaction.
2- Giving an opportunity for the nurses to express their feeling freely and create motivating climate and cooperation.
Further studies are recommended:
1- Strategies that improve job satisfaction among staff nurses: its effect on their desire to turn the work over.
2- Intrinsic and extrinsic motivating dimensions, its relation to job satisfaction.
3- Organizational factors affecting staff nurses work motivation.
B- for staff nurses commitment:
1- Establish structures that can keep employee committed to the organization.
2- Improve the efficiency of the organizations and management through improving their technologies with concern on improving infrastructure and rewards.
Further studies are recommended:
1- Effect of affective, continuance and normative commitment on organizational effectiveness.
2- Effect of staff nurses commitment on organizational quality.
C- For staff nurses citizenship behavior:
1- Encourage staff nurses to perform extra activities or to help other employees to act like citizens.
2- Improving staff citizenship behavior by working on improving the job satisfaction and commitment of the employees.
3- Managers must be involved their employees in setting goals and decisions of organizations to develop the organizational citizenship behavior.
4- Managers should set appropriate policies and strategies that create citizenship behavior in work organizations.
Further studies are recommended:
1- Examine organizational commitment as a determining factor of organizational citizenship behavior.
2- The relationship between the OCB dimensions and organizational productivity.
3- More research is needed in the area of citizenship behavior and its effect on quality of organizational.