الفهرس 
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Abstract
Staff nurses play an essential role in patient care and in enhancing quality in their working unit. Undoubtedly, nurses have a responsibility to ensure patient safety with adequate competencies, and availability of programs that enhance their competency. CNCLS used to recognize professional development and differentiate between different levels of staff nurses and expertise. It is considered as an effective career advancement system. The majority of these systems are based on Patricia Benner’s theory from novice to expert. The four stages are novice, competence, proficiency, and expertise. Staff nurses also need access to information, opportunity, support and resources to enhance productivity, decision making and growing their profession. Also, creating positive work environment can empower staff nurses. Empowerment allows staff nurses to act professionally for achieving organizational and personal goals. Empowerment allows staff nurses to engage in learning activities which enhance their competency and allowing them to act on their own. Aim of the study The aim of the present study was to determine the relation between staff nurses’ awareness of clinical nursing career ladder system and their work empowerment. Setting The study was conducted at Tanta International Teaching Hospital, including surgical, medical, operating rooms (ORs). Subjects The sample consisted of all available staff nurses (229) available at time of data collection. (100) nurses from operating rooms (ORs), (65) from medical, and (64) from surgical units. Tools: Two tools were used to collect the data: 1- Clinical nursing career ladder system Questionnaire, It contained two parts (I) demographic data and (II) CNCLS questionnaire included (91) items. It included four subscales, (7) items cover concept of CNCLS subscales. (2) Items cover levels of CNCLS subscales. (53) Items cover qualification and responsibilities of CNCLS subscales. (29) Items cover benefits of CNCLS subscales. Responses were measured on a three points Likert Scale ranged from 1-3 where disagree = 1, neutral = 2 and agree = 3. The scores were presented in levels, good awareness of clinical nursing career ladder system > 75%, fair level of awareness of clinical nursing career ladder system from 60% to 75%, and poor level of awareness of CNCLS <60% 2- Empowerment Questionnaire, included (24) items cover empowerment questionnaire subscales. (6) Items access to opportunity subscales, where (3) items access to information subscales. (5) Items access to support subscales. (3) Items access to resources subscales. (4) Items access to Informal power subscales. (3) Items access to formal power subscales. Responses were measured on a three points Likert Scale ranged from 1-3 where disagree = 1, neutral = 2 and agree = 3. The scores were presented in levels, good empowerment > 75, fair empowerment from 60%to 75%, and poor empowerment < 60. Main results of the study: • Around one third (33.2%) of the staff nurses fall in the age group between 30-40 years with mean age 39.09 ± 10.0. Majority (89.1%) of them were females. High percent (63.3%) of staff nurses were married. Above two fifths of staff nurses (47.6%, 43.7% and 41.9%) had associate nursing degree, worked in operation room, and had ≥ 20 years of experience respectively. • Around all (96.1%) of staff nurses had good level of awareness of clinical nursing career ladder system. • Majority (86.5%, 82,1%, and 82.1% ) of staff nurses had good level of empowerment regarding access to support, opportunity and power respectively. • Regarding access to opportunity majority (88.2%, 85.6%, and 83.0%) of staff nurses agreed on job provide them with chance to gain new skills and knowledge, chance to advance to better jobs, and tasks that use all skills and knowledge respectively. • Regarding access to information high percent (79.9% and 78.6%) of staff nurses agreed on job provide them information about the current state of the hospital and this year’s plan of work unit respectively. • Regarding access to support majority (85.6%, 84.7%, and 84.3%) of staff nurses agreed on recognition for job contributions, suggestions about job possibilities, and rewards for a job well done respectively. • (15.7% and 14.4%) of staff nurses were uncertain regard helpful hints or problem solving advice, and feedback to improve performance respectively. • Regarding access to resources majority (84.7%, and 83.8%) of staff nurses agreed on job provide them appropriate human resources to do work, and required time to do tasks respectively. • Regarding informal power majority (88.2%, 87.8%, and 86.5%) of staff nurses agreed on job help them to gain peers helps with problems, obtain managers help with problems, and get ideas from other professionals respectively. • Regarding formal power high percent (79.9%, 79.9 and 76.9%) of staff nurses agreed on apply work tasks with flexibility, get visibility about work related activities, and receive rewards for innovation on the job respectively. • There were statistical significant correlation between total CNCLS and all work empowerment subscales at (p ≤ 0.05) except for formal power. • there was significant positive correlation between CNCLS and staff nurses level of work empowerment where (r = 0.428) • There was significant relation between marital status and empowerment at (P=0.032), significant relation between educational level and empowerment at (P=0.014).