الفهرس 
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Abstract
Summary
Managers, staff nurses, and patients all benefit from healthy and enjoyable working conditions. It makes life more enjoyable overall, which is necessary for happiness, contentment, and increased attendance.. Unhappy, agitated, and late staff nurses are unable to provide high-quality patient care in an environment with poor working conditions. The lives affected by it which ultimately affecting the capacity to jobs performance (James, 2019).
The practice of nursing is significantly impacted by fatigue, as is the rise in medical errors, injuries to healthcare professionals, and risks to patient safety.(Cho & Kim, 2022).
The present study aims to Study the effect of work conditions and staff nurse’s fatigue on job performance.
The study subject:
A convenience sample was used in the present study which includes all staff nurses working at Medical Surgical, Intensive Care Units, Operation departments, Emergency department (n=200) staff nurses who distributed as Medical Surgical staff nurses (n=40), Intensive Care Units staff nurses (n=90) and Operation departments staff nurses (n=40) Emergency department (n=30).
Research design:
Descriptive correlational design was used in the present study.
The present study used three tools for data collection, namely they:
Tool (1): consist of two parts:
Part (1): Personal characteristics data sheet. It was designed to collect data about study participants as; age, gender, marital status, educational qualification, current job title, years of experience
Part (2): Work conditions questionnaire(WCQ): It was established by Chandler, (1986) and developed by Maysa, (2015), It was used to measure level of work conditions, and it consists of (34) items categorized under 5 groups which are: (Opportunities, Supplies, Job activities Information, Coaching and support) Each statement response measured on 5 points Likert scales ranged from never = 1 to always=5.
Scoring system
Less than (50%) consider bad work conditions from (50 %) to (74%) considered a moderate, While from (75 %) to (100%) considered a good work condition
Tool (2): Piper Fatigue Scale (PFS): This tool was established by Dibble etal., (1998 ) and developed by (Bryce, 2012)
Its objective was to determine fatigue level among the staff nurses were.
It currently comprises of 27 items measuring four dimensions of subjective fatigue on a range from ”0” to ”10”. Five additional items (1 and 24-27) were not used to calculate in total fatigue scores but are recommended to be kept on the scale as these items furnish rich and qualitative data. Item (1) in particular gives a categorical way in which to assess the duration of the respondent’s fatigue.
To calculate the total fatigue score, add the sum of 22 item scores together and divide by 22 in order to keep the score on the same numeric from ”0” to ”10” scale.
Scoring system:
A score of zero was regarded as none fatigue, a score of one to three as mild fatigue, a score of four to six as moderate fatigue, and a score of seven to ten as sever fatigue.
Tool (3): Observation Checklist for assessment Nurses Job performance
The tool was established by Jernigan&Young, (1983) and developed by (Cobb, 2008).
• The tool consists of 24 items concerned with measuring the job performance of the staff nurses Assessment consists of (2) items, planning consists of (4) items, implementation included (12) items and evaluation consists of (6) items
Scoring system:
• The items of observation checklist either (exceptional job performance, above average, satisfactory, unsatisfactory) with scoring system (3,2,1,0), respectively the overall job performance ranges from (0 to 72)
• If the score ranged from (0 to21) the job performance was considered unsatisfactory (Poor level),
• if the score ranged from (22 to 37) the job performance was considered satisfactory (Fair level),
• If the score ranged from (38 to 57) the job performance was considered above average (Good level), and
• If the score ranged from (58 to 72) the job performance was (Very good level) considered exceptional job performance.
Data collection:
The researcher met each participant according to their schedules. to explain for them the purpose of the study and ask their participation. The researcher explained the questionnaire to each participant after obtaining oral consent. Fatigue and working condition questionnaires were filled by the participators through self administration. The researcher then took the average of three direct observations made during various shifts for each nurse to evaluate their performance on the job. The questionnaire on fatigue and work conditions took approximately thirty minutes to complete, the duration of the data collection was approximately three months from March to May 2021.
In the light of the present study results, the following conclusions can be drawn:
• A statistical significant negative correlation between work conditions with fatigue, P value (0,000*) and there was a statistical significant positive correlation between work conditions and job performance (0,000*).
• There was a statistical significant negative correlation between fatigue and job performance all statistical differences were highly significant (0.000*).
• There was a statistical significance negative correlation between age and working condition (0.000*), but significant positive correlation with fatigue (0.000*).
• In light of results of this study, the following recommendations are suggested:
1- Managers should providing flexible schedule for staff nurses scheduling.
2-Regularly assess the job performance of the staff nurses to recognize good work and provide feedback according to organizational policy.
3-Setting continuous training programs to improve their performance based on performance appraisal system.
4-Establishing recreational programs inside the hospital.
5-Evaluating the need for support and assistance from the administration and providing the staff nurses with coaches and support.
6-Reducing the days of night shift as possible.