الفهرس 
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Abstract
Human resource is an asset to the organization; job crafting, staff nurses’ job satisfaction and counterproductive work behaviors are the most important factors affecting the human resources in each organization. Staff nurses have to be treated as an asset not liability and this is possible when they feel they are treated fairly. Many studies revealed that job crafting, staff nurses’ job satisfaction affect counterproductive work behaviors.
This study aimed at assessing the relation between job crafting, staff nurses’ job satisfaction and counterproductive work behaviors. Descriptive correlational design was used in carrying out this study. The study was conducted at Ain Shams University Hospital which affiliated to Ain Shams University Hospitals. Study subjects were 169 out from 300 staff nurses.
Data was collected by three tools namely; job crafting scale, nurses’ job satisfaction scale, and counterproductive work behavior questionnaire. Demographic characteristics of the staff nurses such as: age, gender, marital status, unit name, qualification, and years of experience. Job crafting scale consisted of 21 items divided into four dimensions; increasing structural job resources (5 items), decreasing hindering job demands (6 items), increasing social job resources (5items), and increasing challenging job demands (5 items).
The tool of nurses’ job satisfaction scale consisted of 37 items divided into six dimensions: satisfaction with the leadership (12 items), satisfaction with the organization and resources (8items), satisfaction with professional recognition; (5 items), satisfaction with co-workers (5items), satisfaction with the recognition and remuneration (5 items. satisfactions with staffing (2 items). The tool of counterproductive work behavior questionnaire consisted of 33 items which divided into five dimensions: abuse (18 items), production deviance (3 items), sabotage (3 items), theft (5 items), and withdrawal (4 items).
The results of the study revealed that:
• Regarding to job crafting dimensions mean score, the highest staff nurses’ mean scores were related to dimensions of increasing structural job resources and decreasing hindering job demands respectively. While the lowest staff nurses’ mean scores were related to dimensions of Increasing challenging job demands and increasing social job resources respectively.
• Slightly more than half 58% of them had low job crafting level, 17% of them had moderate job crafting level, and 25% of them had high job crafting level.
• Regarding to job satisfaction dimensions mean score, the highest staff nurses’ mean scores were related to dimensions of Satisfaction with the organization and resources, with the leadership, and with the coworkers respectively. While the lowest staff nurses’ mean scores were related to Satisfaction with professional recognition, with recognition and remuneration and with staffing respectively.
• Half of them had high job satisfaction level, 15% of them had moderate job satisfaction level, and 35% of them had low job satisfaction level.
• Regarding to counterproductive work behavior dimensions mean score, the highest staff nurses’ mean scores were related to dimensions of withdrawal, abuse and production deviance respectively. While the lowest staff nurses’ mean scores were related to dimensions of sabotage and theft respectively.
• Half of them had high engagement in Counterproductive Work Behavior level, 15% of them had moderate engagement in Counterproductive Work Behavior level, and 35% of them had low engagement in Counterproductive Work Behavior level.
• Moreover, there are statistically significance relation between job crafting of staff nurses and their gender and Experience years in nursing.
• Also, there are statistically significance relation between job satisfaction levels of studied staff nurses and their age and marital status.
• Furthermore, there are statistically significance relation between counterproductive work behaviors of staff nurses and their gender and Marital status.
• Finally, there was moderate positive statistical correlation between job satisfaction and job crafting. Meanwhile, there is negative significant correlation between job crafting and counterproductive work behavior. Moreover, there is negative significant correlation between job satisfaction and counterproductive work behavior.