الفهرس 
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Abstract
Loyalty is an important component in relationships whether familial social or other usages, it can help build stronger bonds and create social support fostered by being honest supportive respectful, and appreciative. Also, it is the attachment that characterizes someone consistent in their feelings, affections, or habits. Additionally, loyalty is often defined as employees being committed to the success of the organization and believing that working for this organization is their most suitable choice not only do they attempt to remain with the organization, but they are doing not actively seek alternative employment and aren’t aware of offers (El Sherbeny et al., 2019).
The present study was carried out to answered the research question examined whether is there a a relation between loyalty to nurse managers and job satisfaction among staff nurses?
A descriptive correlational design was used to carry out this study. It was carried out at El-Demerdash University Hospital, which is affiliated to Ain Shams University Hospitals. It included 25 units namely (a neurosurgery unit, urosurgery unit, orthopedic unit, cosmetic unit, gastrointestinal unit, hepatic unit, breast and obesity unit, colon unit, endocrine unit, vascular unit, ear and nose unit, collective care, intensive care unit B & C, external emergency unit, economic VI, one-day surgeries and plastic surgery, medium burn care unit, burn department, burn care department) the total bed capacity is 423 beds. It provides different health care services for patients with different diseases and the bed capacity and the numbers of staff. The subjects included staff nurses who are working in pre-mentioned settings, their number was 161 out of 275. The data collection tool was used to carry out this study, namely, loyalty scale and job satisfaction.
The present study revealed the following main results:
• The result showed that the mean score and standard deviation of total nurses’ perception regarding loyalty to their head nurses was (55.65 ± 14.34). Also, the highest mean score and standard deviation was (11.34 ± 3.25) for ” Extra effort for head nurse” which represent (75.6%), while the lowest mean score and standard deviation was (12.24 ± 3.54) for ” Attachment to head nurse ” which represent (61.2%).
• The result showed that more than two-thirds and less than half (69.5% and 47.8) of the studied nurses have a high level of perception regarding total extra effort and internalization of the head nurse’s values, respectively. Also, more than half (52.8%, 58.4%, and 50.9%) of them have a moderate level of perception regarding total dedication, attachment, and identification to the head nurse, respectively. Also, less than two-thirds (61.5%) of the studied nurses have a moderate level of perception regarding loyalty to their head nurses.
• The result showed that the mean score and standard deviation of total job satisfaction was (101.75±21.61). Also, the highest mean score and standard deviation were (8.50± 1.92) for ”Hospital policy” which represent (85.0%), while the lowest mean score and standard deviation was (4.03±3.27) for ” Salary and benefits” which represent (40.3%).
• The result showed that more than three-quarters and more than two-thirds (75.8% and 68.3%) of the studied nurses have a high level of satisfaction regarding total hospital policy and job security, respectively. Also, more than half (60.2% and 54.7%) of them have a high level of satisfaction regarding total supervision and interpersonal relationship, respectively. While, more than half (59.0% and 60.2%) of them have a moderate level of satisfaction regarding total responsibility and work itself, respectively. Also, more than two-thirds (67.7%) of them have a moderate level of satisfaction regarding total working conditions. Moreover, half and less than half (50.9% and 46.0%) of them have a moderate level of satisfaction regarding total achievement and recognition, respectively. In addition, more than half (52.8%) of the studied nurses have a moderate level of job satisfaction.
• The result showed that there was a highly statistically significant relation between total nurses’ perception levels regarding loyalty to their head nurses and their total job satisfaction.
• There were significant statistically negative effects of nurses’ educational level and years of experience on their job satisfaction. while there were significant statistically positive effects of nurses’ gender and loyalty to head nurses on their job satisfaction.