الفهرس 
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Abstract
Technological developments and the changing structures of health care organization have increased expectations for work performance and the nursing staff works for a longer period and with more effort, making the health care organization a challenging work environment. Displaying positive feelings to nursing staff is an important requirement that must be fulfilled. The nursing staff needs to perform not only intellectual and physical work, but also emotional work by regulating both emotions and expressions of organizational goals. The nursing staff must make sincere efforts to experience, display appropriate emotions and adhere to the rules of emotional presentation of the institution. The nursing staff is expected to be courteous, warm and friendly to patients and their colleagues, and not to express anger and frustration. In the process it becomes a source of negative consequences that range from physical violence to psychological aggression, emotional overstrain, decreased job satisfaction, job stress and depression. Furthermore, can effect on productivity and quality of work in the organization. Aim of the study was assess the relationship between emotional labor, workplace aggression and organizational role stress among nursing staff at Main Mansoura University Hospital Setting of the study was conducted at Main Mansoura University hospital, which provides a wide range of health services in the delta region. Mansoura University Hospital bed capacity (1800 beds) in addition to many buildings attached to the main building. Participant of the study included all nursing staff who are available during the time of data collection and nursing staff who have experience at least one year and willing to participate in the study at Main Mansoura university hospital. Total number were 169 nursing staff Tools of data collection: data for the present study was collected by using three tools. The first tool: emotional labor scale, it consisted of two parts, the first part: personal data, it covered items related to nursing staff as: gender, age, and years of experience, marital status and educational qualification). The second part: emotional labor, this tool developed by Brotheridge and Grandey (2002). It aimed to assess emotional labor. It consists of (20) item categorized into two areas namely surface acting (11 items) and deep acting (9 items). The responses of items on a 5 -point Likert scale ranging from (always= 5 to never =1). Tool two: workplace aggression scale, this tool was developed by Baron and Neuman (1996). It aimed to assess workplace aggression. It consists of 24 items, categorized into two areas (verbal aggression and physical aggression) each subscale has 12 items. The responses of items on a 5-point Likert scale ranging from (very often =5 to never =1). Tool three: organizational role stress scale, this tool was developed by Pareek (1983). It aimed to assess organizational role stress. It consists of 50 items, categorized into ten types organizational role stress each subscale have five items namely: Inter- role distance, Role stagnation, Role expectation Conflict, Role erosion, Role overload, Role isolation, Personal inadequacy, Self- role Distance, Role ambiguity and Resource inadequacy. The responses of items on a 5-point Likert scale ranging from (always feel =5 to never feel =1). The main results of this study shown the following findings: There was statistically significant negative correlation between emotional labor and both workplace aggression and organizational role stress. There was statistically significant positive correlation between organizational role stress and workplace aggression. Based on the results of this study, it was recommended that: Recommendations to hospital administrator: Screen nursing staff carefully to decide who may have had preceding behavioral problems in their prior employment. The managers must ensure that the internal process and system are effective and used adequately to perform responsibilities. Designing new nurse’s orientation program is an ideal for introducing hospital policies and strategies. Sustain more flexible remuneration and reward systems. Provide open channels of communication between top management and nursing staff and providing them with feedback on progress. Using of psychological counseling service providers to help nursing staff get rid of the stress caused by insufficient work-life balance Provide the opportunity to nursing staff to speak about and report the incident in cases of aggression. Provide a formalized structure of support for all nursing staff that has been assaulted while at work and develop a policy, which is comprehensive and consistent in relation to reporting aggression.