الفهرس 
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Abstract
Organizational justice refers to the degree to which the organizational initiatives toward its employees are perceived to be fair; it is an umbrella term which refers to the nurses perceptions about the fairness at their work place, there is three dimensions of organizational justice; distributive justice which refers to the fairness of outcomes, resources and allocations that the nurses received, procedural justice refers to the fairness of the procedures used to determine the outcomes they receive and the interactional justice which refers to the fairness of the manner in which they are treated.The overall justice has significant effects in the predicted directions on the nurses work attitudes and behaviors such as satisfaction, commitment and absenteeism, Nurse’s perception of injustice at their work place or the low level of organizational justice is related to the factors that influence and increase nurses rate of absenteeism. The aim of this study was to assess the nurse’s perception toward organizational justice and its relationship with their rate of
absenteeism among nursing staffs working.
This descriptive correlational study was carried out at Shebin-
Elkom University and Shebin-Elkom teaching Hospital Monefia governate. It included convenience sample of 101 head nurses with inclusion criteria at least two years of experience in the current job and systematic random sample of 294 staff nurses selected from critical care unites and medical departments. A self administrated questionnaire was used for data collection, including Organizational justice scale questionnaire with 20 questions and Absenteeism scale questionnaire. The tools were face and content validated through the opinions of a panel of experts consisted of five assistant professors in different specialization in the nursing faculty departments. It was a pilot-tested on the number of 30 staff nurses and 11head nurses who were included in the main study sample. The pilot showed applicability and clarity of the questionnaires. The field work lasted from May 2018 up to July 2018.The main study findings were as follows. The highest percentage of the studied had more than 15 years’experience, married, using more than one vehicles. And slightly less than half of the staff nurses had diploma and slightly more than one third were technical while approximately the total percentage of the head nurses had Bachelor degree of nursing. More than two third of the staff nurses (66.30%) and more than half of the head nurses (57.40%) had low level of organizational justice perception on their work place. In total (40.8%) of the staff nurses and (36.6%) of the head nurses had high level of absenteeism. There is highly statistically significance relation between the staff nurse‟s perception levels of organizational justice and their agreement levels to absenteeism causes for the workplace factors and Rules of absenteeism factors as P value ( 0.001 and 0.001)
respectively. And statistically significance relation with psychological factors and communication factors with P value (0.023 and 0.015) respectively. there is highly statistically significance relation between the head nurse‟s perception levels of organizational justice and workplace factors, communication factors and Rules of absenteeism as P value ( 0.001 , 0.001 and 0.001) respectively,and statistically significance relation with family factors followed by peer related factors and work itself with P value (0.004 , 0.009 and 0.038) respectively. There is a highly statistically significance negative correlation between the organizational justice perception and absenteeism rate among the studied nurses (staff nurses – head nurses). In conclusion, the nursing staff in the study settings had low level of perception regarding the dimension of organizational justice, while slightly less than half of the staff nurses and more than one third of the head nurses had high level of absenteeism rate. they agreed for the workplace factors, work itself factors, communication factors,Rules of absenteeism and family factors followed by peer related factors as causes for increasing their rate of absenteeism. And there is significance negative correlation between the organizational justice perception and there rate of absenteeism.In view of the study hospital administration and supervisors should exert more efforts to consider and encourage the nurse’s perception of their workplace to be fair through, involving the nursing staffs in the decision making process, fair distribution of rewards, allocation and resources, treating them with dignity and respect to
their right, avoiding discrimination, providing support with equal opportunities for staff development to create more friendship atmosphere and reciprocal relationship with their staffs. Also consider the factors which may lead to increase their rate of absenteeism. Also recommended to replicate the study on a larger sample from different hospital settings to achieve more generalizable results and reinforce justice during health care organization ministry of health, Egypt.