الفهرس 
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Abstract
The arrogant nursing supervisor is mentally occupied with their ego and sense of importance that they cannot notice its effects on their subordinate nurses. Arrogant nurse supervisor doesn‟t provide nurses with information or skills required, don‟t show respect or listen to nurses, and don‟t provide constructive feedback nor opportunities to grow so it can affect the condition of work effectiveness. When nurses experience arrogant supervision, it can lead to a sense of disempowerment and discouragement. Arrogant supervisors may undermine the confidence and autonomy of their nurses, inhibiting their ability to make crucial decisions and contribute their expertise to patient care, so the relationship between arrogant nursing supervision and work effectiveness from nurses’ perspective is a critical to be explored. The aim of the present study was to assess the relation between arrogant nursing supervision and work effectiveness from nurses‟ perspective. A descriptive correlational research design was used to conduct the study. The subject of this study included all (N=911) nurses were working in the previously mentioned setting Two Tools were used to collect the data: Tool (I): Arrogant Nursing Supervision Structured Questionnaire. This tool consisted of two parts, nurses‟ data and arrogant nursing supervision structured questionnaire. This tool consisted of 26 items divided into 2 subscales, personal traits included 5 items (1-5) relation with others Tool (II): Conditions for work effectiveness questionnaire: It included 29 items and classified into four subscales, access to opportunity (1-7) items, access to information (8-16) items, access to support (17-21) items and access to resources (22 -29) items. Results can be summarized as the following: Concerning Personal characteristics of the studied nurses, it was noticed that 47% of nurses fall in the age group between 20 to less than 30 years old while 16.6% of nurses fall in the age group more than 40 years old with mean age 31.56 ± 6.81. 93.2% of nurses were female and 83.0% of them were married. Regarding the nurses‟ work units, the highest percentage 28.9% of nurses were working in psychiatric unit followed by 27.7% of nurses working in oncology unit while only 1.1% were working in physiotherapy unit. About their educational qualification 43.9% of nurses had Associate Degree in Nursing. Regarding nurses’ perception of arrogant supervision, it was found that half 53.5% of nurses had a low level to exposure to arrogant supervision. There is 23.6% of nurses perceived a moderate level of personal trait dimension of arrogant supervision and 28.9% of nurses perceived a high level of relation with other dimension of arrogant supervision. Regarding total levels of conditions for work effectiveness it was 72.8% of nurses perceived a low level of total work effectiveness. 71.8%, 68.5%, 65.1% and 55.7% of nurses had a low level of access to information, support, opportunity and resources, 32.4% of nurses had moderate level of access to resources and 20.7%, 20.2% and17.7% of nurses had moderate access to information, support and opportunity . There was a statically significant negative correlation between nurses perspective of total arrogant nursing supervision and their work effectiveness at P value (<0.001*). Recommendations: Based on the finding of the present study it was recommended that hospital administrators need to ensure open channels of communication between nursing supervisors and nurses to provide transparent flow of information, also nursing supervisors need to appreciate and recognize nurses’ positive contributions.