الفهرس 
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Abstract
Employee commitment refers to the psychological attachment of workers to their work place. This study examined the contribution of two concepts of commitment: foci of commitment; the individuals and groups to whom an employee is attached, and bases of commitment; the motives engendering attachment. Commitment to supervisor, and organization as foci of commitment were important determinates of job satisfaction, intent to quit, and organizational behaviors. With respect to the bases of commitment, it was suggested that different motivational processes underlie single attitudes, identification occurs when people adopt attitudes and behaviors in order to be associated with a satisfying, self-defining relationships with other person or group, internalization occurs when people adopt attitudes and behaviors because their content is congruent with the individuals’ value systems. Commitment has been one of the most popular research subjects in organizational behavior at the past 30 years because it has an impact on performance. That employee with high levels of commitment are more work oriented than other employees, they get more satisfaction from work and view their jobs as fulfilling more of their personal needs. As a result, they are willing to exert considerable efforts on behalf of the organization, and they less likely to leave it.
Hence, the present study aimed to investigate the relationship between head nurses’ commitment and their performance.
The study was carried out in all inpatient medical (n=18) and surgical (n=12) units at Alexandria Main University Hospital. The study subjects comprised all head nurses working in the previous mentioned units who were available at the time of data collection (N=33), 19 head nurses from medical units and 14 head nurses from surgical units.
Tools of the study:
The following two tools were used in data collection:
1. Organizational commitment questionnaire (OCQ): developed by: Becker (1996) and was used to measure head nurses’ internalization (5 items) and identification (4 items) with the organization as well as the supervisor. Responses were measured on seven-point Likert- Scale ranging from: ”1” -Strongly disagree. To ”7” –Strongly agree.
2. Performance evaluation questionnaire: was developed by the researcher based on current head nurses’ job description and review of related literature(8,67,77) and was used to assess head nurses’ performance in relation to the following areas: patient care management (18 items), staff management (20 items), and unit management (13 items). Responses were measured on five-point Likert-Scale ranging from: ”1” –Never. To ”5” –Always.