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Abstract Organizational climate refers to the aggregate of staff nurses’ perceptions of their work environment. It influences on their attitudes and expectations and has direct effects on their behaviors, well‐ being, commitment and accountability (Roch, Dubois and Clarke, 2014). When people work in a supportive environment, they strive to produce results. Moreover, a positive work climate increased their sense of commitment, which, in turn, improved their accountability that is an essential component of professional nursing practice; as patients have identified nurses as the most-trusted profession (Battié and Steelman, 2014). Also, nursing staff commitment has become a major and important concept as it reflects the extent to which staff members identify with the organization and engage with its goals (Bahrami et al., 2016). The present study was conducted to examine the relationship of organizational climate, performance accountability and commitment among nurses at Menoufia University and Nasser Institute hospitals. Descriptive correlational research design was used in conducting the study.The study was conducted at Menoufia University and Nasser Institute hospitals that are selected purposively. The study was conducted at selected units and departments at these hospitals. Subjects included all staff nurses at the selected units/ departments 449 at both Menoufia University hospital 338 and Nasser Institute hospital 111. Data were collected using three tools. The first tool was the organizational climate questionnaire that was used to assess the organizational climate at the study settings. The second tool was accountability index questionnaire that was used to assess staff nurses’accountability at the study settings. The third tool was job commitment scale that was to measure the extent of commitment to job among staff nurses through questions around organizational commitment at the study settings. A pilot study was performed to questionnaire sheets. The tools were tested for validity and reliability and administered to the study subjects. The questionnaires were self-administered to staff nurses after explaining the purpose of the study and gaining their acceptance. Data were analyzed using the appropriate tests. The results of the present study revealed that: The majority of the study sample was female, the highest percentage of them had Bachelor degree in nursing and the highest percentage was working 1 : > 5 years. There was a positive and a highly significant relationship between the organizational climate and performance accountability. There was a positive and a highly significant relationship between the organizational climate and commitment. There were a highly significant correlation among organizational climate, performance accountability and commitment among studied nurses. There was a gap between the organizational climate agreement and importance as there was highly significant difference between them in relation to hospital name, age categories and educational qualifications. There was a highly statistical significant difference between studied hospitals in relation to organizational climate, performance accountability and commitment among studied nurses. The mean and percentage of agreement on organizational climate, performance accountability and commitment were higher at Nasser Institute Hospital than at Menoufia University Hospital. The mean and percentage of agreement on organizational climate, performance accountability and commitment were higher at critical care departments than at inpatient departments. It was recommended that disseminate the study results to the important key persons (the executives) as they should clearly understand the factors that reinforce organizational climate, performance accountability and organizational commitment. Ensure that educational curricula include the study variables. Repeat the same study in another healthcare settings private and non-profit hospitals. |