Green Management Training Program and its Effect on Staff Nurses’ Organizational Citizenship Behavior

Green Management Training Program and its Effect on Staff Nurses’ Organizational Citizenship Behavior | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article Green Management Training Program and its Effect on Staff Nurses’ Organizational Citizenship Behavior Nada Salah Yassin, Dalal Talaat Akel, Hanaa Mohamed Abd rabou This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-5984046/v1 This work is licensed under a CC BY 4.0 License Status: Published Journal Publication published 19 May, 2025 Read the published version in BMC Nursing → Version 1 posted 9 You are reading this latest preprint version Abstract Background : Green management practices are essential for organizational sustainability, and their adoption in hospitals can help reduce environmental impact. Organizational citizenship behavior further enhances green management efforts. Aim of the study : This study aimed to assess the effect of a green management training program on staff nurses’ organizational citizenship behavior. Design : Quasi-experimental design with a pretest-posttest approach. Setting: This study was carried out in Al-Ahrar Teaching. Subjects : 85 staff nurses participated in the study. Tools of data collection: green management knowledge questionnaire, employee green behaviors scale, and organizational citizenship behavior scale were used for data collection. Result: Significant improvements were observed in staff nurses' knowledge of green management (16.5% to 89.4%), employee green behavior (5.9% to 64.7%), and organizational citizenship behavior (7.1% to 70.6%) at pre - and post- phases respectively. Conclusion: The green management training program effectively improved organizational citizenship behavior, supporting the research hypothesis. Recommendations: Provide green management training programs for staff nurses to enhance their green management practices and knowledge. Trial Registration Number [TRN]: Approved by the Research Ethics Committee of the Faculty of Nursing, Ain Shams University (code number: NUR 24.01.207). Green management Organizational citizenship behavior Training program and Staff nurses Figures Figure 1 Introduction Green management is the organization-wide process of utilizing innovation to attain sustainability, decreased waste, social responsibility, & a competitive advantage. This is achieved through constant enhancement and learning, as well as the adoption of environmental strategies & goals that are fully integrated with the organization's strategies and goals[ 1 ]. Green management in healthcare has emerged as a crucial strategy for promoting environmental sustainability while simultaneously enhancing the operational efficiency and effectiveness of healthcare organizations. According to Healthcare Without Harm, a green hospital actively works to minimize its environmental impact and mitigate health risks associated with environmental degradation [ 2 ]. The Green Management Training Program (GMTP) is a central component in implementing green management strategies within healthcare organizations. The GMTP is designed to equip healthcare professionals with the necessary knowledge, skills, and attitudes to foster sustainable practices across their daily operations. Its objectives are to promote environmental sustainability, enhance green behaviors among healthcare staff, and integrate sustainable practices into the organizational culture. By creating a structured training program, hospitals can ensure that all employees, including nurses, understand their role in reducing the organization’s environmental footprint, which ultimately leads to a greener, healthier environment for patients and staff [ 3 ]. The structure of the GMTP involves a phased approach to training, beginning with an initial assessment of current organizational practices. This is followed by targeted training sessions that incorporate a mix of in-person workshops, online modules, and practical exercises tailored to specific job roles. These training sessions focus on promoting sustainable behaviors, such as waste reduction, energy efficiency, and sustainable procurement [ 4 ]. Furthermore, the GMTP includes staff nurse training to ensure that nurses are equipped to foster a culture of environmental responsibility within their colleagues. Ongoing feedback mechanisms and continuous support are also key to the program’s success, ensuring that sustainability practices are maintained and improved over time [ 5 ]. A critical aspect of green management is the promotion of green behavior, which is defined as actions consistent with the objectives of environmentally sustainable development. As [ 6 ] highlight, green behavior is a key strategy for achieving long-term sustainability within healthcare organizations. The green behavior of employees is heavily influenced by the positive green behavior demonstrated by leaders [ 7 ], underscoring the importance of leadership in fostering a culture of sustainability. Research suggests that employees who are motivated, included, and well-trained are more likely to engage in environmentally sustainable behaviors [ 8 ]. Subsequently, encouraging green behavior among staff nurses, patients, and visitors is very important. By promoting green behavior among staff, patients, and visitors, hospitals can help to diminish their environmental impact & contribute to a healthier, more sustainable future. Green management practices and green behavior in hospitals have positive health outcomes [ 9 ]. Organizational citizenship behavior helps the employees to feel more in control over their jobs and activities and feel noble about helping other. It can be assessed by evaluating how often employees show discretionary and extra-role behaviors. [ 10 ] The implementation of the GMTP is expected to improve organizational citizenship behavior (OCB) by fostering a work environment where sustainability is deeply embedded within the organizational culture. This type of environment encourages employees to feel more empowered and motivated to engage in behaviors beyond their formal responsibilities, which, in turn, enhances the organization's environmental performance [ 11 ]. Furthermore, [ 12 ] and [ 13 ] stress the significance of cultivating an environmental culture within organizations, which drives sustainability objectives through employees' voluntary actions. While the connection between green management practices and OCB is often assumed. According to Value-Belief-Norm (VBN) theory, personal values, such as environmental concern, shape beliefs like the New Ecological Paradigm (NEP), which increases awareness of environmental impacts. This awareness, coupled with a sense of individual responsibility, motivates individuals to adopt eco-friendly behaviors [ 14 ]. In addition, Social Exchange Theory suggests that employees are more likely to engage in green behaviors when they perceive personal rewards in return. Organizational incentives such as financial rewards, recognition, or other tangible benefits can motivate employees to adopt pro-environmental behaviors, viewing them as part of a social exchange that offers personal benefits [ 15 ]. Green management can significantly contribute to organizational citizenship behavior (OCB) among nurses by fostering a positive work environment and enhancing employee engagement. By integrating sustainability practices into daily routines, nurses are encouraged to actively participate in initiatives that align with environmental goals, which fosters a shared sense of purpose [ 16 – 17 ]. This sense of collective responsibility strengthens collaboration and teamwork among colleagues. As nurses become more involved in sustainability efforts, it boosts morale, increases job satisfaction, and leads to higher levels of commitment to organizational goals. Ultimately, this engagement enhances overall organizational performance, increase organizational citizenship behavior and improves both patient care and the well-being of healthcare staff [ 18 ]. Aim of the study The aim of the study is to assess the effect of a green management training program on staff nurses’ organizational citizenship behavior. Specific objectives To assess staff nurses' knowledge regarding hospital policies of green management (pre-post-follow-up). To assess staff nurses’ green behavior (pre-post-follow-up). To design the green management training program. To implement the green management training program. To assess staff nurses' organizational citizenship behavior(pre-post-follow-up). To Find out the effect of a green management training program on staff nurses' organizational citizenship behavior. Research hypothesis: 1 Staff nurses’ knowledge regarding hospital policies will be improved after implementing a green management training program. 2 Staff nurses’ green behavior will be improved after implementing a green management training program. 3 Staff nurses’ organizational citizenship behavior will be improved after implementing a green management training program. Methods The study conducted using the following four primary designs: technical, operational, administrative, and statistical. The methodology used will be illustrated accordingly. I. Technical design: The investigation's technical design encompassed the research design, investigation setting, subjects, and data collection instruments. Research design A quasi-experimental (one-group pretest/posttest) design was utilized to conduct this study. Study setting: The study was conducted in Al-Ahrar Teaching Hospital, which is located in Zagazig City in the Al-Sharkia Governorate. This hospital is affiliated with the general organization for teaching hospitals and institutes. Its total capacity is 420 beds. The study was conducted at noncritical units (surgical, ENT, chest, pediatric, obstetric, oncology, and gastro units). Selecting units using a random technique involves several steps to ensure that the selection is unbiased and representative. Use a random number generator to select numbers corresponding to units on the list using an online tool that generates random numbers within a specified range. Ensure the number of randomly generated numbers matches the desired sample size of units. Match the randomly generated numbers to the units' unique identifiers. Sampling: The study subjects consisted of 85 staff nurses out of 110 staff nurses working in different units at the aforementioned study setting at the time of the study. A simple random sampling technique was applied by drawing lots from the eligible staff nurses. As well as having corresponding to the following inclusion criteria preferred in the current study: Staff nurses with at least more than two years of experience with the current position and willingness to participate in the study were included in the study. Also, nurses who were available at the time of the study. According to this formula, the sample size was calculated [ 19 ]: Where: n = sample size N = total size (110 nurses) Z = 1.96 d = error level 5% p = 0.5 Tools of Data Collection Three tools have been utilized for collecting data, namely the green management knowledge questionnaire, the employee green behaviors scale, & the organizational citizenship behavior scale. Tool 1: Green management knowledge questionnaire It aimed to evaluate knowledge of staff nurses with regard to green management. It comprised of 2 parts: — first part: It pertained to collecting staff nurses’ personal and job characteristics like sex, age, marital status, qualifications, years of experience, position, & attended training courses. Second part: It aimed to assess staff nurses’ knowledge about green management. It has been developed by the researcher guided by [ 20 , 21 , 22 , 23 ] and validity and reliability testing were conducted to ensure the strength of the tool. This part was included (35 questions MCQ) which covering different aspects of green management, (Ex, Green management definition, importance of green management, principle of green management, effective activities for green management). A way to give points or marks to measure achievements. The answers of green management knowledge items were scored (one) for the correct answer and (zero) for the incorrect answer. The total grade was 35. The score of items were summed up and the total was divided by the number of the items. These scores converted into percent score; The total green management knowledge score was categorized as follows: Staff nurses with a knowledge level greater than or equal to 60% were considered to indicate a satisfactory level of knowledge. A score less than 60% was considered an unsatisfactory level of knowledge[ 21 , 22 ] . Tool II: Employee green behaviors scale This tool has been adapted from [ 24 ] and altered by the researcher and validity and reliability testing were conducted to ensure the strength of the tool. It aimed to evaluate staff nurses’ green behaviors. It comprised of twenty-four items (Ex, I suggest my colleagues to engage in environmentally responsible behaviors, I set the computer monitors in sleep mode or turn it off when not in use ), which grouped under six categories, with 4 items for each dimension as follows: Environmental Awareness (4 items), Taking Initiative (4 items), Working Sustainably (4 items), Influencing Others (4 items), Avoiding Harm (4 items), and Conserving (4 items) The answers from staff nurses were rated as follows: - responses have been assessed on a five-point Likert scale, with the options being Always (5), Often (4), Sometimes (3), Rarely (2), and Never (1). These scores have been converted to a percentage score. Furthermore, the mean & standard deviation were computed. The total score is classified as high level if score more than 70% and moderate if total score ranged between from (50–70%) and low if score was less than 50%[ 24 ]. The internal consistency reliability of the scales was evaluated using Cronbach's alpha for Environmental Awareness, Taking initiative, Influencing other, Avoiding harm, Conserving and Working sustainability are 0.823, 0.799, 0.861, 0.834, 0.850 and 0.806 respectively. Third tool: Organizational-citizenship behavior scale: It aimed to assess organizational citizenship behavior between staff nurses. This scale was adopted from [ 25 ] based on [ 26 ]. It consisted of twenty items (Ex, I collaborate with my manager to perform the duties in best way, I help and guides patients to receive the excellent service), which separated into five dimensions, as follows: Altruism deviant (5 items), Civility deviant (4 items), Sportsmanship deviant (3 items), Civic virtue deviant (5 items), and Conscientiousness deviant (4 items). Responses of staff nurses have been assessed on a five-point Likert scale, with 1 denoting strongly disagree, 2 denoting Disagree, 3 denoting uncertainty, 4 denoting agreement, & 5 denoting strong agreement. These scores have been changed to a percentage score. Furthermore, the mean and standard deviation were computed. If the total percent score exceeded seventy percent, organizational citizenship behavior was deemed to be high, moderate if it fell within the range of fifty percent to seventy percent, and low if it was below fifty percent [ 25 ]. The internal consistency reliability of the scales was evaluated using Cronbach's alpha for Altruism deviant, Civility deviant, Sportsmanship deviant, Civic virtue deviants and Conscientiousness deviant are 0.796, 0.812, 0.822, 0.901and0.808 respectively. The tools Validity and Reliability: The instruments' validity has been assessed by a jury panel of six experts (two professors and four assistant professors) from the Nursing Administration Department and Psychiatric Nursing Department of the Faculty of Nursing, Ain Shams, Cairo, Egypt. for content and face validation. The instruments have been evaluated for their applicability, comprehensiveness, and relevance. They have been asked to provide their opinions on the proposed instruments. Subsequent to their recommendations, certain items were incorporated or excluded. The reliability of the data collection tools was assessed its internal consistency by using Cronbach’s Alpha Coefficient test. Green management knowledge questionnaire was 0.846, Employee Green Behaviors Scale was 0.910 and Organizational citizenship behavior Scale was 0.907. Ethical consideration The Scientific Research Ethical Committee of the Faculty of Nursing, Ain Shams University, granted ethical permission under (code number: NUR 24.01.207). The Faculty of Nursing submitted official letters to the designated hospital in order to obtain permission for data collection. Following a thorough explanation of the investigation's objectives and procedures, each participant (staff nurse) provided informed written consent. The right of all participants to refuse or withdraw from the investigation at any time was ensured. The complete confidentiality and anonymity of any information that has been obtained were ensured. No actual or possible harm has been predicted from the investigation's maneuvers. II. OPERATIONAL DESIGN A preparatory phase, a pilot study, and the fieldwork comprised the operational design for this investigation (Fig. 1 ). A. Preparatory Phase: During this phase, the investigator conducted a comprehensive review of the relevant literature, including textbooks, articles, journals, and theses, both national and international, current and past.2023, this phase commenced at the beginning of September and ended at the end of October. B. Pilot study: Prior to gathering data, a pilot investigation was carried out. The investigation's tools were filled in a range of twenty to twenty-five minutes. In October 2023, a pilot investigation has been carried out on eight staff nurses, which constitutes ten percent of the research's sample. The eight nurses were incorporated into the main research group without any modifications; the data obtained from the pilot investigation has been analyzed. C. Fieldwork: The actual fieldwork of the investigation lasted for a period of ten months, starting from the commencement of September, 2023, to the end of June, 2024. The investigation has been performed through the following five phases: preliminary phase, planning phase, program implementation phase, evaluation phase, and follow-up phase. Phase I (preliminary): The researcher met with the nursing director of the hospital to determine the appropriate time for gathering the data following obtaining the official permissions for the investigation. The researcher conducted a meeting with all staff nurses to provide an explanation of the research's objective and nature, as well as to obtain their written consent to participate in the investigation. The data that has been collected was regarded as the baseline or pretest. The duration of this phase was from the beginning of September to the beginning of October, 2023. Phase II (program planning): The training program's content has been established throughout this phase by reviewing present and past literature, including textbooks, scientific articles in magazines, and internet searches, as well as the outcomes of the pretest evaluation. The researcher began the process of designing and constructing the green management training program to ensure that it was suitable for implementation. The duration of this phase was from the beginning of October to the end of November, 2023. Phase III (program implementation): The training program has been conducted in small groups for the staff nurses. Various teaching methods have been utilized, including lectures, group discussions, brainstorming, role-playing, clinical scenarios, and papers that have been prepared by the researcher & distributed to all staff nurses. The duration of this phase was from the beginning of December 2023 to the end of January 2024. Phase IV (post program evaluation): The influence of the green management training program on staff nurses’ knowledge, green behavior, & organizational citizenship behavior has been assessed through a posttest shortly following the end of the program implementation utilizing the same instruments for data collection as in the preliminary phase. This phase continued from the commencement of February 2024 to the commencement of March 2024. Phase V (follow-up): Following the posttest evaluation, a monitoring test has been administered three months later, utilizing the same instruments for data collection as in the preliminary phase, to evaluate the impact of the green management training program on the organizational citizenship behavior of staff nurses. This phase extended from the commencement of March 2024 to the conclusion of June 2024. III. Statistical Design The data was analyzed using the Statistical Package for the Social Sciences (SPSS Inc., version 22; IBM Corp., Armonk, NY, USA) on a personal computer. Descriptive statistics were employed to outline participants' demographic details. Categorical variables were presented as frequencies, percentages, and Mean SD. A correlation coefficient “Pearson correlation” is a numerical measure of some type of correlation, meaning a statistical relationship between two variables. Cronbach’ alpha to assess internal consistency of the developed tool. Statistical significance was considered at p-value < 0.05. ANOVA, or Analysis of Variance, is a statistical method used to compare the means of three or more measures. Linear regression is a statistical method used to model the relationship between a dependent variable and one or more independent variables. Results Distribution of the studied staff nurses’ personal and job characteristics (N = 85). Table 1 illustrates that the most of staff nurses (49.4%) were aged between 30 and 40 years, with an average age of 35.7 years with a mean (4.9). Most of them were married (74.1%), and a significant portion hold qualifications from a Nursing Technical Institute (71.8%). Regarding experience, half of staff nurses, 50.6%, had 10–15 years of nursing experience with an average of 12.9 years with a mean (2.6), while 36.5% had less than 3 years of experience in their current department with a mean (3.98 ± 1.13). Only 14.1% had attended training courses on green management. Staff nurses’ total knowledge level regarding green management throughout program phases (n = 85). Table 2 clarifies that a minority of staff nurses had satisfactory green management knowledge at the pre-program phase. As observed, at the post- program phase, the staff nurse’s satisfactory green management knowledge was improved and marked to be ranged between (84.7% and 97.6%) in all knowledge dimensions. While some improvement (81.2% and 94.1%) occurred in the follow-up phase. Also, there were highly statistically significant differences between all dimensions satisfactory level as well as the total staff nurses’ green management knowledge at post-program phase (p < 0.001), while there were statistically significant differences at the follow-up program phase. Total staff nurses’ green behavior throughout program phases (n = 85). Table (3) reveals that total mean scores of staff nurses’ green behavior dimensions throughout program phases were obviously higher in the post-program phase (90.57 ± 18.6) and follow-up phase (108.98 ± 23.8) than in the pre-program phases (38.81 ± 9.7). Furthermore, there were highly statistically significant differences between total green behavior dimensions throughout program phases (p < 0.001). Total staff nurses’ organizational citizenship behavior level throughout program phases (n = 85). Table (4) reveals that total organizational citizenship behavior dimensions mean scores among staff nurses throughout program phases were obviously increased in the post-program phase (80.12 ± 13.7) and the follows-up phase (93.16 ± 17.8) than preprogram (32.5 ± 4.6). Furthermore, there were highly statistically significant differences between total organizational citizenship behavior dimensions throughout program phases (p < 0.001). Correlation between staff nurses’ knowledge about green management, their green behavior level and organizational citizenship behavior(n = 85). Table 5 shows that there was a positive, highly statistically significant correlation (r = 0.399, p = 0.002**) between green management knowledge, green behavior level and organizational citizenship behavior among staff nurses. Multiple Linear regression model for organizational citizenship behavior at post program phase (n = 85). Table 6 shows, organizational citizenship behavior level was positive dependent for both the green behavior level and total knowledge at the post program phase. The model explains 63% of the variance in organizational citizenship behavior (R² = 0.63), and the overall regression is significant (F = 13.444, p = 0.000). Table 1 Distribution of the studied staff nurses’ personal and job characteristics (number=85). Personal - job characteristics N % Age: 40 years 20 42 23 23.5 49.4 27.1 Mean (SD) 35.7 (4.9) Marital Status: Married Unmarried 63 22 74.1 25.9 Qualification: Diploma in Nursing Nursing Technical Institute Bachelor of Nursing 13 61 11 15.3 71.8 12.9 Number of years of experience in nursing: 15 years 22 43 20 25.9 50.6 23.5 Mean (SD) 12.9 (2.6) Number of years of experience in the department: 5 years 31 24 30 36.5 28.2 35.3 Mean (SD) 3.98 (1.13) Attended training courses on green management: Yes No 12 73 14.1 85.9 SD: Standard deviation Table (2) Staff nurses’ total knowledge level regarding green management throughout program phases (n=85). Staff nurses' green management satisfactory knowledge (60% + ) Pre Post Follow-up Cochran's Q Test N % N % N % Test p. value Green management in hospitals: Why do we need sustainability? 10 11.8 74 87.1 70 82.4 13.557 0.002** The concept of green behavior and enhancing environmental awareness among nurses: 11 12.9 76 89.4 73 85.9 14.992 0.000** The most important principles of green management 13 15.3 79 92.9 76 89.4 15.600 0.000** Sustainability in health care 9 10.6 72 84.7 69 81.2 12.019 0.003** The most important activities for green behavior and green management 22 25.9 82 96.5 79 92.9 9.887 0.006** Continuous improvement and development towards green behavior 24 28.2 83 97.6 80 94.1 10.108 0.005** Organizational citizenship behavior and its importance to the work environment 19 22.4 78 91.8 75 88.2 11.776 0.003** Effective participation - enhancing environmental organizational citizenship through green management. 21 24.7 77 90.6 74 87.1 13.444 0.000** Challenges and obstacles to implementing green management in hospitals 13 15.3 75 88.2 72 84.7 9.781 0.006** *significant <0.05, ** high significant <0.01 Table (3) Total staff nurses’ green behavior throughout program phases (n=85). Total staff nurses’ green behavior Pre Post Follow-up Cochran's Q Test N % N % N % Test p. value Influencing Others High Moderate Low Mean (SD) 4 16 65 4.7 18.8 76.5 49 26 10 57.6 30.6 11.8 61 19 5 71.8 22.4 5.8 12.566 0.002** 7.1 (2.2) 13.99 (4.8) 17.9 (6.1) Conserving High Moderate Low Mean (SD) 5 18 62 5.9 21.2 72.9 51 21 13 60 24.7 15.3 63 16 6 74.1 18.8 7.1 14.091 0.000** 6.9 (2.1) 15.98 (4.7) 18.01 (5.6) Avoiding Harm High Moderate Low Mean (SD) 6 22 57 7.1 25.9 67.1 58 20 7 68.2 23.5 8.3 67 14 4 78.8 16.5 4.7 15.600 0.000** 6.3 (0.98) 14.4 (3.7) 17.8 (5.6) Environmental Awareness High Moderate Low Mean (SD) 5 25 55 5.9 29.4 64.7 60 21 4 70.6 24.7 4.7 68 14 3 80 16.5 3.5 13.811 0.000** 6.37 (1.9) 14.97 (5.7) 18.37 (6.2) Taking Initiative High Moderate Low Mean (SD) 4 21 60 4.7 24.7 70.6 53 26 6 62.4 30.5 7.1 61 20 4 71.8 23.5 4.7 11.490 0.003** 6.4 (2.1) 14.86 (4.3) 18.05 (5.6) Working Sustainably High Moderate Low Mean (SD) 3 32 50 3.5 37.7 58.8 57 20 8 67.1 23.5 9.4 65 14 6 76.5 16.5 7 12.006 0.002** 5.48 (1.3) 15.83 (3.9) 18.36 (5.8) Total High Moderate Low Mean (SD) 5 19 61 5.9 22.3 71.8 55 22 8 64.7 25.9 9.4 61 18 6 71.8 21.2 7 16.701 0.000** 38.81 (9.7) 90.57 (18.6) 108.98 (23.8) *significant <0.05, ** high significant <0.01 Table (4) Total staff nurses’ organizational citizenship behavior level throughout program phases (n=85). Total staff nurses’ organizational citizenship behavior Pre Post Follow-up Friedman test N % N % N % Test p. value Altruism (Selflessness) 5 High Moderate Low Mean (SD) 6 24 55 7.1 28.2 64.7 59 18 8 69.4 21.2 9.4 67 14 4 78.8 16.5 4.7 9.812 0.003** 5.65 (0.99) 20.08 (3.6) 23.36 (4.1) Civility (courtesy) 4 High Moderate Low Mean (SD) 5 26 54 5.9 30.6 63.5 61 15 9 71.8 17.6 10.6 70 10 5 82.4 11.8 5.8 15.440 0.000** 7.42 (1.6) 15.94 (4.3) 18.9 (3.7) Sportsmanship 3 High Moderate Low Mean (SD) 4 30 51 4.7 35.3 60 63 12 10 74.1 14.1 11.8 68 10 7 80 11.8 8.2 16.071 0.000** 5.65 (1.8) 12.37 (3.4) 13.97 (2.99) Civic virtue (civilized behavior) 5 High Moderate Low Mean (SD) 7 25 53 8.2 29.4 62.4 60 10 15 70.6 11.8 17.6 63 15 7 74.1 17.6 8.3 15.441 0.000** 8.69 (2.7) 19.83 (4.7) 23.07 (6.9) Conscientiousness (Awareness of conscience) 3 High Moderate Low Mean (SD) 5 20 60 5.9 23.5 70.6 58 18 9 68.2 21.2 10.6 67 12 6 78.8 14.1 7.1 12.990 0.002** 5.09 (1.8) 11.99 (3.4) 13.93 (4.5) Total Organizational citizenship behavior High Moderate Low Mean (SD) 6 30 49 7.1 35.3 57.6 60 17 8 70.6 20 9.4 64 16 5 75.3 18.8 5.9 15.301 0.000** 32.5 (4.6) 80.12 (13.7) 93.16 (17.8) *Significant p <0.05, ** high significant p <0.01 Table 5 Correlation between staff nurses’ knowledge about green management, their green behavior level and organizational citizenship behavior(n=85). Parameter Employee green behavior Organizational citizenship behavior Nurses’ knowledge Employee green behavior r. p. Organizational citizenship behavior r. p. 0.499 0.000** Nurses’ knowledge r. p. 0.416 0.001** 0.399 0.002** **: High significant p <0.001 r: Pearson coefficient Table 6 Multiple Linear regression model for organizational citizenship behavior at post program phase (n=85). Model Unstandardized Coefficients standardized Coefficients B Β T P. value Employee green behavior 0.678 .518 7.801 <0.01** Total knowledge 0.452 .390 6.331 <0.01** Model R 2 Df. F P. value Regression 0.63 1 13.444 .000** a. Dependent Variable: Organizational citizenship behavior b. Predictors: (constant): Employee green behavior, Nurses Knowledge. ** high significant p <0.01 F, p: f and p values for the model B: Unstandardized Coefficients R2: Coefficient of determination t: t-test of significance Beta: Standardized Coefficients SE: standard error Discussion Green management in hospitals refers to the implementation of environmentally sustainable policies and procedures in the operation and management of healthcare facilities [ 27 ]. Organizational Citizenship Behavior (OCB) encompasses voluntary actions by workers that extend beyond their formal duties, fostering a positive work environment and advancing organizational effectiveness[ 28 ]. As sustainability gains prominence, green management practices are becoming essential to align environmental responsibility with healthcare goals. This investigation aims to evaluate the impact of a green management training program on the organizational citizenship behavior of staff nurses. Given the pivotal role that nurses play, improving their awareness and practices related to green management can significantly influence organizational efficiency and environmental sustainability. Through targeted training, the study explores whether incorporating green principles into nursing practices can encourage behaviors that support long-term organizational objectives, resulting in enhanced patient care and environmental stewardship [ 29 ]. Concerning personal and job characteristics, the study revealed a majority of staff nurses aged between 30 and 40 years, with an average of 35.7 years. Most of them were married, and a significant portion 71.8% hold qualifications from a nursing technical institute. More than half of staff nurses had 10–15 years of nursing experience, with an average of 12.9 years, while more than one third had below 3 years of experience in their present department. This outcome is maintained by [ 30 ] which found that more than fifty percent of the examined nursing staff were between thirty to forty years old. Similarly, in line with these findings [ 31 ], who showed that there was a significant relation between age, attending training, qualification, and green behavior level. Also, the distribution of personal data of the studied nursing managers: more than two-thirds of the studied participants were female, their age mean was about 34 years old, and regarding their qualifications, more than half of them graduated from a technical institute, and finally, all of them did not receive any training program regarding green management. Regarding the total staff nurses’ knowledge regarding green management throughout program phases, the present study revealed that fewer than one-tenth of the staff nurses had a satisfactory knowledge level of sustainability in health care prior to the program's implementation. There was a significant improvement in staff nurses’ knowledge immediately after the program. However, a slight decline was observed during the follow-up phase, although the knowledge levels remained significantly higher compared to the pre-program phase. This could be due to the fact that the majority of staff nurses had never taken a green management training. This finding was in line with[ 2 ], who reported a significant improvement in the level of green management among nursing managers. Also, indicated that a large proportion of nursing managers who had a low level of green management prior to the intervention were able to transition to a high level of green management. Furthermore, the sustained high level of green management among nursing managers at the follow-up stage indicates the effectiveness of the intervention. According to the total staff nurses’ green behavior level, the result of the present study revealed that high enhancement in staff nurses’ green behavior mean scores at the post-program and follow-up phases in comparison with the pre-program phase. From the researcher’s point of view, this may be due to program intervention that included sustainable practices, enhancing the skills, knowledge, and perception of green behavior of staff nurses, and equipping them with the tools and resources needed to effectively lead and contribute to the improvement of organizational sustainability. Also, this finding is in agreement with [ 32 ], who reported that most of the studied sample had good green behavior and was positively contribute to employee green outcomes. Also, this finding is in the same line with [ 33 ], who showed there was a positive and significant effect between environmental awareness and green behavior mediated by employee well-being, and the higher the environmental knowledge, the employees’ welfare will increase, which causes better green behavior. With regards to total staff nurses’ organizational citizenship behavior, the present investigation results illustrated that there was a high enhancement in staff nurses’ organizational citizenship behavior mean scores at the post-program and follow-up phases in comparison with the pre-program phase. The outcome of current investigation is in line with [ 34 ], who found that proper commitment to an organization increases OCB on employees, as good organizational commitment is due to satisfaction and trust in the organization. Also, employees with high commitment are highly responsible and loyal toward their job, all these factors will increase OCB among nursing staff. The present investigation results illustrated that there is a significant correlation between staff nurses' knowledge and staff nurses’ green behavior, as well as between nurses' knowledge and organizational citizenship behavior. From the researcher’s perspective, this improvement could be attributed to the implementation of the training program and the acquisition of various knowledge and initiatives by staff nurses throughout the program concerning green management and their practical application in the workplace. The outcomes were in the same line with [ 35 ] ,who showed a significant association among worker green behavior and organizational citizenship behavior. Also, it is implied that employees with higher levels of green work engagement are more prone to having a trustful and quality exchanges with their organization, which would ultimately encourage employees to display positive outcomes such as green outcomes and enhancing organizational citizenship. According to the best-fitting multiple linear regression for organizational citizenship behavior level at the monitoring program, the current investigation illustrated that organizational citizenship behavior was positively dependent on both green behavior level and total knowledge at the follow-up phase. From the researcher’s perspective, this might be related to the efficiency of the training program for improving staff nurses’ knowledge and enhancing green behavior practices, adapting with sustainability throughout the training program, which led to the development of the spirit of organizational citizenship behavior between staff nurses at the workplace and decreasing environmental impact. The outcomes were in agreements with [ 36 ], who showed that environmental knowledge has a positive and statistically significant influence on perceived behavioral control and worker green behavior. Additionally, it has been detected that the perceived behavioral control parameter had a positive and statistically significant influence on the worker green behavior of women workers. Implications of the study: The findings of the study suggest that implementing targeted training programs can significantly improve staff nurses' knowledge of green management, which can directly inform hospital policies on sustainability. Hospitals can adopt policies that promote environmentally conscious actions in daily nursing routines, encouraging sustainable behaviors across the organization. Policies should also focus on identifying and applying effective interventions to raise environmental awareness among staff, enhancing their understanding of sustainability practices. Additionally, hospitals can prioritize sustainable healthcare practices aimed at reducing the environmental impact of their facilities. To foster a culture of sustainability, hospital policies can integrate eco-friendly values into organizational practices and promote organizational citizenship behavior, motivating staff to actively participate in sustainability initiatives. Conclusion In light of the outcomes of the present investigation, it can be concluded that staff nurses in the study setting initially exhibited unsatisfactory knowledge regarding green management, insufficient practice of employee green behavior, and low levels of organizational citizenship behavior during the pre-program phase. However, highly statistically significant improvements were detected in staff nurses’ knowledge of green management, employee green behavior, and organizational citizenship behavior after the implementation of the green management training program. A highly statistically significant, strong positive correlation was found between the total green management knowledge and total organizational citizenship behavior. Finally, “The study findings support the hypothesis that a green management training program significantly enhances staff nurses’ knowledge, green behavior, and OCB.” Based on these findings, it is recommended that future research explore the impact of providing workshops on organizational sustainability and guidelines for nurses' green behavior. Additionally, strategies should be developed for nurses and their leadership to implement strengths-based feedback methodologies that promote sustainable practices and organizational citizenship behavior." Limitations of the study: The study was conducted in a single healthcare setting, which may limit the generalizability of the findings to other institutions or settings. Additionally, the study did not assess the long-term sustainability of the improvements observed, which is important for understanding whether the positive changes will persist over time. Factors influencing the successful implementation of green management practices in healthcare settings, such as organizational support or resource availability, were not explored. Abbreviations GMTP Green Management Training Program OCB Organizational Citizenship Behavior VBN Value-Belief-Norm NEP New Ecological Paradigm Declarations Acknowledgements The authors thank and appreciate all study subjects who engaged in this study. Authors’ contributions Nada Salah Yassin 1 Master degree of Nursing Administration Department, Faculty of Nursing, Ain Shams University, Cairo, Egypt. Email: [email protected] Dalal Talaat Akel 2 Professor of Nursing Administration, Faculty of Nursing, Ain shams University-Cairo-Egypt. Email: [email protected] Hanaa Mohamed Abd rabou 3 Professor of Nursing Administration, Faculty of Nursing, Ain shams, October 6 University Cairo-Egypt. -Cairo-Egypt. Email: [email protected] . Funding Open access funding provided by The Science, Technology & Innovation Funding Authority (STDF) in cooperation with The Egyptian Knowledge Bank (EKB). Data availability Not applicable (this manuscript does not report data generation or analysis). Consent for publication Not applicable Competing interests The authors declare that they have no competing interests. Ethics approval and consent to participate All study methods and procedures pertaining to this study were carried out in accordance with relevant guidelines and regulations. The study was approved by the Research Ethics Committee, Faculty of Nursing/ Ain Shams University, Cairo, Egypt with [code number: NUR 24. 01.207] based on the standard of the committee, Faculty of Nursing/ Ain Shams University, Cairo, Egypt. Informed consent for subjects in the study was obtained from head nurses after clearing out all aspects of the study. The study did not directly or indirectly expose nurses to any diagnosis or treatment. 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Assessing organizational commitment and organizational citizenship behavior in ensuring the smoothness of the supply chain for medical hospital needs towards a green hospital: Evidence from Indonesia. Uncertain Supply Chain Management, 12(1), 181-194. ‏ Lewaherilla, N. C., Siahanenia, S., & Payapo, R. W. (2024). Enhancing Nurses' Organizational Citizenship Behaviors in Hospitals: Examining the Mediating Role of Culture Between Seniority and OCB. Journal of System and Management Sciences, 14(9), 413-437. ‏ Elgarf, A., Mohamed Eid, N., & Rashad, R. (2023). Educational Program for Nursing Management Staff about Green Management and its Effect on Patient Safety. Journal of Nursing Science Benha University, 4(2), 969-986. ‏ Abd-Elhamid, E., & Gaber, S. (2023). Effect of Green Management Educational Program on Nurses’ Sustainability Management Knowledge in A Selected Hospital, Nurses’ Demographics Correlate. Egyptian Journal of Health Care, 14(4), 1050-1059 Aboramadan, M. (2022). 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Environmental knowledge, perceived behavioral control, and employee green behavior in female employees of small and medium enterprises in Ensenada, Baja California. Frontiers in psychology, 13, 1082306. ‏ Additional Declarations No competing interests reported. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-5984046","acceptedTermsAndConditions":true,"allowDirectSubmit":false,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":435001955,"identity":"df67b2dc-1952-4bc7-906b-684e511e39e7","order_by":0,"name":"Nada Salah Yassin","email":"data:image/png;base64,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","orcid":"","institution":"Ain Shams University","correspondingAuthor":true,"prefix":"","firstName":"Nada","middleName":"Salah","lastName":"Yassin","suffix":""},{"id":435001956,"identity":"e5db3d06-efd8-474a-b998-86621906637c","order_by":1,"name":"Dalal Talaat Akel","email":"","orcid":"","institution":"Ain Shams University","correspondingAuthor":false,"prefix":"","firstName":"Dalal","middleName":"Talaat","lastName":"Akel","suffix":""},{"id":435001957,"identity":"69db5ced-3657-46f3-bec7-b8db863b1d90","order_by":2,"name":"Hanaa Mohamed Abd rabou","email":"","orcid":"","institution":"Ain Shams University","correspondingAuthor":false,"prefix":"","firstName":"Hanaa","middleName":"Mohamed Abd","lastName":"rabou","suffix":""}],"badges":[],"createdAt":"2025-02-07 22:23:06","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-5984046/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-5984046/v1","draftVersion":[],"editorialEvents":[{"content":"https://doi.org/10.1186/s12912-025-03203-9","type":"published","date":"2025-05-19T15:57:57+00:00"}],"editorialNote":"","failedWorkflow":false,"files":[{"id":79424471,"identity":"8e13dfae-1be5-4ab7-aba3-41b9faaf4097","added_by":"auto","created_at":"2025-03-28 09:21:07","extension":"jpg","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":33772,"visible":true,"origin":"","legend":"\u003cp\u003eConceptual model of the study\u003c/p\u003e","description":"","filename":"1.jpg","url":"https://assets-eu.researchsquare.com/files/rs-5984046/v1/1a797a71c00dc70eef3a243b.jpg"},{"id":83460664,"identity":"ea88a91f-17d3-40a1-aaac-77d3dd09d563","added_by":"auto","created_at":"2025-05-26 16:13:22","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":2276192,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-5984046/v1/7fb886c0-f143-4557-9479-a334410d125a.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"Green Management Training Program and its Effect on Staff Nurses’ Organizational Citizenship Behavior","fulltext":[{"header":"Introduction","content":"\u003cp\u003eGreen management is the organization-wide process of utilizing innovation to attain sustainability, decreased waste, social responsibility, \u0026amp; a competitive advantage. This is achieved through constant enhancement and learning, as well as the adoption of environmental strategies \u0026amp; goals that are fully integrated with the organization's strategies and goals[\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e]. Green management in healthcare has emerged as a crucial strategy for promoting environmental sustainability while simultaneously enhancing the operational efficiency and effectiveness of healthcare organizations. According to Healthcare Without Harm, a green hospital actively works to minimize its environmental impact and mitigate health risks associated with environmental degradation [\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eThe Green Management Training Program (GMTP) is a central component in implementing green management strategies within healthcare organizations. The GMTP is designed to equip healthcare professionals with the necessary knowledge, skills, and attitudes to foster sustainable practices across their daily operations. Its objectives are to promote environmental sustainability, enhance green behaviors among healthcare staff, and integrate sustainable practices into the organizational culture. By creating a structured training program, hospitals can ensure that all employees, including nurses, understand their role in reducing the organization\u0026rsquo;s environmental footprint, which ultimately leads to a greener, healthier environment for patients and staff [\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eThe structure of the GMTP involves a phased approach to training, beginning with an initial assessment of current organizational practices. This is followed by targeted training sessions that incorporate a mix of in-person workshops, online modules, and practical exercises tailored to specific job roles. These training sessions focus on promoting sustainable behaviors, such as waste reduction, energy efficiency, and sustainable procurement [\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e]. Furthermore, the GMTP includes staff nurse training to ensure that nurses are equipped to foster a culture of environmental responsibility within their colleagues. Ongoing feedback mechanisms and continuous support are also key to the program\u0026rsquo;s success, ensuring that sustainability practices are maintained and improved over time [\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eA critical aspect of green management is the promotion of green behavior, which is defined as actions consistent with the objectives of environmentally sustainable development. As [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e] highlight, green behavior is a key strategy for achieving long-term sustainability within healthcare organizations. The green behavior of employees is heavily influenced by the positive green behavior demonstrated by leaders [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e], underscoring the importance of leadership in fostering a culture of sustainability. Research suggests that employees who are motivated, included, and well-trained are more likely to engage in environmentally sustainable behaviors [\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e]. Subsequently, encouraging green behavior among staff nurses, patients, and visitors is very important. By promoting green behavior among staff, patients, and visitors, hospitals can help to diminish their environmental impact \u0026amp; contribute to a healthier, more sustainable future. Green management practices and green behavior in hospitals have positive health outcomes [\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eOrganizational citizenship behavior helps the employees to feel more in control over their jobs and activities and feel noble about helping other. It can be assessed by evaluating how often employees show discretionary and extra-role behaviors. [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e] The implementation of the GMTP is expected to improve organizational citizenship behavior (OCB) by fostering a work environment where sustainability is deeply embedded within the organizational culture. This type of environment encourages employees to feel more empowered and motivated to engage in behaviors beyond their formal responsibilities, which, in turn, enhances the organization's environmental performance [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e]. Furthermore, [\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e] and [\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e] stress the significance of cultivating an environmental culture within organizations, which drives sustainability objectives through employees' voluntary actions.\u003c/p\u003e \u003cp\u003eWhile the connection between green management practices and OCB is often assumed. According to Value-Belief-Norm (VBN) theory, personal values, such as environmental concern, shape beliefs like the New Ecological Paradigm (NEP), which increases awareness of environmental impacts. This awareness, coupled with a sense of individual responsibility, motivates individuals to adopt eco-friendly behaviors [\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e]. In addition, Social Exchange Theory suggests that employees are more likely to engage in green behaviors when they perceive personal rewards in return. Organizational incentives such as financial rewards, recognition, or other tangible benefits can motivate employees to adopt pro-environmental behaviors, viewing them as part of a social exchange that offers personal benefits [\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eGreen management can significantly contribute to organizational citizenship behavior (OCB) among nurses by fostering a positive work environment and enhancing employee engagement. By integrating sustainability practices into daily routines, nurses are encouraged to actively participate in initiatives that align with environmental goals, which fosters a shared sense of purpose [\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e]. This sense of collective responsibility strengthens collaboration and teamwork among colleagues. As nurses become more involved in sustainability efforts, it boosts morale, increases job satisfaction, and leads to higher levels of commitment to organizational goals. Ultimately, this engagement enhances overall organizational performance, increase organizational citizenship behavior and improves both patient care and the well-being of healthcare staff [\u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e].\u003c/p\u003e\n\u003ch3\u003eAim of the study\u003c/h3\u003e\n\u003cp\u003eThe aim of the study is to assess the effect of a green management training program on staff nurses\u0026rsquo; organizational citizenship behavior.\u003c/p\u003e \u003cp\u003e \u003cb\u003eSpecific objectives\u003c/b\u003e \u003c/p\u003e \u003cp\u003e \u003cul\u003e \u003cli\u003e \u003cp\u003eTo assess staff nurses' knowledge regarding hospital policies of green management (pre-post-follow-up).\u003c/p\u003e \u003c/li\u003e \u003cli\u003e \u003cp\u003eTo assess staff nurses\u0026rsquo; green behavior (pre-post-follow-up).\u003c/p\u003e \u003c/li\u003e \u003cli\u003e \u003cp\u003eTo design the green management training program.\u003c/p\u003e \u003c/li\u003e \u003cli\u003e \u003cp\u003eTo implement the green management training program.\u003c/p\u003e \u003c/li\u003e \u003cli\u003e \u003cp\u003eTo assess staff nurses' organizational citizenship behavior(pre-post-follow-up).\u003c/p\u003e \u003c/li\u003e \u003cli\u003e \u003cp\u003eTo Find out the effect of a green management training program on staff nurses' organizational citizenship behavior.\u003c/p\u003e \u003c/li\u003e \u003c/ul\u003e \u003c/p\u003e \u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003eResearch hypothesis:\u003c/h2\u003e \u003cp\u003e1 Staff nurses\u0026rsquo; knowledge regarding hospital policies will be improved after implementing a green management training program.\u003c/p\u003e \u003cp\u003e2 Staff nurses\u0026rsquo; green behavior will be improved after implementing a green management training program.\u003c/p\u003e \u003cp\u003e3 Staff nurses\u0026rsquo; organizational citizenship behavior will be improved after implementing a green management training program.\u003c/p\u003e \u003c/div\u003e"},{"header":"Methods","content":"\u003cp\u003eThe study conducted using the following four primary designs: technical, operational, administrative, and statistical. The methodology used will be illustrated accordingly.\u003c/p\u003e\n\u003ch3\u003eI. Technical design:\u003c/h3\u003e\n\u003cp\u003eThe investigation's technical design encompassed the research design, investigation setting, subjects, and data collection instruments.\u003c/p\u003e\n\u003ch3\u003eResearch design\u003c/h3\u003e\n\u003cp\u003eA quasi-experimental (one-group pretest/posttest) design was utilized to conduct this study.\u003c/p\u003e\n\u003ch3\u003eStudy setting:\u003c/h3\u003e\n\u003cp\u003eThe study was conducted in Al-Ahrar Teaching Hospital, which is located in Zagazig City in the Al-Sharkia Governorate. This hospital is affiliated with the general organization for teaching hospitals and institutes. Its total capacity is 420 beds. The study was conducted at noncritical units (surgical, ENT, chest, pediatric, obstetric, oncology, and gastro units).\u003c/p\u003e \u003cp\u003eSelecting units using a random technique involves several steps to ensure that the selection is unbiased and representative. Use a random number generator to select numbers corresponding to units on the list using an online tool that generates random numbers within a specified range. Ensure the number of randomly generated numbers matches the desired sample size of units. Match the randomly generated numbers to the units' unique identifiers.\u003c/p\u003e \u003cdiv id=\"Sec8\" class=\"Section2\"\u003e \u003ch2\u003eSampling:\u003c/h2\u003e \u003cp\u003eThe study subjects consisted of 85 staff nurses out of 110 staff nurses working in different units at the aforementioned study setting at the time of the study. A simple random sampling technique was applied by drawing lots from the eligible staff nurses. As well as having corresponding to the following inclusion criteria preferred in the current study: Staff nurses with at least more than two years of experience with the current position and willingness to participate in the study were included in the study. Also, nurses who were available at the time of the study. According to this formula, the sample size was calculated [\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e]:\u003c/p\u003e\u003cp\u003e\u003cimg src=\"data:image/png;base64,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\" width=\"184\" height=\"73\"\u003e\u003c/p\u003e\u003cp\u003eWhere:\u003c/p\u003e \u003cp\u003en\u0026thinsp;=\u0026thinsp;sample size\u003c/p\u003e \u003cp\u003eN\u0026thinsp;=\u0026thinsp;total size (110 nurses)\u003c/p\u003e \u003c/div\u003e\n\u003cp\u003eZ = 1.96\u003c/p\u003e\n\u003cp\u003ed\u0026thinsp;=\u0026thinsp;error level 5%\u003c/p\u003e \u003cp\u003ep\u0026thinsp;=\u0026thinsp;0.5\u003c/p\u003e\n\u003ch3\u003eTools of Data Collection\u003c/h3\u003e\n\u003cp\u003eThree tools have been utilized for collecting data, namely the green management knowledge questionnaire, the employee green behaviors scale, \u0026amp; the organizational citizenship behavior scale.\u003c/p\u003e \u003cdiv id=\"Sec11\" class=\"Section2\"\u003e \u003ch2\u003eTool 1: Green management knowledge questionnaire\u003c/h2\u003e \u003cp\u003eIt aimed to evaluate knowledge of staff nurses with regard to green management. It comprised of 2 parts: \u0026mdash; first part: It pertained to collecting staff nurses\u0026rsquo; personal and job characteristics like sex, age, marital status, qualifications, years of experience, position, \u0026amp; attended training courses. Second part: It aimed to assess staff nurses\u0026rsquo; knowledge about green management. It has been developed by the researcher guided by [\u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e, \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e, \u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e, \u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e] and validity and reliability testing were conducted to ensure the strength of the tool. This part was included (35 questions MCQ) which covering different aspects of green management, (Ex, Green management definition, importance of green management, principle of green management, effective activities for green management).\u003c/p\u003e \u003cp\u003eA way to give points or marks to measure achievements. The answers of green management knowledge items were scored (one) for the correct answer and (zero) for the incorrect answer. The total grade was 35. The score of items were summed up and the total was divided by the number of the items. These scores converted into percent score; The total green management knowledge score was categorized as follows: Staff nurses with a knowledge level greater than or equal to 60% were considered to indicate a satisfactory level of knowledge. A score less than 60% was considered an unsatisfactory level of knowledge[\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e, \u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e] .\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec12\" class=\"Section2\"\u003e \u003ch2\u003eTool II: Employee green behaviors scale\u003c/h2\u003e \u003cp\u003eThis tool has been adapted from [\u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e24\u003c/span\u003e] and altered by the researcher and validity and reliability testing were conducted to ensure the strength of the tool. It aimed to evaluate staff nurses\u0026rsquo; green behaviors. It comprised of twenty-four items (Ex, I suggest my colleagues to engage in environmentally responsible behaviors, I set the computer monitors in sleep mode or turn it off when not in use ), which grouped under six categories, with 4 items for each dimension as follows: Environmental Awareness (4 items), Taking Initiative (4 items), Working Sustainably (4 items), Influencing Others (4 items), Avoiding Harm (4 items), and Conserving (4 items)\u003c/p\u003e \u003cp\u003eThe answers from staff nurses were rated as follows: - responses have been assessed on a five-point Likert scale, with the options being Always (5), Often (4), Sometimes (3), Rarely (2), and Never (1). These scores have been converted to a percentage score. Furthermore, the mean \u0026amp; standard deviation were computed. The total score is classified as high level if score more than 70% and moderate if total score ranged between from (50\u0026ndash;70%) and low if score was less than 50%[\u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e24\u003c/span\u003e]. The internal consistency reliability of the scales was evaluated using Cronbach's alpha for Environmental Awareness, Taking initiative, Influencing other, Avoiding harm, Conserving and Working sustainability are 0.823, 0.799, 0.861, 0.834, 0.850 and 0.806 respectively.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec13\" class=\"Section2\"\u003e \u003ch2\u003eThird tool: Organizational-citizenship behavior scale:\u003c/h2\u003e \u003cp\u003eIt aimed to assess organizational citizenship behavior between staff nurses. This scale was adopted from [\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e] based on [\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e26\u003c/span\u003e]. It consisted of twenty items (Ex, I collaborate with my manager to perform the duties in best way, I help and guides patients to receive the excellent service), which separated into five dimensions, as follows: Altruism deviant (5 items), Civility deviant (4 items), Sportsmanship deviant (3 items), Civic virtue deviant (5 items), and Conscientiousness deviant (4 items).\u003c/p\u003e \u003cp\u003eResponses of staff nurses have been assessed on a five-point Likert scale, with 1 denoting strongly disagree, 2 denoting Disagree, 3 denoting uncertainty, 4 denoting agreement, \u0026amp; 5 denoting strong agreement. These scores have been changed to a percentage score. Furthermore, the mean and standard deviation were computed. If the total percent score exceeded seventy percent, organizational citizenship behavior was deemed to be high, moderate if it fell within the range of fifty percent to seventy percent, and low if it was below fifty percent [\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e]. The internal consistency reliability of the scales was evaluated using Cronbach's alpha for Altruism deviant, Civility deviant, Sportsmanship deviant, Civic virtue deviants and Conscientiousness deviant are 0.796, 0.812, 0.822, 0.901and0.808 respectively.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec14\" class=\"Section2\"\u003e \u003ch2\u003eThe tools Validity and Reliability:\u003c/h2\u003e \u003cp\u003eThe instruments' validity has been assessed by a jury panel of six experts (two professors and four assistant professors) from the Nursing Administration Department and Psychiatric Nursing Department of the Faculty of Nursing, Ain Shams, Cairo, Egypt. for content and face validation. The instruments have been evaluated for their applicability, comprehensiveness, and relevance. They have been asked to provide their opinions on the proposed instruments. Subsequent to their recommendations, certain items were incorporated or excluded.\u003c/p\u003e \u003cp\u003eThe reliability of the data collection tools was assessed its internal consistency by using Cronbach\u0026rsquo;s Alpha Coefficient test. Green management knowledge questionnaire was 0.846, Employee Green Behaviors Scale was 0.910 and Organizational citizenship behavior Scale was 0.907.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec15\" class=\"Section2\"\u003e \u003ch2\u003eEthical consideration\u003c/h2\u003e \u003cp\u003e The Scientific Research Ethical Committee of the Faculty of Nursing, Ain Shams University, granted ethical permission under (code number: NUR 24.01.207). The Faculty of Nursing submitted official letters to the designated hospital in order to obtain permission for data collection. Following a thorough explanation of the investigation's objectives and procedures, each participant (staff nurse) provided informed written consent. The right of all participants to refuse or withdraw from the investigation at any time was ensured. The complete confidentiality and anonymity of any information that has been obtained were ensured. No actual or possible harm has been predicted from the investigation's maneuvers.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec16\" class=\"Section2\"\u003e \u003ch2\u003eII. OPERATIONAL DESIGN\u003c/h2\u003e \u003cp\u003eA preparatory phase, a pilot study, and the fieldwork comprised the operational design for this investigation (Fig.\u0026nbsp;\u003cspan refid=\"Fig1\" class=\"InternalRef\"\u003e1\u003c/span\u003e).\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec17\" class=\"Section2\"\u003e \u003ch2\u003eA. Preparatory Phase:\u003c/h2\u003e \u003cp\u003eDuring this phase, the investigator conducted a comprehensive review of the relevant literature, including textbooks, articles, journals, and theses, both national and international, current and past.2023, this phase commenced at the beginning of September and ended at the end of October.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec18\" class=\"Section2\"\u003e \u003ch2\u003eB. Pilot study:\u003c/h2\u003e \u003cp\u003ePrior to gathering data, a pilot investigation was carried out. The investigation's tools were filled in a range of twenty to twenty-five minutes. In October 2023, a pilot investigation has been carried out on eight staff nurses, which constitutes ten percent of the research's sample. The eight nurses were incorporated into the main research group without any modifications; the data obtained from the pilot investigation has been analyzed.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec19\" class=\"Section2\"\u003e \u003ch2\u003eC. Fieldwork:\u003c/h2\u003e \u003cp\u003eThe actual fieldwork of the investigation lasted for a period of ten months, starting from the commencement of September, 2023, to the end of June, 2024. The investigation has been performed through the following five phases: preliminary phase, planning phase, program implementation phase, evaluation phase, and follow-up phase.\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec20\" class=\"Section2\"\u003e \u003ch2\u003ePhase I (preliminary):\u003c/h2\u003e \u003cp\u003eThe researcher met with the nursing director of the hospital to determine the appropriate time for gathering the data following obtaining the official permissions for the investigation. The researcher conducted a meeting with all staff nurses to provide an explanation of the research's objective and nature, as well as to obtain their written consent to participate in the investigation. The data that has been collected was regarded as the baseline or pretest. The duration of this phase was from the beginning of September to the beginning of October, 2023.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec21\" class=\"Section2\"\u003e \u003ch2\u003ePhase II (program planning):\u003c/h2\u003e \u003cp\u003eThe training program's content has been established throughout this phase by reviewing present and past literature, including textbooks, scientific articles in magazines, and internet searches, as well as the outcomes of the pretest evaluation. The researcher began the process of designing and constructing the green management training program to ensure that it was suitable for implementation. The duration of this phase was from the beginning of October to the end of November, 2023.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec22\" class=\"Section2\"\u003e \u003ch2\u003ePhase III (program implementation):\u003c/h2\u003e \u003cp\u003eThe training program has been conducted in small groups for the staff nurses. Various teaching methods have been utilized, including lectures, group discussions, brainstorming, role-playing, clinical scenarios, and papers that have been prepared by the researcher \u0026amp; distributed to all staff nurses. The duration of this phase was from the beginning of December 2023 to the end of January 2024.\u003c/p\u003e \u003cdiv id=\"Sec23\" class=\"Section3\"\u003e \u003ch2\u003ePhase IV (post program evaluation):\u003c/h2\u003e \u003cp\u003eThe influence of the green management training program on staff nurses\u0026rsquo; knowledge, green behavior, \u0026amp; organizational citizenship behavior has been assessed through a posttest shortly following the end of the program implementation utilizing the same instruments for data collection as in the preliminary phase. This phase continued from the commencement of February 2024 to the commencement of March 2024.\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv id=\"Sec24\" class=\"Section2\"\u003e \u003ch2\u003ePhase V (follow-up):\u003c/h2\u003e \u003cp\u003eFollowing the posttest evaluation, a monitoring test has been administered three months later, utilizing the same instruments for data collection as in the preliminary phase, to evaluate the impact of the green management training program on the organizational citizenship behavior of staff nurses. This phase extended from the commencement of March 2024 to the conclusion of June 2024.\u003c/p\u003e \u003cdiv id=\"Sec25\" class=\"Section3\"\u003e \u003ch2\u003eIII. Statistical Design\u003c/h2\u003e \u003cp\u003eThe data was analyzed using the Statistical Package for the Social Sciences (SPSS Inc., version 22; IBM Corp., Armonk, NY, USA) on a personal computer. Descriptive statistics were employed to outline participants' demographic details. Categorical variables were presented as frequencies, percentages, and Mean SD. A correlation coefficient \u0026ldquo;Pearson correlation\u0026rdquo; is a numerical measure of some type of correlation, meaning a statistical relationship between two variables. Cronbach\u0026rsquo; alpha to assess internal consistency of the developed tool. Statistical significance was considered at p-value\u0026thinsp;\u0026lt;\u0026thinsp;0.05. ANOVA, or Analysis of Variance, is a statistical method used to compare the means of three or more measures. Linear regression is a statistical method used to model the relationship between a dependent variable and one or more independent variables.\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e"},{"header":"Results","content":"\u003cp\u003e \u003cb\u003eDistribution of the studied staff nurses\u0026rsquo; personal and job characteristics (N\u0026thinsp;=\u0026thinsp;85).\u003c/b\u003e \u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e illustrates that the most of staff nurses (49.4%) were aged between 30 and 40 years, with an average age of 35.7 years with a mean (4.9). Most of them were married (74.1%), and a significant portion hold qualifications from a Nursing Technical Institute (71.8%). Regarding experience, half of staff nurses, 50.6%, had 10\u0026ndash;15 years of nursing experience with an average of 12.9 years with a mean (2.6), while 36.5% had less than 3 years of experience in their current department with a mean (3.98\u0026thinsp;\u0026plusmn;\u0026thinsp;1.13). Only 14.1% had attended training courses on green management.\u003c/p\u003e \u003cp\u003e \u003cb\u003eStaff nurses\u0026rsquo; total knowledge level regarding green management throughout program phases (n\u0026thinsp;=\u0026thinsp;85).\u003c/b\u003e \u003c/p\u003e \u003cp\u003eTable\u0026nbsp;2 clarifies that a minority of staff nurses had satisfactory green management knowledge at the pre-program phase. As observed, at the post- program phase, the staff nurse\u0026rsquo;s satisfactory green management knowledge was improved and marked to be ranged between (84.7% and 97.6%) in all knowledge dimensions. While some improvement (81.2% and 94.1%) occurred in the follow-up phase. Also, there were highly statistically significant differences between all dimensions satisfactory level as well as the total staff nurses\u0026rsquo; green management knowledge at post-program phase (p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), while there were statistically significant differences at the follow-up program phase.\u003c/p\u003e \u003cp\u003e \u003cb\u003eTotal staff nurses\u0026rsquo; green behavior throughout program phases (n\u0026thinsp;=\u0026thinsp;85).\u003c/b\u003e \u003c/p\u003e \u003cp\u003eTable\u0026nbsp;(3) reveals that total mean scores of staff nurses\u0026rsquo; green behavior dimensions throughout program phases were obviously higher in the post-program phase (90.57\u0026thinsp;\u0026plusmn;\u0026thinsp;18.6) and follow-up phase (108.98\u0026thinsp;\u0026plusmn;\u0026thinsp;23.8) than in the pre-program phases (38.81\u0026thinsp;\u0026plusmn;\u0026thinsp;9.7). Furthermore, there were highly statistically significant differences between total green behavior dimensions throughout program phases (p\u0026thinsp;\u0026lt;\u0026thinsp;0.001).\u003c/p\u003e \u003cp\u003e \u003cb\u003eTotal staff nurses\u0026rsquo; organizational citizenship behavior level throughout program phases (n\u0026thinsp;=\u0026thinsp;85).\u003c/b\u003e \u003c/p\u003e \u003cp\u003eTable\u0026nbsp;(4) reveals that total organizational citizenship behavior dimensions mean scores among staff nurses throughout program phases were obviously increased in the post-program phase (80.12\u0026thinsp;\u0026plusmn;\u0026thinsp;13.7) and the follows-up phase (93.16\u0026thinsp;\u0026plusmn;\u0026thinsp;17.8) than preprogram (32.5\u0026thinsp;\u0026plusmn;\u0026thinsp;4.6). Furthermore, there were highly statistically significant differences between total organizational citizenship behavior dimensions throughout program phases (p\u0026thinsp;\u0026lt;\u0026thinsp;0.001).\u003c/p\u003e \u003cp\u003e \u003cb\u003eCorrelation between staff nurses\u0026rsquo; knowledge about green management, their green behavior level and organizational citizenship behavior(n\u0026thinsp;=\u0026thinsp;85).\u003c/b\u003e \u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e5\u003c/span\u003e shows that there was a positive, highly statistically significant correlation (r\u0026thinsp;=\u0026thinsp;0.399, p\u0026thinsp;=\u0026thinsp;0.002**) between green management knowledge, green behavior level and organizational citizenship behavior among staff nurses.\u003c/p\u003e \u003cp\u003e \u003cb\u003eMultiple Linear regression model for organizational citizenship behavior at post program phase (n\u0026thinsp;=\u0026thinsp;85).\u003c/b\u003e \u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e6\u003c/span\u003e shows, organizational citizenship behavior level was positive dependent for both the green behavior level and total knowledge at the post program phase. The model explains 63% of the variance in organizational citizenship behavior (R\u0026sup2; = 0.63), and the overall regression is significant (F\u0026thinsp;=\u0026thinsp;13.444, p\u0026thinsp;=\u0026thinsp;0.000).\u003c/p\u003e \u003cp\u003e\u003cstrong\u003eTable 1\u003c/strong\u003e Distribution of the studied staff nurses\u0026rsquo; personal and job characteristics (number=85).\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 444px;\"\u003e\n \u003cp\u003ePersonal - job characteristics\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 29px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eN\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 67px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e%\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 444px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp;Age:\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; \u0026nbsp; \u0026lt; 30 years\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; \u0026nbsp;30-40 years\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; \u0026nbsp;\u0026gt; 40 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 29px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003cp\u003e42\u003c/p\u003e\n \u003cp\u003e23\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 67px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e23.5\u003c/p\u003e\n \u003cp\u003e49.4\u003c/p\u003e\n \u003cp\u003e27.1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003cstrong\u003eMean (SD)\u003c/strong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; 35.7 (4.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 444px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp;Marital Status: \u0026nbsp;\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; \u0026nbsp;Married \u0026nbsp; \u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; \u0026nbsp;Unmarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 29px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e63\u003c/p\u003e\n \u003cp\u003e22\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 67px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e74.1\u003c/p\u003e\n \u003cp\u003e25.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 444px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp;Qualification: \u0026nbsp; \u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; Diploma in Nursing\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; Nursing Technical Institute\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; \u0026nbsp;Bachelor of Nursing\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 29px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003cp\u003e61\u003c/p\u003e\n \u003cp\u003e11\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 67px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e15.3\u003c/p\u003e\n \u003cp\u003e71.8\u003c/p\u003e\n \u003cp\u003e12.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 444px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;Number of years of experience in nursing:\u003c/strong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp;\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; \u0026nbsp; \u0026lt; 10 years\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; \u0026nbsp;10-15 years\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; \u0026nbsp;\u0026gt; 15 years\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 29px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e22\u003c/p\u003e\n \u003cp\u003e43\u003c/p\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 67px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e25.9\u003c/p\u003e\n \u003cp\u003e50.6\u003c/p\u003e\n \u003cp\u003e23.5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;Mean (SD)\u003c/strong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;12.9 (2.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 444px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;Number of years of experience in the department:\u003c/strong\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; \u0026nbsp; \u0026lt; 3 years\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; \u0026nbsp; 3-5 years\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; \u0026nbsp; \u0026gt; 5 years\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 29px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e31\u003c/p\u003e\n \u003cp\u003e24\u003c/p\u003e\n \u003cp\u003e30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 67px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e36.5\u003c/p\u003e\n \u003cp\u003e28.2\u003c/p\u003e\n \u003cp\u003e35.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;Mean (SD)\u003c/strong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; 3.98 (1.13)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 444px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp; Attended training courses on green management:\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; \u0026nbsp;Yes\u003c/p\u003e\n \u003cp\u003e\u0026nbsp; \u0026nbsp;No\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 29px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003cp\u003e73\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 67px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e14.1\u003c/p\u003e\n \u003cp\u003e85.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eSD: Standard deviation\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable (2)\u0026nbsp;\u003c/strong\u003eStaff nurses\u0026rsquo; total knowledge level regarding green management throughout program phases (n=85).\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 238px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003eStaff nurses\u0026apos; green management satisfactory knowledge (60%\u003c/strong\u003e\u003cstrong\u003e\u0026nbsp;+\u003c/strong\u003e\u003cstrong\u003e)\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 70px;\"\u003e\n \u003cp\u003e\u003cstrong\u003ePre\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 84px;\"\u003e\n \u003cp\u003e\u003cstrong\u003ePost\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 79px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eFollow-up\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 94px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eCochran\u0026apos;s Q Test\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 28px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eN\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e%\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eN\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e%\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 39px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eN\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e%\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eTest\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 23px;\"\u003e\n \u003cp\u003e\u003cstrong\u003ep. value\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 238px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003eGreen management in hospitals:\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003eWhy do we need sustainability?\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 28px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e11.8\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e74\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e87.1\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 39px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e70\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e82.4\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e13.557\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 23px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.002**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 238px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eThe concept of green behavior and enhancing environmental awareness among nurses:\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 28px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e11\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e12.9\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e76\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e89.4\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 39px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e73\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e85.9\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e14.992\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 23px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.000**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 238px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eThe most important principles of green management\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 28px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e15.3\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e79\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e92.9\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 39px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e76\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e89.4\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e15.600\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 23px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.000**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 238px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eSustainability in health care\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 28px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e10.6\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e72\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e84.7\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 39px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e69\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e81.2\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e12.019\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 23px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.003**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 238px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eThe most important activities for green behavior and green management\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 28px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e22\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e25.9\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e82\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e96.5\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 39px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e79\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e92.9\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e9.887\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 23px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.006**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 238px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eContinuous improvement and development towards green behavior\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 28px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e24\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e28.2\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e83\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e97.6\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 39px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e80\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e94.1\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e10.108\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 23px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.005**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 238px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eOrganizational citizenship behavior and its importance to the work environment\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 28px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e19\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e22.4\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e78\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e91.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 39px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e75\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e88.2\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e11.776\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 23px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.003**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 238px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eEffective participation - enhancing environmental organizational citizenship through green management.\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 28px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e21\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e24.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e77\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e90.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 39px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e74\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e87.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e13.444\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 23px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.000**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 238px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eChallenges and obstacles to implementing green management in hospitals\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 28px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e15.3\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e75\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e88.2\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 39px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e72\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 40px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e84.7\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e9.781\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 23px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.006**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e*significant \u0026lt;0.05, ** high significant \u0026lt;0.01\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable (3)\u0026nbsp;\u003c/strong\u003eTotal staff nurses\u0026rsquo; green behavior throughout program phases (n=85).\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"100%\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 31.9164%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eTotal staff nurses\u0026rsquo;\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003egreen behavior\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 16.3545%;\"\u003e\n \u003cp\u003e\u003cstrong\u003ePre\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 96px;\"\u003e\n \u003cp\u003e\u003cstrong\u003ePost\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 83px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eFollow-up\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 127px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eCochran\u0026apos;s Q Test\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 9.4133%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eN\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.8691%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e%\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eN\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e%\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eN\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 41px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e%\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eTest\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e\u003cstrong\u003ep. value\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 31.9164%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eInfluencing Others\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; Mean (SD)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.4133%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003cp\u003e65\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.8691%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e4.7\u003c/p\u003e\n \u003cp\u003e18.8\u003c/p\u003e\n \u003cp\u003e76.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e49\u003c/p\u003e\n \u003cp\u003e26\u003c/p\u003e\n \u003cp\u003e10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e57.6\u003c/p\u003e\n \u003cp\u003e30.6\u003c/p\u003e\n \u003cp\u003e11.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e61\u003c/p\u003e\n \u003cp\u003e19\u003c/p\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 41px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e71.8\u003c/p\u003e\n \u003cp\u003e22.4\u003c/p\u003e\n \u003cp\u003e5.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e12.566\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.002**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 16.3545%;\"\u003e\n \u003cp\u003e7.1 (2.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 96px;\"\u003e\n \u003cp\u003e13.99 (4.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 83px;\"\u003e\n \u003cp\u003e17.9 (6.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 31.9164%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eConserving\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003eMean (SD)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.4133%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003cp\u003e18\u003c/p\u003e\n \u003cp\u003e62\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.8691%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e5.9\u003c/p\u003e\n \u003cp\u003e21.2\u003c/p\u003e\n \u003cp\u003e72.9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e51\u003c/p\u003e\n \u003cp\u003e21\u003c/p\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e60\u003c/p\u003e\n \u003cp\u003e24.7\u003c/p\u003e\n \u003cp\u003e15.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e63\u003c/p\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 41px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e74.1\u003c/p\u003e\n \u003cp\u003e18.8\u003c/p\u003e\n \u003cp\u003e7.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e14.091\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.000**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 16.3545%;\"\u003e\n \u003cp\u003e6.9 (2.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 96px;\"\u003e\n \u003cp\u003e15.98 (4.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 83px;\"\u003e\n \u003cp\u003e18.01 (5.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 31.9164%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eAvoiding Harm\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;Mean (SD)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.4133%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003cp\u003e22\u003c/p\u003e\n \u003cp\u003e57\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.8691%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e7.1\u003c/p\u003e\n \u003cp\u003e25.9\u003c/p\u003e\n \u003cp\u003e67.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e58\u003c/p\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e68.2\u003c/p\u003e\n \u003cp\u003e23.5\u003c/p\u003e\n \u003cp\u003e8.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e67\u003c/p\u003e\n \u003cp\u003e14\u003c/p\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 41px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e78.8\u003c/p\u003e\n \u003cp\u003e16.5\u003c/p\u003e\n \u003cp\u003e4.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e15.600\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.000**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 16.3545%;\"\u003e\n \u003cp\u003e6.3 (0.98)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 96px;\"\u003e\n \u003cp\u003e14.4 (3.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 83px;\"\u003e\n \u003cp\u003e17.8 \u0026nbsp;(5.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 31.9164%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eEnvironmental Awareness\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; Mean (SD)\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.4133%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003cp\u003e25\u003c/p\u003e\n \u003cp\u003e55\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.8691%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e5.9\u003c/p\u003e\n \u003cp\u003e29.4\u003c/p\u003e\n \u003cp\u003e64.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e60\u003c/p\u003e\n \u003cp\u003e21\u003c/p\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e70.6\u003c/p\u003e\n \u003cp\u003e24.7\u003c/p\u003e\n \u003cp\u003e4.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e68\u003c/p\u003e\n \u003cp\u003e14\u003c/p\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 41px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e80\u003c/p\u003e\n \u003cp\u003e16.5\u003c/p\u003e\n \u003cp\u003e3.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e13.811\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.000**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 16.3545%;\"\u003e\n \u003cp\u003e6.37 (1.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 96px;\"\u003e\n \u003cp\u003e14.97 (5.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 83px;\"\u003e\n \u003cp\u003e18.37 (6.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 31.9164%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eTaking Initiative\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; Mean (SD)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.4133%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003cp\u003e21\u003c/p\u003e\n \u003cp\u003e60\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.8691%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e4.7\u003c/p\u003e\n \u003cp\u003e24.7\u003c/p\u003e\n \u003cp\u003e70.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e53\u003c/p\u003e\n \u003cp\u003e26\u003c/p\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e62.4\u003c/p\u003e\n \u003cp\u003e30.5\u003c/p\u003e\n \u003cp\u003e7.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e61\u003c/p\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 41px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e71.8\u003c/p\u003e\n \u003cp\u003e23.5\u003c/p\u003e\n \u003cp\u003e4.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e11.490\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.003**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 16.3545%;\"\u003e\n \u003cp\u003e6.4 (2.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 96px;\"\u003e\n \u003cp\u003e14.86 (4.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 83px;\"\u003e\n \u003cp\u003e18.05 (5.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 31.9164%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eWorking Sustainably\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; Mean (SD)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.4133%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003cp\u003e32\u003c/p\u003e\n \u003cp\u003e50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.8691%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e3.5\u003c/p\u003e\n \u003cp\u003e37.7\u003c/p\u003e\n \u003cp\u003e58.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e57\u003c/p\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e67.1\u003c/p\u003e\n \u003cp\u003e23.5\u003c/p\u003e\n \u003cp\u003e9.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e65\u003c/p\u003e\n \u003cp\u003e14\u003c/p\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 41px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e76.5\u003c/p\u003e\n \u003cp\u003e16.5\u003c/p\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e12.006\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.002**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 16.3545%;\"\u003e\n \u003cp\u003e5.48 (1.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 96px;\"\u003e\n \u003cp\u003e15.83 (3.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 83px;\"\u003e\n \u003cp\u003e18.36 (5.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 31.9164%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eTotal\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; Mean (SD)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.4133%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003cp\u003e19\u003c/p\u003e\n \u003cp\u003e61\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.8691%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e5.9\u003c/p\u003e\n \u003cp\u003e22.3\u003c/p\u003e\n \u003cp\u003e71.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 54px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e55\u003c/p\u003e\n \u003cp\u003e22\u003c/p\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e64.7\u003c/p\u003e\n \u003cp\u003e25.9\u003c/p\u003e\n \u003cp\u003e9.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 42px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e61\u003c/p\u003e\n \u003cp\u003e18\u003c/p\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 41px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e71.8\u003c/p\u003e\n \u003cp\u003e21.2\u003c/p\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 55px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e16.701\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 72px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.000**\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 16.3545%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 96px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 83px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 16.3545%;\"\u003e\n \u003cp\u003e38.81\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;(9.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 96px;\"\u003e\n \u003cp\u003e\u0026nbsp;90.57\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;(18.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 83px;\"\u003e\n \u003cp\u003e\u0026nbsp;108.98 (23.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e*significant \u0026lt;0.05, ** high significant \u0026lt;0.01\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable (4)\u0026nbsp;\u003c/strong\u003eTotal staff nurses\u0026rsquo; organizational citizenship behavior level throughout program phases (n=85).\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"100%\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 36.1672%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eTotal staff nurses\u0026rsquo;\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003eorganizational citizenship behavior\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 15.8501%;\"\u003e\n \u003cp\u003e\u003cstrong\u003ePre\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 14.4137%;\"\u003e\n \u003cp\u003e\u003cstrong\u003ePost\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 18.4708%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eFollow-up\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 15.1027%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eFriedman test\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 9.9221%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eN\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 5.928%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e%\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.7742%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eN\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.635%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e%\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.5375%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eN\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.9694%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e%\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 4.8721%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u003csup\u003eTest\u003c/sup\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u003csup\u003ep. value\u003c/sup\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 36.1672%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eAltruism (Selflessness) 5\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; Mean (SD)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.9221%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003cp\u003e24\u003c/p\u003e\n \u003cp\u003e55\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 5.928%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e7.1\u003c/p\u003e\n \u003cp\u003e28.2\u003c/p\u003e\n \u003cp\u003e64.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.7742%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e59\u003c/p\u003e\n \u003cp\u003e18\u003c/p\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.635%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e69.4\u003c/p\u003e\n \u003cp\u003e21.2\u003c/p\u003e\n \u003cp\u003e9.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.5375%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e67\u003c/p\u003e\n \u003cp\u003e14\u003c/p\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.9694%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e78.8\u003c/p\u003e\n \u003cp\u003e16.5\u003c/p\u003e\n \u003cp\u003e4.7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 4.8721%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e9.812\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.003**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 15.8501%;\"\u003e\n \u003cp\u003e5.65 (0.99)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 14.4137%;\"\u003e\n \u003cp\u003e20.08 (3.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 18.4708%;\"\u003e\n \u003cp\u003e23.36 (4.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 36.1672%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eCivility (courtesy) 4\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;Mean (SD)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.9221%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003cp\u003e26\u003c/p\u003e\n \u003cp\u003e54\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 5.928%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e5.9\u003c/p\u003e\n \u003cp\u003e30.6\u003c/p\u003e\n \u003cp\u003e63.5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.7742%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e61\u003c/p\u003e\n \u003cp\u003e15\u003c/p\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.635%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e71.8\u003c/p\u003e\n \u003cp\u003e17.6\u003c/p\u003e\n \u003cp\u003e10.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.5375%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e70\u003c/p\u003e\n \u003cp\u003e10\u003c/p\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.9694%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e82.4\u003c/p\u003e\n \u003cp\u003e11.8\u003c/p\u003e\n \u003cp\u003e5.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 4.8721%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e15.440\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.000**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 15.8501%;\"\u003e\n \u003cp\u003e7.42 (1.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 14.4137%;\"\u003e\n \u003cp\u003e15.94 (4.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 18.4708%;\"\u003e\n \u003cp\u003e\u0026nbsp;18.9 (3.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 36.1672%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eSportsmanship\u003c/strong\u003e 3\u003c/p\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; Mean (SD)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.9221%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003cp\u003e30\u003c/p\u003e\n \u003cp\u003e51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 5.928%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e4.7\u003c/p\u003e\n \u003cp\u003e35.3\u003c/p\u003e\n \u003cp\u003e60\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.7742%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e63\u003c/p\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003cp\u003e10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.635%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e74.1\u003c/p\u003e\n \u003cp\u003e14.1\u003c/p\u003e\n \u003cp\u003e11.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.5375%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e68\u003c/p\u003e\n \u003cp\u003e10\u003c/p\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.9694%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e80\u003c/p\u003e\n \u003cp\u003e11.8\u003c/p\u003e\n \u003cp\u003e8.2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 4.8721%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e16.071\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.000**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 15.8501%;\"\u003e\n \u003cp\u003e5.65 (1.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 14.4137%;\"\u003e\n \u003cp\u003e12.37 (3.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 18.4708%;\"\u003e\n \u003cp\u003e13.97 (2.99)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 36.1672%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eCivic virtue (civilized behavior) 5\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;Mean (SD)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.9221%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003cp\u003e25\u003c/p\u003e\n \u003cp\u003e53\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 5.928%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e8.2\u003c/p\u003e\n \u003cp\u003e29.4\u003c/p\u003e\n \u003cp\u003e62.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.7742%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e60\u003c/p\u003e\n \u003cp\u003e10\u003c/p\u003e\n \u003cp\u003e15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.635%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e70.6\u003c/p\u003e\n \u003cp\u003e11.8\u003c/p\u003e\n \u003cp\u003e17.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.5375%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e63\u003c/p\u003e\n \u003cp\u003e15\u003c/p\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.9694%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e74.1\u003c/p\u003e\n \u003cp\u003e17.6\u003c/p\u003e\n \u003cp\u003e8.3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 4.8721%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e15.441\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.000**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 15.8501%;\"\u003e\n \u003cp\u003e8.69 (2.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 14.4137%;\"\u003e\n \u003cp\u003e\u0026nbsp;19.83 (4.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 18.4708%;\"\u003e\n \u003cp\u003e\u0026nbsp;23.07 (6.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 36.1672%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eConscientiousness (Awareness of conscience) 3\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;Mean (SD)\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.9221%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003cp\u003e60\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 5.928%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e5.9\u003c/p\u003e\n \u003cp\u003e23.5\u003c/p\u003e\n \u003cp\u003e70.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.7742%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e58\u003c/p\u003e\n \u003cp\u003e18\u003c/p\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.635%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e68.2\u003c/p\u003e\n \u003cp\u003e21.2\u003c/p\u003e\n \u003cp\u003e10.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.5375%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e67\u003c/p\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.9694%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e78.8\u003c/p\u003e\n \u003cp\u003e14.1\u003c/p\u003e\n \u003cp\u003e7.1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 4.8721%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e12.990\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.002**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 15.8501%;\"\u003e\n \u003cp\u003e5.09 (1.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 14.4137%;\"\u003e\n \u003cp\u003e11.99 (3.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 18.4708%;\"\u003e\n \u003cp\u003e13.93 (4.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 36.1672%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eTotal\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003eOrganizational citizenship behavior\u003c/strong\u003e\u003c/p\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;Mean (SD)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.9221%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003cp\u003e30\u003c/p\u003e\n \u003cp\u003e49\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 5.928%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e7.1\u003c/p\u003e\n \u003cp\u003e35.3\u003c/p\u003e\n \u003cp\u003e57.6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.7742%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e60\u003c/p\u003e\n \u003cp\u003e17\u003c/p\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.635%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e70.6\u003c/p\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003cp\u003e9.4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.5375%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e64\u003c/p\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.9694%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e75.3\u003c/p\u003e\n \u003cp\u003e18.8\u003c/p\u003e\n \u003cp\u003e5.9\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 4.8721%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e15.301\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 62px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003cp\u003e0.000**\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 15.8501%;\"\u003e\n \u003cp\u003e32.5 (4.6)\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 14.4137%;\"\u003e\n \u003cp\u003e80.12 (13.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" valign=\"top\" style=\"width: 18.4708%;\"\u003e\n \u003cp\u003e93.16 (17.8)\u003c/p\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e*Significant p \u0026lt;0.05, ** high significant p \u0026lt;0.01\u0026nbsp;\u003c/p\u003e\n\u003cp style='margin-top:0in;margin-right:7.05pt;margin-bottom:0in;margin-left:-.65pt;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:justify;'\u003e\u003cstrong\u003e\u003cspan style='font-family:\"Times New Roman\",serif;'\u003eTable 5 \u003c/span\u003e\u003c/strong\u003e\u003cspan style='font-family:\"Times New Roman\",serif;'\u003eCorrelation between staff nurses\u0026rsquo; knowledge about green management, their green behavior level and organizational citizenship behavior(n=85).\u003c/span\u003e\u003c/p\u003e\n\u003ctable style=\"width:463.25pt;border-collapse:collapse;border:none;\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" style=\"width: 153pt;border-top: 1pt solid windowtext;border-left: none;border-bottom: 1pt solid windowtext;border-right: none;padding: 0in 5.4pt;height: 20.65pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family: \"Times New Roman\",serif;'\u003eParameter\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 98.75pt;border-top: 1pt solid windowtext;border-left: none;border-bottom: 1pt solid windowtext;border-right: none;padding: 0in 5.4pt;height: 20.65pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family: \"Times New Roman\",serif;'\u003eEmployee green behavior\u0026nbsp;\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 117pt;border-top: 1pt solid windowtext;border-left: none;border-bottom: 1pt solid windowtext;border-right: none;padding: 0in 5.4pt;height: 20.65pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family: \"Times New Roman\",serif;'\u003eOrganizational citizenship behavior\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 94.5pt;border-top: 1pt solid windowtext;border-left: none;border-bottom: 1pt solid windowtext;border-right: none;padding: 0in 5.4pt;height: 20.65pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family: \"Times New Roman\",serif;'\u003eNurses\u0026rsquo; knowledge\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 94.3pt;border: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family: \"Times New Roman\",serif;'\u003eEmployee green behavior\u0026nbsp;\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 58.7pt;border: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;color:red;'\u003er.\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;color:red;'\u003ep.\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 98.75pt;border: none;background: white;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:right;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;'\u003e\u0026nbsp;\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 117pt;border: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;'\u003e\u0026nbsp;\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 94.5pt;border: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;'\u003e\u0026nbsp;\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 94.3pt;border: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family: \"Times New Roman\",serif;'\u003eOrganizational citizenship behavior\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 58.7pt;border: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;color:red;'\u003er.\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;color:red;'\u003ep.\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 98.75pt;border: none;background: white;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;color:black;'\u003e0.499\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;color:black;'\u003e0.000**\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 117pt;border: none;background: white;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;'\u003e\u0026nbsp;\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 94.5pt;border: none;background: white;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;'\u003e\u0026nbsp;\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 94.3pt;border-top: none;border-right: none;border-left: none;border-image: initial;border-bottom: 1pt solid windowtext;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family: \"Times New Roman\",serif;'\u003eNurses\u0026rsquo; knowledge\u0026nbsp;\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 58.7pt;border-top: none;border-right: none;border-left: none;border-image: initial;border-bottom: 1pt solid windowtext;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;color:red;'\u003er.\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;color:red;'\u003ep.\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 98.75pt;border-top: none;border-right: none;border-left: none;border-image: initial;border-bottom: 1pt solid windowtext;background: white;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;color:black;'\u003e0.416\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;color:black;'\u003e0.001**\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 117pt;border-top: none;border-right: none;border-left: none;border-image: initial;border-bottom: 1pt solid windowtext;background: white;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;color:black;'\u003e0.399\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;color:black;'\u003e0.002**\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 94.5pt;border-top: none;border-right: none;border-left: none;border-image: initial;border-bottom: 1pt solid windowtext;background: white;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:0in;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:normal;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;'\u003e\u0026nbsp;\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;'\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;'\u003e**: \u0026nbsp;High significant\u003c/span\u003e\u003cspan style=\"font-size:13px;line-height:107%;\"\u003e\u0026nbsp;\u003c/span\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;'\u003ep \u0026lt;0.001\u003c/span\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;'\u003e\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; r: Pearson coefficient\u003c/span\u003e\u003c/p\u003e\n\u003cp style='margin-top:12.0pt;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:20.0pt;'\u003e\u003cstrong\u003e\u003cspan style='font-size:16px;font-family:\"Times New Roman\",serif;'\u003eTable 6 \u003c/span\u003e\u003c/strong\u003e\u003cspan style='font-family:\"Times New Roman\",serif;'\u003eMultiple Linear regression model for organizational citizenship behavior at post program phase (n=85).\u003c/span\u003e\u003c/p\u003e\n\u003ctable style=\"width:485.75pt;background:white;border-collapse:collapse;border:none;\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" rowspan=\"2\" style=\"width: 152.6pt;border-top: 1pt solid windowtext;border-left: none;border-bottom: 1pt solid windowtext;border-right: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:115%;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;color:black;'\u003eModel\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 91.5pt;border-top: 1pt solid windowtext;border-left: none;border-bottom: 1pt solid windowtext;border-right: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:115%;'\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;color:black;'\u003eUnstandardized Coefficients\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 13.8pt;border-top: 1pt solid windowtext;border-left: none;border-bottom: 1pt solid windowtext;border-right: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:115%;'\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;'\u003e\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71.35pt;border-top: 1pt solid windowtext;border-left: none;border-bottom: 1pt solid windowtext;border-right: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:115%;'\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;color:black;'\u003estandardized Coefficients\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 56.3pt;border-top: 1pt solid windowtext;border-left: none;border-bottom: 1pt solid windowtext;border-right: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:115%;'\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;'\u003e\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 100.2pt;border-top: 1pt solid windowtext;border-left: none;border-bottom: 1pt solid windowtext;border-right: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:115%;'\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;'\u003e\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 91.5pt;border: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:115%;'\u003e\u003cem\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;color:red;background:white;'\u003eB\u003c/span\u003e\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 13.8pt;border: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:115%;'\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;color:red;'\u003e\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71.35pt;border: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:115%;'\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;color:red;background:white;'\u003e\u0026Beta;\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 56.3pt;border: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:115%;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;color:red;'\u003eT\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 100.2pt;border: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:115%;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;color:red;'\u003eP. value\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 152.6pt;border: none;padding: 0in 5.4pt;height: 27.25pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-indent:.25pt;line-height:150%;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;line-height: 150%;font-family:\"Times New Roman\",serif;color:black;'\u003eEmployee green behavior\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 91.5pt;border: none;padding: 0in 5.4pt;height: 27.25pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:150%;'\u003e\u003cspan style='font-size:13px;line-height:150%;font-family:\"Times New Roman\",serif;color:black;'\u003e0.678\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 13.8pt;border: none;padding: 0in 5.4pt;height: 27.25pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:150%;'\u003e\u003cspan dir=\"RTL\" style='font-size:13px;line-height:150%;font-family:\"Times New Roman\",serif;'\u003e\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71.35pt;border: none;padding: 0in 5.4pt;height: 27.25pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:150%;'\u003e\u003cspan style='font-size:13px;line-height:150%;font-family:\"Times New Roman\",serif;color:black;'\u003e.518\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 56.3pt;border: none;padding: 0in 5.4pt;height: 27.25pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:150%;'\u003e\u003cspan style='font-size:13px;line-height:150%;font-family:\"Times New Roman\",serif;color:black;'\u003e7.801\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 100.2pt;border: none;padding: 0in 5.4pt;height: 27.25pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:150%;'\u003e\u003cspan style='font-size:13px;line-height:150%;font-family:\"Times New Roman\",serif;color:black;'\u003e\u0026lt;0.01**\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width:152.6pt;border:none;padding:0in 5.4pt 0in 5.4pt;height:42.0pt;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-indent:.25pt;line-height:150%;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;line-height:150%;font-family:\"Times New Roman\",serif;color:black;'\u003eTotal knowledge\u0026nbsp;\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 91.5pt;border: none;padding: 0in 5.4pt;height: 42pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:150%;'\u003e\u003cspan style='font-size:13px;line-height:150%;font-family:\"Times New Roman\",serif;color:black;'\u003e0.452\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 13.8pt;border: none;padding: 0in 5.4pt;height: 42pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:150%;'\u003e\u003cspan style='font-size:13px;line-height:150%;font-family:\"Times New Roman\",serif;'\u003e\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71.35pt;border: none;padding: 0in 5.4pt;height: 42pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:150%;'\u003e\u003cspan style='font-size:13px;line-height:150%;font-family:\"Times New Roman\",serif;color:black;'\u003e.390\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 56.3pt;border: none;padding: 0in 5.4pt;height: 42pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:150%;'\u003e\u003cspan style='font-size:13px;line-height:150%;font-family:\"Times New Roman\",serif;color:black;'\u003e6.331\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 100.2pt;border: none;padding: 0in 5.4pt;height: 42pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:150%;'\u003e\u003cspan style='font-size:13px;line-height:150%;font-family:\"Times New Roman\",serif;color:black;'\u003e\u0026lt;0.01**\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"8\" style=\"width: 485.75pt;border: none;padding: 0in 5.4pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;line-height:115%;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;'\u003e\u0026nbsp;\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 73.55pt;border: none;padding: 0in 5.4pt;height: 2.5pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-indent:1.7pt;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;color:black;'\u003eModel\u0026nbsp;\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 74.9pt;border: none;padding: 0in 5.4pt;height: 2.5pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;color:red;'\u003eR\u003csup\u003e2\u0026nbsp;\u003c/sup\u003e\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 95.65pt;border: none;padding: 0in 5.4pt;height: 2.5pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:115%;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;color:red;'\u003eDf.\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 13.8pt;border: none;padding: 0in 5.4pt;height: 2.5pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:115%;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;'\u003e\u0026nbsp;\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71.35pt;border: none;padding: 0in 5.4pt;height: 2.5pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:115%;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;color:red;'\u003eF\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 156.5pt;border: none;padding: 0in 5.4pt;height: 2.5pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:115%;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;color:black;'\u003eP. value\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 73.55pt;border-top: none;border-right: none;border-left: none;border-image: initial;border-bottom: 1pt solid windowtext;padding: 0in 5.4pt;height: 25.6pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-indent:1.7pt;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;color:black;'\u003eRegression\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 74.9pt;border-top: none;border-right: none;border-left: none;border-image: initial;border-bottom: 1pt solid windowtext;padding: 0in 5.4pt;height: 25.6pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;'\u003e\u003cstrong\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;color:black;'\u003e0.63\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 95.65pt;border-top: none;border-right: none;border-left: none;border-image: initial;border-bottom: 1pt solid windowtext;padding: 0in 5.4pt;height: 25.6pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:115%;'\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;color:black;'\u003e1\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 13.8pt;border-top: none;border-right: none;border-left: none;border-image: initial;border-bottom: 1pt solid windowtext;padding: 0in 5.4pt;height: 25.6pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:115%;'\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;'\u003e\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71.35pt;border-top: none;border-right: none;border-left: none;border-image: initial;border-bottom: 1pt solid windowtext;padding: 0in 5.4pt;height: 25.6pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:115%;'\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;color:black;'\u003e13.444\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 156.5pt;border-top: none;border-right: none;border-left: none;border-image: initial;border-bottom: 1pt solid windowtext;padding: 0in 5.4pt;height: 25.6pt;vertical-align: top;\"\u003e\n \u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;text-align:center;line-height:115%;'\u003e\u003cspan style='font-size:13px;line-height:115%;font-family:\"Times New Roman\",serif;color:black;'\u003e.000**\u003c/span\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"border:none;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"border:none;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"border:none;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"border:none;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"border:none;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"border:none;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"border:none;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"border:none;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;'\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;'\u003ea. Dependent Variable: Organizational citizenship behavior\u003c/span\u003e\u003c/p\u003e\n\u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;'\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;'\u003eb. Predictors: (constant): Employee green behavior, Nurses Knowledge.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e\n\u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;'\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;'\u003e** high significant\u003c/span\u003e\u003cspan style=\"font-size:13px;line-height:107%;\"\u003e\u0026nbsp;\u003c/span\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;'\u003ep \u0026lt;0.01 \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;F, p: f and p values for the model\u003c/span\u003e\u003c/p\u003e\n\u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;'\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;'\u003eB: Unstandardized Coefficients \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;R2: Coefficient of determination\u003c/span\u003e\u003c/p\u003e\n\u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;'\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;'\u003et: t-test of significance \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;Beta: Standardized Coefficients\u003c/span\u003e\u003c/p\u003e\n\u003cp style='margin-top:0in;margin-right:0in;margin-bottom:8.0pt;margin-left:0in;font-size:11.0pt;font-family:\"Calibri\",sans-serif;'\u003e\u003cspan style='font-size:13px;font-family:\"Times New Roman\",serif;'\u003eSE: standard error\u003c/span\u003e\u003c/p\u003e"},{"header":"Discussion","content":"\u003cp\u003eGreen management in hospitals refers to the implementation of environmentally sustainable policies and procedures in the operation and management of healthcare facilities [\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e]. Organizational Citizenship Behavior (OCB) encompasses voluntary actions by workers that extend beyond their formal duties, fostering a positive work environment and advancing organizational effectiveness[\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eAs sustainability gains prominence, green management practices are becoming essential to align environmental responsibility with healthcare goals. This investigation aims to evaluate the impact of a green management training program on the organizational citizenship behavior of staff nurses. Given the pivotal role that nurses play, improving their awareness and practices related to green management can significantly influence organizational efficiency and environmental sustainability. Through targeted training, the study explores whether incorporating green principles into nursing practices can encourage behaviors that support long-term organizational objectives, resulting in enhanced patient care and environmental stewardship [\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eConcerning personal and job characteristics, the study revealed a majority of staff nurses aged between 30 and 40 years, with an average of 35.7 years. Most of them were married, and a significant portion 71.8% hold qualifications from a nursing technical institute. More than half of staff nurses had 10\u0026ndash;15 years of nursing experience, with an average of 12.9 years, while more than one third had below 3 years of experience in their present department. This outcome is maintained by [\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e] which found that more than fifty percent of the examined nursing staff were between thirty to forty years old. Similarly, in line with these findings [\u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e], who showed that there was a significant relation between age, attending training, qualification, and green behavior level. Also, the distribution of personal data of the studied nursing managers: more than two-thirds of the studied participants were female, their age mean was about 34 years old, and regarding their qualifications, more than half of them graduated from a technical institute, and finally, all of them did not receive any training program regarding green management.\u003c/p\u003e \u003cp\u003eRegarding the total staff nurses\u0026rsquo; knowledge regarding green management throughout program phases, the present study revealed that fewer than one-tenth of the staff nurses had a satisfactory knowledge level of sustainability in health care prior to the program's implementation. There was a significant improvement in staff nurses\u0026rsquo; knowledge immediately after the program. However, a slight decline was observed during the follow-up phase, although the knowledge levels remained significantly higher compared to the pre-program phase. This could be due to the fact that the majority of staff nurses had never taken a green management training. This finding was in line with[\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e], who reported a significant improvement in the level of green management among nursing managers. Also, indicated that a large proportion of nursing managers who had a low level of green management prior to the intervention were able to transition to a high level of green management. Furthermore, the sustained high level of green management among nursing managers at the follow-up stage indicates the effectiveness of the intervention.\u003c/p\u003e \u003cp\u003eAccording to the total staff nurses\u0026rsquo; green behavior level, the result of the present study revealed that high enhancement in staff nurses\u0026rsquo; green behavior mean scores at the post-program and follow-up phases in comparison with the pre-program phase. From the researcher\u0026rsquo;s point of view, this may be due to program intervention that included sustainable practices, enhancing the skills, knowledge, and perception of green behavior of staff nurses, and equipping them with the tools and resources needed to effectively lead and contribute to the improvement of organizational sustainability. Also, this finding is in agreement with [\u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e32\u003c/span\u003e], who reported that most of the studied sample had good green behavior and was positively contribute to employee green outcomes. Also, this finding is in the same line with [\u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e33\u003c/span\u003e], who showed there was a positive and significant effect between environmental awareness and green behavior mediated by employee well-being, and the higher the environmental knowledge, the employees\u0026rsquo; welfare will increase, which causes better green behavior.\u003c/p\u003e \u003cp\u003eWith regards to total staff nurses\u0026rsquo; organizational citizenship behavior, the present investigation results illustrated that there was a high enhancement in staff nurses\u0026rsquo; organizational citizenship behavior mean scores at the post-program and follow-up phases in comparison with the pre-program phase. The outcome of current investigation is in line with [\u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e], who found that proper commitment to an organization increases OCB on employees, as good organizational commitment is due to satisfaction and trust in the organization. Also, employees with high commitment are highly responsible and loyal toward their job, all these factors will increase OCB among nursing staff.\u003c/p\u003e \u003cp\u003eThe present investigation results illustrated that there is a significant correlation between staff nurses' knowledge and staff nurses\u0026rsquo; green behavior, as well as between nurses' knowledge and organizational citizenship behavior. From the researcher\u0026rsquo;s perspective, this improvement could be attributed to the implementation of the training program and the acquisition of various knowledge and initiatives by staff nurses throughout the program concerning green management and their practical application in the workplace. The outcomes were in the same line with [\u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e35\u003c/span\u003e] ,who showed a significant association among worker green behavior and organizational citizenship behavior. Also, it is implied that employees with higher levels of green work engagement are more prone to having a trustful and quality exchanges with their organization, which would ultimately encourage employees to display positive outcomes such as green outcomes and enhancing organizational citizenship.\u003c/p\u003e \u003cp\u003eAccording to the best-fitting multiple linear regression for organizational citizenship behavior level at the monitoring program, the current investigation illustrated that organizational citizenship behavior was positively dependent on both green behavior level and total knowledge at the follow-up phase. From the researcher\u0026rsquo;s perspective, this might be related to the efficiency of the training program for improving staff nurses\u0026rsquo; knowledge and enhancing green behavior practices, adapting with sustainability throughout the training program, which led to the development of the spirit of organizational citizenship behavior between staff nurses at the workplace and decreasing environmental impact. The outcomes were in agreements with [\u003cspan citationid=\"CR36\" class=\"CitationRef\"\u003e36\u003c/span\u003e], who showed that environmental knowledge has a positive and statistically significant influence on perceived behavioral control and worker green behavior. Additionally, it has been detected that the perceived behavioral control parameter had a positive and statistically significant influence on the worker green behavior of women workers.\u003c/p\u003e \u003cdiv id=\"Sec28\" class=\"Section2\"\u003e \u003ch2\u003eImplications of the study:\u003c/h2\u003e \u003cp\u003eThe findings of the study suggest that implementing targeted training programs can significantly improve staff nurses' knowledge of green management, which can directly inform hospital policies on sustainability. Hospitals can adopt policies that promote environmentally conscious actions in daily nursing routines, encouraging sustainable behaviors across the organization. Policies should also focus on identifying and applying effective interventions to raise environmental awareness among staff, enhancing their understanding of sustainability practices. Additionally, hospitals can prioritize sustainable healthcare practices aimed at reducing the environmental impact of their facilities. To foster a culture of sustainability, hospital policies can integrate eco-friendly values into organizational practices and promote organizational citizenship behavior, motivating staff to actively participate in sustainability initiatives.\u003c/p\u003e \u003c/div\u003e"},{"header":"Conclusion","content":"\u003cp\u003eIn light of the outcomes of the present investigation, it can be concluded that staff nurses in the study setting initially exhibited unsatisfactory knowledge regarding green management, insufficient practice of employee green behavior, and low levels of organizational citizenship behavior during the pre-program phase. However, highly statistically significant improvements were detected in staff nurses\u0026rsquo; knowledge of green management, employee green behavior, and organizational citizenship behavior after the implementation of the green management training program. A highly statistically significant, strong positive correlation was found between the total green management knowledge and total organizational citizenship behavior. Finally, \u0026ldquo;The study findings support the hypothesis that a green management training program significantly enhances staff nurses\u0026rsquo; knowledge, green behavior, and OCB.\u0026rdquo;\u003c/p\u003e \u003cp\u003e Based on these findings, it is recommended that future research explore the impact of providing workshops on organizational sustainability and guidelines for nurses' green behavior. Additionally, strategies should be developed for nurses and their leadership to implement strengths-based feedback methodologies that promote sustainable practices and organizational citizenship behavior.\"\u003c/p\u003e\n\u003ch3\u003eLimitations of the study:\u003c/h3\u003e\n\u003cp\u003eThe study was conducted in a single healthcare setting, which may limit the generalizability of the findings to other institutions or settings. Additionally, the study did not assess the long-term sustainability of the improvements observed, which is important for understanding whether the positive changes will persist over time. Factors influencing the successful implementation of green management practices in healthcare settings, such as organizational support or resource availability, were not explored.\u003c/p\u003e"},{"header":"Abbreviations","content":"\u003cdiv class=\"DefinitionList\"\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003eGMTP\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eGreen Management Training Program\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003eOCB\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eOrganizational Citizenship Behavior\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003eVBN\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eValue-Belief-Norm\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003eNEP\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eNew Ecological Paradigm\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003c/div\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eAcknowledgements\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors thank and appreciate all study subjects who engaged in this study.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthors\u0026rsquo; contributions\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNada Salah Yassin\u003csup\u003e1\u003c/sup\u003e Master degree of Nursing Administration Department, Faculty of Nursing, Ain Shams University, Cairo, Egypt. Email: [email protected] Dalal Talaat Akel\u003csup\u003e2\u003c/sup\u003e Professor of Nursing Administration, Faculty of Nursing, Ain shams University-Cairo-Egypt. Email: [email protected] Hanaa Mohamed Abd\u003csup\u003e\u0026nbsp;\u003c/sup\u003erabou\u003csup\u003e3\u0026nbsp;\u003c/sup\u003eProfessor of Nursing Administration, Faculty of Nursing, Ain shams, October 6 University Cairo-Egypt. -Cairo-Egypt. Email: [email protected] .\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;Open access funding provided by The Science, Technology \u0026amp; Innovation Funding Authority (STDF) in cooperation with The Egyptian Knowledge Bank (EKB).\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eData availability\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNot applicable (this manuscript does not report data generation or analysis).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConsent for publication\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNot applicable\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCompeting interests\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors declare that they have no competing interests.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEthics approval and consent to participate\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;All study methods and procedures pertaining to this study were carried out in accordance with relevant guidelines and regulations. The study was approved by the Research Ethics Committee, Faculty of Nursing/ Ain Shams University, Cairo, Egypt with [code number: NUR 24. 01.207] based on the standard of the committee, Faculty of Nursing/ Ain Shams University, Cairo, Egypt. Informed consent for subjects in the study was obtained from head nurses after clearing out all aspects of the study. The study did not directly or indirectly expose nurses to any diagnosis or treatment.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eClinical trial number\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003eNot applicable.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eElshaer, I. A., Azazz, A. M., \u0026amp; Fayyad, S. (2023). Green management and sustainable performance of small-and medium-sized hospitality businesses: moderating the role of an employee\u0026rsquo;s pro-environmental behaviour. 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W., Chew, X., \u0026amp; Cheang, S. P. Y. (2024). The Impact of Organizational Citizenship Behaviour on Innovation Performance of Employees in Chinese Small and Medium-Sized Enterprises. Journal of Technology Management and Business, 11(2), 58-71.\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003eAhmed, Z., Ali, M. A., Saleemi, A., \u0026amp; Ahmad, I. (2024). Exploring the Impact of Green HRM, Corporate Social Responsibility, Organizational Green Culture, and Work-Life Balance on Sustainable Corporate Performance: The Moderating Role of Organizational Citizenship Behavior for Environment. Journal of Asian Development Studies, 13(3), 1601-1617\u003c/li\u003e\n\u003cli\u003eElshaer, I. A., Azazz, A. M., \u0026amp; Fayyad, S. (2023). Green management and sustainable performance of small-and medium-sized hospitality businesses: moderating the role of an employee\u0026rsquo;s pro-environmental behavior. International Journal of Environmental Research and Public Health, 20(3), 2244.\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003eDu, Y., \u0026amp; Yan, M. (2022). Green transformational leadership and employees\u0026rsquo; taking charge behavior: The mediating role of personal initiative and the moderating role of green organizational identity. International journal of environmental research and public health, 19(7), 4172.\u003cspan dir=\"RTL\"\u003e\u0026rlm; \u003c/span\u003e\u003c/li\u003e\n\u003cli\u003eLee, S. S., Kim, Y., \u0026amp; Roh, T. (2023). Pro-environmental behavior on electric vehicle use intention: Integrating value-belief-norm theory and theory of planned behavior. Journal of Cleaner Production, 418, 138211.\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003eTajdar, S., \u0026amp; Ullah, A. A. (2024). Nexus between Green Rewards and Sustainable Performance through Organizational Citizenship Behavior, Green Value Creation and Decision Making. Journal of Business and Management Research, 3(1), 1070-1092.\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003eAhmed, F., Callaghan, D., \u0026amp; Arslan, A. (2024). A multilevel conceptual framework on green practices: Transforming policies into actionable leadership and employee behavior. Scandinavian Journal of Psychology, 65(3), 381-393.\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003eAmjad, F., Abbas, W., Zia-Ur-Rehman, M., Baig, S. A., Hashim, M., Khan, A., \u0026amp; Rehman, H. U. (2021). Effect of green human resource management practices on organizational sustainability: the mediating role of environmental and employee performance. Environmental Science and Pollution Research, 28, 28191-28206.\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003eHamod. R.M, \u0026amp; Majeed, S. A. (2021). Effect of green human resource management practices in enhancing sustainable competitive advantage: an exploratory study of a sample of hospitals. PalArch\u0026apos;s Journal of Archaeology of Egypt/Egyptology, 18(7), 1169-1189.\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003eThompson, S. (2012): Sample size for estimating a proportion, sampling, 3\u003csup\u003erd\u003c/sup\u003eed, John Wiley \u0026amp; Sons, Hoboken, New Jersey, Canada; pp: 59-61.\u003c/li\u003e\n\u003cli\u003eWong, Y. Y. (2013): Developing a framework for assessing knowledge regarding green management. Journal of Cleaner Production, 41, 1-10.\u003c/li\u003e\n\u003cli\u003eYu, S., Abbas, J., Alvarez-Otero, S., \u0026amp; Cherian, J. (2022): Green knowledge management: Scale development and validation. Journal of Innovation \u0026amp; Knowledge, 7(4), 100244.\u003cstrong\u003e\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/strong\u003e\u003c/li\u003e\n\u003cli\u003eSuharyani, Y. D., \u0026amp; Nurhayati, M. (2023): Green knowledge management to improve green competence with green motivation as intervening variable. Jurnal Ekonomi, 12(01), 717-724.\u003cstrong\u003e\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/strong\u003e\u003c/li\u003e\n\u003cli\u003eSahoo, S., Kumar, A., \u0026amp; Upadhyay, A. (2023). How do green knowledge management and green technology innovation impact corporate environmental performance? Understanding the role of green knowledge acquisition. Business Strategy and the Environment, 32(1), 551-569.\u003cstrong\u003e\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/strong\u003e\u003c/li\u003e\n\u003cli\u003eJayakumar, M., \u0026amp; Kadhiravan, S. (2019). Development and validation of the employee green behaviors scale. Journal of Cleaner Production, 232, 969-977.\u003c/li\u003e\n\u003cli\u003eMohamed, R.M. (2018): Influence of organizational justice on organizational citizenship behavior among nurses. Unpublished Master thesis, Faculty of Nursing, Ain Shams University, (142 )130-132.\u003c/li\u003e\n\u003cli\u003eOrgan, D. (1990): Organizational citizenship Behavior: The Good Syndrome. Lexington, MA: Lexington Books. Journal of Management, 16(4), 870-872\u003c/li\u003e\n\u003cli\u003eO\u0026apos;Hara, A. C., Miller, A. C., Spinks, H., Seifert, A., Mills, T., \u0026amp; Tuininga, A. R. (2022). The sustainable prescription: benefits of green roof implementation for urban hospitals. Frontiers in Sustainable Cities, 4, 798012.\u003cstrong\u003e\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/strong\u003e\u003c/li\u003e\n\u003cli\u003eYusuf, Z., Yusuf, F., Nuryanto, U., \u0026amp; Basrowi, B. (2024). Assessing organizational commitment and organizational citizenship behavior in ensuring the smoothness of the supply chain for medical hospital needs towards a green hospital: Evidence from Indonesia. Uncertain Supply Chain Management, 12(1), 181-194.\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003eLewaherilla, N. C., Siahanenia, S., \u0026amp; Payapo, R. W. (2024). Enhancing Nurses\u0026apos; Organizational Citizenship Behaviors in Hospitals: Examining the Mediating Role of Culture Between Seniority and OCB. Journal of System and Management Sciences, 14(9), 413-437.\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003eElgarf, A., Mohamed Eid, N., \u0026amp; Rashad, R. (2023). Educational Program for Nursing Management Staff about Green Management and its Effect on Patient Safety. Journal of Nursing Science Benha University, 4(2), 969-986.\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003eAbd-Elhamid, E., \u0026amp; Gaber, S. (2023). Effect of Green Management Educational Program on Nurses\u0026rsquo; Sustainability Management Knowledge in A Selected Hospital, Nurses\u0026rsquo; Demographics Correlate. Egyptian Journal of Health Care, 14(4), 1050-1059\u003c/li\u003e\n\u003cli\u003eAboramadan, M. (2022). The effect of green HRM on employee green behaviors in higher education: the mediating mechanism of green work engagement. International Journal of Organizational Analysis, 30(1), 7-23.\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003eMuafi, M. (2022). The effect of environmental awareness and environmental knowledge on green behavior mediated by the employee\u0026apos;s wellbeing. International Journal of Business Ecosystem \u0026amp; Strategy (2687-2293), 4(2), 50-60.\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003eMohamed Ali, F. R., \u0026amp; Saber, E. A. E. (2023). The Mediating Effect of Transformational Leadership between Organizational Commitment and Organizational Citizenship Behavior among Nursing Staff. Assiut Scientific Nursing Journal, 11(38), 159-169.\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003eAboramadan, M. (2022). The effect of green HRM on employee green behaviors in higher education: the mediating mechanism of green work engagement. International Journal of Organizational Analysis, 30(1), 7-23.\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/li\u003e\n\u003cli\u003eGalv\u0026aacute;n-Mendoza, O., Gonz\u0026aacute;lez-Rosales, V. M., Leyva-Hern\u0026aacute;ndez, S. N., Arango-Ram\u0026iacute;rez, P. M., \u0026amp; Velasco-Aulcy, L. (2022). Environmental knowledge, perceived behavioral control, and employee green behavior in female employees of small and medium enterprises in Ensenada, Baja California. Frontiers in psychology, 13, 1082306.\u003cspan dir=\"RTL\"\u003e\u0026rlm;\u003c/span\u003e\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":true,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"Green management, Organizational citizenship behavior, Training program and Staff nurses","lastPublishedDoi":"10.21203/rs.3.rs-5984046/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-5984046/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003e\u003cstrong\u003eBackground\u003c/strong\u003e: Green management practices are essential for organizational sustainability, and their adoption in hospitals can help reduce environmental impact. Organizational citizenship behavior further enhances green management efforts.\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAim of the study\u003c/strong\u003e: This study aimed to assess the effect of a green management training program on staff nurses’ organizational citizenship behavior.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eDesign\u003c/strong\u003e: Quasi-experimental design with a pretest-posttest approach.\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eSetting:\u003c/strong\u003e This study was\u003cstrong\u003e \u003c/strong\u003ecarried out in Al-Ahrar Teaching.\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eSubjects\u003c/strong\u003e: 85 staff nurses participated in the study.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTools of data collection:\u003c/strong\u003e green management knowledge questionnaire, employee green behaviors scale, and organizational citizenship behavior scale were used for data collection.\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eResult: \u003c/strong\u003eSignificant improvements were observed in staff nurses' knowledge of green management (16.5% to 89.4%), employee green behavior (5.9% to 64.7%), and organizational citizenship behavior (7.1% to 70.6%) at pre\u003cstrong\u003e-\u003c/strong\u003e and post- phases respectively.\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConclusion:\u003c/strong\u003e The green management training program effectively improved organizational citizenship behavior, supporting the research hypothesis.\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eRecommendations:\u003c/strong\u003e Provide green management training programs for staff nurses to enhance their green management practices and knowledge.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTrial Registration\u003c/strong\u003e \u003cstrong\u003eNumber [TRN]:\u003c/strong\u003e Approved by the Research Ethics Committee of the Faculty of Nursing, Ain Shams University (code number: NUR 24.01.207).\u003c/p\u003e","manuscriptTitle":"Green Management Training Program and its Effect on Staff Nurses’ Organizational Citizenship Behavior","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-03-28 09:21:03","doi":"10.21203/rs.3.rs-5984046/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"decision","content":"Revision 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