Background: Job crafting provides the opportunity to redesign nurses job towards their own strengths and interests for a better fit between their personal characteristics and the characteristics of their job that improve work involvement and performance. Aim: Investigate the effect of job crafting training program on staff nurses work involvement in I.C.U at Main Mansoura University Hospital Subjects and Methods: Design: A quasi-experimental design was utilized. Subjects: The subjects were included all staff nurses (n=65) working in I.C.U at Main Mansoura University Hospital. Tools: Data was collected by using three tools: Job Crafting Knowledge Questionnaire, Job Crafting Questionnaire (JCQ) and Job Involvement Scale (JIS). Results: Total mean score of perceived job crafting and nurses work involvement mean score (72.95±8.45, 65.69±8.71, 29.65±5.08, 29.20±5.16) respectively were high post and after three months of implementing program than pre-program with mean score (65.72±9.00, 25.68±2.40) respectively. Staff nurses knowledge about job crafting were improve post and after three months with mean score (19.11±1.03, 16.52±2.02) than pre-program (16.20±1.86). Conclusion: Post application of job drafting training program. There is statistically significance difference (p <0.05) in relation to preprogram. Also, there is statistically significance between relational crafting dimension and work involvement post implementation training program. Recommendation: Nurse's manger carries out workshops how to apply job crafting for their work. Also increase the levels of nurses' job involvement by re-designing jobs through job enlargement and enrichment. Finally, nurse managers should consider job demands and resources to increase job resources as opportunities for advancement, supervisor support, and receiving feedback.

Background: There is rapid technological advances in health care sector, the internet has become available in all aspects of daily life. It is a double-edged sword with its drawbacks. The behaviours of a nurse wasting organizations time for non-work related activities using internet called cyber loafing. When nurses practicing cyber loafing and procrastination leading to a lack of job conscientiousness. Aim: To determine the association between cyber loafing, procrastination and job conscientiousness among head nurses working at

Introduction: Nowadays, hospitals are operating in a turbulent environment where organizations and institutions are searching for measures that will allow them to improve their performance and competitiveness. The achievement and stability of an organization depends on the ability of conflict recognition and the competency of leaders in managing conflict at workplaces Aim: Investigate relationship between leadership styles and conflict management strategies of head nurses at Mansoura University Hospital. Design: descriptive design. Setting: Mansoura University hospital. Subjects and methods: The total study sample composed of 90 head nurses. Data was collected by using Multi factor Leadership Questionnaire (MLQ) and Rahim Organizational Conflict Inventory-II (Rahim, 2010, 1983) .Results: revealed that there was statistically significant correlation between integrating, obliging and compromising conflict strategies practice with three leadership styles (P<0.05).There was diversity of using three leadership styles among head nurses sample based on different situations. The highest degree of opinion score related to practice of transformational leadership followed by laissez faire .The integrating strategy has the highly degree of practice followed by obliging. Recommendation: Encourage open discussion and effective communication policy, implementing educational program on conflict management strategies and leadership styles. Periodically check up for staff needs and problems and conduct an organizational conflict assessment. Good understanding of the strengths and weaknesses of the nursing team members in order to improve relations and manage conflict successfully. Promote critical thinking and the scientific method to solve problems by providing opportunities for staff nurses to express their opinion and participation in the development of new ideas and non-traditional solutions to improve performance.

Background: Locus of control is an important variable that affects every area of human endeavor as describing individual differences and predicting behavior in organizational settings. Also, it is viewed as an important element for work motivation which determines the level of innovative behavior that helps health care providers to meet patients' needs. Motivating for nurses for innovative behavior largely rest on the leadership style. Aim: Investigate the role of work locus of control and inclusive leadership on nurses' innovative work behavior in Mansoura Gastroenterology surgical center. Methods: Descriptive analytical design was employed by 139 nursing staff working at Mansoura Gastroenterology surgical center, which affiliated at Mansoura University by using three tools as: work locus of control scale, inclusive leadership scale and innovative work behavior scale. Results: 89.9% of studied sample reported that the level of work locus of control was moderate, (75.5%) of them mentioned that the inclusive leadership level was moderate and also, (69.1%) of them mentioned that the level of innovative work behavior was moderate on their work setting. Conclusion: The work locus of control was not correlated significantly with innovative work behavior, but there was a highly positive correlation between inclusive leadership and innovative work behavior in studied settings. Recommendations: It is recommended that to promote innovative work behavior, it is necessary to managers cultivate an inclusive leadership style. Develop clear motivation system for nurses and provide them sufficient autonomy to think through and present new ideas. Hospital managers should develop training program continuously for enhancing nurses` locus of control.

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