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: Organizations that need to continue, develop, sustain their competitive advantage and become more effective will exert effort to attract, hire, develop, improve, as well as retain nurses, particularly those with extraordinary talents and more emotionally intelligent able to manage one's own emotions and to handle others. Aim of the study: Investigate relation of head nurses' talent management and their emotional intelligence with organizational effectiveness at Medical Specialty Hospital Subject and Method: Design: Descriptive correlational design was used. Subject: The study was conducted at Specialty Medical Hospital and the study included all available head nurses (n=95) at the time of data collection. Tools: There are three tools were used which are talent management questionnaire, emotional intelligence self -assessment tool and organizational effectiveness questionnaire. Results: The study results showed that more than half of head nurses showed high level of talent management, emotional intelligence, and level of organizational effectiveness as perceived by head nurses. Talent development was the highest dimension of talent management while talent attraction was the lowest. Regarding emotional intelligence dimensions, the highest mean score was related to self-awareness while, the lowest was social awareness. Finally, according to the mean score of organizational effectiveness dimensions, the highest was related to job satisfaction while, the lowest mean score related to personal relationship. Conclusion: There was statistically significant positive relation between organizational effectiveness and both head nurses talent management and emotional intelligence. Recommendations: To maintain high organizational effectiveness, it is necessary for organization to give more attention and consideration to manage who talents. Equip supervisors and managers with talent attraction innovative strategies to be better at attracting, motivating, and maintaining best talents. Encourage head nurses to enhance social awareness and for continuous personal growth and development.

No abstract

Background: Incivility behaviors are the main source of dissatisfaction and frustration to keen learner students. Therefore, it is important to strength the interactions between the students and their nursing lecturers to increase civil culture on the university. Aim: The study aims to determine the relationship between incivility behavior among nursing students and their engagement at class room. Methods: Descriptive correlational comparative design used. The study involved 590 nursing students who enrolled in second year at both nursing technical institute which follow Mansoura University and Health Institute which follow Ministry of Health at Mansoura city. Three tools used for data collection: First: The Incivility in Nursing Education -Revised (INE-R) tool to assess student"s perception about incivility. Second: Ways of Coping (Revised) Questionnaire. Third: The Community College Survey of Student Engagement (CCSSE) tool to assess engagement in the classroom. Results: University technical institute students expose to incivility behavior more than heath technical institute students (40.11±11.13, 36.52 ±7.09) respectively. Copying strategies used by nursing students at health technical institute and university technical institute were moderate (60.4%, 48.7%) respectively. The student nurses low incivility at health technical institute than at university technical institute (93.2%, 79.4%) respectively. There were highly significant differences (P≤0.01). The student nurses moderate engagement at both university technical institute and health technical institute (43.9%, 40.7%) respectively. There were highly significant differences (P≤0.01). Conclusion:Majority of student nurses at technical institute and health institute were low incivility. Also About half of student nurses at university and health were high engagement. There is negative strong correlation between incivility and engagement in both setting. Recommendation: Optimal strategies to prevent and manage the incivility among nursing student and encourage their engagement at classroom.

Background: leadership is a vital management skill that helps head nurses to improve organization`s efficiency. Delegation is an inclusive process that improves the ability of nurses and self-confidence. Aim: Investigate the relationship between leadership styles, delegation and head nurses` level of self-confidence at El Senbellawein General Hospital. Methods: A descriptive correlational design was utilized with a sample of ( 56) head nurses at El Senbellawein General Hospital. Tools of data collection were Leadership Styles, Delegation and Self-Confidence Questionnaires. Results: There were (53.6%) of the studied head nurses had high level of laissez faire style and about two third of the studied head nurses (67.9%) were moderate level of delegation. The majority of the studied head nurses (80.4%) had moderate level of self-confidence. Conclusion: A statistically significant positive correlation was existed among delegation, an authoritative and democratic leadership style. While, there was no correlation between leadership styles and self-confidence. Recommendation: Organize for courses in training regularly to help head nurses on how to effectively use their leadership abilities and training on using different styles of leadership. Convened seminars to increase the awareness of head nurses regarding delegation in terms of how it can aid them to develop their mindset and concentrate on increase education and also training on skills and nursing principles, problem solving by delegation and call for work as a team and build trust in their staff` abilities. Build and maintain a team work spirit to increase the level of self-confidence.