Emotional intelligence plays a very important part in creating effective decisions in day to day life within the work place. The ability to deliver safe and proper care is relies on make accurate decision. Strong emotions help head nurses to make effective decisions. Aim: The present study aimed to assess the effect of emotional intelligence program on decision making style for head nurses'. Research Design: quasi experimental design was utilized. Study Setting: the study was conducted in all units at Benha University Hospital. The study sample was: all the available head nurses (57) from the above mentioned setting. Tools of data collection: Three tools were used: (1) emotional intelligence knowledge questionnaire, (2) Standardized emotional intelligence questionnaire, and (3) Nursing Decision-Making Instrument Scale Revised, 2014 (NDMI). Results: The findings of this study showed that there was a highly statistical significant improvement in the level of emotional intelligence and decision making style among head nurses through the program. Conclusion: The study concluded that highly statistically significant correlation was found between emotional intelligence and decision making style among head nurses. Recommendation: Hospital should provide continuous emotional intelligence training program to nursing staff to enhance their performance, Integration of emotional intelligence program in to nursing curricula for enhancing nursing students' competencies.

Conflict in nursing profession is natural and inevitable and arises as a daily challenge in healthcare organizations. Therefore, conflict management is extremely important for organizational effectiveness and efficiency and nursing staff must effectively manage conflict in order to provide an environment that stimulates personal growth and ensures quality of patient care. Aim: The present study aimed to assess the effect of conflict management educational program for staff nurses on quality of patient care. Research Design: Quasi experimental design was utilized. Study Setting: The study was conducted in general Medical units at Benha University Hospital. The study sample was: All available staff nurses (116) and a convenient sample of (200) patients from the above mentioned study setting. Tools of data collection: Three tools were used: (1) conflict management knowledge questionnaire, (2) Rahim Organization Conflict Inventory II (ROCI II), subordinate form (B) and (3) quality of patients' care questionnaire. The result: The findings of this study showed that there was highly statistically significant improvement in staff nurses' knowledge regarding conflict thorough program. In addition, there was highly statistically significant improvement in conflict management strategies and level of quality of patient care thorough program. Conclusion: The study concluded that there was a positive highly statistical significant correlation between overall score of conflict management and quality of patient care thorough program. Recommendation: Hospital should carry out continuous inservice training program about policies and guidelines that facilitate collaborative practice and use a proactive measure to address conflict issues and moving toward resolution of it. And nursing faculties should to support nursing staff with required knowledge and skills that contribute to quality patient care.

Background: Organizations have faced significant changes since the beginning of the twenty-first century; these unpredictable changes, as well as today's competitive world, require organizations to have different competitive features such as resilience and agility, which are closely interrelated concepts with knowledge management and help organizations adapt quickly to environmental shifts and affect their performance survival. Aim: The present study aimed to explore the possibility of knowledge management as a predictor of organizational resilience and agility as reported by studied nursing staff. Research Design: An exploratory descriptive design was utilized. Setting: In-patient medical, surgical, and intensive care units were all included in the study at Benha University Hospital. Subjects: A simple random sample of 366 nursing staff were composed of 3 supervisors, 43 head nurses, and 320 staff nurses who had at least a one-year experience in the study setting, approved their participation in the study in the previously mentioned units, and who are available at the time of data collection. Tools for data collection: Three tools were used: Knowledge Management Questionnaire, Organizational Resilience Questionnaire, and Organizational Agility Questionnaire. The results revealed a moderate level of knowledge management (65.8 percent ). In addition, nursing staff reported moderate levels of organizational resilience and agility (54.1 percent and 60.4 percent, respectively), and a highly positive statistically significant correlation between total knowledge management and total levels of organizational resilience and agility (pvalue.01).Conclusion: The study concluded that knowledge management was a highly significant predictor of organizational resilience and agility. Recommendations: According to the findings of the current study, hospital administrators should support or adapt organizational culture in order to enable the successful implementation of knowledge management technologies and practices, as well as lead organizational efforts to change organizational culture in order to maintain organizational resilience and agility.

Background: Success in an organization is the result of applying professional ethics that constitutes legitimate norms or standards that govern professional behavior. Professional ethics is an important part of nursing practice and it provides the standards of professional behavior for nurses. Indeed, nurses have an ethical obligation to contribute to a culture of civility and respect in the work setting. Purpose: The aim of this study was to examine the effectiveness of education program regarding professional nursing ethics on workplace civility. Methods: Quasi experimental design was utilized. Study Setting: the study was conducted in critical care units at Benha University Hospital. The study sample was: All the available staff nurses (176) working in the above mentioned setting. Tools of data collection: Three tools were used: (1) Professional nursing ethics knowledge questionnaire, (2) Observational checklist for professional nursing ethics, and (3) Clark Workplace Civility Index (WCI). Results: There was a highly statistical significant improvement in staff nurses' knowledge and practice regarding professional nursing ethics after implementation of program. There was a highly statistical significant improvement in staff nurses' level of workplace civility after implementation of program. Conclusion: The study concluded that there was highly statistically significant correlation between professional nursing ethics practice and workplace civility among staff nurses immediate post program (P<0.001). Recommendation: the study recommended that hospital must conduct on-job training and continuous education to address basic concepts in nursing ethics and their application in clinical practice for enhancing nurses' knowledge and practices about professional nursing ethics and replication of the same study on other categories of nursing staff is highly recommended to achieve generalizable results.

Head nurses` who apply transformational leadership find innovative approaches that enhance staff nurses` performance at their highest level to achieve a vision of quality health care. Also, transformational leader has a major impact on the staff nurses' behavior to achieve health care organization goals as, this leader setting new direction, inspiration, and behaviors for their health care organization. Aim: to assess the transformational leadership educational program for head nurses and its effect on nurses' job performance. Research design: A quasi experimental design. Setting: The study was conducted in all units at Benha University Hospital. Sample: all the available head nurses and their assistants (103) and the convenient staff nurses (138) from the above mentioned setting. Tools: Three tools were used: (1) transformational leadership knowledge questionnaire, (2) the multifactor leadership questionnaire Form 5X Short (MLQ leader form), and (3) nurses' job performance evaluation (Observation Checklist). Results and Conclusion: showed that there was highly statistically significant improvement in head nurses` knowledge scores and skills regarding transformational leadership immediate post program and three months follow up the program than pre program scores. Also, there was highly statistically significant improvement in scores of job performance elements among staff nurses immediate post program and three months follow up the program than pre program scores as observed by the researcher. Recommendations: Conduct continuous in-service training and education programs for refreshing and increasing head nurses' knowledge and skills about the transformational leadership style.