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The prevalence of sexual harassment among nurses at the workplace was high with relation to certain occupational factors, and it led to marked psychological effects on the victims. Hence, protective legislations and measures should be taken by the hospital management for prevention of this problem in the future.

BackgroundPositive work practice environment is the corner stone for control and relieving of work to family con ict (WFC).Objectives o determine the prevalence of work to family con ict and to study the relation between work to family con icts and work environment characteristics among full-time female employees at Tanta University Medical Campus. MethodsA cross sectional study was carried among female employees working in the ve Faculties that present at Tanta University Medical Campus. A total of 442 female workers were recruited. Data were collected using a self-administered questionnaire including personal characteristics, work related data and home responsibilities. Job characteristics scales, work to family and family to work spillovers scales were used to study their correlation. ResultsParticipants' mean age was 39.87 ± 10.07 years. Signi cant positive correlation was detected between; skills discretion and both of positive work to family and family to work spillovers (r= 0.361, r= 0.288, P=0. 0.001 respectively), similar relations were reported regarding decision authority, coworkers support and supervisors support. The negative work to family and family to work spillovers signi cantly increased by increasing in work demands (r= 0. 0.315, r= 0.218, P=0. 0.001 respectively). Signi cant and negative correlations were found between each of skills discretion & supervisors support scales and the negative impact of family to work spillover (r= -0.130; P= 0.006, r= -0.167; P= 0.001, respectively). ConclusionPositive work practices environment is a signi cant determinant to prevent and control work to family con ict.

Background and objective: Multidetector CT (MDCT) and ultrasonography (US) are of increasing importance for assessment of many pulmonary disorders. Our aim was to evaluate their role in diagnosis of pleural diseases.Methods: Patients from Tanta University Hospital who were suspected to have pleural lesions (symptoms, signs and/or suggestive chest X-ray) during one year period were enrolled in the study. US and MDCT were done for all of them, then data were reported and analyzed.Results: Seventy-one patients were included, sixty of them had evident pleural lesions. Chest pain was the commonest presenting symptom. Malignancy represented 36.7% of pleural lesions, a percentage similar to lesions due to infection etiology. Free pleural effusions were the most common pleural lesions followed by pleural thickening. US was diagnostic in 72% of pleural lesions detectable by MDCT. Multiplanar reconstruction (MPR) images had an additional value than axial images in 39% of pleural lesions, mostly in cases of pleural thickening, free pleural effusion, pleural masses, encysted pleural effusions and pleural plaques. On the other hand, the MPR images had the same value as axial images in empyema and pneumothorax cases.Conclusion: MDCT is an important noninvasive imaging tool in accurate detection and characterization of pleural lesions with complementary MPR images that solve many diagnostic problems. Ultrasonography is a safer alternative but with less diagnostic value.

Background & Objective(s): Workplace violence, an occupational hazard in the healthcare setting, can lead to a variety of adverse consequences for its victims, including physical and psychological ones. It can also bring job strain, job dissatisfaction, and job turnover for health workers. Further, it has also been found that workplace violence influences aspects of employee work status, such as job performance. This study investigated workplace violence, its effects on job performance, and coping strategies among physicians in the city of Tanta, Egypt. Methods: For this cross-sectional study, 422 physicians were recruited using a random-cluster sampling technique. For every participant, personal and occupational data, coping strategies against workplace violence, and responses to the workplace violence questionnaire and the job performance scale (JPS) were collected by a self-administered questionnaire. Results: Among the study participants, 56.4% have been exposed to workplace violence, and 79.4% of them have reported that they felt unsafe at work. The majority (85.8%) stated that there were inadequate measures for their protection while working. The respondents' average score on the JPS among physicians exposed to work-related violence was significantly lower, compared to that of nonexposed (22 ± 3.62 and 24.01 ± 3.88, respectively) (p = 0.003). The most commonly adopted strategy for coping with workplace-related violence was telling one's colleagues (60.1%) at an individual level and reporting to the administration (36.1%) at the organizational level. Conclusion: A large proportion of physicians in Egypt may be exposed to workplace violence. Although many coping strategies can be adopted against workplace violence, this problem still requires a multidisciplinary approach and community support.

Background: Egypt has a shortage of physicians despite thousands of medical students graduating annually. Aims: This study aimed to explore the reasons for Egyptian medical students and young physicians wanting to emigrate. Methods: This cross-sectional study, conducted from February to April 2019, included 711 fifth- and sixth-year medical students and 174 residents from two medical faculties in Egypt, Tanta and Kafrelshiekh. A questionnaire was used to collect data on sociodemographic factors, desire to emigrate and motives for wanting to emigrate. Results: Most participant (89.4%) wanted to emigrate, and thought their salary was not compatible with their working hours or risks. About half the participants (52.8%) worked part-time in private hospitals. Only 4.9% of participants felt appreciated by the country. Most participants (75.9%) were not satisfied with their relationship with patients and 40.2% were not satisfied with their relationship with colleagues. Verbal abuse was reported by 55.5% of participants and physical assaults by 35.4%. Most participants who wanted to emigrate (85.1%) said they would change their minds if improvements were made in the health sector. Residents generally had less negative attitudes to workplace and professional factors than students. Conclusion: Physicians emigrate to seek better work and financial incentives. A retention policy needs to be developed to prevent Egyptian physicians from emigrating

Background: Hypertension is a long-term condition in which the blood pressure in arteries is persistently elevated higher than 130 over 80 millimeters of mercury. Hypertension as an office systolic blood pressure and/or Diastolic Blood Pressure; which is equivalent to a 24-hours average ambulatory blood pressure management (AMBPM > 130/80 mmHg) or home blood pressure measurements (HBPM) average >135/85 mmHg. Aim: To assess knowledge of physicians in the family health facilities in Tanta City, Gharbia Governorate regarding hypertension and its management, adherence of family physicians and to detect barriers which interfere with their adherence to the guidelines if any. Methods: This is a cross sectional study. It was conducted in Family Health Units of the two main health administration sectors in Tanta City (The first administration sector includes16 units and the second one includes nine units) Tanta, Egypt. The target population of the study was all physicians working in Tanta Family Health Facilities (n=120). This study started from September 2019 and completed in June 2021. Results: Out of physicians, 47 (39.2%) doctors read and implemented guidelines, 37 (30.8%) of physicians heard about it but never had a copy of guidelines and 36 (30%) of them had one but never read the content. More than two thirds 82 (68.3%) of physicians received training about the guidelines but only 68 (56.7%) used these guidelines for management of the patients. The highest percent of physicians had Fair knowledge level (67.5%) about guidelines. Regarding knowledge sub items, definition of guidelines followed by referral criteria and investigations had the highest rank of knowledge level among physicians while treatment, had the lowest rank level. The highest percent of physicians were partially adherent to guidelines (60%). Regarding adherence sub items, measurement of blood pressure followed by history taking had the highest rank among physicians followed by investigation, while treatment and clinical examination had the lowest rank. Conclusion: PHC physicians were found to have a lack of awareness of specific HTN management guidelines as well as inadequately documented practise adherence.