Background: Workplace place incivility may lead to different outcomes that an increase in mental and physical stress. Aim: To assess the incivility and ostracism in the workplace among staff nurses and its relation to the quality of care. Research Design: Descriptive correlational research design was utilized. Setting: The current study was conducted at South Vally University Hospital. Subjects: A convenience sample consisted of 100 staff nurses were enrolled in the study. Tools: Three main tools were used (I) Workplace Incivility scale, (II) Workplace Ostracism Scale, and (III) Quality of Nursing Care scale. Results: In the results of the current study more than half of the nurses had a low level of workplace ostracism. The overall mean of the quality of nursing care scale was 3.14 (SD = 0.66) from a scale of 1-5 and health promotion was the lowest mean dimension (mean = 3.08, SD = 0.74). Nurse incivility exerted a multivariate effect on the overall quality of nursing care and its different dimensions. There was a low-level positive (r = 0,302; p <0, 01) statistically significant correlation between staff nurses' workplace incivility and workplace ostracism. Conclusion: General incivility and nurse incivility were found to negatively affect the quality of nursing care and its different dimensions. Recommendations: Incivility must be treated with a zero-tolerance policy by hospital administrators. Administrators at hospitals must foster a positive work environment in which civil communication is the norm and hospital standards are known and obeyed. Provide useful information to enhance the quality of nursing care by acting in incivility concerns that arise from various sources within the hospital.

Background: Nurses form the largest group of healthcare professionals and are on the front-line of care for patients in hospitals. More excellent patient outcomes result from nurses working in a supportive setting. Organizational leaders necessity to demonstrate trust and independence to encourage nurse motivation, as these behaviors are congruent with intrinsically held nursing values. Authentic leadership has been introduced as the root element of productive leadership needed to develop healthier work environments because there is particular attention to the development of empowering leader-follower relationships. Aim: The study aims to examine the effect of the authentic Leadership training program on staff nurses' motivation and empowerment. Research design Quasiexperimental research design was utilized in this study. Setting: The study was conducted at the Health Insurance Hospital -Minia governorate. Subjects: All head nurses worked in the inpatient and outpatient units (n = 23) and all staff nurses worked in the same units (n = 208) are included in the study. Tools: four tools were used in this study; Authentic Leadership knowledge questionnaire, Authentic Leadership Self-Assessment scale, Empowerment Scale, and Motivation Scale. Results: The total knowledge score and levels of authentic leadership style among head nurses were low before the program implementation; after the program implementation they had higher scores with statistically significant differences; also the staff nurse empowerment score and motivation score was increased after implementing authentic leadership education program for head nurses. Conclusions: Authentic leadership training program provided in this study had a positive effect on head nurses through increasing their knowledge and their self-assessment about authentic leadership style after the program implementation during the different times of measurement. As well as staff nurses' motivation and empowerment score increased after implementing authentic leadership educational program. Recommendations: Periodical seminars and programs for head nurses are required to develop their leadership style competencies to be more motivated and empowered for their nurses.

Background: Internal marketing (IM) is a set of actions done by human resource departments in firms to encourage, educate, and train their staff to deliver better services to customers and increase employee commitment and loyalty to their organization. Aim: Assess Internal Marketing and its relation to Organizational Loyalty among nursing staff.

Background: Patient safety was one of the most important issues that arisen in health care management many studies were done at different cities to evaluate healthcare safety goals, the development of a checklist might help in improving the safety culture Purpose: Our work aimed to Measure the patient satisfaction at CCU, and assess the patient safety culture at CCU and finally develop Patient safety Checklist to improve performance Method: Our study was carried out in an adult Cardiac Critical care unit (CCU) at Tanta University hospital using the following Tools 1. Safety Culture Survey Assessment tool 2. Designed safety checklist 3. Patient Satisfaction Questionnaire (PSQ) It included the following phases o Assessment of the safety culture o Development of the checklist o Evaluation of the checklist Results Study results claim that safety culture are poor in CCU especially for involvement of staff in decision making, and the absent of Safety rules and procedure which not supported from top management. But the new established safety checklist arise the safety awareness among the CCU staff. Most of patients complaining of waiting time, insurance coverage, care services, availability resources and perfection. Furthermore many physicians skills need more training to "be careful with patient's complain, Explaining the diagnosis and treatment strategies with patients, be good listener's, and Explain the medical terms". Finally, patients feel insecure for all medical problems.

Background: During COVID-19, academic nursing students face many challenges as a result of online learning. During the COVID-19 pandemic, the greatest disruption of learning in history and had a global impact on learners and teachers. The study aimed to recognize perception, satisfaction, and obstacle of online learning faced by academic nursing students during COVID-19 pandemic. Subjects and Methods: Design: A descriptive research design was used in this study. Setting: The study was applied in the Faculty of Nursing, Sohag University. Sample: A convenient sample of 230 including all the third academic nursing students' years in the previously mentioned setting. Four tools of data collection: (I) an online questionnaire was used. It consisted of two parts; (1) demographic characteristics of academic nursing students, (2) educational platforms were used, (II) online learning obstacles faced by academic students, (III) learner satisfaction with online learning, (IV) students' perception toward online learning assessment sheet. Results: The revealed that the most used platform among academic nursing students was the Microsoft platform for online learning. The most obstacles faced by the students during online learning concern the Learners' characteristics dimension, as well as less than two-thirds of the studied academic nursing students, face a high level of obstacles. Also, about two-thirds of students were unsatisfied with their online learning experience. There is a positive statistically significant correlation between total perception and obstacles for online learning. Conclusion: It was found that academic nursing students were unsatisfied with continuing online learning during COVID-19 and faced many obstacles that interfere with their education. Recommendations: Educating the younger generation of academic nursing students about how to use online learning platforms to transform them into the future through various media and faculties to help academic them become more knowledgeable and skilled

This is already well known that after the entry of the severe acute respiratory β-coronavirus-2 (SARS-CoV-2) into the host, the replication-associated proteins serve as the major targets of the currently used drugs. However, despite the rigorous effort, still no appropriate and specific drug against SARS-CoV-2 has been developed. Such a situation may worsen the current COVID-19 pandemic situation in near future. In this circumstance, the rapid drug application strategy can be addressed only by the drug repurposing approach which is solely based on the genomics functional analysis through computational simulation or the in silico study. Such a dry experimental strategy using the specialized databases and software allows identifying novel uses for the sanctioned drugs for other viruses. Based on the recently published reports, current review highlighted some promising drugs identified through such bioinformatic or molecular docking analysis.

Background: Nurses deal with a variety of situations and patients, all of which are factors in the circumstances and workloads at the patient level. Furthermore, a higher level of nurse dissatisfaction leads to nurses leaving the profession. Managers' leadership style has a substantial impact on the job satisfaction of staff nurses. Aim: To assess the managers' leadership styles and its association to their staff nurses' job satisfaction. Subjects and methods: Design: A descriptive correlational design was used. Setting: The study was conducted in two governmental hospitals in Damanhour City. Subjects: A total of 300 staff nurses were selected from previous settings based on the non-probability convenient sampling technique. Tools used for data collections: Tool I: Demographic datasheet, Tool II: The multifactor leadership questionnaire, and Tool III: The work quality index questionnaire. Results: Managers' leadership styles, as perceived by staff nurses, in this study were transformational leadership frequently, transactional leadership occasionally, and laissez-faire leadership on occasion. The job satisfaction of staff nurses was rated as somewhat satisfied' for professional work environment (4.83±0.09) and professional relationships (4.39±0.05) and 'neutral' for autonomy (4.42±0.01), work worth (4.89±0.08), role enactment (4.43±0.03) and rewards (4.32±0.07). Transformational leadership had significant positive correlation with the level of job satisfaction with a p-value of 0.000. There was significant negative correlation between level of job satisfaction of the staff nurses and the managers' transformational leadership style, as judged by the staff nurses. Conclusion: The current study revealed that nurse managers exhibited transformational leadership style more than transactional and laissez-faire leadership styles. The nurses' job satisfaction was significantly positively correlated with transformational leadership styles. Recommendations: Further study needs to be conducted to head of staff nurses perceptions about various leadership styles and their effects.