Employee motivation and citizenship behaviours have become important issues in human resource development (HRD). This study examines the relationship between employee motivation, and Organizational Citizenship Behaviours (OCB). The objectives of this research have two folds: (1) to show to what extent does employees' motivation in the Egyptian governmental sector can affect OCB. (2) To investigate the mediation role of employees' engagement in the employee motivation-citizenship behaviours relationship. This study was applied at Ministry of Civil Aviation (MOCA) where a sample consists of 300 employees working in (MOCA) were chosen based on their participation in the "future leaders program (FLP)" implemented by the ministry as part of Egyptian strategy 2030. The participants of the FLP were chosen by the ministry based on two criteria: having postgraduates' qualification and aged between 30 and 45. A mixed design that combining both qualitative and quantitative methods was applied through questionnaires, in-depth interviews and PLA (Participatory Rapid Approach) using focus groups. A statistical SPSS used to test the hypothesized relationships regression, correlation, Hierarchal multiple regression analysis was used. The study' results revealed that OCB can be developed throughout the application of extrinsic motivation more than intrinsic motivation among employees in the MOCA. The mediation role of employees' engagement was supported. The study recommended that Ministry should increase the engagement task for highly qualified employees in clear structure tasks.

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Business leaders are facing an uncertain issue regarding what extent their actions and decisions are responsible for the sustainable development supported by Responsible Employees. Although, several papers are discussing the concept of Responsible Leadership (RL) and Sustainable Leadership (SL). However, there is still an important missing element connected to these two leadership approaches which are Responsible Employee/s (RE). The purpose of this paper is to explore how Responsible Leadership and Sustainable Leadership affect Responsible Employees (RE). The study will examine the impact of two leadership approaches on RE. A sample of 250 employees and future leaders’ positions working in the 18 factories and companies located in Egypt responded to a four parts questionnaire measuring research variables (Responsible Leadership, Sustainable Leadership and Responsible Employees). This study applies statistical analysis using SPSS, regression analysis, correlation, and structure equation module applied for this study. The finding of this study shows that Sustainable Leadership fully mediates the relationship between Responsible Leadership and Responsible Employees.

During the last years, leaders in the business world face uncertainty regarding how their decision and actions are considered responsible. While numerous papers have discussed the Responsible Leadership (RL) concept, a few models presented the concept. Still, the existing contributions to RL do not present a clear conceptual framework from the point of view of theoretical-practical. This paper aims to present a theoretical conceptual, logical, and dimensional framework for the RL phenomenon debates in the literature. The methodology used a qualitative approach applying focuses group discussion with 45 leaders in 20 factories and companies located in Egypt in different industries. Also, this paper reviews various recent literature and previous models for discussing the RL concept. The suggested model covering this area is new and innovative based on four existing models and presents a new definition of the RL phenomenon.

Emotional intelligence is one of the most important personal trait linking to leadership in a way of assisting and developing the desired skills needed for those leaders applying effective leadership. There is a lack in the research literature related to leadership style in the Military Production Factories (MPFs) sector in Egypt. There is great attention and initiative to the reform in governmental sector in Egypt. This study considered as a baseline study for identifying the dominant leadership style in MPF. Military production industry sector includes 20 factories and companies lead by the Ministry of Military production (MOMP). The factories produced Military and non-military production. The sector includes 33546 employees. The selected organisation (MPF) works under the authority and supervision of the Ministry of military production (MOMP) in Egypt, however the majority of worker, including top, and middle line management are civilian. This study investigates the style of leadership mainly transformation and transactional leadership. The scale of the questionnaire was developed based on two sources and references to measure this relationship between the independent variable emotional intelligence and dependent variable leadership style. This study uses statistical tools SPSS including regression, correlation, Cronbach's alpha.The result on the level of Leadership, First, -study shows that female employee of the MOMP have a tendency towards a high level of transformational leadership style behavior more than male managers in the MOMP. Confirmed by Mandell and Pherwani, 2003). Second, Males' leadership style more oriented to the style of transactional style of leadership (confirmed by Strickland, 2008). On the level, emotional intelligence females scored higher than male in emotional intelligence. Furthermore, the dimensions of emotional intelligence (emotion attention, emotional clarity and Emotional repair (women scoring higher in emotional repair the most).

Recently, e-Learning during the COVID-19 pandemic have affected all academic institutes all around the world. Academic institutes are facing challenges in keeping the education process in place. In order to keep the education system running at its capacity, academic institutions have had to quickly find solutions to adapt to the situation and overcome delays in many approaches and systems. The increased impact of the World Wide Web are leading to new and innovative ways of learning and education. educators and technology lead assumed that new e-learning system technologies and services enable activities that allow users to be active learners, actively participating in the on-line learning process. The objective of this paper is to examine the acceptance of e-education from the perspective of students and to raise their points of view. The methodology used is a self-reported survey and the PLA approach to confirm the findings. The main finding was that more training for teachers and students are essential to better implement technology in the education. Furthermore, the acceptance of e-Learning technology by students in higher education based on their training and orientations for the concept, while some students confirmed that their face-to-face education is more interaction.

China unveiled a historical initiative named the "Belt and Road Initiative" (BRI) launched in 2013, by the Chinese President "Xi Jinping" which will extend the Chinese influence to large regions of the world through a network of roads, ports and airports' infrastructure projects. It represents China's desire to revive the old Silk Road in order to reshape the world's powers by the creation of a new balance in the International System. The MENA region is ranked as one of the highest areas in the era for Chinese investment. Egypt is considered as one of the top countries which will take part in this investment in the MENA region and Africa. The purpose of this study is to systematically review the Convergences and Divergences between Egypt and China from a cultural perspective using Hofstede and GLOBE Models and their impact on the strategic cooperation between both countries towards the Belt and Road Initiative and the impact of COVID-19 on this initiative. The methodology of this study is to review researches and studies conducted and published in the period from 2010 to 2019. More than 13 studies were identified for analysis and study. The study yields to three results in both Hofstede and GLOBE Models: 1) in LTO China scored higher than Egypt; 2) both China and Egypt were scored closer to collectivism; and 3) In PDI, China has scored higher than Egypt but not that much as the difference is only 10. However, in the GLOBE Model, the differences in PDI and IDV dimensions are not as great as in Hofstede Model.

This paper examines the relationship between leadership styles, used by top management, to motivate middle management managers, which drives them in accomplishing their organisational goals. Leadership use two techniques to motivate employee that are extrinsic and intrinsic (Self-determination Theory (SDT)) in Civil Aviation Ministry in Egypt. The objective of this study is to search which leadership style is currently used, from the perspective of middle management, as subordinates for top management and which leadership style motivated managers, extrinsically and intrinsically. A survey-based descriptive research design was used. The study was conducted using middle managers working in the Civil Aviation Ministry in Egypt. Of 150 survey questionnaires distributed, only 100 were completed in a useful manner. The questions on the survey instrument were grouped into two sections (part for leadership and the other for motivation). The questions were close-ended and using a Likert-type scale with five degrees (1-5) intensity. The research results of the study leading to the conclusion that the top managers' leadership style currently used in MOCA is transactional style and that it reacts far the intrinsic more than extrinsic managers' motivation.