Background, toxic leadership becomes a common reality in many organizations. It can cause harm not only to the followers but to the whole organization, results in adverse negative consequences such as decreased motivation, productivity and cooperation which consequently effect on their emotional intelligence and organizational citizenship behaviors.

Background: Authentic leadership has the power to affect nurses' behavior and job outcomes. As leaders, head nurses can utilize authentic leadership style to favorably influence staff nurses, increasing their creativity, innovative behaviors also facilitating their workplace resilience. Aim: to assess the effect of educational program about authentic leadership for head nurses on staff nurses' resilience and innovation behavior.Research design: Quasi-experimental research design was utilized in the study. Setting:The study was conducted at the Tanta International Teaching Hospital. Subjects: All head nurses worked in the inpatient, outpatient, critical care, and infection control units (n = 54) and all staff nurses worked in the same units (n = 450) were included in the study.

Background: Leading is critical to advancing the nursing profession. All work units require strong nursing leaders to establish a healthy work environment. Current and future head nurses need effective leading strategies and assertiveness skills to guide and encourage nurses and enhancing their achievement motivation to work safely and effectively. Aim of this study was to compare the influence of head nurses leading role and assertiveness on staff nurses' achievement motivation at Tanta Emergency and El-Menshawy Hospital. Methods: Descriptive, comparative through cross-sectional study design was adopted. The study was conducted at Tanta Emergency Hospital and El-Menshawy Hospital. Sample: All available staff nurses working at Tanta Emergency Hospital (n=258) and El-Menshawy Hospital (n=212) was included in this study. Tools: Three tools for data collection were used: Head Nurses' Leading Role Scale to measure head nurses leading role, Assertiveness Assessment Scale to assess head nurses assertiveness behaviors and Achievement Motivation Scale. Results: Staff nurses' perceived a high level of head nurses leading role at Tanta Emergency Hospital, while low level at El-Menshawy Hospital with the emphasize on supervising leading role. At Tanta Emergency Hospital staff nurses perceived a high level of assertiveness techniques and assertiveness behavior than El-Menshawy Hospital. Staff nurses' achievement motivation behavior had statistically significant favorable correlations with their years of experience, age, education level, total leading role and assertiveness at both hospitals. Conclusion: There were significant influences of head nurses leading role and assertiveness on staff nurses' achievement motivation. Recommendation: Building a supportive work environment that promoting effective communication and conduct regular training programs for head nurses to refresh their knowledge, skills and experiences and motivating good performance to enhance staff nurses' achievement motivation are necessary.

Background: Intensive care units (ICUs) nurses face many challenges stem from complexity of patient care, work overloads, limitation of time, working environment and administrative duties which would affect their work life balance, job attraction and retention. Aim of this study was to explore the relationship between work life balance, job attraction and retention among ICUs nurses. Methods: Descriptiveco-relational design was used. The study was conducted at ICUs at Tanta University Main Hospital on all the available (190) nurses. Three tools for data collection were used. Tool (I): Work Life Balance Questionnaire. Tool (II): Job Attraction Assessment Scale and Tool (III): Job Retention Assessment Scale. Results: More than half (59%, 55%) of ICUs nurses' perceived alow level of work-life balance and job retention respectively. Beside, more than half (61%) of them perceived a moderate level of job attraction. Conclusion: It was concluded that the work life balance was positively correlated with job attraction and retention. Therefore, it was recommended that hospital administrators and nurse managers need to adopt strategies for promoting ICUs nurses' work life balance so their job satisfaction, attraction and retention will be improved.