Nowadays, Nursing informatics and evidence based practice (EBP) are considered an important practices in the success of patient care in any organization. Accordingly, nurses, have to establish informatics experience to effectively implement evidence based practice. The aim of this study was to assess the relation between nursing informatics competency and nurses' attitude toward evidence-based practice among qualified nurses at Mansoura Oncology center. Design of the study descriptive correlation study was used. Sample of the study included all qualified nurses with bachelor degree of nursing. Tools of data collection: two tools were used namely Nursing Informatics Competency Assessment Tool (NICAT) and the Evidence-Based Nursing Attitude Questionnaire (EBNAQ). Result: The result of the study showed that there was statistical significant positive correlation between the qualified nurses' total nursing informatics competency scores and their total attitude score toward evidence based practice. Recommendations: Incorporating nursing informatics and evidence-based knowledge and skills in the nursing curriculum.

Background: Despite the application of artificial intelligence in healthcare continues to generate increasing interest, health sector employees still have mixed attitudes and perception regarding the implementation of artificial intelligence technologies. Aim: Investigate nurse managers' perspectives and attitudes toward using artificial intelligence technology in Health settings. Methods: Descriptive research design was used to achieve the study's aim on 130 nurse managers at Mansoura University Hospitals through a convenience sampling by using two questionnaires, Perception toward artificial intelligence questionnaire and General attitudes towards artificial intelligence questionnaire. Results: 84.6% of nurse managers had moderate perception towards using artificial intelligence in nursing settings. 65.4% of them had positive attitude toward using artificial intelligence in nursing settings. Conclusion: There is a highly significant positive correlation between nurse managers' perception and attitudes toward using artificial intelligence in health settings. Recommendations: Provide appropriate information about the benefits, challenges, and issues surrounding the implementation of artificial intelligence in nursing settings and the potentials of these technologies to improve health care processes and efficiencies. Encourage nurse managers to increase their knowledge toward artificial intelligence through workshop and training programs .Participation and support of hospital managers from the beginning of the implementation of the artificial intelligence system.

Background: Nowadays, all organizations as response to challenges strive to build strong internal and external cooperation through Learning and resilience. These strong alliances and cooperation enable all employees to create new ideas to face these challenges through enhancing and encouraging capabilities of learning & creativity. Aim: The purpose of this study was to assess the influence of learning organization on organization resilience and creativity in Mansoura Oncology Center. Design: Descriptive correlation design was used. Setting: Mansoura Oncology Center which affiliated at Mansoura University. Subjects: 125 nurses working at Mansoura Oncology Center Tools: Three tools were used: Learning organization questionnaire (DLOQ), organizational resilience scale and creativity audit questionnaire. Results: Less than two thirds of staff nurses reported that the learning organization level was moderate; slightly less than two thirds of them reported that the resilience level was high, while more than half of them reported that the level of creativity was moderate. There was significant positive correlation between learning organization, resilience, and creativity in the studied setting. Conclusion: Learning organization and resilience plays a significant role in creativity of nurses. Recommendations: Organization should provide its nurses with formal or informal learning opportunities as well as team learning, Talent management and planning should be considered for intellectual capital and intellectual property in the organization and the managers need to enhance organizational creativity by understanding the personal demands of its nurses.

Background: Collaboration between nurses and physicians is linked to positive outcomes for patients, especially in psychiatric units. However, effective collaboration poses challenges as work stressors. So, effective work stressors coping strategies have the highly concern from organization management as a method for maintaining high level of collaboration. Aim: This study aimed to explore the effect of working stressors coping strategies program on nurse physician collaboration. Design: Quasi experimental design was used. Setting: This study was carried out at Benha psychiatric hospital. Sample: All convenient nurses and physicians worked at in-patient care units. Tools: Two tools were used, questionnaire to assess work stressors and collaborative practice scale (CPS) questionnaire. Result: There is a negative correlation between work stressors and nurse-physician collaboration (P<0.001) with a positive effect of coping strategies program on them. Conclusion: Work stressors coping strategies are essential for promoting nurse-physician collaboration which in turn promote organizational success. Recommendation: Maximizing nurse-physician collaboration holds promise for improving quality patient care and creating satisfying work environment for nurses and physicians.

Background: In light of the coronavirus pandemic, a team leader's ability to attain and maintain healthy workplaces is crucial. Nurse leaders should aim to mitigate workplace anxieties by promoting team cohesiveness, mutual support, and the wellbeing of members. Aim: This study was conducted at the beginning of COVID-19 pandemic to assess the effect of leadership competencies on workplace civility climate and mental well-being at an Egyptian hospital for mental health. Design: Descriptive correlation design was used. Tools: Measures used were leadership competencies, workplace civility climate, and the Warwick-Edinburgh mental wellbeing scale. Results: more than half of the sample were satisfied with leaders' competencies, three quarter of them rated the workplace environment as respectful, and more than three quarter of them reported moderate or good mental wellbeing. Statistically significant correlations were found between leadership competencies and both workplace civility climate and mental well-being. Conclusion: leaders at El Azazi Hospital were assessed as proficient and providing a positive civility climate, but were not sensitive to the mental wellbeing of staff. Recommendation: Future research to investigate what specific factors affect mental well-being among psychiatric nurses rather than leadership competencies is recommended.

Context: E-learning is an important trend for faculty members and students teaching and learning, which needs overcoming barriers and enhancing motivators for the successful implementation of educational programs. Aim: To explore the faculty members' attitudes, perceived barriers, and motivators toward using e-learning in university education. Methods: Descriptive correlational design was used to achieve the study's aim on 110 faculty members in Nursing Faculties at Mansoura, and Zagazig Universities, Egypt. They were chosen through a convenience sampling to participate in the study. One questionnaire was used to undertake the study and had four parts: Personal data, faculty attitude towards e-learning scale, possible barriers, and motivators. Results: 54.5% of the studied sample was from Mansoura University, 92.7% of them were females, 38.2% were lecturers, 31.8% of them aged from 31-35 years old, and 30% of them had 5-10 years of experience. More than 75% of studied faculty members have a positive attitude toward using e-learning in university education. Access to students was the top-most barrier as perceived by the faculty members (42.7%). Better internet bandwidth at the workplace is the top-most motivating factor and professional incentives to use e-learning. Both were mentioned by 30% of the studied faculty members. Conclusion: There is a highly significant positive correlation between faculty attitude and motivators and a significant negative correlation between perceived barriers and motivators. At the same time, there is no significant correlation between faculty attitude and perceived barriers. No significant correlation between personal characteristics of the studied sample and faculty members' attitudes, perceived barriers, and motivators toward using E-learning in Mansoura and Zagazig Universities except for gender and faculty barriers only in Mansura University. The study recommended enhancing the basics of e-learning within the plan for dealing with crises, improving infrastructure, and providing a training environment for faculty staff to enhance e-learning, activating interactive education by setting up discussion sessions on the course topics' sidelines—full activation of the e-learning system through assignments and short tests. Paying attention to student feedback and taking the necessary corrective measures are also recommended.

Background: Experiences in a personnel life are the most important source of self-esteem, emotional intelligence and conflict management development. The positive or negative life experiences one has, creates attitudes toward the self which can be constructive or can be unfavorable which in turn reflects on levels of self esteem, emotional intelligence and also conflict management. Aim: Study aimed to assess level of self esteem, emotional intelligence and conflict management of academic staff, faculty of Nursing, Mansoura university. Methods: Descriptive co relational design .Sample included all academic staff at faculty of Nursing, Mansoura university. Total number of academic staff were 118.There are three tools used in data collection. Self esteem questionnaire, Emotional intelligence questionnaire and Conflict management questionnaire Results: The most of the studied sample had moderately self esteem (70.3%) while the least had high self esteem(6.8%), (84.7%) of them had highly level of emotional intelligence and also, (76.3% ) had a highly level of conflict management Conclusion: There was no significant relationship between academic staff level of self esteem and conflict management but, there was a significant positive correlation between total scores of both emotional intelligence and conflict management Recommendation: Encourage open discussion and effective communication between academic staff and administrative authority so that all academic staff get the right information at the right time to manage misunderstanding and conflict.

Background: Experiences in a personnel life are the most important source of self-esteem, emotional intelligence and conflict management development. The positive or negative life experiences one has, creates attitudes toward the self which can be constructive or can be unfavorable which in turn reflects on levels of self esteem, emotional intelligence and also conflict management. Aim: Study aimed to assess level of self esteem, emotional intelligence and conflict management of academic staff, faculty of Nursing, Mansoura university. Methods: Descriptive co relational design .Sample included all academic staff at faculty of Nursing, Mansoura university. Total number of academic staff were 118.There are three tools used in data collection. Self esteem questionnaire, Emotional intelligence questionnaire and Conflict management questionnaire Results: The most of the studied sample had moderately self esteem (70.3%) while the least had high self esteem(6.8%), (84.7%) of them had highly level of emotional intelligence and also, (76.3% ) had a highly level of conflict management Conclusion: There was no significant relationship between academic staff level of self esteem and conflict management but, there was a significant positive correlation between total scores of both emotional intelligence and conflict management Recommendation: Encourage open discussion and effective communication between academic staff and administrative authority so that all academic staff get the right information at the right time to manage misunderstanding and conflict.