Partnership between private and public organizations has become very vital for policy implementation. PPP contracts have been successful for the recent years in many countries such as United Kingdom, Germany, Netherlands, South Africa, and The United States. Egypt is considered to be one of the MENA region leaders in the PPP field. PPPs are considered to be on the top of the Egyptian economic reform agenda so as to increase the private sector involvement in public services through leveraging private sector spending against public spending. The objective of this theoretical paper is to analyze the role of public private partnership in Egypt with regards to developing meaningful cooperation between the governments and businesses in a way that enables effective provision of cost efficient quality public goods, services and facilities. The significance of the study lies in the fact that PPP has become a crucial need for the government of Egypt for rendering an efficient public services and projects amidst all the challenges for developing the country after the 25th of January Revolution.

Dysfunctional behavior at the workplace reflects the behavior that violates remarkably the accepted norms at the workplace which is in turn can be destructive to overall organizational performance. This study aims to explore the relationship between dysfunctional behavior at the workplace and employees’ job performance. In order to study the issue of organizational dysfunction in Egypt, a unique organization was taken as a case study, namely SEKEM. This research is qualitative research based on the approach of Action Research. Through this approach, a semi-structured interview was designed by the researchers and used to collect data from the employees of SEKEM. As such, it is recommended to take new approaches to effectively manage dysfunctional behavior at the workplace.

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The objective of this study is to investigate in depth the factors that can reduce the effect of e mployee burnout in Egypt. From the literature review, the variables of perception of employee development programs (IV1), time spent on employee development programs (IV2), self-actualization (IV3), and workplace democratization (IV4) were identified. To study these variables on employee burnout, SEKEM, a company in Egypt known for its innovative application of human development initiatives, was selected as a case study from Egypt. A single cross-sectional analysis of the employees of the company was used and data was collected with a questionnaire using a 7-level scale.The results were then analyzed with a principal component analysis, Cronbach's alpha, and Spearman's rank correlation.The results confirmed the validity and inter-reliability of the model as well as showed the significant negative relationship between both IV1 & IV3 and between employee burnout. IV2 and IV4 were not found to be significantly related to employee burnout.The significance of the research is that few studies in Egypt are made on the issue of employee burnout, and the study of SEKEM provides a rare insight into the application of such concepts.

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