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Background: Talent management is increasingly discussed in the human resource management and human resource development literature. It is a set of practices that are implemented in organizations and refers to how organizations attract, select, develop and manage employees in an integrated and strategic way. The study aim: To investigate the effect of talent management training program on head nurses leadership effectiveness. Research design: A quasi-experimental research design was utilized. Setting: The study was conducted at all inpatient units (medical surgical) and critical care units (N=15) Damanhour National Medical Institute (head nurses =120). Tools: Tool I: To assess head nurses' knowledge regarding talent management (pre/posttest). Tool II: Talent management questionnaire; to assess talent management practices among head nurses. Tool III: Leadership effectiveness questionnaire: to assess leadership effectiveness among head nurses. Results: there is a highly statistically significant improvement in head nurse's knowledge and practice regarding talent management in the post phase and follow-up phase compared to their pre-intervention. Conclusion: the application of the training program had a positive impact on enhancing head nurses' knowledge and practice regarding talent management and also total leadership effectiveness level was improved markedly throughout program phases. Recommendations: Conduct a talent management workshop periodically for all head nurses as a refreshment course. Providing talent management programs and workshops for newly hired head nurse in the organization.

Background: Workplace ostracism limits opportunities for social interaction and discourages nursing staff from forming lasting and meaningful relationships in an organization and organizational cynicism and organizational silence are barriers against the improvement of organizations. Aim: The study aimed to investigate the effect of workplace ostracism and organizational cynicism on organizational silence among nursing staff. Subjects and Method: Design: Descriptive correlation research design was utilized. Setting: The study was conducted at medical and surgical departments at Benha University Hospital. Subjects: a sample of nursing staff 362 (46 head nurses and 316 nurses). Tools: Three tools were used for data collection of this research as follows; workplace ostracism scale, organizational cynicism scale and organizational silence scale. Results: Ninety percent (92.5%) of nursing staff had a low level of workplace ostracism, more than two third (68.8%) of nursing staff had a low level of total organizational cynicism, and less than half (45.9%) of nursing staff had a high level of total issues for remaining organizational silence. Conclusion: A significant positive correlation between total workplace ostracism dimensions, total organizational cynicism dimensions and dimensions of organizational silence. Recommendations: it is recommended to conduct continuous periodic training programs for nursing staff in different health care units to increase their awareness about organizational cynicism, development of a cooperative system considers nursing staff thought and ideas, which leads to a sense of loyalty, cooperation, and commitment toward the hospital, and improve and develop methods and mechanisms for communication with nurses to avoid the silent behavior of the nursing staff.

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Introduction Nurses are under such a tremendous amount of pressure during the COVID-19 pandemic that many have become concerned about their jobs and even intend to leave them. Aim The aim was to investigate the effect of fear of COVID-19 pandemic on work satisfaction and turnover intentions of nurses. Patients and methods A descriptive correlation research design was adopted. The study was conducted at all inpatient units (medical and surgical) and critical care units (N=15) of Damanhour National Medical Institute (nurses=210). Part I included questions related to demographic characteristics. Part II was the fear of COVID-1 9 Scale. Part III was the work satisfaction index (JSI). Part IV included two measures of turnover intention used to assess organizational and professional turnover intentions. Results The total score for the fear of COVID-19 scale was 19.01 (SD: 5.98), which was above the average. Fear of COVID-19 scale mean score was higher among nurses who had not attended COVID-19-related training than nurses who had attended the training (t=−2.349, P=0.020). Conclusion This study illuminates that the enhanced fear of COVID-19 pandemic among nurses increases their work dissatisfaction, in addition, to an increase in their organizational and professional turnover intentions. It is recommended to formulate COVID-19 training programs to enhance the capacity of nurses to effectively care for and manage coronavirus patients among healthcare organization.