INTRODUCTION:Nursing student engagement and educational environment play an important role in students' self-esteem. Therefore, all aspects of an person's life like academic achievement, the success in the job and social and professional development are affected by self-esteem, for that reason, the present study was aimed to investigate nursing student engagement and motivational education environment as requirements to improve Student's Self-Esteem. SUBJECT AND METHODS: A cross-sectional approach was used included 138 undergraduate male and female nursing students from the Shaqra University, (Kingdom of Saudi Arabia). Three electronic tools built-in Google drive to collect data: Student engagement scale, Motivational educational environment questionnaire, and Self-Esteem Scale. RESULTS: More than half of the student nurses had a high engagement level in females and males but slightly high in females than males. Educational environment subcategories and show that the total educational environment in the level of motivational environment slightly high in females (93.9%), as compared with males. Self-esteem among it was high level (equal) in female and male. CONCLUSIONS: There were positive relationships between the total educational environment, many of their areas, and self-esteem among nursing students so, motivation educational environment were a requirement to improve the level of self-esteem among nursing students. Hence, allowing student choices throughout the classes will provide an ideal learning opportunity as well as foster a sense of "belonging to learning" that is essential to developing learning competence and lifelong dedication (and high-quality nursing staff with high-quality performance).

Background: Actual leadership is vital for each organization, and leadership behavior is an essential variable that has significant influence on the success of any organization. Staff nurses with higher perception of leadership behavior, social intelligence, and job involvement are motivated, display good performances at work, and devote themselves to their work and organization. Aim:This study was designed to explore the effects of head nurses' leadership behaviors and social intelligence on staff nurses' job involvement. Design:A descriptive correlational design was adopted. Setting: This study involved a convenience sample of 256 staff nurses who were responsible for providing nursing care for patients at the Main Mansoura University Hospital. Tool:Data were collected using the Multifactor Leadership Questionnaire (MLQ), Social Intelligence Questionnaire, and Work Involvement Scale. Results:Most staff nurses had a moderate level of leadership style, social intelligence, and job involvement. A statistically significant positive relationship was observed between nurses' insight of social intelligence and transformational style. Moreover,leadership outcomes have a statistically significant relationship with social intelligence. Conclusion:Nurses, who have good leadership style, will have higher social intelligence and be more involved in their work. Recommendations:Workshops and training programs should be provided in areas concerned with social behavior at work to increase the consciousness of nurses on how to grow their social intelligence and job involvement.

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Background: Healthcare workers are the frontline armies in the fight against the Corona virus disease-2019 (COVID-19) pandemic, and their safety should be an urgent focus in the global response to the pandemic. The study aims to suggests a forward action plan for adherence to infection prevention and control to health care workers during care for suspected or confirmed Covid-19 patients at Hospitals based on gaps, weaknesses, and barriers from health care workers (HCWs) perspective. Design: A cross-sectional study was used. Tools: A validated electronic selfassessment tool built-in Google drive and was distributed to HCWs who have been exposed to the patient(s)with suspected or confirmed COVID-19 in at different Cities (Zagazig city, Mansoura city, and Cairo city) in Egypt. Two tools were used 1) included three sections: personal and job characteristics of HCWs, the COVID-19 infection rate among HCWs, adherence of HCWs to infection prevention and control during health care, and 2) the barriers to applying preventive measures. EQUATOR research checklist (STROBE) were used by the researchers. Results: Around 439 HCWs participated in the study; 225 were males and 214 were females. (63.1%) of the respondents were nurses. (59.7%) of the respondents were contacted and 13.2% were infected and COVID-19 test results were positive. Conclusions: Strengths in adherence of HCWs regarding triage, early recognition, and source control, standard precaution for all patients, empiric additional precautions, wearing and removing protective equipment and administrative controls play important role in infection control. However, a number of gaps and weaknesses were revealed in applying preventive measures to control infection with COVID-19.

Background: Nurses with a higher perception of the quality of work life, job embeddedness, and organizational citizenship behavior are motivated, display good performances at work, devote themselves to their work and organization, and importantly report low turnover and personal alienation. Aim: The present study aimed to assess QNWL, job embeddedness, and OCB among nurses and investigate the associations between QNWL, job embeddedness, and OCB among nurses. Subjects and Methods: A descriptive correlational design was utilized. The study included a convenient sample of 178 nurses who were responsible for providing nursing care for patients in all inpatient units of El Mansoura international hospital. Data were collected through a self-administered questionnaire including three scales for quality of nursing work life, job embeddedness and organizational citizenship behavior. Results: The majority of nurses had a moderate level of quality of work life, whereas half of them had a moderate job embeddedness level and a high organizational citizenship behavior level. There was a statistically significant positive relationship between nurses' quality of work life, job embeddedness, and organizational citizenship behavior. Conclusion: Nurses, who had a good quality of work life, will be embedded in their jobs, and having a high organizational citizenship behavior. Recommendations: Nursing managers should develop standards for placement nurses in appropriate department/or position based on their competencies, and satisfy the needs of nurses through providing rewards, recognition, and appreciation for their efforts, and contributions.