Background: Sickness presenteeism is an emerging occupational health problem that affects nurses; however, it receives little attention despite its culmination, which leads to poor health and sickness absenteeism that consequently affect nurses' job performance and productivity.

Background: Talent management is used for employing the right nurses, developing their competencies, maintaining and engaging them and improving their productivity in the workplace. Therefore, nurses able to adapt to dynamic changes and growth as well as increase innovation in market place. Talent management has a positive effect on nurses' engagement by exploring the potential energies of them and filling the vacant positions with highly qualified talented nurses, which is reflected in increasing their satisfaction. Aim: To determine the efficacy of talent management competencies educational program for head nurses on nurses' engagement at Intensive Care Units. Subjects and Method: Research Design: Quasi-experimental research design was applied to achieve the purpose of the study. Settings: Intensive Care Units (ICUs) of Tanta Main University Hospital. Subjects 9Two groups of subject were 40 head nurses and 90 nurses working in ICUs. Results: Preprogram, majority of head nurses had poor knowledge and low levels of total talent management competencies and seventy percent of nurses had low level of total work engagement which improved at immediately and after three months post educational program. Conclusion: There were a statistically significant improvements of head nurses' knowledge and levels of total talent management competencies and nurses' levels of total work engagement at immediately and after three months post program than preprogram. Recommendations: Hospital administration provides management support for implementing talent management competencies educational program into their future training to promote profitability, viability and market place of healthcare services.

Background: Oncology nursing services are performed in stressful work environments which affect their work engagement. Head nurses' empowerment and support are confirmed strategies for creating a positive workplace environment which in turn improve oncology nurses work engagement. The study aimed to determine the efficacy of leadership program for head nurses' empowering and supportive role on nurses' work engagement at Tanta Cancer Center (TCC). Research design: A quasi experimental design was utilized to meet the aim of this study. Setting: Study was conducted at TCC affiliated to Ministry of Health. Subjects: All (230) nursing staff include head nurse (n=30) and nurses (n=200) were participated in the study Tools: Three tools were used; (1) Head nurses' empowering and supportive role practice self-report (2) Nursing staff knowledge questionnaire (3) Nurses' work engagement scale. Results: Range (80.9% -76.1%) of nursing staff preprogram had poor knowledge level about empowering and supportive roles of head nurses which highly statistically significantly at (p<0.001) improved post program to be range (84.8% -79.1%) have good level of total knowledge. Head nurses range (60% -50%) had unsatisfactory level of total empowering and supportive role practice preprogram, changed significantly at (p<0.01) post program to be range (83.3% -73.3%) had satisfactory practice level. Preprogram nurses range (65.5% -64%) showed low engagement level for vigor, dedication and absorption respectively changed post program to be 66%, 63.5%,and 67% respectively had high level of work engagement. Conclusion: The designed and implemented leadership program significantly improves head nurses' empowering and supportive role and oncology nurses' work environment. Recommendation: Head nurses periodical attend leadership program to update their empowering and supportive knowledge and practice.

Background: Nurses intern need to possess professional behavior, critical thinking, illness and injury prevention, relationship and caring, and clinical skills competencies. Self-evaluation of their actual competency needs at the beginning of their professional practice is very important. Aim: to assess nurses intern selfevaluation of their practice competency level. Setting: The study was conducted at Tanta main University Hospital. Subjects: Sample was included 286 nursing interns during their internship year training in (7) intensive Care Units. Tool: The collection of data was achieved by using practice competency self-evaluation tool which is based on nursing practice standard. Results: The majority of nurses intern were evaluated themselves with a high competency level in dimensions of clinical skills, relationship and caring, and professional behavior competency. Conclusion: A highly significant correlation exist between each competency and others. Recommendations: It is important to promote self-evaluation for nurses intern during their internship year, periodical evaluation of the interns' competency, making feedback and enforcement of knowledge and skills is necessary.

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