Background: Workplace place incivility may lead to different outcomes that an increase in mental and physical stress. Aim: To assess the incivility and ostracism in the workplace among staff nurses and its relation to the quality of care. Research Design: Descriptive correlational research design was utilized. Setting: The current study was conducted at South Vally University Hospital. Subjects: A convenience sample consisted of 100 staff nurses were enrolled in the study. Tools: Three main tools were used (I) Workplace Incivility scale, (II) Workplace Ostracism Scale, and (III) Quality of Nursing Care scale. Results: In the results of the current study more than half of the nurses had a low level of workplace ostracism. The overall mean of the quality of nursing care scale was 3.14 (SD = 0.66) from a scale of 1-5 and health promotion was the lowest mean dimension (mean = 3.08, SD = 0.74). Nurse incivility exerted a multivariate effect on the overall quality of nursing care and its different dimensions. There was a low-level positive (r = 0,302; p <0, 01) statistically significant correlation between staff nurses' workplace incivility and workplace ostracism. Conclusion: General incivility and nurse incivility were found to negatively affect the quality of nursing care and its different dimensions. Recommendations: Incivility must be treated with a zero-tolerance policy by hospital administrators. Administrators at hospitals must foster a positive work environment in which civil communication is the norm and hospital standards are known and obeyed. Provide useful information to enhance the quality of nursing care by acting in incivility concerns that arise from various sources within the hospital.

Background: Nurses form the largest group of healthcare professionals and are on the front-line of care for patients in hospitals. More excellent patient outcomes result from nurses working in a supportive setting. Organizational leaders necessity to demonstrate trust and independence to encourage nurse motivation, as these behaviors are congruent with intrinsically held nursing values. Authentic leadership has been introduced as the root element of productive leadership needed to develop healthier work environments because there is particular attention to the development of empowering leader-follower relationships. Aim: The study aims to examine the effect of the authentic Leadership training program on staff nurses' motivation and empowerment. Research design Quasiexperimental research design was utilized in this study. Setting: The study was conducted at the Health Insurance Hospital -Minia governorate. Subjects: All head nurses worked in the inpatient and outpatient units (n = 23) and all staff nurses worked in the same units (n = 208) are included in the study. Tools: four tools were used in this study; Authentic Leadership knowledge questionnaire, Authentic Leadership Self-Assessment scale, Empowerment Scale, and Motivation Scale. Results: The total knowledge score and levels of authentic leadership style among head nurses were low before the program implementation; after the program implementation they had higher scores with statistically significant differences; also the staff nurse empowerment score and motivation score was increased after implementing authentic leadership education program for head nurses. Conclusions: Authentic leadership training program provided in this study had a positive effect on head nurses through increasing their knowledge and their self-assessment about authentic leadership style after the program implementation during the different times of measurement. As well as staff nurses' motivation and empowerment score increased after implementing authentic leadership educational program. Recommendations: Periodical seminars and programs for head nurses are required to develop their leadership style competencies to be more motivated and empowered for their nurses.

Background: Patient safety was one of the most important issues that arisen in health care management many studies were done at different cities to evaluate healthcare safety goals, the development of a checklist might help in improving the safety culture Purpose: Our work aimed to Measure the patient satisfaction at CCU, and assess the patient safety culture at CCU and finally develop Patient safety Checklist to improve performance Method: Our study was carried out in an adult Cardiac Critical care unit (CCU) at Tanta University hospital using the following Tools 1. Safety Culture Survey Assessment tool 2. Designed safety checklist 3. Patient Satisfaction Questionnaire (PSQ) It included the following phases o Assessment of the safety culture o Development of the checklist o Evaluation of the checklist Results Study results claim that safety culture are poor in CCU especially for involvement of staff in decision making, and the absent of Safety rules and procedure which not supported from top management. But the new established safety checklist arise the safety awareness among the CCU staff. Most of patients complaining of waiting time, insurance coverage, care services, availability resources and perfection. Furthermore many physicians skills need more training to "be careful with patient's complain, Explaining the diagnosis and treatment strategies with patients, be good listener's, and Explain the medical terms". Finally, patients feel insecure for all medical problems.