Background: While formal education and training establish the basis for new leadership roles, coaching helps the nurse manager to put this training into use.Aim: To explore the effect of clinical supervision coaching program in relation to head nurses’ professional identity.Methods: Quasi-experimental research design was employed in conducting the study. This study was conducted at Menoufia University Hospitals, Egypt. A group of (41) head nurses and a group of (205) staff nurses were selected for this study. Three tools were used; Knowledge questionnaire about clinical supervision, clinical supervision effectiveness scale and professional identity questionnaire.Results: The majority of the studied head nurses had inadequate levels of knowledge (95.1%) and clinical supervision effectiveness (65.9%) at the pre coaching phase and had significantly improved in the post and follow up phases. Professional identity was also low (80.5%) at the pre coaching phase and had significantly improved after coaching.Conclusions: There was a positive correlation between the head nurse’s clinical supervision knowledge and effectiveness and their professional identity at all study phases. Coaching was effective in improving clinical supervision and professional identity.Implications: It is recommended that coaching be used to support head nurses in a wide range of situations: orientation as a new nurse manager, support during role transitions, during new initiatives and during changing responsibilities as well as for ongoing development and succession planning that maximize their professional capabilities.

No abstract

Background: Workplace bullying especially in healthcare setting and among nurses is a widespread and serious problem. A number of countries including Egypt have increasingly been focusing on exploring this problem in order to prevent its negative implications on the victim's health and work performance. The purpose of this study was to determine relationship between workplace bullying among pediatric nurses and children exposure to some adverse events and parents satisfaction. A correlational research design was used. The study was conducted at hemodialysis unit, Pediatric Intensive Care Unit (PICU), Neonatal Intensive Care Unit (NICU) and Pediatrics Department. A convenience sample of 118 staff nurses and random sample of 100 children parents were assigned from the previously mentioned settings. Three tools were used: Workplace Bullying Behaviors Scale, Parent's Satisfaction Questionnaire and Children Adverse Events Scale. The results of this study showed that, the highest percentage of the studied nurses in different studied areas had moderate level of workplace bullying behavior's exposure (61.0%), children had moderately level of exposure to some adverse events (61.9%) as reported by the studied staff nurses' and the highest percentage of the studied parents have moderately level of satisfaction of nursing care that was provided to their children (45%). The study concluded that, there was a positive relationship between the exposure of the nurses to the behaviors of bullying and the exposure of children to the adverse events. Also, there was a negative correlation between the exposure of nurses to bullying behavior and the level of parents 'satisfaction with the care given to their children. So, it was recommended that identifying behaviors of bullying and raising awareness of bullying behavior in society should be the first step in the solution. Subsequently, in-service training programs on bullying behaviors in all pediatric units should be designed and implemented to improve the knowledge and practices of nurses to control and prevent bullying in the workplace.

Background and aim: Authentic leadership is relatively a new paradigm that emphasizes leaders' credibility. It can serve the healthcare organization to build an organizational culture that reinforces the healthcare worker in being committed and engaged in work. This study aimed to examine the effect of authentic leadership on staff nurses' affective organizational commitment and work engagement through examining the mediating role of behavioral integrity.Methods: Study design: A descriptive correlational design was used in conducting this study. Setting: The study was conducted at two different hospitals, namely Menoufia University Hospital, and National Liver Institution, Egypt. Sampling: A Convenience sampling of two groups were selected; 64 front-line nurse managers and 320 staff nurses. Tools: Four instruments were used for collecting data; authentic leadership questionnaire, behavioral integrity scale, affective organizational commitment questionnaire, and Utrecht work engagement scale. Spearman correlation (r) and binary logistic regression analysis were used to achieve the study aim.Results: Total behavioral integrity (BI) score was significantly correlated with total authentic leadership (AL) and two of its subscales (internalized moral perspective and balanced processing). Moreover, a significant positive correlation was revealed between the enactment of espoused values at one hand and total authentic leadership and its subscales except for self-awareness. Correlation analysis between BI and organizational commitment revealed a significant positive correlation between the two variables. A significant positive correlation was also found between the BI total and its subscales with work engagement total and its subscales.Conclusions: This study supported the proposition that the relationship between authentic leadership and positive nurses’ outcomes including affective commitment and work engagement is mediated by behavioral integrity.

Hospital accreditation is considered as an intervention performed to support patient safety and ensure high quality healthcare. Purpose: To assess the level of awareness of nursing staff and patients regarding hospital accreditation and determine the differences between the nursing staff awareness and patientsꞌ awareness regarding hospital accreditation.