Background Health organizations currently face tremendous challenges in the management of the COVID-19 pandemic. To do this, successful and proven scientific practices and support are needed. Aim This study aimed to explore the challenges, practices, and organizational support dealt with by nursing managers in the management of the COVID-19 pandemic. Method A qualitative content analysis study evaluated 35 nursing managers in five university hospitals through a semi-structured interview. The Consolidated Criteria for Reporting Qualitative Research were used for this qualitative study. Results Three main themes emerged: Challenges include the development of a COVID-19 crisis management plan, a shortage in nursing staff, and psychological problems. Practices include; changes in work schedules for nursing staff, the exchange process, hospital preparation, and training and education. And organizational support includes both support at an organizational level and support at an individual level. Conclusion This study revealed that nursing managers are faced with many challenges in the management of COVID-19, requiring good practices and organizational support. This study offers evidence for nursing managers to expect problems that may arise during the pandemic. Recommendations The COVID-19 pandemic requires the development of an integrated plan, and this plan must be disseminated to the hospital’s nursing and medical teams to better equip them for the current and future crises.

Nurse Manager's main job in contemporary health care organization is to increase degree of employee's participation in decision making and goal setting which in return has greater impact on employee motivation, and satisfaction. This study aimed at determining decision making styles used by Nurse Managers at main Assuit university hospital, and the effect of these styles on Technical diploma nurse' satisfaction. Subject of the study: the sample consisted of 96 Technical diploma nurse and 35 Nurse Managers. Setting: Medical and Surgical units at main Assiut University Hospital. Tools of data collection the data collected using structured questionnaire form. Results: the highest percentage of Nurse Managers were used authoritarian decision making style and the lost percentage were used delegative decision making style. Conclusion: Nurse Managers who were using participative decision making style achieving the highest level of employees' satisfaction. Recommendations Give employees opportunities to participate in goals setting and decisions to increase their commitment toward goal achievement. And further studies should be done including different countries to investigate the effect of cultures on Nurse Managers' decision making styles.

Background: Self-efficacy decides what goals should be chosen to pursue, how these goals can be achieved, and how it reflected upon our job performance. Aim: Assess the relationship between head nurses' self-efficacy and job performance. Study design: Descriptive research design was used. Setting: The study was conducted at Assiut University Main Hospital. Subjects: Consisted of 44 head nurse. Tools: Two tools were used to collect data I): A structured questionnaire sheet which consists of two parts:-Part (1): Personal data sheet which gathered data about: gender, age, years of experience, educational qualification, and marital status. Part (2): Self efficacy assessment scale which includes 50 statements. II): Job performance checklist sheet which includes 3 main categories (general characteristics, soft skills, and nursing care). Results: The majority of head nurses had low self-efficacy and more than half of them had inadequate job performance (82% & 59%) respectively. Conclusion: There were statistical significant difference between head nurses' self-efficacy and job performance. Recommendations: Head nurses' self-efficacy training program should be done.

Background: Conflict is the consequence of real or perceived differences in mutually exclusive goals, values, ideas, attitudes, beliefs, feelings, and actions. Aims: Assess of head nurses' knowledge about conflict management strategies, mediation and negotiation styles of conflict resolution. Study subject: It was included all head nurses working at the Main Assiut University Hospital (n=113). Study tools: included four tools to assess the studied head nurses' knowledge, such as personal characteristics tool, conflict management questionnaire tool, mediation style tool, and negotiation style tool. Results: the highest percentage of studied head nurses had low knowledge of all items of conflict management content and mediation & negotiation strategies. Conclusion: The majority of studied head nurses had low knowledge with regard to conflict management content, conflict resolution strategies and mediation & negotiation styles. Recommendation: Designing and implementing an educational program about mediation and negotiation styles of conflict resolution and providing courses about conflict management should be provided periodically, to help head nurses acquainted with the new knowledge.

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