Background Vaccine hesitancy poses serious challenges for achieving coverage for population immunity. It is necessary to achieve high COVID‐19 vaccination acceptance rates and medical students’ coverage as future health care providers. The study aimed to explore the level of COVID‐19 vaccine hesitancy and determine the factors and barriers that may affect vaccination decision‐making. Methods A cross‐sectional study was carried out among medical students in Tanta and Kafrelsheikh Universities, Egypt. Data collection was done via an online questionnaire during January 2021 from 2133 students. Results The majority of the participant students (90.5%) perceived the importance of the COVID‐19 vaccine, 46% had vaccination hesitancy, and an equal percentage (6%) either definitely accepted or refused the vaccine. Most of the students had concerns regarding the vaccine's adverse effects (96.8%) and ineffectiveness (93.2%). The most confirmed barriers of COVID‐19 vaccination were deficient data regarding the vaccine's adverse effects (potential 74.17% and unknown 56.31%) and insufficient information regarding the vaccine itself (72.76%). Conclusion The government, health authority decision‐makers, medical experts, and universities in Egypt need to work together and make efforts to reduce hesitancy and raise awareness about vaccinations, consequently improving the acceptance of COVID‐19 vaccines.

Background: Egypt has a shortage of physicians despite thousands of medical students graduating annually. Aims: This study aimed to explore the reasons for Egyptian medical students and young physicians wanting to emigrate. Methods: This cross-sectional study, conducted from February to April 2019, included 711 fifth- and sixth-year medical students and 174 residents from two medical faculties in Egypt, Tanta and Kafrelshiekh. A questionnaire was used to collect data on sociodemographic factors, desire to emigrate and motives for wanting to emigrate. Results: Most participant (89.4%) wanted to emigrate, and thought their salary was not compatible with their working hours or risks. About half the participants (52.8%) worked part-time in private hospitals. Only 4.9% of participants felt appreciated by the country. Most participants (75.9%) were not satisfied with their relationship with patients and 40.2% were not satisfied with their relationship with colleagues. Verbal abuse was reported by 55.5% of participants and physical assaults by 35.4%. Most participants who wanted to emigrate (85.1%) said they would change their minds if improvements were made in the health sector. Residents generally had less negative attitudes to workplace and professional factors than students. Conclusion: Physicians emigrate to seek better work and financial incentives. A retention policy needs to be developed to prevent Egyptian physicians from emigrating

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BackgroundPositive work practice environment is the corner stone for control and relieving of work to family con ict (WFC).Objectives o determine the prevalence of work to family con ict and to study the relation between work to family con icts and work environment characteristics among full-time female employees at Tanta University Medical Campus. MethodsA cross sectional study was carried among female employees working in the ve Faculties that present at Tanta University Medical Campus. A total of 442 female workers were recruited. Data were collected using a self-administered questionnaire including personal characteristics, work related data and home responsibilities. Job characteristics scales, work to family and family to work spillovers scales were used to study their correlation. ResultsParticipants' mean age was 39.87 ± 10.07 years. Signi cant positive correlation was detected between; skills discretion and both of positive work to family and family to work spillovers (r= 0.361, r= 0.288, P=0. 0.001 respectively), similar relations were reported regarding decision authority, coworkers support and supervisors support. The negative work to family and family to work spillovers signi cantly increased by increasing in work demands (r= 0. 0.315, r= 0.218, P=0. 0.001 respectively). Signi cant and negative correlations were found between each of skills discretion & supervisors support scales and the negative impact of family to work spillover (r= -0.130; P= 0.006, r= -0.167; P= 0.001, respectively). ConclusionPositive work practices environment is a signi cant determinant to prevent and control work to family con ict.