Background: Job crafting can be considered as proactive behaviour from nurses to initiate changes in their job demands and resources to make their jobs more meaningful, satisfying and engaging in more productive behaviour. Aim of the study: Identify relation between job crafting, nurses' job satisfaction and counterproductive work behaviors Research design: A descriptive correlational study design was utilized in the present research. Sample: All the available nurses (390) were recruited in the current study. Setting: Tanta University Hospitals in intensive care units (ICUs). Tools: Three tools were used for data collection: Job Crafting Scale, Nurses' Job Satisfaction Scale and Counterproductive Work Behavior Questionnaire. Results: The majority of nurses had low level of job crafting, job satisfaction and counterproductive work behavior. Moreover there is negative significant correlation between job satisfaction and counterproductive work behavior. Conclusion: Job crafting has positive significant relation with nurses' job satisfaction and negative significant relation with counterproductive work behavior. Recommendation: Designing job crafting training programs and workshops about opportunities and techniques of job crafting behaviors.

Background: Talented nurses create differential value and make contributions to their hospitals and through good supervision nurses taking responsibility for developing and maintaining their talents in the work practices. Aim of the study: explore the relation between abusive and coaching supervision and nurses ' talent. Research design: Descriptive correlational research design was applied to achieve the aim of the present study. Sample: All ( 410) nurses working at Tanta University Main Hospital. Setting: Tanta University Main Hospital. Tools: Three Structured Questionnaire were used for data collection: Nurses' Perception of Abusive Supervision, Nurses' Perception of Coaching Supervision, and Nurses , Talent Assessment. Results: Majority of nurses had low perception levels to overall abusive supervision. More than half of nurses had high perception levels of overall coaching supervision and most of them had high levels of overall nurses ' talent. Conclusion: There was negative significant correlation between abusive supervision and nurses ' talent, while there was positive significant correlation between coaching supervision and nurses ' talent. Recommendations:The hospital administration should provide supervisors with adequate, regular and timely feedback about both strength and weakness points in their supervision. Nurse supervisors enhance the talented nurses to reach high-talent level by continuous and focused practice and training courses.

Background: Paternalistic leadership is a style of leadership in which the leader merges strict discipline with the empathy of a paternal figure and moral character in a personalized climate to enable nurses perform more effectively and efficiently and help them reduce cynical behaviour toward the hospital. Aim of the study: Compare influence of head nurses' paternalistic leadership on hospital cynicism and job performance among intensive care nurses at Tanta Main University Hospitals and EL-Mehalla General Hospital. Subjects and Method: Research design: A descriptive, comparative, via cross-sectional research design was used. Subjects: Available nurses working at Tanta Main University Hospitals' ICUs (n=295) and EL-Mehalla General Hospital (n=301). Tools: Three tools were used for data collection: Paternalistic Leadership Scale, Organizational Cynicism Scale and Nurses' job Performance Observational Checklist. Results: The majority of nurses perceived a high level of paternalistic leadership from the head nurses at Tanta Main Hospital compared to the minority of nurses at El-Mahalla General Hospital. The majority of nurses perceived a low level of hospital cynicism at Tanta Main Hospital, while above half of nurses perceived a moderate level at El-Mahalla General Hospital. The majority of nurses at Tanta Main Hospital had a satisfactory level of job performance contrary to slightly more than half of nurses at El-Mahalla GeneralHospital. Conclusion: There was a significant influence of head nurses' paternalistic leadership on hospital cynicism at both setting (Tanta Main and El-Mahalla General Hospital). Also, head nurses' paternalistic leadership affects nurses' job performance at Tanta Main Hospital. However, there was no relation between head nurses' paternalistic leadership and nurses' job performance at El-Mahalla General Hospital. Recommendation:Develop training program for head nurses to improve leadership practices in order to reduce cynicism and improve staff performance.

Background: Nursing students' engagement is an enhancing strategy that helps them to remain within their education, and consequently the profession. Therefore, it is vital to work further as lecturers in nurturing teaching competence, to improve nursing students' skills to become highly engaged learners. Aim of the study: Assess lecturer' teaching competence and nursing students' engagement in the use of on-line learning. Subjects and Method: Research design: A descriptive, correlational design was utilized. Subjects: The nursing students recruited by proportionate stratified random sampling. This study included 943 nursing students from four academic years. Tools: Two tools were used for data collection: Teaching Competence Questionnaire and Nursing students' Engagement Questionnaire. Results: More than half of nursing student perceived lecturer' teaching competence as high especially for planning, result, anddevelopment,respectively. Also,more than half of them had high level of engagement. Conclusion: Lecturer' teaching competence affect nursing students' engagement where there was a statistically highly significant positive correlation between overall lecturers' teaching competence and overall nursing students' engagement. Recommendation: Periodic regular educational on-the-job training program needed for lecturers regarding the use of different teaching strategies, evidence-based teaching practices, educational technologies, on-line testing and multiple assessment designs.

Background: Maintaining stability for intensive care nurses is crucial to confirm the quality of care. Thriving is an essential component of sustainable development for nurses as well as organizations and job embeddedness is a key factor for nurses to thrive in the workplace. Aim of the study: Explore the relation between intensive care nurses' job embeddedness and workplace thriving. Method: Design: A correlational design was utilized. Subjects: The study's subjects consisted of all (183) intensive care nurses Tools: Two tools were used for data collection, Intensive Care Nurses' Job Embeddedness Questionnaire and Intensive Care Nurses' Workplace Thriving Questionnaire. Results: The results showed that 69.4% of intensive care nurses had a low level and around one quarter (24%) had a moderate level of total job embeddedness. 54.1 of intensive care nurses had a moderate level, and 25.1% had a low level regarding the total workplace thriving. Conclusion: Intensive care nurses' had a low level of both job embeddedness and workplace thriving. There was a highly statistically significant correlation between total intensive care nurses' job embeddedness and their total workplace thriving. Recommendations: The hospital managers develop strategies to enhance nurses' embeddedness and their workplace thriving by providing career opportunities within the hospital, involving them in decision-making and mentoring programs for newly hired nurses.