Background: Artificial intelligence (AI) technology and digitalization in healthcare have advanced quickly in recent years, altering all sides of daily life and playing an expanding role in nursing education and healthcare. In order to succeed academically and utilize technology in nursing education and practice in the future, nursing students must have adequate digital health literacy. Aim of the study: This study aimed to measure the digital health-literacy levels among baccalaureate nursing students and its relation to their perception and attitudes towards the application of AI. Design: A descriptive correlational design was utilized to fulfill the aim of this study. Setting: The current study was conducted in the Faculty of Nursing, Cairo University. Sample: A convenient sample of (128) Baccalaureate nursing students who registered for the 4th academic level -1st semester of 2019/2020 academic year. Tools: Tow tools were used as follows; I. Nursing students' perspectives on artificial intelligence questionnaire and II. Self-administered Digital Health Literacy scale. Result: The majority of baccalaureate nursing students have a moderate to a high level of digital health literacy. Also, there was a higher perception among baccalaureate nursing students regarding the application of AI in nursing. Moreover, their attitudes and feeling toward AI were moderate. Conclusion: The study finding revealed that there was no statistically significant correlation between the total score of AI in nursing and the total score of digital health literacy among baccalaureate nursing students. Recommendations: Develop an innovative undergraduate curriculum that includes opportunities for students to experience digital healthcare technologies such as AI to improve their digital competency and assist learners in its entry-level nursing programs access to the necessary digital tools.

Background: Leadership style has been given importance in contemporary research because leaders are considered to be an essential part of an organization's success. Toxic nurse managers can have a detrimental impact on the organization's bottom line by increasing nurse's absenteeism, creating job dissatisfaction and unnecessary job stress, resulting in high staff turnover and counterproductive work behaviors (CWB). Aim: The present study aimed to examine toxic leadership of nurse mangers and its relation to counterproductive work behaviors and intention to quit from the perspective of staff nurses. Design: A descriptive, correlational and comparative design was utilized to fulfill the aim of this study. Sample: A convenient sample (n=190) of staff nurses who agreed to participate in the study were included. Setting: The current study was conducted in two different selected sectors at Cairo governate. Tool: Three tools were used I. Toxic Leadership Behaviors of Nurse Managers (ToxBH-NM) Questionnaire; II. Counterproductive Work Behaviors Questionnaire (CWBs) and III. Nurses' intention to quit Questionnaire (NITQ). The results: The study revealed that, the majority (73.6%, 63.1 respectively) of staff nurses perceived a low level of overall nurse manger toxic leadership at both Hospitals. While only (14.9%, 15.5% respectively) of them perceived a high level of overall nurse manger toxic leadership at both Hospitals. Moreover, (100%) of staff nurses perceived a low level of overall Counterproductive Work Behavior at private Hospitals compared to (40.8%) of staff nurses perceived moderate level of overall Counterproductive Work Behavior at public Hospitals. Furthermore, (51.7%, 48.3% respectively) of staff nurses had low to moderate intention to quite level at private Hospitals compared to (33.0 %,514% respectively) of staff nurses had low to moderate intention to quite level at public Hospitals. While, only (15.6%) of staff nurses had low intention to quite level at public Hospitals. In addition, there was a statistically positive significantly correlation between total staff nurses perceived toxic leadership with their Counterproductive Work Behavior (r = 0.250& p= 0.02) at private hospital. While, there was a statistically positive significant correlation between total staff nurses' perceptions of toxic leadership with their intention to quit (r=0.352** and p= 0. 000*) at public hospital. Conclusion: Overall, the study concluded that, the majority of staff nurses perceived a low level of nurse manger toxic leadership at both private and public hospitals. All staff nurses perceived a low level of overall Counterproductive Work Behavior (CWB) at private hospital compared to around half of staff nurses perceived moderate level of CWB at public hospital. Around half of staff nurses had low to moderate level of intention to quite at both private and public hospitals. Also, there was a highly positive statistically significant correlation between staff nurses' perception of nurse managers' toxic leadership, with their Co...

Background: Climate change and environmental degradation are the "major threat" to the health care system in this century. Nurses oversee caring for patients who are suffering from diseases caused by climate change and environmentally irresponsible practices that degrade environments and contribute to climate change. Therefore, nurses must recognize this threat and participate in initiatives that encourage mitigation strategies. Aim of the study: To examine staff nurses' perceptions regarding climate change and its relation to environmental sustainability practice. Design: A descriptive correlational research design was used to achieve the aim of the current study. Sample: A convenient sample (n=150) of staff nurses who agreed to participate in the current study. Setting: The current study was conducted at one of the Egyptian Cairo University hospitals. Tools: Two questionnaires were used as follows; I. Nurses ' perception toward climate change and II. Nurse`s perception toward environmental sustainability. Results: Nearly half (47.06%) of staff nurses' perceived climate change in Egypt. While around half (50.40%) of staff nurses perceived all dimensions of environmental sustainability practice. Moreover, there was a highly statistically significant positive correlation at (p-0.0001, r-0.42) between total nurses' perceptions about climate change and environmental sustainability practice in nursing. Conclusion: There was a highly statistically positive correlation between nurses' perceptions concerning climate change and sustainability practice in nursing. Recommendation: Nurse Managers should establish strategies to encourage environmental sustainability in the workplace. In addition, create support policies and practice aimed at reducing healthcare waste and related emissions and development of educational strategies to make nurses more aware of the importance of sustainability in nursing practice to mitigate the impact of climate change.

Background:The acquisition of quality clinical experience within a supportive clinical learning environment is a significant concern for educational institutions. The importance of clinical practice can't be overemphasizing as it prepares practitioners. Learning in the clinical practice is an important aspect of nursing education considering the fact that nursing profession is based on practice. Aim: The present study aimed to assess the intern nurse students' satisfaction with clinical learning environment in different clinical training areas at Cairo University Hospitals. Design: A descriptive research design was utilized to achieve the aim of the study. Sample: A purposeful sample that included all INs (427) who met the inclusion agree to give informed consent to participate; registered the internship year at Faculty of Nursing -Cairo University at academic year 2018/2019; and attended all clinical training period. Setting: This study was conducted at different clinical training areas of INs who registered their internship year in faculty of Nursing -Cairo University at Cairo University Hospitals as follow; 1) administration area; 2) surgery and emergency area; 3) critical care area; 4) obstetrics and gynecology area; 5) pediatric area; and 6) choice area (stork unit). Tool: One tool was used "Intern nurse students' satisfaction with clinical learning environment questionnaire". Conclusion: Overall, the study concluded that, there was a significant unsatisfactory level in the overall total mean percentages of INs` satisfaction with CLE at clinical training areas. Recommendation: This study recommended the following; make periodic evaluation for all INs` clinical training areas to detect early weakness points and holding periodic meetings with the medical and nursing directors of clinical training areas at Cairo University Hospitals that to identify the weaknesses points about students` training and work to solve it to improve the training period for INs.

Background: Ethical leadership lead to positive effects such as increased organizational pride among staff nurses who work with ethical leaders so they do their best to ensure the success of their healthcare organizations. Aim: Assess ethical leadership educational program for head nurses and its influence on staff nurses' organizational pride. Research Design: A quasi-experimental research design was utilized in this study. Setting: The study was conducted in inpatient units at Benha University hospitals. Sample: included all available (35) head nurses, as well as a simple random sample (320) out from (1600) staff nurses. Tools of data collection: Three tools were utilized for data collection namely; Ethical Leadership scale, Ethical Leadership knowledge and organizational Pride questionnaire. Results: Minority 66% of head nurses had good knowledge level at the preprogram phase while it increased to 82.5% & 79.3% at post program and follow up phases, respectively, while only 21% of them had high ethical leadership skills level at preprogram phase, which increased to most of them 87% & 83% at post program and follow phases respectively. Also, while 11% of staff nurses had a high organizational pride level at preprogram phase, it was increased to most of them 70%&69.5% at the post program phase and follow phase, respectively. Conclusion: There was a highly positive statistical significant correlation between head nurses' ethical leadership knowledge, skills and staff nurses' organizational pride at post and follow up program phases. Recommendations: Hospital administration should conduct the ethical leadership educational program for different levels of nurse managers to promote the ethical leadership in their organization.