Context: Toxic leadership becomes a real problem in nursing administration. Its toxicity harms the nursing staff's progress and creates a challenging work environment full of struggles that, in turn, produce adverse outcomes on the nursing staff's commitment toward the organization. Aim: This study envisioned to compare toxic leadership among intensive care nursing staff at Tanta University Hospital and El Menshawy hospital and assess its relation to their conflict management style used and organizational commitment at the two hospitals. Methods: A descriptive, comparative, via cross-sectional research design was applied. All intensive care units at Tanta University Hospitals and El-Menshawy General Hospital were included. All available nurses (n=544) at Tanta University hospitals' ICUs (n=301) and El-Menshawy hospital's ICUs (n=243) was incorporated. Toxic leadership, conflict management styles assessment, and organizational commitment scales were utilized to achieve this study's aim. Results: The nursing staff perceived that their leaders had high 10.6%, 11.5%, and moderate 12%, 11.9% overall toxic leadership levels at Tanta University Hospitals, and Elmenshawy Hospital, respectively. 43.9% of the nursing staff had a high level of using compromising style to manage conflict with their supervisors at Tanta University hospitals contrasted to 36.6% using competing style at El Menshawy hospital. 78.4% of the nursing staff had a low level of overall organizational commitment at Tanta University hospital's ICUs compared to 63% at El-Menshawy General hospital's ICUs. Conclusion: Toxic leadership affected the nursing staff's choice of conflict management style used when handling conflict with toxic leaders at two hospitals and had a negative effect on affective and normative dimensions of organizational commitment in both hospitals. Therefore, improving leadership experiences is necessary by conducting a leadership development program to meet the nursing staff's expectations and improve their commitment. Also, adjusting the hospital's policies is vital to permit nursing staffs' involvement in leadership evaluation as a mean for early detection of leaders' toxic behaviors.

Context: Professionalism is an essential ingredient in the nursing profession that begins during the foundational educational program when the student nurses learn the knowledge, skills, and attitudes and continue during their practices in the real world. Aim: This research aimed to assess the main attributes of professionalism among undergraduates nursing students and nurses. Methods: This study utilized a descriptive comparative correlational design. The current study was conducted in the faculty of nursing, as well as in Intensive Care Units, Neonatal Intensive Care Units, Cardiac Care Units, and Neurology Intensive Care Units at Tanta University Hospital. Subjects. The sample consisted of (897) nursing students and (149) nurses. The data collection’s tool was the nursing professionalism attributes' questionnaire that was developed by the authors. It contains three dimensions, including; professional identity (12 statements), professional ethics (12 statements), and professional behaviors (16 statements). Results: This study suggested that the undergraduate nursing students perceived the high mean score in all professionalism attributes more than the practicing nurses did. Conclusion: This study concluded that the development of professionalism in nursing is an essential feature of the nursing profession and practice. The nurse students were high in areas of patients and colleagues’ rights, obeying orders, commitment and collaboration, physical appearance, continuing education, and caring of the patient. While the nurses had very low scores in membership in the nursing association, autonomy, and research areas, this study recommended the encouragement of nurses and students' participation in scientific research activities, including; membership in professional organizations or associations, attending nursing conferences/workshops/symposium as a producer or consumer, and fellowship.

Background: Job stress and presenteeism are perplexing issues in the nursing profession during the crisis of COVID-19 pandemic that must receive increasing attention. Aim: It aimed to assess the job stress and presenteeism prevalence, as well as verify the association between two concepts among nursing staff during the outbreak of coronavirus disease 2019. Design: It utilized a descriptive, correlational design. Setting: It was conducted in the Main Tanta University and Emergency Hospitals. Subjects: All nursing staff ( 503), who had a Diploma, Bachelor of Sciences, or Master of Sciences in nursing. Tools: The questionnaire involved nursing staff's demographic data, the adapted Extended Nursing Stress Scale, the Presenteeism Prevalence Questionnaire, and the Stanford Presenteeism Scale. Results: The organizational factors were the dominant reasons for presenteeism among nursing staff rather than the personal factors. Workload, inadequate emotional preparation, death and dying, and conflict with supervisors were the most prominent factors for causing stress. Furthermore, there was a positive correlation between job stress factors and nursing staff's perception of presenteeism. Conclusion: Presenteeism behavior is evidence for organizational risk-taking behavior with diverse implications in the nursing profession, in which the nursing staff perceived a high level of job stress associated with a high prevalence of presenteeism behavior during the coronavirus pandemic. Recommendations: Develop a policy and practices with more guidelines to avoid the vagueness regarding what nursing staff should do while sick. Moreover, promoting the coping strategies and conflict resolution for managing job stress among nursing staff to reduce presenteeism behavior.

Background: Negotiation skills are qualities that allow two or more parties to reach a compromise. It includes abilities such as communication, persuasion, planning, and cooperating. Head nurse who understand the basic principles and skills of negotiation will be ready to deal successfully with conflicting situations and become strong negotiators. Aim: Determine effect of educational program on head nurses' negotiation skills for resolution of conflict among nurses in intensive care units. Method: Include all ICUs of Tanta University Main Hospitals and Emergency Hospital. Subjects: All (N=35) head nurses and nurses (N=300). Tools: Tool I: Head nurses knowledge about negotiation skills for resolution of conflict among nurses' questionnaire. Tool II: Existence of conflict among ICU nurses' questionnaire. Tool III: Head nurses self-assessment about practice of negotiation for resolution of conflict among nurses. Results: High percent (76.3%) of ICU nurses existed high level and 13.7% and 10.0% had moderate and low levels of conflict respectively. Preprogram head nurses 74.3% showed poor level of total knowledge about negotiation skills, changed to 82.9% of them showed good level of knowledge post program. Head nurses 25.7% showed satisfactory level preprogram significantly changed to 88.6% at satisfactory level of total practice of negotiation skills for resolution of conflict among ICU nurses post program. Conclusion: Head nurses knowledge and practice about negotiation skills for resolution of conflict among ICU nurses were at low level at Tanta University Main Hospital and Emergency Hospital. Head nurses knowledge and practice improved significantly after attendance of program sessions. Recommendation: Conduct periodical training programs, workshops and seminars for head nurses to refresh their knowledge, and practice of negotiation skills for resolution of ICU nurses conflict.

Background: Head nurses play a vital role in supporting staff nurses in carrying out their duties. Staff nurses' creativity is a pivotal in promoting health and wellbeing of patients.So, they need strong support from head nurses to facilitate their creativity. Aim: This study aimed to assess the staff nurses' perception of head nurses' support for their creativity.