Background: Emotional intelligence is a social skill that controls stress and influences nurse's ability to cope with the demands and environmental pressures. It can enhance professional skills in health care providers. Aim: Assess the relation between emotional intelligence and coping strategies with occupational stress among nurses. Design: A descriptive correlational research design was used in this study. Setting: The study was conducted in all Critical Care Units at Benha University Hospital. Subjects: Convenient sample consisting of ( 224) nurses with at least one year of experience at time of study. Tools of data collection: Two tools were used: I) Emotional Intelligence Questionnaire. II) The Coping and Adaptation Processing Scale. Results: Majority (92.9%) of studied nurses had high level of emotional intelligence and more than half (58%) of nurses had high level of coping strategies with occupational stress. Conclusion: There was statistically significant positive correlation between total level of emotional intelligence and total of coping strategies level with occupational stress. Recommendation: Conducting in service training and education programs as needed for nurses periodically to increase their emotional intelligence abilities and urgently use coping strategies to manage occupational stress.

No abstract

No abstract

Organizational excellence is a challenge that can be met through human resources management, which aids educational organizations in enhancing and increasing their capacity for productivity and competitiveness in their field. The study aimed to assess organizational excellence and its relation to human resources management as perceived by academic teaching staff. Design: A descriptive correlational design was utilized. Setting: The study was conducted in all academic departments at the Faculty of Nursing, Benha University. Subjects: Included all available academic teaching staff 103 in all academic departments at the Faculty of Nursing, Benha University. Two tools were used for data collection: Organizational Excellence Questionnaire, Human Resources Management Questionnaire. Results: Showed that the majority (91.3%) of the academic teaching staff perceived high level of organizational excellence and the most (82.5%) of them perceived high level of human resources management. Conclusion: The study concluded that, there was highly statistically significant positive correlation between total organizational excellence and total human resources management as perceived by the academic teaching staff. The study recommended that the Faculty administration should intensify the training of the academic staff on the standards of excellence management through seminars, workshops and forums. In addition to, providing continuous feedback individually to the academic teaching staff for identifying their strengths and weakness in the performance.

Background: Head nurses' Innovative work behaviors are seen as a strategic foundation since organizations must cope with increasing complexity and rapid change to have a place in ever challenging environments. In these contexts, organizations with climate conductive to innovate will be able to cope with challenges faster and get better opportunities. Aim of the study: To determine the relation between organizational climate, head nurses' innovative work behaviors and organizational innovativeness. And, to explore the role of organizational innovativeness as a mediating variable. Subjects and Methods: Research design: Descriptive correlational design. Setting: The study was executed in all inpatient medical, surgical, and intensive care units at Zagazig University Hospitals. Subject: convenient sample of head nurses who matched inclusion criteria n=288. Tools of data collection: Three tools were used for data collection as follows; Organizational Climate Questionnaire, Innovative Work Behavior Scale, and Organizational Innovativeness Questionnaire. Results: Total levels of organizational climate and head nurses' innovative work behaviors were high, while the total level of organizational innovativeness was moderate as reported by head nurses. There was positive statistically significant relation between the total level of organizational climate and the total level of head nurses' innovative work behaviors. Regarding organizational innovativeness, there were highly positive statistically significant relations with the total levels of organizational climate, and head nurses' innovative work behaviors. Conclusion: Organizational climate positively related to head-nurses' innovative work behaviors and organizational innovativeness partially mediated the relation between them. Recommendations: Maintaining hospital innovative and open to change environment to foster a positive working climate which enhances innovative work behaviors of head nurses.