Entrepreneurial leadership, nurses' proactive work behavior, and career adaptability: a structural equation model.

BACKGROUND: Healthcare organizations with practitioners who exhibit proactive work behavior and career adaptability acquire a competitive advantage in the face of many adversities. Entrepreneurial leadership (EL) is a new leadership approach that has a huge impact on followers' behavior, although research into its theory and empirical evidence is still in its infancy. METHODS: A non-probability convenience sample methodology (n = 450) was utilized to choose study participants, who were equally dispersed among the two private hospitals in Alexandria. A cross-sectional study was carried out in all departments of the hospitals, which were chosen at random using a simple random procedure. Three validated scales were used in this study to measure the study variables and establish a structural equation model. RESULTS: The result of this study revealed that nurses perceived moderate mean scores of all variables; entrepreneurial leadership (140.84 ± 11.94), proactive work behavior (46.02 ± 5.85), and career adaptability (85.55 ± 10.35). In addition, the structured equation model revealed a goodness fit index and presents that entrepreneurial leadership significantly affects nurses' proactive work behavior with an estimated ß of 0.555, coefficient of regression C.R. of 4.006, at P value < 0.001. Also, it significantly affects career adaptability with an estimated ß of .834, a coefficient of regression C.R. of 3.491 at P value < 0.001. CONCLUSIONS: The developed structural equation model confirmed the significant impact of entrepreneurial leadership (EL) on nurses' proactive work behavior (PWB) and career adaptability (CA)". Therefore, this study offers important implications for nurse managers, staff nurses, hospital human resources management practice, and academics.

Development and Psychometric Properties of the Brain Drain Questionnaire for Nurses.

Background and Purpose: Brain drain, also known as "human capital flight," refers to the migration of employees such as nurses from developing countries to wealthier countries for better living conditions. There is a dearth of literature internationally about the determinants and factors influencing nurses' brain drain using a standardized instrument. This study aimed to assess the psychometric properties of the brain drain questionnaire (BDQ). Methods: This methodological study was conducted with 325 Egyptian nurses who were recruited to answer the BDQ. The psychometric properties were examined. Results: The final BDQ contained 59 items. The Cronbach's α, content validity index, and intraclass correlation coefficient were 0.979, 0.88, and 0.778, respectively. Confirmatory factor analysis and convergent validity also validated the BDQ. Conclusion: The BDQ has acceptable reliability and validity among nurses and the potential to be clinically useful. Future cross-validation research across sectors and nations is recommended to optimize its utility.

Clinical leadership behaviors among critical care nurses in private and governmental hospital: A cross-sectional survey.

Objectives: This study aimed to investigate clinical leadership behaviors among critical care nurses and compare the differences between nurses in private and public hospitals. Methods: A cross-sectional survey including 365 critical care nurses with a bachelor's degree in nursing science were recruited in two Egyptian hospitals (a government teaching hospital and one private hospital from January to March 2019. A socio-demographic characteristics form and the Clinical Leadership Behaviors Questionnaire (CLB-Q) were used to collect data. For comparison and analysis, the mean score was calculated and converted to a percentage value. Results: Results showed that the overall mean score of nurses' clinical leadership behaviors was 77.11 ± 11.87, the level was higher, and the highest score of the communication dimension was 91.84 ± 7.38. The mean score of nurses at a private hospital (90.48 ± 5.53) was higher than that at a government teaching hospital (68.29 ± 4.21) (P < 0.001). On nursing experience, nurses with 5-10 years had higher mean score in self-awareness, advocacy and empowerment, decision making, quality and safety, teamwork, and clinical excellence dimension of clinical leadership behavior than those who worked less than 5 years or more than 10 years (P < 0.01). Single nurses had higher mean score in advocacy and empowerment, decision making, quality and safety, and clinical excellence dimension of clinical leadership behavior than those who married (P < 0.01). Conclusions: Nurse managers should foster clinical leadership by enabling critical care nurses to practice clinical excellence and encouraging their attendance in training programs on quality and safety. Nurses in government hospitals need improvement in clinical leadership behaviors regarding all dimensions.

Crisis, ethical leadership and moral courage: Ethical climate during COVID-19.

BACKGROUND: The global COVID-19 pandemic has challenged nurse leaders in ways that one could not imagine. Along with ongoing priorities of providing high quality, cost-effective and safe care, nurse leaders are also committed to promote an ethical climate that support nurses' moral courage for sustaining excellence in patient and family care. AIM: This study is directed to develop a structure equation model of crisis, ethical leadership and nurses' moral courage: mediating effect of ethical climate during COVID-19. ETHICAL CONSIDERATION: Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University, Egypt. METHODS: A cross-sectional design was used to conduct this study using validated scales to measure the study variables. It was conducted in all units of two isolated hospitals in Damanhur, Egypt. A convenient sample of 235 nurses was recruited to be involved in this study. RESULTS: This study revealed that nurses perceived a moderate mean percent (55.49 ± 3.46) of overall crisis leadership, high mean percent (74.69 ± 6.15) of overall ethical leadership, high mean percent (72.09 ± 7.73) of their moral courage, and moderate mean percent of overall ethical climate (65.67 ± 12.04). Additionally, this study declared a strong positive statistical significant correlation between all study variables and indicated that the independent variable (crisis and ethical leadership) can predict a 0.96, 0.6, respectively, increasing in the dependent variable (nurses' moral courage) through the mediating impact of ethical climate. CONCLUSION: Nursing administrators should be conscious of the importance of crisis, ethical leadership competencies and the role of ethical climate to enhance nurses' moral courage especially during pandemic. Therefore, these findings have significant contributions that support healthcare organizations to develop strategies that provide a supportive ethical climate. Develop ethical and crisis leadership competencies in order to improve nurses' moral courage by holding meetings, workshops, and allowing open dialogue with nurses to assess their moral courage.

1,2,3-Triazole-Chalcone hybrids: Synthesis, in vitro cytotoxic activity and mechanistic investigation of apoptosis induction in multiple myeloma RPMI-8226.

A new series of 1,2,3-triazole-chalcone hybrids has been synthesized and screened in vitro against a panel of 60 human cancer cell lines according to NCI (USA) protocol. Compound 4d having 3, 4-dimethoxyphenyl chalcone moiety, the most potent derivative, inhibited the growth of RPMI-8226 and SR leukemia cell lines by 99.73% and 94.95% at 10 µM, respectively. Also, it inhibited the growth of M14 melanoma, K-562 leukemia, and MCF7 breast cancer cell lines by more than 80% at the same test concentration. 4d showed IC50 values less than 1 µM on six types of tumor cells and high selectivity index reached to 104 fold on MCF7. Compound 4d showed superior activity than methotrexate and gefitinib against the most sensitive leukemia cell lines in addition to higher or comparable activity against the rest sensitive cell lines. Flow cytometry analysis in RPMI-8226 cells revealed that compound 4d caused cell cycle arrest at G2/M phase and induced apoptosis in a dose dependant manner. Mechanistic evaluation referred this apoptosis induction to triggering mitochondrial apoptotic pathway through inducing ROS accumulation, increasing Bax/Bcl-2 ratio and activation of caspases 3, 7 and 9.

Studying some elicited verbal prosodic patterns in Egyptian specific language impaired children.

BACKGROUND: Prosody is the aspect of language that conveys emotion by changes in tone, rhythm, and emphasis during speech and the term specific language impairment (SLI) refers to children whose language development is substantially below their chronological age, despite a normal nonverbal intelligence and no obvious neurological or physiological impairments, or emotional and/or social difficulties that could impact language use. PURPOSE: To assess prosodic skills in Arabic speaking children with specific language impairment, in order to answer the question "Are SLI children dysprosodic?" And to be put in consideration while choosing and applying the training procedure hence, qualifies the rehabilitation program. METHODS: Thirty Egyptian normal children and 30 Egyptian children with specific language impairment (SLI) aged between 4 and 6 years were included in this study and were subjected to psychometric evaluation, audio logical assessment, Arabic language test, articulation test, and assessment protocol of prosody. RESULTS: Egyptian specific language impaired children have lower prosodic skills scores than control group with positive significant correlation between total language ages of specific language impaired children and total prosodic scores. CONCLUSION: Egyptian specific language impaired children have dysprosodic skills and the intervention program must include prosodic rehabilitation program in order to achieve higher improvement level.