Background: Mental disorder is extremely common globally and integration of mental health in primary health services represents a critical gap especially in low- and middle-income Countries like Egypt. The World Health Organization has repeatedly called for effective training and support of primary care providers in the identification and treatment of mental health problems over the last decades.Methods: This paper aimed to evaluate attitudes and knowledge of health care providers toward mentally ill patients and measure knowledge and retention of training messages over time. A 3-day mental health training workshop for nurses of public health facilities in the Governorate of Port Said was organized. Pre-training and post-training questionnaires (immediately after the workshop and 3 months later) were used. Significance of gain in scores was examined between baseline and following cross sectional rounds.Results: The 73 participants in the study revealed a statistically significant improvement in knowledge and attitude toward mental health from the baseline (pre-training), from a general mean score for desirable answers of 10.5 (± 1.2) to 21.2 (± 0.6). However, results slightly declined three months after from the workshop (18.5 (± 0.6)).Conclusions: Intensive short-term training on mental illness could be instrumental in improving knowledge and attitudes in countries like Egypt with extensive needs in terms of quality of comprehensive healthcare at primary and secondary level. However, additional evidence is needed to improve retention of information over time and to translate knowledge into clinical practice.

One of major challenge in a sustainable growth, which organizations face is a slow adoption of the digital transformation. This research work presents the reasons that lead to the slow digitization process in medical device SMEs in southern Germany. In addition, by developing the conceptual model, this work highlights the effect of these improper implementations on SME's business performances and financial situation. The researchers applied correlational research design methodology, with simple random sampling techniques along with empirical and statistical study with primary data collection. The main study variables are SME’s financial situation, SMEs organizational performance, and medical digitization rules. The study demonstrated the negative impact of delayed digital mechanisms in terms of businesses and financial performances.The extra transparency restrictions that add burdens for SMEs, and the lack of training for the employees, which in overall add more difficulties for adopting innovation and digital transformation are other factors negatively affecting the studied process.

Employees from diverse backgrounds have been claimed to perform better; nevertheless, this link has been studied sparingly in the Egyptian setting. This paper addresses this gap by experimentally analyzing the link between employee performance and gender, educational background, and ethnic background. To investigate this link, a usable model was created, and data was collected from 269 academic staff members at private Egyptian institutions. PLS analysis was used, and the result revealed that educational and ethnic backgrounds have a positive effect on employees’ job performance whereas, the impact of gender background on employee’s job performance was found to be insignificant. Furthermore, the research findings disclose that the education and ethnic background of the employees mediates the relationship between employees’ job performance and gender diversity. Future research is yet to validate these results.

Purpose: The purpose of this study is to show that talent management (TM) is an influential tool for law firms to gain a competitive advantage, develop competencies and sustain service quality (SQ), which is crucial to their success. Study design/methodology/approach: A quantitative non-experimental research method was used to evaluate the relationship between TM and SQ components in law firms, focusing on a designed model of correlations to explore some aspects of the relationship between TM and SQ components. Findings: The findings from correlation and multiple regression analysis show that not all the selected components of TM have a significant relationship with the SQ components. In the study, performance management and compensation components of TM indicate a low correlation with SQ components. Ongoing performance, assessment and concurrent training programs also serve to improve SQ and enhance the overall effectiveness of TM. Study shows that law firms need to develop strategies and constantly compile data on employees and job positions for consistent TM and development. Originality/value: The study evaluates a vital aspect of the linkages between TM and SQ components. It suggests ways of improving program effectiveness, employees' overall performance, and retention of the best talent in legal organisations.

A growing body of literature explores the underlying mechanisms and processes that enable servant leadership to impact organizational performance, engagement, and outcomes positively. This research assesses the mediation role of leader-member exchange between servant leadership and job satisfaction among employees in Kuwait's universities. The study utilized a closed-ended survey that was distributed to 240 workers, with 205 valid responses received from employees working in two private higher education sectors in Kuwait. using Partial Least Squares-Structural Equation Modelling (PLS-SEM) was used for data analysis. The outcomes of the study demonstrated strong backing for the beneficial influence of servant leadership on leader-member exchange and job satisfaction. Furthermore, a positive correlation was established between leader-member exchange and job satisfaction among employees employed in Kuwait's private higher education sector. Moreover, the results partially validated the mediating effect of leader-member exchange in the relationship between servant leadership and employee job satisfaction. These results underscore the significance of integrating servant leadership principles into leadership approaches within this sector to improve employee satisfaction and overall organizational achievement.