al-juzʼ 1. Min alif ilá sīn. -- al-juzʼ 2. Min shīn ilá yāʼ.

صدر عن المركز العربي للأبحاث ودراسة السياسات كتاب "الشرعية الديمقراطية: من التعاقد إلى التواصل، هبرماس في مواجهة رولز"، ويسلط فيه مؤلفه، عبد العزيز ركح، الضوء على أنموذجين من الإتيقا العمومية، هما النظرية الليبرالية التعاقدية كما تجسدت حصرًا في أعمال جون رولز، والنظرية التداولية القائمة على أسس فلسفة التواصل وإتيقا الحوار كما يعرضها يورغن هبرماس، والمقترحان مشروعَا شرعنة سياسية للمسار الديمقراطي، مركزًا على إبراز أوجه اختلافهما وتشابههما، مفترضًا أن الخلاف الظاهر بينهما يُخفي في العمق تداخلًا وتشابهًا كبيرين؛ إذ يمكن القول إنهما (...) أنموذج واحد صيغ بطريقتين مختلفتين، نتيجة تباين البيئتين اللتين وُضِعا فيهما، واختلاف مرجعياتهما التاريخية والثقافية. (shrink)

al-Juzʼ al-awwal. Dirāsāt fī al-manṭiq wa-falsafat al-ʻulūm -- al-juzʼ al-thānī. Dirāsāt fī al-manhaj wa-al-ʻilm al-ʻArabī.

Background The nursing profession requires ethical and legal regulations to guide nurses’ performance. Ethical climate plays a part in shaping nurses’ ethical practice. Therefore, ethico-legal aspects and ethical climate contribute to improving nurses’ ethical practice and competencies with reducing medical errors in hospital settings. Objective This study examined the effect of ethico-legal aspects and ethical climate on managing safe patient care and medical errors among nurses. Materials and methods A cross-sectional correlational study was carried out on 548 nurses. Data were (...) collected through self-administered questionnaires about nurses’ knowledge in both ethical and legal aspects, ethical practice, competencies, ethical climate and experience with medical error. Results The main sources of nurses’ knowledge of ethical and legal aspects were undergraduate lectures, job experience and colleagues. Nurses’ knowledge in both ethical and legal aspects, nurses’ ethical practice and competencies were insufficient. Nurses fairly perceived their ethical climate. Also, nurses experienced medical errors about 22.6% in their units. Nurses’ knowledge of ethical and legal aspects, as well as the ethical climate were positive predictors of inadequate nurses’ ethical practice and competencies. Additionally, nurses’ knowledge in both ethical and legal aspects, ethical climate and practice had a negative influence on the occurrence of medical errors. Conclusion Enhancing nurses’ knowledge in both ethical and legal aspects as well as ethical climate could significantly influence improving nurses’ ethical practice, competencies and reducing medical errors in the study units. Therefore, planning for enhancing the nurses’ ethico-legal learning and ethical climate seems to be mandatory. (shrink)

How did life come into existence on Earth? Although many scientific theories and hypotheses have been drawn, we have not yet been able to provide a detailed answer to this fundamental question. What if intelligent computers would someday be in a condition to postulate their own evolution theory which would explain how they came into the world, how would this theory look like? And how would it stand in comparison to the humans’ theory? Let us suppose that a thousand years (...) from now, intelligent and self-aware computers who, for any reason whatsoever, had lost all contacts with humans, and had continued to self-develop and improve by themselves, slowly began to wonder about how they came into the world? These intelligent computers may eventually develop a coherent theory of evolution, which would seemingly explain their existence. How would their theory stand in comparison to our theory of evolution? Would it be less comprehensive or viable? Taking into consideration the inorganic nature of computers, their relative simplicity compared to the human body, and the closeness of their components to the surrounding inorganic environment, it would not be a surprise if their theory would be more plausible than that of the humans. So, what would this signify and mean to our scientific theories in general? (shrink)

Background Workplace silence behavior is a social collective phenomenon. It refers to nurses choosing to withhold their ideas, opinions and concerns about critical issues in their workplace. Workplace silence behavior poses a threat to organizational ethics and success. It also has adverse effects on the performance of nurses in health organizations. Underlying nursing causes of silence behaviors could be related to individual, social and organizational attributes in health care settings. Objectives The study aimed to develop a new Egyptian validation scale (...) for measuring nursing motives of workplace silence behavior and identify consequences of workplace silence behavior on nurses. Methods A cross-sectional correlational study was implemented using questionnaires on workplace silence behavior, nursing motives and nurses' consequences, collected from 332 nurses working in critical and toxicology care settings of Alexandria Main University Hospital. Results Egyptian scale was shown to be a good fit model of exploratory (36 nursing motives emerged in six dimensions with total variance of 73.3%) and confirmatory factor analysis tests (X2 = 1381.47, NNFI =0. 90, CFI = 0.91, RMSEA = 0.057). It also had high reliability tests with coefficient of alpha (0.85), Pearson (0.75) and Kendall coefficient of 0.72. High level of workplace silence behaviors showed a negative association with organizational dis-identification, fair citizenship behavior, and fair nurses' performance and declined reporting of patient adverse events. It also appeared to be in a positive association with higher levels of cynicism. Conclusion The Egyptian scale was proved to be reliable and valid for measuring the underlying nursing causes of silence behaviors in the hospital workplace. Measuring nursing motives of workplace silence behaviors will help nurse managers to reduce negative outcomes of workplace silence behaviors and improve organizational outcomes. (shrink)