Background: Soft skills are equally important as hard skills. Technical hard skills are no longer enough for head nurses to compete in this highly competitive work environment. Therefore, soft skills are of paramount importance. Research Aim: This study aimed to evaluate the impact of soft skills training programs on head nurses' performance. Research design: a quasi-experimental (onegroup pretest/posttest) research design was utilized to accomplish the aim of this study. Setting:The study was carried out in the Benha university hospitals in six General Medical Units, two General Surgical Units (Male and Female). Subject: This study included a convenience sample of n=50 head nurses. Tools: three tools used for data collection includes a structured questionnaire sheet, job performance evaluation sheet, and soft skill evaluation checklist. Results: There were highly statistically significant differences for head nurses' knowledge, job performance, and soft skills pre/post-intervention at p <0.01 for all. Conclusion: Based on the study findings, a training program about soft skills effectively improve head nurses' knowledge, job performance, and soft skills. Recommendation: Regular training programs about soft skills for nurses and nursing administrators are essential for encouraging positive nurses' skills and maintain effective health care.

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Background: Organizational agility is a conscious and weighted answer to unpredictable and continual changes in the environment, which enables hospitals to continue to grow and develop in a competitive environment. The core competency of agile organizations is to be able to operate successfully in a dynamic and changing environment to enrich job of nurses. Aim: The study aimed to assess the relation between organizational agility and job enrichment as reported by nurses. Research Design: Descriptive correlational research design was utilized. Setting: The study was conducted at Benha University Hospitals in all medical and surgical departments. Sample: The convenience sample consisted of 250 nurses who worked were randomly selected in the previously mentioned setting. Tools of data collection: Two tools were used; (I): Organizational Agility Questionnaire, (II): Job Enrichment Questionnaire. Results: The findings of this study showed that (65.2%) of nurses reported that organizational agility level was moderate and (57.2%) of nurses reported that job enrichment level was moderate. Conclusion: There was a highly statistically significant correlation between total scores of organizational agility and total job enrichment. Recommendations: Hospital administrators need to create specialized teams and offer seminars and workshops in order to attain speed, flexibility, reactivity, adaptability and group activities and participation culture among nursing staff. Nursing managers need to provide nurses a high degree of job autonomy to allow them to use their abilities to complete the assigned task and accept responsibility for their actions.

Background: Increasing the nurses work environment quality is critical in the context of global paucity of qualified nurses. Workplace satisfaction has been a major factor in motivating positive job behavior. Research Aim: evaluate the effect of quality hospital's environment on nurses' satisfaction and their compliance with safety precautions. Research design: A descriptive design was utilized. Setting: Helwan General Hospital. Subject: A convenience sample was utilized to select the study population. Tools: Four tools were used as 1 st tool predesigned questionnaire include (personal characteristics), 2 nd tool "Quality of Hospital's Environment" and 3 rd tool "Job Satisfaction scale" and 4 th tool "Compliance with safety Precautions scale". Results: (60%) of respondent nurses complied with safety precautions, regarding to the total satisfactory level of quality of hospital's environment; it clarifies that 77 % of the respondent were satisfied. Conclusions: The conclusion can be drawn from this study would be that there were satisfactory level of quality of hospital environment and job satisfaction among the respondent nurses. Nurses satisfied with their work environment were willing to comply with safety precautions. Recommendation: Improving hospital environment to maintain high job satisfaction of nurses. Enhance compliance of safety precautions through encouragement and appreciating good performance, challengeable abilities activities to remain the nurse active all the time and encouraging teamwork spirit among nurses.

Background: Nurse Leaders try to motivate their followers to construct engaged and exciting effective teams that go above and beyond the task's requirements in order to develop a high-quality, performance-oriented, committed, and attracted nursing staff. Aim: The study aimed to assess perspective of teamwork effectiveness and its relation with job attraction and organizational commitment among staff nurses. Research Design: Descriptive correlational research design was utilized. Setting: The study was conducted in Critical Care Units at Beni-Suef University Hospitals. Sample: 873 staff nurses who worked in the previously mentioned setting. Tools of data collection: Data was collected through four main tools namely (I) Personal characteristics data Sheet, (II) Team Effectiveness Questionnaire (III) Job Attraction Assessment Questionnaire, and (IV) Organizational commitment Questionnaire. Results: The findings of this study showed that about two-thirds of studied nurses (66.1%) had a high teamwork effectiveness level, more than two-thirds 68.0% of them had moderate job attraction, and more than half 58.5% of them had moderate organizational commitment level. Conclusion: It was concluded that teamwork effectiveness was positively statistically significant correlated with job attraction and organizational commitment. Recommendations: Hospital administration should conduct a training program for different levels of nurse managers to promote teamwork effectiveness in their organization.