الفهرس 
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Abstract
he Magnet framework can be used to assess organizational culture, and where needed, improve the culture. Magnet hospitals promote a favorable work environment that facilitates better patient outcomes. This study aimed to: study the relationship between magnet forces and nursing practice environment at Suez Canal University Hospitals. Subject and method: A descriptive correlational research design was used in this study. The study conducted at 30 different departments and units at Suez Canal University Hospitals that includes; Educational hospital, specialist surgery hospital and Oncology hospital. A Convenience sample of 350 nursing personnel, included; (317) staff nurses, (30) head nurses, and (3) nursing supervisors working at the hospitals during the time of the study. The current study was collected using two different tools Tool I: ”Forces of magnetism questionnaire”. Tool II ”Practice Environment Scale of the Nursing Work Index (PES-NWI) Results: 86.9 % of the studied nurses were female and 86% of them were married. 56.9% of them had diploma degree in nursing, 20.3% had technical degree, and 21.4% had baccalaureate degree in nursing. three quarter of nurses 70% had positive total scores of the main dimensions of nursing practice environment in hospital affaires, and three fifth 60% of nurses had low forces of magnetism at Suez- Canal University hospital on supportive nurse managers and supervisors. Conclusions: There was <statistically significant positive correlation between total score of all Nursing Practice Environment and total score of all forces of magnetism, there were a statistically significant relation between nurses’ experience years and forces of magnetism at Suez Canal university hospitals and also there was highly statistically significant relation between nurses’ experience years and all items of nursing practice environment except total score for staffing and resource adequacy had no statistically significant relation. Recommendations: The current study recommended that modification of hospital policies of remaining and recruiting nurses and establishing a climate of communication openness, teamwork and non-punitive response to errors.