الفهرس 
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Abstract
The “Quality of Nursing Work Life” (QNWL) is a strategy that aims to sustain and improve performance through maintaining employee wellbeing. Nurses’ lives are fully influenced by the QNWL. Research shows that nurses’ QNWL is generally low due to high workload, poor staffing, and lack of autonomy, which has a negative impact on their job satisfaction and performance. Thus, improving nurses QNWL is critical for better nursing care. For this, resilience, defined as the ability to adapt effectively to the troubles that might threaten the functioning, viability, or growth, is essential as it enables them to perceive meaning in their work and to mitigate the effects their high job stress.
This study was aimed at investigating the relationship between Quality of Nursing Work Life and resilience among staff nurses. The research question for this study was what is the relationship between quality of work life and resilience among staff nurses?. It was carried out at Qalioub Specialized Hospital using a cross-sectional analytical research design. The sample consisted of 193 staff nurses working in the setting. Data were collected using a self-administered questionnaire with two tools, one measuring the staff nurse’s Quality of Nursing Work Life (QNWL), and another for resilience. The tool was validated and pilot-tested. The fieldwork lasted from the beginning of March and to the end of May 2022. All research ethics principles were complied with.
The study main findings were as follows.
Staff nurses’ age ranged between 21 and 58 years, median 32.0 years, with a majority married (79.3%), and having a diploma degree (81.9%). Their experience ranged from less than one to 37 years, median 10.0 years.
The majority of the staff nurses reported having previously attended training courses (86.5%).
Staff nurses’ QNWL was highest in the domain of work context (80.3%), and lowest in work-life/home-life domain (37.3%).
Around three-fifth of the staff nurses (60.6%) had high total QNWL.
Staff nurses’ resilience was high in all five domains, especially in the domains of family cohesion and social resources (81.9%).
Overall, more than three-fourth of the staff nurses had high total resilience (78.8%).
Statistically significant relations were found between staff nurses’ total resilience and all four dimensions and total QNWL; the percentages of staff nurses with high QNWL were higher among those with high resilience.
Statistically significant relations between staff nurses’ total QNWL and all five dimensions and total of resilience, with more staff nurses with high resilience having high QNWL.
Significant weak to moderate positive correlations were revealed between staff nurses’ scores of the four dimensions of QNWL and the five dimensions of resilience, as well as with their totals.
A statistically significant moderate positive correlation was shown between staff nurses’ total scores of QNWL and resilience (r=0.495).
In multivariate analysis:
o Staff nurses’ age was a statistically significant independent positive predictor of the QNWL score, while the experience years were a negative predictor.
o Adding resilience to the QNWL model, its score turned to be a significant independent positive predictor of the QNWL score, while the effects of age and experience years remained the same. However, this increased its r-square from 0.06 to 0.30.
o Meanwhile, the regression analysis for the resilience score did not show any statistically significant predictors.
In conclusion, staff nurses in the study settings have a high level of resilience and lower QNWL. These are positively correlated, and resilience score is a positive predictor of their QNWL score.
The study recommends more efforts from the hospital administration to improve staff nurses’ QNWL through fostering good communication and work relationships, effective leadership, better facilities and resources for work and comfort, more opportunities for career development, more participation in decision-making, improved remuneration system, and enhanced feeling of safety and security at work. The work-life/family-life dimension of QNWL needs particular attention through flexible work schedule, suitable workload, and provision of childcare and/or daycare for dependent parents. On-the-job training addressing resilience is also recommended. More interventional research is needed addressing the means of improving staff nurses’ resilience and its effects on their QNWL.