Background: Today's organizations cannot succeed without the employees' agreement to contribute to the mission and survival of their organization. Employers and employees need to agree on their contributions. The main problem faced by any organization is how to provide an environment that facilitates the development of emotional bonds between members in order to keep talented employees in the organization.

Background: The nursing work environment is complex with many variables affecting the nurses' perception and work satisfaction. The strongest predictor of nurse's job dissatisfaction and intent to leave a job is personal stress related to the practice environment. Negative work environments demoralize nurses and contribute to the development of unsafe working conditions, which are unhealthy and highly associated with nursing job dissatisfaction, low productivity, and high turnover. High nurse turnover in healthcare facilities can negatively affect the ability of hospitals to meet patient needs, provide quality care and increases both direct and indirect labor costs. Aim of Study:To explore the impact of nursing staff perception of work environment on turnover rate in hemodialysis unit.Subjects and Methods : A descriptive correlational design was utilized to collect data from A convince sample of nursing staff working in the selected unit (hemodialysis unit) during the time of data collection (from May to September 2017) at a governmental University hospital. Data was collected by using two tools:The Practice Environment Scale-Nursing Work Index (PES-NWI) questionnaire and turnover rate sheet.Results: There were no significant relation between nursing staff perception of work environment and educational level, there were a high positive relation between nurses perception of work environment and years of experience and there were dramatically increase of turnover rate over the years. Conclusion:Poor nurse work environment is the underlying factor of nursing turnover.Recommendation: Improving nurse work environment should be emphasized through policy to retain nurses in the workforce; Further research is needed to investigate the tools, guidelines and interventions used by managers in the nursing field to create healthy and welcoming working conditio ns.

Background: The environment surrounding ICU nurses has been described as fast-paced and unpredictable, and nurses' cognitive load as exceptionally heavy. Studies of interruptions and multitasking in health care are limited, and most have focused on physicians. Aim of the Study: The current study was conducted to assess the relationship between workflow interruption and the occurrence of nursing errors among the ICU nurses.

Background: Power in an organization is derived from the employee's ability to gain access to effective support, information, opportunity, and needed resources. Power enables nurses to have control over their own practice. Studies reveled that nurses who obtained power perceived high level of job satisfaction. Aim of Study: The present study aimed to assess the staff nursing perception of power and its relation to job satisfaction.

Background: Cost-benefits analysis of an accredited faculty from the perspectives faculty staff and external stakeholders is very important for maintain this status.