A high quality of work life (QWL) is essential and critical for hospitals to attract new nurses and retain qualified and motivated workforce. Consequently, hospitals are seeking ways to address the issues of recruitment and retention by achieving a high QWL. The aim of this study was to assess quality of work life as perceived by staff nurses and its relation to their turnover intention at critical care units. A descriptive correlational design was utilized. The study was conducted at 5 critical care units in Minia university Hospital. A convenience sample of (80) staff nurses working in critical care units was used. Two tools were utilized; first tool was a modified Quality of Nursing Work Life (QWL) Questionnaire and the second tool was turnover intention questionnaire. The findings of study indicated that (71.3%) of participants reported that they had average level of quality of working life and as for turnover intention among participants, (75%) of them had the intention to leave the hospital. Finally, a significant negative correlation was found between Quality of work life as perceived by staff nurses and their turnover intention at critical care unit. The study concluded that it is important to promote and maintain quality of work life of nurses for increasing productivity, reducing turnover and improving quality of care. The study recommended that Hospital administrators might be able to improve the level of QWL by increasing nurses' satisfaction with job security professional recognition, work conditions, work schedule, workload and nursing staffing.

Creating an ethical climate in organizations results in better psychological well-being, the performance of employees, job satisfaction, and organizational productivity. The study aimed to examine the nurse's perceived ethical climate, psychological well-being, and job satisfaction following the Covid-19 outbreak. Design: Crosssectional study design. Sample and Setting: A convenient sample was used in the current study, which included all staff nurses (199 nurses) who work in isolation hospitals (Minia psychiatric mental health hospital (59 nurses) and Minia health insurance hospital (140 nurses). Tools: three tools were utilization, tool (1) Hospital Ethical Climate questionnaire, tool (2): psychological well-being scale, and tool (3): job satisfaction questionnaire. Results: the majority of nurses have a satisfactory ethical climate. More than half of the study sample has moderate job satisfaction and positive correlation between hospital ethical climate and psychological well-being and job satisfaction. Conclusion: moderate positive correlation between hospital ethical climate with psychological wellbeing and job satisfaction. Recommendations: Further studies are needed to clear indicators such as personal and clinical data that influence hospital ethical climate, psychological well-being, and job satisfaction among nurses.