Background Job crafting is an example of constructive behavior in which workers aggregate resources to meet their needs and succeed at work. Individuals may change job boundaries and social relationships at their convenience to feel closer to what they consider the perfect workplace. Aim To analyze the relationship of job crafting with nurses' happiness. Method A quantitative cross-sectional study was conducted on 441 nurses from Saudi Arabia. Data were collected using an electronic questionnaire (Google Drive). This questionnaire includes demographic factors, a Job Crafting Scale (JCS), and the Oxford Happiness Questionnaire (OHQ). Ethical considerations were strictly followed in the present study. Result The results revealed that most nurses had a high level of job crafting. The overall mean score of JCS was (91.2 ± 11.8). The present results demonstrate that the overall mean happiness score was at a moderate level. The overall mean OHQ score was 3.98 ± 4.25, and there was a significant positive correlation between the OHQ score according to the increasing structural domain (r=0.246), decreasing hindering job demands (r=0.220), increasing social job resources (r=0.176), increasing challenging job demands (r=0.212), and the overall total JCS (r=0.252). This indicates that the increase in job happiness is correlated with the increase in job crafting. Conclusion Job crafting has a positive significant relation with nurses' happiness. It is the responsibility of nurse managers and educators in the healthcare industry to provide a suitable work environment, beginning with including employees in decision-making and duties through leadership empowerment and providing support programs, and activities to increase the job happiness and job crafting experienced by nurses.

Background: Since nurses come across patients from diverse cultures, cultural intelligence is reflected as an imperative competence for nurses. Pioneer healthcare organizations have a duty to enhance the professional nurses' competencies. Objective: To examine how cultural intelligence relates to nurses' perceptions of their own professional competencies. Settings: The study was carried out in in all in-patient care units at Shoubrakhit General Hospital. Subjects: All of the 460 registered nurses who met the inclusion criteria, had worked in the study's allocated settings for at least six months, and were available at the time of data collection were included. They indicated a willingness to take part in the study. Tools: two tools were used. Tool one: "the Cultural Intelligence Scale (CQS)". Tool two: "Competency Inventory for Registered Nurses (CIRN)". Results: The findings indicated that nurses have a moderate level of professional competence and cultural intelligence. Additionally, the results demonstrated a statistically significant positive correlation between educational level, nursing experience, and working units and professional competence as well as cultural intelligence. Conclusion: Cultural intelligence and professional competences have a strong positive significant association that is statistically significant positive correlation. Recommendations: training sessions should be undertaken to enhance cultural intelligence and professional nursing competencies through official and unofficial training of nurses' cognitive and behavioral skills. Hospital and nurse managersalong with all nurses should perform a cultural competence self-assessment periodically to determine own strengths and weaknesses. Nurses should be rewarded and motivated for obtaining continuous education certificates in cultural competence. Nurses should develop communication and language barriers as language is the key to accessing any cultural values, beliefs, and viewpoints. Online networking and social media can have a great influence on cultivating nurses' cultural competency and awareness and keeping them up-to-date with cultural competency concerns.