Organizational agility and ambidextrous leadership foster flexibility, creativity, and collaboration, which are essential for preparing nurses to embrace change. This study aimed to examine the impact of organizational agility and ambidextrous leadership on nurses’ readiness for change. Using a descriptive correlational design, data were collected from 348 nurses at Al‐Rajhi and Heart Hospitals affiliated with Assiut University through validated scales on organizational agility, ambidextrous leadership, and readiness for change. Results showed that ambidextrous leadership had the strongest positive effect on nurses’ readiness for change ( β = 0.570, p < 0.001), followed by organizational agility ( β = 0.205, p < 0.001). In conclusion, this study underscores the pivotal role of ambidextrous leadership and organizational agility in enhancing nurses’ readiness for change. By fostering adaptive leadership behaviors and agile organizational practices, healthcare institutions can cultivate environments that promote innovation and facilitate effective change implementation. Therefore, strengthening these dimensions among nursing leaders is essential to sustain continuous improvement and ensure the success of healthcare reform initiatives. Training programs to enhance ambidextrous leadership skills among nurse leaders are recommended to balance exploratory and exploitative behaviors and drive readiness for change.

Background: Career plateauing is an increasingly recognized workforce challenge in nursing, associated with reduced motivation, professional growth, and retention. While organizational support and role-related factors are known to influence nurses’ work outcomes, their combined effect on career plateauing remains insufficiently explored, particularly in university hospital settings. Aim: This study aimed to examine the effect of perceived organizational support, role clarity, and role ambiguity on career plateauing among staff nurses working in university hospitals. Methods: A descriptive correlational cross-sectional design was employed. Data were collected from 210 staff nurses working in two Egyptian university hospitals using four validated instruments: a demographic data sheet, the Perceived Organizational Support Scale, the Role Clarity and Role Ambiguity Questionnaire, and the Career Plateauing Scale. Data were analyzed using Pearson correlation and univariate and multivariate linear regression analyses with SPSS version 27. Results: Most nurses reported moderate levels of organizational support (85.2%) and career plateauing (84.3%). Role ambiguity demonstrated a significant negative correlation with career plateauing (r = −0.441, p < 0.01), while organizational support and role clarity were positively associated with plateauing perceptions. Multivariate regression analysis revealed that role ambiguity was the strongest predictor of both hierarchical and job content plateauing (p < 0.001), followed by role clarity and organizational support. Conclusions: Reducing role ambiguity may alleviate perceptions of career plateauing among nurses. However, increased organizational support and role clarity alone may heighten awareness of limited advancement opportunities if not accompanied by tangible career development pathways. Nursing leaders should focus on clarifying roles while creating realistic and transparent opportunities for professional growth.

Introduction: Many newly graduated nurses left nursing careers within the first year of practice. So, the high turnover rate of new nurses exacerbates the nursing shortage and causes a serious waste of nursing education resources and the financial costs of hospitals. Aim: Determine the relationships between transition shock, resilience, and professional quality of life among newly graduated nurses. Study design: descriptive correlational research design was used. Setting: The study was conducted at Assiut University Hospitals which includes (Main, Pediatric, Women's health, Urology and Nephrology, Neurology and Psychiatric, EL- Rajhi-Liver, and Cardiology). Subject and Method: A convenient sample was used with total numbers (256) newly graduated nurses (within the first year of employment) working at mentioned hospitals. The data collected through self–administered questionnaires which includes personal characteristics data, transition shock scale, resilience scale, and professional quality of life scale. Results: There were statistical significance relation between transition shock, resilience and professional quality of life. Conclusion: There were positive correlation between resilience, and professional quality of life and negative correlation between transition shock and professional quality of life.Recommendations: Newly graduated nurses needs to learn some new self-care practices such as spending time with friends and family, exercising meditation, rest and relaxation. Actively seeking support and maintaining their work/life balance to recover or avoid transition shock, and nurse manager should provide facilitated debriefing and clinical supervision sessions to all of them.

Background: Healthcare systems contribute significantly to environmental pollution, energy consumption, and resource depletion, making sustainability an increasingly important environmental and public health priority. Nurses, as frontline healthcare professionals, play a critical role in promoting environmentally responsible practices and advocating for sustainable healthcare within clinical settings. Objective: The study aimed to examine the associations between nurses’ sustainability consciousness, green advocacy, and work grit in hospital settings. Methods: A descriptive cross-sectional correlational study was conducted among 377 nurses working in two university-affiliated hospitals in Egypt. Data were collected using validated instruments assessing sustainability consciousness, green advocacy, and work grit. Descriptive statistics were calculated to summarize participant characteristics and study variables. Associations among sustainability consciousness, green advocacy, and work grit were examined using Pearson correlation analysis. Multiple linear regression analysis was conducted to identify significant predictors of green advocacy, while noting that the study design allows for identification of associations rather than causal relationships. Results: The findings indicated generally high levels of sustainability consciousness among nurses. Significant positive associations were observed between sustainability consciousness, green advocacy, and work grit (p < 0.01). Multiple linear regression analysis identified sustainability consciousness and work grit as significant predictors of green advocacy, explaining 34.2% of its variance. Conclusions: These findings highlight the interconnected roles of sustainability awareness, advocacy behaviors, and psychological resilience in promoting environmentally sustainable healthcare practices. Strengthening nurses’ sustainability consciousness and work grit may enhance green advocacy and contribute to the development of sustainable healthcare systems, supporting global environmental and public health goals aligned with the United Nations Sustainable Development Goals.

Background: Quiet quitting has recently emerged in nursing and may negatively affect patient safety and staff morale. Purpose: To examine the effect of quiet quitting on patient safety and staff morale among nurses in two Egyptian university hospitals. Methods: A descriptive correlational study was conducted among 210 nurses from Al‐Rajhi and pediatric university hospitals using validated quiet quitting, patient safety, and staff morale scales. Data were analyzed using descriptive and inferential statistics. Results: Quiet quitting was negatively correlated with patient safety ( r = −0.747, p < 0.001) and staff morale ( r = −0.583, p < 0.001). Nurses at the Al‐Rajhi Hospital reported lower quiet quitting and higher safety and morale scores than those at the Pediatric Hospital. Conclusions: Quiet quitting was associated with lower patient safety and staff morale, emphasizing the importance of supportive leadership and organizational culture. Implications for Nursing Management: Nurse managers should identify early signs of quiet quitting and promote leadership, recognition, and professional development to sustain morale and patient safety.