الفهرس 
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Abstract
Nurses spend several hours each day at work; hence, work life quality and organizational commitment are two critical components for this staff, and discontent with these concerns has an impact on their other roles at home and in the community. With the rise in nursing shortages, absenteeism, and turnover, organizational commitment is critical for nurse retention. Regularly assessing QWL can provide employers with valuable information on their employees’ well-being, including job satisfaction, overall well-being, work-related stress, and the homework interface. So; increasing employee happiness and satisfaction by focusing on QWL might result in manifold benefits.
As a result, nursing leaders must be equipped with the information necessary to contribute to making a workplace that attracts new nurses, retains existing nurses, and searches for ways to reengineer the healthcare system, particularly by providing a supportive environment that encourages employee empowerment, job satisfaction, and commitment.
Aim of the study:
The aim of the current study was to assess the relation between quality of Nursing work life and organizational commitment among staff nurses.
Research questions:
1) What are nurses’ levels about quality of Nursing work life?
2) What are the levels of nurses about organizational commitment?
3) Is there a relation between quality of nursing work life and organizational commitment?
Research design
The current study used a descriptive cross-section research design to attain its goal.
Setting
The study was conducted in Chest Diseases Hospital, at Kuwait.
Subjects
A representative sample 30% of total staff nurses working at Chest Diseases Hospital, at Kuwait. The study subjects were selected randomly from all units and departments. Total number of subjects was 193 staff nurses.
Data Collection Tool
Two tools were used for the data gather.
Tool (I) it was included two parts as follows:
Part I: a personal data sheet was included with the instrument to collect information from the nurses on staff. Age, gender, nationality, education level, years of nursing experience, years of experience in current department, and unit were all included.
Part II: Brook’s Quality of Nursing Work Life Survey: This tool was developed by Brooks and Anderson (2005) to assess the Quality of nursing work life. The tool contains 42 statements about nursing work life, divided into 4 dimensions as: Work life, Work Design, Work context, and Work World. The response for each item was measured on a five-point scale: ranged from ”strongly agree=5,” to ”strongly disagree=1.” The scoring system of total quality of nursing work life was from 42 to 210.
Tool ІІ: The Organizational Commitment of the Staff Nurses Questionnaire:
Meyer et al. (1993) developed this instrument to assess organizational commitment. It consists of 18 measures separated into three organizational commitment factors (affective, continuance, and normative). Each question was evaluated on a five-point Likert scale, with 1 indicating severe disagreement and 5 indicating strong agreement. The scoring system included a range of 18 to 90 points.
Data Collection Procedure
• To conduct the study, the researcher has firstly the approvals from administrative authorities.
• After explaining the purpose and process of data collection, the researcher administered and supervised the tools with the help of the chief nurse for each department.
• Participants were given time from 20 to 30 minutes to complete all of the tools. They were free to talk to the researcher about anything that needed to be clarified.
• The data was collected from staff nurses at Kuwait’s Chest Diseases Hospital over the course of six months, from the beginning of December 2018 to the beginning of June 2019.
The main findings of the study
• More than one thirds of staff nurse’s aged between 29 - < 39; more than half (52.8%) of them had a nursing diploma, and 46.1% of them had from 11 to 20 years of experience in the nursing field and current department. 87.6% of the staff nurses their nationality was Indian.
• More than half (58.0%) of staff nurses had a high level to work life dimension; 81.3% of them had a moderate level to work design dimension. For the total of work context dimension 83.9% of them had a high level. Also, it was noted that 63.7% of them had a moderate level to work world dimension.
• Regarding total score of quality of work life, it was noted (57.0%) had the medium level to the total quality of work life; and 43.0% had a high level to the total quality of work life.
• Most of the staff nurses (92.2%) had a moderate level to affective commitment dimension of the organizational commitment, 71.0% & 69.9% of them had a moderate level to the continuance and normative commitment to the organization respectively.
• Concerning total organizational commitment, most staff nurses (86.5%) had a medium level of total organizational commitment, while only 13.5% of them had a low level of total organizational commitment.
• There was only statistically significant relation between staff nurses’ quality of work life and the unit, in which three quarters (75.0%) of the staff nurses who worked in pulmonary T.B had a high quality of nursing work life than other units with (P-value <0.013).
• There was only statistically significant relation between staff nurses’ organizational commitment and the unit, in which near to half (46.2%) of the staff nurses who worked in the medical ward had high organizational commitment than other units with a (P-value <0.03).
• There were no associations between staff nurses’ personal data as (age, gender, marital status, their years of experience in the nursing field and department) with their quality of nursing work life and its domain; as well as with their organizational commitment and its domain.
• There were positive fair association between total organizational commitment of the staff nurses and their work life, work design, work context, work world, and total quality of nursing work life. Also, there were positive association between total quality of nursing work life of staff nurses and their affective, continuance and normative commitment.