Quality of work life is defined as an employee's perception of their organization, work, and employer [1]. The degree to which nurses can encounter their personal needs through work-related experiences while accomplishing organizational objectives is known as Quality of Nursing Work Life (QNWL) [2]. There was still variation in the QNWL, with low, moderate, and high ratings. Assocation with coworkers, decision-making authority, management style and leadership, demographics, pay and shifts, perks, and workload impact how much nurses enjoy their job lives. One Monthly salary is the best indicator of nursing work-life quality, followed by job stress, organizational commitment, and work environment [3]. The concept of QWL was first proposed in the 1960s in Sweden with the goal of improving workers' working conditions. The International Association for the QWL first used the concept in 1972 at an international conference on human resource management in the United States [4]. The most important group of healthcare professional are nurses, and the stability of their team has a big impact on the standard of care. How well nurses are able to fulfill significant personal needs as a result of their experience in the organization and the degree to which they are able to accomplish significant organizational goal is the particular quality of nursing work life [5]. Because it impacts the efficiency of providing the best possible care, health service organizations place a high priority on the QWL. Furthermore, the provision of high quality healthcare services depends on nurses' QWL, which also helps to reduce nurse turnover, boost retention and motivation and boost efficiency for both organizations, and nurses [6]. According to earlier research, factors that negatively impacted (QWL) included a lack of autonomy in making decisions about patient care, a greater workload, job conflicts, a lack of professional autonomy, a poor compensation, a lack of career growth prospects, a lack of stakeholder support, and insufficient welfare services, societal attitudes toward nursing, higher education, and longer professional experience [7]. Phan and Vo [8] discovered several elements, including job satisfaction, pay, and working circumstances, that affect healthcare workers' quality of life [8]. The elements that imact nurses' QWL are yet unknown, though. In addition to providing baseline data, determining the factors that influence nurses' QWL can help organizations plan and develop strategies to retain nurses and boost their productivity, which will ultimately result in the delivery of high-quality care [9]. The study aims to assess the QWL for nurses in specialized medical centers in Mosul city.

A cross-sectional design used to accomplish the study's aim was conducted in twelve a government specialized health centers in Mosul city, an important city in Iraq, which is considered the capital of Nineveh Governorate from December 1, 2024, to July 1, 2025. Simple random non-propability method used to select particepants included (450) nurses. A developed scale was used to assess the QWl. (Ts, N. (2022). Nurses’ QWL were consisting of (10) subscales to assess multidimension of quality of work life includes: Work environment (6 Items), Working condition (4 Items), Compensation (4 items), Worklife balance (4 Items), cooperation & relationship (4 items), Job satisfaction (4 items), Stress at work (4 items), Job security (2 items), Organization culture (3 items), Career development (3 items), The nurses’ responses scoring from (1-5). The nurses' response ranged from (1 to 5), with (1 to 1.66) being poor QoWL, (1.67-3.33) being moderate QoWL, and (3.34-5) being good QoWl. The data were collected by interview and analyzed by using SPSS orogram version 26.

Enhancing the QWL of healthcare professionals, especially nurses, has a favorable impact on patient outcomes [10]. When nurses are Satisfied with their QWL, they are more likely to leave their company and look for another opportunity. dissatisfaction employees perform more and are more loyal to their company [11]. The study results revealed that most nurses participating in the study expressed that the QWL as general were good (3.373) with standard deviation (0.507). While, a study showed that the QWL, as perceived by regester Bangladeshi nurses, is average. Monthly income was found to be the best predictor, followed by work environment, organizational commitment, and work stress [12]. According to a prior study, nurses may be prevented from working long hours or taking on additional jobs if work quality is improved. By preserving a better QWL and gaining the knowledge and abilities to successfully manage work and personal responsibilities, this could help them live better work lives [10]. The study finding QWL subscales are good and the rang from (4.011) for cooperation and communication relationships to (3.38) for professional development except the (Work status, Compensation, Work stress) were moderate with mean (2.580, 2.913, 3.146), respectively (Table 1, 2). This aspect of the QWL must be improved in order to enhance the overall QWL, as it greatly affects the type of service provided to patients, increases nurses’ sense of belonging to their institutions, and contributes to inhancing the quality of care. Previous study indicated that the nurses' QWL was at the moderate level. More attention must be paid to nurses' QWL and the elements that affect it, since it plays a important role in luring and keeping staff [13-20]. The researcher concluded that the QoWL among nurses in were good as generally except some aspects are moderate and its need improving it in the future as it affects the psychological, social and economic condition of nurses and improves the quality of service.   Table 1: Study sample distribution based on demographic information Information Categories F Percentage Sex Male 220 49 Female 230 51 Age 20-29 years 260 58 30-39 years 126 28 40-49 years 59 13 50 or more 5 1 Type of Work Shift Morning shift 289 64 Evening shift 26 6 Overnight shift 135 30 Education level Nursing Secondary School 58 13 Diploma 186 41 Bachelor's Degree 193 43 Postgraduate Certificates 13 3 Years of Service at the Workplace 1-5 years 297 66 6-10 years 52 12 11-15 years 54 12 16-20 years 15 3 21 or more 32 7 Work Area Within the Specialized Center Consultancy 50 11 Emergency 8 2 Patient Care Departments Lobbies 231 50 Surgical Operations 83 20 Intensive Care Unit 42 9 Other Departments (e.g., Administrative Departments 36 8   Table 2: Show overall assessment of quality of work life among participation Quality of work life Poor Moderate Good Mean SD Assessment No. % No. % No. % Environment 8 1.8 135 30 307 68.2 3.568 0.793 Good Work status 10 2.2 347 77.1 93 20.7 2.580 0.643 Moderate Balance between work and life 9 2.0 207 46.0 234 52.0 3.354 0.755 Good Compensation 38 8.4 281 62.4 131 29.1 2.913 0.917 Moderate Cooperation and communication relationships 2 0.4 62 13.8 368 85.8 4.011 0.635 Good Work stress 17 3.8 249 55.3 184 40.9 3.146 0.834 Moderate Job satisfaction 7 1.6 154 34.2 289 64.2 3.589 0.814 Good Job security 20 4.4 181 40.2 249 55.3 3.368 0.892 Good Professional development 21 4.7 168 37.3 261 58.0 3.38 0.903 Good Hospital culture 11 2.4 117 26.0 322 71.6 3.555 0.819 Good Overall quality of work life 3 0.7 197 43.8 250 55.5 3.373 0.507 Good SD: Standard deviation

The researcher concluded that the QoWL among nurses in were good as generally except some aspects are moderate and its need improving it in the future as it affects the psychological, social and economic condition of nurses and improves quality of service. Acknowledgement My thanks and appreciation to all the nurses working and participating in the specialized centers in the city of Mosul for giving part of their time to participate in the survey.