Relationship between organizational agility and nursing staff’s well-being and readiness for change

Background In the rapidly evolving healthcare sector, organizations must adapt quickly to technological advancements and demands. Such adaptation requires new processes, cultural shifts, and skilled personnel. For nursing staff, maintaining well-being is essential to cope with these transitions. Their physical, psychological, and social health directly influences resilience, readiness for change, and quality of patient care. Aim To investigate the relationship between organizational agility (OA), nursing staff well-being, and readiness for change. Design A descriptive correlational research design was used to carry out this study. Setting The current study was conducted in different ICUs at Cairo University hospitals. Sample A convenience sample (140) of nursing staff constituted the study sample. Tools: four tools were used to collect data: (a) personal characteristics data sheet, (b) organizational agility questionnaire, (3) employee well-being questionnaire, and (d) resistance and readiness for organizational change questionnaire. Results The main findings illustrated that, the majority of nursing staff were female, aged between 25 and less 35 years, had technical associate diploma in nursing, the highest percentage of nursing staff had a moderate level of total perception of OA, 59.67% of them had a moderate level of total well-being. In contrast, half of them had a moderate level of total readiness for change. Conclusion Accordingly, it can be concluded that there is a positive correlation between nursing staff’s OA and well-being, while there is no statistically significant correlation between OA and readiness for change. Recommendations Healthcare organizations should train leaders in adaptive decision-making, emotional intelligence, and change navigation. By equipping nursing staff with these capabilities, organizations can strengthen their agility and ensure that staff feel supported, valued, and resilient, which in turn promotes overall well-being. Also, compare agile versus nonagile organizations during disruptions (e.g. pandemics, regulatory shifts) to assess differences in resilience, adaptability, and continuity of operations.