الفهرس 
Purpose of the studyOnly 14 pages are availabe for public view
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Abstract
Nurses are confronted with workplace adversity including organizational changes, profound technology, staff shortages, caring for critically ill patients and providing needed support tofamilies especially in acute care units. These stressful environments can impact healthcare professionals’ psychological well-being, quality of life, quality of patient care, and nurse’sturnover. So, nurses need resilience skills to face these challenges. The resilient nurses not only have the ability to survive in difficulty and adversity but are able to display behavior that wil enhance nurses’ ability to succeed and promote innovative work behavior which create work environments that are associated with positive nurse outcomes and organizational success (Marey‐Sarwan, et al., 2022) Consequently, nursing innovative work behavior is receiving more and more attention. (Yan,et al., 2020). However, nurses’ innovation requires a high level of effort as initiating, promoting and applying new ideas require innovative nurses to show hardiness or resilience and healthcare organizations to cultivate such resilience if new ideas are to succeed (Lei et al., 202.Therefore, the present study aimed to examine the effect of resilience training program on perceived stress and innovative work behavior among acute care nurses. To achieve the purpose of this study the following hypothesis was assumed: Acute care nurses who receive resilience training program will have a lower level of perceived stress than nurses who do not receive the training program. And acute care nurses who receive resilience training program wihave a higher innovative work behavior than nurses who do not receive the training program. A qexperimental two groups research design was used to attain the goal of this stuA Simple random sample of 180 nurses were recruited from acute care units in Beni-Suef University Hospital at Beni-Suef governorate. Then, the same sampling technique is used to assigneighty nurses for study group and eighty nurses for control group.Data was collected using three instruments: Modified Connor Davidson Resilience Scale (CD-RISC) developed by Dong, et al. (2013), Perceived Stress Scale-10 Items (PSS-10) developed by Cohen, et al. (1983), and Innovative Behavior Inventory (IBI) developed by Lukes an StephanDemographic data such as: age, gender, years of experience, educational level of nurses, marital status, work department, and having previous training programs on resilience were collected tooThe study findings revealed that the majority of control group had very high perceived stress level throughout program phases (91.2%,88.7.8% & 90%) respectively. While, the mstudy group had very high perceived stress level preprogram (90%), compared to more than half of them had very low perceived stress level post program (56.3%), and two fifths of them had average perceived stress level follow up the program (40%). In addition, the study’s samples revealed that nearly half of control group had low level of innovative work behavior preprogram (47.5%), and more than two fifths of them had average level of innovative work behavior post and follow up the program (45%, &41.3%) respectively. While,nearly the half of the study group had low innovative work behavior level preprogram (47.5%),compared to more than half of them had very high level of innovative work behavior post programand two thirds of them had a high level of innovative work behavior follow up t program (70%). And these results were in congruence with the stated hypothesis of the currentstud Moreover, the study group showed high significant statistical difference between the pre andpost phases of the study for all variables and there was a highly statistically significant differenc among resilience as an independent variable and perceived stress and innovative work behavior adependent variables between pre and post phasetprogram. Also, there was a hisignificant statistical difference for total resilie between post and follow up phase of the program and consequently, nurses who had high resilience were less in their perceived stress, and more use of innovative work than nurses who had low resilience Therefore, the study recommended that resilience training can be used as a strategy to help acute care nurses to cope effectively with stressful situations at the workplace and enhance innovative work behavior even in a highly stressful w environment