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Background: Job crafting is the behavioral change that the employees initiate of their own accord in order to increase their job skill and motivation and integrate their personal purposes with their jobs. Aim: The purpose of this study is to adapt the Job Crafting Behaviors of Nurses into Turkish. Method: This is a methodological and cross-sectional study. The data were collected from two samples between February and June 2015. The first sample consisted of 240 nurses and the second sample consisted of 126 nurses. Data collection tools were an introductory form, the Job Crafting Scale, and the Organizational Identification Scale. Results: The adapted Turkish version consists of 15 items and 4 factors. Cronbach's alpha coefficients for the factors were 0.95, 0.95, 0.81, and 0.83. Conclusions: The adapted version of the scale is a valid and reliable tool for measuring the job crafting behaviors of nurses in Turkey. [ABSTRACT FROM AUTHOR]

Objective: This study was designed to identify and compare the career orientations of nursing students enrolled at state and private universities. Methods: A descriptive cross-sectional design was used. The study was carried out at the nursing schools of two state and four private universities in Istanbul. Participants enrolled in the 3rd and 4th year of the nursing program at these universities were targeted without using a sampling selection. Data were collected from 505 of 961 students. Data collecting tool was consisting of 43 questions on the students' personal, professional and future plans. Results: It was determined that the majority of the students (52.5%) had nursing in their top three choices for college, while not as many (14.5%) thought of nursing as their ideal career. Highly significant differences were observed in comparison of state and private university students with respect to "Receiving career guidance during education", "Desire to receive career guidance", "Desire to work as a nurse", "Desired field of work upon graduation", "The nature of the institution of highest preference in job application", and "The reason for getting a graduate degree". Conclusions: It was determined that career counseling did impact the students' decision. There were differences between state and private university students in the counseling they received, and their career tendencies and orientations. [ABSTRACT FROM AUTHOR]

Backgrounds: Concepts aimed at increasing the performance of nurses, who play a key role in delivery of healthcare services, have an importance in increasing the efficiency of organisations. Obective: This study was performed to define organisational identification, employee-nurse performance and job crafting levels of nurses, as well as socio-demographic characteristics that affecting these concepts and the correlations between the concepts. Methods: The data were collected from 240 nurses that work in Istanbul between March-May 2015. The data collection tool involved an information form and four scales. The data were analysed by using psychometric, descriptive, comparative and correlational analyses in the IBM SPSS Statistics 21.00. Results: Positive, highly significant and moderately strong correlations were determined between all concepts. While the highest correlation was found between organisational identification and employee performance (r=0.631, p<0.001), lowest correlation was found between job crafting and employee performance (r=0.512, p<0.001). There was a statistically significant difference in terms of organisational identification according to institution and position (p<0.001), educational level and tenure at the hospital (p<0.01). There was also a statistically significant difference between job crafting behaviours according to the type of institution (p<0.001) and educational level (p<0.05); between nurse performance according to the type of institution (p<0.01) and educational level (p<0.001); and lastly, between employee performance and the type of institution (p<0.001). Conclusions: It could be recommended to develop and apply working environments and managerial strategies that would increase the performance of nurses, integrate them with organisation and improve their job crafting. [ABSTRACT FROM AUTHOR]

Background: Organizational problems and crises encountered as a result of the faulty and unsuccessful implementations on the part of the organization executives trigger cynicism in the employees. Identifying any possible cynical attitudes against the organization will be beneficial in realizing the situation by the organization executives and taking preventive measures against them. Objective: In this study was performed to determine the general and organizational cynicism levels of the healthcare professionals who have been working at the hospitals of the Ministry of Health in Istanbul. Methods: This is a descriptive and cross-sectional study. The sample consists of the totally 1371 healthcare professionals. Data were collected between January and March 2012 by using General Cynicism Scale and Organizational Cynicism Scale. Data were analyzed through the descriptive, comparative and correlative analyses via IBM SPSS Statistics 21. Results: It was found that GCS scores of the participants was 3.33±.64 (α=.79), and OCS was 2.70±.80 (α=.93). The was a weak but positive and highly significant difference between GCS and OCS scores (r=.207, p<.001). Gender, professions and positions of the physicians affects significantly of the GCS scores, additionally professions and positions both of the physicians and nurses affects significantly of the OCS scores of the healthcare professionals. Discussions: It was found that the healthcare professionals mostly had a negative views towards life in general. However healthcare professionals obtained lower scores from organizational cynicism than general cynicism. It was found that the physicians has higher scores among the healthcare professionals who were followed by nurses and midwives. It could be suggested that necessary improvements be made by hospital managers with respect to such findings revealed by this study and that new strategies be put in place with the aim of improving the motivation of healthcare professionals. [ABSTRACT FROM AUTHOR]