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Objective: To systematically investigate the prevalence of occupational diseases among head nurses in China, assess their job satisfaction and turnover intentions, and identify associated factors influencing these issues. Methods: This nationwide cross‐sectional survey was conducted between July 2016 and July 2017, involving 6672 head nurses selected from 1858 hospitals across 30 provinces. A self‐administered questionnaire collected data on demographic characteristics, occupational disease status, job satisfaction, and turnover intentions. Statistical analyses, including multivariate binary logistic regression, were performed to identify factors influencing occupational disease and turnover intentions. Results: The majority of participants were female (98.53%) and over 41 years old (78.22%). The prevalence of occupational diseases was significant, with insomnia reported in 66.80%, musculoskeletal disorders in 47.62%, and gastrointestinal issues in 49.36%. A staggering 59.83% indicated intentions to leave their positions, primarily due to high job demands, poor nurse‐patient relationships, and dissatisfaction with income relative to work intensity. Multivariate analysis revealed that factors such as gender, age, educational level, and working experience significantly influenced occupational diseases, and factors such as age, monthly income, occupational diseases, and work intensity significantly influenced turnover intentions. Conclusions: The findings highlighted a critical need to address the occupational health and working conditions of head nurses in China. Given the high prevalence of occupational diseases and turnover intentions, effective interventions aimed at improving job satisfaction and reducing occupational stress were essential to enhance the stability and quality of nursing care. Further qualitative investigations were recommended to gain deeper insights into these issues. [ABSTRACT FROM AUTHOR]

Retention of skilled workers is essential for labour‐intensive organizations like hospitals, where an excessive turnover of doctors and nurses can reduce the quality and quantity of services provided to patients. Exploiting a unique and rich panel dataset based on employee‐level payroll and staff survey records from the universe of English NHS hospitals, we investigate empirically the role played by two non‐pecuniary job factors, staff engagement and the retention of complementary co‐workers, in affecting employee retention within the public hospital sector. We estimate dynamic panel data models to deal with reverse causality bias, and validate these estimates through unconditional quantile regressions with hospital‐level fixed effects. Our findings show that a one standard deviation increase in nurse engagement is associated with a 16% standard deviation increase in their retention; and also that a 10% increase in nurse retention is associated with a 1.6% increase in doctor retention, with this co‐workers' complementarity spillover effect driven by the retention of more experienced nurses. Nurse and doctor engagement is positively associated with managers who have effective communication, involve staff in the decision‐making process, and act on staff feedback; in particular, older nurse engagement is responsive to managers caring for staff health and wellbeing. [ABSTRACT FROM AUTHOR]

The professional quality of life (ProQOL) is increasingly applied to nurses and is a measure of the positive and negative aspects of their work. This systematic review and meta‐analysis evaluated the level of compassion satisfaction, burnout and secondary traumatic stress (STS) in empirical studies. Electronic databases Scopus, PubMed and Web of Science were searched on 7th February 2024, and the review followed PRISMA guidelines. The pooled estimate of compassion satisfaction, burnout and secondary traumatic stress mean scores using a random‐effects model for meta‐analyses was undertaken. R statistical software and the dmetar program were used to execute the analysis. Heterogeneity was evaluated with the I2 statistics, while publication bias was evaluated using Egger's regression test. Twenty‐four studies (sample size = 4274) were systematically reviewed and 18 studies (n = 3163) were incorporated into the meta‐analysis. Burnout, secondary traumatic stress and compassion satisfaction are found to be at moderate levels in this research. The qualitative analysis informs that variables such as healthy lifestyle, work environment and psychological resilience contribute towards optimum ProQOL scores. The pooled mean estimate was 32.79 (95% CI = 29.57–36) for compassion satisfaction, 24.99 (95% CI = 23.75–26.23) for burnout and 21.99 (95% CI = 18.93–25.06) for secondary traumatic stress, respectively. Mental health nurse managers need to address the factors in the work environment and promote interventions to enhance coping with burnout and STS. Subgroup analyses of country‐based economies & regions and years revealed significant results. [ABSTRACT FROM AUTHOR]

The Practice Environment Scale of the Nursing Work Index has been used worldwide to measure nurse work environments. International benchmark values for this scale can assist managers in assessing their work environment. The objective was to conduct a meta‐analysis of this instrument's composite and subscale values across continents, nursing unit types, and time. Studies published up until September 30, 2023 were identified in CINAHL, MEDLINE, and Embase. One‐hundred and sixty publications representing 38 countries were included. Most studies were rated as high certainty and low to moderate risk of bias. The pooled point estimate (2.70) indicated that hospital work environments were modestly positive. The weakest work environment domain was Staffing and Resource Adequacy (2.47). Europe had significantly weaker work environments than Asia and North America. Africa and South America had few studies. Better work environments were reported in neonatal intensive care, as compared to medical surgical and critical care units. A small, positive slope over time, which was detected in the three continents, was significant in North America. To promote evidence‐based management globally, benchmark values are now available by setting and continent. [ABSTRACT FROM AUTHOR]

The aim of this study was to explore and describe nurse managers' perceptions of family and community nurse practitioners' impact on primary care teams and public health. A descriptive qualitative study was carried out. The participants were recruited by means of convenience sampling during the months of April and May 2023. 20 nurse managers from different autonomous communities in Spain were interviewed. The data were analyzed following a thematic analysis method using ATLAS.ti nine software. Two main themes and sub‐themes were drawn from the data analysis: (1) Nurse managers' view of primary care: (a) The driving force of primary care and (b) Resistance to the integration of family and community nurse practitioners; (2) Proposals for improvement in light of the Family and Community Nurse Practitioner's unique situation. These specialists are highly qualified professionals in primary care teams, whose expertise is evident in how they deliver community and health education activities, empower patients, and lead the training of new specialists. [ABSTRACT FROM AUTHOR]

Aims: This study investigated the impact of nurse managers' transformational leadership on the subjective career success of staff nurses, particularly through exploring potential variations in this relationship based on nurses' positive psychological capital. Background: Amid a challenging nursing environment, nurses' perceptions of career success affect their individual psychological satisfaction and improve work performance. Human resource strategies often include factors for workers' subjective career success, e.g., managers' transformational leadership and individual‐level positive psychological capital. Methods: This cross‐sectional study collected survey data in 2021 from 348 staff nurses in 40 wards of a Korean tertiary hospital. The survey instruments included the Transformational Leadership tool, the Subjective Career Success Inventory, and the Psychological Capital Questionnaire. Multilevel hierarchical regression analysis and a simple slope test were used to examine moderating effects. The STROBE checklist was used for reporting. Results: Nurses reported significantly higher subjective career success when they worked in units where unit managers' transformational leadership was greater. This relationship strengthened when nurses had high positive psychological capital. Discussion: To enhance staff nurses' perceptions of career success, both managers' transformational leadership and individual nurses' positivity should be emphasized in nursing practice and education. Implications for nursing and nursing policy: Comprehensive efforts to highlight managers' transformational leadership and staff nurses' positive psychological capital can enhance subjective career success, which in turn improve nurses' job performance and intention to stay. Nursing policymakers should value transformational leadership among managers so nurses can achieve their subjective goals. An organization‐wide institutional system should be developed so nurses can receive support to strengthen their positivity. Future research should include interventions to foster managers' leadership and nurses' positive capital. [ABSTRACT FROM AUTHOR]

Aim: This study compared nurses' self‐competency assessments and their managers' nurse competence assessments. Background: Nurse competence is important for nursing care quality and patient safety. Executive (charge) nurses play a main role in the nurse competency assessment. Methodology: In this study conducted at a university hospital between January and December 2020, the self‐efficacy evaluations of nurses (n = 162) working in services other than the emergency department, operating room, and outpatient clinics of the university hospital were compared with the evaluations of nurse executives (charges) on these nurses (n = 21). Data were collected using the personal information form and the Nurse Competence Scale. A cross‐sectional study design was used. The Strengthening the Reporting of Observational Studies in Epidemiology guideline was used for reporting. Results: Service nurses' self‐assessments and nurses treating charge's assessment of clinical nurses evaluated the competence levels as excellent in both groups. The self‐competency assessments of the nurses were higher than the charge nurses' competency assessments. Discussion: In this study, the lower competence assessment of nurses by the charge nurses was may be due to their ability to observe nurses in their teams in general and that they have more experience in evaluation. Conclusion: It is suggested that professional development and competence programs be created to further develop the competencies of nurses. Implications for nursing and health policy: Nurse competency assessments support planning to ensure patient safety. Patient care burden and planning of risky patients according to the nurse competency level will provide safe patient care. [ABSTRACT FROM AUTHOR]

Aims: Based on the conservation of resources theory, this study explored the intermediary role of intensive care unit (ICU) nurses' recovery experience and humanistic care ability between leisure crafting and work engagement. Background: As the ICU is an important life‐saving department, the level of work engagement of nurses directly affect the quality of life and health outcomes of patients. Actively seeking countermeasures to improve the work engagement level of ICU nurses is of great significance to enhancing the nursing quality of the ICU. According to the theory of resource conservation, the resources owned by individuals are limited and must be replenished promptly and effectively to maintain relatively stable physical, mental, and working states. Therefore, determining ways for ICU nurses to supplement the consumed resources effectively and efficiently in a limited time to maintain a high level of work engagement is the main concern of this study. Methods: In this cross‐sectional study from January 2023 to March 2023, 478 ICU nurses were recruited by convenience sampling. The survey tools included the Leisure Crafting Scale, the Utrecht Work Engagement Scale‐9, the Caring Ability Inventory, and the Recovery Experience Questionnaire. Descriptive data and Pearson correlation coefficients were analyzed via SPSS 26.0 (IBM Corp.). PROCESS v4.0 (by Andrew F. Hayes) Macro Model 6 was applied to analyze the serial multiple mediator models. We used the STROBE checklist to report the results. Results: First, the results showed that leisure crafting, humanistic care ability, and recovery experience were positively correlated with work engagement. Second, recovery experience and humanistic care ability played a partially mediating role between leisure crafting and work engagement, respectively. Third, recovery experience and humanistic care ability also had a serial mediation effect between leisure crafting and work engagement. Conclusion: The findings of the study indicated that improving nurses' active control of leisure time may have particularly positive effects on ICU nurses' work engagement through increasing recovery experience and humanistic care ability. Implications for nursing and nursing policy: Administrators can formulate intervention measures to improve the leisure crafting level of ICU nurses, promote work–life balance, which enhances recovery and supports engagement with patient‐focused humanistic care, and have a positive impact on the work engagement of ICU nurses. [ABSTRACT FROM AUTHOR]

Introduction: First‐line managers in Swedish communities have responsibility for that care to older people is provided, staffing is sufficient and the budget is balanced in their unit. It is a struggle with limited resources due to a growing population in need of care. This can lead to missed nursing care. The aim was to describe first‐line managers´ perceptions of missed nursing care in community health care for older people. Methods: A qualitative design with a phenomenographic approach, interviewing 24 first‐line managers. Ethics approval for the study was received from the Research Ethics Committee at Karlstad University (Dnr HNT 2020/566). Results: The results are shown in six descriptive categories containing 15 perceptions. The descriptive categories are 'occurrence of missed nursing care', 'becoming aware of missed nursing care', 'reasons for missed nursing care', 'missed nursing care has consequences for the older persons', 'missed nursing care has consequences for the staff' and 'taking action to decrease missed nursing care'. Conclusions: It is important for first‐line managers to become aware of the existence and reasons for missed nursing, as it has consequences for older people and staff. Managers need to take missed nursing care seriously in order to work with improvements for maintaining good quality of care and patient safety. [ABSTRACT FROM AUTHOR]

Aim: This study aims to explore middle managers' perception of nursing professional competence within the Norwegian primary healthcare service, a sector vital for managing complex patient needs. Design/Methods: Semi‐structured interviews were conducted with four middle managers across different municipalities in Norway. Qualitative content analyses, following Graneheim and Lundman, were used for analysing the transcription of the interviews and the data collected. Findings: The qualitative content analysis revealed three main themes: the significance of advanced competence, challenges related to competence development and the necessity for defining advanced competence. The findings indicate that middle managers recognise the importance of advanced nursing competence in providing comprehensive patient care, notwithstanding challenges in manpower and competence enhancement. Conclusion: This research underlines the significance of investing in increased competence and improved management in primary healthcare and offers valuable insights for healthcare policy and practice to enhance patient care. [ABSTRACT FROM AUTHOR]

Aim Background Methods Results Conclusions Implications for nursing policy To identify the essential competencies required of nurse managers in healthcare services during the COVID‐19 pandemic.Nurse managers play a vital role in healthcare services organization, requiring a diverse set of competencies. The increasing occurrence of epidemics in recent decades underscores the importance of understanding these competencies in pivotal junctures. The challenges faced during the COVID‐19 pandemic present valuable opportunities to recognize the competencies of nurse managers and guide their responsiveness in addressing future health crises.A scoping review following the Joanna Briggs Institute and Preferred Reporting Items for Systematic Reviews and Meta‐Analyses extension for scoping reviews guidelines was conducted. A comprehensive search was conducted across six databases (LILACS, BDENF, EMBASE, MEDLINE, SCOPUS, and Web of Science). Results were categorized according to the nurse manager competencies model by the American Organization for Nursing Leadership and were analyzed using the competing values framework model.Out of 2033 potentially relevant sources identified, 17 studies met inclusion criteria. A total of 52 competencies were identified and categorized into four thematic categories: (1) the ability to collaborate in times of crisis; (2) maintaining control during a crisis; (3) adapting to changes caused by the crisis; and (4) preserving competitiveness through the crisis.The findings highlight communication, decision‐making, training, adaptability to change, and leadership as essential competencies required of nurse managers to address crises, such as pandemics.This body of knowledge can serve as a reference point to enhance the response of nurse managers in the face of future health crisis scenarios. Additionally, it can serve as a framework for healthcare organizations to develop or improve their crisis management training programs. [ABSTRACT FROM AUTHOR]

Aim: The Organizational Learning Instrument–Development Stages (OLI‐DS) measure hospital units' readiness to engage in organizational learning. This study aimed to translate and evaluate the psychometric properties of the Persian version of this instrument. Background: Organizational learning is crucial for nurses as it enables them to continuously develop their knowledge, skills, and abilities, enhancing the quality of patient care. However, validated instruments are needed to assess organizational learning in Persian‐speaking healthcare settings. Design: The research was carried out using a cross‐sectional design. Methods: This research study involved 319 clinical nurses selected using convenience sampling. The OLI‐DS tool, consisting of 35 items, underwent a forward–backward translation process to Persian before being utilized for a psychometric analysis. The face, content, and construct validity were used to evaluate the tool's effectiveness. The quality and accuracy of the measurements were determined by calculating internal consistency and stability reliability. The data were analyzed using SPSS and AMOS software. Results: The intended meaning and clarity of the original English version were preserved in the Persian rendition of the OLI‐DS instrument. The confirmatory factor analysis (CFA) further confirmed the consistency of the Persian version with the proposed four‐factor model, indicating a good fit. The overall instrument had excellent values for Cronbach's alpha coefficient (α = 0.931), McDonald's omega (ω = 0.921), coefficient H (H = 0.979), and mean interitem correlation (ρ = 0.278). The convergent and discriminant validity of the four latent factors was found to be good. The stability of the overall OLI‐DS instrument was ICC = 0.942 (95% CI, 0.902–0.955). Conclusion: The Persian version of the OLI‐DS has been validated to evaluate hospital units' readiness for organizational learning processes. It is a robust tool for assessing their preparedness to participate in and benefit from organizational learning initiatives. Implications for Nursing Management: The robust psychometric validation of the Persian version of the OLI‐DS instrument equips nursing administrators and leaders with a reliable tool. This tool can assess and monitor organizational learning and development in healthcare settings, empowering them to make informed decisions in critical nursing management activities. [ABSTRACT FROM AUTHOR]

Purpose: Nursing is a representative profession with a high prevalence of presenteeism, which is usually associated with negative outcomes. Therefore, it is important to explore the antecedent factors of nurse presenteeism behavior. This study aims to explore the impact and mechanism of head nurses' cognitive preference toward presenteeism on subordinate nurses' presenteeism (SNP), and the mediation effects of subordinate nurses' perception of head nurses' cognitive preference. Patient and Methods: A cross‐sectional study was conducted from July to August 2022. A total of 256 head nurses and 1424 subordinate nurses were recruited from six hospitals located in Zhengzhou, Henan Province, China. The Nurse Presenteeism Questionnaire (NPQ) and Cognitive Preference Questionnaire were used to assess head nurses' cognitive preference toward presenteeism, SNP, and subordinate nurses' perception of head nurse's cognition of presenteeism. We conducted description, multilevel correlation, and multilevel structural equation models for the data analysis. Results: In the past 6 months, 93.4% of nurses experienced presenteeism. Within and between the team, head nurses' cognitive preference toward presenteeism is positively associated with SNP. The mediation effect of nurses' perception of head nurses' cognitive preference was also significant. Conclusion: Head nurses' cognitive preferences are essential predictors of subordinates' presenteeism. In this process, subordinates' subjective initiative plays a crucial role. Implications for Nursing Management: Hospital managers should focus on head nurses' values to formulate multiple interventions of presenteeism and strengthen communication between leaders and subordinates to promote transforming negative outcomes into positive outcomes. [ABSTRACT FROM AUTHOR]

Background: Moral sensitivity may play a role in dealing with ethical issues in ICUs. However, the moral sensitivity of adult ICU nurses in China and its predictors have not been well investigated. Aim: To analyse the moral sensitivity of intensive care unit (ICU) nurses and its predictors. Study Design: A cross‐sectional study through convenience sampling was conducted in the ICUs of five hospitals in China between November and December 2022. A total of 331 ICU nurses were recruited. Data were obtained using a self‐developed socio‐demographic characteristic questionnaire, the Moral Sensitivity Questionnaire, the Jefferson Scale of Empathy‐Health Professionals and the Organizational Climate Scale for Nursing. The participating institutions received a link to the tools used for online data collection, which they then forwarded to nursing staff. Results: The valid response rate was 96.98% (n = 321). The total mean moral sensitivity score of nurses was 43.04 ± 5.95. The mean scores for empathic ability and organizational climate for nursing were 91.97 ± 17.88 and 101.28 ± 14.77, respectively. Regression analyses revealed that the primary factors associated with moral sensitivity among critical care nurses included work tenure (p <.05), empathic ability (p <.001) and organizational climate (p <.001). Conclusions: High levels of moral sensitivity were found in critical care nurses in China. Work tenure, empathic ability and organizational climate were significant predictors of moral sensitivity in critical care nurses. Relevance to Clinical Practice: To enhance the ethical sensitivity of ICU nurses, we suggest to strengthen the training of novice nurses so that they can better face the moral dilemma in clinical practice. In addition, organizational managers should also take measures to create a positive and harmonious working atmosphere, promote the application of moral knowledge in nursing practice and enhance their moral sensitivity. [ABSTRACT FROM AUTHOR]

Background: Having more registered nurses (RNs) leave their workplace, with a shortage of RNs in healthcare as a consequence, might pose a risk to patient safety. According to the Job Demands Resource model, social support is a resource that can enhance work motivation, and if RNs are motivated at work, their willingness to remain in the workplace may increase. Objective: The aims were to explore (1) differences in RNs' experiences of social support from their immediate manager and co‐workers between different healthcare settings, (2) associations between RNs' experiences of social support and aspects of work motivation, and (3) if these associations differed in strength between healthcare settings. Design: A cross‐sectional study design. Methods: A stratified population of Swedish RNs, n = 2290, working in either hospitals, primary care, or home healthcare, responded to a survey in 2022. Chi‐squared tests and linear and logistic regression analyses were used to analyze the data. Interaction was measured by adding an interaction term to the fully adjusted regression models. The findings' generalizability was strengthened by including calibrating weights in all analyses. Results: RNs in primary care reported higher social support from their immediate manager than RNs in hospitals and home healthcare. RNs in home healthcare reported lower social support from co‐workers than RNs in hospitals and primary care. There were statistically significant associations between higher levels of social support from the immediate manager and co‐workers, respectively, and higher ratings in all aspects of work motivation: work engagement (manager: beta coefficient [b] = 0.08, confidence interval [CI] 95% = 0.05; 0.10; co‐workers: b = 0.12, CI 95% = 0.08; 0.16), job satisfaction (manager: b = 0.24, CI 95% = 0.21; 0.27; co‐workers: b = 0.22, CI 95% = 0.16; 0.28), opportunities to provide high‐quality care (manager: b = 0.15, CI 95% = 0.11; 0.18; co‐workers: b = 0.19, CI 95% = 0.13; 0.24), satisfaction with the employer (manager: b = 0.46, CI 95% = 0.42; 0.50; co‐workers: not statistically significant) and intention to remain at the workplace (manager: odds ratio = 1.89, CI 95% = 1.69; 2.13; co‐workers: odds ratio = 1.42, CI 95% = 1.17; 1.72). The associations differed in strength between hospitals, primary care, and home healthcare. Conclusions: Strengthening social support from the immediate manager and co‐workers appears to be a way to increase RNs' work motivation, including their intention to remain at the workplace. This may be important, particularly in primary care and home healthcare. Clinical Relevance: To strengthen RNs' work motivation and willingness to stay in the workplace, it appears important for healthcare organizations to provide RN social support. [ABSTRACT FROM AUTHOR]

ABSTRACT Background Methods Results Discussion China's maternity policy has led to an increase in work pressure, which has prompted horizontal violence among obstetric nurses. To understand this phenomenon better, we attempted to identify the factors that influence horizontal violence as well as the level of psychological empowerment among obstetric nurses.This cross‐sectional survey was conducted among 522 obstetric nurses from December 2022 to February 2023.The findings revealed that 40.42% (211) of the obstetric nurses had experienced horizontal violence in the past 3 months. The overall level of psychological empowerment of obstetric nurses was relatively low. Regression analysis indicated that being a formal worker, being from the area where one serves, the meaning attributed to work, and perceptions of autonomy, self‐efficacy, and work impact acted as protective factors against the risk of horizontal violence among obstetric nurses. When compared with the 20–29‐year‐old age group, those in the 30–39‐year‐old age group showed a lower risk of experiencing horizontal violence (odds ratio [OR] = 0.369, p < 0.01). Compared with nurses who had worked in obstetrics for < 3 years, those who had worked for 3–5, 6–10, 11–20, and > 20 years showed lower risks of experiencing horizontal violence than the reference level (OR = 0.234, p < 0.05; OR = 0.182, p < 0.05; OR = 0.105, p < 0.05; and OR = 0.056, p < 0.05, respectively).The incidence of horizontal violence among obstetric nurses is high, and the overall level of psychological empowerment is low. Nursing managers can alleviate the occurrence of horizontal violence by augmenting the psychological empowerment level of obstetric nurses. [ABSTRACT FROM AUTHOR]

Objective: To assess the effects of the nurse–manager dualistic intervention (NMDI) program on work engagement and job crafting of ICU burnout nurses. Background: Work engagement is crucial for nurses' job performance and quality of clinical care. Personal and work resources are important antecedents of work engagement. However, few intervention studies focused on improving nurses' personal and work resources to promote work engagement and job crafting of burnout nurses. Methods: This was a quasi‐experimental study. One hundred and two ICU nurses from two tertiary hospitals in Shandong Province were recruited. Forty‐two ICU nurses from one hospital were set as the intervention group and underwent NMDI. Sixty ICU nurses from the other hospital constituted the control group, which received routine occupational health guidance from the hospital. Demographic characteristics, burnout, work engagement, and job crafting were collected at baseline (T0), postintervention (T1), and 3‐month postintervention (T2). Results: Compared to baseline, both work engagement and job crafting scores increased in the intervention group at postintervention (T1). At postintervention (T1), work engagement and job crafting were significantly higher in the intervention group than in the control group (βworkengagement = 3.894, p = 0.016 and βjobcrafting = 6.104, p = 0.010), but the difference between the two groups was not significant at the 3‐month follow‐up (βworkengagement = 3.618, p = 0.066 and βjobcrafting = 3.554, p = 0.15). Conclusion: The NMDI program can significantly improve ICU burnout nurses' work engagement and job crafting. Nevertheless, the sustainability of these effects over time has been found to be limited, indicating that future research needs to explore and implement strategies to bolster the long‐term efficacy of this intervention. Implications for Nursing Management: Nurse managers are suggested to integrate the NMDI program into routine nursing management. Managers ought to prioritize appreciative and constructive dialog between themselves and nurses in order to support nurses in inquiring personal and work resources and encourage nurses to develop work plans to utilize resources. This will help to increase nurses' engagement and job crafting. Trial Registration: ClinicalTrials.gov identifier: ChiCTR2100047974 [ABSTRACT FROM AUTHOR]

Aim Background Methods Results Conclusion Implications for nursing and policy This study aimed to explore 1) factors that influenced the evidence‐based practice competencies and behaviors of clinical nurses and 2) the interaction between the organizational evidence‐based practice culture, head nurses' implementation leadership, and nurses' evidence‐based practice competencies and behaviors.The significance of organizational evidence‐based practice culture and head nurses' implementation leadership in enhancing nurses' evidence‐based practice competencies and behavior is widely recognized in healthcare settings. However, there is limited knowledge of how these factors influence nurses' evidence‐based practice competencies and behavior.A cross‐sectional survey was conducted at 10 hospitals in China. Data were collected via online questionnaires from October to December 2020, utilizing social characteristic questionnaires, the Evidence‐Based Practice Questionnaire, the Organizational Culture and Readiness Scale for System‐wide Implementation of Evidence‐Based Practice, and the Implementation Leadership Scale. All data were imported into the IBM Statistical Program for the Social Sciences (SPSS) 27.0 and PROCESS version 4.1 macro on SPSS for statistical analysis. The design and reporting of our study adhered to the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) Checklist.We received 1047 (99.15%) valid questionnaires. The multiple linear regression analysis showed that significant factors were organizational evidence‐based practice culture, implementation leadership, and years of experience in nursing. After controlling for the impact of the covariate (years of experience in nursing), it was found that organizational evidence‐based practice culture partially mediated the relationship between head nurses' implementation leadership and nurses' evidence‐based practice competencies and behaviors. Additionally, head nurses' implementation leadership partially mediated the relationship between organizational evidence‐based practice culture and nurses' evidence‐based practice competencies and behaviors.Organizational evidence‐based practice culture, head nurses' implementation leadership, and years of experience in nursing significantly predict nurses' evidence‐based practice competencies and behaviors. Organizational evidence‐based practice culture and head nurses' implementation leadership mutually mediated their influence on nurses' implementation of evidence‐based practice.Head nurses should proactively seek opportunities to enhance their implementation leadership, such as participating in training programs (e.g., mentoring and coaching programs) and attending conferences, workshops, or seminars on implementation leadership. Policymakers should also consider providing more policy support for implementing leadership development and cultivating a positive evidence‐based practice culture. [ABSTRACT FROM AUTHOR]

Aims Background Methods Results Discussion Conclusion Implications for nursing and nursing policy To investigate the effect of ward operational efficiency on nursing workload and identify the factors that influence nursing workload.It remains unclear how and to what extent ward operational efficiency can influence nursing workload.A prospective observational study was conducted from July 1, 2022 to June 30, 2023, in one tertiary general hospital in China. Purposive and convenience sampling was used, and 266 470 patients from 66 wards and 52 nurses from 13 wards were recruited. The relationships between operational efficiency and nursing workload and the predictors of nursing workload were analyzed. The STROBE guidelines were followed.The operational characteristics vary by the type of wards. Nursing workloads were positively correlated with case mix index (CMI), rate of level 4 surgery, the number of patients transferred in and out, the number of deaths, total bed days, and the number of emergency admissions and critical illnesses (γs: 0.35–0.56, p < 0.05). And the CMI, rate of level 4 surgery, average bed occupancy rate, number of critically ill patients, and total bed days were the predictors of nursing workload (R2 = 57.3%, p < 0.05).This study is the first to discuss the relationship between operational efficiency and nursing workload on the ward level and offers valuable insights into the nursing workload.The operational efficiency of wards affects the nursing workload and needs to be considered both in the measurement of nursing activities and in the sizing of the nursing staff.The study findings provide a full understanding of the relationship between ward operation and nurse staffing, which is helpful for nursing managers to formulate scientific nurse staffing policies. [ABSTRACT FROM AUTHOR]

Aims: This scoping review aims to examine the level and outcomes of emotional labor in nurses. Background: Nursing is a highly emotional profession that requires nurses to experience a wide range of emotions and control their emotional expressions in nursing practice. Chronic emotional labor and emotional burden not only impact nurses' individual well‐being and professional performance but also their job satisfaction and turnover intention. Evaluation: This scoping review was guided by a five‐stage scoping review framework and the PRISMA‐ScR checklist. Eight databases were searched and 41 studies were reviewed. Key Issues: The Emotional Labor Scale and the Emotional Labor Scale for Nurses were the most commonly used instruments. Significant associations were found between emotional labor and 52 outcomes, which were categorized into two main themes: nurses' personal well‐being and organizational well‐being. There were 19 mediators and 12 moderators between nurses' emotional labor and 26 different outcomes. Conclusions: While the level of emotional labor among nurses remains uncertain, its consequences are plentiful and intricate. Studies have shown an important relationship between nurses' emotional labor and individual and organizational well‐being, which is crucial for nurse managers. There is a need to explore the positive effects of nurses' emotional labor and its impact on patients. Additionally, validation studies of the instruments used to measure nurses' emotional labor are necessary. Implications for Nursing Management: The insights gained from this scoping review provided a more comprehensive understanding of emotional labor for nurse managers. This knowledge can be utilized to design training programs on emotional management and to explore different interventions aimed at alleviating the adverse impacts of nurses' emotional labor. [ABSTRACT FROM AUTHOR]

Aim: To empirically investigate the impact of ethical leadership on nurses' moral courage in China and examine the mediating role of psychological empowerment in this relationship. Background: Moral courage is essential for alleviating nurses' moral distress, safeguarding patients' safety and rights, and providing high‐quality care. Previous studies have emphasized the strong relationship between ethical leadership and moral courage; however, little is known about the actual impact of ethical leadership on nurses' moral courage. This study introduces psychological empowerment, sets out to test empirically its role in the relationship between ethical leadership and moral courage, and provides countermeasures and a theoretical basis for cultivating nurses' moral courage. Methods: Between February and May 2023, a questionnaire survey was conducted among 837 nurses from five hospitals in Sichuan Province, southwest China. The three validated self‐report scales, the ethical leadership scale, psychological empowerment scale, and nurses' moral courage scale, were used to collect data. We used IBM SPSS 27.0 for descriptive statistics, univariate analyses, Cronbach's α, and correlations of each variable, modeling a hypothesized model of ethical leadership on moral courage in nurses and testing the internal mechanisms by AMOS 26.0. Results: Ethical leadership significantly positively correlated with psychological empowerment (r = 0.374, p < 0.01), as well as moral courage (r = 0.341, p < 0.01). In addition, psychological empowerment significantly positively correlated with moral courage (r = 0.518, p < 0.01). The structural equation modeling (SEM) shows a satisfactory model fit: χ2 = 2156.36, df = 849, χ2/df = 2.540, root mean square of approximation = 0.043, standard root mean square residual = 0.047, normed fit index = 0.911, Tucker–Lewis index = 0.941, and comparative fit index = 0.944. Ethical leadership directly influenced moral courage (β = 0.135, p = 0.006) and indirectly affected moral courage via psychological empowerment (β = 0.247, p = 0.001). Conclusion: Promoting ethical leadership and psychological empowerment is essential for nurses to promote moral courage. The results of this study illustrate the pivotal role of psychological empowerment in establishing the impact of ethical leadership on nurses' moral courage and the partially mediating part of psychological empowerment in this relationship. Implications for Nursing Management: Nursing managers should understand the importance of moral courage in protecting patients' rights and interests, as well as in maintaining a stable nursing workforce. They should reinforce the positive influence of ethical leadership and embrace an ethical leadership style. In addition, providing relevant training to enhance nurses' psychological empowerment will help cultivate moral courage among them. [ABSTRACT FROM AUTHOR]

Aim: To describe the use of artificial intelligence (AI) by nurse managers to enhance management, leadership, and healthcare outcomes. Background: AI represents a significant transformation in healthcare management by enhancing decision‐making, communication, and resource optimization. However, the integration and strategic application of AI in nursing management are underexplored, particularly regarding its impact on leadership roles and healthcare delivery. Methods: Methodological guidelines described by PRISMA were followed, and quality was assessed using the Joanna Briggs Institute (JBI) methodology. The databases searched included the Web of Science, Scopus, CINAHLi, and PubMed. The review included quantitative, qualitative, and mixed‐method studies published between January 2015 and April 2024. Results: Fourteen studies were selected for the review. The key findings indicate that AI technologies facilitate better resource management, risk assessment, and decision‐making. AI also supports nurse managers in leading changes, enhancing communication, and optimizing administrative tasks. Conclusion: AI has been progressively integrated into nursing management, demonstrating significant benefits in operational efficiency, decision support, and leadership enhancement. However, challenges, such as resistance to technological change and ethical complexities, need to be addressed. Implications for Nursing Management: Specific training programs for nurse managers are essential to optimize the integration of AI. Such programs should focus on the management of AI applications and data analyses. In addition, creating interdisciplinary groups involving nurse managers, AI developers, and nursing staff is crucial for tailoring AI solutions to meet the unique needs of healthcare settings. [ABSTRACT FROM AUTHOR]

Preparing enrolled nurses (ENs) to effectively work with mental health consumers is crucial to meeting Australia's healthcare demands. This qualitative study aimed to explore various stakeholders' perceptions regarding the mental health knowledge, skills, and attributes (KSAs) required by ENs to engage with individuals experiencing mental health issues, thus guiding future training priorities. The sample comprised 44 participants including 18 students, 3 graduate ENs, 5 experienced ENs, 5 registered nurses (RNs), 4 nurse unit managers (NUMs), 5 teachers, and 5 consumers of mental health services. Focus groups were used to collect data from the students, whilst individual interviews were conducted with all other participants. A thematic analysis revealed communication was the most vital skill for effectively working with mental health consumers. Skills such as critical thinking and clinical reasoning were also deemed crucial, given the volatile nature of the mental health inpatient environment, necessitating effective responses to acute escalations to prevent adverse outcomes for both staff and consumers. Essential knowledge components included understanding mental health disorders, symptoms, and treatments, particularly medications used for mental health issues. Participants also emphasised the importance of attributes like confidence and empathy in supporting and caring for consumers, who often experienced trauma and vulnerability. These findings provide valuable insights into the content that should be incorporated into the diploma of nursing (DN) training to produce competent graduate ENs. [ABSTRACT FROM AUTHOR]

The role of nurses in leading the design and delivery of primary health care services to address health inequities is growing in prominence, specifically in rural Australia. However, limited evidence exists to inform nurse‐led primary health care in this context. Based on a focus group with nursing executives and semi‐structured interviews with registered nurses we describe nurse experiences of leading the design of a primary health care service in rural Australia and nurse transition to and practice in this service. Nurse experiences were analysed using reflexive thematic analysis. The study reveals the centrality of relational integration in service design and nurse acquisition of relational practice as it relates to nurse to care recipient and nurse to nurse relationships. Tensions between primary health care nurses and their peers, and resultant de‐valuing of primary health care practice, are described. The acquisition of nurse professional agency draws attention to investments required to position nurses to lead and sustain care innovations external to hospital settings. The authors propose that relational approaches may provide nurses with the opportunity to reframe their leadership and service contributions towards community literate primary health care provision and provide a pathway to professional emancipation from constrained practice expectations. [ABSTRACT FROM AUTHOR]

Aims: The main goal of this research is to identify, through expert consensus, the key factors that determine the span of control (SOC) of first‐line nurse managers (FLNMs) in the Spanish healthcare system. Background: The SOC is a management concept which has usually been defined as the number of subordinates reporting to a superior. In nursing, however, it is much more complex. This complexity is shaped by various factors related to patients, healthcare professionals and organisational structures. Nursing leaders must thoroughly consider these factors and their determinants, which necessitate a comprehensive assessment. Given the significant impact an inadequate SOC can have on patients, professionals and the organisation, it would be beneficial to address this issue. In nursing, studies on this subject are practically nonexistent and focus solely on the number of subordinates, highlighting the need for research in this area. Methods: Between September and December 2022, a Delphi study was conducted. Forty‐five experts were invited to participate. The study involved nurse administrators, FLNMs, university professors, renowned researchers and other non–health professionals related to health management. The participants completed an online survey over three phases. Factor analysis was performed on the items for which consensus was reached. The jamovi software version 2.3.15 was used for data analysis. Results: A total of 35 experts participated in at least one of the three phases of the Delphi study. Following a comprehensive analysis of the identified factors, a consensus was reached on 31 of them. These were subsequently grouped into four categories: unit category (16 items, including complexity, resource management, conflicts and protocolisation and monitoring of activities), professional category (five items: number of staff, staffing stability and skill level and diversity of staff), FLNM category (four items: autonomy, experience and education and leadership style) and organisation category (six items: digitisation and information systems, education, research and implementation evidence‐based practice and performing guards). Conclusions: Our research shows a high degree of consensus amongst participants in identifying the determinants and degree of relevance of SOC‐related aspects. Although SOC is not currently assessed, all stakeholders agree that there are a large number of variables that should be considered when appointing a FLNM. Implications for Nurse Managers: Nursing managers can better assess the health of the organisation and improve performance by understanding the factors that influence the SOC of FLNMs. Due to the lack of previous studies, understanding these factors will allow the development of methods and tools tailored to the characteristics of different health systems. [ABSTRACT FROM AUTHOR]

Introduction: Both nurses' well‐being and quality of care are top priorities of the healthcare system. Yet, there is still a gap in understanding the extent and how authentic leadership influences them. This information is needed to inform the development of effective interventions, organizational practices, and policies. Thus, this study aimed to test the mechanism by which nurses' perception of their managers' authentic leadership impacts nurses' well‐being and perception of quality of care, given the role of the nursing practice environment and nurses' psychological capital. Design: A cross‐sectional design was used. Methods: This study recruited a random sample of 680 nurses from six hospitals in Saudi Arabia. A final sample of 415 completed the surveys, with a response rate of 61%. Structural equation modeling was performed to test the hypothesized model. Results: The study showed that nurses' perceptions of authentic leadership in their managers positively and directly affect their perceptions of quality of care but do not directly affect nurses' well‐being. Both the nursing practice environment and psychological capital fully mediated the relationship between authentic leadership and nurses' well‐being. However, the nursing practice environment partially mediated the relationship between authentic leadership and perceptions of quality of care. Conclusion: The findings contribute to understanding the crucial role of authentic leaders' style in nurses' well‐being and quality of care through its positive impact on the nursing practice environment and psychological capital. Clinical Relevance: Designing interventions and policies that specifically target nursing managers' authentic leadership style has implications for enhancing nurses' well‐being and the quality of patient care. Institutional measures are needed to help leaders practice an authentic leadership style to create a positive nursing practice environment and cultivate nurses' psychological capital, both of which contribute to nurses' well‐being and attaining a better quality of care. Further work is required to highlight the outcomes of implementing an authentic leadership style relevant to other leadership styles. [ABSTRACT FROM AUTHOR]

The aims of the research were to investigate the mediating effect of emotional intelligence and the moderating effect of disgust sensitivity on the relationship between proactive personality and caring behavior among clinical nurses. A cross‐sectional design while adhering to STROBE guidelines was used for this study. Three hundred ninety‐three purposely selected nurses from three tertiary general hospitals completed an online survey. Measures included proactive personality, emotional intelligence, disgust sensitivity, and caring behavior. The findings showed that proactive personality positively predicted nurses' caring behavior, and that emotional intelligence played a mediating role in the relationship between proactive personality and caring behavior. Disgust sensitivity indirectly and negatively moderated the impact of proactive personality on nurses' caring behavior mainly in the second half of this moderated relationship. The findings underscore that the nursing managers may consider incorporating emotional intelligence topic in practical nursing skills training and improving nurses' ability to control their disgust sensitivity can improve their professional behavior, thus to provide patients with high‐quality nursing services. [ABSTRACT FROM AUTHOR]

Aim: The purpose of this study was to explore the relationships among perceptions of decent work, psychological empowerment, and work immersion among nurses, hypothesizing that psychological empowerment mediates the relationship between perceptions of decent work and work immersion. Background: At present, there are many studies on nurses' perceptions of decent labor and work immersion in China, but the relationship between them has not been discussed from a psychological perspective. Methods: The sample consisted of clinical nurses in Jiangxi, Zhejiang, Hubei, and Guangdong provinces, China, and the nurses' general information, decent labor perception, psychological empowerment, and work immersion scores were assessed using the General Information Scale, Decent Labor Perception Scale, Psychological Empowerment Scale, and Work Immersion Scale, respectively. Pearson correlation analysis and structural equation modeling were used to analyze the data. Results: The total scores of nurses' perceptions of decent work, psychological empowerment, and work immersion were at a moderate level. The total nurse work immersion score and each dimension score were positively correlated with the total nurse decent work perception score and the total psychological empowerment score. Decent work perception and psychological empowerment directly and positively predicted work immersion; decent work perception also indirectly acted on work immersion through psychological empowerment. Conclusions and implications for nursing and health policy: Nurses' work immersion was moderate, and this study explored the mechanisms by which perceptions of decent work affect nurses' work immersion from a psychological perspective, validating the mediating role of psychological empowerment. This study emphasizes that nursing managers should fully understand the importance of nurses' work immersion, continuously improve nurses' decent labor perceptions, enhance their psychological empowerment level, improve their work immersion, and enhance the quality of nursing services. [ABSTRACT FROM AUTHOR]

Aim: This study investigated the job performance and predictability of job demands, job resources, personal resources, work engagement, job crafting, and the transformational leadership of nurse managers on this among nurses in Myanmar. Background: The ongoing crisis of nursing shortages along with heavy workloads combines to form a major challenge in Myanmar and these affected the job performance of nurses during the COVID‐19 pandemic. Methods: Utilizing a stratified random sample of 474 nurses from tertiary‐level general hospitals in the Republic of the Union of Myanmar, a descriptive predictive analysis was carried out. The Demographic Data Sheet, Job Performance Scale, Work Engagement Scale, Job Demands Scale, Job Resources Scale, Personal Resources Scale, Job Crafting Scale, and Global Transformational Leadership Scale were utilized to collect data. Results: The overall level of job performance was perceived to be high, considering various factors such as job demands, personal resources, work engagement, and job crafting were found as significant predictors of nurses' job performance, explaining 63.30% of the total variance. Discussion: These findings make a valuable contribution toward enhancing nurses' job performance by addressing job demands, fostering work engagement, and nurturing their job‐crafting capabilities. Self‐reporting data collection may not have accurately represented the actual level of study variable. Conclusion: This study highlighted factors that significantly affect nurses' job performance in general hospitals in Myanmar. Implications for nursing and health policy: The findings provide important evidence for nursing administrators and policymakers wishing to develop strategies to enhance the working environment and remain active in helping the performance of nurses. [ABSTRACT FROM AUTHOR]

Aim: To determine whether social support and psychological resiliency are significant mediators of the associations between risk perception and quality of working life in Chinese nurses working with infectious diseases. Design: A cross‐sectional study. Methods: A cross‐sectional survey of 879 nurses in infectious diseases department of specialty or general hospitals in China completed online questionnaires on the nurses' risk perception questionnaire, quality of working life, psychological resilience and the social support rating scale. Results: Our study observed that risk perception directly negatively influences the quality of working life of infectious disease nurses, while psychological resilience and social support positively chain mediate this relationship. Conclusion: Critical elements impacting the quality of working life of infectious disease nurses are risk perception, psychological resilience and social support. Managers may think about decreasing the level of risk perception and enhancing the quality of working life of infectious disease nurses by enhancing their psychological resilience and providing support. Public Contribution: The quality of working life of infectious disease nurses should be a priority for nursing management; it is critical to maintain their health and well‐being, raise the quality of care and lower turnover. Managers should create resilience‐building programmes and support tools to assist nurses properly perceive risks and adopt protective strategies to deal with them to improve the quality of working life for nurses. [ABSTRACT FROM AUTHOR]

Aim: This study aimed to determine clinical nurse and nurse manager perspectives on missed nursing care (MNC) during the COVID‐19 pandemic. Design: This study utilized a qualitative exploratory descriptive design. Methods: Data were obtained through focus groups and virtual interviews. Purposive sampling was used to select nurse and nurse manager participants in COVID‐19 units and the Emergency Department in one large healthcare organization in the northeastern United States of America. Results: A total of 15 nurses and nurse managers participated in the study. Results revealed five categories: medication delivery, turning patients, double checks, communication and rapport, and patient surveillance. Conclusions: A variety of factors contributed to the perceptions and experiences of MNC of COVID‐19 patients during the early stage of the pandemic. The COVID‐19 crisis put additional and unparalleled pressure on a strained nursing workforce. Hospital leaders are responsible for ensuring their frontline nurses have the resources they need to feel supported in their roles regardless of the presenting circumstances. Implications for the Profession: Nurse leaders should employ evidence‐based strategies such as promoting and championing teamwork to support staff and reduce incidences of MNC during crises. Our current work may serve as a basis for informing future revisions of pre‐pandemic measurement tools when applied in a pandemic‐specific context. Reporting Methods: This manuscript adheres to the standards for reporting qualitative research (SRQR); a synthesis of recommendations. Public Contribution: There was not patient or public contribution for this study. [ABSTRACT FROM AUTHOR]

Aim: To investigate the current state and influencing factors of core competence of oncology specialist nurses as well as the relationship between core competence and perceived professional benefits. Design: A cross‐sectional correlational survey. Methods: This questionnaire survey was conducted with oncology specialist nurses working in a Grade III A (tertiary) Public Cancer Hospital in Jinan, China in March 2021. Based on informed consent, a convenience sampling of 350 nurses participated in the study, with 322 valid questionnaires collected. Using IBM SPSS21.0, the data were analysed to perform descriptive statistics, analysis of variance (ANOVA), multiple stepwise regression analysis and Pearson's correlation analysis. Results: The overall average score of nurses' core competence was 224.28 ± 7.95, a medium level and the overall average score of their perceived professional benefits was 132.99 ± 5.05. Nurses' core competence was positively correlated with perceived professional benefits. The differences in professional title, education, working years and perceived professional benefits were statistically significant. Conclusion: The findings indicated that nurses' perceived professional benefit is an important factor affecting core competence. Nursing managers who take main responsibility for the quality of care should adopt measures to increase perceived professional benefits, which not only promote nurses' job satisfaction and happiness, but also enhance the development of their core competence and the quality of cancer care as well. Patient or Public Contribution: All participants contributed to the conducting of this study by completing self‐reported questionnaires. [ABSTRACT FROM AUTHOR]

Introduction Design Method Results Conclusion Clinical relevance The uptake of research evidence on staffing issues in nursing by nursing leadership, management and into organizational policies seems to vary across Europe. This study wants to assess this uptake of research evidence.Scoping survey.The presidents of twelve country specific Sigma Chapters within the European Region answered written survey questions about work organisation, national staffing levels, national skill mix levels, staff characteristics, and education.Seven of the 12 chapters could not return complete data, reported that data was unavailable, there was no national policy or only guidance related to some settings.Enhancing the awareness of nursing research and of nursing leaders and managers regarding staffing level evidence is not enough. It seems necessary to encourage nurse leaders to lobby for staffing policies.Research evidence on staffing issues in nursing and how it benefits health care is available. In Europe this evidence should be used more to lobby for change in staffing policies. [ABSTRACT FROM AUTHOR]

Aim. To understand the current situation of upward bullying in the Chinese nursing field and explore the manifestations, reasons, and outcomes of upward bullying experienced by Chinese nurse managers. Background. Workplace bullying, a serious social problem, is characterised by recurring incidents of intimidating, aggressive, and hostile behaviour. Bullying in the nursing profession exhibits all or some of the above traits. The evidence of upward bullying by subordinate nurses against nurses in positions of authority or power is limited in China. Methods. This qualitative study was conducted with semistructured, in‐depth interviews involving 12 hospital nurse managers in Wuhan, Hubei Province, between June and August 2023. The data were analysed using the Colaizzi seven‐step analysis method with Nvivo 12.0 software as a support. Results. We grouped our findings into three main categories: manifestations of upward bullying; reasons for upward bullying; and outcomes of upward bullying. Conclusions. Nurse managers in China are exposed to upward bullying in many forms and for complex reasons. More emphasis needs to be given to creating a positive work environment for them to facilitate their managerial role. Implications for Nursing Management. This study probes the realities of upward bullying against Chinese nurse managers and highlights the need for managers to develop the skills needed to identify, manage, and prevent bullying from subordinates. By contributing to the development of interventions and strategies that address workplace bullying, this study shows promise for enhancing managerial effectiveness and improving the nursing practice environment. [ABSTRACT FROM AUTHOR]

Nurse‐led digital transformation promotes nurses' participation and leadership in digital health. It also aims to improve the quality of care and patient satisfaction. The objective is to describe the priorities of nursing managers in the field of digital health and their beliefs related to the digital transformation led by nurses. The methodology used is a qualitative‐descriptive study. The data were collected by means of the implementation of playful‐reflective workshops. Open and/or closed questions were used, to which participants responded using their mobile phones, by capturing QR codes. A group of 32 nursing managers from the Spanish private hospital sector were invited to participate by means of purposive sampling. Data were analysed using the Braun and Clarke thematic analysis performed by two researchers independently. Of the 32 participants, 25 were women. The average age was 38 years. The main utility of the use of technology in health environments that they noted was innovation, followed by communication. Another utility mentioned repeatedly was that of visibility, considering digital media as a way to show the population the role of a nurse. They also noted time savings and error reduction. Moreover, as barriers to the implementation of technology, participants pointed out the lack of skills or equipment, institutional support, and the care burden. This study shows that nursing managers are aware of the need and benefits that nurse‐led digital transformation can bring about. These findings can pave the way for promoting a nurse‐led digital leadership culture. [ABSTRACT FROM AUTHOR]

Background Aim Study Design Results Conclusion Relevance to Clinical Practice Many critical care nurses provide care to patients who are injured or ill and are at the end‐of‐life. Therefore, they are at high risk for developing negative emotional responses due to exposure to patient suffering and death.To determine the association between attitudes towards care of the dying, resilience, and Sense of Coherence.A cross‐sectional descriptive approach was used. Head nurses at 74 hospitals in Japan were sent a letter about the study; 29 head nurses agreed to send information to the critical care nurses in their hospital. Demographic factors, attitudes towards care of the dying, resilience, and Sense of Coherence were collected using Google Forms. Structural equation modelling was used to analyze the associations among the variables.A total of 229 nurses completed the survey. The average years of clinical experience were 10.5 ± 8.4 years. Factors directly related to positive attitudes towards care of the dying were higher resilience, more years of clinical nursing experience, and having a Master's degree. Sense of Coherence was the strongest predictor of resilience. Other predictors for higher resilience included confidence in nursing skills, social support, and religious beliefs towards death. The main predictor for higher Sense of Coherence was workplace satisfaction.Nurses with higher resilience had more positive attitudes about care of the dying. Individual factors, such as a Sense of Coherence, confidence in caring for patients, and religious beliefs were the most important factors related to resilience.It is necessary to support newer nurses especially those with lower educational attainment, to increase workplace satisfaction, Sense of Coherence and resilience. It is necessary to develop educational programs focused on care of dying patients and to evaluate their effect so that critical care nurses have a positive response to caring for dying patients. [ABSTRACT FROM AUTHOR]

Aim Background Methods Findings Conclusion Implications for nursing and health policy To determine the effects of perceived workplace loneliness on life satisfaction among nurses working as managers.Nurses working as managers often encounter negative situations, and their consequences extend beyond their professional responsibilities to encompass nonprofessional domains, including life satisfaction.This study enrolled 158 nurse managers (NMs) after gaining their consent. Data from the descriptive cross‐sectional study were obtained using the “Descriptive Information Form,” “Loneliness in Work Life Scale,” and “Life Satisfaction Scale.” The relationship between relevant scales was assessed using Pearson's correlation analysis and multiple linear regression.A moderately strong, negative, and significant relationship was observed between work life–related loneliness and life satisfaction among NMs. Multiple regression analysis revealed that three independent variables—two LAWS subscales and the job satisfaction status—significantly affected NMs’ life satisfaction (adjusted R2 = 0.39, p < 0.001).Perceived loneliness and professional satisfaction are important predictors of life satisfaction among NMs. Thus, it is crucial to determine the factors that negatively affect the professional satisfaction and perceived loneliness of nurses working as managers and to implement psychosocial interventions in such cases.This study demonstrates the significance of identifying problems in the professional lives of NMs, who are involved in planning nursing services and implementing interventions to address these problems. [ABSTRACT FROM AUTHOR]

Introduction Methods Results Conclusion Clinical Relevance While the nurse practice environment's vital role in shaping patient care outcomes is well established, the precise mechanisms through which it influences missed nursing care remain unexplored. Hence, this study examined the mediating role of adherence to clinical safety guidelines in the relationship between the nurse practice environment and missed nursing care.This descriptive, cross‐sectional study involved 1237 nurses from 11 governorates in the Sultanate of Oman. Data were collected using three standardized scales: the Patient Safety Adherence Scale, the Practice Environment Scale of the Nursing Work Index, and the Missed Nursing Care Scale.A favorable nurse practice environment was associated with higher adherence to clinical safety guidelines (β = 2.492, p < 0.001) and a lower frequency of missed nursing care (β = −0.2919, p = 0.015). Adherence to clinical safety guidelines partially mediated the relationship between the nurse practice environment and missed nursing care (β = −0.055, p < 0.001).Enhancing the nurse practice environment plays a crucial role in improving nurses' adherence to clinical safety guidelines, which in turn reduces compromised nursing care.Healthcare administrators and policymakers should prioritize improving working conditions to enhance nurses' adherence to clinical safety guidelines, thereby minimizing the occurrence of missed care and improving overall patient outcomes. [ABSTRACT FROM AUTHOR]

Background. Nurse emigration, often termed "brain drain," poses significant challenges to Ghana's healthcare sector. Aim. This study explores nurse managers' perspectives on determinants and strategies for mitigating nurse emigration in Northern Ghana. Methods. Sixteen nurse managers were interviewed using semistructured interviews between October and December 2023. Purposive sampling was used to select the participants. QDA Miner Lite version 6 was used for systematic coding and thematic data analysis, following the conventional content analysis approach. Results. Following data encoding and classification, the study identified three primary categories: determinants of brain drain, impact of brain drain on the healthcare system, and mitigating factors of brain drain. Conclusion. The study reveals that various factors, including inadequate pay, limited opportunities for career growth, and lack of access to technology, drive the brain drain among Ghanaian nurses. These lead to negative impacts on the healthcare system, such as increased workload, reduced patient satisfaction, and a shortage of skilled nurses. To tackle this issue, solutions including offering career advancement opportunities and improving salaries and working conditions among others have been highlighted to mitigate the brain drain among Ghanaian nurses. [ABSTRACT FROM AUTHOR]

Background. Second victim experiences have long‐term impacts on the personal and professional well‐being of nurses. Individual‐centered support is necessary to help nurses cope with the various stages of the second victim experience. Objectives. To explore personal and workplace factors that facilitate or hinder coping styles for second victim experiences from the perspectives of both frontline nurses and nurse managers. Design. This was a descriptive qualitative study that incorporated semistructured interviews. Methods. Purposive sampling was employed to enlist a total of eight nurses and seven nurse managers selected from five tertiary hospitals located in Hunan Province, China. The study participants included nurses who had suffered second victim experiences and nurse managers who had grappled with their nurses' second victim experiences. The data were transcribed verbatim and analysed using thematic analysis. Results. The analysis revealed four main themes that influenced nurses' ability to cope with second victim experiences: source of emotional trauma, personal factors, job stress, and support system. In contrast, emotional trauma from patients and relatives, negative personal traits, shadows from the second victim experience, and unsupportive workplace environments were obstacles to coping with second victim experiences. Conclusion. The study highlights facilitators and barriers that nurses cope with second victim experiences, providing insight to develop targeted interventions that support nurses and mitigate the negative impacts of second victim experiences. A comprehensive approach is more effective in supporting nurses in coping with second victim experiences, improving patient safety, and enhancing the quality of care. [ABSTRACT FROM AUTHOR]

Aim: To explore the perspectives of nursing managers in Korean hospitals on the Magnet Recognition Program using importance–performance analysis. Design: A descriptive quantitative cross‐sectional design with a survey methodology was used to evaluate nursing managers' perceptions of the Magnet Recognition Program criteria. Methods: After the Magnet Recognition Program's content validity was confirmed, an online survey was administered to 150 nursing managers from 10 hospitals. The results were analysed using importance–performance analysis. Results: The average importance of the questionnaire for the developed Magnet Recognition Program criteria was 3.19 ± 135 and the performance was 2.90 ± 222. Items corresponding to the areas 'Concentrate here', 'Keep up the good work', 'Possible overkill' and 'Low priority' were identified using two importance–performance analysis frames. The items corresponding to 'Concentrate here' included evidence‐based nursing practice, the nursing professional practice model, nurses' participation in improving turnover rate and cases of innovation in nursing. Conclusion: This study highlights areas for improvement within the Magnet Recognition Program as perceived by Korean nursing managers, emphasizing evidence‐based practice, professional models and nurses' involvement in turnover reduction and fostering innovation. Public Contribution: To achieve Magnet recognition, hospitals must understand nursing managers' perspectives on the Magnet Recognition Program criteria. This study provides insights into enhancing the work environment for nurses in South Korean hospitals and lays the groundwork for developing effective Magnet certification programs. Introducing the Magnet program into South Korean hospitals may improve the overall nursing work environment and mitigate the serious problem of nursing staff turnover. Reporting Method: The findings were reported using the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) checklist. [ABSTRACT FROM AUTHOR]

Identifying ways to ensure resident safety is increasingly becoming a priority in residential settings and nursing homes. The aim of this qualitative systematic review was to identify, describe, and assess research evidence on managers' perceptions regarding the barriers and facilitators of daily resident and patient safety work in residential settings and nursing homes. A qualitative systematic review was conducted following the Preferred Reporting Items for Systematic Reviews and Meta‐Analysis checklist. Published studies were sought through academic databases: Academic Search Premier, CINAHL, PubMed (MEDLINE), Scopus, SocINDEX, and Web of Science Core Collection in April 2023. Finally, 12 studies were included. The results of the included studies were synthesized using thematic synthesis after data extraction. According to the results, (1) competent staff and material resources; (2) management and culture; (3) communication, networks, optimal use of expertise; and (4) effective use of guidelines, rules, and regulations play a significant role in the success of resident and patient safety work. The findings revealed that promoting resident safety should not be seen solely as the responsibility of individual residential or nursing home personnel, as it requires multiprofessional cooperation and access to wider networks. Staff and managers must be receptive to learning, changing, and improving safety. Moreover, to ensure resident safety, it is essential to ensure that the organizations support safety work in residential and nursing home units. [ABSTRACT FROM AUTHOR]

The Practice Environment Scale of the Nursing Work Index (PES‐NWI) has been utilized for two decades globally to measure nurse work environments. Its 31 items in five domains present a substantial respondent burden, threatening survey response rates. The purpose of this study was to derive and validate a short form: the PES‐5. We conducted a cross‐sectional, secondary analysis of survey data from nurses in 760 hospitals in six U.S. states in 2016 or 2019. One representative item per subscale was selected by highest item‐to‐subscale R2 from the original PES‐NWI publication. Five psychometric properties of the PES‐5 were evaluated. The reproduced structure of the full form was confirmed in the 2016 data by the highest R2 for the selected items. The unidimensional structure of the PES‐5 was confirmed through confirmatory factor analysis. The correlation between the composite values of the 28‐item and 5‐item versions was 0.94. The Cronbach's alpha reliability of the PES‐5 was >0.80. The intraclass correlation coefficient (ICC 1, k), which evaluates the stability of aggregated values when data are clustered, i.e., nurses are nested within hospitals, was >0.80 in both datasets, demonstrating satisfactory aggregate properties. Construct validity was supported by the selected items being ranked highly in their respective subscales by an expert panel. Criterion validity was supported by an analysis of variance of the PES‐5 mean value across responses to a single‐item work environment measure. Similar patterns of relationships with other key variables were identified by statistically significant odds ratios in regression models predicting patient mortality from the PES‐5. The classification accuracy of the PES‐5 was high, with 88% of hospitals classified identically by both versions. The PES‐5 shows promise for measurement of nurses' work environments while maximizing response rate by reducing participant burden. [ABSTRACT FROM AUTHOR]

Background. Nursing managers were often required to take on dual roles as managers and staff nurses due to nurse shortages during the COVID‐19 pandemic. The purpose of this study was to compare the perceived stress levels among frontline nursing staff and nursing managers. Methods. This secondary data analysis relied upon 1643 data extracted from two online surveys between November 2020 and March 2021. A convenience sample of Austrian frontline nurses and managers from hospitals and nursing homes was used. In addition to demographics, we collected data using the German version of the Perceived Stress Scale. Results. Frontline nurses of both settings experienced statistically significant higher levels of stress and higher levels of helplessness as well as self‐efficacy than their respective managers. Most participants perceived moderate to high stress levels during the second wave of the COVID‐19 pandemic in Austria. Conclusions. These findings underline the urgency for stress‐reducing interventions as well as for fostering emergency trainings/response strategies for frontline nurses and nursing managers. Moreover, our findings provide hospital managers and health professionals with specific evidence to increase awareness of the dual tasks of nursing managers and to enable them to prepare strategies for future pandemics. [ABSTRACT FROM AUTHOR]

Background. Emotional responses and the ability to regulate emotions among nurses, especially first‐line nurse managers, can influence various workplace dynamics. However, there is a knowledge gap regarding emotional intelligence, job satisfaction, and organizational commitment among nurses in Qatar, particularly first‐line nurse managers. Objectives. The primary aim of this study is to determine if there is a significant relationship between emotional intelligence, job satisfaction, and organizational commitment among first‐line nurse managers (FLNMs) in Qatar. Design. This is a descriptive cross‐sectional correlational study. Settings. The research took place at Hamad Medical Corporation in Qatar. Participants. A total of 203 first‐line nurse managers participated in the study. Methods. Participants were recruited using a convenience sample method. Data were collected using the Genos Emotional Intelligence Inventory—Concise, the three‐component model Employee Commitment Survey, and the short‐form Minnesota Satisfaction Questionnaire (MSQ). Results. The findings showed that participants had average levels of emotional intelligence, job satisfaction, and organizational commitment. Notably, a significant, moderately positive relationship was observed between emotional intelligence and organizational commitment, as well as between job satisfaction and organizational commitment. A weak positive relationship was identified between emotional intelligence and job satisfaction. Differences in emotional intelligence were observed based on variables such as gender, age, and unit specialty. Organizational commitment varied based on the current position and hospital type, while job satisfaction differed based on the current position and education level. Conclusions. The findings suggest that enhancing the emotional intelligence of first‐line nurse managers can potentially improve organizational commitment, job satisfaction, and, subsequently, healthcare outcomes. There is a need for further research to delve deeper into these factors and devise strategies aiming to boost the emotional intelligence and job satisfaction of first‐line nurse managers. Implications for Nursing Management. The study provides empirical data from Qatar's healthcare system, shedding light on FLNMs' emotional intelligence, job satisfaction, and organizational commitment. [ABSTRACT FROM AUTHOR]

This qualitative study aimed at exploring nurses' experiences concerning patient safety incidents among hospitalized children in South Korea. From August 4 to 12, 2023, data were collected through in‐depth individual interviews involving 14 clinical nurses. Employing thematic analysis, we identified 8 themes, which coalesced into three theme clusters: "challenges in pediatric patient safety nursing due to patient and caregiver characteristics," "emotional changes in nurses following patient safety incidents," and "sincere desire to prevent patient safety incidents in pediatric patients" The findings underscored that nurses experience significant burdens related to patient safety, emphasizing the necessity for robust support from caregivers, healthcare institutions, and national policies. Consequently, it is imperative to develop and implement programs and policies to foster a secure care environment for pediatric patients. Nurse managers and organizations must proactively design healthcare systems and related policies that prioritize safely protecting pediatric patients and nurses alike from patient safety incidents, considering the characteristics of pediatric patients and the experiences of the nurses caring for them. [ABSTRACT FROM AUTHOR]

Aim Background Methods Results Conclusion Implications for nursing and health policy This study aimed to identify the factors influencing nurses’ migration patterns in Turkey.The flow of nurse migration from developing countries to developed countries is steadily increasing. As a result, countries that are sources of migration tend to develop domestic inequities with respect to the population's ability to access health services. In particular, fragile economic conditions and the pandemic triggered the migration of nurses from Turkey, a developing country.This study employed a mixed‐method explanatory sequential design and was conducted in Turkey between April and November 2022. The decision to migrate was the focus of both the quantitative aspect, involving 237 participants, and the qualitative aspect, with 20 participants. Quantitative data were gathered through a questionnaire, and qualitative data were obtained using open‐ended questions during in‐depth individual interviews. We followed the Strengthening the Reporting of Observational Studies in Epidemiology checklist in the quantitative phase and the Consolidated Criteria for Reporting Qualitative Research checklist in the qualitative phase. Descriptive statistics and thematic analyses were used to analyze the data.In the quantitative stage of the study, nurses’ reasons for deciding to migrate were identified as economic conditions, working conditions, society's outlook on the profession, political factors, and professional growth opportunities. In the qualitative stage, four major themes influencing nurse migration patterns emerged: devaluation and poor collegiality in nursing; inadequate management support; negative work environment; and health, social, and economic policies.The results of the study showed that the three factors most influential in the decision to migrate were economic issues, a negative work environment, and political climate.In developing countries, there is an urgent need for nurse administrators and health workforce decision‐makers to create healthy working conditions and manage resources efficiently, focusing on improving nurses’ economic situations while developing appropriate nationwide and international strategies. [ABSTRACT FROM AUTHOR]

Objective: This article highlights key lessons learned while conducting a nurse‐led community‐based HIV prevention trial with youth experiencing homelessness (YEH), focusing on sexually transmitted infections testing and treatment, intervention sessions, community partnerships, and participant recruitment and retention. Design: The insights and experiences shared aim to inform future research and the design of interventions targeting populations at high risk, particularly when facing unanticipated challenges. By addressing these areas, the article contributes to the decision‐making for the design and delivery of effective strategies to improve the health outcomes among marginalized populations. Results: The findings underscore the importance of flexibility and active participant engagement, cultivating strong relationships with community partners, utilizing technology and social media, and fostering a diverse research team that represents the heterogeneity of youth experiencing homelessness across race/ethnicity, gender identity, sexual orientation, and lived experiences. Conclusions: These recommendations aim to enhance participant access, engagement, and retention, while promoting rigorous research and meaningful study outcomes for YEH. [ABSTRACT FROM AUTHOR]

Introduction: In the rapidly evolving healthcare landscape, the capacity to foster innovative work behavior among nurses is increasingly important. This study examined the dynamics between inclusive leadership, psychological safety, collectivism, and innovative work behavior among nurses. Design: The study used a cross‐sectional, correlational design. Methods: This study utilized data from 730 medical‐surgical nurses who provided direct care to patients. Standardized instruments were used to assess key study variables. Statistical analyses, including moderated mediation regressions, were employed to investigate the complex interplay among these variables. Results: We found a positive association between inclusive leadership and innovative work behavior, and psychological safety mediated this relationship. Collectivism moderated inclusive leadership's direct relationship with psychological safety and its indirect relationship with innovative work behavior. The results revealed that nurses with lower levels of collectivism were more responsive to their managers' inclusive behaviors, strengthening the relation between inclusive leadership, psychological safety, and innovative work behavior. Conclusion: Our findings suggest that promoting inclusive leadership behaviors among nurse managers to create a psychologically safe environment can motivate nurses to engage in innovative work behavior. However, it is also important to understand that the effectiveness of leadership may differ depending on the collectivist values of individual nurses. Clinical Relevance: Nurse managers should adopt inclusive leadership behaviors, such as valuing trust, open communication, and diversity, in order to foster psychological safety and innovative work behavior among nurses. [ABSTRACT FROM AUTHOR]

Aim Background Methods Results Discussion and conclusion Implications for nursing and health policy To determine the effect of nurses' perceptions of the effectiveness of nursing services management on their professional commitment.Effective healthcare management is crucial for improving patient care quality. Understanding nurses' perspectives on nursing services management and their commitment provides valuable insights for management strategies, improving well‐being and healthcare outcomes.This descriptive, cross‐sectional, and correlational study involved 265 state hospital nurses. Data were collected between November 2020 and June 2021 using descriptive characteristic form, Nursing Services Management Effectiveness Scale, and Nursing Professional Commitment Scale. This study adhered to the STROBE checklist.Nurses' views on the effectiveness of nursing services management and their professional commitment were found to be influenced by age, professional experience, and institutional positions. The average scores for nursing services management perception and professional commitment were 2.65 ± 0.72 and 66.63 ± 12.40, respectively. A statistically significant positive and low‐level correlation was observed between nurses' nursing services management perception and professional commitment scores. Nurses' positive perception of nursing services management explains 17.1% of the variance in nurses' professional commitment levels.This study outlines how nurses' views on effective nursing services management can enhance their professional commitment. Managers should contribute to increase nursing services management efficacy by eliminating deficiencies in management practices to make their institutions successful and to increase their employees’ professional commitment level.Assuming positive perceptions of nursing management increase nurses' professional commitment, developing policies to boost organizational support is vital. Managers should focus on improving nursing services management to increase organizational success, increase nurses' professional commitment, and achieve the best health outcomes by eliminating management deficiencies. [ABSTRACT FROM AUTHOR]