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Why you should read this article: • To enhance your understanding of the relationships between workplace stressors and job performance • To familiarise yourself with validated scales that can be used to measure stress, resilience and job performance • To consider measures that could be implemented to mitigate stressors, increase resilience and foster effective coping mechanisms among nurses. Background: Nurses are a crucial part of healthcare organisations, constituting around half of the global healthcare workforce. Therefore, it is important to examine the factors that may affect their job performance, which is central to the delivery of effective healthcare services. Aim: To examine the relationships between stress, resilience and job performance within the nursing context in Jordan. Method: A cross-sectional descriptive correlational design was used. A self-administered questionnaire comprising stress, resilience and job performance scales was completed by a convenience sample of 207 nurses working in five hospitals in the northern and middle regions of Jordan. Results: Overall, respondents self-reported moderate stress levels, normal resilience levels and moderate job performance. The study identified: a moderate positive correlation between stress and resilience; a weak negative correlation between stress and job performance; and a weak positive correlation between resilience and job performance. Conclusion: It is essential that nurse managers, leaders and policymakers implement measures to mitigate the stressors encountered by nurses, increase resilience and foster effective coping mechanisms. Such measures could enhance nurses’ resilience and job performance, ultimately improving patient care. [ABSTRACT FROM AUTHOR]

BACKGROUND: Health literacy plays a key role in promoting overall health and preventing diseases among individuals and communities. However, the literature regarding health literacy among university employees is still evolving and not thoroughly understood. OBJECTIVE: This study was conducted to examine the association between health literacy and sociodemographic characteristics and nutritional status of university employees in Jordan. METHODS: This study was conducted using a cross-sectional design. A total of 163 university employees participated by completing a demographics questionnaire and the Health Literacy Questionnaire. The Health Literacy Questionnaire is considered a comprehensive tool to assess health literacy, and it encompasses nine distinct scales. The body mass index was calculated by obtaining the participants' height and weight. RESULTS: The results of multivariate analysis of variance showed that three factors had a statistically significant effect on the linear composite of the Health Literacy Questionnaire scales. These factors were the university employees' age, highest level of education, and body mass index. Follow-up analyses revealed that university employees' sociodemographic characteristics and nutritional status affect different domains of health literacy. Compared to overweight employees, those with normal body mass index had higher mean average scores on six (out of nine) scales of the Health Literacy Questionnaire. CONCLUSION: These results highlight the need for addressing the nutritional status and sociodemographic characteristics as a source of disparity in university employees' health literacy. Such factors should be addressed in designing tailored health promotion interventions for university employees. [ABSTRACT FROM AUTHOR]

Aim: This study aimed to investigate the role of professional governance and empowerment in predicting nurses' job satisfaction. Background: Nurses can lead the way to enhance health care quality for all if they work in safe, satisfying and empowering environments. Professional governance and structural empowerment are associated with favourable work conditions and environments. However, studies addressing the predicting effects of professional governance and structural empowerment on job satisfaction are still limited. Methods: A cross‐sectional design was applied. Online self‐reported questionnaires were completed by 126 nurses. The analysis consisted of descriptive statistics, Pearson r correlation and hierarchical multiple regression to address the research aim. Results: Job satisfaction moderately correlated with structural empowerment (r =.40, p <.001) and professional governance (r =.30, p <.001). The final regression model revealed that 30% of the variation in job performance scores can be predicted by professional governance, structural empowerment and some demographic characteristics (R2 =.30, F = 8.67, p <.001). Conclusions: Working in an environment that incorporates empowerment conditions, genuine support and valuable opportunities will increase the nurse's job satisfaction. Additionally, nurses will have higher job satisfaction if they have their voices heard. Implications for Nursing Management: Nurse managers should properly assess the existing situation in each institution, implement already‐tested‐for‐effectiveness and efficiency interventions and create new ones based on nurses'‐specific needs. [ABSTRACT FROM AUTHOR]

Aim: To explore complex relationships among structural empowerment, formal power and informal power in predicting job performance quality. Background: Job performance is a major determinant of organisations' progress towards their goals and providing quality care. Job performance quality is an aspect of job performance and complex phenomenon that requires a more in‐depth understanding of complex relationships predicting its quality in nurses. Methods: This was a cross‐sectional quantitative study. Participants were 195 nursing staff providing direct patient care in four hospitals in Jordan. Hayes process was used to examine moderated mediation relationship predicting job performance quality. Results: The proposed model in this study explained 86% of the variance in job performance quality. The results showed that structural empowerment effect on job performance quality was significant for direct and indirect paths. However, those effects varied at different levels of informal power. Conclusion: This study suggested that the relationship between structural empowerment and job performance quality was none linear. Implications for Nursing Management: This study stresses the importance of considering complex relationships in promoting job performance quality. Understanding the nonlinear relationship between structural empowerment and job performance quality is expected to help nursing researchers, administrators and policymakers promote job performance quality. [ABSTRACT FROM AUTHOR]

Aim: The study aimed to examine the relationship between structural empowerment and attitudes towards computer use among nurses. Background: Empowering organizational structure is a significant factor affecting employees' attitudes and behaviours towards using organizational resources. Health information technologies were proven to improve health care quality. No previous studies examined the relationship between structural empowerment and attitudes towards computer use. Methods: A cross‐sectional correlational design was used. Self‐reported questionnaires were completed by 200 Jordanian nurses. Descriptive statistics, Pearson r correlation and linear regression analyses were used to address the research aim. Results: Structural empowerment was significantly and positively associated with attitudes towards computer use. Dimensions in structural empowerment that predict positive attitude towards computer use were access to opportunity (β = 0.382, p =.000), formal power (β = −0.252, p =.006) and informal power (β = 0.176, p =.046). Conclusions: Strengthening access to empowerment structures is essential to increase nurses' work efficiency. Improving empowering structures can be achieved by enhancing opportunities to increase professional knowledge and skills towards computerization. Implications for Nursing Management: Nurse managers should promote work conditions that motivate nurses towards positive recognition of innovation through efficient collaborations with the information technology teams. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To be aware of the proportion of nurses who intend to leave their current job • To recognise the nurse characteristics that can affect nurse turnover • To understand the factors that should be considered to improve nurse recruitment and retention Background: Nurse turnover is a prevalent and serious issue in Jordan, with many nurses leaving their jobs to search for better opportunities outside the country. It is therefore important to assess anticipated nurse turnover and the factors that may affect this, to prevent the costly and unnecessary loss of staff. Aim: To assess anticipated nurse turnover and its predictors, and to compare these between public and university-affiliated (teaching) hospitals. Method: A descriptive, cross-sectional and comparative design was used. Anticipated nurse turnover was measured using the Anticipated Turnover Scale, which consists of 12 items related to a nurse's intention to leave their job that are rated using a seven-point Likert-scale. Questionnaires were distributed to 280 nurses from three public hospitals and one university-affiliated hospital in the north of Jordan. Data were analysed using descriptive statistics, multiple regression and independent t-tests. Results: Questionnaire responses were received from 250 nurses, yielding a response rate of 89%. This study identified that 68% of respondents intended to leave their job. Being older, more experienced and with a higher level of education increased the likelihood of nurse turnover. Nurses working in the university-affiliated hospital had a higher intent to leave compared with those working in public hospitals. Conclusion: This study found that a high proportion of nurses working in hospitals in the north of Jordan were considering leaving their jobs, and nurses' characteristics had a significant role in determining anticipated turnover. The results of this study could provide policymakers and stakeholders in Jordan with guidance to develop policies and retention programmes that could improve nurses' work environment and reduce turnover. [ABSTRACT FROM AUTHOR]

OBJECTIVE: The purpose of this study is to investigate the level of structural empowerment and explore its relationship with job performance among nurses. BACKGROUND: Empowered nurses display more authority and an awareness of the accomplishment of their contribution to organizational goals. METHODS: A cross-sectional study was conducted with a convenience sample of nurses in 4 hospitals in Jordan. Data were collected using a self-administered questionnaire. RESULTS: A total of 195 nurses responded to the questionnaires, including 88 males (45.1%) and 107 females (54.9%). Overall, participants perceived their work environment to be moderately empowering. There is a significant positive correlation between structural empowerment and job performance. CONCLUSIONS: Highly empowered nurses display higher performance than less empowered nurses. Nurse managers must create an empowering work environment that supports nurses' job performance positively through structural empowerment. Applying structural empowerment in the work setting is crucial for ensuring the highest quality of patient care, improving nurses' performance, and reaching the organizational goals. [ABSTRACT FROM AUTHOR]

Occupational stress is a major problem for healthcare providers, with some professionals experiencing higher numbers of stressful situations than others. Although it is difficult to eliminate stress in professionals' daily lives, providing social support can lower psychological distress symptoms. This study aims to investigate the relationship between occupational stress and social support, and the effects of social support on psychological distress symptoms of healthcare professionals. A cross‐sectional descriptive design was utilized. Self‐administered questionnaires were completed by a convenience sample of 211 participants (physicians, nurses, and pharmacists) from a Jordanian hospital. Bivariate analyses were used to examine the relationships between the study variables. Multiple regression analyses were used to determine if occupational stress, demographic characteristics, and social support predict depression, anxiety, and stress. Results showed that healthcare professionals with more social support showed less depression than those with a lower score of social support. Females had higher scores of depression and anxiety than males. Pharmacists had significantly higher occupational stress than both nurses and physicians. Occupational stress negatively influences healthcare professionals' mental health. To improve the productivity and psychological wellbeing of healthcare professionals, occupational stress should be diminished by implementing effective management approaches to facilitate social support for healthcare professionals. [ABSTRACT FROM AUTHOR]

Background: Nurses play a substantial role in maintaining patient homeostasis postcardiac catheterization. Patients frequently complain of back pain and discomfort as a result of the prolonged bed rest postcatheterization. Aim: This study aims to evaluate the effectiveness of early position change postcardiac catheterization on reducing patients' pain and discomfort. Settings: The study was conducted at two cardiac units in a university hospital in Jordan. Participants: A total of 120 patients were used in the study, 60 patients in each of the two groups—control and intervention. Methods: The randomized controlled trial design was used. Data were initially collected 1 hour after sheath removal postcardiac catheterization. After that, the protocol was applied to the interventional group. Results: Early position change 1 hour after sheath removal after cardiac catheterization was found to be effective in reducing back pain as compared with the control group (P <.001). Also, the study intervention was found to be effective in reducing urinary discomfort (X2 = 50.83, P <.001), and increasing comfort level (X2 = 120, P <.001). However, although participants in the intervention group were less likely to have constipation and hematoma than those in the control group, this outcome was not statistically significant at P >.05. Conclusion: Early position change 1 hour after sheath removal postcardiac catheterization has significant positive effects on patient outcomes by reducing the intensity of back pain and urination problems and increasing patients' comfort level without increasing incidents of vascular complications such as bleeding and hematoma. [ABSTRACT FROM AUTHOR]

AIMThe study aimed to identify nursing students' professional competencies and examine which factors of the clinical learning environment affect these competencies. BACKGROUND Professional competencies are vital for the quality and safety of nursing practice. The learning environment is important for the development of professional competencies. METHOD Data were collected from 178 nursing students using the Clinical Learning Environment and Supervision Scale and the Nursing Professional Competencies Scale-Short Form. RESULTS The highest competency was achieved in value-based nursing care; the lowest competency was achieved in development, leadership, and organization of nursing. Factors such as positive pedagogical atmosphere, nursing care on the ward, and good supervisory relationship affected learning and, in turn, improved professional competencies. CONCLUSION The results establish a link between the clinical environment and reported professional competencies, leading to a call for more focused coverage of these factors in the academic curricula. [ABSTRACT FROM AUTHOR]