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Aims: The aim was to examine the extent and scope of empirical research concerning registered nurses' psychological capital. Background: In a time of global nursing shortage, identifying variables that could positively contribute to the retention of the nursing workforce is essential. Prior research has shown that psychological capital correlates positively with employees' better performance and well‐being. Design: A scoping review. Data sources A systematic literature search was conducted in the following databases: PubMed, CINAHL, PsycINFO, Web of Science and Scopus covering the period from 1 January 2005 to 7 May 2023. Review methods: The JBI methodological guidance for scoping reviews was followed. The results were summarized narratively. Results: A total of 111 studies reported in 114 peer‐reviewed articles were included. Studies were carried out across 20 countries, with the majority from China (45), Australia (nine), Pakistan (nine), Canada (eight), South Korea (eight) and the United States (eight). A positive correlation was found between registered nurses' psychological capital and desirable work‐related outcomes, such as work engagement, commitment and retention intention. Conclusion: A comprehensive overview of research evidence suggests that psychological capital is associated with many positive work‐related outcomes and might therefore be a valuable resource for reducing nurse turnover. Summary statement: What is already known about this topic? The concept of psychological capital has been originally developed in the field of positive psychology.Psychological capital has been positively associated with many employees' desired work‐related outcomes, for example better performance, positive attitudes and well‐being.Nursing workforce researchers are increasingly interested in psychological capital as an emerging concept. What this paper adds: This review of 111 studies presents a broad overview of the research concerning registered nurses' psychological capital conducted in 20 countries.Psychological capital correlated positively with newly graduated nurses' and registered nurses' positive, work‐related outcomes such as engagement and retention intention as well as lower burnout level. The implications of this paper: Findings from this review can inform nurse managers and leaders who develop and implement strategies to promote staff well‐being and retention.Strengthening psychological capital might be beneficial both for individual registered nurses and the healthcare organizations where they work.There is a need for future research to investigate psychological capital outside the hospital settings and with longitudinal designs. The instruments identified need more cross‐cultural validations. [ABSTRACT FROM AUTHOR]

Aims: This study aimed to describe and summarize research concerning organizational justice among registered nurses. Background: Over the recent decades, a number of studies have explored organizational justice. Perceived high organizational justice among employees has been found to correlate with multiple beneficial outcomes, such as job satisfaction, commitment and improved physical and mental health. By contrast, low organizational justice is related to poor productivity, atmosphere at work, health and well‐being. Design This study is a scoping review. Data Seven databases were used to search for peer‐reviewed publications published between January 2015 and August 2019. Review method: This scoping review utilized Arksey and O'Malley's methodological framework. Results: High organizational justice has been found to improve registered nurses' work‐related outcomes, health and well‐being. Low organizational justice has been linked to undesired work‐related outcomes and health problems. Conclusion: Nurse managers play a key role in promoting organizational justice. Further research is needed to study the relationship between organizational justice and the quality of patient care and safety. There is need for longitudinal studies to understand the effects and nature of organizational justice in the nursing workforce. Summary statement: What is already known about this topic? High organizational justice has been linked to several positive work‐related outcomes such as employees' job satisfaction, commitment and organizational citizenship behaviour.Low organizational justice has been associated with negative work‐related outcomes such as counterproductive behaviours and intent to leave the profession.High organizational justice is positively, and low organizational justice negatively, linked to health outcomes. What this paper adds? High organizational justice is positively and low organizational justice is negatively linked to registered nurses' work‐related outcomes, health and well‐being.Organizational justice among registered nurses has been measured with a variety of instruments. The implications of this paper: Nurse managers play a key role in promoting organizational justice.There is need for research concerning organizational justice and its effects on the quality of patient care and safety.There is need for longitudinal studies concerning organizational justice among registered nurses. [ABSTRACT FROM AUTHOR]

Aim The aim of this study was to report a systematic and psychometric review. Background The Nurse Competence Scale is currently the most widely used generic instrument to measure Registered Nurses' competence in different phases of their careers. Based on a decade of research, this review provides a summary of the existing evidence. Design A systematic literature review of research evidence and psychometric properties. Data sources Nine databases from 2004 - October 2015. Review methods We retrieved scientific publications in English and Finnish. Two researchers performed data selection and appraised the methodological quality using the COnsensus-based Standards for the selection of health status Measurement INstruments checklist. Results A total of 30 studies reported in 43 publications were included. These consisted of over 11,000 competence assessments. Twenty studies were from Europe and 10 from outside Europe. In addition to experienced nurses, the Nurse Competence Scale has been used for the competence assessment of newly graduated nurses and nursing students, mainly in hospital settings. Length of work experience, age, higher education, permanent employment and participation in educational programmes correlated positively with competence. Variables including empowerment, commitment, practice environment, quality of care and critical thinking were also associated with higher competence. The Nurse Competence Scale has demonstrated good content validity and appropriate internal consistency. Conclusion The value of Nurse Competence Scale has been confirmed in determining relationships between background variables and competence. The instrument has been widely used with experienced and newly graduated nurses and their managers. Cross-cultural validation must be continued using rigorous methods. [ABSTRACT FROM AUTHOR]

Aim: To formulate, validate, and disseminate policy, modelling nurses' career pathway from registered to advanced practice nurse. Method: The evidence‐informed policy and practice pathway framework was utilized. Multiple methods were used, including scoping review of literature, consultation of key informants, survey study, and expert group round‐table discussions during 5‐year project between 2013 and 2018. Results: Through (a) sourcing, (b) using, and (c) implementing the evidence, the expert group worked systematically to formulate a policy on a career pathway from registered to advanced practice nurse. The formulated career pathway includes three competence levels: registered nurse, specialized nurse, and advanced practice nurse, which includes the roles of nurse practitioner and clinical nurse specialist. In addition, validation and dissemination of the policy, as well as its effective implementation and the process of integrating it into practice, were examined. Conclusion: Evidence‐informed policymaking is an effective, interactive way to work collaboratively in achieving consensus and translating knowledge into practice. The formulated policy will contribute to the increased awareness, acknowledgement, and implementation of the registered nurses' traditional and new roles within health care environments. Implementing and integrating the policy in national health care policy, legislation, education, and organizations across the country is a work in progress. SUMMARY STATEMENT: What is already known about this topic? In the last 20 years, advanced practice nursing role development has escalated in several countries, including in Finland.Previously in Finland, there has been no description of the national‐level clinical career pathway from registered nurse to advanced practice nurse.Ensuring effective uptake and utilization of new roles requires policymaking. What this paper adds? A description of the policymaking process to model nurses' career pathway from registered to advanced practice nurse.Description of the use of the evidence‐informed policy and practice pathway framework to guide the policymaking process involving several stakeholders. The implications of this paper: The process described will be used to influence and develop national policy, modelling nurses' career pathway from registered nurse to advanced practice nurse, in an attempt to aid health care organizations to develop and optimally utilize nursing resources.The policymaking process described can be replicated in other countries developing new roles for registered nurses. [ABSTRACT FROM AUTHOR]