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Background: Change is prevalent in nursing environments and often leads to change fatigue among nurses while aiming to improve service quality and efficiency. Change fatigue is a significant stressor affecting nurses' work and psychology, and it is a crucial factor influencing organizational change. However, the concept of change fatigue among nurses has not yet been clearly defined or analyzed. Aim: This analysis aims to differentiate, clarify, and clearly identify the specific concept of change fatigue among nurses, which will provide nursing administrators and researchers with a comprehensive understanding of the concept of change fatigue among nurses, ultimately facilitating relevant measurements and interventions. Methods: This study employed Walker and Avant's concept analysis method. Results: A total of 29 papers were included in the study. The four defining attributes of change fatigue among nurses were identified as nurses' exposure to constant change, exhaustion, decreased agency, and passive acceptance of change. Antecedents were categorized into nurses' personal factors and those related to the organizational environment. The consequences of change fatigue were distinguished between individual‐level and organizational‐level impacts. Conclusions: This study provides a clearer understanding of the concept of change fatigue among nurses by outlining its antecedents, attributes, and consequences. An operational definition and conceptual understanding of change fatigue will aid future research in developing effective prevention strategies. [ABSTRACT FROM AUTHOR]

Introduction. Nursing education involves a robust blend of theory and hands‐on practice, crucial for cultivating the intricate abilities required to safely progress from being a student to becoming a proficient nursing professional. This training process was disrupted by the COVID‐19 pandemic when the imposition of lockdowns compelled the transition of classes from in‐person to online formats. Aim. This study aimed to assess the challenges in clinical training for nursing students during the COVID‐19 pandemic, specifically examining how reductions in hands‐on clinical practice have impacted their job satisfaction upon entering the workforce. Methods. It was an exploratory, descriptive, and cross‐sectional study, using the Font Roja Questionnaire on job satisfaction as an instrument for data collection. The population was made up of Spanish nurses who graduated in 2020, 2021, and 2022. Results. The sample consisted of 390 nurses, 81.5% female, averaging 24.35 years old, with 76% having missed at least one month of clinical practice during their training. We found significant levels of dissatisfaction with job pressure and professional competence (52.3% and 40.8%, respectively). Statistically significant differences were found between gender, job pressure, year of graduation, and professional competence. Conclusion. The loss of clinical practice periods, a vital element in nursing education, has influenced the early careers of these nurses, particularly affecting certain aspects of their job satisfaction such as job pressure and professional competence. [ABSTRACT FROM AUTHOR]

Introduction: Using the COVID‐19 pandemic as an example of a national and international crisis, it has been possible to show how critical care nurses (CCNs) were affected by their work situation with impact on health and wellbeing. This study sought out to investigate how CCNs stress was affected and to provide some answers as to how to react and organize care in a future crisis. The specific focus was CCNs' stressors related supervision of nurses untrained in intensive care and how these were handled in a salutogenic perspective. Aim: The aim of this study was to analyze CCNs' experiences of supervision of nurses without training in intensive care during the COVID‐19 pandemic, and to analyze these experiences with the help of the salutogenic concept sense of coherence. Materials and Methods: The phenomena under study were explored during the years of 2021–2022 through in‐depth interviews and interpreted using deductive content analysis. Results: By analyzing CCNs experiences of supervising nurses without training in intensive care with the lens of sense of coherence, it was possible to show in what way these concepts influenced how to cope with the demanding situation. Sense of coherence was influenced by the inevitable prioritization of patient care and nursing interventions. This prioritization caused moral distress, but was also enhanced or decreased by CCNs sense of coherence. Conclusion: When recruiting and introducing new personnel in a future crisis to any field of healthcare, but particularly to the intensive care, we would, on the basis of these findings, suggest that well‐established plans are vital for how to move personnel throughout the organization, and for how to introduce the field of intensive care. Plans for how to model care with the help of RNs without specialist training should be put in place. A communication plan for the organization is also of importance to enhance transparency. [ABSTRACT FROM AUTHOR]

Within our hospital network, the PINCH acronym (Potassium, Insulin, Narcotics, Chemotherapeutics, Heparin) designates high‐risk medications. As per local guidelines, double‐checking is mandated at the point of administration. This retrospective audit aimed to assess nursing and midwifery staff's ability to recognise PINCH medications by examining their adherence to double‐signing protocols, serving as an indicator of double‐checking. The analysis included overall compliance proportions, categorised by PINCH class and further stratified based on location, specialty, and staffs' level of training. An analysis of the first thousand PINCH medication administrations from 1 January 2023 was conducted, spanning four sites within our hospital network. Data sourced from the Electronic Medication Record system were refined to include one medication per patient per day, totalling 200 administrations per PINCH category. The results revealed that 896 (89.6%) out of 1000 medication administrations were co‐signed, with narcotics showing a co‐signature rate of 100%, followed by potassium at 99%, heparin at 98%, insulin at 97.5%, and chemotherapeutics at 53.5%. Among the orders lacking co‐signature, 90% pertained to chemotherapeutics and the remaining 10% were distributed across other categories. Stratifying by location showed 28 (17.6%) out of 159 administrations in a subacute setting lack co‐signature, compared to 76 (6%) from 841 in an acute setting. Compliance rates were highest in specialty medicine at 94.3%, followed by surgical at 86.2%, general medicine 84.5%, women and children's and mental health units at 83.3% each, and continuing care at 82.2%. Notably, enrolled nurses exhibited the highest level of compliance with co‐signatures. Future research could explore the impact of educational strategies on the administration of high‐risk medications. Ethical approval was granted by the Eastern Health Office of Research and Ethics (Reference no: QA23‐075‐101 386) and the study conforms to the Australian Statement on Ethical Conduct in Human Research. [ABSTRACT FROM AUTHOR]

Aims: This study examines the contribution of top management's transformational leadership behaviors on two targets of nurses' turnover intention (organization and occupation) by focusing on the indirect (through vigor and dedication) and conditional indirect associations (involving autonomous motivation as a moderator). Background: Although the issue of nurse turnover has received growing scientific attention, the research is currently silent about the specific targets of turnover intention and more importantly, the potential pathways through which top management's transformational leadership behaviors relate to each target. Method: Cross‐sectional data from a sample of 426 French–Canadian nurses and structural equation modeling were used to test the proposed model. Results: Top management's transformational leadership behaviors distinctly predicted organizational and occupational turnover intention through specific nurses' states of engagement. While perceived transformational leadership positively predicted vigor, its indirect associations (via dedication) with organizational and occupational turnover intention depend on nurses' level of autonomous motivation at work. Conclusion: In times of nurse shortage, the present findings provide insights into how and when top management's transformational leadership behaviors relate to nurses' organizational and occupational turnover intention. Implications for Nursing Management: Healthcare organizations are advised to foster top management transformational leadership behaviors and autonomous motivation to sustain the nursing workforce. [ABSTRACT FROM AUTHOR]

The article describes the role played by the clinical nurse leader in enhancing the care of patients at the bedside. Topics mentioned include the three components of the master's nursing curriculum, the key essentials of clinical nurse leaders and the transition to practice to enhance confidence and critical thinking of graduates to reduce their stress and anxiety.

The article discusses the use of nursing safety event database in enhancing patient care. Topics mentioned include a description of the development of the database, the trends in nursing practice among travel nurses and the modification of onboarding processes for travel nurses, night shift nurses and medication errors.

Advanced practice providers (APPs), widely considered essential to the delivery of healthcare, are one of the fastest-growing workforces in the United States. However, the APP role is evolving, and professional growth and advancement programs for APPs are still emerging at many institutions. Professional mentorship has been long embraced by other healthcare disciplines and numerous organizations because of the benefits gained from helping employees increase knowledge, enhance skills, and achieve scholarly goals, such as retention. Thus, there is a dearth of evidence on building effective APP mentorship models. This article details the development of an APPmentorshipmodel and program designed to support both the mentor and mentee across the career trajectory. [ABSTRACT FROM AUTHOR]

OBJECTIVE: To translate the Verran Professional Governance Scale© (VPGS©) into Swedish, adapt it to the Swedish context, and validate it. BACKGROUND: Magnet®-recognized hospitals have proven successful in reversing negative trends regarding nursing shortage. A change in organizational and management structures is required, and professional governance is fundamental. However, in a Swedish context, there are no validated instruments to measure professional governance. METHODS: The instrument was translated from English to Swedish and synthesized into a unified version. It was back translated, discussed in an expert panel, and pilot tested with cognitive interviews of nurses. RESULTS: A new Swedish version of the VPGS© was developed. The expert group reached a consensus, and the scale-level Content Validity Index value shows high relevance. Some words and sentences were revised, and an introduction was added. CONCLUSIONS: The study generated a Swedish version of theVPGS©, which can be used tomeasure nurses' perceptions of professional governance behaviors. [ABSTRACT FROM AUTHOR]

BACKGROUND:Moral distress is the inability to do the right thing due to imposed constraints. OBJECTIVE: Explore the presence of moral distress among nurses. METHODS: A quantitative, exploratory, cross-sectional study at a level 1 trauma center using the Measure of MoralDistress for Healthcare Professionals (MMD-HP). RESULTS: Ninety-seven nurses completed the MMD-HP. The top 3 items contributing to moral distress included inadequate staffing, inadequate resources, and lack of administrative support. Nurses who considered leaving had more moral distress. Moral distress explained 28.5%of the variance associated with nurses' "intent to leave" and "primary unit" (P < 0.001). Moral distress for nurses 40 to 49 years of age was higher compared with nurses 50 years or older. CONCLUSIONS: Moral distress involved deficiencies in staffing, resources, and administrative support. Research should explore interventions to mitigate moral distress among nurses by promoting safe staffing levels, the provision of adequate resources, and increased administrative support. [ABSTRACT FROM AUTHOR]

Aims: To provide (1) an overview of core characteristics of scoping and mapping review methodologies and (2) to illustrate the differences and similarities of these methodologies using literature on nursing mobile workstations. Design: Systematic review. Methods: Systematic searches were conducted to identify (1) scoping and mapping review methodologies used in the field of nursing and (2) literature on nursing mobile workstations. For each systematic search, two reviewers independently screened all titles, abstracts, and full texts. We conducted narrative syntheses for both review questions. Publications on scoping and mapping review methodologies in the field of nursing were searched in MEDLINE (PubMed), Web of Science, Scopus, and CINAHL (September 2022). Publications on nursing mobile workstations were searched in MEDLINE (PubMed), CINAHL, and Web of Science (April 2022). Results: We identified six scoping and mapping review methodologies (aim 1): bibliometric analysis, evidence mapping, focused mapping review and synthesis, and scoping review. The methodologies aim to provide a graphical, tabular, or narrative overview without a formal critical assessment of the literature. We provide an overview of key variables that reflect the different focus of these methodologies. We also included 26 publications on nursing mobile workstations (aim 2). Nineteen different terms were used to describe the workstations. An overall definition of the nursing mobile workstation was not found. Conclusion: Scoping and mapping methodologies are regularly applied in nursing research. Although there is overlap between the different methodologies, we found some unique characteristics. Despite the regular use of nursing mobile workstations, little is known about their impact in care processes and important features. Future studies on nursing mobile workstations could explore the impact of the workstations in the care process and the current functions of the workstations. A universal definition of the workstations is warranted. Clinical Relevance: Most publications address aspects of practicability of nursing mobile workstations, but we found no universal definition. Little knowledge is available on the impact of the workstations in clinical practice. [ABSTRACT FROM AUTHOR]

Aim(s): To evaluate the literature to inform and propose a conceptual definition for dementia friendly in the context of hospitalization. Methods: The Walker & Avant method for concept analysis was utilized for this review. Data Sources (Include Search Dates): Initial search conducted June 2022. Repeated search conducted in February 2023. Databases for the literature search include Scopus, PubMed, CINAHL, PsycINFO, and AGELINE. Results: Five attributes of the concept of dementia friendly in the context of hospitalization were identified including: staff knowledge/education, environmental modification, person‐centred care, nursing care delivery and inclusion of family caregivers. Based on these attributes a conceptual definition is proposed. Conclusion: A clarified definition for dementia friendly in the context of hospitalization will aid in understanding the concept, provide guidance for hospitals seeking to implement dementia‐friendly interventions and benefit researchers aiming to study the impact of such programs. Reporting Method: n/a. Patient or Public Contribution: No Patient or Public Contribution. [ABSTRACT FROM AUTHOR]

Background: Managerial ethical principles and behaviours guide the roles, duties, responsibilities, behaviours, and relationships of nurse managers in healthcare institutions. Research objectives: The aim of this study was to establish the managerial ethical principles and behaviours for nurse managers. Research question: What are the managerial ethical principles and behaviours for nurse managers? Research design: The Delphi method, one of the qualitative research methods, was used in this study. The Delphi process consisted of two rounds. Data were collected by e-Delphi technique. Participations: 42 experts were included in the first Delphi round and 39 in the second Delphi round. These experts consisted of nurse managers, academicians studying in the field of ethics and nursing management. Ethical considerations: Participation in the study was voluntary and informed consent of the experts was obtained before the study. Approval was obtained from the ethics committee of the university at which the researcher worked (Approval date: 24.07.2020, Decision No: 2020/12-16). Findings: At the end of the Delphi rounds, eight managerial ethical principles and 29 ethical behaviours of these principles were identified. The distribution of these behaviours and principles were: justice (six behaviours), equality (two behaviours), honesty (two behaviours), fairness (two behaviours), responsibility (eight behaviours), confidentiality (two behaviours), clarity (two behaviours), and humanity (five behaviours). Conclusion: These managerial ethical principles and behaviours are intended to guide nurse managers when providing nursing services but should be updated accordingly in line with changing conditions and developments. [ABSTRACT FROM AUTHOR]

Background: Moral distress is defined as knowing the right course of action to take but being hindered by institutional constraints. Objective: The purpose of this study was to explore surgical intensive care unit (SICU) nurses' experiences of moral distress, moral residue, coping, and perceived quality of patient care. Method: A descriptive qualitative approach used in-depth, semistructured individual interviews of SICU nurses in a metropolitan, academic medical center until theoretical saturation occurred. Results: Five themes were identified from 21 interviews. Root causes of moral distress were identified including end-of-life care, conflicts with management, staffing, inadequate resources, communication problems, power differentials between physicians and nurses, and working with incompetent providers. Interviews highlighted the torment experienced by participants, which demonstrated that unacknowledged moral distress impacted their quality of patient care and well-being. Accounts provided insight into patient care that was perceived to be wrong. Well-being was affected as 2 participants sought inpatient psychiatric treatment for moral distress, whereas others were looking for new nursing careers, and many were in school to leave the SICU. Discussion: This study is unique because it corroborated Epstein and Hamric's Crescendo Effect framework by providing indepth analyses of moral distress, moral residue, and the crescendo effect and how these concepts developed within SICU nurses when left unaddressed. Interviews revealed that unacknowledgedmoral distress createdmoral residue, which subsequently impacted the quality of patient care and the nurses' well-being. [ABSTRACT FROM AUTHOR]

Purpose: The Purpose of the study was to investigate the construct validity and internal consistency of the LaMI among staff in the context of elderly care in Sweden. Design/methodology/approach: Questionnaire data from a longitudinal study of staff working in elderly care were used. Data were collected using the Leadership and Management Inventory. First data collection was for explorative factor analysis (n = 1,149), and the second collection, one year later, was for confirmatory factor analysis (n = 1,061). Findings: The explorative factor analysis resulted in a two-factor solution that explained 70.2% of the total variance. Different models were tested in the confirmatory factor analysis. The final model, a two-factor solution where three items were omitted, showed acceptable results. Originality/value: The instrument measures both leadership and management performance and can be used to continually measure managers' performances as perceived by staff to identify areas for development. [ABSTRACT FROM AUTHOR]

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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: This study was designed to examine the nurse managers' boundary-spacing leadership's impact on the relationship between nurses' work embeddedness and innovative work behaviors. Background: In today's evolving healthcare environment, innovation is essential for enhancing patient care, optimizing resources, and supporting healthcare professionals. Nurses are pivotal in driving bedside innovation, but cultivating a culture of innovation within nursing teams involves more than just promoting creative ideas. Methods: This is a descriptive correlational study that was conducted at one governmental hospital in Tanta, Egypt. Using Nurse Managers Boundary-Spacing Scale for assessing boundary-spacing leadership, The Global Job Embeddedness Scale for measuring work embeddedness, and Innovative Work Behavior Scale for assessing innovative work behavior, 250 nurses were surveyed. Data analysis was run using descriptive and inferential analysis. Correlation and regression analysis were used to examine the study hypotheses. Results: There is a statistically significant positive relationship between boundary-spacing leadership and work embeddedness (r = 0.615, p < 0.001). Boundary-spacing leadership accounted for 56% of the variance in work embeddedness and 36% of the variance in nurses' innovative work performance. These results highlight the pivotal role of boundary-spacing leadership in both enhancing nurses' work embeddedness and boosting their innovative behaviors. The substantial variance explained by boundary-spacing leadership underscores its critical influence on fostering a supportive and innovative work environment within the nursing field. Conclusion: Boundary spacing leadership style involves connecting internal and external resources, fostering information exchange, and advocating for the nursing team. While work embeddedness positively correlated with innovative work performance, its impact was less significant than boundary-spacing leadership. This suggests that feeling attached to the organization fosters innovation, but leadership style has a stronger influence. Furthermore, the study found a positive and significant correlation between innovative work performance and both work embeddedness and nurse managers' boundary spacing leadership. Practical Implications: The findings emphasize that boundary-spacing leadership is crucial for enhancing both nurses' work embeddedness and innovative behaviors. Healthcare organizations should focus on developing these leadership skills to create a supportive work environment, foster innovation, and improve staff retention [ABSTRACT FROM AUTHOR]

Background: Leadership in nursing is crucial for delivering high-quality healthcare and ensuring positive outcomes for patients, staff, and institutions. Many nurses in leadership positions lack formal training, which can compromise their effectiveness. This study aims to evaluate the effect of a leadership development program utilizing 360-degree feedback on head nurses' leadership practices. Methods: A true-experimental design was employed in three healthcare institutions. The study involved 80 head nurses (40 intervention, 40 control), 240 staff nurses, and 29 supervisors. The intervention group participated in a six-week leadership development program using 360-degree feedback. Data were collected pre- and post-intervention using the Leadership Development and 360-Degree Feedback Knowledge Questionnaire and the Leadership Practices Inventory (LPI). Results: The intervention group showed significant improvements in leadership knowledge and practices across all dimensions. Knowledge scores increased from 25.1 ± 8.8 to 93.0 ± 5.1 post-intervention, maintaining at 83.2 ± 7.1 at follow-up. Self-assessed leadership scores improved from 88.1 ± 6.0 to 97.5 ± 2.7, and 98.5 ± 2.0 at follow-up. Supervisor and staff assessments also showed substantial increases. Multiple linear regression analyses confirmed the strong positive impact of the intervention on leadership outcomes. Conclusion: The leadership development program using 360-degree feedback significantly enhanced head nurses' leadership knowledge and practices. The results suggest that such programs can improve leadership capabilities in healthcare settings, leading to better patient care and organizational performance. Future research should address group homogeneity and explore long-term impacts on patient outcomes. [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]

AIMS: This study investigated the status and influencing factors of organizational silence among 624 nurses in general hospitals in eastern coastal cities of China. Methods: This study followed STROBE guidelines. During the period from January to April 2024, the researchers investigated 624 clinical in-service nurses in terms of general information, employee silence behavior, work engagement, and peer support, and analyzed the related factors affecting nurses' organizational silence. Results: The total average score of nurses' organizational silence was (33.88 ± 6.88), and the total score of work engagement was (69.23 ± 10.76); The total score of the colleague support scale was (90.02 ± 13.72), which was at the medium level. Univariate analysis showed that the scores of organizational silence of 610 nurses had statistical differences in departments, employment methods and professional titles (P < 0.05); Pearson correlation analysis showed that nurses' work engagement (r=-0.530, P < 0.05), perceived colleague support a scale (r=-0.530, P < 0.05), colleague support B scale (r=-0.363, P < 0.05) were negatively correlated with organizational silence; Multiple linear regression analysis showed that department (β'value = 0.256, P = 0.001), employment mode (β'value = 0.115, P = 0.001), professional title (β'value = 0.741, P = 0.023), working years (β'value = 1.1110, P = 0.000), work engagement (β'value6.182, P = 0.000), colleague support scale A (β'value = 0.198, P = 0.003), and scale B (β'value = 0.485, P = 0.001) were the main influencing factors of nurses' organizational silence behavior. Conclusions: In this study, nurses' organizational silence is at the medium level, and nursing workers with low outpatient service, contract system, professional title and working years, less work investment and poor support from colleagues are prone to silence behavior. [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]

Background: The dynamic and demanding nature of healthcare environments necessitates that nurses not only possess clinical proficiency but also exhibit high levels of work readiness to adapt swiftly to changes. Authentic leadership has been recognized as a critical factor influencing various organizational outcomes. Aim: Investigating the mediating role of nurses' agility in the relation between authentic leadership and nurses' work readiness. Design and method: A correlational analytical research design was utilized following STROBE guidelines, and data were collected from 249 nurses at a hospital affiliated with Beni-Suef University, Egypt. Instruments included authentic leadership Questionnaire, work readiness scale, and workforce agility scale. Data was collected from the beginning of March to the end of April 2024. Results: The findings indicate that authentic leadership was notably strong regarding morality/ethics dimension (mean score: 15.81), and nurses demonstrated relatively high agility levels, particularly in proactivity (mean score: 29.16). Organizational acumen scored highest in work readiness dimensions (mean score: 53.94). Nurses' overall scores for study variables ranged from 72 to 80% of the maximum, with agility scoring highest (mean score: 85.77). Significant positive correlations were found between variables, especially between nurses' agility and authentic leadership (r = 0.362). Conclusion: Path analysis reveals nurses' agility as a paramount mediator between authentic leadership and nurses' work readiness, indicating its vital role in transmitting the positive effects of authentic leadership. Practical implications include establishing authentic leadership programs that foster nurses' agility especially proactive behaviors. That in turn improve nurses' readiness for various work responsibilities. [ABSTRACT FROM AUTHOR]

This pilot study examines Ohio's licensed nursing home administrators and state tested nursing assistant's perspectives about job satisfaction, future career and employment plans, potential beneficial changes to their organizations, and their thoughts on reducing turnover rates in their field. Ohio Board of Executives of Long-Term Services and Supports provided their contact list of all 1,969 licensed nursing home administrators in Ohio in the fall of 2023. Two surveys were created for licensed nursing home administrators and state tested nursing assistants. Results were analyzed for themes within the open-ended responses; 28 surveys were received from licensed nursing home administrators and 17 surveys were received from state tested nursing assistants. Residents and their families are among the top reasons for job satisfaction, many employees face symptoms of burnout, and wages are a concern among both state tested nursing assistants and licensed nursing home administrators. Future career plans differed between the two professions and had distinct driving factors. A discussion of licensed nursing home administrators' opinions on improving retention and turnover rates should include more accountability, personal responsibility, and adding opportunities for professional growth and development. [ABSTRACT FROM AUTHOR]

Introduction: The Coronavirus Disease 2019 (COVID-19) pandemic placed enormous pressure on healthcare systems around the world, but it also provided valuable insights for healthcare organizations during this challenging period. Objective: This study aimed to explore nurses' lived experiences of vulnerability in hospital nursing management during the COVID-19 pandemic, and reflect on the lessons learned. Methods: In this phenomenological study, 14 participants, including nurse managers at different levels and staff nurses, were selected by purposive sampling from one center university hospital. Data collection was done through in-depth individual semistructured interviews with participants and a review of weekly reports of crisis management meetings at the university hospital. Interviews were analyzed using Colaizzi's method in seven phases by MAXQDA software Version 10. Results: One overarching theme, four themes, and 15 subthemes were obtained from analyses of interviews. Four themes of "nurses' attrition," "distrust of society to the organization," "fragility in the organization's performance," and "intensified inequalities" were extracted as threats to nursing management at the hospital. Subsequently, the weekly reports of crisis management meetings at the university hospital were analyzed to extract the solutions and lessons. Conclusion: The unpreparedness of the healthcare system against a crisis can led to the loss of organizational assets, including medical staff and the credibility of the healthcare system. Limitations of the infrastructure at hospital became more obvious during the pandemic and caused serious threats to the healthcare system. Despite severe challenges along with the pandemic, it offered four valuable lessons in nursing management. [ABSTRACT FROM AUTHOR]

During the covid 19 pandemic, management of nursing resource which forms the crux of patient care emerged as one of the major challenges amongst many. The strategies for staff mobilization, redeployment and recruitment, along with laying down standard operating procedures evolved as the pandemic progressed. The safety of the staff has to be a major focus area. Guidelines for covid duty exemption, orientation and training of staff must be drafted, reviewed and revised as required. Issues related to accommodation, psychosocial support and wellbeing have to be addressed. It is very important to adapt to the ever changing needs for nursing resource and be vigilant for emerging issues for an effective response to the pandemic. [ABSTRACT FROM AUTHOR]

The concept of performance has gradually become established in health policies. Presented as necessary and positive, it is often reduced to efficiency, which results in policies and management styles aimed at optimisation. While they are supposed to guarantee the sustainability of our healthcare systems, these practices have made them fragile. Insights from the life sciences help us understand why. Indeed, biologists observe that living beings do not prioritise optimisation but robustness. To cope with fluctuations, a robust organisation operates with redundancies, apparent waste, heterogeneity, organised fluctuations, slowness, and hesitation. It functions sub‐optimally. This article offers a theoretical reflection and management directions for more robust healthcare systems. [ABSTRACT FROM AUTHOR]

Aims: Explore perspectives of steering group members and external clinical supervision facilitators of developing and establishing peer group clinical supervision. Background: The climate of healthcare is complex which can lead to staff burnout and challenges to practice. Clinical supervision is suggested as an approach to managing and leadership of such complexities. Design: Qualitative descriptive. Methods: Focus group interviews with 19 members of the peer group clinical supervision steering groups and individual interviews with five external clinical supervision facilitators from the Western region of Ireland were conducted. Data analysis followed Elo and Kyngäs' content analysis method, involving preparation, organising and reporting, to extract meaning and identify patterns from the qualitative data collected. Results: Developing peer group clinical supervision practice requires, clarity of purpose and function that address the pros and cons of clinical supervision. Organisational leadership is required to support and release staff for peer group clinical supervision and peer group clinical supervisors need to be credible and have a level of expertise in practice. When prepared and supported, the aspects of confidence, leadership, personal development and resilience develop. Conclusion: Peer group clinical supervisors need training and ongoing continual professional development for their role, scope of practice and responsibilities. Sustainability rests on staff awareness and familiarity with the purpose and format of peer group clinical supervision and the regularity of sessions. Implications for the profession and/or patient care: Peer group clinical supervision is a means of supporting improvement of patient care delivery while in parallel supporting personal and professional development of staff, building resilience in the workplace. Impact: This study explored the implementation of peer group clinical supervision for staff across nursing and midwifery disciplines. It found that implementing peer group clinical supervision had a positive impact on staff well‐being and morality and on patient care delivery. These findings influence healthcare service providers in implementing peer group clinical supervision in a sustainable way enabling nurses to continue working in complex healthcare environments delivering safe person‐centred care. Reporting method: The qualitative reporting guidelines Standards for Reporting Qualitative Research (SRQR) were followed. Patient or public contribution: Patient/public involvement was addressed in this study by staff, managers, planners, directors, leaders and educationalists being involved at all stages of the study (concept, design, analysis and reporting). [ABSTRACT FROM AUTHOR]

Nurse scholar Karen J. Foli has had an unconventional trajectory. She has written everything from mysteries to thrillers to peer-reviewed journal manuscripts and Food and Drug Administration documents. She conceptualized and disseminated two middle-range theories, one surrounding parental postadoption depression and one surrounding nurses' psychological trauma. Foli's research has revealed a new type of nurse-specific trauma, insufficient resource trauma, which calls for efforts at the organizational level. Winner of several book of the year awards, she is now working on a third middle-range theory. Dr. Foli shares her journey and encourages nurses to give theory a shot. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To recognise the important role of nurse managers in ensuring that nursing staff feel supported • To identify how nurse managers can support staff when there are concerns about practice • To consider ways of fostering a climate of psychological safety in your practice. The nursing profession is under growing pressure and many nursing staff find it increasingly challenging to maintain standards and provide safe, effective and efficient care that meets the needs of patients. Nurses’ job satisfaction is predicated on feeling supported, including when there are concerns about practice – whether their own or that of their colleagues. This article discusses how nurse managers can support staff to challenge suboptimal practice, admit their own errors and learn from these by fostering a climate of psychological safety. This includes adopting a relational model of leadership; cultivating open communication; providing clarity on roles and expectations; ensuring transparency and fairness in performance management; having supportive ‘tough conversations’ with staff; demonstrating objectivity when investigating concerns; and promoting a ‘just culture’. [ABSTRACT FROM AUTHOR]

Aim: The aim of this study is to determine the experience of primary health care nurses regarding the application of nurse‐led management in patients with acute minor illnesses. Background: Nursing leadership of care for acute minor illnesses is a new challenge faced by nurses in Spain. Design: Qualitative, hermeneutical, interpretive phenomenological approach is used. The Consolidated criteria for reporting qualitative research guidelines were applied. Methods: Twenty primary care nurses participated; three focus group discussions and nine semi‐structured interviews were conducted between November 2019 and October 2020. All the focus group discussions and interviews were recorded, transcribed verbatim and analysed using content analysis. Results: Seven main themes emerged from the focus group discussions and interviews: concept, perception of the other actors, practice, history and social context, competencies, training, and legality. Conclusion: The study shows the diversity and complexity of nurses' experience when applying nurse‐led management in acute minor illnesses. This work has helped to show the gaps perceived by nurses, including the lack of training in the treatment of conditions historically attended by physicians, the lack of definition of the legal framework and the limitations on nurse prescribing. It also highlighted the power of the nursing profession in terms of autonomy, competencies and role expansion. Summary statement: What is already known about this topic? Nurse‐led management of acute minor illnesses is being applied in multiple countries.Nurse‐led management in patients with acute minor illnesses is known to have benefits for both the patient and the system.Nurses' perceptions of applying nurse‐led management in patients with acute minor illnesses are not known but such knowledge would allow the detection of drivers and barriers for this model of care.What this paper adds? The concept of nurse‐led management in patients with acute minor illnesses needs to be clarified to avoid confusion with triage.The topic was perceived as not properly covered in university studies and attended by a lack of ongoing training.Nurses express self‐doubt in their prescribing because they have been able to do so autonomously for only a short time.The implications of this paper: Nurses consider themselves competent to apply nurse‐led management of acute minor illnesses but need more training and knowledge of the legal framework.University curricula need reform and adaptation to the training needs of these new roles. In addition, continuing education will be required.National regulation is needed to enable this practice without dependence on other professionals. [ABSTRACT FROM AUTHOR]

Objective: This research aimed to evaluate the impact of grading and zoning nursing management on traumatic brain injury (TBI) patients' emergency treatment outcomes. Methods: This randomized controlled trial included 200 TBI patients. They were treated with a conventional care (control group, n = 100) and a novel grading and zoning approach (study group, n = 100), respectively. This innovative model organized care into levels based on urgency and complexity, facilitating targeted medical response and resource allocation. Key metrics compared included demographic profiles, consultation efficiency (time metrics and emergency treatment rates), physiological parameters (HR, RR, MAP, SpO2, RBS), and patient outcomes (hospital and ICU stays, complication rates, and emergency outcomes). Results: The study group demonstrated significantly improved consultation efficiency, with reduced times for physician visits, examinations, emergency stays, and specialist referrals (all p < 0.001), alongside a higher emergency treatment rate (93% vs. 79%, p = 0.004), notably better physiological stability, improved HR, RR, MAP, SpO2 and RBS (p < 0.001), shorter hospital and ICU stays, fewer complications, and superior emergency outcomes. Conclusion: Grading and zoning nursing management substantially enhances TBI patients' emergency care efficiency and clinical outcomes, suggesting a viable model for improving emergency treatment protocols. [ABSTRACT FROM AUTHOR]

Nursing has always been a cost for the institutions within which nurses work. This fact has influenced almost everything that affects how nurses are utilized and valued. As a cost, nurses are closely managed on the margin, always constrained by the resource machinations of organizations and systems with little determination or enumeration of the contributions nurses make to the service and financial value represented by algorithms and metrics that enumerate and demonstrate nurse's impact and contribution to service and financial value. This article further pushes the boundaries of this circumstance, challenging nurse and health leaders to reconceptualize nursing contribution and recalibrate the determination and calculation of nursing value as a sustainable baseline for nursing leadership for the future. [ABSTRACT FROM AUTHOR]

Background: Nuisance and false alarms distract clinicians from urgent alerts, raising patient safety risks. Local Problem: High alarm rates in a pediatric progressive care unit resulted in experiencing 180-250 alarms per day or 1 alarm every 3 to 4 minutes per clinician. Methods: Through Plan-Do-Study-Act cycles, environmental, policy, and technology changes were implemented to decrease the average alarms/day/bed and percentage of time in alarm. Interventions: Alarm settings tailored to patient needs using features embedded within the patient monitoring system were implemented and monitored with the assistance of alarm champions. Results: The average number of alarms/day/bed decreased from 177.69 to 96.94 over the course of 10 years, a 45.45% reduction. The percentage of time in alarm decreased from 7.52% to 2.83%, a 62.37% reduction. Conclusions: Arming clinicians with technology to analyze real-time clinical data made alarms meaningful and actionable, decreasing false alarms without compromising patient safety. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to examine the impact of nurses' paternalistic leadership style on performance, in the presence of underlying mechanisms, i.e. self-efficacy as a mediator in the high-power distance societies, namely, China and Pakistan, based on social exchange theory. Both healthcare sectors have seen several behavioral advancements in recent years. To improve things, even more, behavioral elements such as the influence of leadership styles, personality traits and so on have become more important. However, leadership styles, particularly paternalistic leadership, have received little attention in this field and need to be highlighted along with the mediating and moderating effects. Design/methodology/approach: Data were collected from public and private sector hospitals in China and Pakistan using a 6-week time lag technique. Firstly, 356 Chinese and 411 Pakistani nurses were surveyed about their perceptions of power distance, self-efficacy and paternalistic leadership. Their managers were called six weeks later for a dyadic response to provide feedback on nurses' performance. For confirmatory factor analysis, AMOS 22 and for regression analysis, SPSS 22 was used. Findings: According to the study's findings, nurses in both countries perform well when led by a paternalistic leader. Furthermore, self-efficacy explains the relationship between paternalistic leaders and nurses' performance. The moderated-mediation result also supported the importance of power distance. Originality/value: This study highlights the kind of nursing leadership which is beneficial in high-power-distance societies and leads to better performance. According to this research, paternalistic leadership improves nurses' performance in both China and Pakistan. As a result, this study will be useful in high-power-distance societies, where hospital administrators can ensure that paternalism is implemented in leadership, thereby improving nurse performance. [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]

Aim: To construct an evaluation index system for the core competence of nurses in sleep medicine specialties. Background: Specialized nurses in sleep medicine must handle treatment, nursing, and management well, which requires nurses to have excellent competence in knowledge, skills, and ability. However, a competency evaluation system for sleep medicine nurses has not been established in China. Methods: We used a literature review and an expert meeting to establish a draft indicator system. Subsequently, two rounds of correspondence were conducted with 27 experts from 5 provinces using the Delphi method to solicit their opinions on the core competency evaluation indicators for sleep medicine nurse specialists and to qualitatively evaluate the experts' scores. The consensus was defined in advance as a mean score of 4.0 or above, with at least 75% agreement among participants. In this way, the final indicator framework was determined. Results: The final evaluation indexes of the core competencies for sleep medicine Nurse Specialists included 6 first-level indexes (Practical ability, Theoretical Knowledge, Critical thinking, Communication and coordination, Nursing Management, and Professional Development), 16 s-level indexes, and 64 third-level indexes. The effective response rates of the two expert consultation rounds were 100%. The expert authority coefficients were 0.878 and 0.865 in the first and second rounds of consultation, respectively. In the second round of consultation, the first, second, and third indexes of Kendall's coefficient of concordance were 0.373, 0.351, and 0.286, respectively (P < 0.05). Conclusion: The core competence evaluation index system for sleep medicine nurses established in this study is scientific and reliable and can provide a theoretical reference for the training, assessment, and evaluation of sleep medicine nurses in the future. Implications for nursing management: The evaluation index system of sleep medicine nurses' core competence will provide an effective practical framework for nursing management to evaluate, train, and examine the core competence of sleep medicine nurses. [ABSTRACT FROM AUTHOR]

Background: The composition of care teams is crucial for delivering patient-centered healthcare, yet assembling a well-balanced team remains a challenge. This difficulty stems from the intricate dynamics of team capacity, culture, context, and the demands of the job. The current literature offers limited guidance for decision-makers on how to effectively navigate these dynamics to compose a balanced care team. Methods: We conducted a systematic scoping review of literature spanning from 2009 to 2022. The aim was to identify factors that significantly influence the work environment, team performance, nursing outcomes, and patient outcomes within healthcare settings. Our review focused on extracting and synthesizing evidence to uncover these influencing factors. Results: Our analysis identified 35 factors that play a significant role in shaping the work environment and influencing team performance, nursing outcomes, and patient outcomes. These factors were categorized into nine key domains: workload, leadership, team composition, stress and demands, professional relationships, safety, logistics and ergonomics, autonomy and responsibility, and transparency and task clearness. Conclusions: To improve patient care and nursing job satisfaction, policymakers and decision-makers can consider these influencing factors in the design and management of care teams. The findings advocate for strategic adjustments in these domains to enhance a team's balance. Furthermore, our review underscores the need for further research to fill the identified gaps in knowledge, offering a directive for future studies into optimal care team composition. This systematic approach to team composition can significantly impact patient outcomes and nurse satisfaction, providing a roadmap for creating more effective and harmonious teams. [ABSTRACT FROM AUTHOR]

Introduction: With the ageing of the global population and the rise in noncommunicable diseases, there is an increased need for rehabilitation services, especially those that address the specific needs of ageing populations. Through their proximity to patients, nurses play a critical role in providing rehabilitation interventions for older adults in primary health care. However, they are not yet established as typical rehabilitation providers and further research is needed to clarify their role and competencies to optimize rehabilitation interventions for ageing populations. Objectives: Therefore, this secondary analysis of a scoping review aims to describe the role of nurses in the provision of rehabilitation interventions to ageing populations in primary health care. Methods: This review was carried out following the Preferred Reporting Items for Systematic reviews and Meta-Analyses extension for Scoping Reviews. It is built on all inclusion and exclusion criteria from the primary analysis and focused on studies including nurses and taking place in primary health care. Data analysis included descriptive statistics, as well as qualitative analysis on the role of nurses. Results: A total of 68 studies from high- and upper-middle income countries were included. Nurses typically had a managerial and clinical role (76%) and worked in multidisciplinary teams (54%), most often with physical therapists. Nurses provided 355 interventions, with assessments (n = 106; 30%), and coordination and management of the rehabilitation process (n = 105; 30%) being the most frequent ones. They had 117 different job titles and little information was available about their educational background. Discussion: This paper contributes to a better understanding of the key role nurses play in providing rehabilitation interventions to ageing populations in primary health care. Matching nurses' competencies with their level of proficiency is essential to ensure quality care in rehabilitation. [ABSTRACT FROM AUTHOR]

Aim: To construct evidence-based sensitive quality indicators for patients' rapid rehabilitation care after combined pancreaticoduodenectomy (PD) and to provide a reference for clinical nursing professionals to scientifically evaluate the quality of patients' rehabilitation post-PD. Background: Since PD is associated with higher surgical risk and anastomotic complications, it leads to higher complication rates and longer postoperative recovery cycles. This reiterates the need for rapid recovery of patients after PD; however, the evaluation of sensitive nursing care indicators regarding rapid recovery post-PD has not yet been established to date. Methods: Based on the Donabedian structure-process-result theory model, we used available literature, semi-structured interviews, the Delphi method, and hierarchical analysis to establish a sensitive indicator system for patients' rapid rehabilitation after PD and evaluate the importance of such indicators. Results: There were two rounds of expert correspondence, and the effective recovery rate of the questionnaires of these rounds was 100%. The expert authority coefficients, as well as the Kendall coordination coefficients of the expert opinions, were 0.859 and 0.872 as well as 0.423 and 0.431, with statistically significant differences (p < 0.05), respectively. Consequently, we developed a sensitive quality index system for patients' rapid rehabilitation care after combined PD, including 3 first-level, 12 s-level, and 23 third-level indexes, respectively. Conclusion: The constructed sensitive quality index system developed for patients' rapid rehabilitation nursing care after combined PD is standardized, practical, and aligned with the specialty characteristics. Furthermore, this might help greatly in improving the quality and safety of patients' rapid rehabilitation nursing care after combined PD, standardizing nursing management skills, and enhancing nursing quality. [ABSTRACT FROM AUTHOR]

Background: Pediatric acute lymphoblastic leukemia (ALL) is the most common pediatric malignancy. Although cure rates exceed 85%, current chemotherapy regimens have high toxicity rates, and the prognosis for patients who relapse remains poor. Immunotherapy has allowed for a reduction in adverse effects and toxicities, and created more treatment options for children with relapsed or refractory disease. Blinatumomab, a bispecific T-cell engager antibody that targets CD19 and CD3, has successfully treated pediatric patients with ALL, yet poses unique challenges with administration and management. The role of the pediatric oncology nurse is essential in ensuring blinatumomab therapy is safe and efficacious. As a result of the complicated administration process and specific management, different institutions have implemented specific protocols, but no guideline exists specifically for nurses. Nurses are at the forefront of care and require nursing- based guidelines when delivering blinatumomab therapy. Objective: To provide a clinical overview for nurses administering and managing blinatumomab in the pediatric oncology population. Methods: A literature review was performed using CINAHL and PubMed. Findings: Two-hundred fifteen articles were searched using the terms blinatumomab and pediatric acute lymphoblastic leukemia. A secondary search was performed, adding in terms nurse and nursing management. Eighteen articles were identified as relevant to this review and are synthesized in this article. A standardized approach specific to nursing is necessary to care for pediatric patients receiving blinatumomab to ensure patient safety and optimize maximum efficacy of the immunotherapy. [ABSTRACT FROM AUTHOR]

OBJECTIVE: The purpose of this study was to examine the use of a nurse-driven plan to describe factors associated with delays in the 1st case on time start within the operating room. METHODS:Aposttest-only quasi-experiment was conducted to examine the effect of designating specific time periods for steps in the preoperative process on 1st case operating delays. Rationale for delays was also examined. Using an audit form, data on target time, time met, delay inminutes, and reasons for delay were collected by an observer. RESULTS: Thirty-one percent (n = 31) of patient/participants (N = 99) were late to the operating room. Controllable factors, such as caregivers being late, and uncontrollable factors, such as patients' needing to use the restroom just prior to surgery, were identified. CONCLUSIONS: Results of this study support the identification and examination of steps in the preoperative process to prevent delays by adjusting activities as needed. Identifying controllable and uncontrollable factors can help in preparing to prevent delays. [ABSTRACT FROM AUTHOR]

Objective: This study aims to evaluate the roles and tasks of school nurses in the UAE, quantify the time spent on each, and identify areas for improvement in school health services. This aligns with the UAE government's initiative to enhance primary healthcare, focusing on illness prevention and health promotion for children and adolescents. Methods: The research adopts an observational study design, utilizing self‐observation through diary recordings by school nurses to collect data on their daily tasks and time allocation. A sample of total of 2024 school nurse activities were recorded and analyzed over 126 days and 1084 h of observation by eight school nurses using self‐report diaries. This method allowed for the collection of detailed information on how nursing time is allocated between core and noncore tasks. Results: In this study a total of 2024 tasks were observed over 1084 h. The findings reveal that core nursing tasks accounted for 78% of activities but only 53% of the total 1084 h observed, while non‐nursing tasks, making up 22% of activities, disproportionately consumed 47% of the hours. This discrepancy highlights the inefficiency of time allocation, with non‐nursing tasks such as administrative duties taking significantly longer than core patient care tasks. Conclusions: The study highlights a significant opportunity to enhance school health services in the UAE by optimizing the allocation of nursing time towards more illness prevention and health promotion interventions. By addressing the identified challenges, including the gaps in nurse competencies and the lack of structured practice frameworks, school health services can be improved. [ABSTRACT FROM AUTHOR]

Aim: To examine the impact of display rules on nurses' caring behaviors and emotional exhaustion and the mediating role of emotional labor (surface/deep acting). Background: Hospitals often implement emotional display rules for nurses with the expectation of performance benefits. However, these rules may have an impact on nurses' caring behaviors and emotional exhaustion. Methods: This cross‐sectional correlational study included a sample of 746 nurses from five hospitals and used the STROBE checklist. Relationships between display rules, emotional labor, caring behaviors, and emotional exhaustion were analyzed using structural equation modeling. Results: Display rules did not directly affect caring behaviors or emotional exhaustion. Emotional labor mediated the relationships. Display rules were associated more with surface acting. Deep acting increased caring behaviors and reduced emotional exhaustion; surface acting had the opposite effect. Conclusions: Findings challenge the assumption that display rules effectively promote caring behaviors. Display rules lead to emotional labor and emotional exhaustion. Reducing display rules, emotional labor, and surface acting while supporting deep acting may alleviate emotional exhaustion. Implications for nursing and health policy: Nurse managers should review the nature and implementation of emotional display rules and explore ways to reduce emotional labor, encourage deep acting, mitigate the negative impact of surface acting, and ultimately improve nursing caring behaviors. [ABSTRACT FROM AUTHOR]

Background: Delirium commonly occurs in paediatric patients with acute critical illness and negatively affects clinical outcomes. Variations in delirium knowledge levels and its management have been noted among nurses. Aims: This study investigated nurses' experiences and knowledge levels regarding paediatric delirium. Additionally, we aimed to assess the gap between knowledge levels and practical experiences with paediatric delirium. Study Design: This cross‐sectional descriptive study conveniently sampled paediatric nurses from a university hospital in South Korea between September 2022 and March 2023. Nursing experiences with paediatric delirium and delirium knowledge levels were measured using structured survey questionnaires. Delirium knowledge was scored 0 to 47, and higher scores indicated higher levels of delirium‐related knowledge. Data were analysed using descriptive statistics and presented as mean, standard deviation, frequency and percentage. Results: A total of 127 paediatric nurses participated in this study; 40.2% had experience with 1–5 delirium cases in the previous year, and 86.6% (n = 110) had never used assessment tools for paediatric delirium assessment. The mean total delirium knowledge score was 34.45 ± 5.4; the mean scores of knowledge regarding aetiology, signs and symptoms and nursing management of delirium were 8.93 ± 1.31, 13.24 ± 2.81 and 12.3 ± 2.7, respectively. Interventions associated with a lower level of delirium‐related knowledge and a lower performance rate included avoiding restraint use and maintaining hydration and electrolyte levels. Interventions associated with a higher level of delirium‐related knowledge but a lower rate of performance comprised providing orientation, offering emotional support, allowing participants to stay with family members and administering medications to manage delirium. Conclusions: Although nurses working in paediatric units exhibited high rate of delirium nursing care, there was the gap between their delirium‐related knowledge and practice. Nurses need to be aware of the insufficient part of delirium care, and paediatric delirium education should be reinforced. Relevance to Clinical Practice: Preventing, assessing and systematically managing paediatric delirium is crucial, and considering the study results, delirium education among nurses is needed. [ABSTRACT FROM AUTHOR]

Aims: This work aims to analyse the current state of the professional identity of Chinese nurses; examine the relationship amongst regulatory focus, organizational silence and professional identity and determine how regulatory focus affects the relationship between professional identity and organizational silence. Design: This study conducted a cross‐sectional survey. Methods: From June to August 2023, 420 nurses from six hospitals in Hunan Province, China, were selected through convenience sampling and surveyed by using a general information questionnaire, the regulatory focus scale, the organizational silence scale and the professional identity scale. The relationship amongst the regulatory focus, organizational silence and professional identity of nurses was examined by utilizing SPSS 25.0 and the mediating role of regulatory focus between organizational silence and nurses' professional identity was examined by applying AMOS 24.0. Results: Nurses had a moderate level of professional identity. Professional identity was positively correlated with regulatory focus and negatively correlated with organizational silence. Regulatory focus was negatively correlated with organizational silence. Mediation effect studies revealed that organizational silence and professional identity were partially mediated by regulatory focus. Conclusion: In accordance with research showing that nurses' organizational silence can indirectly affect professional identity via regulatory focus, clinical nursing managers should concentrate on the interaction amongst these three variables to strengthen professional identity. Impact: The results of this study serve as a reminder to nurses to select a preventive or promotive focus based on their career objectives and to effectively express their views to enhance their professional identity. This also reminds nursing managers assess nurse‐led regulatory focus, identify their underlying qualities and understand their professional aspirations and career orientation, create a good atmosphere for advice and encourage nurses to express their views, so as to improve nurses 'professional identity. Patient or Public Contribution: No patient or public contribution. [ABSTRACT FROM AUTHOR]

The article explores the opinions of medical professionals—doctors, nurses, and managers—on the level of nursing competence in the administration of parenteral therapy. A questionnaire survey was conducted among 162 medical professionals working in hospital care facilities. Their opinions on nursing competence in the administration of drug therapy—dilution, dosage, compatibility of drugs, speed and route of administration, compliance with aseptic and antiseptic rules—were studied. According to a rating scale, 51.45% of the respondents rated nurses' competency as very good, 28.48% of them as good, 17.30% of the respondents gave expert competency, and only 7,72% considered that nurses have gaps in their competency level. The survey results on the level of nursing competence show us exactly in which part of the drug administration process nurses do not feel confident and precise enough in their actions. Nursing competency directly affects the quality of the treatment process and patient safety; therefore, 57% of the respondents considered it necessary to conduct additional refresher training in medication administration and objective periodic measurement of nursing competency. [ABSTRACT FROM AUTHOR]

Purpose: This study examined the influence of patient safety management systems, leadership, and communication types on nurses' patient safety management activities. Methods: Participants were 237 nurses who has been working in medical institutes for over 6 months. Online self-report questionnaires were conducted. Measures included patient safety management systems, transformational leadership, authentic leadership, communication types, and patient safety management activities. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and multiple regression with SPSS/WIN 24.0. Results: According to the general characteristics, patient safety management activities were higher among nurses who were female (t=4.27, p<.001), charge nurses (t=-2.41, p=.016), had healthcare accreditation experience (t=4.36, p<.001), and worked in nursing units implementing a team nursing method (F=6.26, p=.002) with more than 30 nurses (F=6.28, p=.043). Female nurses (β=.16, p=.015) with high authentic leadership (β=.21, p=.002), low informal communication (β=-.21, p=.004), and high downward communication (β=.19, p=.009) showed higher patient safety management activities. The models' explanatory power was 21.0%. Conclusion: Based on the results of this study, further research is needed to investigate the differences in patient safety management activities according to gender, the number of nurses per ward, and the nursing delivery system. Lowering informal communication and strengthening authentic leadership and downward communication may improve nurses' patient safety management activities. [ABSTRACT FROM AUTHOR]

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Aims: This study aimed to analyse the evolution of the public image of nursing in the context of the constantly developing nursing profession. Design: The Rodger's evolving concept analysis was applied. Methods: PubMed, CINAHL, Web of Science, Scopus, and ProQuest databases were searched for articles published between 1 January 2001, and 30 April 2022, using the search terms; "NURS * AND image". The selected literature was screened using Rodgers' evolutionary method to explore the attributes, antecedents and consequences of the concept. Results: The defining attributes were identified as nursing (nursing as the collective object), public (public as the collective subject) and information (the medium of interaction between the collective subject and the collective object). Nursing elements were classified into intrinsic elements (professional spirit, professional knowledge and professional skills) and extrinsic (appearance, language and behaviour) elements. Public elements were further subcategorized into public categories (internal organizational public and external organizational public) and public perceptions (cognition, emotion and behavioural intention). The information elements are mainly classified as information generation, dissemination, identification, processing and judgement. The antecedents and consequences of the public perception of nursing were also identified. Conclusions: The public image of nursing is dynamic and has evolved over time. Its dynamism and malleability imply that the traditional public image of nursing can be improved through targeted interventions in nursing practice, management and education. Implications for the Profession: Identifying the antecedents and consequences associated with the public image of nursing will help the healthcare organizations adopt effective strategies to alleviate the shortage of the nursing workforce and promote the development of the nursing profession. No Patient or Public Contribution. [ABSTRACT FROM AUTHOR]