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Introduction: Violence against healthcare workers in the workplace is a complex issue affecting various healthcare professionals. Workplace violence (WPV) poses significant occupational hazards to healthcare employees. Objectives: To identify the causes, types, and perpetrators of WPV and explore the effects of violence on healthcare workers' well-being. Methods: This literature review analyzes 15 selected research papers published between 2015 and 2020, focusing on WPV against healthcare workers, and gathers insights from healthcare professionals with prior experience of WPV. Through an analysis of the selected research papers, this study provides a comprehensive overview with WPV in the healthcare setting. The respondents in the included studies were healthcare professionals who had encountered WPV in their work. Results: While nurses remain particularly vulnerable to violence due to their constant patient interaction, this study reveals that verbal violence is the most prevalent type, significantly impacting the well-being of healthcare workers as a whole. The identified causes of WPV include long waiting times, understaffing, miscommunication, inadequate security measures, high patient expectations, and overcrowding. Respondents emphasized the importance of education, security enhancements, and administrative support to address or prevent WPV. Conclusion: The findings strongly highlight the crucial role of administrative support in reducing the incidence of WPV. It is crucial to implement broader measures to ensure the safety and well-being of all healthcare workers. [ABSTRACT FROM AUTHOR]

Background: Quantitative studies have provided valuable statistical insights into Health-Related Quality of Life (HRQoL) among patients with Heart Failure (HF), yet they often lack the depth to fully capture the nuanced, subjective experiences of living with HF particularly in the specific context of Jordan. This study explores the personal narratives of HF patients to understand the full impact of HF on their daily lives, revealing HRQoL aspects that quantitative metrics often miss. This is crucial in developing regions, where the increasing prevalence of HF intersects with local healthcare practices, cultural views, and patient expectations, providing key insights for tailored interventions and better patient care. Methods: Utilizing a phenomenological qualitative design, this study conducted face-to-face semi-structured interviews with 25 HF patients to deeply explore their lived experiences. Thematic analysis was employed to identify major themes related to their perceptions of HF as a disease, its impact on various HRQoL domains, and their recommended strategies to enhance HRQoL. Results: The study involved 25 participants (13 males, 12 females), aged 26–88 years (mean 63), with diverse education and heart failure (HF) severities. It revealed three themes: HF perceptions, its impact on health-related quality of life (HRQoL) across physical, psychosocial, spiritual, cognitive, and economic domains, and HRQoL improvement strategies. Participants had varied HF knowledge; some lacked basic understanding. The physical impact was most significant, affecting daily life and causing symptoms like breathing difficulties, coughing, edema, and fatigue. This physical aspect influenced their psychosocial and spiritual lives, cognitive functions, and economic stability, leading to fear, frustration, worry, social isolation, spiritual and cognitive challenges, and employment problems. Conclusions: The results underscores the need for holistic healthcare approaches, integrating medical, psychological, and social support. Key recommendations include integrated care models, comprehensive patient education, support networks, and policy interventions to enhance HF patient care. [ABSTRACT FROM AUTHOR]

Nurses suffer from psychological stress at twice the rate of other professions. Oncology nurses face additional work-related stressors because of the nature of the disease, complex treatment, and constant encounters with suffering and dying patients and their families. International reports have correlated stress with turnover among these nurses; however, clinical settings in Jordan have reported a high turnover rate among oncology nurses that remains unexplored. To explore the impact of occupational stress on turnover among oncology nurses. This qualitative study involved 24 purposively selected nurses from the oncology department of a large governmental hospital in Amman, Jordan. Data were collected in semi-structured interviews, and analyzed using thematic analysis. Four main themes were extracted: Swimming through an ocean of psychological distress; Living in two overlapping worlds; Giving up the fight and leaving for a less stressful workplace; and Doubts about cancer treatments. This study indicated that oncology nurses' working environment is highly stressful and negatively impacts nurses' well-being. Policymakers and nursing managers need to consider this situation and develop interventions to improve oncology nurses' psychological health to ensure the stability of the workforce and the quality of services provided. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To increase your knowledge of the McCloskey/Mueller Satisfaction Scale, used to measure job satisfaction • To find out about the job satisfaction of migrant nurses working in critical care in Saudi Arabia • To consider strategies for enhancing nurses' job satisfaction and increasing nurse retention Background: Nurses' job satisfaction is a crucial component of a safe and efficient healthcare environment. Aim: To understand the level of job satisfaction among migrant nurses working in intensive and critical care in Saudi Arabia. Method: This study used a quantitative descriptive design. A total of 421 migrant nurses working in intensive and critical care units in two teaching hospitals in Saudi Arabia completed a questionnaire based on the McCloskey/Mueller Satisfaction Scale. Findings: Participating migrant nurses had moderate levels of job satisfaction overall, except for salary, holiday allowance and maternity leave, which attracted low satisfaction scores, and nursing peers, which attracted a high satisfaction score. There were no statistically significant differences in job satisfaction scores according to demographic variables except marital status, with a significantly higher job satisfaction among married respondents. Conclusion: Promoting job satisfaction among nurses could improve the efficiency and quality of nursing care. There is a range of strategies that can be used to enhance nurses' job satisfaction, including improving working conditions and promoting career development. [ABSTRACT FROM AUTHOR]

Aim: To report participants' and facilitators' experiences of mental health promotion, prevention, and early‐intervention training program targeted at school nurses in the United Arab Emirates (UAE). Background: The UAE school healthcare service is staffed by full‐time nurses and part‐time doctors and linked to primary healthcare centers. This service supports children's physical and mental well‐being. However, school nurses' capacity to realize the potential of this service, particularly regarding mental health, has not yet been explored. Methods: We used an exploratory qualitative approach with data triangulation. Data were drawn from school nurses that participated in a targeted mental health promotion, prevention, and early‐intervention training program. Data were gathered through focus group interviews with participating school nurses, written reflections, and notes recorded by the program designers and trainers. All school nurses who participated in the training program (N = 15) were included in this study. This study adhered to the consolidated criteria for reporting qualitative research. Results: Nurses' narratives encompassed three main themes, which indicated the program was an enjoyable professional and personal journey that allowed professional discovery/development and personal growth. Program organizers/facilitators indicated the training program was important, but challenging to implement. Four themes emerged from their reflections that covered the structure of school nursing services, participants' competency and education, the UAE context, and teaching style. Conclusion: A well‐structured professional development program can contribute to improving mental healthcare in schools. Improved service structure and regulations to support this goal are essential. Implications for nursing practice, research, and policy: School nurses benefit professionally and personally from targeted mental health training, which also improves the care students receive. School healthcare service managers should consider increasing such training opportunities for nurses and focus on measuring service outcomes and evaluating effectiveness. It is also necessary to reassess the minimum qualification requirement for school nurses. Specific professional development programs for school nurses will improve their clinical practice and support the recruitment of competent and prepared staff. [ABSTRACT FROM AUTHOR]