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Aim: The present study aimed to examine the effects of a learning programme for nurse managers on connecting learning with their own experiences and fostering competence. Background: In Japan, second‐level programmes for certified nurse administrators represent the main opportunity for formal training for nurse managers. However, it is difficult for nurse managers to transfer second‐level programme learning to their workplace. Methods: This quasi‐experimental study used a two‐group pretest–posttest design with purposive sampling and non‐random assignment of 29 consenting Japanese nurse managers who were participating in a second‐level programme through a prefectural nursing association. The programme provided reflection papers and feedback from a researcher, as well as reflective group sessions. The outcome measure was the Japanese First‐Line Nurse Managers Competence Inventory (JNMCI) score. Results: The intervention group showed significant improvement in JNMCI scores after participating in the programme. A significant difference in JNMCI scores was also observed between the intervention and comparison groups. Conclusion: This learning programme led to improved competency among nurse managers. Implications for Nursing Management: Nurse manager development programmes should include reflection papers and feedback, as well as reflective group sessions, to improve competency among nurse managers. [ABSTRACT FROM AUTHOR]

Aim: This study aims to design a 100‐h training programme for nursing innovation teams and to evaluate the effect of this training programme using Kirkpatrick's model. Background: The innovative capability of nurses is a powerful driver for the development of the nursing discipline, and it is currently at a low to medium level in China. Innovation competency development has become a research trend in nurses' in‐service education, but only changes in nursing innovation behaviours before and after training have been evaluated. The cascading, continuous assessment tools are rarely used. Methods: This is a quasi‐experimental research design: pretest and posttest design. Totally, 61 clinical nurses from Hangzhou Hospital of Traditional Chinese Medicine were enrolled for innovation training. This innovation team training programme consisted of a 36‐h theoretical training phase and a 64‐h collaborative training phase. The four levels of Kirkpatrick's model, that is, reaction, learning, behaviour, and result, were applied for the evaluation together with questionnaires. Results: At reaction level, the nurses' attendance was over 85% in two phases. The differences between nurse organizational innovation climate scores of tested nurses before and after training were statistically significant (t = −22.559, P <.001). At learning level, there were statistically significant differences between nurses' innovation self‐efficacy scale scores of tested nurses before and after training (t = −16.832, P <.001). At behaviour level, the nursing innovation behaviour scale scores of tested nurses were significantly higher after training (t = −18.950, P <.001) than before the training. At result level, the clinical nurse innovation ability of tested nurses after the training were higher than before the training (t = −26.275, P <.001). The numbers of patent applications, granted patents, application for scientific research projects, sponsored scientific research projects, and papers published by team members after the training were larger than those before training (Z = −2.032, P =.042). Conclusion: Kirkpatrick's model can evaluate the effectiveness of nursing innovation training for clinical nurses. The nursing innovation training is beneficial to improve nurses' innovation capacity, organizational innovation climate and innovation self‐efficacy, and nursing innovation behaviour and promote the output of research and innovation projects. Implications for Nursing Management: Managers can flexibly develop training modules with regional characteristics based on this programme to effectively improve the innovation ability of clinical nurses, thus meeting the urgent demand for innovative nursing talents and the rapid development of nursing disciplines. [ABSTRACT FROM AUTHOR]

Background. Severe challenges in recruiting and retaining healthcare workers exist on a global level and are especially noticeable in elderly care services. Previous studies have not assessed how the attractiveness of a job is related to wellbeing at work among licensed practical nurses (LPNs) even though these professionals are vital in providing care to the elderly. Objective. The purpose of this study is to define factors that affect LPNs' attractiveness of work and wellbeing at work. Design. A cross‐sectional survey study. Participants. A large‐scale nationwide sample of 10 848 licensed practical nurses (LPNs) working in Finland. Methods. An online survey for LPNs working in Finland was conducted. Criteria for a good workplace (CFGW), measuring the attractiveness of work and wellbeing at work, were utilized. Descriptive and comparative analyses were performed. Cronbach's alpha values were tested to assess internal consistency (α = 0.739–0.915). An ANOVA or t‐test result which indicated a statistically significant between‐group difference (which was in line with difference ≥0.1) was considered as both statistically significant and significant in practice. Results. The core group, LPNs' wellbeing at work (m = 4.36), is extremely important factor of attractiveness of work. Regarding the subgroups high quality of care (m = 4.61), reconciling of work and private life (m = 4.59) and well‐functioning practices (m = 4.55) were most important. Well‐functioning practices associated with several background variables, e.g., with working for full‐time (p ≤ 0.001, mean = 3.10) and age (p < 0.001). LPNs over 56 years old, especially, regard well‐functioning practices important (p = 3.17). LPNs' who were 56 years old or older (m = 3.12) and those who had work experience 1 year or less (m = 3.19) stated rewarding work most important. Conclusions. The core group, wellbeing, is an exceptionally important for the LPNs attractiveness of work. The LPNs' wellbeing at work is supported by the quality of care and reconciliation of work and private life. [ABSTRACT FROM AUTHOR]

Background. Most frontline nurses lack sufficient readiness for effective disaster response. Therefore, designing a disaster management training program (DMTP) to promote nurses' readiness for disaster response is imperative. Aim. This study aimed to evaluate the effectiveness of a structured DMTP on nurses' readiness for response to disasters. Methods. A randomized controlled trial was conducted. One hundred eligible nurses, recruited using convenience sampling from a medical centre in northern Taiwan, were randomly assigned to either the experimental (EG, n = 50) or control (CG, n = 50) group. Both groups received regular continuous nursing education. The EG received an extra two‐day (16 h) structured DMTP delivered by transdisciplinary collaborations through multiple teaching strategies (lectures, simulations, problem‐solving lessons, demonstrations, tabletop exercises, discussions, group presentations, and reflections). Readiness for disaster response, consisting of four subscales (emergency response, clinical management, self‐protection, and personal preparation), was assessed at baseline and 12 weeks after the intervention. Generalized estimating equations were used as the primary method of data analyses to evaluate the intervention effects. Results. Ninety‐four nurses (94%) completed the study, and 100 nurses were included in the intention‐to‐treat analysis. While participants in the EG had increased readiness for disaster response after training and at the 12‐week follow‐up, those in the CG exhibited no differences between baseline and 12‐week follow‐up. When the group × time interaction was examined, the EG had a greater increase in readiness for disaster response and its four domains, including emergency response, clinical management, self‐protection, and personal preparedness after 12 weeks, than the CG. Conclusion. A two‐day structured DMTP utilizing multiple teaching strategies through transdisciplinary collaborations is recommended to enhance hospital nurses' readiness for disaster response. Implications for Nursing Management. Nursing leaders should consider incorporating such a structured DMTP into ongoing nursing training as a critical component of professional development programs, thereby strengthening nurses' disaster readiness in hospital settings. [ABSTRACT FROM AUTHOR]

Aims. To develop an evidence-based practice (EBP) facilitating strategy informed by the Integrated Promoting Action on Research Implementation in Health Services (i-PARIHS) framework and evaluates the strategy's effectiveness on promoting EBP. Background. Nurses are increasingly expected to use research evidence in practice to improve patients' outcomes, but the application of such evidence is still unsatisfactory. The facilitation of EBP in nursing needs the organization and the individual levels. Methods. Based on an analysis of EBP-promoting strategies and expert consultation, the core team of the nursing department developed an EBP group-based and project-oriented strategy under the guidance of the i-PARIHS framework. The strategy was implemented for six years and evaluated by a longitudinal design. The validated Chinese version of the self-reported Evidence Based Practice Questionnaire (EBPQ) was used to assess the attitudes, knowledge, and practice of the nurses. Results. The mean score of the total EBPQ was 4.46 (SD = 0.92) after one year of the EBP strategy, and the scores for knowledge, attitudes, and practice of EBP members were higher than those of general nurses p < 0.05 . After four years, EBP members' scores continued to increase. EBP groups conducted 51 EBP projects in the areas of emergency nursing, surgical and medical nursing, critical care, and so forth. Of these, 33 projects improved nursing practice by changing nursing procedures, upgrading nursing tools, and developing nursing standards, resulting in improved patient outcomes. Conclusion. The EBP group-based and project-oriented strategy can promote EBP. The composition of the EBP group, the annual audit of EBP projects, and the roles of internal and external facilitators were key components of this EBP-facilitating strategy. Implications for Nursing Management. The strategy is an organizational-level EBP-facilitation approach which can improve nurses' academic preparation for EBP through ongoing training and sustained EBP behavior that involves annual projects. [ABSTRACT FROM AUTHOR]

Background. The link between organizational culture, organizational trust, job satisfaction, and team-based practice among nurse practitioners (NPs) has not been examined simultaneously. Aim. To identify the effects of organizational culture, organizational trust, and other factors on NPs such as job satisfaction and team-based practice. Methods. We used a cross-sectional design with a national sample. Data were collected using an online survey of 1,100 NPs working in acute care settings. The survey included demographic and working characteristics, the Organizational Culture Scale, the Organizational Trust Scale, the Misener Nurse Practitioner Job Satisfaction Scale (MNPJSS), and the NP-physician relations (NP-PR) subscale of the Nurse Practitioner Primary Care Organizational Climate (NP-PCOCQ). Multiple regression analysis with a stepwise selection method explored potential factors that influence job satisfaction and team-based practice. Results. A learning environment, psychological safety, senior leadership support, commitment to the organization, and the organizational culture and trust were positively associated with higher job satisfaction, which accounted for 49.2% of the variance in NPs' job satisfaction. Organizational trust, commitment to the organization, and learning environment promoted better team-based practice significantly. Also, NPs working a fixed shift pattern showed higher levels of team-based practice. These factors accounted for 23.66% of variances in team-based practice. Conclusion. Organizational culture and organizational trust affect the job satisfaction and team-based practice of NPs in acute care practices. Implications for Nursing Management. Acute care hospitals are encouraged to develop policies to enhance a learning environment, a supportive organizational culture, and trust in NPs' practice. [ABSTRACT FROM AUTHOR]

Aims. To examine the association between job satisfaction and the intention to leave and explore the factors associated with job satisfaction or the intention to leave among foreign-educated nurses in Japan. Design. A cross-sectional design was used, and data were collected through an online survey of nurses who were born and received their basic nursing education outside of Japan but are currently working as registered nurses in Japan. Data were analyzed across two phases: the first explored the related factors with intention to leave and job satisfaction using bivariate analysis and regression through IBM SPSS; the second examined the theoretical framework model using a structural equation model through IBM Amos. Results. Data from 180 participants (effective response rate: 87.4%) were analyzed. Overall, foreign-educated nurses reported moderate job satisfaction level in Japan. The final model showed good fit indices, indicating that higher workplace discrimination, lower Japanese language satisfaction, and not receiving orientation were predictors of foreign-educated nurses' lower job satisfaction. Lower job satisfaction, fewer years of nursing practice in Japan, single status, and higher language satisfaction predicted a higher intention to leave. Conclusion. This study provides incremental evidence of a negative relationship between job satisfaction and intention to leave among foreign-educated nurses in Japan. Workplace discrimination was the main predictor of nurses' job dissatisfaction and indirectly correlated with their intention to leave, as mediated by job satisfaction. Implications. Our study suggests that managers should provide a supportive and equal work environment, including implementing policies to reduce workplace discrimination and providing adequate support programs to enhance foreign-educated nurses' job satisfaction and reduce their turnover intention. [ABSTRACT FROM AUTHOR]

Aims. This study examined the influence of nurse staffing level, measured using various methods, on nurses' perceived adequacy of nurse staffing level, fatigue, and nursing care quality. Background. Although previous studies have recommended various methods of measuring nurse staffing level, there is a lack of research that compares different measurement methods or considers nurses' perceptions of staffing level on a daily basis. Methods. We conducted a cross-sectional study using work sampling and the questionnaire method in a general hospital in South Korea from July 18 to August 14, 2022. Results based on responses from 90 nurses and scores of 5,536 inpatients derived from the Korean Patient Classification System were included in the analysis. Results. The average nurse-to-patient ratio a day was 1 : 3.20, and the registered nursing hours per patient day was 2.35. Perceived insufficient nurse staffing and fatigue were higher on weekdays than on weekends (p < 0.001). All variables measuring the nurse staffing level affected the nurses' perceived inadequacy of nurse staffing level, fatigue, and nursing care quality, compared to other variables related to nurse staffing level, such as work intensity and demanding nursing hours per nurse (R2: 0.19–0.31), the nurse-to-patient ratio had the lowest explanatory power in explaining the nurses' perceptions (R2: 0.14–0.18). Conclusions. Nurse staffing level measurement should consider the acuity of inpatients and nursing care time. Further research is needed to utilize nurses' perceptions of the appropriate nurse staffing level. Implications for Nursing Management. Efforts are required to maintain an appropriate nurse staffing level through continuous monitoring of nurses' perceptions and acuity of inpatients to preserve nurses' alertness during work and improve nursing care quality. [ABSTRACT FROM AUTHOR]

Aim: This study aims to establish postgraduate students' perceptions of the organizational culture and readiness for evidence‐based practice of their workplaces in the Kingdom of Saudi Arabia. Background: Nurse shortages and a reliance on a transient nurse workforce have long been a challenge in the Kingdom of Saudi Arabia. Developing a home‐grown nurse workforce, a key objective of the Government of Saudi Arabia, can help to address this. Evidence‐based practice offers a mechanism to address this. Evidence‐based practice implementation is heavily reliant on the prevailing organizational culture. Establishing the organizational culture and readiness for evidence‐based practice is crucial for sustainable evidence‐based practice implementation. Methods: A pre‐experimental pilot study collected data from the same participants at three different points. As part of this, a questionnaire measuring organizational culture and readiness for evidence‐based practice was administered twice. Descriptive, inferential and correlational statistics were employed to analyse the data. Results: Results demonstrated improved participant perceptions of the organizational culture and readiness for evidence‐based practice of their workplaces between the first (M = 76.58, SD = 19.2) and second (M = 92.10, SD = 23.68) data collection points, indicating moderate movement towards a culture of evidence‐based practice. Strengths, challenges and opportunities for improvement were identified. Conclusion: This study established participants' perceptions of the organizational culture and readiness for evidence‐based practice of their workplaces, affording insight into context‐specific strategies to embed evidence‐based practice in health care organizations. Implications for Nursing Management: Assessing an organization's culture and readiness for evidence‐based practice (EBP) can afford insight on the strengths, challenges and opportunities that exist to equip nurse managers to advance evidence‐based practice at individual, professional and organizational levels. This study demonstrated the importance of promoting an environment conducive to EBP and putting in place the necessary resources to support evidence‐based practice implementation. Nurse managers can play a central role in this. [ABSTRACT FROM AUTHOR]

Aims: This study aimed to explore the effectiveness of gong meditation on nurses' perceived stress and occupational burnout during the COVID‐19 pandemic. Background: Nurses play an important role in hospitals, and they currently encounter additional stress due to the COVID‐19 pandemic. Design and Methods: In this experimental study, participants were provided intervention with seven sections of gong meditation, and each session lasted for approximately 50–60 min. Data were collected from July 2020 to February 2021. Eighty nurses were randomly assigned to the experimental or control group, and 79 completed all the processes of our protocol. Generalized estimating equations (GEE) were used in data analysis. Results: Compared with the control group, the experimental group experienced significant improvements in stress and occupational burnout. Conclusions: Gong meditation can effectively alleviate stress and occupational burnout among nurses during the COVID‐19 pandemic. Implications for nursing management: Gong meditation can be provided by hospital managers to all nurses to reduce their stress, occupational burnout and subsequent mental health problems. Additionally, we suggest that gong meditation can be used as an effective intervention for individuals in other occupational fields, as it is accessible and inexpensive intervention. [ABSTRACT FROM AUTHOR]

Aims: This study aimed to examine the effectiveness of an augmented home visiting programme in preventing intimate partner violence among Latinx mothers by nativity. Background: Intimate partner violence diminishes home visit programmes' effectiveness. Immigrant Latinx mothers are especially vulnerable and need culturally tailored prevention. Methods: We performed secondary analyses of 33 US‐born and 86 foreign‐born Latinx mothers at baseline and 1‐ and 2‐year follow‐up in a longitudinal randomized controlled trial of the Nurse‐Family Partnership programme augmented with nurse‐delivered Within My Reach relationship education curriculum and violence screening and referrals in Oregon. We estimated proportional odds models via generalized estimating equations on total physical and sexual victimization and/or perpetration forms (an ordinal variable), adjusting for intervention, wave, age and education. Results: The intervention–nativity interaction was not significant (p =.953). Foreign‐born status was associated with lower reported violence at baseline (adjusted odds ratio: 0.29, 95% confidence interval: 0.13–0.67, p =.004). This association was marginally significant at 1‐year follow‐up (0.43, 0.17–1.08, p =.072) and not significant at 2‐year follow‐up (0.75, 0.33–1.67, p =.475). Conclusions: This augmented programme was not effective for Latinx mothers by nativity. Their nativity gap diminished over time. Implications for Nursing Management: Nursing leaders should support culturally tailored home visiting programmes to detect and prevent intimate partner violence affecting Latinx immigrants. Clinical Trial Registration: This study is registered at www.clinicaltrials.gov NCT01811719. The full trial protocol can be accessed at https://clinicaltrials.gov/ct2/show/NCT01811719. [ABSTRACT FROM AUTHOR]

Aim: This study aims to examine, through the lens of the Job Demands‐Resources model, the influence of caring for COVID‐19 patients on nurse's perception of chronic fatigue, quality of care, satisfaction at work and intention to leave their organisation and the profession. Background: Studies have examined how fear of COVID‐19 contributes to the mental, physical and work adjustment among nurses. To date, few studies have been conducted examining how caring for patients with COVID‐19 contributes to work outcomes among nurses. Methods: This is a cross‐sectional survey involving 1705 frontline nurses and licensed practical nurses in Quebec, Canada. From these, 782 reported caring for COVID‐19 patients. Results: High chronic fatigue, poor quality of care, lower work satisfaction and higher intention to leave their organisation were found for nurses caring for COVID‐19 patients. Poorly prepared and overwhelmed nurses showed higher turnover intention than those well prepared and in control. Conclusions: There is an urgent need to provide support to nurses during the pandemic, with a long‐term strategy to increase their retention. Implications for Nursing Management: Nurse administrators play an important role in supporting their nurses during a pandemic in the form of education, training and policy development to positively impact quality of care and retention. [ABSTRACT FROM AUTHOR]

Aim: This study aimed at exploring the impact of professional identity and psychological reward satisfaction on subjective well‐being and clarifying the effect of psychological reward satisfaction on this relationship. Background: People know little about the effect of psychological reward satisfaction on the relationship between professional identity and subjective well‐being. Methods: A cross‐sectional survey was carried out on 1,009 nurses from Qiqihar City, Heilongjiang Province of China. Professional Identity Scale, Psychological Reward Satisfaction Scale and General Well‐Being Schedule were used to assess professional identity, psychological reward satisfaction and subjective well‐being, respectively. Associations were explored by using structural equation modelling. Results: The subjective well‐being of 436 (43.2%) nurses was at low and moderate levels. After the adjustment of potential confounding factors, professional identity was still associated with subjective well‐being (B = 3.035, β = 0.215, p <.001). Professional identity (r =.308) and psychological reward satisfaction (r =.309) were positively correlated with subjective well‐being. Psychological reward satisfaction mediated the association between professional identity and subjective well‐being (effect = 0.114, p <.001). Conclusion: This study suggested that the subjective well‐being of nurses should be improved by paying special attention to them and taking targeted support measures. Implications for Nursing Management: Nursing managers can help enhance the professional identity of nurses by organising nursing education activities, and pay more attention to psychological reward satisfaction to improve the subjective well‐being of nurses. [ABSTRACT FROM AUTHOR]

Aim: To compare the perceptions of nurses with infection control expertise and ward nurses as to what infection control activities are missed and the reasons why these activities are omitted. Background: Infection prevention activities are viewed as important for reducing health care‐acquired infections (HAIs) but are often poorly performed. Methods: Data were collected through the Missed Nursing Care Infection Prevention and Control (MNCIPC) Survey delivered to 500 Australian nurses prior to COVID‐19. Results: Significant differences were found on the mean scores between infection control and other nurses on ten items. In eight cases, five relating to hand hygiene, infection control specialists viewed the activity as more likely to be missed. Factors viewed as having greater contribution to omission of infection control prevention were as follows: 'Patients have to share bathrooms', 'Urgent patient situation' and 'Unexpected rise in patient volume and/or acuity on the ward/unit'. Infection control nurses were more likely to highlight the role of organisational and management factors in preventing effective infection control. Conclusions: Differences in response between nurses suggest that the extent of omission of infection control precautions may be under‐estimated by ward nurses. Implications for Nursing Management: Infection control specialists are more likely to identify organisational barriers to effective infection control than other nurses. Work demands arising from pandemic management may contribute to infection control precautions being missed. [ABSTRACT FROM AUTHOR]

Aims: To assess the effects of nurses' life satisfaction and life orientation on the level of nursing care rationing. Background: Best practice within human resource management argues that striving for a positive orientation within the workforce may create a friendly work environment that could promote the employee's development and job satisfaction in a health care organisation. Methods: A total of 547 nurses were enrolled and assessed using three self‐report scales: the Basel Extent of Rationing of Nursing Care‐R (BERCA‐R), the Satisfaction with Life Scale (SWLS) and the Life Orientation Test (LOT‐R). Then, the data were submitted into bivariate analyses. Results: More pessimistic nurses with low and moderate levels of life satisfaction, and those with a neutral life orientation, presented with significantly higher BERCA‐R scores than those who were more optimistic and who had high levels of life satisfaction. Conclusions: Nursing care rationing depends on psychological factors of life satisfaction and life orientation. Low levels of satisfaction with life and a more pessimistic life orientation negatively contribute towards a higher prevalence of nursing care rationing. Implications for nursing management: Nursing management policies, including intervention management, should consider ensuring positive orientation is in place to increase job satisfaction and optimism in health care workers. [ABSTRACT FROM AUTHOR]

Aims: To assess the impacts of burnout and job satisfaction on the rationing of care in the professional group of nurses. Background: The shortage of nursing staff is currently one of the most significant health care problems. It is not clear how burnout and job satisfaction affect the rationing of nursing care. Methods: We included 594 nurses, and we used the Basel Extent of Rationing of Nursing Care‐R (BERNCA‐R), the Maslach Burnout Inventory (MBI) and the Job Satisfaction Scale (JSS). Results: The average scores were 1.72 ± 0.87 points for the BERNCA‐R, 36.08 ± 21.25 for the MBI and 19.74 ± 5.57 for the JSS. A statistically significant positive correlation between the BERNCA‐R and the MBI (p <.05) and a negative correlation between the BERNCA‐R and the JSS (p <.05) were observed. Independent predictors of the BERNCA‐R were the result of emotional exhaustion of the MBI and the assessment of the impact of independence on job satisfaction (p <.05). Conclusion: Occupational burnout can decrease job satisfaction in nursing staff and result in adverse outcomes of rationing care. Nursing managers should pay more attention to individual differences in nursing‐care workers linked with nursing burnout, job satisfaction and the rationing of care. Implications for Nursing Management: Interventions aimed at counteracting burnout are the key to improving job satisfaction in nurses. [ABSTRACT FROM AUTHOR]

Aim: To demonstrate the prevalence of care left undone and its relationship to registered nurse staffing levels within community nursing. Background: Much research has been completed on nursing care left undone in the acute sector. Little has been done in the community nursing context. Method: Secondary analysis from a cross‐sectional survey of 3,009 registered nurses working in the community and care home sector was completed. Measures reported are 'care left undone', 'nurse staffing levels' and 'type of shift'. Results: Only 37% of community respondents, and 81% of care home staff, reported having the planned number of nurses on their last shift. Prevalence of care left undone was 34% in the community sector, 33% in the care home sector and 23% in primary care. Care left undone increased as the proportion of registered nurses fell below planned numbers. Conclusion: Care left undone is a significant issue across the community nursing context and is related to registered nurse staffing levels. Implications for Nursing Management: This work is the first to look directly at the relationship of registered nurse staffing levels to care left undone in the community. Current policy on safe staffing needs to ensure consideration of the community nursing context. [ABSTRACT FROM AUTHOR]

Objective: To explore the feasibility and effect of the inter‐professional care model in patients with aneurysmal subarachnoid haemorrhage. Methods: A convenient sampling method was used to recruit inpatients of a hospital as subjects from July 2016 to July 2018. According to the even/odd attribute of admission number, subjects were divided into a control group and an observation group. The number of recruited subjects was 311: the control group comprised 135 participants and the observation group 176. The average length of hospital stay, hospital fees, quality of life, and satisfaction with the quality of nursing were compared between the two groups. SPIRIT checklist was completed (see File S1). Results: After intervention, patients in the observation group had shorter average hospital stay (15.98 ± 2.7), lower hospital fees (81,018 ± 1.3), higher satisfaction with the quality of nursing (98.3%), lower incidence of complications (19.89%), improved ability to perform activities of daily living, and lower rate of disease outcome and re‐admission, with statistically significant differences from the control group (p <.05). Conclusion: The application of inter‐professional care model in single disease patients with aneurysmal subarachnoid haemorrhage can shorten the average hospital stay, reduce hospital fees, improve the quality of life of patients, and increase patients' satisfaction with the quality of nursing, which is worthy of clinical promotion and application. Implications for nursing management section: Nursing managers can use this model to improve the ability to ensure coordination between medical professionals and integrate the ability of nursing problems, the ability to make rational distribution of nursing human resources, and the ability of critical thinking. It can be used as reference to improve the nursing management of all kinds of single diseases. [ABSTRACT FROM AUTHOR]

Aim: To describe the value, knowledge and implementation of evidenced‐based practice (EBP) among Chinese nurse managers and explore its influencing factors. Background: Although much of literature have reported the importance of nurse managers in pushing EBP progress and encouraged them to engage in EBP activities, the extent to which nurse managers engage in EBP is unclear. Methods: A cross‐sectional web‐based survey was applied to 1,166 nurse managers recruited from 54 hospitals in Guangdong Province, China. Descriptive statistics, t‐tests or one‐way ANOVAs, Spearman's correlation and multiple regression analysis were used to analyse the data. Results: The average scores of the Quick‐EBP‐VIK were with the mean of 2.62 (±0.56). Result showed that educational background, professional title, whether they have received EBP education or training, and EBP organisational culture and readiness are the factors influencing managers' total Quick‐EBP‐VIK score, with 43.5% of the variance explained by these factors. Conclusions: Nurse managers had positive attitudes towards EBP, but they lacked the EBP knowledge and rarely implemented EBP. Furthermore, supportive organisational environment, effective education and training can help to enhance EBP knowledge and skills of managers. Implications of nursing management: The competence of nurse managers for EBP implementation should be taken seriously. Personal and organisational strategies which can strengthen managers' EBP knowledge and skills need to be developed and conducted. [ABSTRACT FROM AUTHOR]

Aim: This study aims to identify the role that spiritual climate has in reducing burnout and intentions to leave amongst clinical nurses. Background: Both shortages and the high turnover of nurses are challenging problems worldwide. Enhancing the spiritual climate amongst nurses can enhance teamwork, organisational commitment and job satisfaction and can play a role in reducing burnout and turnover intention. Methods: A total of 207 clinical nurses working at a tertiary university hospital were included in this cross‐sectional, single‐site study. Independent‐samples t test and ANOVA, Pearson correlation analysis and hierarchical regression analysis were used to explore the relationships amongst related factors. Results: Most clinical departments showed a moderate spiritual climate (60.24 ± 0.82) with high job burnout (33.62 ± 0.28) and turnover intention (2.37 ± 0.57). A good spiritual climate was correlated with high job satisfaction (r = 0.412, p < 0.01), low burnout and turnover intention (r = −0.423, p < 0.01 and r = −0.292, p < 0.01, respectively). Spiritual climate could also indirectly influence nurses' job burnout and turnover intention (R2 = 10.31%). Conclusions: Different departments have different spiritual climates. The findings from this study indicate that spiritual climate may impact nursing burnout and turnover. Implications for nursing management: Using a spiritual climate scale provides health care decision‐makers with clear information about staff spirituality well‐being. Interventions to improve spiritual climate can benefit teamwork in clinical departments. [ABSTRACT FROM AUTHOR]

Aim: To identify the factors affecting nurses' patient safety competency under the new nursing care delivery model. Background: In Korea, a new model was introduced in 2013 to ensure that nursing personnel provided inpatients with care without relying on guardians. After the launch of this service, there continue to be nurse‐related patient safety incidents. Methods: This is a descriptive study. Data from 132 general hospital nurses were collected during 15–24 February 2017 and analysed using hierarchical multiple regression. Results: Participants' mean patient safety competency score was 3.82 (range 1–5). Clinical career (Pratt index = 47.3%), critical thinking disposition (30.4%), teamwork (24.1%) and critical thinking training experience (7.3%) were found to affect nurses' patient safety competency. Conclusion: Under the new model, new nurses showed a low level of patient safety competency. Clinical career most influenced patient safety competency. Enhanced critical thinking and teamwork training are needed to improve patient safety competency among nurses. Implications for nursing management: Nursing leaders must consider qualitative staffing mix involving appropriate placement of experienced nurses as well as quantitative staffing level to provide patients with high‐quality, safe care and to implement the new model successfully. Regular training on critical thinking and teamwork should be carried out. [ABSTRACT FROM AUTHOR]

Aim: To explore the effectiveness of a clinical reasoning teaching workshop (CRTW) in preceptors' teaching ability, self‐efficacy of clinical reasoning teaching. Background: Preceptors' teaching skills are crucial for training novice nurses. How to enhance preceptors' teaching ability is a pertinent concern in clinical practice. Methods: This study comprised two stages. At stage I, we administered a pre‐ to post‐test single group with 33 participants to investigate the changes in preceptors' knowledge and self‐efficacy in clinical reasoning teaching after clinical reasoning teaching workshop. At stage II, a quasi‐experimental design was adopted to assess the effectiveness of the clinical reasoning teaching workshop by comparing the preceptors' teaching ability by novice nurses. There were 22 nurses' preceptors who underwent the clinical reasoning teaching workshop and 70 nurses with preceptors who did not undergo clinical reasoning teaching workshop and matched with preceptors' age and working experience. Results: After clinical reasoning teaching workshop, preceptors' knowledge and self‐efficacy of clinical reasoning teaching ware increased significantly. Novice nurses (study group) scored their preceptors' teaching ability significantly higher than nurses' (control group). Conclusion: The clinical reasoning teaching workshop can enhance preceptors' teaching ability and confidence, thereby improving their teaching ability. Implications for Nursing Management: A well‐designed workshop with appropriated teaching method can allow preceptors to learn effectiveness. Clinical reasoning teaching workshop can be used in the training of preceptors. [ABSTRACT FROM AUTHOR]

Aim: The aim of the present study was to assess the implications of Iran's recent health care reforms on nurses' experience of moral distress, their perceptions of the respect for patient rights and the relationship of these variables to job and income dissatisfaction and turnover intention. Background: Health systems around the world are reforming themselves to adapt to meeting the future needs of increasing patient care to an ever‐growing population. Methods: This was a cross‐sectional correlational study. The participants were 276 nurses at six large private and public hospitals in Tehran, Iran. Findings: Negative correlations were reported between turnover intention and respecting patient rights (r = −0.560, p < 0.001), satisfaction with job (r = −0.710, p < 0.001) and satisfaction with income (r = −0.226, p < 0.001). The correlation between moral distress intensity (r = 0.626, p < 0.001) and frequency (r = 0.701, p < 0.001) was positive with turnover intention. Conclusions: Moral distress was significantly correlated to poor respect for patient rights, poor job satisfaction and income satisfaction and was a major predictor of turnover intention. Implications for Nursing Management: Health system reform must take into account the concomitant increasing workload and its negative impact in order to ensure that reform does not lead to unintentional detrimental outcomes of increased moral distress, decreased satisfaction and increased turnover rates among nursing personnel. [ABSTRACT FROM AUTHOR]

Aim: To assess the prevalence of health‐promoting behaviours (HPBs) and their associations with some occupational factors among nurses. Background: Health‐promoting behaviours are significant indicators of health status. Nurses’ HPBs may have a direct impact on patients’ care and safety. Methods: A descriptive, questionnaire design was conducted among nursing staff (n = 136) in a district hospital in Iran during 2015. Data was collected using a two‐part questionnaire, which included the Health Promoting Lifestyle Profile II. Data was analysed using the Pearson correlation coefficient, and independent t and ANOVA tests (α = .05). Results: The stress‐management and physical activity dimensions had the lowest mean score and health responsibility had the highest. The HPBs of nurses with rotating/irregular shifts, contract employment, and low income were significantly lower. Conclusions: Nurses’ HPBs should be promoted in the stress management and physical activity dimensions. In this regard, contract nurses, shift nurses, and low‐income nurses are the priorities. Implications for Nursing Management: Nurse managers should give more attention to promote nurses’ HPBs especially in the areas of stress management and physical activity through implementation of healthy lifestyle programs. Nursing policy makers should give attention to permanent recruitment and improving salary as a strategy to improve nurses’ HPBs. [ABSTRACT FROM AUTHOR]

Aim: To examine reward type preferences and their relationships with the significance of rewarding perceived by registered nurses in Finland. Background: Previous studies have found relationships between nurses' rewarding and their motivation at work, job satisfaction and organisational commitment. Methods: Data were collected in a cross‐sectional, descriptive, questionnaire survey from 402 registered nurses using the Registered Nurses' Perceptions of Rewarding Scale in 2015, and analysed with descriptive and multivariate statistical methods. Results: Registered nurses assigned slightly higher values to several non‐financial than to financial rewards. The non‐financial reward types appreciation and feedback from work community, worktime arrangements, work content, and opportunity to develop, influence and participate were highly related to the significance of rewarding. Conclusions: We identified various rewards that registered nurses value, and indications that providing an appropriate array of rewards, particularly non‐financial rewards, is a highly beneficial element of nursing management. Implications for Nursing Management: It is important to understand the value of rewards for nursing management. Nurse managers should offer diverse rewards to their registered nurses to promote excellent performance and to help efforts to secure and maintain high‐quality, safe patient care. The use of appropriate rewards is especially crucial to improving registered nurses' reward satisfaction and job satisfaction globally in the nursing profession. [ABSTRACT FROM AUTHOR]

Aim: To explore the effectiveness and feasibility of implementing the two clinical dimensions of the Careful Nursing Philosophy and Professional Practice Model© (Careful Nursing) in an acute care hospital. Background: Implementation of a professional practice model by nurses in hospitals supports nurses' control over their practice and enhances the quality of their contribution to patient care. Implementing such change is complex and initially best approached on a small scale. Methods: A mixed methods exploratory design was used. Data were sought from 23 professional nurses practising in a 26‐bed acute medical ward for older persons. Quantitative data were collected on nurses' control over and documentation of their practice. Qualitative data were collected on nurses' perceptions of their practice. Result: Nurses' control over practice and adherence to practice documentation standards increased. Overall, the nurses perceived Careful Nursing‐guided practice positively. Feasibility issues were identified and addressed. Conclusion: Exploratory evidence suggests that Careful Nursing could influence nurses' practice and overall perception of practice positively; its implementation is feasible. Implications for Nursing Management: Careful Nursing offers a distinctive nursing framework for professional practice. This study can provide a strategy for implementing Careful Nursing‐guided changes in hospital‐based practice on an exploratory level. [ABSTRACT FROM AUTHOR]

Summary: Aim: To examine attitudes to patient safety in two intensive care units from the perspective of health care professionals in Saudi Arabia. Background: Despite adverse errors leading to poor patient outcomes, there is a paucity of literature, including staff perceptions, on adverse errors in Saudi Arabian intensive care units. Methods: A descriptive cross‐sectional design was used. Health professionals (n = 144) completed the safety attitude questionnaire‐intensive care unit. Results: The scores from the six safety domains of the safety attitude questionnaire‐intensive care unit showed all respondents had a negative attitude towards patient safety, with participants in one intensive care unit scoring lower in all domains. The mean scores across all domains ranged from 47.1 to 70.3 on a 100‐point scale, with the lowest score reported in the “perceptions of management” domain. Respiratory therapists reported a significantly higher job satisfaction score than nurses, and physicians rated communication amongst themselves and nurses as high. Conclusion: There are significant challenges for safety culture in this study, with negative attitudes across all domains. Implication for Nursing Management: Managers may need to review and consider policies relating to safety culture including workforce planning, leadership and patient centred care. Further research into this global health priority is required to contribute to improving patient safety in intensive care units. [ABSTRACT FROM AUTHOR]

Aim To evaluate the long-term effectiveness of modified brief assertiveness training (with cognitive techniques) for nurses. Background Most assertiveness training takes a long time to conduct; thus, briefer training is required for universal on-the-job training in the workplace. Methods In this single-group study, nurses received two 90-min training sessions with a 1-month interval between sessions. The degree of assertiveness was assessed by using the Rathus Assertiveness Schedule as the primary outcome, at four time points: pre- and post-training, 3-month follow-up and 6-month follow-up. Results A total of 33 nurses received the training, and the mean Rathus Assertiveness Schedule score improved from −14.2 ( SD = 16.5) pre-training to −10.5 ( SD = 18.0) post-training ( p < .05). These improvements were maintained until the 6-month follow-up. The pre-post effect size of 0.22 (indicating small effect) was larger than the effect sizes ranging from −0.56 to 0.17 (no effect) reported in previous studies that used brief training. Conclusions Modified brief assertiveness training seems feasible and may achieve long-term favourable outcomes in improving assertiveness among nurses. Implications for Nursing Management The ease of implementation of assertiveness training is important because creating an open environment for communication leads to improved job satisfaction, improved nursing care and increased patient safety. [ABSTRACT FROM AUTHOR]

Aim To describe the presence and operationalisation of organisational strategies to support implementation of pressure ulcer prevention programmes across acute care hospitals in a large, integrated health-care system. Background Comprehensive pressure ulcer programmes include nursing interventions such as use of a risk assessment tool and organisational strategies such as policies and performance monitoring to embed these interventions into routine care. The current literature provides little detail about strategies used to implement pressure ulcer prevention programmes. Methods Data were collected by an e-mail survey to all chief nursing officers in Veterans Health Administration acute care hospitals. Descriptive and bivariate statistics were used to summarise survey responses and evaluate relationships between some variables. Results Organisational strategies that support implementation of a pressure ulcer prevention programme (policy, committee, staff education, wound care specialists, and use of performance data) were reported at high levels. Considerable variations were noted in how these strategies were operationalised within individual hospitals. Conclusion Organisational strategies to support implementation of pressure ulcer preventive programmes are often not optimally operationalised to achieve consistent, sustainable performance. Implications for nursing management The results of the present study highlight the role and influence of nurse leaders on pressure ulcer prevention program implementation. [ABSTRACT FROM AUTHOR]

Aim To investigate and describe nurses' and midwives' physical health, rates of symptoms and disease, and to determine if these factors contribute to intention to leave. Background The nursing and midwifery workforce is ageing yet little is known about their physical health or its relationship to intention to leave. Methods An online survey of health and work-related assessments was distributed through the New South Wales Nurses and Midwives Association and professional contacts. Results Nurses and midwives ( n = 5041) reported good-very good health overall. With 22.2% intending to leave in the next 12 months, older age, better perceived health and job satisfaction, regional residence and not working shifts predicted no intention to leave while breathing problems predicted intention to leave. Conclusions Study findings flag the importance of health as an influence on intention to leave. Alongside job satisfaction and shift-working, health presents opportunities for workplace initiatives to maintain nurses in the workforce. Implications for nursing management Educators, managers and policy makers should heed the significant influence of health for retention of staff and consider what strategies may mitigate health risks for this workforce. [ABSTRACT FROM AUTHOR]

Aim To compare nursing intensity and nurse staffing costs for liver transplant ( LTx) vs. kidney transplant ( KTx) patients through the use of the RAFAELA system (the OPCq instrument). Background High-quality patient care correlates with the correct allocation of nursing staff. Valid systems for obtaining data on nursing intensity, in relation to actual patient care needs, are needed to ensure correct staffing. Methods A prospective, comparative study of 85 liver and 85 kidney transplant patients. Nursing intensity was calculated using the Oulu Patient Classification (OPCq) instrument. The cost per nursing intensity point was calculated by dividing annual total nursing wage costs with annual total nursing intensity points. Results The results showed significantly higher nursing intensity per day for liver transplant patients compared to kidney transplant patients. The length of stay was the most important variable in relation to nursing intensity points per day. Conclusions The study demonstrated differences in nursing intensity and nurse staffing costs between the two patient groups. Implications for Nursing Management When defending nurse staffing decisions, it is essential that nurse managers have evidence-based knowledge of nursing intensity and nurse staffing costs. [ABSTRACT FROM AUTHOR]

Aims To examine changes in the nursing practice environment, retention-related factors, unit stability and patient care tasks delayed or left undone, over two periods between 2004 and 2013. Background Positive nurse practice environments have been linked to nurse retention and care quality outcomes. Methods The collection of the Practice Environment Scale of the Nursing Work Index, job satisfaction, intent to leave, unit instability and tasks delayed or not done at six acute-care hospitals across three Australian states, in two waves between 2004 and 2013; results from the two waves are compared. Results On average, practice environment scores declined slightly; nurses reported a greater difficulty in finding another nursing position, lower intent to leave their current job and greater instability in their current position. Rates of delayed tasks increased over the period, whereas rates of tasks left undone have decreased over the period. Conclusions The decline in nurses' perceptions of the quality of the practice environment is disappointing, particularly given the protracted workforce shortages that have persisted. Significant organisational restructuring and turnover of nurse executives may have contributed to this decline. Implication for Nursing Management Managers need to apply existing evidence to improve nurse practice environments and manage instability. [ABSTRACT FROM AUTHOR]

Aims To understand nurse administrators' intentions and considerations in recruiting inactive nurses and to examine predictors of intent to recruit. Background Few studies have provided insight into employer intentions and considerations in recruiting inactive nurses. Methods A census survey collected data from 392 nurse administrators via a mailing method. Results Overall, 89.0% of nurse administrators were willing to recruit inactive nurses. Stepwise regression analysis revealed that the only predictor of nurse administrators' intention to recruit was nurse turnover rate at the hospital. Nurse administrators perceived the most important recruiting considerations were inactive nurses' cooperation with alternating shifts, health status and nursing licence. The most frequent reasons for not recruiting were an inactive nurse's lack of understanding of the medical environment and poor nursing competence. Conclusions Most hospital nurse administrators were willing to recruit inactive nurses. Inactive nurses who wish to return to work should be qualified, willing to work both day and night shifts, and in good health. Implications for Nursing Management Nurse administrators can reduce the nursing shortage by recruiting inactive nurses. Re-entry preparation programmes should be implemented that will provide inactive nurses with knowledge of the current medical environment and the skills required to improve their nursing competence. [ABSTRACT FROM AUTHOR]

Aim To examine the differences in work engagement among nurses in Saudi Arabia and its relationship with personal characteristics across different hospital affiliations. Background Quality care requires an adequate supply of engaged nurses who are dedicated, energised and absorbed in their work. In the nursing profession, work engagement is of considerable importance, owing to the shortage of nurses and the continuing reduction in healthcare costs. Method An analytic comparative cross-sectional design was used. Eight hospitals from three provinces and different affiliation types participated in the study. The Utrecht work engagement scale ( UWES) was used to measure 980 nurses' work engagement. Results The findings indicate that nurses' total engagement scores were closer to the higher end of the Likert scale. The findings indicate generally high levels of work engagement, particularly regarding the element of dedication. Furthermore, the study shows significant differences in nurses' engagement among the various work settings and in nurses' age and experience. Conclusions A number of nurses' personal characteristics have independent influences on their work engagement. Implications for Nursing Management Nurse leaders should acknowledge that a statement of professional nursing scope of practice is a necessity to encourage and fulfil engagement. [ABSTRACT FROM AUTHOR]

Aims To describe and compare registered nurse ( RN) and licensed practical nurse ( LPN) emotional exhaustion, intention to leave and reasons for leaving. Background Different skill mix/care delivery models are being used to address nurse shortages and rising health-care costs. Skill mix may include RNs and LPNs. More LPNs are being employed in areas, such as acute care, that have been previously staffed by all RNs. Little is known about nurse outcomes since the introduction of LPNs to acute care settings. Methods This study was a cross-sectional correlational design. A stratified, random sample of acute care nurses completed surveys via Fluidsurveys. The survey was modelled after the RN4 CAST nursing workforce survey. Results For both groups of nurses higher levels of emotional exhaustion were associated with intention to leave and workload was the most frequent reason cited for intention to leave. More RNs than LPNs cited career advancement as a reason to leave, and more LPNs than RNs identified poor salary as a reason to leave. Conclusions Emotional exhaustion is linked to intention to leave health care. Implications for nursing management Nurse managers should address work environment factors associated with turnover intentions, such as professional development opportunities and shared decision-making. [ABSTRACT FROM AUTHOR]

Aim To explore the factors that characterise the work environment, focusing on communication among nurses in stressful and non-stressful situations. Background Nursing is often described as a stressful occupation. Implementation of change may be an additional stress factor. Methods Nurses and assistant nurses completed a questionnaire from two different perspectives, 'communication in non-stressful situations' and 'communication under stress'. The Systematising Person-Group Relations method was used to gather and analyse the data. Results When the two perspectives, 'communication in non-stressful situations' and 'communication under stress', were compared, there were significant differences in 8 of the 12 factors. The stressful situations were characterised by low values in task orientation, caring, criticism, loyalty, acceptance, engagement and empathy; only the factor creativity had higher scores. Conclusion The stressful situations were characterised by creative and spontaneous behaviour, not by task orientation and engagement, indicating a potential patient safety risk. Implications for nurse management There is a need to help health-care workers develop more mature analytical and task-oriented behaviours related to both independent work and collaboration in stressful situations. Nursing leadership and organisation must focus on healthy work environments to promote engaged communication in stressful situations, ultimately increasing patient safety. [ABSTRACT FROM AUTHOR]

Aim To identify and report on the relative importance of factors influencing nurse managers' intentions to stay in or leave their current position. Background Effective nurse managers play an important role in staff nurse retention and in the quality of patient care. The advancing age of nurse managers, multiple job opportunities within nursing and the generally negative perceptions of the manager role can contribute to difficulties in retaining nurse managers. Methods Ninety-five Canadian nurse managers participated in a web survey. Respondents rated the importance of factors related to their intent to leave or stay in their current position for another 2 years. Descriptive, t-test and mancova statistics were used to assess differences between managers intending to stay or leave. Results For managers intending to leave ( n = 28), the most important factors were work overload, inability to ensure quality patient care, insufficient resources, and lack of empowerment and recognition. Managers intending to leave reported significantly lower job satisfaction, perceptions of their supervisor's resonant leadership and higher burnout levels. Implications for nursing management Organisations wishing to retain existing nurse managers and to attract front-line staff into leadership positions must create and foster an environment that supports nurse managers. [ABSTRACT FROM AUTHOR]

Aim To determine whether cynicism changes over time as a function of job change for nurses with high and low intentions to leave. Background Cynicism develops in reaction to organisational events including leaders' actions and can result in costly passive withdrawal behaviours. Method Hospital staff nurses ( n = 436) completed a survey assessing their intentions to leave the job and cynicism and then completed follow-up surveys assessing cynicism and job change 1 or 2 years later. Hierarchical linear modelling was used to examine the effect of the interaction between intention to leave, job change and time on cynicism. Result Nurses who left their hospital and nurses with high initial intention to leave who changed jobs within their hospital reported declining levels of cynicism over 2 years. Cynicism increased for nurses with low intention to leave who remained at the same job and for those who experienced an internal job change despite low intention to leave. Conclusion For those who desire it, an internal job change may allow for a recalibration of cynicism and increase employee engagement. Implications for nursing management To attenuate cynicism, hospital leaders need to act and communicate with integrity and be cautious not to arbitrarily change the jobs of nurses with low intention to leave. [ABSTRACT FROM AUTHOR]

Background Job satisfaction is a critical factor in health care. Strong empirical evidence supports a causal relationship between job satisfaction, patient safety and quality of care. Objective To determine the level of nurses’ job satisfaction and its associated factors. Method A stratified random sample of 421 registered nurses working at a large hospital in Mashhad, Iran was surveyed. Result The results showed that autonomy, task requirement and work interaction had scores higher than their respective median on the subscales. There were significant differences between demographic characteristics and the autonomy, task requirement, work interaction, salary, work condition, professional development, supportive nursing management, decision making, professional status subscales and mean total job satisfaction. In univariate analysis, young age, being female and being married were significantly associated with a higher level of job satisfaction. The adjusted R2 for this model was 0.14, indicating that the model explained 14% of the variability. The regression model was highly significant, F (4298) = 13.194, P < 0.001. Conclusions and implications for nursing management The authors emphasise that the human resources policies and incentives need to be re-visited. Efforts undertaken to improve working conditions, supportive nursing management, improved professional status, professional development and increased salaries are some of the ways for nurse managers to improve job satisfaction. [ABSTRACT FROM AUTHOR]

Aims To identify whether motivation of nurses coincides with personal values, workplace or personal characteristics. Background Shortage of nursing workforce compromises patient care. Motivation and job satisfaction are factors considered to make nurses quit. Little is known about measurement and variation of nurses' motivation. Funding for human resource programmes is limited - effective programmes could focus on nurses in need of motivational support. Methods Exploratory study with nurses using questionnaires in an academic hospital in Germany. Work motivation was approximated through preference of nursing tasks. Questionnaires measured personal values, preference of generic nursing tasks, and workplace and personal characteristics. Results A total of 212 questionnaires were usable. Higher motivation was found in groups of nurses with the dominant personal value ' Benevolence', with high self-rated expertise, in the middle of their career or working in surgical or general wards. Motivation was low in nurses with the dominant value ' Hedonism', or nurses in internal medicine or with low to medium self-rated expertise or who used computers infrequently. Conclusions Motivation coincided with dominant personal values, workplace and personal characteristics. The results should be validated in other settings. Implications for nursing management Human resource programmes could focus on nurses whose motivation is at risk. Prospectively highly motivated individuals should be hired with priority. [ABSTRACT FROM AUTHOR]

Aim The aims of this study were to validate the Maslach Burnout Inventory - Human Services Survey ( MBI- HSS) for registered nurses in South Africa and to analyse the differences between the levels of burnout of different biographical groups. Background The nursing profession is seen as a stressful and emotionally demanding profession, which makes nurses susceptible to burnout. Method A cross-sectional survey design with a stratified random sample ( n = 818) was used. The MBI- HSS and a biographical questionnaire were administered. Results Exploratory factor analysis resulted in a three-factor structure of burnout, consisting of emotional exhaustion, depersonalization and personal accomplishment. Construct equivalence and reliability of the three factors were confirmed. Significant differences were found in burnout levels with regard to language, age, rank, job satisfaction, reciprocity, full-time employment and specialised training. Conclusions The MBI- HSS showed acceptable validity and reliability for South African nurses. Burnout is associated with specific factors, including language, age, rank, job satisfaction, reciprocity, full-time employment and specialised training. Implications for nursing management The use of the MBI- HSS is recommended to assess burnout of nurses in South Africa. Organisations employing nurses should intervene to prevent and/or manage burnout. [ABSTRACT FROM AUTHOR]

suhonen r., stolt m., puro m. & leino-kilpi h. (2011) Journal of Nursing Management 19, 883-896 Individuality in older people's care - challenges for the development of nursing and nursing management Aim To explore nurses' perceptions about individuality in older people's care. Background Individualized care is enshrined in health-care policies and ethical and quality guidelines concerning older peoples' care but assessments of individualized care delivery are limited. Methods Using a descriptive survey design, Individualized Care Scale questionnaires ( n = 147) were used to collect data from 96 registered or licensed practical nurses (response 65%) working in the inpatient wards of four randomly selected long-term care hospitals in 2008. The questionnaires were analysed statistically. Results Nurses perceived that they supported older patients' individuality well in the clinical situation and maintained patients' decisional control over their care. Nurses also perceived that although they moderately supported their patients' personal life situation they did not actively encourage patients' families to take part in care. Conclusions This study revealed some shortcomings in the maintenance of individuality in older peoples' care and the need to change the focus of care from reactive management to a proactive prevention orientation to improve the well-being of older people. Implications for nursing management There is a need to examine the care structures and processes and the role of nurse professionals in older peoples' care under the guidance of nurse leaders and managers. [ABSTRACT FROM AUTHOR]

wells j., manuel m. & cunning g. (2011) Journal of Nursing Management 19, 777-785 Changing the model of care delivery: nurses' perceptions of job satisfaction and care effectiveness Aim To examine nurses' perceptions of job satisfaction, empowerment, and care effectiveness following a change from team to a modified total patient care (TPC) delivery model. Background Empirical data related to TPC is limited and inconclusive. Similarly, evidence demonstrating nurses' experience with change and restructuring is limited. Method A mixed method, longitudinal, descriptive design was used. Registered nurses and licenced practical nurses in two acute-care nursing units completed quantitative and qualitative surveys. Lewin's change theory provided the framework for the study. Results No significant change in job satisfaction was observed; however, it was less than optimal at all three time-periods. Nurses were committed to their jobs but relatively dissatisfied with their input into the goals and processes of the organization. Client care was perceived to be more effective under TPC. Conclusion Job satisfaction remained consistent following the transition to TPC. However, nurses perceived that client care within the modified TPC model was more effective than in the previous model. Implications for nursing management Nursing administration must work collaboratively with nurses to improve processes in nursing practice that could enhance nurses' job satisfaction and improve client care delivery. [ABSTRACT FROM AUTHOR]