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Background: High turnover rates and burnout are prevalent issues among registered nurses in public hospitals in Hong Kong. Pay level satisfaction is one of the crucial factors influencing organisational and professional turnover intention. Understanding whether pay level satisfaction can mitigate the negative impact of burnout on turnover intention can provide insights into the role of financial rewards in employee retention. Objective: This study aims to evaluate the relationship between job demands and turnover intention among registered nurses in Hong Kong public hospitals. Additionally, it seeks to examine the mediating role of burnout and explore the potential moderating effect of pay level satisfaction on the relationship between burnout and turnover intention. Methods: The study was a cross‐sectional online survey of public hospital staff in Hong Kong. A total of 502 registered nurses who had worked at their employing facility for at least 6 months participated in this cross‐sectional survey. Study variables included work overload, job stress, work–family conflict, family–work conflict, conflict with other nurses, burnout, pay level satisfaction and turnover intention. The collected data were analysed using bivariate Pearson correlation analysis and mediated moderation analysis with the PROCESS macro in SPSS 28.0. Results: Burnout mediated the relationship between job demands, including work overload, job stress, work–family conflict, family–work conflict and conflicts with nurses, and organisational and professional turnover intention. Pay level satisfaction did not exert a moderating influence on the relationship between job demands and turnover intention through burnout mediating this relationship. Conclusions: The importance of addressing job stress and burnout to mitigate turnover intention and promote nurse retention is underscored. Contrary to expectations, pay level satisfaction did not buffer the negative impact of job demands on turnover intentions via burnout. This suggests that compensation alone may not be sufficient to offset the detrimental effects of high job demands and burnout on nurses' intention to leave their jobs or the profession. Further research is warranted to explore potential moderators that may influence the relationship between job demands and turnover intention. [ABSTRACT FROM AUTHOR]

Aim. To understand the current situation of upward bullying in the Chinese nursing field and explore the manifestations, reasons, and outcomes of upward bullying experienced by Chinese nurse managers. Background. Workplace bullying, a serious social problem, is characterised by recurring incidents of intimidating, aggressive, and hostile behaviour. Bullying in the nursing profession exhibits all or some of the above traits. The evidence of upward bullying by subordinate nurses against nurses in positions of authority or power is limited in China. Methods. This qualitative study was conducted with semistructured, in‐depth interviews involving 12 hospital nurse managers in Wuhan, Hubei Province, between June and August 2023. The data were analysed using the Colaizzi seven‐step analysis method with Nvivo 12.0 software as a support. Results. We grouped our findings into three main categories: manifestations of upward bullying; reasons for upward bullying; and outcomes of upward bullying. Conclusions. Nurse managers in China are exposed to upward bullying in many forms and for complex reasons. More emphasis needs to be given to creating a positive work environment for them to facilitate their managerial role. Implications for Nursing Management. This study probes the realities of upward bullying against Chinese nurse managers and highlights the need for managers to develop the skills needed to identify, manage, and prevent bullying from subordinates. By contributing to the development of interventions and strategies that address workplace bullying, this study shows promise for enhancing managerial effectiveness and improving the nursing practice environment. [ABSTRACT FROM AUTHOR]

Aims. To synthesize the evidence on nurses' experiences of their caring role during the COVID‐19 pandemic and identify emerging concepts that have affected nurses within the caring role in relation to (a) their professional lives and (b) their personal lives. Background. The concept of caring is central to the science and art of nursing practice, and fulfilment of the caring role is fundamental to the profession. The COVID‐19 pandemic imposed unprecedented change globally transforming the caring role of the nurse. The WHO highlights that a well‐supported workforce is paramount to emergency preparedness; therefore, understanding the experiences of the nurse's caring role during the COVID‐19 crisis is paramount to practice in future healthcare crises. Methods. A scoping review. Data Sources. Studies published between January 2020 and November 2023 were identified from the following databases: Cumulative Index to Nursing and Allied Health Literature (CINAHL), Coronavirus Database, PUBMED, PsycINFO, PsycArticles, Scopus, Web of Science, and SocINDEX. Reporting Method. The scoping review adhered to the Joanna Briggs Institute (JBI) Preferred Reporting Items for Systematic Reviews and Meta‐Analysis Extension for Scoping Review (PRISMA‐ScR) checklist. Results. The search identified 1,347 studies, subsequent review of title and abstract, resulted in 117 full‐text papers for further eligibility screening, with a total of 52 studies being included in the scoping review. Findings were grouped thematically using the Braun and Clarke (2006) approach. The five distinctive themes that emerged were (a) emotional turmoil, (b) erosion of care, (c) relationships and solidarity, (d) expansion of role, and (e) professional growth. Conclusion. During the COVID‐19 pandemic, there was an evolutionary shift in the caring role of the nurse, on a trajectory from emotional turmoil to professional growth. The process followed a theoretical framework of transformative learning that could support nurses' capability and preparedness in their caring role for future inevitable extreme events and crisis in healthcare. Implications for Nursing Management. Mapping current knowledge of the unprecedented COVID‐19 crisis from a nurse's professional and personal perspective purposefully aims to highlight gaps for future research, education, and policy and is paramount to emergency preparedness and a well‐supported workforce in future healthcare crisis. [ABSTRACT FROM AUTHOR]

Background. Considering the importance of psychological first aid, which is the first priority when a disaster occurs, developing a web‐based simulation training program for nurses and confirming its effectiveness is necessary. Aim. This study aimed to develop an interactive simulated education program as a psychological first aid program for nurses and verify its effectiveness. Participants. Nurses working in hospitals and the community who had not participated in psychological first aid training in the last year were recruited. Methods. A web‐based interactive simulated educational program for psychological first aid was developed. To verify its effectiveness, a randomized controlled trial design was used. The experimental group participated in a web‐based educational program, while the control group was provided self‐learning data in the form of e‐books. The program's effects on disaster response core competencies, problem‐solving abilities, and self‐leadership capacity were measured. We used descriptive statistics to analyze the general characteristics, and independent t‐tests were used to analyze the differences before and after the intervention. Results. The core competencies for disaster response (t = −2.239, p < 0.05, Cohen's d = 0.59), problem‐solving abilities (t = −2.753, p < 0.01, Cohen's d = 0.72), and self‐leadership capacity (t = −2.073, p < 0.05, Cohen's d = 0.54) showed a statistically significant difference between groups. Conclusions. The web‐based simulation education program for psychological first aid training developed in this study effectively enhanced nurses' ability to respond to disasters and improved their problem‐solving abilities and self‐leadership capacity. Thus, nurses can use the educational program as a tool to learn psychological first aid. This trial is registered with KCT0008965. [ABSTRACT FROM AUTHOR]

Aim. This study aims to explore contributing factors, impacts, and strategies to address perioperative nursing shortages. Background. Health facilities worldwide are experiencing nursing shortages, especially in specialty fields such as perioperative nursing. Evaluation. This integrative review is reported according to the PRISMA guidelines. The title, abstract, and full article screening, as well as the quality appraisal process, were performed by two independent reviewers, with a third for disagreement. This review focused on empirical and theoretical research published from 2013 to 2023 using databases including CINAHL, Embase, Emcare (via OVID), Medline (via EBSCOhost), Scopus, Web of Science, ProQuest Dissertations and Theses Global, Overton, and GreyNet. Key Issues. This study thoroughly reviewed 84 articles. The perioperative domain confronts significant staffing challenges due to increased demand, lack of experienced nurses, insufficient new entrants, high turnover, and an aging workforce. Notably significant are the deficiencies in recruiting new nurses and the elevated turnover levels, potentially amendable issues. The shortages negatively impact the remaining nurses, patient care quality, and hospital revenue. Strategies to address perioperative nursing workforce challenges include promoting the specialty to undergraduate nursing students, bolstering recruitment efforts, and retaining experienced perioperative nurses. However, none of the studies examined in this review adopted a comprehensive approach. Furthermore, the effectiveness of these strategies relative to one another remains uncertain due to a lack of reliable measurements. Conclusion. Perioperative nursing faces considerable challenges, including an aging workforce, limited new recruits, and high turnover rates. Present strategies primarily prioritise workforce preparation over supporting current staff. Mitigating the perioperative nursing shortages requires comprehensive approaches integrating preparation, recruitment, retention, and retirement plans. In addition, these strategies must be adapted to the diverse regulatory environments of different countries, recognising the absence of a one‐size‐fits‐all solution to perioperative nursing shortages globally. Implication for Nursing Management. Perioperative nursing managers are vital in reducing shortages. [ABSTRACT FROM AUTHOR]

Background. Nurse emigration, often termed "brain drain," poses significant challenges to Ghana's healthcare sector. Aim. This study explores nurse managers' perspectives on determinants and strategies for mitigating nurse emigration in Northern Ghana. Methods. Sixteen nurse managers were interviewed using semistructured interviews between October and December 2023. Purposive sampling was used to select the participants. QDA Miner Lite version 6 was used for systematic coding and thematic data analysis, following the conventional content analysis approach. Results. Following data encoding and classification, the study identified three primary categories: determinants of brain drain, impact of brain drain on the healthcare system, and mitigating factors of brain drain. Conclusion. The study reveals that various factors, including inadequate pay, limited opportunities for career growth, and lack of access to technology, drive the brain drain among Ghanaian nurses. These lead to negative impacts on the healthcare system, such as increased workload, reduced patient satisfaction, and a shortage of skilled nurses. To tackle this issue, solutions including offering career advancement opportunities and improving salaries and working conditions among others have been highlighted to mitigate the brain drain among Ghanaian nurses. [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. In 2016, the South Korean Integrated Nursing‐Care Service, covered by national insurance, was initiated, with a particular focus on cancer‐oriented units. Integrated Nursing‐Care Service Wards denote facilities wherein nursing professionals deliver holistic care, in the absence of paid informal caregivers (hereafter will be called caregiver). Aim. This study, framed within Demerouti's Job Demands‐Job Resources Model, aimed to analyze variables influencing nurses' work engagement in Integrated Nursing‐Care Service wards. Methods. From April to June 2022, 375 participants working at three certified tertiary hospitals operating Integrated Nursing‐Care Service wards completed the survey. Of the 400 distributed questionnaires, 375 were used for analysis, resulting in a response rate of 93.75%. The remaining 25 questionnaires were excluded due to insufficient responses. Job demands, job resources, and personal resources were assigned as exogenous variables that predicted burnout and work engagement of nurses, while burnout and work engagement were assigned as endogenous variables. In this model, 32 hypotheses were established, and to verify the hypotheses, the direct effect of each exogenous variable on work engagement and the indirect effect through burnout as a medium were analyzed. Results. Burnout partially mediated the impact of exogenous variables on work engagement. The subfactors revealed partial mediation between emotional labor and work engagement, full mediation for satisfaction with the recognition from patients and caregivers, and partial mediation for resilience. Conclusion. Emotional labor had the highest impact on nurses' burnout in Integrated Nursing‐Care Service wards, followed by resilience and satisfaction with the recognition from patients and caregivers. Nurses' burnout, work environment, emotional labor, work overload, and resilience significantly influenced their work engagement. Implications for Nursing Management. The results of this study are useful as basic data for research on intervention programs that reduce burnout and increase nurses' work engagement in Integrated Nursing‐Care Service wards. [ABSTRACT FROM AUTHOR]

Background. The misallocation of scarce healthcare resources globally raises concerns regarding the underuse of high‐value care and the overuse of low‐value care. Economic evaluations can help policy makers determine whether an intervention presents a better value for money and desirable clinical benefits, thus realizing value‐based care. Aim. We aimed to conduct a systematic review of the economic evaluations of clinical nursing practices to advance knowledge on value‐based care. Methods. A systematic review was conducted using MEDLINE, Embase, Web of Science, Cochrane Central Register of Controlled Trials, CINAHL, NHS Economic Evaluation Database, Health Technology Assessment, and Tufts CEA Registry for full economic evaluations of clinical nursing practices from January 2013 to January 2023. Outcomes were incremental cost‐effectiveness ratios, incremental cost‐utility ratios, incremental cost‐benefit ratios, incremental net benefit, and the differences in costs for cost‐minimization studies. Methodological quality was evaluated using the Consensus Health Economic Criteria–extended checklist. Results were synthesized using permutation matrices for all studies. The protocol was registered with PROSPERO (CRD42023415918). Results. Thirty‐five studies were included in this review, with 27 studies categorized as good methodological quality and 8 as moderate quality. Clinical nursing practices were dominant (i.e., more effective and less costly) in 19 studies, potentially cost‐effective depending on willingness‐to‐pay thresholds in 15 studies, and were dominated (i.e., less effective and more costly) in 1 study. Conclusion. Our study advanced knowledge on value‐based care for clinical nursing practices. Results suggest that most clinical nursing practices studied may be clearly economically favourable or potentially favourable. Implications for Nursing Management. The results of this review provide valuable insights into value‐based care in nursing and facilitate the decision‐making of healthcare policymakers regarding health resource allocation to achieve value‐based care. [ABSTRACT FROM AUTHOR]

Aim. The aim was to explore the association between nursing professional values (NPV) and mental health among registered nurses (RN) in Spain. Background. Nursing is a profession rooted in strong professional values, which guide and shape clinical practice and occupational behaviors. NPV should serve as a source of support in situations of great uncertainty. Methods. A cross‐sectional study was conducted during the remission phase of the second wave of the COVID‐19 pandemic (December 2020‐January 2021) among a sample of Spanish RN (n = 420). NPV were assessed using the Nursing Professional Values Scale (NPVS‐R), comprising 26 items grouped into five factors: caring, activism, trust, professionalism, and justice. Perceived stress, anxiety, and depression were measured by the Perceived Stress Scale (PSS‐14) and the Hospital Anxiety and Depression Scale (HADS). Adjusted linear regressions were used to estimate b coefficients for the associations between NPV scores and the three mental health indicators. Results. The fully‐adjusted analysis, including sociodemographic and occupational variables, revealed that higher activism scores were associated with higher scores of stress (b coefficient: 0.46; 95% confidence interval: 0.03–0.88; p value: 0.035), anxiety (0.24; 0.05–0.43; 0.014), and depression (0.19; 0.01–0.36; 0.035). No other NPV was associated with mental health. Conclusion. Organizational policies and programs should be established to protect the most activist RNs and to mitigate the potential detrimental effect of activism on mental health at times and/or circumstances of high workloads and personal stress. [ABSTRACT FROM AUTHOR]

Aims. To identify the factors influencing hospital nurses' workplace bullying experiences (victim and perpetrator aspects) focusing on meritocracy beliefs, emotional intelligence, and organizational culture. Background. Workplace bullying remains a major issue in nursing despite decades of research and policy‐making. Therefore, comprehensively understanding the individual and institutional factors affecting workplace bullying from both the victim and perpetrator perspectives is crucial. Methods. In October 2022, 379 nurses working in South Korean tertiary hospitals were surveyed using a self‐reported online questionnaire. Meritocracy beliefs, emotional intelligence, workplace bullying experiences, and nursing organizational culture were measured using the Meritocracy Belief Scale, Wong and Law Emotional Intelligence Scale, Negative Acts Questionnaire‐Revised, and Positive Nursing Organizational Culture Measurement Tool, respectively. Results. Gamma regression analysis revealed that, for workplace bullying, the factors influencing the victim aspect were the experience of witnessing bullying in the workplace, organizational culture, and meritocracy beliefs. In contrast, the factors affecting the perpetrator aspect were emotional intelligence, meritocracy beliefs, and experience of bullying at work. Conclusion. Decreasing nurses' degree of meritocratic hubris in a positive organizational culture and increasing their emotional intelligence are necessary to prevent and intervene in workplace bullying. Implications for Nursing Management. Targeted approaches are needed to address and mitigate the detrimental effects of factors influencing workplace bullying. These approaches could include interventions that improve nurses' emotional intelligence, assess their level of meritocracy beliefs, and offer opportunities for self‐reflection on meritocratic hubris. Such initiatives may be necessary to effectively tackle workplace bullying and promote a healthier nursing work environment. [ABSTRACT FROM AUTHOR]

Background: Negative leadership behaviour is very common and pervasive in nursing and healthcare, often leading to adverse effects such as nurses' silence, decreased job performance, and turnover. However, there is a lack of systematic reviews that summarize negative leadership types and nurses silencing behaviours. Aim: This systematic review examined the relationship between negative leadership behaviour and nurses' silence. Evaluation: We searched PubMed, Embase, the Cochrane Library, Web of Science, CNKI, VIP, and Wanfang databases from their inception until 30 April 2024 for articles examining the relationship between negative leadership and silent behaviour among nurses. The studies were reviewed in accordance with the Preferred Reporting Items for Systematic Reviews and Meta‐Analyses (PRISMA) guidelines. The risk of bias in the included studies was assessed using the Newcastle–Ottawa Scale. Key Issues: After full‐text analysis, six papers were included in this systematic review. Four of the studies were conducted with nurses, and the remaining two were conducted with all medical staff including nurses. While most studies have shown that negative leadership causes nurses to become increasingly silent, others have shown that appropriate negative leadership behaviour instead reduces nurses' silence. Conclusions: Negative leadership behaviour can affect the silent behaviour of nurses. Implications for Nursing Management: Hospitals need to take the initiative to build a harmonious and safe working environment, correctly recognize and identify negative management behaviour, take appropriate and effective measures to enhance the positive leadership of nurse managers, and make an effort to prevent nursing staff's exposure to the negative management of direct leadership and mental health threats, which is a key point that hospital administrators and health policymakers tend to overlook. This is also effective for enhancing the leadership of hospital administrators. [ABSTRACT FROM AUTHOR]

Background. Despite the importance of studying factors contributing to nursing students' attitudes toward artificial intelligence, yet according to our knowledge, no study has addressed the relationship between personality traits and the attitude of nursing students toward artificial intelligence. Aim. This study aimed to unveil whether nursing students' personality traits are related to their attitude toward AI. Methods. This multicenter cross‐sectional study included 218 nursing students from three governmental universities across various regions of the Kingdom of Saudi Arabia. Data were gathered online, utilizing the Big Five Inventory, the General Attitudes toward Artificial Intelligence Scale, and a demographic questionnaire. Descriptive statistics, Pearson's correlation, and regression analysis were employed. The research complied with the STROBE checklist. Results. Findings indicated that nursing students with a high score in the openness trait displayed positive attitudes toward artificial intelligence. Conversely, those who scored high in neuroticism and agreeableness exhibited fewer positive attitudes toward artificial intelligence and more negative attitudes toward artificial intelligence. Additionally, nursing students who ranked high in conscientiousness showed a negative attitude toward artificial intelligence. Conclusion. Except for extraversion, personality traits appear to predict attitudes toward artificial intelligence. Implications for Nursing Management. The current study provides a foundation for understanding how generative AI can be integrated into nursing education and practice in a manner that is both effective and considerate of the diverse psychological profiles of students. [ABSTRACT FROM AUTHOR]

Background. Second victim experiences have long‐term impacts on the personal and professional well‐being of nurses. Individual‐centered support is necessary to help nurses cope with the various stages of the second victim experience. Objectives. To explore personal and workplace factors that facilitate or hinder coping styles for second victim experiences from the perspectives of both frontline nurses and nurse managers. Design. This was a descriptive qualitative study that incorporated semistructured interviews. Methods. Purposive sampling was employed to enlist a total of eight nurses and seven nurse managers selected from five tertiary hospitals located in Hunan Province, China. The study participants included nurses who had suffered second victim experiences and nurse managers who had grappled with their nurses' second victim experiences. The data were transcribed verbatim and analysed using thematic analysis. Results. The analysis revealed four main themes that influenced nurses' ability to cope with second victim experiences: source of emotional trauma, personal factors, job stress, and support system. In contrast, emotional trauma from patients and relatives, negative personal traits, shadows from the second victim experience, and unsupportive workplace environments were obstacles to coping with second victim experiences. Conclusion. The study highlights facilitators and barriers that nurses cope with second victim experiences, providing insight to develop targeted interventions that support nurses and mitigate the negative impacts of second victim experiences. A comprehensive approach is more effective in supporting nurses in coping with second victim experiences, improving patient safety, and enhancing the quality of care. [ABSTRACT FROM AUTHOR]

Aim. This study investigated the role of cultural, organizational, and managerial support, workplace fun, affective commitment, innovative behavior with innovative output, and also the mediating role of innovative behavior in the framework of a causal model. Background. Innovation is the driving force of development in hospitals, and the quality of healthcare is closely related to hospital innovation. Today, nurses with innovative behaviors are the biggest asset of any hospital because they are involved in any improvement and progress. Methods. This descriptive cross‐sectional correlational study was conducted using causal modeling methods, including path analysis and structural equation modeling. Using the proportional stratified sampling method, 321 nurses from Ardabil teaching hospitals were included in the study. Data were collected by standard demographic characteristics, innovative behaviors, innovative support, workplace fun, and affective commitment questionnaires. Partial least square structural equation modeling (PLS‐SEM) was used to test the conceptual model using PLS‐SMART 2 software. Results. Cultural support had a positive and significant effect on innovative behavior by affecting organizational support and then managerial support. In addition, workplace fun had a positive and significant effect on innovative behavior directly and indirectly through the mediating role of affective commitment. Finally, innovative behavior also had a positive and significant effect on nurses' innovative output. Conclusion. Supervisors and managers can adopt the organizational and managerial support approach to improve the nurses' innovative behaviors. Workplace fun will also improve nurses' innovative behaviors and affective commitment, thereby increasing their innovative output. Implications for Nursing Management. By adopting organizational and managerial support for nurses' innovative behaviors, managers should take measures that promote workplace fun and affective commitment to improve nurses' innovative output by encouraging innovative behaviors. [ABSTRACT FROM AUTHOR]

Aim. To examine the effectiveness of mobile health application‐based interventions on mortality, hospitalization rate, self‐care, and quality of life in people with heart failure. Background. Mobile health application‐based interventions are reported to potentially help people with heart failure improve health‐related clinical outcomes. However, evidence on the effects of mobile health application‐based interventions on mortality, hospitalization, self‐care, and quality of life remains inconclusive and limited. Methods. A systematic literature search was conducted in six databases (MEDLINE, CINAHL Plus with Full Text, PsycINFO, Web of Science, EMBASE, and CENTRAL) to identify relevant studies from inception to 21 October 2023. Two authors independently extracted the data and assessed the risk of bias using the Cochrane risk‐of‐bias tool. The meta‐analysis was conducted in Review Manager (version 5.4) and the statistical software R 4.3.3. Sensitivity analysis and subgroup analysis were also performed. The certainty of the evidence was evaluated by the GRADE approach. Results. Twenty‐four studies involving 2886 participants were identified in this review. The pooled analysis showed that mobile health application‐based interventions had statistically significant beneficial effects on reducing heart failure‐related hospitalization (RR = 0.72, 95% CI 0.57 to 0.91, p = 0.01) and improving quality of life (SMD = 0.46, 95% CI 0.09 to 0.83, p = 0.02), but had no statistically significant effects on all‐cause mortality (RR = 0.90, 95% CI 0.66 to 1.25, p = 0.47), cardiovascular mortality (RR = 0.87, 95% CI 0.59 to 1.26, p = 0.24), all‐cause hospitalization (RR = 0.74, 95% CI 0.39 to 1.42, p = 0.29), or self‐care (MD = −2.42, 95% CI −15.07 to 10.24, p = 0.64). Subgroup analyses indicated that intervention duration and monitoring frequency may influence the effects of mobile health application‐based interventions on quality of life. Conclusions. Mobile health application‐based interventions were effective at reducing heart failure‐related hospitalization and improving quality of life in people with heart failure. More well‐designed randomized controlled trials are needed to strengthen the evidence. Implications for Nursing Management. Mobile health application‐based interventions may have benefits for improving heart failure‐related hospitalization and quality of life. More rigorous studies are warranted to confirm the effects of mobile health application‐based interventions for people with heart failure. [ABSTRACT FROM AUTHOR]

Background. Emergency nurses may experience various fatiguing duties and suffer more pressure, so it is necessary to promote their professional or work‐related quality of life, especially during tough periods. Aim. To describe the development of the multidimensional narrative support system and explore its effectiveness and feasibility among emergency nurses. Design. An action research was conducted in Shanghai, China, from 2022 to 2023. Methods. Two cycles of action research were adopted in the emergency departments of two tertiary general hospitals in Shanghai, China. A total of 20 and 13 emergency nurses from different posts participated in each cycle. Multiple methods and tools, such as validated instruments, self‐designed questionnaires, and individual and focus group interviews, were used to collect short‐ and long‐term data. The EQUATOR guidelines on reporting action research were used as the guideline for this study. Results. The multidimensional narrative support system was gradually modified to promote its feasibility. Involved emergency nurses actively participated in different activities and proposed relatively positive and satisfying remarks. Quantitative data showed the significantly instant or long‐lasting improvements in emergency nurses' professional and work‐related quality of life, as well as their self‐compassion, and perceived social support. Various categories were summarized about the participants' experiences, perceived long‐term effects, and suggestions on the multidimensional narrative support system. Conclusion. The multidimensional narrative support system integrates narrative methods and psychological activities and provides multidimensional support for emergency nurses. In spite of various challenges, the system shows good feasibility and significant influences on emergency nurses' well‐being and quality of life. Implications for Nursing Management. The multidimensional narrative support system may action as a novel intervention for the overall improvements of clinical emergency nurses, which can be recommended to other populations with targeted modifications and training, so as to achieve good generalization in different departments. [ABSTRACT FROM AUTHOR]

Aims. To test whether emotional intelligence plays a mediating role in the process by which moral sensitivity affects nurses' ability to communicate with angry patients. Background. Hospital workplace violence is a global problem that disrupts the normal work order of healthcare, undermines trust between nurses and patients, and threatens the physical and mental health of nurses. Improving nurses' ability to communicate with angry patients to identify and diffuse patients' anger is critical to reducing the nurse‐patient conflict and avoiding violence in the hospital workplace. Methods. The data were collected in China. A sample of 212 nurses completed measures of moral sensitivity, emotional intelligence, and the ability to communicate with angry patients. Structural equation modeling was used to test the study' hypothesis. Results. Our results suggest that nurses' emotional intelligence mediates the relationship between nurses' moral sensitivity and nurses' ability to communicate with angry patients, with a positive correlation between nurses' moral sensitivity, emotional intelligence, and ability to communicate with angry patients. Conclusions. The findings showed that nurses' moral sensitivity indirectly influenced nurses' ability to communicate with angry patients by directly influencing emotional intelligence. This study provides a theoretical and methodological approach to mitigate nurse‐patient conflict and reduce violence in the hospital workplace through a moral perspective. Implications for Nursing Management. Nursing managers should pay attention to the moral sensitivity and emotional intelligence of nurses and promote their moral development and emotional intelligence by strengthening moral education in hospitals, utilizing emotional intelligence training courses and narrative nursing, ultimately promoting nurses' ability to communicate with angry patients, further contributing to the reduction of nurse‐patient conflict, avoiding violence in the hospital workplace, building a safer hospital environment, promoting the overall development of nurses, and contributing to the development of global health and wellness. [ABSTRACT FROM AUTHOR]

Aim. This study was conducted to determine the association between knowledge management and social value among nurses working in hospitals of Tehran University of Medical Sciences. Background. Knowledge management plays a significant role in healthcare systems. Healthcare providers require knowledge in every aspect of their work, and they must be able to rely on a knowledge management system to access the newest research and practice to ensure the highest quality of care. One of the evident goals of knowledge management is creating value in organizations. Creating value does not necessarily mean creating economic value, but creating social value is a category proposed as a prerequisite for knowledge management. Methods. This research is a descriptive‐analytical study conducted in Tehran in 2021 on two groups of nurses (N = 228) selected through a stratified random method. The data collection tools were Choi knowledge management questionnaire and a researcher‐made questionnaire on social value validated in Iranian society. Results. There was a positive and significant correlation between the variables of knowledge management and social value in Bachelor of Science (BSc) nurses (P value ≤0.01, r = 0.43), and no significant correlation was observed in Master of Science (MSc) nurses (P value >0.05, r = 0.14). Conclusions. In the BSc nurses' group, a direct and significant association was found between knowledge management and social value of BSc nurses so that by increasing the score of knowledge management in the nursing community, individuals feel more self‐worth, resulting in achieving a favorable level of customer satisfaction. Implication for Nursing Management. It is suggested that an accurate program should be designed for all academic levels of nurses in hospitals, the principal elements of creating knowledge and learning and its provision should be assessed, and the necessary measures should be taken. [ABSTRACT FROM AUTHOR]

Background. Sleep is a crucial factor affecting an individual's physical and mental health. Psychiatric nurses work under high stress and load, and it is necessary to understand the sleep quality of psychiatric nurses and the influencing factors. However, individual‐centred studies of psychiatric nurses' sleep are limited. Aims. To explore the heterogeneity in sleep quality among psychiatric nurses, to identify the factors influencing different subtypes, and to provide targeted strategies and measures to improve their sleep quality. Methods. From August to October 2022, 298 psychiatric nurses working in a mental health centre in Liaoning Province were selected as the participants. The study involved administering the following two questionnaires: the general information questionnaire and the Pittsburgh Sleep Quality Index (PSQI). Data analyses included latent profile analysis, Kruskal–Wallis H test, and multiple logistic regression. Results. The prevalence of poor sleep quality (PSQI >5) among psychiatric nurses was 54.7%. The sleep quality of psychiatric nurses could be classified into the following three distinct profiles: good sleep quality, moderate sleep quality, and poor sleep quality. Nurses who were over 40 years of age, unmarried/divorced/separated/widowed, worked more than 40 hours per week, experienced significant life events in the past year, had poor nurse‐patient relationships, and had chronic diseases were more likely to have poorer sleep quality. Conclusions. There was significant heterogeneity in sleep quality among psychiatric nurses. Age, marital status, work schedule, total weekly working hours, night shifts, special life events, nurse‐patient relationships, and chronic diseases were associated with their sleep quality. Implications. The heterogeneity and influencing factors of sleep quality in psychiatric nurses provided evidence for individualized interventions in the future. This trial is registered with ChiCTR2200062347. [ABSTRACT FROM AUTHOR]

Aim. This study aims to investigate the level of organizational learning within urban Chinese Community Health Centres and reveal its potential association with primary care nurses' work performance and well‐being. Background. Globally, there is a push to establish learning healthcare systems for complex health reform challenges. Existing studies on organizational learning mainly focus on North American and European hospital settings, offering limited insights into primary care environments, particularly in developing countries. Design. Cross‐sectional study. Methods. We recruited 175 nurses from 38 community health centres in four Chinese cities (Shanghai, Shenzhen, Tianjin, and Jinan) using convenience sampling. Trained research assistants conducted face‐to‐face surveys, measuring organizational learning with the Learning Orientation Scale. Nurse‐level outcomes included self‐directed learning, quality of care, organizational commitment, and work stress. Data analysis employed multilevel linear modelling. Results. The 38 community health centres displayed a relatively high level of organizational learning, and there was a positive and significant association between organizational learning within community health centres and nurses' self‐directed learning as well as the quality of care. However, there was no significant association between organizational learning and nurses' organizational commitment or work stress. Conclusion. This study demonstrates a high‐level organizational learning capacity in urban community health centres in China. It provides a new perspective on the potential relationship between CHCs' organizational learning and primary care nurses' well‐being and work performance. Further research is needed to clarify unexpected findings and identify factors promoting organizational learning in primary care settings. Implications for Nursing Management. In China's evolving primary care system, nurses play a vital role amidst physician shortages. Policy should prioritize internal management reform alongside structural changes. This study highlights the importance of fostering organizational learning in primary care settings. Strategic interventions should promote a learning culture in CHCs, which may enhance nurses' self‐directed learning and improve the quality of care. [ABSTRACT FROM AUTHOR]

Background. Current research has mainly concentrated on the psychological facets of authentic leadership and the sense of psychological security it cultivates. Aim. This research assessed the perceived academic team leaders' authentic leadership and team members' psychological safety. Methods. Using a quantitative cross‐sectional study, the study was conducted in 2022 using an online survey. A convenience snowball sample of 105 nursing faculty members was recruited from various Jordanian universities. Results. The nursing faculty highly praised their leaders' authentic leadership on a 5‐point scale. Yet, they felt a lack of psychological safety for themselves. While the academic nursing team leaders were commended for their readiness to hear others' suggestions before making choices, they should work on resisting group influence. These leaders must convey their feelings openly and truthfully. Concerning their own psychological safety, the nursing faculty felt their distinctive abilities and talents were recognized and utilized when collaborating with team members, which was the most highly rated feature. Conversely, the least‐rated aspects were holding mistakes against faculty members and having trouble requesting assistance from others. The nursing faculty's sense of security and comfort significantly impacts their psychological wellbeing. Interestingly, their level of psychological safety is found to have a significant but negative correlation with their marital status, providing a rich and new insight into psychological safety; married females with children are prone to more work burnout, which might lower their psychological safety. On the other hand, a positive and moderate correlation is observed between psychological safety and the size of the team they work with. Surprisingly, the team size is the only factor that predicts the psychological safety of nursing faculty members; this occurs by enhancing the team's creativity and learning behaviors. However, the model itself is not very effective and only accounts for a small portion (6.30%) of the variation in their psychological safety scores, suggesting other unmeasured factors likely play a more significant role in nursing faculty members' psychological safety, such as personality traits, stressors, and job satisfaction. Conclusion. The authentic leadership displayed by nursing team leaders does not directly impact the psychological safety of nursing faculty members. The study addresses a critical and contemporary issue within the nursing academic field, providing useful preliminary insights. However, its methodological limitations, including sample selection and the weak explanatory power of its model, suggest that further research is needed. The results highlight the urgent need for immediate interventions to improve the chaotic academic environment they are currently facing, such as enhancing workplace friendship and authentic communication and using entrepreneurial and nonauthoritative leadership styles. Future studies could benefit from diverse samples, longitudinal design, and deeper analysis of contributing factors to psychological safety. [ABSTRACT FROM AUTHOR]

Background. With projected nursing shortages, an aging workforce, and the imminent retirement of nurse leaders, nursing leadership shortages are a concern. While several studies have indicated the interest of nurses in pursuing leadership positions, limited research has focused on examining the influence of the leadership practice environment on nurses' motivation to lead. Aim. The aims of the study were to (1) assess the relationship between the leadership environment and the motivation of nurses to lead and (2) determine whether there are particular aspects of the leadership environment that influence motivation to lead. Methods. A cross‐sectional research design was used to collect data from 435 nurses working in 16 public and private hospitals in Oman. Leadership Environment Scale and Motivation to Lead Scale were used to assess participants' perceived leadership environment and their motivation to engage in formal leadership roles, respectively. Multivariate linear regression was used to assess the relationship between the perceived leadership environment and the motivation of nurses to undertake leadership roles. Findings. Nurses reported a mean scale value of 3.208 out of 5 (SD = 0.467) for their motivation to lead, which exceeds the midpoint, indicating a strong motivation to engage in formal leadership roles. Nurses reported a mean score of 3.194 out of 4 (SD = 0.661), which exceeds the midpoint, suggesting a favorable perception of leadership environment. The findings showed a significant relationship between the leadership environment and nurses' motivation to lead. Specifically, self‐organization (β = 0.185, p = 0.001, CI = 0.086–0.378), agents (β = 0.221, p = 0.002, CI = 0.124–0.474), and transformative exchange (β = 0.100, p = 0.037, CI = 0.101–0.142) were characteristics of the leadership environment that were associated with greater motivation to engage in leadership. Conclusion. This study emphasizes the importance of cultivating a supportive leadership environment as a potential strategy to attract nurses to assume formal nursing leadership roles. Implications for Nursing Management. Strategies to improve nurses' motivation to lead in a complex healthcare environment include improving nurses' active involvement in their organization, creating a collegial supportive and mentoring leadership culture, and improving transformative exchange by supporting career and educational advancement. [ABSTRACT FROM AUTHOR]

As global populations age, a looming nursing shortage is anticipated to become a critical issue. Charge nurses have the responsibility of optimally allocating nursing resources to ensure the quality of patient care during a shift. Therefore, an accurate estimate of nursing demand is crucial. However, the ability to forecast future nursing demand remains underdeveloped, mainly because the nature of nursing demand is highly individualized and does not follow a definitive pattern. In practice, the nursing demand is often perceived as unpredictable, leading to an ad hoc approach to staffing. The primary objective of our study is to demonstrate that longitudinal data analysis can reveal strong statistical regularities in the temporal dynamics of nursing demand. This approach not only provides new possibilities for efficient resource allocation but also paves the way for data‐driven prediction of nursing demand. Our study uses Sankey diagrams to visualize the temporal dynamics of nursing demand within each ward for each fiscal year, representing these dynamics as an overlay of trajectories from multiple individual patients. Consequently, our study reveals ward‐specific statistical regularities in the temporal dynamics of nursing demand. In one ward, approximately 25% of patients experienced an increase in nursing demand from 1 to between 6 and 9 points from the second to the third day of hospitalization, while in another, only 0.1% showed such an increase. These findings suggest that patients admitted to the wards tend to exhibit a certain probabilistic change in nursing demand. This study can predict probabilistically the temporal variation of nursing demand among patients in the coming years by analyzing data on the temporal changes in nursing demand over the past years. Our findings are expected to significantly influence the forecasting of nursing demand and the estimation of nursing resources, leading to data‐driven and more efficient nursing management. [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]

Background. The relationship among comfort, perceived social support, and hope should still be further explored. Clarifying the relationship between the aforementioned variables can enable clinical staff to implement tailored and effective intervention strategies for enhancing the management and quality of care of patients with ischemic stroke. Aim. This study aims to investigate the relationship between comfort, perceived social support, and hope in hospitalized patients with acute ischemic stroke and to explore the mediating effect of perceived social support on comfort and hope. Methods. A correlational cross‐sectional study was performed using an online questionnaire. The study was conducted from January to August 2023 among 572 patients with acute ischemic stroke, and finally 534 valid questionnaires were included in the analysis. The general information questionnaire, Modified Barthel Index, Shortened General Comfort Questionnaire, Perceived Social Support Scale, and Herth Hope Index were utilized for investigation. Mediation analysis was performed by structural equation modelling. Indirect effects were evaluated through bootstrapping. Data analysis was performed using the statistical program packages, namely, SPSS 29.0 and AMOS 24.0. Results. The comfort, perceived social support, and hope scores of patients with acute ischemic stroke were 94.1 (11.92), 72.74 (10.26), and 40.55 (4.99), respectively. The participants' hope was positively related to comfort (r = 0.531, p < 0.001) and perceived social support (r = 0.589, p < 0.001). Perceived social support exerts a partial mediating role between comfort and hope, and the mediating effect was 0.159 (95% CI [0.117, 0.210]), accounting for 25.0% of the total effect. Conclusion. We reported that comfort—directly and indirectly—exerts a positive impact on hope. Particularly, perceived social support enhances the impact of comfort on hope; perceived social support mediates the relationship between comfort and hope. Clinical staff should correctly understand the relationship among the three variables; they should effects targeted strategies to enhance patient comfort and social support, thereby increasing the hope level among ischemic stroke patients and bolstering confidence in disease management. Implications for Nursing Management. This study demonstrates that comfort and perceived social support serve as protective factors for hope among ischemic stroke patients. This observation provides evidence supporting the optimization of management for ischemic stroke patients from the perspectives of the cognitive adaptation theory and comfort theory. The findings of this study contribute to a more optimal understanding among clinical caregivers regarding the mechanisms underlying the relationship between comfort, social support, and hope, and it facilitates the adoption of effective intervention strategies for promoting the psychological management of ischemic stroke patients and enhancing patient care quality. [ABSTRACT FROM AUTHOR]

Background. In the rapidly evolving healthcare management landscape, technology integration and artificial intelligence utilization play pivotal roles in shaping employee productivity. This research investigates these dynamics within Riyadh Province, Kingdom of Saudi Arabia, focusing on the relationships between technology integration, the use of artificial intelligence in nursing profession, nursing workforce competencies, technological leadership, and employee productivity. Methods. A quantitative approach was employed, involving 329 nurses from five hospitals in Riyadh Province. Partial Least Squares Structural Equation Modeling facilitated comprehensive analysis of direct and indirect relationships among variables. Results. Findings reveal that technology integration significantly enhances nursing productivity, while the use of artificial intelligence initially presents disruptions before yielding productivity gains. Nursing workforce competencies mediate these relationships, emphasizing the critical role of workforce readiness in harnessing technology's benefits. Surprisingly, technological leadership did not significantly moderate these effects. Conclusions. This research offers vital insights for healthcare organizations, advocating strategic technology integration and workforce development. It underscores the significance of nursing competencies in navigating technological transformations and affirms the enduring importance of leadership in guiding these changes. As healthcare evolves, these findings provide guidance for optimizing technology and artificial intelligence to enhance employee productivity and patient care. [ABSTRACT FROM AUTHOR]

Aim. To explore the status of job crafting, leisure crafting, and burnout among nurses and to examine the impact of job crafting and leisure crafting variations on burnout using machine learning‐based models. Background. The prevalence of burnout among nurses poses a severe risk to their job performance, quality of healthcare, and the cohesiveness of nurse teams. Numerous studies have explored factors influencing nurse burnout; however, few involved job crafting and leisure crafting synchronously and elucidated the effect differences of the two crafting behaviors on nurse burnout. Methods. Multicentre cross‐sectional survey study. Nurses (n = 1235) from four Chinese tertiary hospitals were included. The Maslach Burnout Inventory‐General Survey, the Job Crafting Scale, and the Leisure Crafting Scale were employed for data collection. Four machine learning algorithms (logistic regression model, support vector machine, random forest, and gradient boosting tree) were used to analyze the data. Results. Nurses experienced mild to moderate levels of burnout and moderate to high levels of job crafting and leisure crafting. The AUC (in full) for the four models was from 0.809 to 0.821, among which the gradient boosting tree performed best, with 0.821 AUC, 0.739 accuracy, 0.470 sensitivity, 0.919 specificity, and 0.161 Brier. All models showed that job crafting was the most important predictor for burnout, while leisure crafting was identified as the second important predictor for burnout in the random forest model and gradient boosting tree model. Conclusion. Even if nurses experienced mild to moderate burnout, nurse managers should develop efficient interventions to reduce nurse burnout. Job crafting and leisure crafting may be beneficial preventative strategies against burnout among nurses at present. Implications for Nursing Management. Job and leisure crafting were identified as effective methods to reduce nurse burnout. Nurse managers should provide more opportunities for nurses' job crafting and encourage nurses crafting at their leisure time. [ABSTRACT FROM AUTHOR]

Aim. To determine Senior Nurse Managers' perceptions of integration of Nurse Practitioner roles in Healthcare Organisations across Ireland and Australia. Background. Introduction of the Nurse Practitioner role in both countries is well established with national policies aimed at developing a critical mass in the health workforce. Current policy requires Senior Nurse Managers to be actively involved in the introduction of and oversight of the integration of Nurse Practitioners across healthcare settings. This is integral in the context of the success and sustainability of the services provided by the Nurse Practitioner. Methods. A quantitative, cross‐sectional cloud‐based survey of senior nurse managers across Ireland and Australia from April to September 2022. Results. Of 300 responses received, 122 were eligible for analysis. Of these, 77% expressed that there should be a specific role to support the integration of Nurse Practitioner roles at local level, and 61% recommended that this should occur at a national level, whilst 48% reported the absence of a standardised governance structure. Three reporting structures were identified: professional, clinical, and operational. Autonomous clinical decision making and prescribing were two Nurse Practitioner functions most identified. Fifty‐five percent reported having performance indicators for Nurse Practitioner roles, with 24% agreeing that performance indicators captured the quality of care provided. Thirty‐five percent of senior nurse managers indicated that there were agreed reporting timelines for performance indicators and a requirement for the provision of an annual report. Conclusion. Whilst some participants reported structure to guide and evaluate the work and value of Nurse Practitioners, the approach was inconsistent across organisations and countries. This paper demonstrates that integration is not broadly established across both countries. Implications for the Profession. The main findings were that Nurse Practitioners were misunderstood and the development of a structured framework to support the integration of Nurse Practitioners would provide long‐term benefits. [ABSTRACT FROM AUTHOR]

Aim. This study examined the mental health of nurse managers in the Kingdom of Saudi Arabia. Background. The COVID‐19 pandemic has affected the physical and mental health of senior nurses, including effects of shortages of staff and medical supplies. However, no study has examined this topic among nurse managers in the Kingdom of Saudi Arabia despite their exposure to mental stress during the pandemic. Methods. A cross‐sectional design was used to investigate the levels of depression, anxiety, stress, and general psychological distress among nurse managers in Saudi Arabia. Data were collected August 2023 to February 2024. The main tool was the reliable and validated Arabic translation of the Depression, Anxiety, and Stress Scale (DASS‐21). Data collection was performed using an online platform. IBM SPSS software was used for data analysis. The data was analysed using multiple regression to examine the relationship between the dependent (outcome) and independent (predictor) variables. A significant p‐value was set at 0.05. Results. Stress and general psychological distress were the most common problems among nurse managers in the post‐COVID‐19 era. Individual educational attainment was the only significant predictor of anxiety, stress, and general psychological distress. Moreover, the nationalities of nurse managers were correlated with stress outcomes. Conclusions. Nursing managers are very likely to suffer from stress and general mental health problems in cases of exposure to crises. They may find the results of this study useful in understanding the factors that may play a role in the development of mental health problems during clinical work. Different strategies can be considered to alleviate depression, anxiety, and stress among managers, including the proper delegation of tasks. Top‐level management and healthcare stakeholders should give special considerations to the nationality and education level upon selecting nurse mangers at different levels. Implications in Nursing Management. Policy makers involved in planning care for healthcare professionals may find this study valuable in planning for future pandemics by developing a strategy that could reduce stress and psychological distress. [ABSTRACT FROM AUTHOR]

Aim. The current study investigated the levels and predictors of leaders' humble leadership, participants' psychological safety, knowledge sharing in the team, and followers' creativity in nursing. Background. Humble leadership, psychological safety, knowledge sharing, and followers' creativity are non‐nursing research fields, and humble leadership has recently been examined in nursing. Methods. A cross‐sectional research design was employed via an online survey. A nonprobability convenience snowball sample of 245 nursing academics (n = 85, 34.70%), nurses (n = 140, 57.10%), and nursing leaders (n = 20, 8.20%) was recruited from three universities and three hospitals. Results. The participants rated "high" the leaders' humble leadership, knowledge sharing in the team, and followers' creativity in nursing. However, participants' psychological safety was precarious. The four variables' predictors were assessed based on the sample's characteristics. Leaders' humble leadership did not predict participants' psychological safety; the sole predictor of the variable was the organization's quality initiatives. The predictors of knowledge sharing in the team were leaders' humble leadership, age, level of education, and accreditation initiatives in the organizations. The predictors of followers' creativity were leaders' humble leadership, level of education, and quality initiatives in the organizations. The lowest means of the four variables should be immediately managed. Conclusion. Quality initiatives in organizations and the number of tenures were the most influential predictors of the four variables evaluated. Leaders' humble leadership predicted knowledge sharing in the team and followers' creativity, but not participants' psychological safety. As followers' psychological safety contributes to trustful relationships within the team, workplace boundaries and conducive work environments should be promoted. Training programs are required to develop humble nurses and leaders' leadership. [ABSTRACT FROM AUTHOR]

Introduction. Shifting care from hospitals into community‐based settings is a major policy goal internationally. Community health services in England currently face the greatest workforce shortages of all sectors, threatening the feasibility of this policy. Moreover, little is known about the extent of variation in community workforce provision regionally and how this relates to determinants of need. Aim. To analyse regional variation in the community services workforce in England between 2010 and 2021. Methods. We obtained NHS workforce statistics data on the number of nurses and nursing support staff providing community services at each NHS organisation in England, from March 2010 to November 2021. We aggregated the organisation‐level data to both regional and national levels, which enabled us to maintain consistent units of analysis across the decade. To examine longitudinal trends and regional variation in workforce provision, we calculated the number of staff per 100,000 population aged 65+ in each region and each period. We then graphed and summarised the variation and examined the correlations with levels of deprivation and rurality. Results. There was a twofold variation in community services workforce provision between English regions. In November 2021, the number of staff per 100,000 people aged over 64 ranged from 300 in the South West to 697 in the North West. Most regions experienced a reduction in provision between 2010 and 2021, with a 21.2% reduction nationally. East of England experienced the largest reduction of 39.3%, whilst London experienced a 2.1% increase. In November 2021, regions with more deprived populations had higher workforce provision and regions with a larger proportion of residents living in rural areas had lower workforce provision. Conclusions. The size of the community services workforce has fallen relative to population needs, contradictory to the policy priority to enhance care in the community. There was substantial regional variation in the size of the workforce, which has persisted throughout the decade. Workforce provision was higher in more deprived areas but lower in rural areas, potentially impacting equitable access in rural areas. [ABSTRACT FROM AUTHOR]

Aim. The aim of this study was to understand the current status of knowledge-attitude-practice of ICU nurses in tertiary care hospitals regarding swallowing disorders after extubation of tracheally intubated patients and to analyse the influencing factors. Design. A cross-sectional study. Background. Most patients admitted to the ICU have an endotracheal tube, which may be the cause of acute and/or chronic problems after extubation. Therefore, training of ICU nurses and early extubation are essential to prevent these problems. Methods. A convenience sample of clinical nurses (n = 627) was selected from Grade A Hospitals in Northwest, North, and Central China as the study population. Survey instruments included the Questionnaire on ICU Nurses' Knowledge, Attitude, and Practice of Postextubation Swallowing Disorders in Patients with Tracheal Intubation. Data Sources. Data were sourced from structured questionnaire responses. Results. A total of 647 ICU nurses participated in this survey, with 627 valid questionnaires. The three dimensions of knowledge, attitude, practice, and the total score of the questionnaire on ICU nurses' knowledge, attitude, and practice of postextubation swallowing disorders in patients with tracheal intubation were (6.46±3.09), (7.53±1.69), (4.89±2.00), and (18.88±5.18), respectively. Multiple linear regression analysis showed that the factors affecting the total score of PED among ICU nurses were age, nationality, professional title, job satisfaction, and mode of employment. Gender, age, nationality, and job satisfaction were the factors that influenced the score of knowledge. The influencing factors of attitude score include gender, age, nationality, section, professional title, job satisfaction, and mode of employment. The influencing factors of the score of knowledge include professional title and job satisfaction. Conclusion. The current status of ICU nurses' knowledge-attitude-practice regarding postextubation dysphagia in tracheally intubated patients is generally at a moderate to low level, and the level of knowledge-attitude-practice needs to be further improved. Implications for Nursing Management. The results of the study showed that the knowledge, attitude, and practice of ICU nurses towards tracheal intubation patients' postextubation dysphagia were in the lower middle level. Therefore, it is necessary to improve the knowledge, attitude, and practice of ICU nurses towards tracheal intubation patients' postextubation dysphagia. This may include, but is not limited to, the development of tools for assessing PED, systematic and professional training, and the development of multidisciplinary collaborative models. [ABSTRACT FROM AUTHOR]

Aims. This study aimed to analyze the effects of the surgery preparation time on patient outcomes. Background. Postoperative complications have a decisive effect on postoperative survival. The anesthesia time is a crucial determinant of such complications. Competent operating room nurses can shorten the surgery preparation time, which is the time from when anesthesia is first administered to the making of the surgical incision. The shortening of this preparation time can shorten the anesthesia time and may reduce postoperative complications. However, discussion of this preparation time is insufficient. Therefore, this study analyzed the effect of the surgery preparation time on patient outcomes. Methods. From electronic health records data, this retrospective cohort study used the data of 1,944 patients who had been immediately admitted to the ICU after their surgery between 2017 and 2020. The patients were divided into two groups: ≥30 minutes preparation time and <30 minutes preparation time groups. We performed chi-squared tests and t-tests to determine differences in preoperation, intraoperation, and postoperation characteristics of the patients and patient outcomes based on the surgery preparation time. Furthermore, we performed a multiple logistic regression by including 12 adjusted variables to determine the influence of the surgery preparation time on patient outcomes. Results. Among the 1,944 patients, 820 were in the ≥30 minutes preparation time group and 1,124 in the <30 minutes preparation time group. The multiple logistic regression analysis showed that the surgery preparation time affects alertness (OR = 1.44; 95% CI: [1.09, 1.90]), ventilator application (OR = 1.32; 95% CI: [1.03, 1.70]), and length of stay in the ICU (OR = 1.69; 95% CI [1.16, 2.47]). Conclusions. The surgery preparation time affects postoperative patient outcomes. The competence of operating room nurses is the most essential aspect of the surgery preparation time. Implications for Nursing Management. It is important to analyze operating room nurses' tasks, standardize the tasks, and educate nurses according to their experience level to reduce the surgery preparation time and improve patient outcomes. [ABSTRACT FROM AUTHOR]

Aim. To identify the barriers and enablers to the implementation of a national policy to increase and develop the advanced nurse practitioner (ANP) workforce in Ireland. Background. The Department of Health (Ireland) introduced a policy to increase the number of ANPs to 2% of the nursing workforce. Evaluation provides information to inform successful policy implementation and development of ANP roles in healthcare services. Methods. Qualitative descriptive design. Twenty candidate ANPs participated in four focus groups. Nine key stakeholders were also interviewed. Results. Analysis identified four barriers: lack of infrastructural resources; delay in releasing and arranging replacements for candidate ANPs; role resistance from administration, allied healthcare professionals and other nurses; and lack of organisational readiness. The five enablers were: supportive physicians; Nursing and Midwifery Practice Development Units; supportive directors of nursing; role awareness and clarity; and educational preparation. Conclusions. This evaluation identifies barriers and enablers to the implementation of a national policy to increase the critical mass of advanced practitioners within the healthcare services. Evaluation at the implementation phase informed the roll-out of future advanced practice initiatives. Implications for Nursing Management. To support advanced practice development, leadership, infrastructure, and resource planning are needed to harness known enablers and address identified barriers to the implementation and sustainability of these posts. [ABSTRACT FROM AUTHOR]

Background. Although retaining new nurses is imperative for the future of the nursing profession, it remains a challenging task in the healthcare industry. Understanding the career journey of new graduates as they transition from students to nurses is vital. However, longitudinal studies investigating the factors influencing retention during this period are lacking. Aim. The aim of this study is to identify the influencing factors and develop a longitudinal prediction model for new graduate nurse retention. Methods. A secondary data analysis was conducted using the New Nurse e-Cohort Study dataset from two survey periods, November–December 2020 and February–March 2022. The participants were categorized into either retention or turnover groups based on their turnover experiences. A decision tree based on classification and regression tree (CART) analysis was utilized. Results. Of the total 586 participants, 463 (79%) were in the retention group. The CART model highlighted that new nurses' retention was significantly associated with younger age, higher readiness for practice (clinical problem-solving) during the nursing program, lower transition shock (such as confusion in professional values, loss of social support, and conflicts between theory and practice), and a higher person-environment fit (person-job fit). The predictive accuracy of the CART model was 79.7%. Conclusion. To retain new nurses, nursing educators and hospital managers should collaborate to prepare nursing students for actual practice, offer support during organizational socialization, and foster healthy professional values for competence in the workplace. Implications for Nursing Management. Transforming the educational strategies of nursing programs and hospital management policies is imperative to ultimately enhance the retention of new graduate nurses. [ABSTRACT FROM AUTHOR]

Aims. (i) To evaluate the scope and quality of nurse-patient interactions recorded in the clinical notes of inpatient mental health units and (ii) to identify nursing interventions recorded in the context of the nurse-patient relationship in the clinical notes of inpatient mental health units. Design. A multimethod approach was use. Methods. Employing a quantitative cross-sectional design for the first aim, and a qualitative content analysis design of secondary data for the second aim. In total, 1,714 clinical notes were examined from 44 randomly selected patients who were hospitalized in five mental health units over the years 2022-2023. Results. The patient's experience of the interaction was present in 69.9% (n = 1,198) of the notes. However, only 12.0% (n = 205) of the notes reached a sufficient standard of quality in terms of describing the nurse-patient interactions. Specifically, more than half of the notes did not reflect any type of nursing intervention (n = 723; 60.4%). Thirty interventions compatible with the nursing intervention classification were identified, of which more than 70% corresponded to domains in the physiological area. Conclusion. This study shows that the quantity and scope of patients' clinical notes in mental health units do not sufficiently reflect the interventions performed by nurses, nor the quality or impact of these interventions in the context of the nurse-patient therapeutic relationship. Implications for the Profession and/or Patient Care. Improving the quality of clinical notes by integrating interventions and their impact can increase the quality of nursing care. Impact. The use of standardized nursing terminologies would contribute to the understanding of the extent and quality of nurse-patient interactions recorded in clinical notes. Thus, standardized documentation would also help to improve these interactions and their recording, which will facilitate decision-making. Reporting Method. Findings were reported using COREQ and STROBE guidelines. Patient or Public Contributions. There were no patient or public contributions. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has exacerbated the difficulties nurses face, resulting in higher turnover rates and workforce shortages. This study investigated the relationships between nurses' moral distress, burnout, and turnover intention during the last stage of the COVID-19 pandemic. It also explored the coping strategies nurses use to mitigate moral distress. Utilizing a mixed-method approach, this study analyzed data from 307 nurses caring for patients with COVID-19 in acute care hospitals through an online survey conducted in November 2022. Our data analysis encompassed quantitative methods, including descriptive statistics and path analysis, using a generalized structural equation model. For the qualitative aspect, we examined open-ended responses from 246 nurses using inductive content analysis. The quantitative findings revealed that nurses' moral distress had a significant direct effect on turnover intention. In addition, burnout significantly mediated the relationship between moral distress and turnover intention. Qualitative analyses contextualized the relationships uncovered in the quantitative analyses. The qualitative analysis identified various positive and negative coping strategies. Positive strategies included a commitment to minimize COVID-19 transmission risks, adopting a holistic approach amidst the challenges posed by the pandemic, voicing concerns for patient safety, engaging in continuous learning, and prioritizing self-care. Conversely, negative strategies involved adopting avoidance behaviors stemming from feelings of powerlessness and adopting a passive approach to one's role. Notably, some participants shifted from positive to negative coping strategies because of institutional barriers and challenges. The findings underscore the importance for hospital administrators and nurse managers to acknowledge the impact of the pandemic-related challenges encountered by nurses and recognize the link among moral distress, burnout, and turnover intention. It highlights the essential role of organizational and managerial support in fostering effective coping strategies among nurses to address moral distress. [ABSTRACT FROM AUTHOR]

Objectives. To examine the effectiveness of a patient-family (carer) partnership intervention on the BP control, self-care and self-efficacy for hypertensive people, and dyadic-relationship quality, depressive and anxiety symptoms, and health-related quality of life for the family dyads (hypertensive people and family carers) in rural communities of mainland China. Design. A randomised controlled trial. Methods. A total of 110 family dyads were randomly recruited from village clinics and randomly allocated to the intervention group (n = 55) or control group (n = 55). Family dyads in the control group received usual care. In addition to the usual care, family dyads in the intervention group received the individual-based, five-session patient-family (carer) partnership intervention. The primary outcomes included SBP, DBP, and the proportion of people with normal controlled BP. EuroQol five-dimensional-five-level (EQ-5D-5L) was adopted to evaluate participants' health-related quality of life. Data were collected at the baseline (T0), one-month (T1), and three-month postintervention (T2). Generalised estimating equation model was adopted to test the study hypotheses on all study outcomes. Results. Compared with the control group, hypertensive people in the intervention group had a greater reduction in SBP by 10.10 mmHg and DBP by 4.66 mmHg and a larger proportion of people with normal BP at T2, as well as statistically significant improvements at T1 and T2 in dyadic relationship, self-care, antihypertensive drug-titration rate, anxiety symptoms, and health-related quality of life. The intervention also had statistically significant positive effects on family carer's dyadic relationship and health-related quality of life at T1 and T2. Conclusion. The patient-family (carer) partnership intervention has the potential to improve hypertensive people's BP control and family dyad's dyadic-relationship quality and mental health at short-to-medium term follow-ups. Implications for the Profession and/or Patient Care. This study provided evidence and direction to support healthcare providers in developing and implementing patient-family (carer) partnership intervention for hypertension care in rural areas. This trial is registered with ChiCTR1900027087. [ABSTRACT FROM AUTHOR]

Aim. To explore potential resilience and psychological flexibility patterns in nurses and analyze the effects of related factors such as growth mindset and professional recognition of categories. Background. Resilience and psychological flexibility can help nurses resist occupational pressure and play essential roles in promoting personal growth and professional development. Methods. A latent category approach was used to examine the patterns of heterogeneity in resilience and flexibility among 805 nurses. Differences in the influences related to resilience and flexibility were analyzed using univariate and multivariate logistic regressions, with demographic information, growth mindset, and career recognition as covariates. Results. Participants were divided into three potential categories: toughness-flexible (32.8%), power-deficit-emotional (23.1%), and toughness-rigid (44.1%). The results of multivariate logistic regression analysis showed that monthly income, mode of employment, growth mindset, and professional identity were influential factors in the potential categories of nurse resilience and flexibility. Conclusion. One cohort of nurses had high resilience and low flexibility, and psychological rigidity was related to the fact that the monthly income was less than RMB 5,000 and the contractual mode of employment. An excellent growth mindset and a high professional identity indicate that nurses are resilient and flexible. Implications for Nursing Management. Hospitals and nursing managers should pay attention to nurses' different career development needs and implement appropriate safeguards. [ABSTRACT FROM AUTHOR]

Aims. Building on conservation of resources theory, our study investigates how inclusive human resource management (IHRM) promotes nurses' innovative behavior through job crafting and further examines the moderating role of shared leadership. Background. Nurses' involvement in innovation is essential to improve nursing care delivery and accommodate changing medical environments, especially in the face of crisis events like the COVID-19 outbreak. However, knowledge about the relationship between human resource management and nurses' innovative behavior remains scarce. Methods. We collected three-wave data from 338 on-duty registered nurses at four public hospitals in China from November 2022 to January 2023. We used SPSS 22 to conduct hierarchical regressions to test our hypotheses. Results. IHRM positively predicted innovative behavior of nurses with the mediating role of job crafting. In addition, we found that IHRM was more effective in promoting job crafting and subsequent innovative behavior when nurses perceived high levels of shared leadership. Conclusion. IHRM initiated by the organization and shared leadership style are two collaborative approaches to facilitating nurses' job crafting, thereby responding to the imperative need to foster nurses' innovative behavior. Implications for Nursing Management. The present study emphasizes the important roles of IHRM and shared leadership in promoting nurses' job crafting and subsequent innovative behavior, providing theoretical and practical implications for nursing management in the current dynamic and challenging environment. [ABSTRACT FROM AUTHOR]

Aim. To explore the mediating effect of psychological empowerment in the association between transformational leadership and organizational citizenship behaviors in nursing context. Background. Healthcare organizations worldwide are facing unprecedented challenges, necessitating effective leadership strategies to ensure quality patient care and organizational success. Transformational leadership has emerged as a tool to promote positive workplace behaviors, including organizational citizenship behaviors, among nursing staff. However, the mediating role of psychological empowerment in this relationship remains underexplored. Methods. A cross-sectional survey was conducted from March 2023 until August 2023 involving 305 registered nurses at King Khalid Hospital to investigate the relationship among transformational leadership, psychological empowerment, and organizational citizenship behaviors. Validated scales were used to assess these variables. A single mediation analysis was conducted through processing macro version 3.5 model 4. Results. This study found a strong positive association between transformational leadership and both psychological empowerment (r = 0.507, p < 0.001) and organizational citizenship behaviors (r = 0.445, p < 0.001) among nursing staff. Additionally, psychological empowerment partially mediated the relationship between transformational leadership and organizational citizenship behaviors, with a significant indirect effect (B = 0.110, CI: 0.058–0.166). Conclusions. Transformational leadership positively impacted nurses' feelings of empowerment, which then led to higher exhibition of organizational citizenship behaviors. Implications for Nursing Management. Leadership development programs should prioritize the cultivation of transformational leadership qualities and support the psychological empowerment of nursing staff. This approach can enhance organizational effectiveness, foster positive workplace environments, and improve patient outcomes. [ABSTRACT FROM AUTHOR]

Introduction. The outbreak of COVID-19 has led to various challenges for healthcare workers, including nurses. Nurses play a critical role in the fight against this disease, and their communication of self-efficacy and job satisfaction has garnered significant attention. This study aimed to investigate the relationship between communication self-efficacy and job satisfaction of Iranian nurses during the COVID-19 pandemic. Methods. This study was conducted using a cross-sectional design. A total of 500 nurses working in hospitals in Iran were selected using a convenience sampling method. The communication self-efficacy scale and the job satisfaction scale were used to collect data. Results. The study found that nurses with higher communication self-efficacy exhibited better performance and job satisfaction in various work challenges (r = 0.56, p < 0.001). However, nurses holding a master's degree or higher reported the lowest average communication self-efficacy and job satisfaction scores during the COVID-19 epidemic. The study also explored the impact of shift work on job satisfaction among nurses and found that nurses working exclusively on the morning shift reported the highest average job satisfaction score. Conclusion. The findings of this study suggest that communication self-efficacy is an important factor in predicting job satisfaction among Iranian nurses during the COVID-19 pandemic. Therefore, it is recommended that healthcare organizations provide effective communication training sessions and mental health interventions to enhance nurses' communication self-efficacy and job satisfaction. This can ultimately lead to improved performance and better patient outcomes. [ABSTRACT FROM AUTHOR]

Introduction. Little is known about how shifting hospital visitor restrictions issued by national health authorities were communicated, managed, and adapted by hospital charge nurses during the COVID-19 pandemic. Aims. To describe the shifting visitor restrictions and the passing on of restrictions from the national authority level to charge nurses and secondly describe charge nurses' management of the restrictions and their challenges when enforcing them. Methods. The study consisted of a document analysis and a cross-sectional survey including open-ended questions. Descriptive statistics and qualitative content analysis were used. The survey was distributed online to 88 charge nurses in somatic units in a Danish university hospital from March 2020 to April 2021. Results. Restrictions were communicated from national authority level in an effective administrative cascade. The charge nurses led their enforcement in each unit. In total, 71 charge nurses (81%) responded to the survey. For 70%, the wording of the restrictions was clear, while 31% found them challenging to handle. On a weekly or daily basis, 68% of the charge nurses deviated from the restrictions. They identified both upsides and downsides to the absence of relatives. Communication, collaboration, and leadership were experienced as key tools in the ongoing processes of adapting to shifting restrictions. Conclusion. During this severe health crisis, essential information was passed on through well-defined management levels in an effective communication pathway. Charge nurses and their professional values were challenged when balancing shifting national restrictions against individual needs of patients and relatives. Implications for Nursing Management. Charge nurses serve as vital intermediaries between national authorities and frontline nursing practice in managing shifting visitor restrictions during a pandemic. Their experiences can contribute to further qualifying nurse managers' considerations when designing family-centred hospital visitor policies for the future. Also, they may strengthen the handling of future sudden major organizational changes. [ABSTRACT FROM AUTHOR]

Objective. This study aimed to evaluate the current status and related factors of practice environments of nurse managers in China. Background. Insufficient nurse staffing and poor working environment directly increase the burnout and turnover of nurse leaders. Nurse managers play a pivotal role in healthcare organizations, and their performance has been inextricably linked to achieving optimal patient, staff, and healthcare organizational outcomes. However, there are few studies exploring the influencing factors of nurse manager practice environment. Methods. A cross-sectional study was undertaken to examine a sample of 405 nursing managers who were selected from 10 hospitals located across three provinces in China. The general characteristics questionnaire, the Nurse Manager Practice Environment Scale, the Perceived Stress Scale, and the Career Growth Scale were used. Data were analyzed by descriptive statistics, univariate analysis, and multiple stepwise linear regression. Results. The total scores of the nurse manager practice environments were 236.71 ± 27.635 (with 270 being the highest possible score), which was at a generally high level. The three lowest scores were adequate budgeted resources, fair and manageable workload, and nurse manager-physician relationships. Nurse manager practice environment was predicted by hospital geographic location, having (or not) training experience in higher ranked hospitals, levels of perceived stress, and career growth scores. Conclusion. Chinese nursing managers reported a relatively favorable nursing practice environment. Policymakers should pay more attention to the practice environment of nursing managers in small city hospitals, and they could regularly evaluate, monitor, and promote practice environment determinants that are sensitive to disparities between different hospitals. In addition, hospital managers can take action by implementing diversity training programs, developing stress-reduction initiatives, and creating robust career development programs for nurse managers to support nurse managers better. Implications for nursing management: a better understanding of the current practice environment of nursing managers is beneficial for improving nursing managers' work environment, which in turn will promote the quality of care delivered and nursing management work. For nurse managers, the characteristics of the management and work environment of the small city hospitals should be benchmarked and learned against the district capital hospitals. Also, hospital administrators were required to adopt strategies to foster psychological support of nurse managers and create pathways and opportunities for professional growth to create a supportive working environment. [ABSTRACT FROM AUTHOR]

Aims. To explore the experience of nurses and physicians regarding psychosocial needs of patients with cancer and to describe their perception according to professional category and clinical setting. Design. A qualitative descriptive study. Method. 14 nurses and 12 physicians were selected from three hospital clinical units and four primary care centers in northern Spain. Data were collected using semistructured interviews. Content analysis was performed using open coding. Reporting of findings followed the COREQ checklist. Results. Four themes were identified: the needs of patients with cancer, psychosocial care provided by health professionals, difficulties addressing psychosocial needs, and available resources. According to nurses and physicians, being diagnosed with cancer involves a radical life-changing process, with a profound impact at the psychosocial level. Within the field of psychosocial care, the role perceived by each profession was different. Thus, nurses highlighted the need for these patients to receive emotional support and care, although limited importance is given to psychosocial needs. The role of physicians was more focused on referring these patients to other health professionals. The lack of training or time was one of the main difficulties perceived by the professionals. The family is a fundamental resource and, overall, patients are provided with limited information about other psychosocial resources. At the hospital, the emphasis is placed on physical needs and health professionals experience greater burnout and fear of compassion fatigue. Primary care teams could, therefore, have a primary role in addressing psychosocial needs due to their understanding of each person's context and personal circumstances. Conclusions. It is essential for nurses and physicians to consider the psychosocial needs of patients with cancer. However, these needs are not always adequately addressed. Further resources are required to reduce the workload, increase the training of health professionals, and introduce organizational changes to consider psychosocial needs during routine care. [ABSTRACT FROM AUTHOR]

Background. Improving the recruitment and retention of healthcare workers in the continuing care sector is critical to ensuring adequate care for older adults, which was highlighted following the COVID-19 pandemic. Purpose. The purpose of this study was to understand the perceptions of prospective registered nurses about working in the continuing care sector and identify workplace attributes that attract prospective nurses to the sector. Methods. A sequential mixed methods study was conducted with nursing students at Ontario Tech University. Focus groups (n = 14) asked students to comment on views about working in the continuing care sector, and job attributes that may attract them to the sector. Focus group data were analyzed using thematic analysis. Subsequently, a cross-sectional survey asked students to respond to elicited choice job scenarios that varied job attributes. The job attributes were shaped by the focus group interview data. To assess respondent's preferences, the survey data (n = 139) were analyzed to generate willingness-to-pay (WTP) values for each job attribute. Results. Focus group interviews suggested that fair compensation, optimal client-to-staff ratios, unionized work environments, comprehensive benefits packages, and flexible work arrangements were important job attributes. In survey results, 18.0% expressed interest in working in the continuing care sector compared to 75.5% in acute care. Regression analysis suggested that higher amounts of paid vacation (WTP: −5.983; 95% CI: −13.749 and −0.037) and higher risk of injury (WTP: 0.684; 95% CI: 0.124 and 1.208) were associated with work in the continuing care sector. Impact. Continuing care workplaces can attract nurses by offering flexible options such as part-time positions and paid vacation and by taking actions that can mitigate the risk of workplace injury, violence, and abuse. Nursing students should be shown the positive aspects of working with older adults and dispel negative perceptions about the continuing care sector. Further research is needed to understand the preferences for work and risk perceptions among currently employed nursing staff. [ABSTRACT FROM AUTHOR]

Background. Emotional intelligence (EI) is an instrumental quality for effective management in the changing landscape of healthcare leadership, specifically among female nursing leaders. Aim. This study aims to assess the EI among female nursing leaders in Saudi Arabian hospitals and to examine its connection with leadership and effectiveness of decision-making during a transformational period. Methods. This study applied a correlational descriptive cross-sectional methodology to gather data from 232 female nursing leaders. The data were collected via an online survey using convenience sampling. The study incorporated demographic data as well as a 16-item EI scale. Approval was granted by the ethics committee, and the participants' privacy was appropriately ensured. Results. The majority of the participants were experienced professionals aged 25 years and above, with a significant proportion holding a bachelor's degree or higher, and over five years of leadership experience. The study revealed a positive connection between EI and self-leadership (self-awareness, self-reflection, and self-motivation), especially among leaders with more experience. An investigation considering many variables revealed a noteworthy model that explains 55.2% of the variation in EI scores. This model portrays that higher self-leadership scores, as well as longer experience, are predictors of higher levels of EI. Conclusions. This study has found that EI is widespread among female nursing leaders, and it is meaningfully and positively associated with their aptitude for self-leadership. The fact that more leadership experience correlated with higher EI signifies the need for focused EI development programs in the nursing leadership curriculum. These insights are instrumental for developing leadership that can effectually manage the intricacies of the evolving healthcare transition. [ABSTRACT FROM AUTHOR]

The recruitment and retention of in-patient psychiatric mental health registered nurses (PMH-RNs) remains a challenge. This qualitative study sought to identify factors impacting the recruitment and retention of PMH-RNs in acute-care settings. Participants (N = 15) were recruited for focus groups including one with in-patient unit administrators (n = 4), two with current PMH-RNs (n = 7), and two with nursing students (n = 4). Data were analyzed using a directed content analysis approach. Participants were informed about the study's purpose, procedures, potential risks, and benefits, and they provided verbal consent before participating. Administrators emphasized a focus on retention and described a variety of supports they provided PMH-RNs, including formal and informal support and education. PMH-RNs' most prevalent concerns were their safety, co-worker and/or management challenges, and emotional and/or physical exhaustion. Students also expressed concerns about safety in psychiatric settings and desired more interaction with PMH-RNs. They were also interested in learning more about the specialty as they valued the opportunity to see change in patients. All three groups mentioned a need for more interaction between students and PMH-RNs, while safety concerns were expressed by both PMH-RNs and students. Because PMH-RNs play a critical role for in-patient psychiatric care, recruiting and retaining specialist nurses can focus on increasing student engagement with the PMH-RNs, attending to PMH-RNs' management and staffing concerns, and providing additional resources for responding to events that threaten safety in the workplace to prevent burnout. [ABSTRACT FROM AUTHOR]

Aim. To examine the relationships among nursing professionalism, empathy, and clinical decision-making ability and the factors influencing shared decision-making awareness in hemodialysis nurses. Background. Self-management and treatment for hemodialysis patients are essential for maintaining health and life in daily life. In this process, shared decision-making in which patients, nurses, and medical teams participate and make decisions together has a greater impact on the health recovery and improvement of quality of life for hemodialysis patients than for any other chronic disease patients. Methods. A cross-sectional descriptive design was employed. Participants were 145 nurses working in the hemodialysis centers at hospitals in Seoul and Gyeonggi-do. Measures included the general characteristics of study participants, nursing professionalism, empathy, clinical decision-making ability, and shared decision-making awareness. Data were collected from May to July, 2022, and multiple linear regression analysis was used to examine the predictive factors of shared decision-making awareness. Results. The strongest predictor was empathy, followed by clinical decision-making ability and the level of education. The explanatory power of the final regression model was 23%. Conclusions. Empathy towards hemodialysis patients was an important factor influencing the shared decision-making awareness in hemodialysis nurses. Implications for Nursing Management. In nursing management, nursing managers or nurses should pay attention to influencing factors to improve the shared decision-making awareness of hemodialysis nurses. Empathy towards hemodialysis patients need to be reinforced to improve the shared decision-making awareness of hemodialysis nurses. [ABSTRACT FROM AUTHOR]