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Aim The aim of this study was to examine the relationships among education, leadership experience, emotional intelligence and transformational leadership of nurse managers. Background Nursing leadership research provides limited evidence of predictors of transformational leadership style in nurse managers. Methods A predictive correlational design was used with a sample of nurse managers ( n = 148) working in varied health care settings. Data were collected using the Genos Emotional Intelligence Inventory, the Multi-factor Leadership Questionnaire and a demographic questionnaire. Simple linear and multiple regression analyses were used to examine relationships. Results A statistically significant relationship was found between emotional intelligence and transformational leadership ( r = 0.59, P < 0.001) explaining 34% variance in transformational leadership. Conclusions Nurse managers should be well informed of the predictors of transformational leadership in order to pursue continuing education and development opportunities related to those predictors. Implications for nursing management The results of this study emphasise the need for emotional intelligence continuing education, leadership development and leader assessment programmes. [ABSTRACT FROM AUTHOR]

Background: Nurses make up the majority of the healthcare workforce. They contribute to the development of healthcare systems and the provision of high‐quality, effective, and patient‐centered healthcare services. However, nurses need good mental and emotional well‐being to provide adequate care and the necessary physical and mental health support for their clients. This study aimed to determine the level of generalized psychological distress among nurses in the United Arab Emirates. As this study was initiated before the coronavirus disease 2019 (COVID‐19) pandemic, we were able to compare data gathered before and during the pandemic. Method: This study used a cross‐sectional correlational design. The Kessler Psychological Distress Scale (K10) was used to measure generalized psychological distress. Nurses' distress levels were measured and compared before and during the COVID‐19 pandemic. Results: In total, 988 participants completed the questionnaire. The majority (n = 629, 63.7%) were employed in hospitals and the remainder worked in primary healthcare settings (n = 359, 36.3%). The mean distress score was 27.1 ± 13.7; 42.1% (n = 416) of participants had a severe level of distress, and only 36.4% (n = 360) reported no distress. More participants had severe stress levels before COVID‐19 (59.5%, n = 386) compared with during COVID‐19 (10.9%, n = 30). Conclusions: Participants' K10 scores suggest that nurses experience significant distress, which may compromise their ability to care for their clients. This study emphasizes the importance of supporting nurses as a preliminary step to improving patient care. Despite the pressure of working during the COVID‐19 pandemic, participants' general distress scores were lower during than before the pandemic. Organizational, governmental, and global support and appreciation may have contributed to relieving the distress nurses experienced. This may be a useful ongoing approach for enhancing healthcare systems. [ABSTRACT FROM AUTHOR]

Purpose: To examine the relationship between nurses' perceptions of mental support and their positive and negative effects. Design and Methods: The cross‐sectional study was carried out with 333 nurses working in various clinics. The data were collected in Turkey between 12 and 19 December 2020. The data were collected using personal information form, spiritual support perception scale and positive‐negative impact program. Findings: A positive relationship was found between the perceptions of mental support of nurses and their positive effects, and a negative relationship between their perceptions of spiritual support and their negative effects. Effects for Application: As nurses' perceptions of mental support increase, their positive sensitivity increases and their negative sensitivity decreases. [ABSTRACT FROM AUTHOR]

HALKETT G.K.B., COX J., ANDERSON C. & HEARD R. (2012) European Journal of Cancer Care 21, 31-40. Establishing research priorities for Australian radiation therapists: what patient care priorities need to be addressed? Much of the research conducted in radiotherapy focuses on technology advances; however, research may also be warranted in the area of patient care. The aims of this paper are to (1) identify patient care-related research priorities in radiation therapy and (2) describe similarities and differences in radiation therapists' responses to research priorities related to patient care by subgroups revealed through cluster analysis. A Delphi process was used, examining problems in research that radiation therapists face. Three hundred and seventy-four problems were identified. These were translated into 53 research areas which were then prioritised. Participant subgroups were identified using a hierarchical cluster procedure. Agreement and disagreement between subgroups for the subscale of 'Patient Care' were analysed with ANOVA and post hoc Scheffe multiple comparisons. The three subgroups had varying degrees of research interest in patient care. The groups agreed on the importance of research in relation to patient care in reducing and managing side effects, patient education and support, and treatment techniques. However, there was disagreement about the importance of conducting research into the role of radiation therapists, radiation therapists communicating and educating patients, and psychosocial support. Further research is warranted to determine radiotherapy patients' priorities and improve evidence-based practice. [ABSTRACT FROM AUTHOR]

Objective: Existing research highlights the importance of nurses' knowledge and attitudes towards the provision of artificial nutrition and hydration (ANH) for patients with advanced cancer; however, the perspectives of Arabic and Islamic nurses have not yet been investigated. Therefore, we aimed to examine Jordanian nurses' knowledge, attitudes and perceived benefits in providing ANH for patients with advanced cancer. Method: A descriptive cross‐sectional design was employed. Results: Participants comprised 183 nurses (93.5% response rate). Around 80% received no training on ANH. Nurses had poor knowledge regarding ANH, with a mean score of 5.12 (SD=2.27) out of 15. Overall, nurses had positive attitudes towards ANH care (M = 3.09, SD = 0.29); however, the subscale analysis showed that nurses held inconspicuous beliefs about ANH benefits (M = 2.67, SD = 0.71) and strongly believed that ANH places a high burden on patients (M = 3.50, SD = 0.69). Nurses from government hospitals showed significantly higher ANH knowledge, as well as positive beliefs regarding ANH benefits, compared to less educated nurses. Conclusion: Jordanian nurses have limited knowledge of ANH. Their positive attitude regarding ANH for terminally ill patients could be driven by cultural norms and beliefs, rather than education. Introducing ANH in nursing curricula and in‐hospital services could have a positive impact on nurses' knowledge. [ABSTRACT FROM AUTHOR]

Aim: To examine the relative influence of fear of COVID‐19 on nurses' psychological distress, work satisfaction and intent to leave their organisation and the profession. Background: The emergence of COVID‐19 has significantly impacted the psychological and mental well‐being of frontline health care workers, including nurses. To date, no studies have been conducted examining how this fear of COVID‐19 contributes to health, well‐being and work outcomes in frontline nurses. Methods: This is a cross‐sectional research design involving 261 frontline nurses in the Philippines. Five standardized scales were used for data collection. Results: Overall, the composite score of the fear of COVID‐19 scale was 19.92. Job role and attendance of COVID‐19‐related training predicted fear of COVID‐19. An increased level of fear of COVID‐19 was associated with decreased job satisfaction, increased psychological distress and increased organisational and professional turnover intentions. Conclusions: Frontline nurses who reported not having attended COVID‐19‐related training and those who held part‐time job roles reported increased fears of COVID‐19. Addressing the fear of COVID‐19 may result in improved job outcomes in frontline nurses, such as increased job satisfaction, decreased stress levels and lower intent to leave the organisation and the profession. Implications for Nursing Management: Organisational measures are vital to support the mental health of nurses and address their fear of COVID‐19 through peer and social support, psychological and mental support services (e.g. counselling or psychotherapy), provision of training related to COVID‐19 and accurate and regular information updates. [ABSTRACT FROM AUTHOR]

Aims: To examine the health‐promoting behaviours performed by registered nurses (RNs), as well as workplace factors that influence participation in those behaviours. Background: Nurses have high levels of overweight/obesity and may not be engaging in health‐promoting self‐care. Methods: A cross‐sectional Web‐based survey collected information from 335 RNs regarding their physical activity, sedentariness and fruit/vegetable consumption. Results: More than half were overweight (34.1%) or obese (23.4%), and 80.1% were "sedentary" (≥3 hr sitting/day), particularly those working outside of direct patient care in management, research and education. Only 47.2% consumed 5+ servings of fruits/vegetables daily. Nurses who enjoyed their jobs (higher levels of compassion satisfaction) reported higher levels of physical activity (p = 0.03) and fruit/vegetable consumption (p = 0.02). Conclusion: RNs who work outside of direct patient care might be at increased risk for sedentariness and obesity. RNs who enjoy their jobs may experience less stress and have more energy to exercise and to prepare/consume healthy meals. Implications for Nursing Management: Nurse managers should practice self‐care by engaging in exercise, proper nutrition and demonstrating work–life balance, both to protect their own health and to serve as role models for RNs in direct patient care. [ABSTRACT FROM AUTHOR]

Aim: To characterize resources to safely mobilize different types of hospitalized patients. Background: Current approaches to determine nurse–patient ratios do not always include information regarding the specific demands of patients who require extra resources to mobilize. Workflows must be designed with knowledge of resource requirements to integrate patient mobility into the daily nursing team care plan. Methods: Nurse‐led mobility sessions were evaluated on two adult hospital units, which consisted of nurse–patient encounters focused on patient mobility only. The resources assessed for each session were time‐to‐mobilize patient, time‐to‐document, need for additional staff support, and the need for assistive devices. Mobility sessions were also categorized by patient ambulation status, level of mobility limitations (low, medium and high) and diagnosis. Results: In 212 total mobility sessions, the median time‐to‐mobilize and time‐to‐document were 7.75 and 1.27 min, respectively. Additional staff support was required for 87% and 92% of patients with medium and high mobility limitations, respectively. All patients with low mobility limitations ambulated, and only 14% required additional staff. Ambulating patients with high mobility limitations was the most time‐intensive (median 12.55 min). Ambulating stroke patients required one additional staff and an assistive device in 92% and 69% of the sessions, respectively. Conclusion: This study describes the resources associated with mobilizing inpatients with different levels of mobility impairments and diagnoses. Implications for Nursing Management: These results could assist nursing management with facilitating appropriate daily nurse–patient ratios and justify the need for assistive devices and staff support to safely mobilize patients. [ABSTRACT FROM AUTHOR]

Aim: To evaluate characteristics of job‐related meaningfulness, and to assess its potential to moderate the relationship between over‐commitment and emotional exhaustion in nurses. Background: Increased demands on nurses may induce vulnerability to emotional exhaustion, decrease job satisfaction, and increase their intention to quit the job. The experience of job‐related meaningfulness through meaning‐centred logotherapy and counseling could be a resource to prevent emotional exhaustion. Method: Nurses (n = 466; 73% female) at an Austrian tertiary‐care hospital participated in a cross‐sectional survey for assessment of job‐related meaningfulness by the newly developed CERES (Concern, Enthusiasm, Relevance, Efficacy, Satisfaction) scale. CERES was tested for its moderating interaction with over‐commitment (assessed by the Effort‐Reward Imbalance Questionnaire) to prevent emotional exhaustion (as measured by the Maslach Burnout Inventory) by structural equation modelling. Results: The CERES scale consisting of five items has satisfactory internal consistency (Cronbach's alpha:.78). Over‐commitment correlated significantly (p < .001) with emotional exhaustion. A moderating interaction of CERES with over‐commitment on emotional exhaustion was found overall (p < .001), and separately for males (p = .002) and females (p < .001). Conclusions: CERES is suitable for assessing experienced job‐related meaningfulness and it moderates emotionally exhausting effects of over‐commitment in nurses. Implications for Nursing Management: Nursing managers may improve nurses' awareness of job‐related meaningfulness by focusing on meaning‐centred feed‐back and counselling and thereby strengthening perception of concern, enthusiasm, relevance, efficacy, and satisfaction regarding their caring behaviour. [ABSTRACT FROM AUTHOR]

Abstract: Aim: This study aimed to investigate nurses’ perceptions of the nursing work environment in Jordanian hospitals. Background: Previous research has indicated a strong relationship between nurses’ work environment and their satisfaction at work. However, little is known about the situation in Jordan. Method: A cross‐sectional and descriptive design was used. A sample of 500 nurses was recruited. The study was conducted using the Individual Workload Perception Revised scale (IWPS‐R). Results: A sum of 382 out of 500 nurses from three health care sectors in Jordan responded to the questionnaires (response rate = 76.4%). The results indicate that nurses working in the public hospitals had significantly better perceptions about their work environment than nurses working in private and university hospitals. Older nurses with lower academic qualifications are more likely to be satisfied with their work. Furthermore, nurses who have good perceptions of support from their manager and peers, and a manageable workload are more likely to stay in their jobs. Conclusion: The public hospitals are currently considered a more suitable milieu for nurses in Jordan. Other health care sectors should work to enhance nurses’ working conditions. Implication for nurse manager: Providing a supportive work environment with a manageable workload will encourage nurses to stay in their hospitals. [ABSTRACT FROM AUTHOR]

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

Purpose: To determine whether Black and White nurses' beliefs about causes of health disparities differ. Conclusions: Analyses reveal that overall Black nurses perceived external factors to contribute significantly more to health disparities than White nurses. Black nurses considered four specific causes dealing with physician and societal factors, such as “discrimination in society,” to be more significant contributors to health disparities than White nurses, whereas White nurses considered genetic factors to be a greater contributor. Practice Implications: Different views of the causes of health disparities are discussed, particularly in light of cultural competency training and other efforts to ameliorate health disparities. [ABSTRACT FROM AUTHOR]

cao x.y., Liu X.H., tian l. & guo y.q. (2013) Journal of Nursing Management 21, 657-667 The reliability and validity of the Chinese version of nurses' self-concept questionnaire Aim To examine the reliability and validity of the Chinese version of nurses' self-concept questionnaire. Background Nurses' self-concept is important to alleviate the current shortage of nurses. Nurses' self-concept questionnaire is an effective instrument to measure nurses' self-perception of professional competencies. However, the psychometric properties of the Chinese version have not been tested. Methods A two-stage research design was used in this study. At Stage 1347 registered nurses were recruited to establish the psychometric properties of the Chinese version. At Stage 2, a confirmatory factor analysis was used to examine the extracted factor structure from Stage 1 with 1017 respondents as a sample. Results The internal consistency of the Chinese version was 0.95 and the test-retest reliability was 0.83. The exploratory factor analysis extracted six dimensions. The findings at Stage 2 showed an acceptable model fit and discriminant validity. The Chinese version was a significant predictor of Maslach Burnout Inventory (β = −0.58; P = 0.00). Conclusions This study verified the psychometric properties of the Chinese version of nurses' self-concept questionnaire. Implication for nursing management The Chinese version of nurses' self-concept questionnaire will facilitate the evaluation of professional self-concept among nurses and help to develop the individualized self-concept strategies. [ABSTRACT FROM AUTHOR]