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Background: The presence of calling has been associated with beneficial outcomes for nurses, yet our understanding of these effects remains limited. Additionally, the mechanisms linking the presence of calling to these outcomes have not been well established in the nursing literature. Aim: This study aimed to investigate the relationship between the presence of calling and nurses' career success, mediated by the parallel effects of strengths use and deficit correction. Design: A cross‐sectional design was used. Methods: Data were collected from December 2022 to April 2023, involving 237 nurses working in six hospitals in Port Said, Egypt. The study utilized the Demographic Information Form, the Presence of Calling Scale, the Strengths Use Scale, the Deficit Correction Scale, and the Career Success Scale. Study hypotheses were evaluated using structural equation modeling. Results: Presence of calling positively related to nurses' career success. Furthermore, nurses' strengths use and deficit correction played a mediating role in the relationship between the presence of calling and career success. Conclusion: Nurses who view their work as a calling are more inclined to utilize their strengths and address their deficits, resulting in a heightened sense of career success. Implication for nursing policymaking: Emphasising that nursing is a calling should commence during the undergraduate education of nurses, and this concept should be continually cultivated by hospital administrators throughout their professional careers. This approach empowers nurses to leverage their strengths, address their deficits, and ultimately enhance their sense of success in their nursing careers. [ABSTRACT FROM AUTHOR]

Introduction: Nurses' vigor at work profoundly impacts the quality of patient care. However, the determinants of nurses' vigor remain underexplored in the current nursing literature, and the mechanism through which these determinants exert their effects remains unclear. Aim: This study aimed to elucidate the mediating role of psychological ownership in linking decent work to nurses' vigor at work. Methods: A two‐wave, time‐lagged study was conducted to collect data from 289 nurses working across three hospitals in Port Said, Egypt, between March and June 2023. Data were collected using the Decent Work Scale, the Psychological Ownership Scale, the Shirom–Melamed Vigor Measure, on an Introductory Information Form. Mediation testing was performed using structural equation modeling. Results: Decent work was significantly associated with psychological ownership and vigor at work. Psychological ownership partially mediated the relationship between decent work and nurses' vigor at work. Conclusion: Decent work practices are critical in fostering nurses' vigor while working, and psychological ownership plays a mediating role in this relationship. Clinical relevance: Hospital administrators should value decent work practices, which could enhance psychological ownership, resulting in a potential improvement in nurses' vigor at work. [ABSTRACT FROM AUTHOR]

Background: Premarital screening and counseling (PMCS) is a preventive measure for genetic, infectious, and blood-transmitted diseases. This study aimed to assess secondary school students' knowledge of and attitudes towards PMCS in Taiz City, Yemen. Methods: This study included 306 secondary school students selected through stratified random sampling from six secondary schools representing three directorates in Taiz city, Yemen. Researchers used two validated tools, students' knowledge and attitudes about the PMCS which were adopted from previous studies, to collect the necessary data. The data were analyzed using the SPSS software. Descriptive analysis was conducted for frequencies and percentages while chi square test was used to identify the relationships between the demographics and knowledge level. Results: Most of the students had a weak knowledge of 58.82%, while 40.52% showed fair understanding. The majority of students (79.09%) displayed a positive attitude towards PMCS, among the students with a positive attitude, 36.93% had fair knowledge, whereas 41.5% of the students had weak knowledge. Conclusion: The study concluded that secondary school students in Taiz lack knowledge and have positive attitudes towards various aspects of premarital screening and counseling. Knowledge deficits were linked to male students, younger academic years, non-engagement, and family history of disease. [ABSTRACT FROM AUTHOR]

Background: There is limited evidence on the association between psychological distress, academic stress, and burnout among Saudi nursing students. Clarifying such an association is crucial to understanding the factors associated with psychological distress and developing interventions to prevent it. Aim: To explore the prevalence and association of psychological distress with academic stress and burnout among Saudi nursing students. Methods: A cross-sectional design was used, and 237 students participated from a nursing college in Riyadh, Saudi Arabia. Students' demographics; the Depression, Anxiety, and Stress Scale; the Academic Stress Inventory; and the Maslach Burnout Inventory were used for data collection. Results: Most of the participants reported no-to-mild depression, anxiety, and stress. Stress related to studying in groups, time management, emotional exhaustion, depersonalization, and personal accomplishment were the significant predictors of psychological distress, explaining 52.1% of the variance. Conclusions: This study suggest implementing tailored mental health screenings and support services for nursing students, embedding mental health professionals in the program, and using telehealth or mobile apps for remote monitoring to ensure comprehensive care for nursing students. Future research should consider these predictors while designing strategies to decrease psychological distress among students. [ABSTRACT FROM AUTHOR]

Aim: To investigate the correlation between organizational agility and nurses' readiness for change. Background: The paradigm of agility in a healthcare organization is a novel concept that embodies the most advantageous organizational status. However, assessing the effects of organizational agility on nurses' readiness for change has not been previously studied. Methods: This cross‐sectional study was conducted on 270 nurses working in a university hospital in Egypt. The study took place between January ‐ March 2022, and participation was voluntary. Data were collected using the organizational agility scale and individual readiness for change scales. Data analysis was conducted using descriptive statistics, Pearson correlation, and structured equation modeling (SEM). Results: The results indicated that nurses in the hospital exhibited a moderate level of agility. Nurses' readiness for change is high. The SEM showed that organizational agility accounted for 64% of the variance in nurses' readiness for change. Conclusions: Organizational agility is a significant predictor of nurses' readiness for change. Implications for nursing policymaking: As a means of ensuring that nurses are prepared for changes, nursing institutions should foster agility by instilling a vision for the future, enhancing staff capabilities, encouraging teamwork and open communication, and implementing total quality management, strategic planning, advanced nursing practice, participatory management, shared decision‐making, and policy development. [ABSTRACT FROM AUTHOR]

Background: Abusive supervision has detrimental effects on nurses, but the mechanisms connecting abusive supervision to negative outcomes for nurses have not been well‐established in the nursing literature. Aim: This study aimed to investigate whether work alienation mediates the relationship between abusive supervision and nurses' service sabotage. Methods: This descriptive cross‐sectional study was conducted from November to December 2021 with 204 nurses working at a teaching hospital in Damanhour, Egypt. Data were collected using a demographic information form, the Abusive Supervision Scale, the Work Alienation Scale and the Service Sabotage Scale. Study hypotheses were evaluated using structural equation modelling. Results: Our findings revealed a significant association between abusive supervision, work alienation, and service sabotage among nurses. Abusive supervision was found to be linked to nurses' service sabotage through work alienation. Conclusion: Our study suggests that nurses who are subject to abusive supervision are more likely to feel alienated, which increases the probability of them engaging in behaviours that have a negative impact on the quality of care they provide. Patient or Public Contribution: No patient or public contribution. [ABSTRACT FROM AUTHOR]

Depressive disorders affect individual's thoughts, feelings, and social interactions. Enhancing emotional competencies of depressed individuals may alleviate their suffering. Purpose : This study aimed to compare depression severity and emotional intelligence before and after emotional intelligence training in patients with depressive disorders. Methods : A nonrandomized trial (one-group pretest–posttest) research design was applied to 69 patients purposively recruited. The patients' sociodemographic and clinical data were collected. The Beck Depression Inventory-II and Trait Emotional Intelligence Questionnaire-Short Form were completed before and immediately after an 8-weeks of focused weekly group training. Results : A significant improvement in the scores of well-being, self-control, emotionality, and sociability; total emotional intelligence scores; and total depression scores was perceived after training (Z = 5.601, 4.398, 5.686, and 3.516; 4.943; and 2.387, respectively). Implications for Nursing Practice : As emotional intelligence can be learned; it may be a target for interventions when dealing with patients with depressive disorders by strengthening their emotional intelligence. [ABSTRACT FROM AUTHOR]

Aim: This study was designed to determine the effect of humble leadership on nurses' proactive behaviours at work through psychological empowerment. Background: Nurse leaders' humility has a profound effect on enhancing nurses' proactive work behaviour; yet, the mechanism underlying this pattern of effect remains unknown. Methods: A descriptive cross‐sectional study was conducted in all nine Universal Health Insurance hospitals in Port Said, Egypt. Using scales for assessing leader humility, psychological empowerment and proactive behaviour at work, 316 nurses were surveyed. Regression analyses and structural equation models were used to examine the study hypothetical model. Results: The results revealed that humble leadership, psychological empowerment and proactive work behaviour were significantly positively correlated. Psychological empowerment fully mediated the relationship between humble leadership and proactive work behaviour. Conclusion: This study emphasized the value of humble leadership in psychologically empowering nurses, which results in greater proactive work behaviour. Implication for Nursing Management: Nurse managers should lead their nursing staff with humility, which could increase the level of nurses' psychological empowerment and proactive behaviours at work, which will be reflected positively on the staffs and the organization. [ABSTRACT FROM AUTHOR]

Introduction: The nursing literature is silent about the relationship between ethical leadership, nurses' flourishing, and extra-role behavior. This study was carried out to contribute to the relevant field research. Objective: The aim of the present study was to investigate the relationship between nurses' perceptions of their nursing managers' ethical leadership behavior, nurses' flourishing, and their extra-role behavior. Methods: This was a cross-sectional study involving 302 nurses from six hospitals in Damietta City, Egypt. Data were collected using the following three self-report scales: Ethical Leadership at Work questionnaire, Flourishing Scale, and extra-role behavior scale. The data were analyzed using descriptive statistical, Pearson correlation, regression analysis and the structure equation model. Results: There was a significant positive relationship between nursing managers' ethical leadership, nurses' flourishing, and extra-role behavior. The regression analysis showed that the ethical leadership of nursing managers and nurses' flourishing predict extra-role behavior. Conclusion: Nurses with a high level of flourishing and who work with a manager exhibiting ethical leadership behavior are more likely to activate extra-role behavior. Hence, it is recommended that nursing managers embrace an ethical approach in their leadership practices and promote flourishing among nurses to encourage them to go the extra the mile in their jobs. [ABSTRACT FROM AUTHOR]

Background Aim Methods Results Conclusions Implication for nursing policymaking Mistreatment by patients is a detrimental phenomenon predominant in healthcare organizations. However, there is a lack of nursing literature regarding the underlying mechanisms and boundary conditions that exist between mistreatment by patients and its detrimental consequences.By integrating the Job Demands–Resources Model and the Conservation of Resources Theory, the study aimed to unveil the mediating role of psychological detachment from work in the relationship between mistreatment by patients and nurses' caring behaviors, as well as the moderating effect of supervisor positive gossip.This multicenter, cross‐sectional study involved 341 nurses from five hospitals across two cities in Egypt. Data were collected using an introductory information form, the Mistreatment by Patients Scale, the Psychological Detachment Scale, the Caring Behaviors Scale, and the Supervisor Positive Gossip Scale. The study's hypotheses were tested using the PROCESS macro.The results showed that mistreatment by patients was negatively related to nurses' caring behaviors via an increased psychological detachment. Further, higher levels of supervisor positive gossip were shown to weaken the direct effect of mistreatment by patients in increasing nurses' psychological detachment, as well as the indirect negative effect of mistreatment by patients on nurses' caring behaviors via psychological detachment.Mistreatment by patients contributes to nurses' psychological detachment and decreased caring behaviors; however, these negative outcomes can be mitigated by supervisor positive gossip.Nursing managers should adopt strategies to deter the rise of mistreatment by patients, and utilize positive gossip to support nurses exposed to such mistreatment to alleviate its consequences. [ABSTRACT FROM AUTHOR]

Background: Mentorship is a vital part of the nursing profession to improve role transition, job satisfaction, and job retention while facilitating socialization, emotional well-being, and the acquisition of new skills., Aim: The present study aimed to evaluate the effect of an educational program about mentorship competencies on nurse mentors' performance at Port Said Healthcare Authority hospitals., Methods: A quasi-experimental study design (pre-test and post-test one group) was used to conduct the study at seven Healthcare Authority hospitals in Port Said Governorate, Egypt. The study subjects were consisted of a purposive sample of 30 nurse mentors and 60 intern nursing students. Data were collected using three tools consisted of the Mentor Knowledge Questionnaire, Mentor Competencies Instrument (MCI), and Nurse Mentor Performance Assessment. Data analysis was performed using SPSS version 20, Student's t-test was used to measure differences between the pretest and post-test, and Qualitative categorical variables were compared using the chi-square test. A significant level value was considered when the p-value ≤ 0.05, and Cohen's d was used to measure the effect size., Results: the post-test scores of mentorship competencies and performance after implementation of the educational program significantly improved in the studied nurse mentors 56.1 ± 13.2, 60.5 ± 4.9 compared with pre-test scores with 37.1 ± 4.1, 49.7 ± 6.9 (P < 0.001). As determined by Cohen's d test, the effect size of an educational program is quite large on the nurse mentors' performance., Conclusion: The educational program about mentorship competencies was significantly improve mentorship performance of the studied nurse mentors. The study recommended dissemination and generalization of the new and innovative mentorship program to the different stages of nursing education to foster the continued growth and development of nurse mentors and nurse students. Also, recommended developing a valid mentor assessment instrument consisting of and specific to the Egyptian context to assess the Egyptian mentorship model., Trial Registration Number (trn): The study protocol was approved by the Research Ethics Committee of the Faculty of Nursing, Port Said University (code number: NUR 13/2/2022) [10]., (© 2023. The Author(s).)

Background: There is increasing need to achieve performance excellence in healthcare organizations. Nursing human resource practices (HRP) and nursing performance are important variables to achieve it., Aim: To investigate the effect of nurses' perceptions of HRP on achieving hospitals' performance excellence through the mediating role of nurses' job performance., Methods: The study used a cross-sectional research design and recruited 329 nurses from 16 hospitals. Three self-reported questionnaires were used; HRP scale, Baldrige dimension scale and six-dimension scale of nursing performance (6-D)., Results: Nurses' perceptions of HRP, hospitals' performance excellence and nurses' job performance were all significantly correlated (p < 0.01). Nurses' job performance was found to play a mediating role in the association of nurses' perceptions of HRP and hospitals' performance excellence., Conclusion: Nurses' perceptions of HRP can help hospitals achieve performance excellence by improving nurses' job performance. Clinical Relevance for nursing management: Particular attention should be paid to improve nursing HRP and nursing performance.