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Background: Understanding the factors influencing work engagement among nurses is crucial for ensuring high-quality care and positive patient outcomes. Despite numerous factors associated with nurse work engagement, many were explored before the pandemic, potentially overlooking aspects relevant to the current context. Aim: To explore and update factors related to nurse work engagement in the new normal era. Design: Systematic review. Data Sources: The search was restricted to articles published from 2019 to 2024 in CINAHL, PubMed, Scopus, ScienceDirect, Web of Science, and ProQuest, with full English text. The search was conducted from September 13th to 15th, 2023. Quantitative research articles that examined factors related to work engagement were included. Review Methods: Data extraction, quality appraisal, and data analysis were performed in all included studies. Manual content analysis method was used to classify and group the factors. Results: Sixty-one research articles were included in the final review. Five key groups of factors were generated from content analysis, including 1) individual-related factors, 2) organizational-related factors, 3) job and role-related factors, 4) work-life balance, and 5) work environment. Conclusion: Understanding and addressing these multifaceted factors holistically is essential to develop strategies to sustain optimal engagement levels among nursing staff and improve overall patient care outcomes. Further studies are needed to confirm the findings. [ABSTRACT FROM AUTHOR]

Aim. To examine the reliability and validity of the Indonesian translation of the McCloskey/Mueller Satisfaction Scale. Background. The McCloskey/Mueller Satisfaction Scale is an instrument to measure nurses' feelings about their job. Although the instrument has existed for a long time, there has been a lack of studies using this questionnaire in Indonesia due to the limitation of instrument validation in the Indonesian version. Therefore, it is necessary to investigate the validation and reliability of the instrument. Methods. The instrument was validated with a cross-sectional study of 350 nurses. For purposes of transcultural adaptation and psychometric validation, a forward-back translation strategy was used in conjunction with an expert panel and a cross-sectional study. The validity of the construct was verified using confirmatory factor analysis, and the overall fit of the model was measured using the calculated fit indices. The standard deviation of the extracted variance was used to evaluate the convergence validity. Composite reliability and Cronbach's alpha coefficients were used to investigate the internal consistency of the study. Results. According to the results of the reverse translation, the Indonesian and original instruments are statistically indistinguishable. As a result of the confirmatory factor analysis, it was determined that the Indonesian version of the McCloskey/Mueller Satisfaction Scale adhered closely to the original structure of the English version. The convergence validity of the construct (0.44–0.74), reliability (Cronbach α = 0.69–0.93), and internal consistency (0.49–0.79) were rated highly. Conclusions. Good homogeneity and construct validity have been shown for the Indonesian translation of the McCloskey/Mueller Satisfaction Scale in the context of healthcare practice and research. Implications for Nursing Management. Nursing policymakers in Indonesia can use the instrument to inform the development of practice policies aimed at improving job satisfaction among nurses in the country. [ABSTRACT FROM AUTHOR]

Purpose: This study aimed to identify and understand challenges to inform new strategies to increase the COVID‐19 vaccination rate according to involved vaccinators' perspectives in Belitung, Indonesia. Design A qualitative descriptive study design was used. Methods: Online interviews and chatting were done among 11 vaccinators for data collection between August 2021 and January 2022. Data were analyzed using a content analysis model. Findings Four main themes emerged, including (1) communication strategies (evidence‐based, electronic‐based, and culturally based communication), (2) cross‐sectoral strategies (collaboration with police, religious leaders, customary leaders, heads of village divisions, and non‐governmental organizations), (3) "picking‐up the ball" system (home visits for elderly and people with disability and school visits for children), and (4) setting‐up priorities (between mandatory vaccines and boosters). Conclusion: Despite making vaccination mandatory, the roles of communication, cross‐sectoral innovations, "picking‐up the ball" system, and priority setting may have useful potential to improve vaccination rates. Clinical Relevance: The findings may serve as an input to overcome challenges and accelerate the vaccination coverage in Indonesia and beyond. However, further research is needed. [ABSTRACT FROM AUTHOR]

Aim: This study aimed to develop and psychometrically test a competence‐based human resource management scale to improve managerial competence of first‐line nurse managers in public hospitals. Background: To ensure the high competence of the first‐line nurse managers, the competence‐based human resource management should be evaluated using the best‐fit instrument. However, no instrument has been identified in the hospital setting. Methods: This methodological study consists of three main steps: (1) generating scale items based on literature review and expert interviews, (2) pilot testing of face and content validity and (3) evaluating psychometric properties with 300 first‐line nurse managers from 16 public hospitals in Indonesia selected using a multistage sampling. Data were collected from May to December 2017. Principal component analysis and Cronbach's α were used for construct validity and internal consistency reliability. Results: The final scale consists of 30 items in five dimensions, which explained 65.48% of the total variance. The dimensions include 'training and evaluation, career planning and development, rewards scheme, recruitment and selection, and appraisal system'. Cronbach's α for the scale was.89, with a range of.85 to.88. Conclusion: The competence‐based human resource management scale is reliable and valid to use in public hospital settings. Summary statement: What is already known about this topic? The concept of competence‐based human resource management has been applied worldwide in every organization, and it is applicable to use for developing managerial competence of first‐line nurse managers. Therefore, the effectiveness of this management system should be assessed via a valid and reliable instrument.Several instruments to measure competence‐based human resource management have been developed, but no instrument has been identified to measure competence‐based human resource management specifically in hospital settings. What this paper adds? This study developed a scale designed to measure competence‐based human resource management to support improvement of first‐line nurse managers' managerial competence in public hospitals.The scale demonstrated sound psychometric properties with acceptable internal consistency reliability, content validity and construct validity.The scale consists of 30 items in five dimensions: training and evaluation, career planning and development, rewards scheme, recruitment and selection, and appraisal system. The implications of this paper: This study expands the basic knowledge of competence‐based human resource management as a concept with five dimensions that can be used in nursing organizations, and it can be used in quality assurance systems in public hospitals settings in Indonesia.The scale can be used as a feedback for first‐line nurse managers to see the impact of competence‐based human resource management framework on their competence and helps to identify which dimension of human resource management needs further improvement.With further research, the scale may be of use in other countries and settings. [ABSTRACT FROM AUTHOR]

Purpose: This study aimed to perform a concept analysis of quality nursing care. Methods: Walker and Avant's concept analysis method was used to carry out this study. Results: The defining attributes identified were as follows: caring, the nurse-patient relationship, and patient needs. Antecedents included patient characteristics, individual factors (age, education, knowledge, competence, and experience), job position, and environmental factors. The consequences of quality nursing care have significant influence on both patients and nurses. Conclusion: The findings can aid researchers in obtaining a better understanding of quality nursing care, and stakeholders can consider the factors related to quality nursing care and its consequences to improve the nursing process. [ABSTRACT FROM AUTHOR]

Purpose: To determine the structural relationships among nurses' occupational burnout, job stress, psychological capital, and perceived support from society. Design: A cross‐sectional design was performed to collect data from 766 registered nurses in three general tertiary Class A hospitals from March to August 2018. Methods: Structural equation modeling was performed to examine the proposed model. Findings: The research data supported the proposed model. Psychological capital, job stress, and perceived social support significantly influenced occupational burnout. Job stress indirectly influenced burnout through perceived social support and psychological capital. The influencing factors accounted for 49% of the variance in explaining burnout. Conclusions: The findings identified structural relationships among the four studied variables. This study provides new information regarding the preventive role of perceived social support and psychological capital, which perform the mediating role between job stress and occupational burnout. Clinical Relevance: Nursing administrators should provide a healthy work environment, effective psychological capital training, and assistance to reduce nurses' occupational burnout. [ABSTRACT FROM AUTHOR]

Aim: To develop and evaluate psychometric property of quality nursing care scale (QNCS) from nurses' perspective in the Chinese context. Design: A cross‐sectional survey design. Methods: This study was conducted in two phases. In Phase I, literature review and interviews were conducted to develop the items. In Phase II, content validity was evaluated by five experts. Construct validity was tested through exploratory factor analysis (EFA) among 302 nurses and confirmatory factor analysis (CFA) among 510 nurses from October 2014 to January 2015. Additionally, internal consistency reliability was tested. Results: The EFA extracted six factors including staff characteristics, task‐oriented activities, human‐oriented activities, physical environment, patient outcomes and precondition. All six factors accounted for 74.78% of the total variance to explain quality nursing care. The modified measurement model of the final version of QNCS was supported by the CFA with 48 items in six dimensions. The internal consistency reliability of final QNCS was acceptable. [ABSTRACT FROM AUTHOR]

Aims: To establish a model and identify structural relationships between Chinese nurses' perceived social support, self‐efficacy, work stress and burnout. Background: The prevalence of burnout among nurses tends to be high worldwide. A better understanding of relationships between the study variables can help hospital managers apply effective programmes to reduce burnout. However, no studies have identified the structural relationships between these variables in one model, simultaneously. Methods: We conducted a cross‐sectional survey to complete questionnaires from 444 nurses working in three Chinese general tertiary hospitals. The proposed model was examined by structural equation modelling. Results: The proposed model was partially supported by empirical data. The total effect of work stress on burnout was large. Both work stress and the perceived social support moderately and directly affected burnout. Work stress also indirectly affected burnout through perceived social support. Work stress directly influenced perceived social support and self‐efficacy. Perceived social support directly affected self‐efficacy. However, self‐efficacy did not directly influence burnout. Conclusions: This study validated a model and identified a deep understanding of structural relationships between the selected variables among Chinese nurses. Implications for Nursing Management: Apart from reducing work stressors, hospital managers should utilize more social support strategies when designing intervention programmes to reduce burnout. [ABSTRACT FROM AUTHOR]

Aim: To clarify the defining attributes of competence‐based human resource management (CBHRM) in nursing, its antecedents, and consequences. Background: A thorough literature review showed multidefinitions of CBHRM, which resulted in confusion in ways of describing CBHRM practice and its implementation in nursing. Methods: A literature review through systematic searches in CINAHL, ScienceDirect, Medline, ProQuest Dissertations and Theses, Embase, and Google Scholar between 2000 and February 2018 with full text in English. Results: The attributes of CBHRM in nursing include recruitment and selection, training and development, performance appraisal, reward system, and career planning. Antecedents to CBHRM in nursing include organizational factors (organizational size, culture, the nature of human resource (HR) department, type of organization, and the number of employee), individual factors (HR managers' competence, and top managers' role, intention, and characteristics), and HR policy. Consequences include employee outcomes (competence development, high motivation, job satisfaction, retention, and better performance), organizational outcomes (quality of care, patient safety, and patient satisfaction), and financial outcomes. Conclusion: This study helps nursing managers and HR managers to understand the concept of CBHRM in nursing comprehensively. [ABSTRACT FROM AUTHOR]

Aim: To propose a hypothesized theoretical model and apply it to examine the structural relationships among work environment, patient-to-nurse ratio, job satisfaction, burnout, intention to leave and quality nursing care. Background: Improving quality nursing care is a first consideration in nursing management globally. A better understanding of factors influencing quality nursing care can help hospital administrators implement effective programmes to improve quality of services. Although certain bivariate correlations have been found between selected factors and quality nursing care in different study models, no studies have examined the relationships among work environment, patient-to-nurse ratio, job satisfaction, burnout, intention to leave and quality nursing care in a more comprehensive theoretical model. Design: A cross-sectional survey. Methods: The questionnaires were collected from 510 Chinese nurses in four Chinese tertiary hospitals in January 2015. The validity and internal consistency reliability of research instruments were evaluated. Structural equation modelling was used to test a theoretical model. Results: The findings revealed that the data supported the theoretical model. Work environment had a large total effect size on quality nursing care. Burnout largely and directly influenced quality nursing care, which was followed by work environment and patient-to-nurse ratio. Job satisfaction indirectly affected quality nursing care through burnout. Conclusions: This study shows how work environment past burnout and job satisfaction influences quality nursing care. Apart from nurses' work conditions of work environment and patient-to-nurse ratio, hospital administrators should pay more attention to nurse outcomes of job satisfaction and burnout when designing intervention programmes to improve quality nursing care. [ABSTRACT FROM AUTHOR]

Abstract: Purpose: In order to enhance international standards of nursing service, this article aims to analyze the English full‐text peer‐reviewed published articles from the past 10 years that describe contemporary registered nurses’ (RNs’) competency in the global community. Design: An integrative review of literature was conducted between June 2016 and January 2017. Methods: A systematic search was completed using four databases (Science Direct, Scopus, Web of Science, and the Cumulative Index to Nursing and Allied Health Literature) that covered the years between 2007 and 2017, and used the key words nurs* OR (staff nurs*) OR (register nurs*) AND competenc* AND international OR global. Ultimately, 32 studies meeting inclusion and exclusion criteria were selected for analysis. Findings: Nursing competency trended towards definitions using a holistic lens and behavior statements reflecting the skills, knowledge, attitudes, and judgment required for effective performance in the nursing profession. By using inductive content analysis, 11 components emerged. Additionally, six instruments were found to measure generalist RNs’ competencies across countries. The variables related to generalist nursing competency included sociodemographic variables, professional‐related variables, and work environment variables. Conclusions: This review provides the research evidence for updating definitions, components, measurements, and variables related to RNs’ competency in the global community. Further research should consider cross‐cultural validation of instruments and influencing factors related to nursing competency. Clinical Relevance: The components and measurements identified in this review can be used by nursing administrators to select or evaluate qualified nurses. The multivariables related to nursing competency can assistant hospital administrators to recognize and find effective ways to improve nursing competency. [ABSTRACT FROM AUTHOR]