Search

The purpose of this study is to investigate the effect of perceived overqualification on both task performance and proactive behavior via job crafting under the moderation of digital competencies. Hypotheses of the proposed model were tested with a sample of 409 participants in 40 five-star hotels in Turkey. Data were collected by interviewing face-to-face and analyzed using structural equation modeling. It is found that job crafting mediated the relationship between perceived overqualification on both task performance and proactive behavior. The positive effect of perceived overqualification on job crafting was greater under digital competencies, as was the indirect effect of perceived overqualification on both "task performance" and "proactive behavior" via job crafting. [ABSTRACT FROM AUTHOR]

Aim: This study examines the relationships between work stress, work performance, and mobbing in health institutions. Material and Method: A questionnaire was applied to 272 individuals working in any health institution in Türkiye in 2021 based on voluntary participation with the snowball method. The web-based questionnaires were prepared online using Google Documents. They were sent to the health workers' social-based addresses together with an introductory letter. The questionnaire was applied in four main sections: demographic information (8 questions), work stress (7 questions), work performance (4 questions), and mobbing (37 questions). Results: The study showed that 36.4% of academics, 30% of secretaries, 28.6% of security staff, 23% of technicians, 22.2% of social workers, 20% of midwives, 19.5% of physicians, and 15.4% of patient carers were exposed to mobbing. In addition, men were more subjected to mobbing than women (p=0.010). Statistically significant differences were determined between the occupational groups regarding work stress scale scores (p=0.001). The group with the highest work stress was security staff, with patient carers being the group with the lowest stress. Women also experienced significantly higher levels of work stress than men (p=0.028). Statistically, significant differences were also observed regarding the number of patients encountered (p=0.035). Work stress was found to increase in line with patient numbers. Analysis of the participants' work performance showed that such performance was very high. Significant variations were determined between work performance scale scores and the years spent working in the most recent institution (p=0.019). The work performance of participants who had worked for 11-15 years was lower than that of other periods, the highest work performance being observed in participants with 21-25 years of work experience. Conclusion: In conclusion, individuals working in any health institution were found to be exposed to mobbing and to experience work stress in the working environment but exhibited good work performance. No statistically significant association was determined between mobbing and work performance or stress. At the same time, a negative correlation was observed between work performance and work stress. [ABSTRACT FROM AUTHOR]

For decades researchers have explored the link between the Big Five personality traits and job performance, conducting studies across various contexts and sectors. The study seeks to test the link between the Big Five dimensions of personality and job performance in Türkiye, for which an integration of 38 studies involving 18,021 participants was performed. By using psychometric meta-analysis, the study compares and evaluates the similarities and differences among the Türkiye studies and the broader literature on this topic. Additionally, this study is among the first to address the moderating effect of evaluators and sectors on the relationship between Big Five personality traits and job performance dimensions. The findings suggest that there are differences between the Turkish studies and the existing literature, which could be explained by cultural differences and social norms specific to collectivist countries like Türkiye. [ABSTRACT FROM AUTHOR]

This study was conducted to determine the effects of fatigue in nurses with confirmed COVID‐19 infection on organizational outcomes. The study was carried out with the participation of 200 nurses who had tested positive for COVID‐19 in the last eighteen months and had COVID‐19‐related fatigue complaints. Data were collected between October 2022 and February 2023 using a questionnaire consisting of the Chalder Fatigue Scale, the Work Alienation Scale, the Turnover Intention Scale, and the Employee Performance Scale. Fatigue was the most common symptom of COVID‐19 in this study, as in other results. The number of being infected with COVID‐19 and education levels were found to be significant predictors of post‐COVID‐19 fatigue. Post‐COVID‐19 fatigue had an effect on turnover intention and alienation to work, but it did not affect employee performance. In this study, the effects of post‐COVID‐19 fatigue on organizational outcomes such as employee performance, turnover intention, and work alienation were determined. Therefore, regardless of its source, fatigue should be dealt with managerially, and preventive policies and procedures should be developed. [ABSTRACT FROM AUTHOR]

In the 21st century, many scientific discoveries and treatments that science offers to humanity in the health sector, as well as many negative developments that it has created on the sector and employees cannot be ignored. Along with the Covid-19 pandemic, the heavy workload in the health sector and the risks in the working environment have created an important source of stress for the employees. This has affected employees' work engagement and job performance. Employees need more organizational support in their workplaces in order to increase service quality and ensure organizational success. In the study, the mediating role of perceived organizational support in the relationship between work engagement and job performance of healthcare professionals working under heavy workload and stress was investigated. In accordance with the research purpose, a questionnaire was applied to the hospital staff in Istanbul (n = 402). The obtained data were analyzed using SPSS 23 and AMOS 18 package programs. The results of the analysis show that perceived organizational support has a mediating role in the relationship between work engagement and job performance. The research findings are of a quality that will attract the attention of managers in the health sector. In addition, the findings obtained as a result of the research are a source for further studies on the health sector. [ABSTRACT FROM AUTHOR]

Aim: This study investigated the relationship between nurses' critical thinking skills and job performance and whether critical thinking and its subdomains predict job performance. Background: It is expected that nurses may use critical thinking skills to provide evidence‐based quality patient care in health care settings. However, there is limited evidence about whether critical thinking is related to job performance among nurses. Design: This was a descriptive, cross‐sectional survey study. Methods: The study included 368 nurses working in the inpatient wards of a university hospital in Turkey. The survey included a demographic information questionnaire, the Critical Thinking Scale in Clinical Practice for Nurses and the Nurses' Job Performance Scale. The collected data were analysed using descriptive statistics, comparisons, reliability and normality tests, correlation and regression analysis. Results: Participating nurses got average scores from the critical thinking and job performance scale and sub‐scales, and there was a positive, mid‐level and statistically significant correlation between the scale scores. According to the multiple linear regression analysis results, personal critical thinking, interpersonal and self‐management critical thinking and the total critical thinking scores positively affected the job performance scores of nurses. Conclusion: As critical thinking predicts nurses' job performance, managers of hospitals and nursing services should consider training programs or activities to increase nurses' essential thinking competencies, thus improving clinical nurses' performances. Summary statement: What is already known about this topic? Nurses' performance significantly impacts the delivery of healthcare services.Nurses are expected to analyse and make decisions by synthesizing their knowledge to produce better care.Critical thinking skills increase nurses' analysis and synthesis skills. What this paper adds? Nurses' job performance is associated with critical thinking.Personal, interpersonal and self‐management critical thinking are positively related to job performance. The implications of this paper: Nurses may increase their performance through critical thinking.Both managers of hospitals and nursing services may consider intervention to improve nurses' critical thinking abilities.Managers can organize programs or activities to increase nurses' critical thinking competencies to improve nursing performance. [ABSTRACT FROM AUTHOR]

Organizational culture continues to be a decisive factor for the success of hospitality firms. Drawing from the theory of work adjustment, this study focuses on hospitality organizational culture and examines its impacts on hospitality employees' job satisfaction, organizational citizenship behaviors, service recovery performance, and intention to leave. Using survey methodology, 210 hotel employees in Turkey provided survey data. The results demonstrated significant effects of hospitality culture on turnover, service recovery performance, organizational citizenship behavior, and job satisfaction as a significant mediator. The findings stress the importance of a strong hospitality culture to positively influence employees' job attitude, and job performance. [ABSTRACT FROM AUTHOR]

This study aimed to develop a measurement tool to determine the job performance perceptions of school principals based on their own competence. The list of School Principals Standards developed for the study of the Organization for Economic Cooperation and Development [OECD] has been used in many OECD countries but has not been used in Turkey and there is no study adapted to the Turkish Education System. In addition, since the list of School Principals Standards is not in a questionnaire or a scale form, and there is no scale that examines the school principals’ own perceptions of their performance based on their competencies, therefore the development of such a scale is aimed in this study. First, the list of School Principals Standards was adapted to Turkey, and then the items of the scale to be developed were written by taking expert opinions. The scale development was carried out with a process consisting of eight stages, and the suitable scale for the Turkish Education System was developed. The scale called “School Principals’ Competency-Based Job Performance Perceptions Scale” firstly was administered to 182 participants for the validity, reliability, and Explanatory Factor Analysis(EFA) of the scale, and then secondly administered to other 145 participants for the Confirmatory Factor Analysis (CFA). It was determined that the reliability level of the scale was high with the Cronbach α (0.959) coefficient. As a result of the EFA, a sixdimensional scale consisting of 41 items was obtained. The variance explanation rate of six factors was calculated as 59.66%. It has been determined that the goodness of fit values for the model determined as a result of the CFA performed to test the construct validity of the factor structure obtained provide good and sufficient criteria. The results obtained prove that the scale is valid and reliable. [ABSTRACT FROM AUTHOR]

Aims and Objectives: This study aimed to: (a) identify and examine the influence of clinical leadership, creative team climate (CTC) and structural empowerment (SE) on the nurse performance (NP) of clinical nurses in hospitals in Turkey, and (b) establish a model designed to verify the fit and effect of these factors. Background: Nurse performance is a significant indicator of work efficiency, patient care quality and patient safety. Existing studies explaining the mechanisms that lead to higher nurse performance have been limited. Design: This descriptive, cross‐sectional study used relation prediction modelling and adhered to STROBE guidelines. Methods: This study used an online survey to collect data from volunteered 664 clinical nurses working in hospitals in Turkey. The data were analysed using SPSS version 26.0 and the AMOS 24.0 program. Path analysis was used to verify/test the hypothetical model, and the fit was evaluated by χ2/df, GFI, AGFI, NFI, CFI, IFI, RFI, TLI, RMR and RMSEA. Results: The fit index of the modified path model was χ2/df = 3.730, GFI = 0.904, AGFI = 0.892, NFI = 0.907, CFI = 0.923, IFI = 0.923, RFI = 0.906, TLI = 0.912, RMR = 0.078 and RMSEA = 0.064. Through creative team climate and structural empowerment, clinical leadership had the greatest standardised direct (β =.35) and indirect (β =.17) effects on clinical nurse performance, the final outcome variable. Creative team climate (β =.23) and structural empowerment (β =.19) also had a significant standardised direct effect on nurse performance. Clinical leadership, creative team climate and structural empowerment explained 39% of the total variance of nurse performance. Conclusions: This study shows that clinical nurse performance in hospitals was significantly influenced by clinical leadership, creative team climate and structural empowerment. The results suggest that intervention programmes considering these factors could be implemented to enhance nurse performance. Relevance to Clinical Practice: Improved nurse performance requires strong clinical leadership, creative team climate and structural empowerment. Therefore, healthcare organisations may implement initiatives to enhance nurse performance by taking these factors into account. [ABSTRACT FROM AUTHOR]

Purpose: To examine the mediating role of social capital in the effects of self‐efficacy and psychological resilience on nurses' and physicians' work performance and life satisfaction. Design and Methods: In this cross‐sectional study, data were collected using an online questionnaire. Findings: Social capital had 0.04 indirect effects of general self‐efficacy and psychological resilience on work performance, and accounted for 48% and 35% of the total effect, respectively. Social capital had 0.11 and 0.07 indirect effects of general self‐efficacy and psychological resilience on life satisfaction, and accounted for 16% and 19% of the total effect, respectively. Practice Implications: The study suggests the existence of social capital when nurses' and physicians' self‐efficacy and psychological resilience affect their work performance and life satisfaction. [ABSTRACT FROM AUTHOR]

Purpose: The aim of the research is to determine the relationship between the gender role approaches and the sexual care attitudes, beliefs, and self‐efficacy of nursing students. Design and methods: This cross‐sectional study included 109 nursing students. Findings: A negative correlation was found between the Gender Roles Attitude Scale and the Sexual Attitudes and Beliefs Scale (p < 0.001). A positive correlation was found between the Gender Roles Attitude Scale and the self‐efficacy in clinical performance scale total score and its assessment, diagnosis, planning, and implementation subscales (p < 0.05). Practice implications: This study is considered to be useful to specify the education and awareness strategies that will contribute to better preparation of the nursing students for sexual health services. [ABSTRACT FROM AUTHOR]

Purpose: Moral intelligence is an important parameter that forms the basis and cornerstone of ethics in nursing. It is necessary to determine whether moral intelligence is reflected in the care that forms the basis of nursing. This study was carried out with the aim of determining the reflections of nurses' moral intelligence levels on their care behaviors. Findings: This study was descriptive and cross‐sectional in nature. The study's sample size is 200 nurses. A personal Information Form, Moral Intelligence Scale, and Caring Behaviors Scale were used to collect data. It was determined that nurses' moral intelligence levels and caring behavior average scores were high. There was a highly significant positive connection (p = 0.001) between the mean scores of the moral intelligence total and subdimensions. And the mean scores of the caring behavior total and subdimensions. Practical Implications: It is very important to determine the moral intelligence levels, which are acquired and developed ability and directly affect nursing care, and to take initiatives to improve the quality of the care provided. [ABSTRACT FROM AUTHOR]

Aims and Objectives: To reveal the existence of alarms in COVID‐19 intensive care units, where medical devices with alarm function are frequently used, the effects of alarms on nurses, especially their on‐the‐job performances and social lives, and their coping methods. Methodology/Methods: This was a mixed design, including descriptive and qualitative research methods with two stages, and was carried out between March and April 2021. The study adhered to the STROBE checklist for cross‐sectional studies and the COREQ guidelines for qualitative studies. Setting: Nurses in the COVID‐19 intensive care unit of a university hospital constituted the sample. 58 nurses participated in the quantitative data phase, and 18 nurses in the qualitative interviews. Results: More than half of the nurses worked in the COVID‐19 intensive care unit for more than 5 months and overtime, and 87.9 had day and night shifts. The monthly income level of 65.5% was between the hunger and poverty lines, and 12.1 % received psychiatric support in the last 6 months. A positive and significant relationship was found between the mean score obtained from the alarm fatigue questionnaire and the level of discomfort felt due to the alarms (1–10 points) (p = 0.001). Five themes and thirty sub‐themes were emerged in the focus group interviews. Conclusion: The number of alarms of the medical devices in the COVID‐19 intensive care units was more than the other intensive care units, resulting in fatigue in nurses. Since alarm fatigue is directly related to patient safety, the effective management of medical device alarms can reduce alarm fatigue and prevent potentially dangerous outcomes. Relevance to clinical practice: Nurses care for patients with severe clinical conditions in COVID‐19 intensive care units. This situation caused them to be exposed to more alarms. Nurses should make efforts to reduce their alarm intensity. [ABSTRACT FROM AUTHOR]

Aims and objectives: This study aimed to examine the effects of nurses' individual, professional and work environment characteristics on their job performance levels. Background: Nurses' job performance is important in the effective and efficient provision of health care. Design: A descriptive, cross‐sectional study. The STROBE guidelines were used in this study. Methods: The sample of this descriptive, correlational and cross‐sectional study comprised 370 nurses working at one private and two university hospitals in Turkey. A demographic information form, the Practice Work Environment Scale of the Nursing Work Index (PES‐NWI) and the Nursing Job Performance Scale (JPS) were used to collect the data. Data were analysed using descriptive statistics, Spearman's correlation and multiple linear (stepwise) regression. Results: There was a significant and positive correlation between the scores on the PES‐NWI and the JPS (r: 0.65, p <.05). Regression analysis showed that nurses' job performance was affected by five variables (R2: 59%, p <.05, Durbin–Watson: 2.06). Conclusion: The results of the study show that three sub‐dimensions of the PES‐NWI (nursing foundations for quality of care; staffing and resource adequacy; nurse manager abilities, leadership and support for nurses), colleague solidarity and education level were important factors affecting job performance. Relevance to clinical practice: The job performance of nurses is a priority issue in delivering quality healthcare services. Further efforts need to be pursued to nurse managers ensure a positive work environment to increase their nurses' job performance. [ABSTRACT FROM AUTHOR]

Aim: The study is aimed at investigating the relationship between psychological resilience and job performance in nurses during the Covid‐19 pandemic in terms of descriptive characteristics. Background: The emergence of Covid‐19 has mainly affected the psychological resilience and job performances of health care professionals, including nurses. To date, no studies have been conducted exploring how psychological resilience contributes to job performances in frontline nurses during the Covid‐19 pandemic. Methods: In this cross‐sectional and correlational study conducted with 284 nurses in the Turkey, Brief Resilience and Job Performance Scales were used for data collection. Results: There was a positive significant relationship between psychological resilience and job performance. Psychological resilience explained 5% of job performance. Psychological resilience levels of the nurses who were ≥41 years old and who did their job enthusiastically were higher. Conclusion: Nurses who are more experienced and who report doing their job enthusiastically have a higher level of psychological resilience. Addressing psychological resilience may contribute to organisational outcomes such as improved job performance in nurses. Implications for Nursing Management: Using strategies to increase the psychological resilience levels of nurses will significantly contribute to optimization of work efficiency and achievement of quality patient care outcomes. [ABSTRACT FROM AUTHOR]

Design and method: This is a descriptive and cross‐sectional study conducted with 671 nurses at 4 hospitals in a province of Turkey. The data were collected using a questionnaire form, the Organizational Silence Scale, the Performance Scale, and the Minnesota Satisfaction Questionnaire. Findings: In this study, it was determined that staying silent affected the job satisfaction and performance of nurses. Practice implications: This result may be effective in developing methods to solve the issue of organizational silence, and therefore increasing nurses' levels of job satisfaction and performance. [ABSTRACT FROM AUTHOR]

After the transfer of military hospitals to the Ministry of Health, examinations of candidates for military personnel and those who are currently military personnel have started to be carried out by civilian doctors whether they are suitable for military service. Civilian doctors are unfamiliar with this practice and therefore hesitate to decide on some issues. The aim of this review is to interpret the skin and venereal diseases section of the Turkish Armed Forces (TAF) health competence regulation (HCR) and to assist to civilian physicians about regulation that they are foreigners. [ABSTRACT FROM AUTHOR]

Background: In this study, we aimed to assess the frequency of burnout syndrome in anesthesia practitioners in the province of Diyarbakır. Materials and Methods: The study was conducted with 20 assistant physicians, 25 specialists and 50 anesthesia technicians, who agreed to participate in the research, working in Gazi Yaşargil Training and Research Hospital and Dicle University Faculty of Medicine, Department of Anesthesiology and Reanimation. Maslach Burnout Scale, Minnesota Job Satisfaction Scale and Socio-demographic Data form were filled by the participants. Results: According to the results of reliability analysis of the Minnesota Satisfaction Scale and Maslach Burnout Inventory sub-scales, Cronbach's Alpha values were 0.87 for the intrinsic satisfaction, 0.85 for extrinsic satisfaction, 0.92 for overall satisfaction. The burnout inventory sub-scales were found 0.83 for emotional exhaustion, 0.78 for depersonalization and 0.73 for personal accomplishment. The doctors' average intrinsic satisfaction score was calculated to be 3.10, the average extrinsic satisfaction score was 2.57, and overall satisfaction score was 2.89. Maslach Burnout Inventory's emotional exhaustion sub-scale score was 2.24, depersonalization sub-scale score was 1.20, and personal accomplishment sub-scale score was calculated to be 2.58. Intrinsic satisfaction, extrinsic satisfaction, and general satisfaction scores of the Minnesota satisfaction sub-scale scores differed among the hospital staff according to the branches. It was observed that specialists had higher satisfaction scores than other branches and technicians had the lowest satisfaction scores. Maslach Burnout Inventory sub-scale scores did not show differences in terms of the branches. There was no significant difference between the gender in the satisfaction and burnout sub-scale scores of specialist physicians and technicians. Emotional exhaustion and depersonalization scores of assistant physicians showed difference according to gender. Male assistant physicians were found to have higher emotional exhaustion and depersonalization scores. Satisfaction and burnout sub-scale scores of specialists and assistant physicians were no significant difference in terms of their marital status. Depersonalization scores of single technicians were found to be higher. Conclusion: The findings of the survey study show that individual-oriented interventions are more effective. Although it is desirable to have more studies effective on all sub-scales of the burnout, it is seen that it can be achieved with a small number of studies as well. [ABSTRACT FROM AUTHOR]

This study investigates pre-service teachers' engagement in reflection and reflective practice through video-recorded microteaching sessions. Using multiple qualitative tools (i.e. field notes, peer feedback, focus group discussions), we conducted a case study with 34 EFL pre-service teachers performing microteaching as part of a compulsory language teacher education course at a state university in southwestern Turkey, i.e. Burdur province. Analysed through thematic analysis, the data showed that watching their own video-recorded sessions with guided focus group discussions proved itself useful to involve them in reflection on their practices and notice several issues, which they did not perceive beforehand. Furthermore, developing critical insights into their practices, most participants were observed to make changes in their future practices, e.g. classroom language, time management, choice, and conduct of activities. Building on the theoretical research into the use of videos in microteaching for purposes of reflection and reflective practice, this study shows that using video-recorded sessions with follow-up group discussions is useful for helping pre-service teachers to engage in reflection and critical thinking. [ABSTRACT FROM AUTHOR]

The present study claims that trust in organization and trust in leader could be significant antecedents of innovative work behavior. Innovative work behavior is a process that involves the creation, development and implementation of new ideas or behaviors. However, employees can show to resist towards innovation in the organization. Therefore, in this study, it is examined that the mediator role of the resistance to change in the relationship between trust in organization/leader and innovative work behavior. In accordance with this purpose, a cross-sectional research study has been performed in Istanbul/Turkey with the participation of 229 employees from various companies in the service sector in Istanbul, Turkey. The findings of the research show that trust in organization and trust in leader had significant positive impacts on innovative work behavior (β = 0,465; t=7,914; p =, 000 and β = 0,503; t= 8,779; p =, 000). Thus, the proposed hypothesis 1 and hypothesis 2 of the study were supported. In addition, resistance to change had a mediator role in the relationship between trust in organization/leader and innovative work behavior (β=.056; LLCI=.0221; ULCI=.0990 and β=.050; LLCI=.0190; ULCI=.0892; respectively). Therefore, the proposed hypothesis1a and hypothesis 2a of the study were supported. [ABSTRACT FROM AUTHOR]

In this study, the relationship between the levels of participation of hospital staff in health reforms and perceived performance levels were investigated. The data attained from 274 participants were evaluated. The level of participation of health professionals in health reforms was 3.23 and the level of perceived performance was found to be 3.91. When evaluated at the point that 5 represents the highest level, these average scores may be indicative of moderate performance and participation in reforms. It was concluded that there is a relationship between the level of participation in health reforms and performance (r = 0.563, p < 0.01). [ABSTRACT FROM AUTHOR]

This study aims to determine the mediating role of organizational culture in the relationship between organizational change and task performance of lean hospitals. Also, the relationships among organizational change, organizational culture, and task performance variables were aimed to be determined in the research. Three main hypotheses were determined based on the research model. The structural equation model was performed to test hypotheses using the survey data received from 300 employees of two lean hospitals operating in Turkey. In terms of the relationship between organizational change and organizational culture, there is a positive relationship between adhocracy-clan culture and institutional policy in change, outcomes of change, and management style in change, while there is no significant relationship between resistance to change and adhocracy-clan culture. In terms of the relationship between organizational culture and task performance, there is a positive relationship between adhocracy-clan culture and task performance, while there is no significant relationship between market and hierarchy cultures and task performance. Adhocracy-clan culture has a mediating role in the significant relationship between institutional policy and outcomes of change and task performance, while market and hierarchy cultures not having a mediating role. As a result of the analysis, it has been revealed that organizational culture has a partial mediating role in the causality relationship between organizational change and job performance in lean hospitals. [ABSTRACT FROM AUTHOR]

The article reports that study on the effects of discriminatory job loss (DJL) on professionals and the coping strategies they use to overcome this hardship at the example of the mass purge of academics from Turkish universities and research institutes following political tension in 2016. It explores how the politicization of contemporary universities led to discriminative job loss in academia and how academics are coping with the adverse effects.

Objective: Although, childhood cancer was considered as a deadly disease in the past, now it is considered as a life-threatening chronic disease if diagnosed early. The present study evaluates how much the symptoms of childhood cancers are recognised by the physicians in Istanbul, Turkey. Materials and Methods: The objective of the study and the questionnaire form was explained to participants and they were asked whether they would like to take part in the study. The questionnaire composed of two sections: 1. Investigated the sociodemographic characteristics of the physicians and 2. Investigated the knowledge of the physicians on childhood cancers (leukaemia, solid tumour, common questions). The physicians were given 2 points for every correct answer; wrong answers and answers such as "I have no idea" were scored 0 points. Based on the correct answers given by all participants, the medians for every question group were calculated. The measure of success was 75 percentile, which was calculated for each question group considering these median values. Results: Examining the percentages of the correct answers to the questions, the best known were the leukaemia questions (74.6%) and the less known were the solid tumour questions (57.1%). The physicians younger than 33 years, which was the mean age, gave better answers to the leukaemia questions and the common questions. When the academic titles of participants were grouped as pediatricians and other physicians, the leukaemia, solid tumour, common group and total points showed statistically high significant differences. Conclusion: Our study has revealed the need of our country for training programs aimed at increasing the awareness of general practitioners working in primary health care institutions, as these institutions are the first reference centers for the pediatric patient population. Childhood cancer awareness must be improved by implementing training programs which in turn will lead to early diagnosis and referral to an appropriate specialist. [ABSTRACT FROM AUTHOR]

Drawing from conservation of resources theory, we contend that motivation (job engagement) fully mediates the relationships between hope and human capital (antecedents) and task performance. We also propose that job engagement provides an interesting explanation for organizational citizenship behaviours (OCBs) that differs from the explanation provided by human capital. Using triad data collected from 170 employees, their supervisors, and their peers at 15 different business organizations in Turkey across four waves, we find that the associations of hope and human capital with task performance occur through job engagement. Interestingly, one path (human capital–job engagement–task performance–OCBs) provides a chain of positive associations that can explain OCBs, whereas another path (human capital–OCBs) has a direct, negative association with OCBs. The results suggest that the motivational value of job engagement leads to improvement in the task performance and OCBs of individuals who are full of hope and have high human capital. Practitioner points: Practising managers should invest in hiring, training, and retaining individuals with high levels of hope and human capital to enhance job engagement in the workplace because such individuals conserve their resources to engage in their job.Job engagement in role A (task) contributes to role B (OCBs) because high accomplishment in task performance generates positive emotions, which lead to high achievement in OCBs. Therefore, practising managers should allow their subordinates to allocate their resources to addressing their multiple roles in the order of the importance that they assign to these roles because employees' resources, energy, time, and attentional capacities are limited. [ABSTRACT FROM AUTHOR]

Aim: This study aimed to evaluate nurses' ability to evaluate ethical violations to hypothetical case studies involving social media use. Background: Inappropriate use of social media necessitates health institutes, academic institutes, nurses and educators to consider occupational ethical principles while creating a policy and guide on the usage of social media. Method: The data were collected confidentially from the nurses working at a university hospital in Turkey, using the Personal Information Form and the Ethic Case Form. The study was carried out using descriptive and inferential analysis. Findings: Analysis of the data showed that the majority of the nurses had received training in ethics, used WhatsApp social media application most often, spent less than an hour a day on social media platforms and used social media to follow daily posts. Analyses of the ethical case evaluations showed that nurses' level of education and ethics training status was influential on their Case 1 evaluations and the length of time they had worked was effective in Case 2 evaluations. When Case 3 evaluations of nurses were analysed according to ethics training, statistically significant differences were found. The analyses of the Case 4 and Case 5 evaluations showed that no statistically significant differences were found according to nurses' descriptive characteristics. Conclusion: The study determined that education level, ethical training status, the source of ethics training and the duration of their work in the profession were effective regarding the case evaluation of the nurses. Implications for nursing and health policy: Nursing policymakers, educators, administrators and clinicians need to cooperate in the development of ethical awareness and creation of solutions to violations, the preparation of guidelines for social media use. [ABSTRACT FROM AUTHOR]

Background: Violence against women maintains its importance. Nursing and midwifery students should be able to identify symptoms of violence against women. Healthcare providers have received insufficient education, either before or after graduation, for identifying violence cases and for dealing with interfamilial violence against women. Aims: This study is conducted to identify nursing and midwifery students' ability to recognise symptoms of violence against women. Methods: This cross-sectional study included nursing and midwifery students attending the Ege University, School of Nursing, the Celal Bayar University, Health School of Higher Education and Health School of Izmir Atatürk (N = 557). The convenience sampling method was used. There were 114 students who declined to participate in this study as they did not want to answer questions about violence (n = 443). Results: It was determined that 94.6% of the students were knowledgeable about violence against women. The scores obtained by students from the physical symptom sub-dimension were 8.35 ± 1.65 and from the emotional symptom sub-dimension were 11.97 ± 2.19. The total scores obtained from the scale were 20.32 ± 3.14. A statistically significant difference was found between students' age, gender, nursing or midwifery section, being subjected to violence, receiving violence awareness training and reporting violence in the sub-dimensions and total scores of the scale (p < 0.05). Impact Statement: Having knowledge and self-confidence increased students' awareness in identifying the symptoms of violence. Conclusion: The participant's limited ability to identify symptoms of violence is thought to result from inadequate emphasis on violence issues in the curricula. Greater emphasis should be placed on violence issues in curricula to guide students as future health care professionals. [ABSTRACT FROM AUTHOR]

This study analyzes the effects of anxiety and avoidance attachment styles on job performance and the mediating role of general self-efficacy. The study population is composed of top- and mid-level hotel managers in Turkey. While the anxiety attachment style is found to have a negative effect on job performance, the avoidance attachment style is not found to have any significant effect on job performance. Anxiety/avoidance attachments are determined to have a negative effect on general self-efficacy. In addition, it reveals that anxiety/avoidance attachment styles have an indirect effect on job performance through self-efficacy. [ABSTRACT FROM AUTHOR]

Objective: COVID-19 forced the entire world to close all borders yet to work together to contain the pandemic. One dimension of this joint work is sharing medical supplies, promising medications, and diagnostic tools. From the start of the pandemic, one difficulty was to obtain reliable diagnostic tools for this new virus that produces the results in a reasonable time window. We bring a new angle to this strife to increase the performance of a given diagnostic test. Material and Methods: In this research, we worked on improving the performance of the RT-PCR (Real Time-Protein Chain Reaction) COVID-19 diagnostic test. By obtaining the number of tests conducted and number of positive COVID-19 cases reported by the Ministry of Health of Turkey, using the Bayes' Rule, we predicted the prevalence, the number of false positives and number of false negatives, and we proposed several new testing strategies to improve the COVID-19 test. Results: We first presented the single test results. Then we showed that strong negative testing strategies would control the false negative successfully while inflating the false positives. On the other hand, strong positive testing strategy controls the false positives very well while inflating the false negative significantly. Following these results, we have also shown that three-test consensus call strategy perform the best in controlling both false negative and false positive rate. Conclusion: To contain COVID-19 or similar epidemics or pandemics, we propose a three-test consensus call strategy, which finds a reasonable balance between false positives and false negatives. [ABSTRACT FROM AUTHOR]

Aims: To examine the role of thriving in the relationship between mindfulness and contextual performance. Background: Thriving has been known as one of the most important components in the professional development of nurses. Previous studies have also shown that mindfulness and contextual performance have an effective role in workplace. Yet, we still know relatively little about the underlying mechanisms that explain the relationship among mindfulness, thriving and contextual performance in a nursing context. Methods: Data were collected from nurses from various hospitals in Turkey (N = 398). We used the structural equation model to test the mediation model. Results: Empirical results indicate that thriving mediates the link between employee mindfulness and contextual performance. Conclusions: This study contributes to the existing literature on thriving by explaining the mediating mechanisms through which mindfulness affects contextual performance and provides implications for practitioners by showing that employees with higher levels of mindfulness engage in more extra‐role behaviours when their thriving is high. Implications for Nursing Management: Managers should pay attention to finding ways to improve mindfulness and thriving in organisations in order to increase nurses' contextual performance. [ABSTRACT FROM AUTHOR]

The aim of this study is to investigate the relationship between paternalistic leadership, ethical climate and performance among health staff. The implementation part of the study has been carried out on the health staff working in a public hospital taking place in the city of Kırıkkale (Turkey).The data attained from 460 participants have been assessed. As a result of the analyses; relationships between paternalistic leadership and dimensions of ethical climate (egoism, benevolence, principle climate) were positive and significance. In addition to, both the relationship between ethical climate dimensions and performance and between paternalist leadership and performance was significance. [ABSTRACT FROM AUTHOR]

In this study, it is searched the relationship between the organizational climate for innovation and innovative work behavior of the employees in the ICT "Information and Communication Technology" sector in Turkey. According to the findings of this study, positive innovative climate in the organization has a significant and positive effect on the innovative work behavior of the employees whereas, negative innovative climate in the organization has a negative impact on the innovative work behavior of the employees. Resource supply for the innovation in the organization has also a significant and positive effect on the innovative work behavior of the employees. However this effect is relatively weaker than the effect of the positive innovative climate in the organization. [ABSTRACT FROM AUTHOR]

Mobbing is one of the biggest problems that individuals may face in business life. Individuals are exposed to negative behaviors in the work environment, and these negative attitudes wear out and leave traces that are very difficult to repair. The concept of mobbing, with the stress of the business life, has become a very common concept in working life. Therefore, the need to examine this concept in the context of the studies has emerged. The aim of this study is to examine graduate theses written at this point to determine the health field in Turkey related to mobbing and make proposals to create a reference. In this study, the graduate theses about mobbing in the field of health between 2000-2019 published in the database of Turkish Council of Higher Education National Thesis Center (YÖKTEZ) were examined and evaluated within the scope of various variables. During these years, a total of 31 theses were examined, of which 29 were master's and 2 were doctoral theses. In this assessment, it is mainly focused on determining how the health sector, one of the most affected sectors in the competitive environment, is affected. [ABSTRACT FROM AUTHOR]

Aim: This study was carried out in order to determine professional self-concept and professional values in the students, who were studying in the final year of the nursing department in schools providing undergraduate education in the Inner Anatolia Region. Method: This cross-sectional study was conducted on a total of 619 senior students of nursing departments in the Inner Anatolia Region. Data were collected using a Student Information Form, Professional Self-Concept Scale for the Student Nurses, and The Nurses' Professional Values Scale. Descriptive statistics, the Shapiro–Wilk test, the t -test, analysis of variance, and the Bonferroni tests were used for data analysis. Ethical Considerations: A written consent was obtained from Ethics Board of Erciyes University Faculty of Medicine and from nursing schools participating in the study. Prior to data collection, students were informed about the purpose of the study and gave written and verbal consents. Participation in the study was on voluntary basis. Findings: In the study, students' total and sub-dimension scores from the Professional Self-Concept Scale for the Student Nurses and total scores from the Nurses' Professional Values Scale were moderately high. It was detected that women received higher scores than men from the sub-dimension of professional attributes; the students who had positive perception of the nursing image and voluntarily selected their department received high scores from professional satisfaction, professional competence, and professional attributes sub-dimensions of the Professional Self-Concept Scale for the Student Nurses (p < 0.001). Implication: In order to improve students' perceptions of professional self-concept and professional values, it is thought that students' awareness should be increased on these topics. [ABSTRACT FROM AUTHOR]

This study examines the relationships between of nurses' perception of their authentic leadership, intention to quit, and employee performance. The implementation part of the study was conducted with nurses working in a public hospital in the city of Yozgat, Turkey. The data were collected in December 2017 from 189 participants. The results of the analyses showed that relationships between authentic leadership dimensions and intention to quit were not significant. While the all dimensions of authentic leadership explained 6.8% of the variance for the employee performance; explained 3.7% of the variance for the intention to quit. According to these results, improving authentic leadership perception of nurses will improve nurse performance. [ABSTRACT FROM AUTHOR]

Objective: In Turkey, physicians are obliged to serve in forensic events when needed as per the Forensic Medicine Law and to report the forensic cases to the pertinent healthcare professionals as per the Turkish Penal Code, Article 280. Forensic reports are legal documents demanded by judicial authorities, providing information on the medical condition of the forensic cases, encompassing answers to the questions to be probed by judicial authorities regarding the forensic event, and also presenting the remarks and opinions of the physician. The aim of this study was to investigate the knowledge base, attitudes, and views regarding forensic reports in the medical students enrolled in the last grade of medical education at Dicle University Medical School and the general practitioners doing specialty training at Dicle University Medical School Hospital. Methods: The universe of this cross-sectional descriptive study included all the students enrolled in the last grade of medical education at Dicle University Medical School and the general practitioners doing specialty training at Dicle University Medical School Hospital. Data collection was achieved by a questionnaire consisting of 8 multiple-choice items probing the sociodemographic characteristics of the participants and 20 multiple-choice items probing their knowledge base, attitudes, and views regarding forensic reports. Data were evaluated using SPSS 22.0 for Windows. Results: The participants comprised 175 (65%) general practitioners and 94 (35%) students. Mean age was 29.4±3.83 years in the general practitioners and 24.7±1.62 years in the students. The general practitioners included 120 (69%) men and 54 (31%) women and the students included 65 (69.1%) men and 29 (30.9%) women. The results indicated that 115 (65.7%) of the general practitioners and 83 (88.3%) of the students indicated that they felt incompetent in the realm of forensic medicine. Moreover, 59 (33.7%) of the general practitioners and 69 (73.4%) of the students declared that they had no idea regarding the legal effects of the forensic reports prepared by physicians, 39 (22.3%) of the general practitioners and 2 (2.1%) of the students declared that they had complete knowledge about this effect, and 77 (44.0%) of the general practitioners and 23 (24.5%) of the students declared having limited knowledge. On the other hand, regarding the validity period of provisional forensic reports, 45 (25.7%) of the general practitioners and 66 (70.2%) of the students indicated that they heard this report for the first time. Conclusion: Forensic reports have a strong potential to influence the verdicts and punishments decreed by courts. Moreover, incomplete or erroneous forensic reports may aggrieve the individuals or the convicts being examined by a physician, thereby weighing legal and penal burdens on the physician, and ultimately leading to increased judicial workload, prolonged judicial process, and wrongful judgement. For these reasons, both physicians and physician candidates should prepare forensic reports in due form and should be well acknowledged about how to do prepare them and also should have full knowledge about the legal burden imposed on them by these reports as well as the legal effects of the reports. Unquestionably, the best way to eliminate these problems is to provide training for these professionals regarding forensic reports. Therefore, the aspects of forensic medicine within the undergraduate medical education should be enhanced, widespread and regular training activities should be performed in almost all cities, and guidelines for preparing forensic reports should be publicized. [ABSTRACT FROM AUTHOR]

Aim: In many studies, the relationship between postural status and temporomandibular disorders (TMD) have been investigated, however there is no consensus on this regard. The aim of this study was to investigate the relationship between postural irregularities forward head posture (FHP) and different shoulder levels (DSL) and TMD prevalence in different dentition stages. Materials and Methods: This study, which included children between 4 and 14 years of age attending public schools in Ankara, was planned as a cross-sectional study. Temporomandibular joint (TMJ) was examined intra- and extra-orally. After the examination, the relationship between TMD and body posture (FHP and DSL) was investigated. For statistical analysis, chi-square test and Fisher’s exact test were used with significance level of p<0.05. Results: FHP and DSL were statistically related to TMD (p<0.05). In primary dentition, there was no significant relation between FHP and TMD, however, DSL were found to be significantly related to TMD (p<0.05). In mixed dentition, both of these parameters were statistically related to TMD (p<0.05). However, in the permanent dentition, there was no relationship between body posture and TMD. Conclusion: Since there is a strong correlation between postural irregularities and TMD especially in the mixed dentition stage, TMJ and postural status of pediatric patients should be examined as early as possible in the stages of the life. In this regard, the awareness of pediatricians and pediatric dentists to this matter needs to be improved. [ABSTRACT FROM AUTHOR]

Objectives: The aim of this study was to increase knowledge and skills regarding occupational health surveillance and research in professionals. Methods: Following the Analysis, Design, Development, Implementation, and Evaluation model, several training modules have been designed and implemented in the course of 2016. Evaluation forms were distributed to 42 participants before the start and after each training module to measure changes in knowledge, skills, and self-efficacy. Results: The majority of the participants were satisfied and found the training relevant and interesting for adult learners. The level of self-efficacy increased after the trainings. Females and occupational physicians displayed higher scores than men and other disciplines. After I year, the self-efficacy level decreased, but the level was still substantially higher than before the training. Conclusions: Feedback on the implemented training program was favorable. Participants were able to acquire and apply competencies in the subject matter at short and long term. [ABSTRACT FROM AUTHOR]

Aim: To determine the effect of a Web‐Based Diabetes Training Program (WB–DTP) on the diabetes‐related knowledge, attitudes, and skills of health professionals. Methods: This was an experimental pretest–post‐test with a 1 month follow‐up study design that included a control group. The results of the power analysis suggested that 50 individuals with diabetes should be in both the intervention and the control groups. The WB–DTP was developed in accordance with the Effective Teaching Instruction Model.. Measures included the information form, Achievement Test (AT), Diabetes Attitudes Scale (DAS), and skill observation forms. The Wilcoxon's Signed Rank test, Mann–Whitney U‐test, and Friedman test were used to analyze group differences on these measures. Results: There was a significant difference between the AT post‐test and the follow‐up test scores of the intervention and control groups. No significant difference was present for the DAS post‐test and follow‐up scores between the intervention and control groups. A significant difference emerged on the Insulin Injection Skill Observation Form score between the intervention and control groups. In addition, there was a significant difference in the measurement level of blood glucose by the Glucometer Skill Observation Form between the intervention and control groups. Conclusions: As a result, it was determined that the WB–DTP is effective in increasing the diabetes‐related knowledge and skills of healthcare professionals. However, the program was not adequate at increasing the diabetes‐related attitudes of health professionals. [ABSTRACT FROM AUTHOR]

Aim: The aim of this study was to determine the effect of a course on violence against women on the attitudes of student midwives and nurses towards violence against women and their abilities to recognize the signs of violence. Methods: This study used a pretest‐posttest quasi‐experimental design with experimental and control groups and was conducted with student midwives and nurses. Results: The results indicated that the difference between pretest and posttest scores averaged across three scales was statistically significant for students in the experimental group (P < 0.001) and not statistically significant for students in the control group (P > 0.05). Practice Implications: The traditional attitudes of students who enrolled in the course on violence against women decreased, and their levels of knowledge of signs of violence increased. [ABSTRACT FROM AUTHOR]

Aim: The purpose of this study was to determine the mediating role that work alienation has in the effect of loneliness at the workplace on nurses' job performance. Background: The literature includes no research on the relationship between nurses' workplace loneliness, work alienation and job performance. The study used work alienation as a mediating variable, which adds to the originality of the study. This study was carried out to contribute to relevant field research. Methods: The study used a cross‐sectional research design and surveyed 138 nurses working in a public hospital in Turkey. The data were analysed using descriptive statistical methods, Pearson correlation analysis and the PROCESS macro Model 4 in the regression analysis. Results: Workplace loneliness has a negative effect on job performance. This negative effect is magnified when work alienation is used as a mediating variable. Conclusion: Nurses' loneliness at the workplace and work alienation leads to a decline in their job performance. Implications for Nursing Management: Nursing managers should take into consideration that nurses' feelings of workplace loneliness and alienation can reduce the nurses' job performance. When managers create formal and informal support networks, it can reduce nurses' negative feelings of loneliness and alienation. Thus, helping nurses to perform better at work. [ABSTRACT FROM AUTHOR]

Objective: Several factors influence the perception of medical school students regarding the concept of medical educator. The most important of these is the medical educators in the faculty where they are studying. In this context, in this research, it was aimed to determine the qualifications of 'ideal medicine educator' in the cognitive structures of the students and to design a model according to these qualities. Methods: In this research designed by exploratory pattern from mixed methods, 217 students who are attending different grades in the medical faculty of a state university in the Central Anatolia Region include the study group. The data were obtained through the 'repertory grid', which is one of the structured interview techniques. Content analysis and grid similarity formulas were used in the analysis of the data. Results: Findings indicate that there are 1,627 valid cognitive structures (only positive qualities) representing ideal medical educator qualities, and that these structures are separated into 5 major and 24 subcategories. The first three most frequently repeated cognitive structures are classroom management skills, compassion and assessment and evaluation skills. The main categories constitued by being classfied cognitive fiction are pedagogical competence, individual maturity, communication skills, innovative spirit / aversion and other characteristics. Conclusion: The results revealed that the nature of the medical educator should be explained as a whole rather than just a few qualities. These qualities vary from the teaching profession to the dominance of the field (medical) knowledge, from courtesy and sincerity. Based on the qualities obtained in the research, the „Circular Medical Educator Model' consists of six components and each of the 24 components related to each other. Each component is separated into its own structure. The two most important essential qualities of the medical educator in the model are 'Pedagogical Competence' and 'Individual Maturity'. The created circular model allows to evaluate the medical educator as a whole and all components and structures can be used to explain the qualities of medical educators in a systematic relationship pattern. [ABSTRACT FROM AUTHOR]

Background: Professional nurses provide holistic healthcare to people and deal with patients closely. Furthermore, patients need nurses to do self-care and patients trust them for their treatments. Therefore, trust is extremely important in a professional care relationship and in satisfactory patient outcomes. Objective: The aim of this study was to examine the patients' views on the trust status toward nurses and the factors important for the development of trust in a nurse-patient relationship. Research design: This research was planned as a descriptive cross-sectional study. Participants and research context: The study was carried out between April and July 2014 at the oncology hospital of a university in Ankara, Turkey. The sample size was calculated by power analysis and was composed of 356 inpatients diagnosed with cancer. For data collection, a questionnaire and the "Trust in Nurses Scale" were used. From the hospital and written informed consent obtained from participating patients: Approval from the University Clinical Research Ethics Committee was obtained. Written approval was obtained from the hospital and consent letter from the patients. Findings: The average score on the scale was 24.5 ® 3.9, meaning that patients had a high level of trust toward nurses in this hospital. The patients who were in the 50-59 age group and men had statistically higher scores compared with other groups. Patients' answers revealed that themes of "Personal and Professional Characteristics" were important when developing trust, however "Mistreatment, Professional Incapability, and Communication Problem" were important causing mistrust toward the nurses. Conclusion: In this study, the nurses' professional competencies and interpersonal caring attributes emerged as most important in developing trust. This study paid attention to the values and attitudes that develop patients' trust toward nurses. Moreover, the findings raise ethical questions about how the patients' basic rights are to be protected and how their trust level can be heightened. Nurse managers need to assess continuously how trust toward nurses is developed, protected, and maintained in their institutions. [ABSTRACT FROM AUTHOR]

Background: Participation of young people in the care of older people will provide important contributions to improving older people's health. Methods: This qualitative case study was conducted to clarify the possible difficulties and experiences of student interns at the Blue House Alzheimer's Center for Alzheimer's Patients and Families. Data were collected by focus group interview. Results: It was seen that all students who practice at the Blue House Alzheimer's Patient and Patient Relatives Center willingly choose the gerontology profession. Gerontology is a new field in Turkey and the increasing number of older people leads students to gravitate towards this profession. Students who participated in the present study stated that internship at the nursing home is different to internship at the Alzheimer's care center, and it is much more difficult to empower individuals with dementia. Students stated that they had difficulty constantly meeting patients suffering from dementia, teaching an activity over and over again, caring for patients who constantly talk about their memories of past professional life, the theoretical and practical differences in caring for Alzheimer's disease patients, and the fear of one day suffering from dementia themselves. Conclusion: In the most energetic years of their life, incorporating students into the care of Alzheimer's disease patients increased their knowledge and care skills. [ABSTRACT FROM AUTHOR]

Aim: To define the attitudes of nurses working in public hospitals towards the employment of internationally educated nurses. Background: The employment of internationally educated nurses is expected to be an important strategy for solving the nursing shortage in Turkey and many other countries. Methods: This descriptive and cross-sectional study was conducted with nurses working in seven public university hospitals in different geographical regions of Turkey in September 2015. The data were collected from 1061 nurses in these hospitals using a self-report questionnaire. Data analysis was performed using descriptive statistics, t-test and the Mann-Whitney U test. Results: The participants generally did not have positive attitudes towards the employment of internationally educated nurses citing the possibility of experiencing cultural and professional difficulties. They also indicated that the employment of internationally educated nurses is not a real solution for the nursing shortage unless working conditions for nurses are improved. However, younger nurses have more positive attitudes towards employment of internationally educated nurses than older ones. Implications for nursing policy: Defining the attitudes of the nurses working in clinical fields towards the employment of internationally educated nurses is an important issue, because it provides data for reviewing the existing policies and evaluating the possible issues that require attention during implementation of these policies. Policymakers may focus on both creating better working environment conditions and helping both the native and internationally educated nurses during the recruiting process. [ABSTRACT FROM AUTHOR]

Background: Objective measurement of the job performance of nursing staff using valid and reliable instruments is important in the evaluation of healthcare quality. A current, valid, and reliable instrument that specifically measures the performance of nurses is required for this purpose. Purpose: The aim of this study was to determine the validity and reliability of the Turkish version of the Job Performance Instrument. Methods: This study used a methodological design and a sample of 240 nursesworking at different units in four hospitals in Istanbul, Turkey. A descriptive data form, the Job Performance Scale, and the Employee Performance Scale were used to collect data. Data were analyzed using IBM SPSS Statistics Version 21.0 and LISREL Version 8.51. Results: On the basis of the data analysis, the instrument was revised. Some items were deleted, and subscales were combined. Conclusions/Implications for Practice: The Turkish version of the Job Performance Instrument was determined to be valid and reliable to measure the performance of nurses. The instrument is suitable for evaluating current nursing roles. [ABSTRACT FROM AUTHOR]

Aims and objectives To investigate the self-concept in nurse managers in Turkey and the effects of certain variables on professional self-concept. Background Professional self-concept plays a significant role in improving certain professional behaviours. Nursing managers have the potential to influence other members of the profession with their attitudes and behaviours. Design The study was designed as a cross-sectional descriptive study. Methods This study was conducted with 159 nurse managers in nine different hospitals. The study data were collected with a Personal Information Form and Professional Self-concept Nursing Inventory, and the data analysis was accomplished with descriptive statistics, Cronbach's alpha coefficients and Chi-squared Automatic Interaction Detector analyses. Results The professional self-concept score of nurse managers was 3·33 ( SD = 0·308). Professional competence subdimension had the highest scores, while professional satisfaction subdimension had the lowest. The types of hospital were found to be influential on professional self-concept. Conclusion The types of hospital were reported to influence the professional self-concept of nurses. Relevance to clinical practice Nursing managers are visionaries who can potentially influence nursing practices and decisions. Nursing leaders must monitor and administer strategies to improve their professional self-concept. [ABSTRACT FROM AUTHOR]

Fatigue negatively affects the performance of intensive care nurses. Factors contributing to the fatigue experienced by nurses include lifestyle, psychological status, work organization and sleep problems.~Background~Background~To determine the level of fatigue among nurses working in intensive care units and the related factors.~Objective~Objective~This descriptive study was conducted with 102 nurses working in intensive care units in the West Black Sea Region of Turkey. Data were collected between February and May 2014 using a personal information form, the Visual Analogue Scale for Fatigue (VAS-F), the Hospital Anxiety and Depression Scale and the Pittsburg Sleep Quality Index.~Methods~Methods~The intensive care nurses in the study were found to be experiencing fatigue. Significant correlations were observed between scores on the VAS-F Fatigue and anxiety (p=0.01), depression (p=0.002), and sleep quality (p<0.001).~Results~Results~Anxiety, depression and quality of sleep were significantly affected by the intensive care nurses' levels of fatigue. These results can be of benefit in taking measures which may be used to reduce fatigue in nurses, especially the fatigue related to work organization and social life.~Conclusion~Conclusions [ABSTRACT FROM AUTHOR]