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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]

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]

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.