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Background/Objectives: Emotional intelligence may help nurses to cope with demanding work environments where the need to improve the quality and safety of the care provided, as well as the care of the chronically ill, prevails. Although it is well known that emotional intelligence is positively related to work performance, the literature on nurses is limited. The aim of our study was to examine the impact of emotional intelligence on work performance in a sample of nurses in Greece. Methods: We conducted a cross-sectional study with 318 nurses. We collected data from a convenience sample of nurses during January 2024. Since we conducted an online survey through social media, our sample could not be representative of all nurses in Greece. For instance, older nurses may be underrepresented in our study due to limited access on social media. We measured emotional intelligence with the Trait Emotional Intelligence Questionnaire-Short Form (TEIQue-SF) and work performance with the Individual Work Performance Questionnaire (IWPQ). We created multivariable linear regression models adjusted for sex, age, educational level, and work experience. We followed the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. Results: We found that the four streams of emotional intelligence (i.e., well-being, self-control, emotionality, sociability) increased nurses' work performance. In particular, we found a positive relationship between well-being and task performance (adjusted beta = 0.210, 95% CI = 0.140 to 0.281, p-value < 0.001) and contextual performance (adjusted beta = 0.135, 95% CI = 0.050 to 0.221, p-value = 0.002). Similarly, there was a positive relationship between self-control and task performance (adjusted beta = 0.136, 95% CI = 0.030 to 0.241, p-value = 0.012). Additionally, sociability increased task performance (adjusted beta = 0.223, 95% CI = 0.151 to 0.295, p-value < 0.001) and contextual performance (adjusted beta = 0.198, 95% CI = 0.111 to 0.286, p-value < 0.001). Moreover, emotionality (adjusted beta = −0.198, 95% CI = −0.319 to −0.076, p-value = 0.002) and sociability (adjusted beta = −0.133, 95% CI = −0.221 to −0.044, p-value = 0.003) reduced counterproductive work behavior. Conclusions: Our multivariable models identified a positive impact of emotional intelligence on nurses' work performance. Nurse managers and healthcare organizations should adopt appropriate interventions to improve nurses' emotional intelligence. Enhancing emotional intelligence among nurses can improve work performance and, thus, healthcare outcomes. Moreover, higher levels of emotional intelligence may empower nurses' compassion and resilience, fostering a supportive work environment. In this context, the well-being of both nurses and patients may improve. [ABSTRACT FROM AUTHOR]

Background: Quiet quitting has emerged during the COVID-19 pandemic and its consequences for healthcare organizations and services have been expected. Objective: To identify levels of quiet quitting among clinical nurses in Greece. Moreover, we examined the impact of demographic and job characteristics on quiet quitting. Methods: We conducted an online cross-sectional study in Greece. We collected our data in February 2024. We obtained a convenience sample of nurses who have been working in clinical settings. We used the "Quiet Quitting" Scale (QQS) to measure levels of quiet quitting among nurses in our study. Moreover, we measured gender, age, educational level, job sector, understaffed workplace, shift work, and years of clinical experience. Results: Applying the suggested cut-off point we found that seven out of ten nurses (68.2%, n=620) can be considered as quiet quitters, while three out of ten (31.8%, n=289) can be considered as non-quiet quitters. We found that males experienced higher levels of quiet quitting than females (adjusted coefficient beta = 0.216, 95% CI = 0.093 to 0.339, p-value = 0.001). Additionally, shift workers (adjusted coefficient beta = 0.182, 95% CI = 0.091 to 0.272, p-value < 0.001) and nurses who have been working in understaffed workplaces (adjusted coefficient beta = 0.134, 95% CI = 0.006 to 0.262, p-value = 0.040) showed higher levels of quiet quitting. Decreased years of clinical experience were associated with increased quiet quitting (adjusted coefficient beta = -0.008, 95% CI = -0.012 to -0.004, p-value < 0.001). Conclusions: In our sample, nurses reported high levels of quiet quitting. Gender, shift work, an understaffed workplace, and clinical experience had an impact on quiet quitting. Healthcare organizations and managers should pay attention to quiet quitting in order to improve nurses' productivity and patients' outcomes. [ABSTRACT FROM AUTHOR]

Background: The COVID-19 pandemic has caused an unprecedented health, social and economic crisis worldwide, as the SARS-CoV-2 virus has managed to cause a major threat with significant morbidity and mortality in certain population groups. The risk of the virus is exacerbated by its easy transmission and continued spread, despite multilevel interventions, extensive containment measures and vaccination. Vaccine hesitancy refers to a person's reluctance, delay in accepting or even refusing to be vaccinated despite available vaccination services. Objective: To investigate the factors that influence health professionals and students of health sciences to accept, or not, a booster dose of a COVID-19 vaccine. Sub-objectives were to assess vaccine hesitancy, and specifically those of booster doses, and the presentation of views and attitudes in the above population groups. Methods: The relevant bibliography was searched electronically in scientific databases such as PubMed, Embase, Cochrane Library and Scopus until August 2023. The main selection criteria were mainly descriptive studies, published in English and Greek. The subjects were human over 18 years old. The time frame of this search was the last four years. Results: From the results of the systematic review, it was shown that many different factors influence the intention of both healthcare workers and students, as well as those in the general population, to accept a COVID-19 booster dose vaccine. At the same time, the health professionals and students of different countries and continents -that were studied- present diverse socio-demographic characteristics that influence their willingness, or not, to be vaccinated. Conclusions: COVID-19 booster doses offer further immunity and reduce severe impacts of the disease, such as hospitalization and death. Since health professionals play a critical role in shaping local communities' attitudes towards vaccines, their beliefs and attitudes play a crucial role. For this reason, it is recommended both training students and healthcare workers via competent institutions, as well as to mobilize and sensitize them, in order to base their attitudes on evidence-based practice. As new technologies and policies are built around COVID-19 vaccines, ongoing testing of their effectiveness, and updated guidelines according to the population group are proven vital to the impact of the disease. Further future studies are necessary. [ABSTRACT FROM AUTHOR]

Background: Innovative behavior and innovation support should be measured with valid tools to better understand employees' attitudes. Aim: To translate and validate the "Innovative Behavior Inventory" (IBI) and the "Innovation Support Inventory" (ISI) in Greek. Methods: Our sample included 328 nurses in Greece. We performed our study during April 2024. We employed the forward-backward method to translate and adapt the IBI and the ISI in Greek language. We examined the construct validity of the scales by performing confirmatory factor analysis. We examined the concurrent validity of the scales using the "Quiet Quitting Scale" (QQS) and the single item burnout measure. We examined the reliability of the scales by calculating Cronbach's alpha. Results: IBI and ISI showed very good psychometric properties. Our confirmatory factor analysis confirmed the six-factor structure of the IBI and the three-factor structure of the ISI. Concurrent validity of the Greek versions of IBI and ISI was very good. We found statistically significant correlations between IBI and QQS (r = -0.540, p<0.001), and single item burnout measure (r = -0.198, p<0.001). We found statistically significant correlations between ISI and QQS (r = -0.313, p<0.001), and single item burnout measure (r = -0.242, p<0.001). Moreover, Cronbach's coefficient alpha for all factors of IBI and ISI was higher than the acceptable cut-off of 0.700. Conclusions: The Greek versions of the "Innovative Behavior Inventory" and the "Innovation Support Inventory" are reliable and valid tools to measure innovative behavior, innovation support and innovation outputs among workers. [ABSTRACT FROM AUTHOR]

Background: Organizational support is crucial to improve workers self-confidence, productivity and creativity. Aim: To translate and validate the "Perceived Organizational Support" (POS) scale in Greek. Methods: Our sample included 114 nurses in Greece. We performed our study during April 2024. We employed the forward-backward method to translate and adapt the POS in Greek language. We examined the construct validity of the POS by performing confirmatory factor analysis. We examined the concurrent validity of the POS using the "Quiet Quitting Scale" (QQS), the single item burnout measure, and the "Global Transformational Leadership" (GTL) scale. We examined the reliability of the POS by calculating Cronbach's alpha. Results: The POS showed very good psychometric properties. Our confirmatory factor analysis confirmed the one-factor structure of the POS. Concurrent validity of the Greek version of the POS was very good. We found statistically significant correlations between the POS and QQS (r = -0.233, p=0.013), and GTL (r = 0.590, p<0.001). We found that the POS had very good reliability since intraclass correlation coefficients for the eight items were higher than 0.798 (p<0.001 in all cases). Moreover, Cronbach's coefficient alpha for the POS was 0.946. Conclusions: The Greek version of the "Perceived Organizational Support" scale is a reliable and valid tool to measure organizational support among employees. [ABSTRACT FROM AUTHOR]

Background: Retirement, as an important transition in life which is characterized by changes at the social, economic and psychological level, is associated with many factors that can contribute to development of psychopathology in later life. Understanding how these risk factors impact health and well-being is expected to highlight opportunities to promote mental health during this transition. Objective: To identify and evaluate literature on the effects of retirement on mental health, life satisfaction, loneliness, and changes in social networks. Moreover, we examined protective and risk factors for mental health and well-being after retirement. Methods: The literature search was performed in Scopus until October 02, 2023, using the following search strategy in all fields: (elderly OR seniors) AND (retirement OR pension) AND (transition) AND (depression OR anxiety OR "mental health" OR socialization OR loneliness). Results: Applying the inclusion criteria, we found 23 studies that investigated both protective and risk factors for postretirement mental health. We found that both involuntary and early retirement were associated with greater risk of reporting major depression and worse perceived health, while positive attitudes toward aging were associated with increased participation in leisure activities after retirement. Other risk factors for developing depressive symptoms were poor working conditions and spousal assistance in activities of daily living. Lastly, the social support network was a protective factor, as it was related to better physical health and less loneliness. Conclusions: Evidence indicated that early and involuntary retirement are possible risk factors for mental health, however the results couldn't support that an extension of working life beyond retirement age would be beneficial. Taking into account the above, we suggest that pension reforms should be adapted according to circumstances such as the country, professional sector, needs and preferences of the population. Therefore, designing a pension policy that would provide flexibility regarding the timing of retirement is expected to be more beneficial compared to the current, age-based pension policies. [ABSTRACT FROM AUTHOR]

Introduction: The prevalence of workplace bullying, job burnout, and turnover intention among nursing staff increased during the COVID-19 pandemic. However, to the best of our knowledge, there are no studies that have measured the relationships among variables of interest after the pandemic. Objective: Our intention is to investigate the effect of workplace bullying on job burnout and turnover intention in nursing staff. Methods: We conducted a cross-sectional study during January–February 2024 in Greece. We obtained a convenience sample of 450 nurses. We used the 22-item Negative Acts Questionnaire-Revised to assess workplace bullying. We measured job burnout with the single-item burnout measure. We measured nurses' turnover intention with a valid 6-point Likert scale. Results: The study sample included 450 nurses with the mean age of 39.1 years (standard deviation [ SD ] = 10.2). The mean workplace bullying score was 7.7 (SD = 2.0), while the mean job burnout score was 7.7 (SD = 2.0). Among our nurses, 57.3% showed a high level of turnover intention. After eliminating confounders, we found that increased workplace bullying (adjusted beta = 0.031, 95% confidence interval [ CI ] = 0.023 to 0.039, p < 0.001) was associated with increased job burnout. Moreover, multivariable logistic regression analysis showed that increased turnover intention was more common among nurses who experienced higher levels of workplace bullying (adjusted odds ratio = 1.057, 95% CI = 1.043 to 1.071, p < 0.001). Conclusion: We found a positive relationship between workplace bullying, job burnout, and turnover intention. Nurse managers, organizations, and policy-makers ought to consider such findings to intervene and decrease workplace bullying by improving working conditions. [ABSTRACT FROM AUTHOR]

Background: Emotional intelligence can improve nurses' interpersonal and coping skills, job performance, and resilience. However, there is a dearth in the literature on whether emotional intelligence affects levels of quiet quitting, turnover intention, and job burnout in nurses. Objective: We examined the relationship between emotional intelligence, quiet quitting, turnover intention, and job burnout. Methods: We conducted a cross-sectional study in Greece with a convenience sample of 992 nurses. We used the following valid tools to measure our study variables: the Trait Emotional Intelligence Questionnaire-Short Form, the Quiet Quitting Scale, and the single item burnout measure. Results: The mean age of our nurses was 42.2 years. After controlling for gender, age, work experience, shift work, and understaffed department, the multivariable linear regression models indicated significant negative relationships between emotional intelligence and quiet quitting, turnover intention, and job burnout. Specifically, self-control reduced detachment, lack of motivation, job burnout, and turnover intention. Moreover, emotionality reduced detachment, lack of motivation, and lack of initiative. Sociability reduced lack of initiative and lack of motivation, while well-being reduced lack of motivation, job burnout, and turnover intention. Conclusion: Emotional intelligence reduced quiet quitting, turnover intention, and job burnout in nurses. Therefore, nurse managers and policy-makers should apply interventions to optimize the emotional intelligence profiles of nurses. [ABSTRACT FROM AUTHOR]

Workplace bullying is common among nurses and negatively affects several work-related variables, such as job burnout and job satisfaction. However, no study until now has examined the impact of workplace bullying on quiet quitting among nurses. Thus, our aim was to examine the direct effect of workplace bullying on quiet quitting and to investigate the mediating effect of coping strategies on the relationship between workplace bullying and quiet quitting in nurses. We conducted a cross-sectional study with a convenience sample of 650 nurses in Greece. We collected our data in February 2024. We used the Negative Acts Questionnaire—Revised, the Quiet Quitting Scale, and the Brief COPE to measure workplace bullying, quiet quitting, and coping strategies, respectively. We found that workplace bullying and negative coping strategies were positive predictors of quiet quitting, while positive coping strategies were negative predictors of quiet quitting. Our mediation analysis showed that positive and negative coping strategies partially mediated the relationship between workplace bullying and quiet quitting. In particular, positive coping strategies caused competitive mediation, while negative coping strategies caused complimentary mediation. Nurses' managers and policy makers should improve working conditions by reducing workplace bullying and strengthening positive coping strategies among nurses. [ABSTRACT FROM AUTHOR]

Nurses have experienced several psychological and work-related issues during the COVID-19 pandemic, including pandemic burnout and job burnout. The aim of this study was to examine the impact of social support and resilience on COVID-19 pandemic burnout and job burnout among nurses. We conducted a cross-sectional study in Greece. The study population included 963 nurses. We measured social support, resilience, COVID-19 pandemic burnout, and job burnout with the Multidimensional Scale of Perceived Social Support, Brief Resilience Scale, COVID-19 Burnout Scale, and Single-Item Burnout Measure, respectively. Nurses received high levels of social support, while their resilience was moderate. Additionally, nurses experienced moderate levels of COVID-19 burnout and job burnout. Increased social support and increased resilience were associated with reduced COVID-19 pandemic burnout. We found a negative relationship between social support and job burnout. A similar negative relationship was found between resilience and job burnout. Social support and resilience can act as protective factors against COVID-19 pandemic burnout and job burnout among nurses. Policy makers should develop and implement appropriate strategies to improve nurses' social support and resilience since they are the backbone of healthcare systems worldwide. [ABSTRACT FROM AUTHOR]

Workplace bullying affects workers' lives, causing several mental and physical health problems and job-related issues. Therefore, a summary of the evidence on the consequences of workplace bullying on workers' lives is essential to improve working conditions. The literature lacks systematic reviews and meta-analyses on the association between workplace bullying and job stress and the professional quality of life of nurses. Thus, we aimed to quantitatively summarize the data on the association between workplace bullying, job stress, and professional quality of life. We performed our study in accordance with the Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines. The review protocol was registered with PROSPERO (CRD42024495948). We searched PubMed, Medline, Scopus, Cinahl, and Web of Science up to 4 January 2024. We calculated pooled correlation coefficients and 95% confidence intervals [CI]. We identified nine studies with a total of 3730 nurses. We found a moderate positive correlation between workplace bullying and job stress (pooled correlation coefficient = 0.34, 95% CI = 0.29 to 0.39). Moreover, a small negative correlation between workplace bullying and compassion satisfaction (pooled correlation coefficient = −0.28, 95% CI = −0.41 to −0.15) was identified. Additionally, our findings suggested a moderate positive correlation between workplace bullying and job burnout (pooled correlation coefficient = 0.43, 95% CI = 0.32 to 0.53) and secondary traumatic stress (pooled correlation coefficient = 0.36, 95% CI = 0.11 to 0.57). Our findings can help nursing managers and policy-makers to draw attention to workplace bullying by implementing effective interventions, so as to reduce the bullying of nurses. [ABSTRACT FROM AUTHOR]

The aim of the study was to examine the impact of moral resilience on quiet quitting, job burnout, and turnover intention among nurses. A cross-sectional study was implemented in Greece in November 2023. The revised Rushton Moral Resilience Scale was used to measure moral resilience among nurses, the Quiet Quitting Scale to measure levels of quiet quitting, and the single-item burnout measure to measure job burnout. Moreover, a valid six-point Likert scale was used to measure turnover intention. All multivariable models were adjusted for the following confounders: gender, age, understaffed department, shift work, and work experience. The multivariable analysis identified a negative relationship between moral resilience and quiet quitting, job burnout, and turnover intention. In particular, we found that increased response to moral adversity and increased moral efficacy were associated with decreased detachment score, lack of initiative score, and lack of motivation score. Additionally, personal integrity was associated with reduced detachment score, while relational integrity was associated with reduced detachment score, and lack of initiative score. Moreover, response to moral adversity was associated with reduced job burnout. Also, increased levels of response to moral adversity were associated with lower probability of turnover intention. Moral resilience can be an essential protective factor against high levels of quiet quitting, job burnout, and turnover intention among nurses. This study was not registered. [ABSTRACT FROM AUTHOR]

Background: Continuous education is crucial to improve nurses' knowledge and keep them update to new information. Aim: To evaluate the effectiveness of an e-learning activity regarding research methodology and fragility fractures in a sample of nurses. Moreover, we investigated the impact of demographic characteristics on knowledge level of nurses. Methods: We conducted a before-after study with a convenience sample of nurses working in different clinical settings. We conducted an e-learning activity regarding research methodology and fragility fractures. We developed 10 questions to assess the knowledge level of nurses before and after the e-learning activity. We created an online form of the questionnaire with Google forms. Our nurses completed the study questionnaire before and after the e-learning activity to assess differences in their knowledge. Additionally, we measured overall evaluation, material evaluation, and educators' evaluation in a scale from 0 to 10 with higher values indicating higher levels of evaluation. Results: Study population included 93 nurses. Among our sample, 86% (n=80) were females and 14% (n=13) were males. Mean age of nurses was 37.1 years, while mean years of experience was 13.6. Percentage of correct answers was improved after the e-learning activity for all questions. Moreover, we found a statistically significant improvement in eight questions (p<0.05) and a marginal statistically significant improvement in two questions (p<0.10). Mean knowledge score before the e-learning activity was 5.5, while after the e-learning activity improved to 7.6 (p<0.001). Conclusions: Effectiveness of the e-learning activity was very high, since nurses improved their knowledge in all fields. Continuous education is essential for nurses to improve their knowledge and thus provide high quality of healthcare especially in fragility fracture patients. [ABSTRACT FROM AUTHOR]

Background: High levels of moral resilience among nurses are crucial to maintain or restore moral integrity in response to moral challenges during their duties. Aim: To translate and validate the revised "Rushton Moral Resilience Scale" (RMRS) in Greek. Methods: We collected data from 316 nurses in Greece during July 2023. We translated the RMRS in Greek applying the forward-backward method and we adapted it in the Greek context. We used three other valid tools to estimate the concurrent validity of the RMRS: "Moral Distress Thermometer" (MDT) to measure levels of moral distress; "Quiet Quitting Scale" (QQS) to measure levels of quiet quitting; single item burnout measure to measure job burnout. We performed confirmatory factor analysis (CFA) to examine the construct validity of the RMRS. Results: We found that the RMRS had excellent reliability since all intraclass correlation coefficients in test-rest reliability analysis were higher than 0.993 and statistically significant (p<0.001). Moreover, Cronbach's coefficients alpha for the response to moral adversity scale, personal integrity scale, relational integrity scale, moral efficacy scale, and total scale were 0.652, 0.795, 0.678, 0.640, and 0.778 respectively. Our confirmatory factor analysis confirmed the four-factors structure of the scale: response to moral adversity, personal integrity, relational integrity, and moral efficacy. Concurrent validity of the Greek version of the RMRS was exceptional since we found statistically significant correlations between the RMRS and MDT, QQS, and the single item burnout measure. Conclusions: The revised "Rushton Moral Resilience Scale" is a reliable and valid tool to measure moral resilience in healthcare workers. [ABSTRACT FROM AUTHOR]

Background: Stressful events occur several times during work among healthcare professionals. Especially, during the COVID-19 pandemic, healthcare professionals have had to deal with a variety of ethical dilemmas causing high levels of moral injury. Aim: To translate and validate the "Moral Injury Symptom Scale-Healthcare Professionals" (MISS-HP) in Greek. Methods: We conducted our study with 345 nurses in Greece during August 2023. We employed the forward-backward method to translate the MISS-HP in Greek. We examined the construct validity of the MISS-HP by performing confirmatory factor analysis. We estimated concurrent validity of the MISS-HP by comparing it with the "Moral Distress Thermometer" (MDT), the "Quiet Quitting Scale" (QQS), and single item burnout measure. Results: We found that the MISS-HP had exceptional reliability since all intraclass correlation coefficients in test-rest reliability analysis were higher than 0.990. Moreover, all correlations were statistically significant (p<0.001 in all cases). Additionally Cronbach's coefficient alpha for the MISS-HP was 0.636. Our CFA confirmed the three-factors structure of the Greek version of the MISS-HP: guilt/shame factor, spiritual troubles factor, and condemnation factor. All model fit indices in CFA were excellent. In particular, x²/df was 1.316, RMSEA was 0.030, GFI was 0.979, AGFI was 0.959, TLI was 0.975, IFI was 0.985, NFI was 0.939, and CFI was 0.984. We found that the concurrent validity of the Greek version of the MISS-HP was very good. In particular, we found statistically significant correlations between the MISS-HP and MDT (r=0.46, p<0.001), QQS (r=0.41, p<0.001), and the single item burnout measure (r=0.11, p<0.04). Conclusions: The "Moral Injury Symptom Scale-Healthcare Professionals" is a reliable and valid tool to measure moral injury among healthcare professionals. [ABSTRACT FROM AUTHOR]

Background: Moral distress occurs when people's moral integrity is compromised by external factors. Healthcare workers experience difficult situations that can increase their moral distress. Aim: To translate and validate the "Moral Distress Thermometer" (MDT) in Greek. Methods: Our study included 142 nurses in Greece. We collected our data during September 2023. We employed the forward-backward method to translate and adapt the MDT in Greek. We examined the concurrent validity of the MDT using the "Moral Injury Symptom Scale-Healthcare Professionals" (MISS-HP), the revised "Rushton Moral Resilience Scale" (RMRS), the "Quiet Quitting Scale" (QQS), and the single item burnout measure. Moreover, we performed a test-retest study to examine the reliability of the MDT. Results: The MDT showed very good psychometric properties. Concurrent validity of the Greek version of the MDT was exceptional. We found statistically significant correlations between the MDT and MIS S-HP (r = 0.51, p < 0.001), RMRS (r = -0.33, p < 0.001), QQS (r = 0.41, p < 0.001), and the single item burnout measure (r = 0.40, p < 0.001). We found that the MDT had excellent reliability since the intraclass correlation coefficient in test-rest reliability analysis was 0.994 (95% confidence interval = 0.991 to 0.996, p-value < 0.001). Conclusions: The "Moral Distress Thermometer" is a reliable and valid tool to measure moral distress among healthcare workers. [ABSTRACT FROM AUTHOR]

Background: Social support is an external factor that can improve individuals' adaptation to stressful life events. Valid tools are necessary to measure social support in the general population. Objective: To translate and validate the "Multidimensional Scale of Perceived Social Support" (MSPSS) in a sample of the Greek general population. Methods: We translated the MSPSS in Greek using the forward-backward translation method. We assessed test-retest reliability, internal reliability, face validity, construct validity, and concurrent validity. First, we calculated intraclass correlation coefficients and Cronbach's coefficient alpha to assess the reliability of the MSPSS. Then, we employed confirmatory factor analysis to assess the construct validity of the MSPSS. Finally, we used the Patient Health Questionnaire-4 (PHQ-4), the Brief Resilience Scale (BRS), the single item burnout measure, and the COVID-19 burnout scale (COVID-19-BS) to assess the concurrent validity of the MSPSS. Results: Intraclass correlation coefficients for the three subscales of the MSPSS (family, friends, and significant others subscales) and the total scale score ranged from 0.862 to 0.914 (p<0.001 in all cases). Confirmatory factor analysis supported the three factors structure (family, friends, and significant others subscales) of the original version of the MSPSS. Cronbach's coefficients alpha for the family, friends, and significant others subscales and the total scale were 0.888, 0.935, 0.935, and 0.941 respectively. Concurrent validity of the MSPSS was perfect since we found statistically significant correlations between the MSPSS and PHQ-4 (r = -0.181, p<0.001), BRS (r = 0.199, p<0.001), single item burnout measure (r = -0.068, p=0.015), and COVID-19-BS (r = -0.136, p<0.001). Conclusions: The MSPSS is a reliable and valid tool to measure social support in the general population. Measurement of social support among individuals is necessary to improve this external psychological factor. [ABSTRACT FROM AUTHOR]

As turnover intention is a strong determinant of actual turnover behavior, scholars should identify the determinants of turnover intention. In this context, the aim of this study was to assess the effect of quiet quitting on nurses' turnover intentions. Additionally, this study examined the impact of several demographic and job characteristics on turnover intention. A cross-sectional study with 629 nurses in Greece was conducted. The data were collected in September 2023. Quiet quitting was measured with the "Quiet Quitting" scale. In this study, 60.9% of nurses were considered quiet quitters, while 40.9% experienced high levels of turnover intention. Multivariable regression analysis showed that higher levels of quiet quitting increased turnover intention. Moreover, this study found that turnover intention was higher among females, shift workers, nurses in the private sector, and those who considered their workplace understaffed. Also, clinical experience was associated positively with turnover intention. Since quiet quitting affects turnover intention, organizations, policymakers, and managers should address this issue to improve nurses' intentions to stay at their jobs. [ABSTRACT FROM AUTHOR]

Introduction: COVID-19 pandemic causes drastic changes in workplaces that are likely to increase quite quitting among employees. Although quiet quitting is not a new phenomenon, there is no instrument to measure it. Objective: To develop and validate an instrument assessing quiet quitting among employees. Methods: We identified and generated items through an extensive literature review and interviews with employees. We carried out the content validity by content experts and we calculated the content validity ratio. We checked face validity by conducting cognitive interviews with employees and calculating the item-level face validity index. We conducted exploratory and confirmatory factor analysis to investigate the quiet quitting scale (QQS) factorial structure. We checked the concurrent validity of the QQS using four other scales, i.e., Copenhagen burnout inventory (CBI), single item burnout (SIB) measure, job satisfaction survey (JSS) and a single item to measure turnover intention. We estimated the reliability of the QQS measuring Cronbach’s alpha, McDonald’s omega, Cohen’s kappa and intraclass correlation coefficient. Results: After expert panel review and item analysis, nine items with acceptable corrected item-total correlations, inter-item correlations, floor and ceiling effects, skewness and kurtosis were retained. Exploratory factor analysis extracted three factors, namely detachment, lack of initiative and lack of motivation, with a total of nine items. Confirmatory factor analysis confirmed this factorial structure for QQS. We found statistically significant correlations between QQS and CBI, SIB, JSS and turnover intention confirming that the concurrent validity of the QQS was great. Cronbach’s alpha and McDonald’s omega of the QQS were 0.803 and 0.806 respectively. Conclusion: QQS, a three-factor nine-item scale, has robust psychometric properties. QQS is an easy-to-administer, brief, reliable and valid tool to measure employees’ quiet quitting. We recommend the use of the QQS in different societies and cultures to assess the validity of the instrument. [ABSTRACT FROM AUTHOR]

Background: Healthcare professionals work in a demanding working environment, due to which they may develop high levels of stress, anxiety and depression. Aims: To evaluate the working life quality of healthcare professionals and investigate the association between stress, anxiety, depression with the working life quality. Methodology: A cross-sectional study was implemented in two primary healthcare centers and in a general hospital in Greece, between January to February 2020. A total of 248 healthcare professionals participated. The Depression, Anxiety and Stress Scale (DASS 21) as well as Professional Quality of Life Scale (ProQOL) were used. Results: Healthcare professionals felt normal stress (10.11), depression (6.69), anxiety (5.10) and appeared to have moderate quality in their working life, which was found to be influenced by their educational level, which when it increases, occupational burnout (p=0.015) and secondary traumatic stress (p=0.001) decrease. Correlation of demographic characteristics of the sample and DASS-21 scale showed that when the level of education increases, depression, stress and anxiety decrease (p<0.05). Multivariable linear regression analysis demonstrated that increased depression, anxiety and stress were associated with high levels of occupational burnout and secondary traumatic stress. On the other hand, decreased depression, anxiety and stress were associated with growth of compassion satisfaction. Conclusions: The study emphasized the significance of healthcare organizations management to achieve reduction of stress, depression and anxiety among healthcare professionals, in order to ensure a better-working life quality. [ABSTRACT FROM AUTHOR]

Background: Human papilloma virus (HPV) is a sexually transmitted virus that infects both males and females. Nowadays, there is a vaccine available which protects at almost 100% against genital warts and cancerous lesions caused by HPV. Aim: To assess the level of knowledge and males' attitudes towards HPV vaccination. Moreover, we investigated potential determinants of HPV positive males' knowledge and attitudes. Methods: We conducted a cross-sectional study in Greece including 60 males. A convenience sample was obtained. Data were collected from September 2020 to March 2021. We informed participants about the study design and aim, and they gave their written informed consent to participate. We applied the guidelines of the Declaration of Helsinki in our study. Data collection was performed in an anonymous way. We considered age, educational level, occupational status, marital status, children, nationality and financial status as potential determinants. We measured males' knowledge and attitudes towards HPV vaccination with the vaccinaTion & Hpv Knowledge (THinK) questionnaire. Results: Mean score for knowledge of HPV infection was 4.3 indicating a very good level of knowledge. Participants had a very good level of knowledge about vaccines (mean score of 4.2). Attitudes towards HPV vaccination were very positive (mean score 4.6). Among our participants, 18.3% have been vaccinated against HPV. The most frequent reasons for a decline were insufficient information (51.7%) and vaccination cost (23.3%). Moreover, 85% of males were positive to get vaccinated against HPV, and 83.5% wanted more information about HPV vaccination. Increased educational level and increased financial status were associated with higher level of knowledge and more positive attitudes towards HPV vaccination. Singles and employees were more informed and positive about HPV vaccination. Increased age was related with lower level of knowledge and less positive attitudes towards HPV vaccination. Conclusions: It is necessary to educate males about the importance of HPV vaccination. Healthcare workers' role is crucial since they can inform their clients about the essential role of prevention and vaccination in order to reduce the virus dispersion to both males and females. [ABSTRACT FROM AUTHOR]

Background: Psychological problems and burnout are major problems deriving from the COVID-19 pandemic. Aim: To assess the impact of resilience and social support on job burnout and COVID-19-related burnout in the general population. Methods: We conducted a cross-sectional study in Greece with 1256 participants from the general public. We measured sociodemographic characteristics of the participants, resilience with the Brief Resilience Scale, social support with the Multidimensional Scale of Perceived Social Support, and COVID-19-related burnout with the COVID-19 burnout scale. Results: We found that individuals with higher resilience experienced lower COVID-19-related burnout, while those with higher resilience and more social support experienced lower levels of job burnout. Moreover, males, individuals with better health status, those who had not been infected with SARS-CoV-2, and those with fewer adverse events from the vaccination against COVID-19 experienced lower COVID-19-related burnout. Furthermore, males, individuals with better health status, those without any chronic disease, those who experienced fewer adverse events from COVID-19 vaccination, and those with lower educational level, experienced lower levels of job burnout. Conclusions: Resilience and social support could act as protective factors against job burnout and COVID-19-related burnout in the general population. Psychological support of the general population is necessary to overcome the difficulties that have emerged during the COVID-19 pandemic. [ABSTRACT FROM AUTHOR]

Background: Parents' intention to vaccinate their children against the COVID-19 is envisaged as critical strategy to control the pandemic. Objective: To investigate the intention of parents to vaccinate their children against the COVID-19 and the factors influencing this intention. Methods: We conducted an online cross-sectional study in Greece and we collected data during the first week of September 2021. A convenience sample was used by collecting questionnaires through social media. Our study population included adult parents with children aged 12-17 years who were eligible for a COVID-19 vaccine. Results: Study population included 813 parents with a mean age of 42.3 years. Among parents, 36% reported that they will vaccinate their children against the COVID-19, 33.5% denied vaccination and 30.5% were undecided. Concerns about the safety, effectiveness and side effects of COVID-19 vaccines were the most important reasons for decline of COVID-19 vaccination. Parents who took the flu vaccine in 2020 and those who had more knowledge and fewer concerns about COVID-19 vaccines had a greater probability to vaccinate their children against the COVID-19. Increased self-perceived severity of COVID-19, and increased trust in COVID-19 vaccines and the government regarding the information about the COVID-19 vaccines were associated with parents' intention to vaccinate their children. However, increased knowledge regarding COVID-19 was associated with decreased intention of parents to vaccinate their children. Conclusions: Parents' intention to vaccinate their children against the COVID-19 was low. Our findings could contribute to the development of target strategies to implement adherence to COVID-19 vaccination campaigns. [ABSTRACT FROM AUTHOR]