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Aim(s): Organizational culture has been studied for over four decades among nurses, across countries and contexts. However, wide variation exists in how the concept has been defined and at what level of the organization it is measured. The aim of this study was to use a dimensional analysis to conduct a conceptual synthesis of unit culture from a nursing perspective. Design: Dimensional analysis, rooted in grounded theory methodology, was used to describe unit culture from a nursing perspective. Methods: A literature search was conducted in April 2022. Inclusion criteria were (1) peer review publications, (2) used the term 'unit culture' or 'ward culture', (3) references nurses' role in unit culture, (4) published in the last 20 years and (5) written in English. One hundred fifteen articles met inclusion criteria, but dimensional saturation was researched after coding 24 articles. Results: Findings were synthesized into four core dimensions and 10 subdimensions. Dimensions of unit culture included customs (practice norms, communication and prioritization), shared beliefs (assumptions, values and attitudes), hierarchy (social and informational) and atmosphere (emotional climate and collaboration). Conditions that shape unit culture include individual nurse characteristics, working conditions, unit policies/procedures and leadership. Unit culture impacts nurse work experiences and decision‐making processes, which can affect outcomes including nurse wellbeing, practice behaviours and adherence to unit policies. Conclusions: Identifying the dimensions of unit culture helps to bring clarity to a concept that is not well defined in existing literature. Impact: This model of unit culture can be used to guide development of new instruments to measure unit culture or guide researchers in utilizing existing measures. Developing measures specific to unit culture are warranted to strengthen researchers' ability to assess how changing conditions of a unit (e.g. leadership, workload) changes unit culture and its related outcomes. Patient or Public Contribution: No Patient or Public Contribution. [ABSTRACT FROM AUTHOR]

The pandemic exacerbated job stress and burnout among nurses, increasing turnover and intentions to leave, in a workforce struggling with severe shortages. Shortages and turnover are associated with decreased quality of care, poor nurse health, and increased costs. This article reports the findings of a study that sought to identify characteristics of the job, work environment, and psychosocial health outcomes that may predict nurses' intent to stay at their current nursing position within the next year. Utilizing a cross-sectional design, we electronically surveyed working nurses (n = 629) during the summer of 2020 across 36 states. Demographics, work characteristics, and validated measures of anxiety, insomnia, and depressive symptoms were assessed. Logistic regression models identified factors associated with nurses' intent to stay at their jobs. Colleague support, organizational support, and organizational pandemic preparedness were associated with increased odds of intent to stay, while both mild and moderate/severe depressive symptoms were associated with decreased odds of intent to stay. Because over a quarter of nurses surveyed reported moderate to severe depressive symptoms, which were strongly associated with turnover intention, organizational leadership should examine mental health resources available to nurses and work characteristics that could be contributing to nurses' poor psychosocial health. Additionally, further research is needed to assess the meaning of organizational support to nurses in a post-COVID-19 context, as well how to create a work environment in which nurses are able to provide support to their colleagues. [ABSTRACT FROM AUTHOR]

The United States (U.S.) workforce is aging. There is a paucity of literature exploring aging nurses' work ability. This study explored the work-related barriers and facilitators influencing work ability in older nurses. We conducted a qualitative descriptive study of aging nurses working in direct patient care (N = 17). Participants completed phone or in-person semi-structured interviews. We used a content analysis approach to analyzing the data. The overarching theme influencing the work ability of aging nurses was intrinsically motivated. This was tied to the desire to remain connected with patients at bedside. We identified factors at the individual, unit-based work level and the organizational level associated with work ability. Individual factors that were protective included teamwork, and feeling healthy and capable of doing their job. Unit-based level work factors included having a schedule that accommodated work-life balance, and one's chronotype promoted work ability. Organizational factors included management that valued worker's voice supported work ability. [ABSTRACT FROM AUTHOR]