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Aim: To assess mesenchymal stem cells (MSCs) as carriers for HIF-1α siRNA-loaded nanoparticles (NPs) for targeted therapy of experimental choroidal neovascularization (CNV). Materials & methods: A poly (lactic-co-glycolic acid) (PLGA)-core/lipid-shell hybrid NP was designed. The transfection efficacy of MSCs with the hybrid NPs was assessed. Mice were intravenously injected with MSCs after laser photocoagulation and CNV was assessed at 7 days post-injection. Results & conclusion: The transfection efficiency of hybrid NPs into MSCs was 72.7%. HIF-1α mRNA expression in 661w cells co-cultured with MSC-hybrid-siRNA NPs was significantly lower. Intravenous delivery of MSC-hybrid-siRNA NPs greatly reduced CNV area and length. Intravenous injection of MSC-hybrid-siRNA NPs achieved therapeutic efficacy in reducing CNV area. The MSC-mediated homing enabled targeted inhibition of ocular angiogenesis. Article highlights A HIF-1α siRNA-loaded PLGA@lipid hybrid nanoparticles system was designed. An MSC-mediated biodegradable hybrid nanoparticle system for targeted delivery of HIF-1α siRNA was developed. The MSC-mediated homing enabled targeted ocular angiogenesis. MSCs can be potentially exploited as an ideal drug delivery system, a so-called Trojan horse strategy. Systemic administration of MSCs loaded with nanoparticles inhibited pathological angiogenesis. Integration of advanced nanomaterials with cell-based platforms can amplify the overall therapeutic impact. MSCs can be safely delivered without triggering a major immune reaction. The ability of MSCs to specifically migrate to CNV without accrual in other organs. [ABSTRACT FROM AUTHOR]

Objective: To assess the effects of the nurse–manager dualistic intervention (NMDI) program on work engagement and job crafting of ICU burnout nurses. Background: Work engagement is crucial for nurses' job performance and quality of clinical care. Personal and work resources are important antecedents of work engagement. However, few intervention studies focused on improving nurses' personal and work resources to promote work engagement and job crafting of burnout nurses. Methods: This was a quasi‐experimental study. One hundred and two ICU nurses from two tertiary hospitals in Shandong Province were recruited. Forty‐two ICU nurses from one hospital were set as the intervention group and underwent NMDI. Sixty ICU nurses from the other hospital constituted the control group, which received routine occupational health guidance from the hospital. Demographic characteristics, burnout, work engagement, and job crafting were collected at baseline (T0), postintervention (T1), and 3‐month postintervention (T2). Results: Compared to baseline, both work engagement and job crafting scores increased in the intervention group at postintervention (T1). At postintervention (T1), work engagement and job crafting were significantly higher in the intervention group than in the control group (βworkengagement = 3.894, p = 0.016 and βjobcrafting = 6.104, p = 0.010), but the difference between the two groups was not significant at the 3‐month follow‐up (βworkengagement = 3.618, p = 0.066 and βjobcrafting = 3.554, p = 0.15). Conclusion: The NMDI program can significantly improve ICU burnout nurses' work engagement and job crafting. Nevertheless, the sustainability of these effects over time has been found to be limited, indicating that future research needs to explore and implement strategies to bolster the long‐term efficacy of this intervention. Implications for Nursing Management: Nurse managers are suggested to integrate the NMDI program into routine nursing management. Managers ought to prioritize appreciative and constructive dialog between themselves and nurses in order to support nurses in inquiring personal and work resources and encourage nurses to develop work plans to utilize resources. This will help to increase nurses' engagement and job crafting. Trial Registration: ClinicalTrials.gov identifier: ChiCTR2100047974 [ABSTRACT FROM AUTHOR]

Aim. To explore the status of job crafting, leisure crafting, and burnout among nurses and to examine the impact of job crafting and leisure crafting variations on burnout using machine learning‐based models. Background. The prevalence of burnout among nurses poses a severe risk to their job performance, quality of healthcare, and the cohesiveness of nurse teams. Numerous studies have explored factors influencing nurse burnout; however, few involved job crafting and leisure crafting synchronously and elucidated the effect differences of the two crafting behaviors on nurse burnout. Methods. Multicentre cross‐sectional survey study. Nurses (n = 1235) from four Chinese tertiary hospitals were included. The Maslach Burnout Inventory‐General Survey, the Job Crafting Scale, and the Leisure Crafting Scale were employed for data collection. Four machine learning algorithms (logistic regression model, support vector machine, random forest, and gradient boosting tree) were used to analyze the data. Results. Nurses experienced mild to moderate levels of burnout and moderate to high levels of job crafting and leisure crafting. The AUC (in full) for the four models was from 0.809 to 0.821, among which the gradient boosting tree performed best, with 0.821 AUC, 0.739 accuracy, 0.470 sensitivity, 0.919 specificity, and 0.161 Brier. All models showed that job crafting was the most important predictor for burnout, while leisure crafting was identified as the second important predictor for burnout in the random forest model and gradient boosting tree model. Conclusion. Even if nurses experienced mild to moderate burnout, nurse managers should develop efficient interventions to reduce nurse burnout. Job crafting and leisure crafting may be beneficial preventative strategies against burnout among nurses at present. Implications for Nursing Management. Job and leisure crafting were identified as effective methods to reduce nurse burnout. Nurse managers should provide more opportunities for nurses' job crafting and encourage nurses crafting at their leisure time. [ABSTRACT FROM AUTHOR]