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Aim: To investigate the correlation between job values, job stress, and job satisfaction among nursing assistants in a hospital setting. Design: A cross‐sectional study. Methods: Data were collected from nursing assistants working in a regional hospital and a medical center in Northern Taiwan. A self‐rated structured questionnaire was used to collect data on participants' demographic characteristics, job values, job stress, and job satisfaction. Descriptive statistics, t test, one‐way analysis of variance, Pearson's correlation coefficient, and stepwise regression were used for data analysis. Results: A total of 135 questionnaires were distributed; of them, 132 were returned, resulting in a response rate of 97.8%. The average age of the participants was 57.08 ± 5.86 years, with the majority being female, high school educated, and married. Most participants (70%) had >5 years of experience in working as nursing assistants. The average job satisfaction score of was 63.63, indicating a moderate level of job satisfaction. Job satisfaction exhibited a significantly positive correlation with job values but a significantly negative correlation with job stress. Job value was negatively correlated with job stress. Stepwise regression revealed that job values significantly explained the variance in job satisfaction among hospital nursing assistants. Conclusions: Nursing assistants are integral to clinical practice. To enhance their job satisfaction and professional development, health‐care institutions and policymakers should implement strategies such as providing continual training, offering recognition and rewards to enhance sense of accomplishment. Patient or Public Contribution: This study involves no patient or public contribution. [ABSTRACT FROM AUTHOR]

Aims: To examine how nurses' self‐efficacy impacts professional engagement (professional opportunities exploration and workplace improvement participation), nurses' turnover intention and further on actual turnover. Background: The problem of nursing shortage has become a common global issue. Nurses' self‐efficacy could reduce nurses' turnover intention. However, whether professional engagement could connect nurses' self‐efficacy and their actual turnover remains unknown. Design: This study adopts a three‐wave follow‐up design. Methods: This study uses proportionate random sampling to survey nurses in a large medical centre in Taiwan. Totally, 417 participants were enrolled from December 2021 to January 2022 (first wave) and followed up from February 2022 to March 2022 (second wave). The data of nurses' actual turnover (or not) were traced in May 2022 (third wave). STROBE statement was chosen as the EQUATOR checklist. Results: Self‐efficacy was positively linked to outcome expectation, which is positively linked to professional opportunities exploration. Self‐efficacy was positively linked to career interest and workplace improvement participation. Professional engagement was negatively linked to nurses' intention to leave the target hospital, which was positively linked to actual turnover. Conclusion: This study uniquely finds that professional engagement is the key to the mechanism underlying the influence of nurse' self‐efficacy on their actual turnover. Impact: Our findings impact nursing management that professional engagement is as well important as nurses' self‐efficacy, with an aim to maintain the professional nursing workforce. Patient or Public Contribution: Nurses complete the questionnaires, return them to the investigators and permit investigators to check their personnel data. [ABSTRACT FROM AUTHOR]

Aim Design Methods Results Conclusion Implications for the Profession Impact Reporting Method Patient or Public Contribution To examine the main effects and interaction effects of outcome expectations (e.g., anticipated satisfactory salary and benefits), nurse identity (a sense of membership in the nursing profession), and information‐access efficiency of the electronic medical record system (how the system enables nurses to quickly retrieve the needed information) on nurses' retention.This study uses a cross‐sectional survey and adopts proportionate random sampling to recruit a representative sample of nurses of a medical centre in Taiwan.This study successfully obtained completed questionnaires from 430 nurses during December 2021 to January 2022. Data are analysed by using hierarchical regressions.Positive outcome expectations and identification as a member in the nursing profession are associated with retention. Information‐access efficiency strengthens the link between outcome expectations and retention, while nurse identity weakens this link.Outcome expectations can help retain nurses, particularly those who perceive high levels of information‐access efficiency and possess weak nurse identity. That is, outcome expectations have a complementary role with nurse identity in retaining nurses.Nurse managers should devise means to build positive outcome expectations for nurses. In addition, either strengthening nurses' identification with the nursing profession or improving the information‐access efficiency of the electronic medical system may also help retain nurses.This study examined how to transform outcome expectation to nurse retention, offering nurse managers to devise new means to retain nurses.STROBE statement was chosen as EQUATOR checklist.No patient or public contribution. [ABSTRACT FROM AUTHOR]