Search

ABSTRACT Aims Design Methods Results Conclusion Impact Reporting Method Patient or Public Contribution To investigate the impact of the nursing practice environment, nurse staffing, working overtime and compliance with hand hygiene standards on hospital‐acquired infections.A multi‐source quantitative study.Nursing data were collected from selected wards in one hospital between 18 January 2021 and 15 March 2021. Hand hygiene compliance data were obtained retrospectively from Hand Hygiene Australia Audits between July 2018 and June 2021. Patient data were gathered from July 2018 to June 2021. Data from the three sources were linked together at the episode of care level. Descriptive statistics were used to summarise participant characteristics, and multiple logistic regression was employed to assess associations between the nursing practice environment, nurse staffing, overtime and hand hygiene with hospital‐acquired infections.A total of 361 nurses participated in the nursing survey. There were 13,440 hand hygiene moments assessed, and 10,924 (81.3%) correct practices were observed. There were 71,257 patient care episodes, including 2037 with hospital‐acquired infections. The odds of hospital‐acquired infections decreased by 19% for every 10% increase in nurses' compliance with hand hygiene and decreased by 7% for each one standard deviation increase in the nursing practice environment scale. Each additional patient per nurse was associated with a 42% increase in the odds of a hospital‐acquired infection.This study found evidence that a favourable nursing practice environment, reduced nurse workload and compliance with hand hygiene are linked to a lower risk of hospital‐acquired infections. A favourable nursing practice environment contributes to fewer hospital‐acquired infections. Monitoring of hand hygiene compliance provides important local information to support improvements in practice. Findings from this study can be used to support the implementation of safe nurse staffing policies that guide implementation of nurse‐to‐patient ratios. RECORD Checklist.No Patient/Public Contribution. [ABSTRACT FROM AUTHOR]

Abstract Background Nursing Practice Environment is an important index to improve nursing quality and patient outcome. To explore the nursing practice environment in the COVID-19 ward during the period of COVID-19 and its impact on nursing quality to provide reference for setting up supporting nursing team in epidemic area in the future. Methods A cross-sectional survey was conducted among 251 nurses working in COVID-19 ward in Shanghai, Hainan and Hunan in December 2022 through stratified proportional sampling. Structured questionnaires, including general information questionnaire, professional practice environment scale and nursing quality questionnaire, were used to investigate the patients. Pearson correlation was used to analyze the correlation between nursing practice environment and nursing quality, and multiple linear regression analysis was used to analyze the influencing factors of nursing quality in the COVID-19 ward. Results The professional practice environment scale score was (3.34 ± 0.40), the nursing quality questionnaire score was (9.47 ± 0.81), both at a high level. Single factor analysis showed that nursing quality was related to educational background, physical condition, professional title, grade of the original hospital and composition of nursing staff in supported departments. Nursing quality were positively correlated with each nursing practice environment dimensions (in addition to teamwork). The results of regression analysis showed that the nursing practice environment in the COVID-19 ward had a positive impact on nursing quality. Conclusions The nursing practice environment and nursing quality of nurses in the COVID-19ward is generally very high. The education, working hospital level and nursing practice environment of nurses are the important factors influencing nursing quality. The relationship between nursing practice environment (include leadership and autonomy in clinical practice, staff relationships with physicians, control over practice, communication about patients, handling disagreement and conflict, internal work motivation and cultural sensitivity) and nursing quality is positive. It is suggested that the hospital should pay special attention to and improve nursing practice environment in order to improve nursing quality when setting up temporary ward in the future epidemic period of infectious diseases, ensure patient safety. Impact on clinical practice Research shows that an active nursing practice environment can improve the quality of care, and nursing managers create and maintain an active practice environment to improve the quality of care and ensure patient safety.

Background: Nursing Practice Environment is an important index to improve nursing quality and patient outcome. To explore the nursing practice environment in the COVID-19 ward during the period of COVID-19 and its impact on nursing quality to provide reference for setting up supporting nursing team in epidemic area in the future. Methods: A cross-sectional survey was conducted among 251 nurses working in COVID-19 ward in Shanghai, Hainan and Hunan in December 2022 through stratified proportional sampling. Structured questionnaires, including general information questionnaire, professional practice environment scale and nursing quality questionnaire, were used to investigate the patients. Pearson correlation was used to analyze the correlation between nursing practice environment and nursing quality, and multiple linear regression analysis was used to analyze the influencing factors of nursing quality in the COVID-19 ward. Results: The professional practice environment scale score was (3.34 ± 0.40), the nursing quality questionnaire score was (9.47 ± 0.81), both at a high level. Single factor analysis showed that nursing quality was related to educational background, physical condition, professional title, grade of the original hospital and composition of nursing staff in supported departments. Nursing quality were positively correlated with each nursing practice environment dimensions (in addition to teamwork). The results of regression analysis showed that the nursing practice environment in the COVID-19 ward had a positive impact on nursing quality. Conclusions: The nursing practice environment and nursing quality of nurses in the COVID-19ward is generally very high. The education, working hospital level and nursing practice environment of nurses are the important factors influencing nursing quality. The relationship between nursing practice environment (include leadership and autonomy in clinical practice, staff relationships with physicians, control over practice, communication about patients, handling disagreement and conflict, internal work motivation and cultural sensitivity) and nursing quality is positive. It is suggested that the hospital should pay special attention to and improve nursing practice environment in order to improve nursing quality when setting up temporary ward in the future epidemic period of infectious diseases, ensure patient safety. Impact on clinical practice: Research shows that an active nursing practice environment can improve the quality of care, and nursing managers create and maintain an active practice environment to improve the quality of care and ensure patient safety. [ABSTRACT FROM AUTHOR]

Background: Nursing workforce migration is a function of the nursing practice environment and satisfaction with the general situation of their country of practice. There is a need to provide empirical data on the intent to migrate among nurses and satisfaction with the working environment in Nigeria. Purpose: This study aimed to assess migration intention, favorability of practice environment, and level of satisfaction with the Nigerian environment among nurses in a private teaching hospital in Nigeria. Methods: This descriptive cross-sectional study recruited participants using a simple random sampling technique. In all, 124 nurses participated in the study. Data were collected using the migration intention questionnaire, nursing practice environment scale, and satisfaction with Nigeria environment questionnaire. All ethical principles were adhered to. Data were analyzed using Statistical Package for Social Sciences version 20 in terms of frequency, percentage, mean, and standard deviation. Results: An overwhelming majority (95.2%) had the intention to migrate to other countries, with 63.6% of them having already been in the migration process. Canada (34.8%) and the United Kingdom (33.9%) were the most sought-after countries. Nurse manager ability, leadership, and support scored highest on the favourability of the nursing practice environment (M=2.92, SD=0.80), while staffing and resources inadequacy had the lowest score (M=2.63, SD=0.68). Overall, 75.8% of the nurses described their practice environment as favourable. Political conflicts and wars were the most dissatisfying areas of Nigeria's environment. Overall, the majority (61.3%) of nurses were dissatisfied with the Nigerian environment. Conclusion: The majority of the nurses participating in the study were planning to migrate to another country and were not satisfied with Nigeria's environment. The nurses claimed that their practice environment was unfavourable. There is a need to make the nursing practice environment more favorable to the nurses. [ABSTRACT FROM AUTHOR]

Aim: To determine the relationship between psychological resilience, nursing practice environment, and moral courage of clinical nurses and also the factors influencing moral courage. Design: Cross‐sectional study. Methods: 586 nurses from a general hospital were selected by convenience sampling method in January 2023. The general information questionnaire, Nurses' Moral Courage Scale (NMCS), Resilience Scale, and Practice Environment Scale (PES) were measured. Hierarchical linear regression analysis was used to explore the influencing factors of clinical nurses' moral courage. Results: Nurses' average moral courage score was 79.00 (69.00, 91.00). The nurses' moral courage was positively correlated with psychological resilience and nursing practice environment. Multivariate linear regression analysis showed that psychological resilience and nursing practice environment entered the regression equation, accounting for 23.4% of the total variation. Psychological resilience and nursing practice environment are the main factors affecting the moral courage of clinical nurses. Nursing managers should conduct moral courage training, develop a decent nursing practice environment, pay attention to the psychological emotions of nurses, and actively build a safe, open, and supportive atmosphere for moral behaviour. [ABSTRACT FROM AUTHOR]

Abstract Aim To determine the relationship between psychological resilience, nursing practice environment, and moral courage of clinical nurses and also the factors influencing moral courage. Design Cross‐sectional study. Methods 586 nurses from a general hospital were selected by convenience sampling method in January 2023. The general information questionnaire, Nurses' Moral Courage Scale (NMCS), Resilience Scale, and Practice Environment Scale (PES) were measured. Hierarchical linear regression analysis was used to explore the influencing factors of clinical nurses' moral courage. Results Nurses' average moral courage score was 79.00 (69.00, 91.00). The nurses' moral courage was positively correlated with psychological resilience and nursing practice environment. Multivariate linear regression analysis showed that psychological resilience and nursing practice environment entered the regression equation, accounting for 23.4% of the total variation. Psychological resilience and nursing practice environment are the main factors affecting the moral courage of clinical nurses. Nursing managers should conduct moral courage training, develop a decent nursing practice environment, pay attention to the psychological emotions of nurses, and actively build a safe, open, and supportive atmosphere for moral behaviour.

A questionnaire survey on the personal and work factors related to work engagement among intensive care unit nurses concerning their recovery experiences and the nursing practice environment was conducted using a web‐based tool. Two individual factors (demographics and experience on recovery from job stress) and four work factors (work employment type, nursing method, COVID‐19 nursing experience, and nursing practice environment) were surveyed. Data from 244 participants were obtained, and survey items were analyzed using a multiple regression analysis with work engagement as the dependent variable. The results show that 3–5 years of nursing experience is significantly associated with lower work engagement. Conversely, certifications for higher‐level and specialized nursing, mastery experience such as learning new things, 1–9 days/month of COVID‐19 nursing experience, and suitable nursing practice environment were significantly associated with higher work engagement. These factors are considered important for improving the work engagement of intensive care unit nurses. [ABSTRACT FROM AUTHOR]

Background: Missed nursing care can jeopardize the safety of patients. The practice environment contains various elements that may impact nursing staff's capability to provide appropriate care. Purpose: To examine the association between the practice environment and missed nursing care in Jordanian hospitals. Methods: A cross-sectional design, including the MISSCARE survey and the Practice Environment Scale of the Nursing Work Index, was used for this study. Results: Data were gathered from 672 nurses working in 10 hospitals between March and July 2021. Findings revealed significant negative correlations between nurses' participation in hospital affairs (r = −0.077, P =.046), nursing foundations for quality of care (r = −0.139, P <.001), and missed nursing care. Conclusion: Information from this study can help nursing leaders modify practice environment elements that impact missed nursing care occurrences, which will help improve the quality of care provided to patients. [ABSTRACT FROM AUTHOR]

The quality of nursing care is essential and contributes to restoring people's health and well-being, especially when people are hospitalized. Various factors relating to the quality of nursing care have been identified, including nursing shortages. However, in China, there has been little research undertaken on factors influencing nursing care quality. This cross-sectional study aimed to develop and test the Chinese Model of Quality Nursing Care. A multi-stage, proportional stratified random sampling was used to recruit 784 registered nurses in three affiliated hospitals of a medical university in the People's Republic of China. Eight Instruments were used for data collection: a demographic data form, the Good Nursing Care Scale, the Nurse Staffing Item, the Practice Environment Scale of the Nursing Work Index, the 3-item Utrecht Work Engagement Scale, the Psychological Empowerment Scale, the High-performance Work Systems Scale, the 8-item Survey of Perceived Organizational Support. In addition, the Analysis of Moment Structure software program was used to test the hypothesized model. Results indicated that the modified model fitted the empirical data and explained 31% of the variance in the quality of nursing care. Nursing practice environment, psychological empowerment and work engagement had positive direct effects on the quality of nursing care, with the nursing practice environment having the strongest total effect. Nursing practice environment, high-performance work systems, and perceived organizational support indirectly positively affected the quality of nursing care through psychological empowerment and work engagement. Unexpectedly, the patient-to-nurse ratio had no significant influence on the quality of nursing care. The results support the need for hospital managers to take action to improve the organizational support and work environment and create high-performance work systems to retain more nurses and midwives to enhance the quality of nursing care. The model requires further testing in practice and possible refinement. [ABSTRACT FROM AUTHOR]

Nursing's economic value is presently framed within the dominant "outcomes-over-cost" value framework. Within this context, organizations employing nurses often use nursing budget reductions as a cost-minimization strategy, with the intent of retaining high quality outcomes. However, persistent issues such as nurse understaffing, burnout, and turnover threaten healthcare systems' capacity to deliver the quality, equitable, affordable patient care that the public requires. In this paper, we propose a new conceptual model and definition of nursing's economic value. The model development is guided by the convergence of three classic economic frameworks: human capital theory, production theory, and value theory. Grounded in these theories, we envision nursing as a value-adding human capital asset and explicitly link nursing staff characteristics and allocation to the production of healthcare services and organizational financial outcomes. We redefine nursing's economic value as the return on investment (ROI) in nursing human capital reflected in the improvement of consumer, nurse, and organizational outcomes. This new conceptual model, termed the Nursing Human Capital Value Model, presents a cycle of value creation that starts with investments in growing, developing and sustaining an organization's nursing human capital. Nurses, as a human capital asset, deliver nursing care—a foundational ingredient to the production of healthcare services and consumer outcomes. Improved outcomes, subsequently, drive organizational revenue growth. Finally, the accrued revenue is reinvested in nursing, further propelling the cycle's continuation. This innovative model, which is applicable across health systems financed through both governmental and private/non-governmental payor sources, highlights that investment in nursing human capital development is essential for sustainable value generation, identifying opportunities for optimizing nurses' contributions to the value cycle. By directly incorporating economic theories of human capital, production, and value, our model paves the way for future research on the dynamic scope of nursing's economic contribution within healthcare organizations and systems and underscores its necessity for the long-term sustainability and growth of the nursing profession. Tweetable abstract : The economic value of nursing lies in the return on investment in nursing human capital. #nurses #ROI #healthcare [ABSTRACT FROM AUTHOR]

The world has seen a pandemic which disrupted the life. Till now there are aftershocks of the COVID-19 such as Omicron instilling fear among individuals. Healthcare staff is on alert specifically the nurses has suffered a lot mentally due to this issue by developing fatigue. The study conducted during deadly 3rd COVID-19 wave. The data were collected by developing the questionnaire of the previously validated measures related to the variables under study from nurses working in the intensive care unit, critical care unit and floor wards of COVID-19 at Services Hospital, Lahore. A total of 140 questionnaires were used for data analysis. The study used Statistical Package for Social Sciences for frequency and descriptive statistics. Whereas, the outcomes of fear of COVID-19 were assessed by using the latest Smart Partial Least Squares software which allows to assess the complex research frameworks. The results of the study revealed that the fear of COVID-19 results in poor quality of life among nurses and fatigue. Resilience among nurses can reduce the negative consequences but did not get the statistical support.

While previous studies have examined antecedents and outcomes of work engagement among general nurses, studies among psychiatric nurses remain limited. This study aimed to explore the antecedents (i.e., job crafting and nursing practice environment) and outcomes (i.e., strength-oriented care attitudes, mental health, and turnover intention) of work engagement among psychiatric nurses in Japan. This cross-sectional study included 309 nurses from three psychiatric hospitals in Japan (valid response rate: 60.4%). Data collection using the self-administered questionnaire took place from July to August 2021. We performed Structural Equation Modeling to examine the directional relationships among variables. Job crafting (β = 0.57, p < 0.01) and nursing practice environment (β = 0.23, p = 0.01) exhibited positive effects on work engagement. Work engagement had positive effects on strength-oriented care attitudes (β = 0.15, p = 0.04) and mental health (β = 0.37, p < 0.01) as well as negative effects on intention to resign from their profession as a nurse (β = −0.17, p = 0.01). Job crafting and a healthier nursing practice environment could help enhance work engagement. Higher work engagement could contribute to improving strength-oriented care attitudes, mental health, and intention to resign from their profession as a nurse. [ABSTRACT FROM AUTHOR]

Pakistan is a country where the nursing profession still has to get a good working environment as it is directly related to improved patient care. The nursing practice environment is a key factor that contributes to retention. Bearing in mind the importance of the issue the present study is designed to know the current state of the nursing practice environment. The data were collected from the nurses working in the medical wards and critical care units in the Pakistan Institute of Neurosciences, Lahore. Convenience sampling was used to select the respondents and collect the data. A total of 150 questionnaires were distributed among the nurses and 110 questionnaires were used for the data analysis in Statistical Package for Social Sciences. Frequency, descriptive statistics, reliability, and validity analyses were performed. As per the results of the study, the questionnaire used in the study was reliable and valid. Additionally, the results of the study established that the nursing practice environment is poor asking for concrete steps to make it better for improved patient care delivery. Nurse leaders can dedicate their efforts to the improvement of the nursing practice environment to improve the nurse job outcomes. Further, they can also arrange the trainings for the professional development of the nurses to ensure the better healthcare services delivery. The perceptions of the good nursing practice environment can be fostered among the nurses by having their active participation in the hospital matters and decision making because they are also the key staff in the hospital environment. [ABSTRACT FROM AUTHOR]

The world has seen a pandemic that disrupted life. Till now there are aftershocks of COVID-19 such as Omicron instilling fear among individuals. Healthcare staff is on alert specifically the nurses have suffered a lot mentally due to this issue by developing fatigue. The study was conducted during the deadly 3rd COVID-19 wave. The data were collected by developing the questionnaire of the previously validated measures related to the variables under study from nurses working in the intensive care unit, critical care unit, and floor wards of COVID-19 at Services Hospital, Lahore. A total of 140 questionnaires were used for data analysis. The study used Statistical Package for Social Sciences for frequency and descriptive statistics. Whereas the outcomes of fear of COVID-19 were assessed by using the latest Smart Partial Least Squares software which allows to assess the complex research frameworks. The results of the study revealed that the fear of COVID-19 results in poor quality of life among nurses and fatigue. Resilience among nurses can reduce the negative consequences but did not get statistical support. [ABSTRACT FROM AUTHOR]

Purpose: This study aimed to examine tertiary hospital nurses’ ageism, nursing practice environment and geriatric nursing performance and discover factors influencing geriatric nursing performance. Methods: The research was conducted for 117 nurses working at tertiary hospitals located at Seoul, and data were collected from March 14 to March 31, 2022. The collected data were analyzed with descriptive statistics, t-test, ANOVA, Pearson’s correlation coefficients, and multiple regression using the IBM SPSS 26.0 program. Results: Nursing practice environment was positively correlated with geriatric nursing performance (r=.25, p=.007). The factors influencing geriatric nursing performance were nursing practice environment (β=.25, p=.009) and experience living with the elderly (β=.23, p=.013), and as for the present units, internal medicine (β=.27, p=.009) and integrated nursing·care service (β=.21, p=.042) wards compared with a surgery ward showed an explanatory power of 19.0%. Conclusion: Factors affecting geriatric nursing performance include the current unit where nurses work, nursing practice environment, and experience living with older adults. Based on the research findings, preparing measures for enhancing the quality of geriatric nursing performance is necessary. [ABSTRACT FROM AUTHOR]

Objective: The objective of this study is to investigate the status and associations of nursing practice environments in intensive care units of tertiary hospitals and provide suggestions for improvement. Background: Nursing shortage is an urgent global problem and a concern in China. Intensive care unit nurses have been reported to have one of the highest rates of burnout; however, their comprehensive perceptions of nursing practice environments have not yet been examined. Methods: The Nursing Practice Environment Scale was used to conduct a questionnaire‐based survey of 1,523 intensive care unit nurses from 22 tertiary hospitals in China. The data collection was conducted in 2020. Results: The overall score for the nursing practice environment was 77.042 ± 19.682 (where 100 was the highest possible score). The three highest scoring dimensions were quality management, clinical nursing professionalism and professional improvement, whereas the three lowest‐scoring dimensions were hospital management participation, remuneration package and social status. Educational background, position, gender and hospital type were significantly associated with nurses' satisfaction with the working environment. Conclusion: Chinese nurses in the intensive care units of tertiary hospitals reported relatively satisfactory nursing practice environments, but the scale scores in dimensions such as hospital management participation, remuneration package and social status remained low. Implications for nursing management: Understanding the status and associations of the nursing practice environment in intensive care units provides evidence that new policies are needed. Furthermore, managers are responsible for supervising and ensuring that nursing practice environments meet the criteria necessary to improve job satisfaction. [ABSTRACT FROM AUTHOR]

Abstract Aim To synthesize the available evidence on the relationship between the nursing practice environment in acute care hospitals and five selected nursing‐sensitive patient outcomes (mortality, medication error, pressure injury, hospital‐acquired infection and patient fall). Design A quantitative systematic review of literature was conducted using the PRISMA reporting guidelines (PROSPERO: CRD42020143104). Methods A systematic review was undertaken up to October 2020 using: CINAHL, MEDLINE and Scopus. The review included studies exploring the relationship between the nursing practice environment in adult acute care settings and one of five selected patient outcomes using administrative data sources. Studies were published in English since 2000. Results Ten studies were included. Seven studies reported that a favourable nursing practice environment reduced the likelihood of mortality in acute care hospitals, but estimates of the effect size varied. Evidence on the association between the nursing practice environment and medication administration error, pressure injury and hospital‐acquired infection was mixed.

Introduction: Job Satisfaction is a complex, multifaceted and nonlinear issue, having several definitions and interpretations. The evaluation of Job Satisfaction is vital for organizations and, as such, it is necessary to evaluate it in a hospital setting. Goals: To analyze the scientific evidence about nurses' Job Satisfaction in the hospital setting. Methods: Scoping review of the literature composed of three stages: The first stage was an initial research in CINAHL and MEDLINE databases; the second was further research, using the same keywords and search terms in the other databases of the EBSCOHost platform. Finally, the third was a research in the bibliographic references of the chosen studies. Articles were selected in the period of time between 2016 and 2021. Results: A total of 13 articles that provided information on nurses's Job Satisfaction in the hospital context were included. They address both the influence of sociodemographic variables, the practice environment and other variables on professional satisfaction, as well as its results in clients and nurses. Conclusions: Nurses' Job Satisfaction is influenced by sociodemographic variables and external factors but mainly by the nursing practice environment and by the role of the nurse manager. This leads to positive results in nurses, but especially in clients, through the improvement of the care provided. [ABSTRACT FROM AUTHOR]

Copyright of Salud, Ciencia y Tecnología is the property of Fundacion Salud, Ciencia y Tecnologia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Retaining experienced critical care nurses (CCNs) remains a challenge for health care organizations. Nursing practice environment and resilience are both seen as modifiable factors in ameliorating the impact on CCNs' intention to leave and have not yet been explored in Malaysia. Aims and objectives: To assess the association between perceived nursing practice environment, resilience, and intention to leave among CCNs and to determine the effect of resilience on intention to leave after controlling for other independent variables. Design This was a cross‐sectional survey. Methods: The universal sampling method was used to recruit nurses from adult and paediatric (including neonatal) critical care units of a large public university hospital in Malaysia. Descriptive analysis and χ2 and hierarchical logistic regression tests were used to analyse the data. Results: A total of 229 CCNs completed the self‐administrated questionnaire. Of the nurses, 76.4% perceived their practice environment as being favourable, 54.1% were moderately resilient, and only 20% were intending to leave. The logistic regression model explained 13.1% of variance in intention to leave and suggested that being single, an unfavourable practice environment, and increasing resilience were significant predictors of nurses' intention to leave. Conclusion: This study found that an unfavourable practice environment is a strong predictor of intention to leave; however, further exploration is needed to explain the higher likelihood of expressing intention to leave among CCNs when their resilience level increases. Relevance to clinical practice: Looking into staff allocation and equality of workload assignments may improve the perception of the work environment and help minimize intention to leave among nurses. [ABSTRACT FROM AUTHOR]

Aim: To synthesize the available evidence on the relationship between the nursing practice environment in acute care hospitals and five selected nursing‐sensitive patient outcomes (mortality, medication error, pressure injury, hospital‐acquired infection and patient fall). Design: A quantitative systematic review of literature was conducted using the PRISMA reporting guidelines (PROSPERO: CRD42020143104). Methods: A systematic review was undertaken up to October 2020 using: CINAHL, MEDLINE and Scopus. The review included studies exploring the relationship between the nursing practice environment in adult acute care settings and one of five selected patient outcomes using administrative data sources. Studies were published in English since 2000. Results: Ten studies were included. Seven studies reported that a favourable nursing practice environment reduced the likelihood of mortality in acute care hospitals, but estimates of the effect size varied. Evidence on the association between the nursing practice environment and medication administration error, pressure injury and hospital‐acquired infection was mixed. [ABSTRACT FROM AUTHOR]

A favourable nursing practice environment and adequate nurse staffing have been linked to reduced patient mortality. However, the contribution of nursing care processes such as patient surveillance and escalation of care, on patient mortality is not well understood. The aim of this study was to investigate the effect of the nursing practice environment, nurse staffing, missed care related to patient surveillance and escalation of care on 30-day inpatient mortality. A multi-source quantitative study including a cross-sectional survey of nurses, and retrospective data extracted from an audit of medical and admission records. A large tertiary teaching hospital (600 beds) in metropolitan Sydney, Australia. Data on the nursing practice environment, nurse staffing and missed care were obtained from the nursing survey. Patient deterioration data and patient outcome data were collected from the medical and admission records respectively. Logistic regression models were used to examine the association between the nursing practice environment, patient deterioration and 30-day inpatient mortality accounting for clustering of episodes within patients using generalised estimating equations. Surveys were completed by 304 nurses (84.5 % female, mean age 34.4 years, 93.4 % Registered Nurses) from 16 wards. Patient deterioration data was collected for 30,011 patient deterioration events and 63,847 admitted patient episodes of care. Each additional patient per nurse (OR = 1.22, 95 % CI = 1.04–1.43) and the presence of increased missed care for patient surveillance (OR = 1.13, 95 % CI = 1.03–1.23) were associated with higher risk of 30-day inpatient mortality. The use of a clinical emergency response system reduced the risk of mortality (OR = 0.82, 95 % CI = 0.76–0.89). A sub-group analysis excluding aged care units identified a 38 % increase in 30-day inpatient mortality for each additional patient per nurse (OR = 1.38, 95 % CI = 1.15–1.65). The nursing practice environment was also significantly associated with mortality (OR = 0.79, 95 % CI: 0.72–0.88) when aged care wards were excluded. Patient mortality can be reduced by increasing nurse staffing levels and improving the nursing practice environment. Nurses play a pivotal role in patient safety and improving nursing care processes to minimise missed care related to patient surveillance and ensuring timely clinical review for deteriorating patients reduces inpatient mortality. Patient mortality can be reduced by improving the nursing practice environment & increasing the number of nurses so that nurses have more time to monitor patients. Investing in nurses results in lower mortality and better outcomes. #PatientSafety #NurseStaffing #WorkEnvironment #Mortality. [ABSTRACT FROM AUTHOR]

Abstract Background General self-efficacy is considered one of the most influential parameters affecting the quality of clinical practice and nurses’ perceived professional benefits (NPPB). Perceived organizational support (POS) is regarded as being central in understanding job-related attitudes, and it is important to enhance POS for nurses to maintain their current employment. NPPB can further reduce nurses’ job burnout and turn-over intention. Many studies have explored the relationships among general self-efficacy, POS, nursing practice environment (NPE) and NPPB. However, a moderating effect of NPE has not been fully explored in nurses, especially among paediatric nurses. Methods A descriptive cross-sectional study was conducted from July to October 2018 with 300 paediatric nurses from 3 Class A tertiary hospitals in Jilin Province. The respondents completed the General Self-Efficacy Scale, Perceived Organizational Support Scale, Practice Environment Scale and Nurses’ Perceived Professional Benefits Scale. The data were analyzed using path analysis and SPSS (version 23.0, IBM). Results General self-efficacy and POS were significantly positively associated with NPPB, which showed that the model had a good fit to the data. NPE was found to play a partial mediating role between POS and NPPB and also had a complete mediating role between general self-efficacy and NPPB. Conclusions The results suggest that general self-efficacy indirectly influences NPPB, and POS directly and indirectly influences NPPB by NPE. Effective measures should be taken to improve nurses’ practice environment in hospitals to raise nurses’ enthusiasm and confidence in their work.

Aims: To evaluate the effects of an intervention aimed at improving the therapeutic relationship, using the participatory‐action research method, in terms of improving the quality of the nurse–patient therapeutic relationship. Design: A single‐group pre‐post research design. Methods: Quantitative data were collected between January 2018 and June 2019 using an online form completed by nurses from 18 mental health units (N = 95). Data were collected before and after the intervention, which consisted of the design, implementation and evaluation of strategies to improve the therapeutic relationship through participatory‐action research involving nurses. The Working Alliance Inventory‐Short, Interpersonal Reactivity Index, Evidence‐Based Practice Questionnaire and Practice Environment Scale of the Nursing Work Index were used. The Wilcoxon rank‐sum test was used together with the Spearman's correlation coefficient. Two multiple linear regressions models were constructed. Results: Overall, the intervention improved the nurse–patient therapeutic relationship. In addition, the results revealed that, above all, the improvement in evidence‐based practice along with a decrease in nurses' personal distress were the factors associated with the improvement of the nurse–patient therapeutic relationship. Conclusion: In mental health units, the therapeutic nurse–patient relationship can be improved through participatory interventions that include the implementation of evidence‐based practices. Impact: This research examined the effects of an intervention aimed at improving the therapeutic relationship among nurses working at mental health units using participatory action research. The results show that the therapeutic relationship can be improved through participatory methods where evidence‐based practice is implemented and enhanced among nurses, since a better therapeutic relationship along with reduced staff discomfort are determining factors that influence the quality of the therapeutic relationship. Institutional managers should promote participatory group interventions to enable nurses to develop evidence‐based aspects of the therapeutic relationship together with expanding personal aspects and self‐knowledge. [ABSTRACT FROM AUTHOR]

Burnout, a condition characterized by emotional exhaustion, depersonalization, and decreased personal accomplishment, has been studied in many disciplines in health care, including nursing, medicine, and social work. The purpose of this study was to examine the relationship between perceived organizational support, coworker social support, the nursing practice environment, and nurse demographics (age, years of nursing experience, education level, marital status, and sex) on burnout in a national sample of palliative care nurses. The study aims were (1) to examine the relationship between perceived organizational support, coworker social support, and nursing practice environment on burnout in palliative care nurses; (2) to examine the relationship between age, years of nursing experience, education level, marital status, and sex on burnout in palliative care nurses; and (3) to examine potential moderators (perceived organizational support and coworker social support) on the relationship between demographic characteristics and palliative care nurse burnout. A convenience sample of 73 Hospice and Palliative Nurses Association registered nurses who were bedside caregivers was recruited from Hospice and Palliative Nurses Association's membership. Data were analyzed using Pearson correlation and regression modeling. Findings indicated palliative care nurses had moderate to high levels of burnout. There was a negative correlation between burnout and perceived organizational support, and between burnout and coworker social support. The nursing practice environment of palliative care nurses was favorable; perceived organizational support and coworker social support were not moderators for demographics of age and years of experience and their relationship to burnout. [ABSTRACT FROM AUTHOR]

Aim: To examine nursing care left undone and its relationship with the nursing practice environment and perceived quality of nursing care in small Australian rural hospitals. Background: Nurses in small rural hospitals often work with few resources, limited backup and staff shortages. The relationship between this rural practice environment and care left undone has not been fully explored. Method: A descriptive cross‐sectional survey. Results: Over half participants (n = 241, 62.9%) reported having left some activities undone on their most recent shift. There were moderately significant correlations between care left undone and nursing practice environment and overall quality of care. Nurses who reported leaving care left undone had statistically significant lower perceptions of the nursing practice environment than those who had no care left undone. Conclusion: Nursing care activities are being left undone in rural hospitals. Both care left undone and quality of nursing care may be affected by the nursing practice environment. Implications for Nursing Management: To maximize care quality, rural hospital managers must consider the prevalence of care left undone and may use this information as a predictor of both patient outcomes and staffing and resource requirements. Given the challenges of rural hospitals, rural nurse managers can use this evidence to support their requests for increased staffing and resources. [ABSTRACT FROM AUTHOR]

Background: Most of the previous studies on nursing practice environment and job burnout employed conventional analyses ignoring the impact of unit-level data clusters. This study addressed this gap by examining the effects of the nursing practice environments on dimensions of occupational burnout among a sample of Chinese nurses using multilevel logistic regression models and demonstrating the superiority of employing multilevel models over conventional models within this context. Methods: A proportionate stratified sampling method was applied in this cross-sectional study that invited 1,300 registered nurses (RNs) from nine clinical units of a large, academic hospital in urban China to complete the questionnaire. Nurse-reported information was obtained using the Practice Environment Scale of the Nursing Work Index (PES-NWI) and the Maslach Burnout Inventory (MBI). Findings: A total of 1,178 valid questionnaires were returned for a response rate of 90.62%. RNs generally perceived their nursing practice environment as favorable as measured by the PES-NWI. Approximately 40% of the respondents reported experiencing emotional exhaustion and depersonalization. The multivariate models indicated that nurse burnout was significantly associated with nurse participation in hospital affairs, nursing foundations for quality of care, and adequate staffing. In addition, our results illustrated the advantage of multilevel modeling over the conventional modeling for handling hierarchical data in terms of the accuracy of the estimates and the goodness-of-fit of the model. Conclusions/Application to Practice: These findings underscore the importance of measures aimed at enhancing nursing practice environments to prevent RNs from experiencing feelings of burnout and of considering multilevel analysis in future nursing research. [ABSTRACT FROM AUTHOR]

Patient safety is a critical part of healthcare delivery that must be prioritized to guarantee optimal patient outcomes. Oncology nursing is a specialized area of nursing that demands great focus on patient safety because of the high-risk nature of this patient group. Nurses play an important role in ensuring that patients receive safe and effective care. However, the nursing practice environment can have a substantial impact on how nurses respond to patient safety problems. A just culture can promote open communication and identify potential safety issues, whereas a culture of silence can have a negative impact on patient outcomes. Firstly, assess the relationship between the nursing practice environment and oncology nurses' silent behavior towards patient safety. Secondly, the interaction effect of just culture as a moderator in this relationship. A cross-sectional, correctional research design was employed. Data was collected from 303 nurses working at the oncology departments of five hospitals in Egypt using three questionnaires. Data was analyzed using SPSS-PROCESS Macro (v4.2). There was a moderate, negative, and significant correlation between the nurse practice environment and silent behavior of nurses towards patient safety. The interaction effect of just culture with nurse practice environment strengthens this relationship, thus enhancing errors reporting. This study emphasized on the importance of creating a just culture that facilitates open communication and eliminating the potential hazards result from nurses' silence. Thus, oncology nurses must be encouraged to report issues related to patient safety. • Healthcare organizations should strive to create a supportive practice environment that promotes patient safety and encourages nurses to speak up about safety concerns. • Cultivating just culture in the workplace is a top priority toward safer healthcare especially in the highly dynamic and critical contexts like oncology settings • The level of just culture prevailed in the workplace of nurses definitely shape both their silence and voice behaviours toward patient safety threats. • Silence behaviour of nurses toward patient safety has different forms depending on the characteristics of nursing practice environment. So, it is important to consider the interaction between different dimensions of practice environment and just culture, when studying employee behaviour and patient safety outcomes. • Fostering just culture in a supportive positive work environment is a panacea for eradicating employees' silence behaviour and sustaining their voice behaviour which ultimately ensure safety and maximize quality of care. [ABSTRACT FROM AUTHOR]

World’s health systems have entered a critical period of human resource shortage. The shortage of qualified nurses has been suggested as one of the most important barriers to achieve effective healthcare systems (1). According to the WHO (2014), there is currently a shortage of 7.2 million health care providers at the international level. This shortage is estimated to reach 12.9 million by 2035 (2). In other words, in order to develop healthcare systems, achieve positive outcomes and ensure patient’s safety, recruiting well-qualified nurses is a global concern (3). Nursing shortage in Iran has also become a concern for managers and a major challenge to the healthcare system. The nursing deputy of the Iran Ministry of Health and Medical Education reported that the number of nurses working in health care settings is estimated to be 140,000, but there is a need for 2,60,000 nurses to deliver ideal levels of health care (4). While, qualified nurses adequacy is one of the essential components of the nursing professional practice environment (5). Poor nursing work environment, inadequate resources, imbalanced workload, disproportionate nurse-patient ratio, high bureaucracy (5), lack of supportive management, low salaries, and reduction in employment are major challenges that have caused Iran’s healthcare system to face a serious crisis of nursing shortage despite a large number of young nursing graduates (6). Evidence suggests that the nursing practice environment has a significant role in the retention of expert nurses, the quality of care and, safety of patients (7). Poor nursing work environments are related to adverse patient outcomes, including an increase in mortality rate, patient falls, and medication errors (8, 9). In addition, unhealthy workplaces are important causes of turnover, efficient nurses’ intention to leave, early retirement, job dissatisfaction and burnout (10, 11). Therefore, efforts to create environments that attract and retain nurses are worthwhile. Different strategies have been proposed to improve the nurses’ work environment. In this regard, making workplace attractive is a basis for increasing the quality of nursing practice environment (12). Today, there are hospitals called "Magnet Hospital" that are renowned for attracting and retaining expert nurses. The Magnet hospital was first used in the United States. In the early 1980s, concurrent with nursing shortage crisis in the United States, extensive studies were begun to examine the organizational structures of Magnet hospitals. In a study, the American Academy of Nursing (AAN) identified 41 hospitals that were known to attract and retain qualified nurses, and used the term "Magnet" as a gold standard for nursing practice in these hospitals (13). Magnet hospitals are evaluated in terms of achieving goals in five areas including transformational leadership, structural empowerment, new knowledge, innovation, and empirical outcomes and development (14). Magnet hospitals with a more different organizational structure than non-Magnet ones play an important role in nurses’ job satisfaction and retention (15). One of the main reasons for the attractiveness of these hospitals is the existence of work environments focusing on decentralized decision-making, autonomy, control over practice, resource adequacy, supportive management, effective inter-professional communication, and career development (16). In other words, the organizational attributes of Magnet hospitals lead to the nurses’ empowerment by increasing autonomy and authority, and subsequently improving job satisfaction. These hospitals have designed a set of work environment standards to support professional nursing practice (17). Many studies have shown that Magnet hospitals provide a healthier environment with higher job satisfaction for nurses and better outcomes for patients, compared to non-Magnet ones (18, 19). In recent years, the development of Magnet hospitals has rapidly grown in various countries. Considering the complexity of nursing shortage phenomenon, paying attention to the factors influencing the nurses’ attraction, retention and productivity is important to overcome the challenge of nursing shortage (20). Conclusion The nurses’ dissatisfaction with the work environment and consequently, the shortage of competent and educated nurses, is a major challenge to Iran’s health system. Therefore, solving this crisis is vital to prevent adverse health consequences. In this regard, nursing managers and health policy-makers can create a quality work environment using the features of Magnet hospitals to increase the attraction and retention of health care professionals, especially nurses. This will not only result in the nurses’ job satisfaction but will also increase the quality of care and ensure the patients’ safety.

Background: General self-efficacy is considered one of the most influential parameters affecting the quality of clinical practice and nurses' perceived professional benefits (NPPB). Perceived organizational support (POS) is regarded as being central in understanding job-related attitudes, and it is important to enhance POS for nurses to maintain their current employment. NPPB can further reduce nurses' job burnout and turn-over intention. Many studies have explored the relationships among general self-efficacy, POS, nursing practice environment (NPE) and NPPB. However, a moderating effect of NPE has not been fully explored in nurses, especially among paediatric nurses.Methods: A descriptive cross-sectional study was conducted from July to October 2018 with 300 paediatric nurses from 3 Class A tertiary hospitals in Jilin Province. The respondents completed the General Self-Efficacy Scale, Perceived Organizational Support Scale, Practice Environment Scale and Nurses' Perceived Professional Benefits Scale. The data were analyzed using path analysis and SPSS (version 23.0, IBM).Results: General self-efficacy and POS were significantly positively associated with NPPB, which showed that the model had a good fit to the data. NPE was found to play a partial mediating role between POS and NPPB and also had a complete mediating role between general self-efficacy and NPPB.Conclusions: The results suggest that general self-efficacy indirectly influences NPPB, and POS directly and indirectly influences NPPB by NPE. Effective measures should be taken to improve nurses' practice environment in hospitals to raise nurses' enthusiasm and confidence in their work. [ABSTRACT FROM AUTHOR]

Background: The evidence documents demonstrate a relationship between the nursing practice environment, the nurse's satisfaction, the patient's satisfaction with nursing care quality. Positive nursing practice environment increases levels of job satisfaction and human resources retention. As such, nurses play a crucial role in creating better nursing practice environments. Objective: The aim of Scoping Review is to map out and analyze work environment and nurses' job satisfaction in hospitals. Inclusion criteria Types of participants: Registered and licensed practical nurses. Concept: Nursing practice environment and job satisfaction. Context: Hospitals. Search strategy: Using a version proposed by the Joanna Briggs Institute, following 3 research steps: 1) An initial research in CINHAL and MEDLINE; 2) A broader search using the keywords and search terms in the databases of the EBSCOHost platform; 3) Search in the bibliographic references of the selected articles. The time period between 2011 and 2016 was defined. Extraction of results: Two reviewers extracted data independently. Any disagreements between the reviewers. Twelve studies were included corresponding the criteria's. Presentation of results: Twelve studies has documented the relationship among the nursing practice environment, nurse satisfaction, patient satisfaction and quality of care. The frequent reason for dissatisfaction of nurses is: high levels of burnout, job dissatisfaction, salary, and intention to leave. Research demonstrated the positive nursing practice environment increase levels of job satisfaction and staff retention of nurses. Discussion and Conclusions: Results showed a stable nurse workforce is associated with favorable perceptions of nursing practice environment factors, adequate workload, autonomy to make decisions and low levels of burnout. [ABSTRACT FROM AUTHOR]

Background: An increasing nursing shortage, high workloads and poor working environments are affecting the quality of nursing care in many countries including Mongolia. Aim: To explore the level of quality of nursing care, nursing competency and nursing practice environment, as well as the predictability of nurses' personal factors, nursing competency and nursing practice environment on quality of nursing care as perceived by nurses in Mongolia. Methods: We collected data from 346 registered nurses, randomly selected and working in seven general public tertiary care hospitals in the capital city of Ulaanbaatar, and four regions of Mongolia. Instruments used were the Good Nursing Care Scale, the Competency Inventory for Registered Nurses and the Practice Environment Scale of Nursing Work Index. Data were analysed using descriptive statistics and multiple regression analysis. Results: The overall quality of nursing care and nursing competency was perceived to be at a high level, whereas nursing practice environment was at a favourable level. Nursing competency and nursing practice environment were found as significant predictors of nursing care quality, while personal factors were found as non‐significant predictors. Discussion: Improving nursing competency and practice environment enhances the quality of nursing care. However, a study limitation is that self‐reporting may not have reflected the accuracy of variables. Conclusion: Findings provide important evidence for the use of measures and strategies to enhance the quality of nursing care by improving nursing competency and the nursing practice environment. Implications for nursing and health policy: Policymakers, administrators and nurses need to work together to develop and implement policies to enhance and support the competency and practice environments of the Mongolian nurses. [ABSTRACT FROM AUTHOR]

Workplace bullying (WPB) among nurses, especially newly licensed registered nurses (NLRNs), negatively affects nurse, patient, and organizational outcomes. Despite empirical evidence addressing the prevalence and impact of WPB, the behavior continues to persist within nursing work environments. Increased conceptual clarity of WPB is needed for interventions to be developed, executed, and evaluated. The purposes of this concept analysis, in which we used Rodgers' evolutionary method, were to obtain a clearer understanding of WPB, to differentiate the concept from other forms of workplace violence, and to describe a definition of WPB consistently used in the literature. Three attributes specific to WPB included negative behaviors directed toward an individual who perceives themselves to be a target, a time frame of experiencing these negative behaviors (e.g., daily or weekly) for a prolonged period (e.g., several weeks), and the inclusion of a power gradient or hierarchy between the bully and target. Antecedents identified for WPB included a scarcity of resources and poor leadership and management. Consequences associated with WPB included adverse nurse, patient, and health care organizational outcomes. WPB was conceptually defined as any negative behavior, exhibited by a nurse of either perceived or actual power, that was repeatedly (i.e., daily or weekly) and persistently directed toward NLRNs who have difficulty defending themselves against the behavior. Implications for researchers, health care organizations, nurse leaders, and nurses are included. [ABSTRACT FROM AUTHOR]

Background The organisational characteristics of the nursing practice environment play a crucial role in nurses’ job satisfaction, job retention, quality-of-care service provision and patient outcomes. The widely used Practice Environment Scale of the Nursing Work Index assesses the favourability of these traits, showing the grade of magnetism of these factors in the workplace. Aims and methods This study aims to assess the nurse working environment at five public hospitals in Greece, and to compare these data with those of Magnet and non-Magnet hospitals. The Practice Environment Scale of the Nursing Work Index was completed by 532 nurses. Results Findings have shown that all five hospitals were assessed by nurses as unfavourable working environments. Four of five subscales were identified as unfavourable by the participants and only Collegial Nurse-Physician Relations were evaluated as a positive organisational trait. The mean scores in all five subscales of favourability were significantly lower than the corresponding scores of non-Magnet hospitals in the US. Conclusions The present study shows the favourability grade of Greek hospitals. When compared with Magnet and non-Magnet hospitals in the US, Greek hospitals were perceived as more unfavourable than non-Magnet hospitals. Action to improve the current situation must be taken by hospital management, supporting nurse involvement, continuous education, changing human resources management and adopting evaluation procedures. [ABSTRACT FROM AUTHOR]

Copyright of Revista Médica Clínica Las Condes is the property of Editorial Sanchez y Barcelo and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Abstract: This study was an integrative literature review in relation to compassion fatigue models, appraising these models, and developing a comprehensive theoretical model of compassion fatigue. A systematic search on PubMed, EbscoHost (Academic Search Premier, E‐Journals, Medline, PsycINFO, Health Source Nursing/Academic Edition, CINAHL, MasterFILE Premier and Health Source Consumer Edition), gray literature, and manual searches of included reference lists was conducted in 2016. The studies (n = 11) were analyzed, and the strengths and limitations of the compassion fatigue models identified. We further built on these models through the application of the conservation of resources theory and the social neuroscience of empathy. The compassion fatigue model shows that it is not empathy that puts nurses at risk of developing compassion fatigue, but rather a lack of resources, inadequate positive feedback, and the nurse’s response to personal distress. By acting on these three aspects, the risk of developing compassion fatigue can be addressed, which could improve the retention of a compassionate and committed nurse workforce. [ABSTRACT FROM AUTHOR]

Objectives: To examine whether the nursing practice environment at the hospital-level affects the job satisfaction and turnover intention of hospital nurses. Methods: Among the 11 731 nurses who participated in the Korea Health and Medical Workers’ Union’s educational program, 5654 responded to our survey. Data from 3096 nurses working in 185 general inpatient wards at 60 hospitals were analyzed using multilevel logistic regression modeling. Results: Having a standardized nursing process (odds ratio [OR], 4.21; p

Objectives: To evaluate the occurrence of patient adverse events in Korean hospitals as perceived by nurses and examine the correlation between patient adverse events with the nurse practice environment at nurse and hospital level. Methods: In total, 3096 nurses working in 60 general inpatient hospital units were included. A two-level logistic regression analysis was performed. Results: At the hospital level, patient adverse events included patient falls (60.5%), nosocomial infections (51.7%), pressure sores (42.6%) and medication errors (33.3%). Among the hospital-level explanatory variables associated with the nursing practice environment, ‘physician- nurse relationship’ correlated with medication errors while ‘education for improving quality of care’ affected patient falls. Conclusions: The doctor-nurse relationship and access to education that can improve the quality of care at the hospital level may help decrease the occurrence of patient adverse events.

The purpose of this study was to examine influences on turnover intention in the clinical nurses. The data were collected from 193 nurses working in the three general hospital located Y city. The data were analyzed by descriptive statistics, T-test, ANOVA, Pearson's correlation coefficient, and stepwise multiple regression. The result of the stepwise multiple regression indicates the nursing practice environment, positive psychological capital and clinical career predict 41.8% (F=7.35, p<.001) of turnover intention. Therefore, it is necessary to develop changing the nursing practice environment and positive psychological capital strategy program for decrease turnover intention in clinical nurses. [ABSTRACT FROM AUTHOR]

Purpose To examine the relationship between evidence-based practice (EBP) adoption and social capital in nurses and to determine how social capital affected EBP adoption in South Korea. Design A cross-sectional, correlational design was used. Methods In total, 432 registered nurses from two university-affiliated teaching hospitals in South Korea completed the questionnaire, which included demographic items, the Developing Evidence-Based Practice Questionnaire, and the Social Capital Outcomes for Nurses scale. Data were analyzed using hierarchical regression to identify the predictors of EBP adoption. Findings Nurses with higher social capital scores reported fewer perceived barriers to finding and reviewing evidence, and changing practice. Higher social capital scores were associated with higher levels of perceived facilitators of EBP adoption and skills appraisal in finding and reviewing evidence. Social capital was a significant predictor of EBP adoption. Conclusions Nurses with greater opportunities to exchange and communicate their ideas freely are more likely to accept new evidence through diverse channels and trust-based relationships between nurses, which allows healthcare organizations to promote innovations such as EBP adoption. Therefore, social capital in nurses could serve as a driving force for EBP adoption and should provide a healthy foundation for changes in patient care practices. Clinical Relevance Nurses with higher social capital are tending to adopt EBP willingly. High trust enables nurses to facilitate and support change in practice. Therefore, to improve EBP adoption in patient care, it needs to be monitored that relationships between nurses are carefully structured and that they foster mutual interaction. [ABSTRACT FROM AUTHOR]