Aim: To investigate the current level and influencing factors of transition shock among new nurses in China.
Background: New nurses in China face multiple transition shock, which make them prone to burnout and more likely to leave the profession. A systematic analysis of their current status and influencing factors is needed to enhance their occupational well-being and stabilize the nursing workforce.
Methods: Computer searches were conducted to retrieve the literature on the current status and factors affecting the impact of the transition of new nurses in China from Chinese databases including China National Knowledge Infrastructure (CNKI), Wanfang Database, and China Biomedical Literature Database (CBM), as well as international databases including PubMed, Embase, Scopus, and the Cumulative Index to Nursing and Allied Health Literature (CINAHL). Meta-analysis was performed by using Stata 17.0 and RevMan 5.3 software.
Results: A total of 30 articles involving 12,459 Chinese new nurses were included, and 20 influencing factors were extracted. Meta-analysis results showed that the transition shock score was 93.08 (95% CI: 87.28-98.89). The influencing factors of transition shock among new nurses in China include both personal factors (female, nonlocal origin, college degree or below, disliking or feeling neutral toward their department, choosing the nursing profession due to nonpersonal interests, low professional identity, poor psychological resilience, infrequent feedback-seeking behavior, and service length ≤ 6 months) and external factors (nonestablishment employment type, monthly income ≤ 5000 RMB, > 7 night shifts per month, lack of family support for nursing work, and low social support) (p < 0.05).
Conclusion: The transition shock of new nurses in China is at a moderate-to-high level and is influenced by multiple personal and work-related factors. Nursing managers should develop targeted interventions based on these influencing factors to alleviate transition shock, improve new nurses' career satisfaction, and enhance the quality of nursing services.
{"title":"Transition Shock Among Chinese New Nurses: A Systematic Review and Meta-Analysis.","authors":"Jiexuan Xu, Jianqin Huang, Yu Zhai, Murong Lu, Xuemei Liu, Hongjing Yu","doi":"10.1155/jonm/9306693","DOIUrl":"https://doi.org/10.1155/jonm/9306693","url":null,"abstract":"<p><strong>Aim: </strong>To investigate the current level and influencing factors of transition shock among new nurses in China.</p><p><strong>Background: </strong>New nurses in China face multiple transition shock, which make them prone to burnout and more likely to leave the profession. A systematic analysis of their current status and influencing factors is needed to enhance their occupational well-being and stabilize the nursing workforce.</p><p><strong>Methods: </strong>Computer searches were conducted to retrieve the literature on the current status and factors affecting the impact of the transition of new nurses in China from Chinese databases including China National Knowledge Infrastructure (CNKI), Wanfang Database, and China Biomedical Literature Database (CBM), as well as international databases including PubMed, Embase, Scopus, and the Cumulative Index to Nursing and Allied Health Literature (CINAHL). Meta-analysis was performed by using Stata 17.0 and RevMan 5.3 software.</p><p><strong>Results: </strong>A total of 30 articles involving 12,459 Chinese new nurses were included, and 20 influencing factors were extracted. Meta-analysis results showed that the transition shock score was 93.08 (95% CI: 87.28-98.89). The influencing factors of transition shock among new nurses in China include both personal factors (female, nonlocal origin, college degree or below, disliking or feeling neutral toward their department, choosing the nursing profession due to nonpersonal interests, low professional identity, poor psychological resilience, infrequent feedback-seeking behavior, and service length ≤ 6 months) and external factors (nonestablishment employment type, monthly income ≤ 5000 RMB, > 7 night shifts per month, lack of family support for nursing work, and low social support) (<i>p</i> < 0.05).</p><p><strong>Conclusion: </strong>The transition shock of new nurses in China is at a moderate-to-high level and is influenced by multiple personal and work-related factors. Nursing managers should develop targeted interventions based on these influencing factors to alleviate transition shock, improve new nurses' career satisfaction, and enhance the quality of nursing services.</p>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 ","pages":"9306693"},"PeriodicalIF":4.0,"publicationDate":"2026-01-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12801397/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145991425","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Daniel Joseph E. Berdida, Ingrid Jacinto-Caspillo, Maurine T. Conde, Bindu Bharathi, Annabel Lee C. Daoala, Leticia Lopez, Hilda T. Lopez, Ohoud Naif Aldughmi
<div> <section> <h3> Aims and Objectives</h3> <p>To investigate the associations among risk for social media addiction (SMA), nomophobia, clinical performance, and the mediating effect of academic self-efficacy (ASE) among these relationships.</p> </section> <section> <h3> Background</h3> <p>There is a preponderance of studies about SMA and nomophobia’s negative and positive effects on nursing students’ academic performance. However, its impacts on clinical performance among nursing interns and whether ASE has a mediating effect among these relationships remain underreported.</p> </section> <section> <h3> Methods</h3> <p>A cross-sectional correlational design was used, involving nursing interns, who were consecutively recruited from April to June 2025, from four nursing colleges. To collect data, three validated self-report scales were used. Covariance-based structural equation modeling was employed for data analyses.</p> </section> <section> <h3> Results</h3> <p>Risk for SMA positively influenced nomophobia (<i>β</i> = 0.12, <i>p</i> = 0.002), while negatively affected ASE (<i>β</i> = −0.07, <i>p</i> = 0.030) and clinical performance (<i>β</i> = −0.04, <i>p</i> = 0.002). Nomophobia negatively associated with ASE (<i>β</i> = −0.56, <i>p</i> = 0.002) and clinical performance (<i>β</i> = −0.18, <i>p</i> = 0.008). ASE directly influenced clinical performance (<i>β</i> = 0.18, <i>p</i> = 0.002). The 42.64% variance of clinical performance was attributable to SMA, nomophobia, and ASE. ASE acted as a mediator between SMA and clinical performance (<i>β</i> = 0.08, <i>p</i> = 0.002) and nomophobia and clinical performance (<i>β</i> = 0.12, <i>p</i> = 0.002).</p> </section> <section> <h3> Conclusion</h3> <p>SMA and nomophobia reduced nursing interns’ clinical performance. Meanwhile, ASE improved clinical performance. ASE was a protective factor against the ill-effects caused by SMA and nomophobia on clinical performance.</p> </section> <section> <h3> Implications for Nursing Management</h3> <p>Nursing school administrators may create proactive policies in helping nursing students manage their SMA and nomophobia. Nurse managers in clinical learning environments should cultivate favorable learning experiences where students can develop ASE and master clinical skills. Nursing educators and students must elevate their knowledge regarding the negative impacts of SMA and nomo
目的和目的探讨社交媒体成瘾（SMA）风险、网络恐惧症风险、临床表现之间的关系，以及学业自我效能感（ASE）在这些关系中的中介作用。背景关于SMA和无恐惧症对护生学业成绩的正、负影响的研究较多。然而，其对护理实习生临床表现的影响以及ASE是否在这些关系中具有中介作用的报道仍然不足。方法采用横断面相关设计，于2025年4月至6月从4所护理院校连续招募护理实习生。为了收集数据，使用了三种有效的自我报告量表。采用协方差结构方程模型进行数据分析。结果SMA风险对无恐惧症有正向影响（β = 0.12, p = 0.002），对ASE （β = - 0.07, p = 0.030）和临床表现有负向影响（β = - 0.04, p = 0.002）。无恐惧症与ASE （β = - 0.56, p = 0.002）和临床表现呈负相关（β = - 0.18, p = 0.008）。ASE直接影响临床表现（β = 0.18, p = 0.002）。42.64%的临床表现差异可归因于SMA、无恐惧症和ASE。ASE在SMA与临床表现（β = 0.08, p = 0.002）、无恐惧症与临床表现（β = 0.12, p = 0.002）之间起中介作用。结论SMA和无恐惧症降低了护理实习生的临床表现。同时，ASE改善了临床表现。ASE是防止SMA和nomophobia对临床表现不良影响的保护因素。护理学校管理人员可以制定积极的政策，帮助护理学生管理他们的SMA和无恐惧症。临床学习环境中的护士管理者应该培养学生良好的学习经历，使学生能够发展ASE，掌握临床技能。护理教育工作者和学生必须提高他们对SMA和nomophobia的负面影响的认识，同时了解它们如何在危害患者安全的同时对护理学生的临床表现产生不利影响。
{"title":"Academic Self-Efficacy as a Mediator Between Risk for Social Media Addiction, Nomophobia, and Clinical Performance Among Nursing Internship Students: A Structural Equation Model","authors":"Daniel Joseph E. Berdida, Ingrid Jacinto-Caspillo, Maurine T. Conde, Bindu Bharathi, Annabel Lee C. Daoala, Leticia Lopez, Hilda T. Lopez, Ohoud Naif Aldughmi","doi":"10.1155/jonm/2184983","DOIUrl":"https://doi.org/10.1155/jonm/2184983","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aims and Objectives</h3>\u0000 \u0000 <p>To investigate the associations among risk for social media addiction (SMA), nomophobia, clinical performance, and the mediating effect of academic self-efficacy (ASE) among these relationships.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>There is a preponderance of studies about SMA and nomophobia’s negative and positive effects on nursing students’ academic performance. However, its impacts on clinical performance among nursing interns and whether ASE has a mediating effect among these relationships remain underreported.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>A cross-sectional correlational design was used, involving nursing interns, who were consecutively recruited from April to June 2025, from four nursing colleges. To collect data, three validated self-report scales were used. Covariance-based structural equation modeling was employed for data analyses.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>Risk for SMA positively influenced nomophobia (<i>β</i> = 0.12, <i>p</i> = 0.002), while negatively affected ASE (<i>β</i> = −0.07, <i>p</i> = 0.030) and clinical performance (<i>β</i> = −0.04, <i>p</i> = 0.002). Nomophobia negatively associated with ASE (<i>β</i> = −0.56, <i>p</i> = 0.002) and clinical performance (<i>β</i> = −0.18, <i>p</i> = 0.008). ASE directly influenced clinical performance (<i>β</i> = 0.18, <i>p</i> = 0.002). The 42.64% variance of clinical performance was attributable to SMA, nomophobia, and ASE. ASE acted as a mediator between SMA and clinical performance (<i>β</i> = 0.08, <i>p</i> = 0.002) and nomophobia and clinical performance (<i>β</i> = 0.12, <i>p</i> = 0.002).</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>SMA and nomophobia reduced nursing interns’ clinical performance. Meanwhile, ASE improved clinical performance. ASE was a protective factor against the ill-effects caused by SMA and nomophobia on clinical performance.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Implications for Nursing Management</h3>\u0000 \u0000 <p>Nursing school administrators may create proactive policies in helping nursing students manage their SMA and nomophobia. Nurse managers in clinical learning environments should cultivate favorable learning experiences where students can develop ASE and master clinical skills. Nursing educators and students must elevate their knowledge regarding the negative impacts of SMA and nomo","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-01-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/2184983","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145964085","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
S. Zhao, Z. Zhang, X. Duan, et al., “Resilience and Flexibility for Clinical Nurses: A Latent Class Analysis,” Journal of Nursing Management, 2024, 6171305, https://doi.org/10.1155/2024/6171305.
In the article, there is an error in Table 5, where “Sense of Power Deficit—Emotional Group” should be swapped with “Toughness—Rigidity Group.” The correct Table 5 is shown below:
We apologize for this error.
[这更正了文章DOI: 10.1155/2024/6171305]。
{"title":"Correction to “Resilience and Flexibility for Clinical Nurses: A Latent Class Analysis”","authors":"","doi":"10.1155/jonm/9787456","DOIUrl":"10.1155/jonm/9787456","url":null,"abstract":"<p>S. Zhao, Z. Zhang, X. Duan, et al., “Resilience and Flexibility for Clinical Nurses: A Latent Class Analysis,” <i>Journal of Nursing Management</i>, 2024, 6171305, https://doi.org/10.1155/2024/6171305.</p><p>In the article, there is an error in Table 5, where “Sense of Power Deficit—Emotional Group” should be swapped with “Toughness—Rigidity Group.” The correct Table 5 is shown below:</p><p>We apologize for this error.</p>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12790442/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145953710","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
<div> <section> <h3> Aim</h3> <p>This study explored the latent classes of psychological empowerment. In addition, we analyzed their relationship with perceptions of decent work and work engagement, thereby providing a scientific basis for enhancing work engagement among rural nurses.</p> </section> <section> <h3> Background</h3> <p>Most studies focus on nurses working in urban areas, with relatively fewer investigations examining those in rural healthcare institutions. While many studies have explored psychological empowerment, decent work perception, and work engagement, few have analyzed the relationships from the perspective of psychological empowerment.</p> </section> <section> <h3> Methods</h3> <p>The sample consisted of clinical nurses from 3 rural healthcare institutions in Hunan Province, China. The nurses’ general information, psychological empowerment, decent work perception, and work engagement scores were assessed using the General Information Scale, Decent Labor Perception Scale, Psychological Empowerment Scale, and Utrecht Work Engagement Scale, respectively. Furthermore, latent profile analysis and moderation analysis were performed.</p> </section> <section> <h3> Results</h3> <p>The total scores of rural nurses’ work engagement were 62.85 (±15.44). Rural nurses’ psychological empowerment exists in three latent categories: low psychological empowerment, competent but constrained, and high psychological empowerment. Level 1 hospitals (OR = 1.95, 95% CI: 1.24–3.09, <i>p</i> = 0.004) and internal medicine (OR = 1.18, 95% CI: 1.06–1.31, <i>p</i> = 0.004) were associated with low psychological empowerment. Holding a leadership position (OR = 0.28, 95% CI: 0.09–0.88, <i>p</i> = 0.029) and days of monthly night shifts (≤ 4) (OR = 0.63, 95% CI: 0.41–0.97, <i>p</i> = 0.036) were associated with high psychological empowerment. The category of psychological empowerment has a moderating effect on the relationship between decent work perception and work engagement (<i>p</i> < 0.05).</p> </section> <section> <h3> Conclusions</h3> <p>In summary, the levels of work engagement among rural nurses are moderate. Rural nurses’ psychological empowerment is heterogeneous, and attention should be paid to those in the low psychological empowerment group. This study demonstrated that nurses’ psychological empowerment partially moderates the relationship between perceptions of decent work and work engagement. Therefore, emphasizing psychological empowerment and fosterin
目的：本研究探讨心理赋权的潜在类别。此外，我们分析了他们与体面工作和工作投入的关系，从而为提高农村护士的工作投入提供了科学依据。背景：大多数研究集中于在城市地区工作的护士，相对较少调查在农村医疗机构的护士。虽然许多研究都探讨了心理授权、体面工作感知和工作投入，但很少有人从心理授权的角度分析它们之间的关系。方法：以湖南省3家农村卫生保健机构的临床护士为研究对象。采用一般信息量表、体面劳动感知量表、心理授权量表和乌得勒支工作投入量表分别评估护士的一般信息、心理授权、体面工作感知和工作投入得分。此外，还进行了潜在特征分析和适度分析。结果：农村护士工作敬业度总分为62.85分（±15.44分）。农村护士心理赋权存在低心理赋权、胜任但受约束、高心理赋权三种潜在类型。一级医院（OR = 1.95, 95% CI: 1.24-3.09, p = 0.004）和内科（OR = 1.18, 95% CI: 1.06-1.31, p = 0.004）与低心理授权相关。担任领导职位（OR = 0.28, 95% CI: 0.09-0.88, p = 0.029）和每月夜班天数（≤4天）（OR = 0.63, 95% CI: 0.41-0.97, p = 0.036）与高心理赋权相关。心理授权类别对体面工作感知与工作投入的关系有调节作用（p < 0.05）。结论：总体而言，农村护士的工作投入水平处于中等水平。农村护士心理赋权具有异质性，应关注心理赋权低的群体。本研究表明，护士的心理赋权在一定程度上调节了体面工作感知与工作投入之间的关系。因此，在探索提高农村护士工作参与度的措施时，应考虑强调心理赋权和培养体面的工作观念。对护理管理的启示：基于研究结果，护理管理者应采用循证方法来支持心理赋权。应特别注意早期识别心理赋权低风险较高的护士，特别是一级医院和内科的护士。还应实施有针对性的干预措施，例如建立由高度授权的护士促进的同伴指导计划，建立定期反馈机制，并让护士参与临床决策过程。此外，管理层应该促进领导的机会，并优化调度，将夜班限制在每月不超过四个。值得注意的是，这些因素与增强心理赋权有显著关联。
{"title":"Association Between Psychological Empowerment and Work Engagement Among Rural Nurses: A Latent Profile and Moderation Analysis","authors":"Ershan Xu, Huayong Huang, Yanhui Zhou, Wen Tang","doi":"10.1155/jonm/8856627","DOIUrl":"10.1155/jonm/8856627","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aim</h3>\u0000 \u0000 <p>This study explored the latent classes of psychological empowerment. In addition, we analyzed their relationship with perceptions of decent work and work engagement, thereby providing a scientific basis for enhancing work engagement among rural nurses.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>Most studies focus on nurses working in urban areas, with relatively fewer investigations examining those in rural healthcare institutions. While many studies have explored psychological empowerment, decent work perception, and work engagement, few have analyzed the relationships from the perspective of psychological empowerment.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>The sample consisted of clinical nurses from 3 rural healthcare institutions in Hunan Province, China. The nurses’ general information, psychological empowerment, decent work perception, and work engagement scores were assessed using the General Information Scale, Decent Labor Perception Scale, Psychological Empowerment Scale, and Utrecht Work Engagement Scale, respectively. Furthermore, latent profile analysis and moderation analysis were performed.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>The total scores of rural nurses’ work engagement were 62.85 (±15.44). Rural nurses’ psychological empowerment exists in three latent categories: low psychological empowerment, competent but constrained, and high psychological empowerment. Level 1 hospitals (OR = 1.95, 95% CI: 1.24–3.09, <i>p</i> = 0.004) and internal medicine (OR = 1.18, 95% CI: 1.06–1.31, <i>p</i> = 0.004) were associated with low psychological empowerment. Holding a leadership position (OR = 0.28, 95% CI: 0.09–0.88, <i>p</i> = 0.029) and days of monthly night shifts (≤ 4) (OR = 0.63, 95% CI: 0.41–0.97, <i>p</i> = 0.036) were associated with high psychological empowerment. The category of psychological empowerment has a moderating effect on the relationship between decent work perception and work engagement (<i>p</i> < 0.05).</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusions</h3>\u0000 \u0000 <p>In summary, the levels of work engagement among rural nurses are moderate. Rural nurses’ psychological empowerment is heterogeneous, and attention should be paid to those in the low psychological empowerment group. This study demonstrated that nurses’ psychological empowerment partially moderates the relationship between perceptions of decent work and work engagement. Therefore, emphasizing psychological empowerment and fosterin","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-01-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12783919/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145953693","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
While research on nursing leadership has grown, empirical studies specifically addressing e-leadership in nursing remain scarce. Digitalization offers opportunities to enhance efficiency and flexibility but also necessitates careful management of interpersonal relationships and staff well-being. E-leadership in nursing requires strong interpersonal competencies, organizational support, targeted training, and clear policies, along with a balanced leadership approach. Notably, there is a lack of research on the state of e-leadership in nursing in the postpandemic context.
Aim
This study aims to explore the current state of Finnish nurse leaders’ experiences with e-leadership.
Methods
A qualitative research design was employed, utilizing individual thematic interviews and inductive content analysis. Fourteen individual interviews were conducted. The Standards for Reporting Qualitative Research (SRQR) checklist guided the reporting process.
Results
The analysis yielded three main categories: (1) E-leadership in nursing is here to stay, (2) a lack of consistent e-leadership practices in nursing, and (3) e-leadership presents challenges for both nurse leaders and staff. Although e-leadership remains under development and lacks clearly defined structures, both nurse leaders and staff demonstrate a willingness to adopt and implement this leadership model. However, organizational support has been insufficient, often leaving nurse leaders to independently develop solutions to the challenges they face.
Conclusion
This study reinforces previous findings on e-leadership in nursing while offering new insights into its current state. E-leadership is a dynamic and evolving practice that requires a delicate balance between digital efficiency and human connection. Despite its challenges, e-leadership presents significant opportunities for the nursing profession, including enhanced flexibility and improved work–life balance.
Implications for Nursing Management
The findings can inform the development of practical guidelines for implementing e-leadership in nursing and healthcare settings.
{"title":"Nurse Leaders’ Perceptions and Practices of E-Leadership: A Qualitative Study","authors":"Vanesa Numanovic, Harri Jalonen, Juha Lindell","doi":"10.1155/jonm/2583936","DOIUrl":"10.1155/jonm/2583936","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Introduction</h3>\u0000 \u0000 <p>While research on nursing leadership has grown, empirical studies specifically addressing e-leadership in nursing remain scarce. Digitalization offers opportunities to enhance efficiency and flexibility but also necessitates careful management of interpersonal relationships and staff well-being. E-leadership in nursing requires strong interpersonal competencies, organizational support, targeted training, and clear policies, along with a balanced leadership approach. Notably, there is a lack of research on the state of e-leadership in nursing in the postpandemic context.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aim</h3>\u0000 \u0000 <p>This study aims to explore the current state of Finnish nurse leaders’ experiences with e-leadership.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>A qualitative research design was employed, utilizing individual thematic interviews and inductive content analysis. Fourteen individual interviews were conducted. The Standards for Reporting Qualitative Research (SRQR) checklist guided the reporting process.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>The analysis yielded three main categories: (1) E-leadership in nursing is here to stay, (2) a lack of consistent e-leadership practices in nursing, and (3) e-leadership presents challenges for both nurse leaders and staff. Although e-leadership remains under development and lacks clearly defined structures, both nurse leaders and staff demonstrate a willingness to adopt and implement this leadership model. However, organizational support has been insufficient, often leaving nurse leaders to independently develop solutions to the challenges they face.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>This study reinforces previous findings on e-leadership in nursing while offering new insights into its current state. E-leadership is a dynamic and evolving practice that requires a delicate balance between digital efficiency and human connection. Despite its challenges, e-leadership presents significant opportunities for the nursing profession, including enhanced flexibility and improved work–life balance.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Implications for Nursing Management</h3>\u0000 \u0000 <p>The findings can inform the development of practical guidelines for implementing e-leadership in nursing and healthcare settings.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-01-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12780739/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145953691","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Shibo Zhang, Xia Zhang, Liu Zhang, Qiang Zhang, Huarong Liu, Linyu Li, Teng Huang, Yang He
<div> <section> <h3> Aim</h3> <p>To explore the experiences and perceptions of burnout among nursing interns during clinical practicum and to identify its underlying mechanisms and coping strategies, with implications for nursing management.</p> </section> <section> <h3> Background</h3> <p>Nursing interns face considerable stress as they transition from classroom learning to clinical roles. Exposure to institutional demands, interpersonal tensions, and emotional exhaustion can lead to burnout, affecting their performance, well-being, and professional identity.</p> </section> <section> <h3> Methods</h3> <p>A descriptive qualitative study was employed. Twenty nursing interns who had experienced symptoms of burnout were recruited from three tertiary hospitals in western China. All participants were final-year students in a registered nurse training program. Semistructured interviews were conducted, and data were analyzed using Braun and Clarke’s six-phase thematic approach.</p> </section> <section> <h3> Results</h3> <p>Four themes were developed through thematic analysis: (1) Violence under the system—interns experienced both explicit oppression (e.g., excessive workloads, rigid rules, and lack of voice) and implicit oppression (e.g., unpaid tasks, lack of respect, and normalized exploitation); (2) torn between idealism and reality—participants described idealized career expectations clashing with clinical realities, interpersonal conflicts, and uncertainty about professional values; (3) depletion of self-resources—burnout manifested as physical exhaustion, emotional volatility, and cumulative effects such as emotional numbness and disengagement; and (4) finding their own path—interns coped through personal recharge strategies, self-disclosure, quiet resistance, letting go of ambitious career goals, and, in some cases, resignation. These themes highlight the progressive, multidimensional nature of burnout and reveal both risks to interns’ well-being and opportunities for targeted managerial interventions.</p> </section> <section> <h3> Conclusions</h3> <p>Burnout among nursing interns is a dynamic and multifaceted process rooted in structural, emotional, and cognitive tensions. It impacts not only individual resilience but also long-term workforce development and retention.</p> </section> <section> <h3> Impact</h3> <p>Nursing managers should address both the struct
{"title":"Burnout in Transition: A Qualitative Study of Nursing Interns’ Experiences and Implications for Clinical Management","authors":"Shibo Zhang, Xia Zhang, Liu Zhang, Qiang Zhang, Huarong Liu, Linyu Li, Teng Huang, Yang He","doi":"10.1155/jonm/6694491","DOIUrl":"10.1155/jonm/6694491","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aim</h3>\u0000 \u0000 <p>To explore the experiences and perceptions of burnout among nursing interns during clinical practicum and to identify its underlying mechanisms and coping strategies, with implications for nursing management.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>Nursing interns face considerable stress as they transition from classroom learning to clinical roles. Exposure to institutional demands, interpersonal tensions, and emotional exhaustion can lead to burnout, affecting their performance, well-being, and professional identity.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>A descriptive qualitative study was employed. Twenty nursing interns who had experienced symptoms of burnout were recruited from three tertiary hospitals in western China. All participants were final-year students in a registered nurse training program. Semistructured interviews were conducted, and data were analyzed using Braun and Clarke’s six-phase thematic approach.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>Four themes were developed through thematic analysis: (1) Violence under the system—interns experienced both explicit oppression (e.g., excessive workloads, rigid rules, and lack of voice) and implicit oppression (e.g., unpaid tasks, lack of respect, and normalized exploitation); (2) torn between idealism and reality—participants described idealized career expectations clashing with clinical realities, interpersonal conflicts, and uncertainty about professional values; (3) depletion of self-resources—burnout manifested as physical exhaustion, emotional volatility, and cumulative effects such as emotional numbness and disengagement; and (4) finding their own path—interns coped through personal recharge strategies, self-disclosure, quiet resistance, letting go of ambitious career goals, and, in some cases, resignation. These themes highlight the progressive, multidimensional nature of burnout and reveal both risks to interns’ well-being and opportunities for targeted managerial interventions.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusions</h3>\u0000 \u0000 <p>Burnout among nursing interns is a dynamic and multifaceted process rooted in structural, emotional, and cognitive tensions. It impacts not only individual resilience but also long-term workforce development and retention.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Impact</h3>\u0000 \u0000 <p>Nursing managers should address both the struct","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-01-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12776595/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145935848","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Joan Kleine, Carolin Gurisch, Julia Köppen, Reinhard Busse, Lisa Smeds Alenius
Aim
To explore internal strategies for communicating and disseminating the implementation of Magnet principles in German hospitals from the perspective of implementation leaders.
Design
A qualitative study.
Methods
Between January 2023 and June 2024, 15 semistructured interviews were conducted with 16 participants from six German hospitals participating in the Magnet4Europe project. Data were analyzed using qualitative content analysis, following the COREQ guidelines.
Results
Four major themes emerged: (i) communicating through multiple channels, (ii) choosing effective wording, (iii) leveraging enabling factors for dissemination, and (iv) navigating dissemination challenges. The combination of visual, written, and verbal communication channels, as well as consistent and tailored language, was seen as essential for communicating the implementation of Magnet. Leadership support, contextual adaptation of terminology, and linking Magnet principles to practical applications were perceived as facilitating acceptance. Challenges included difficulties in reaching all target audiences and overcoming staff resistance.
Conclusion
Communication was perceived as playing a vital role in supporting the implementation and dissemination of Magnet and in fostering efforts to embed Magnet principles within the organizational culture.
Practical Implications
Effective dissemination of Magnet requires a multifaceted communication approach that combines visual, verbal, and interpersonal strategies. Leadership support, tailored language, staff engagement, and continuous communication were identified as key elements for embedding Magnet principles into daily hospital practice and fostering long-term cultural change.
{"title":"Internal Communication and Dissemination Strategies During Magnet Implementation in German Hospitals: A Qualitative Study","authors":"Joan Kleine, Carolin Gurisch, Julia Köppen, Reinhard Busse, Lisa Smeds Alenius","doi":"10.1155/jonm/3517120","DOIUrl":"10.1155/jonm/3517120","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aim</h3>\u0000 \u0000 <p>To explore internal strategies for communicating and disseminating the implementation of Magnet principles in German hospitals from the perspective of implementation leaders.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Design</h3>\u0000 \u0000 <p>A qualitative study.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>Between January 2023 and June 2024, 15 semistructured interviews were conducted with 16 participants from six German hospitals participating in the Magnet4Europe project. Data were analyzed using qualitative content analysis, following the COREQ guidelines.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>Four major themes emerged: (i) communicating through multiple channels, (ii) choosing effective wording, (iii) leveraging enabling factors for dissemination, and (iv) navigating dissemination challenges. The combination of visual, written, and verbal communication channels, as well as consistent and tailored language, was seen as essential for communicating the implementation of Magnet. Leadership support, contextual adaptation of terminology, and linking Magnet principles to practical applications were perceived as facilitating acceptance. Challenges included difficulties in reaching all target audiences and overcoming staff resistance.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>Communication was perceived as playing a vital role in supporting the implementation and dissemination of Magnet and in fostering efforts to embed Magnet principles within the organizational culture.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Practical Implications</h3>\u0000 \u0000 <p>Effective dissemination of Magnet requires a multifaceted communication approach that combines visual, verbal, and interpersonal strategies. Leadership support, tailored language, staff engagement, and continuous communication were identified as key elements for embedding Magnet principles into daily hospital practice and fostering long-term cultural change.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-01-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/3517120","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145904671","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Francesc Ramos-Roure, Maria Feijoo-Cid, Rosa García-Sierra, Eduard Moreno-Gabriel, Clara Flamarich-Gol, Maria Almazán Gómez, Pere Toran-Monserrat, Maria Isabel Fernández-Cano, Sergio Martínez-Morato
Introduction
The process of caring for immigrants is influenced by different cultural elements, and patients and health professionals perceive it differently. The literature often uses the concept of “immigrant patients” as if it comprises a homogeneous and nondiverse group. In this study, we focus on newcomers, since the number of years an immigrant has spent in a country conditions their experience as a patient. Despite being a more vulnerable population, there are few studies on the perspective of newcomers. Given this gap, we aimed to explore the relationship of newcomers with Spanish healthcare professionals and whether the care provided is sensitive and culturally competent from the perspective of newcomers and cultural mediators.
Materials and Methods
Qualitative study with a socioconstructivist approach based on 18 interviews with newcomers and two focus groups (one with newcomers and one with cultural mediators). Purposive sampling was used to recruit newcomers, while cultural mediators were recruited by convenience sampling. The Charmaz method was applied for data analysis.
Results
Newcomers and mediators point out the cultural insensitivity of health systems in their discourse, clearly expressed by newcomers’ fear of deportation, the perception of standardized care, and the prevalence of formal communication styles. For newcomers, the fear of being deported as an undocumented immigrant is a major reason for not using the health system. Newcomers and cultural mediators agreed that nursing care is standardized but disagreed about cultural issues.
Conclusions
This study detected a fear of deportation and the perception of standardized care when navigating an insensitive healthcare system. Due to growing inequalities, there is an urgent need for the critical self-reflection of the entire health system. Specific interventions, such as developing cultural competence training, revising communication protocols, and including cultural mediators on care teams, are critical to including newcomers’ needs in care practice and reducing inequalities.
{"title":"Navigating the Spanish Healthcare System: Perspectives of Newcomers and Cultural Mediators on Communication, Relationships, and Fear of Deportation","authors":"Francesc Ramos-Roure, Maria Feijoo-Cid, Rosa García-Sierra, Eduard Moreno-Gabriel, Clara Flamarich-Gol, Maria Almazán Gómez, Pere Toran-Monserrat, Maria Isabel Fernández-Cano, Sergio Martínez-Morato","doi":"10.1155/jonm/4307386","DOIUrl":"10.1155/jonm/4307386","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Introduction</h3>\u0000 \u0000 <p>The process of caring for immigrants is influenced by different cultural elements, and patients and health professionals perceive it differently. The literature often uses the concept of “immigrant patients” as if it comprises a homogeneous and nondiverse group. In this study, we focus on newcomers, since the number of years an immigrant has spent in a country conditions their experience as a patient. Despite being a more vulnerable population, there are few studies on the perspective of newcomers. Given this gap, we aimed to explore the relationship of newcomers with Spanish healthcare professionals and whether the care provided is sensitive and culturally competent from the perspective of newcomers and cultural mediators.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Materials and Methods</h3>\u0000 \u0000 <p>Qualitative study with a socioconstructivist approach based on 18 interviews with newcomers and two focus groups (one with newcomers and one with cultural mediators). Purposive sampling was used to recruit newcomers, while cultural mediators were recruited by convenience sampling. The Charmaz method was applied for data analysis.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>Newcomers and mediators point out the cultural insensitivity of health systems in their discourse, clearly expressed by newcomers’ fear of deportation, the perception of standardized care, and the prevalence of formal communication styles. For newcomers, the fear of being deported as an undocumented immigrant is a major reason for not using the health system. Newcomers and cultural mediators agreed that nursing care is standardized but disagreed about cultural issues.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusions</h3>\u0000 \u0000 <p>This study detected a fear of deportation and the perception of standardized care when navigating an insensitive healthcare system. Due to growing inequalities, there is an urgent need for the critical self-reflection of the entire health system. Specific interventions, such as developing cultural competence training, revising communication protocols, and including cultural mediators on care teams, are critical to including newcomers’ needs in care practice and reducing inequalities.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12759179/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145901538","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Mennat Allah G. Abou Zeid, Amirat A. Al-Sabeely, Ibrahim Abdullatif Ibrahim
Background
Work withdrawal behaviors threaten patients’ safety and care quality. While exploitative leadership is a potential contributor to these negative behaviors, its impact remains underexplored in nursing context. Additionally, the mediating mechanism of moral disengagement in this association is understudied.
Aim
This research aimed to investigate the mediating function of moral disengagement in the linkage between exploitative leadership and work withdrawal behaviors, framed by social cognitive and social exchange theories.
Methods
This quantitative, cross-sectional study included a convenience sample of 223 nurses recruited from two healthcare settings. Data were collected between February and April 2025 using an online survey comprising three validated and reliable scales in addition to demographic questionnaire. The proposed hypotheses were tested using the partial least square approach.
Results
Exploitative leadership demonstrated a significant positive direct effect on both moral disengagement (β = 0.616, t = 17.798, p < 0.001) and work withdrawal behaviors (β = 0.421, t = 5.592, p < 0.001). Furthermore, moral disengagement had a significant positive effect on work withdrawal behaviors (β = 0.196, t = 2.365, p < 0.05). The indirect effect of exploitative leadership on work withdrawal behaviors, mediated by moral disengagement, was also significant (β = 0.121, t = 2.238, p < 0.05).
Conclusion
This research underscores the critical role of moral disengagement in elucidating how exploitative leadership fosters nurses’ job withdrawal behaviors. These results underscore the need for healthcare organizations to advocate for ethical leadership practices and address processes that compromise nurses’ moral involvement to enhance nurse retention and ensure high-quality patient care.
工作退缩行为威胁着患者的安全和护理质量。虽然剥削性领导是这些负面行为的潜在贡献者，但其在护理环境中的影响仍未得到充分探讨。此外，道德脱离在这种关联中的中介机制尚未得到充分研究。目的在社会认知和社会交换理论框架下，探讨道德脱离在剥削性领导与工作退缩行为关联中的中介作用。方法本定量横断面研究包括从两个医疗机构招募的223名护士。数据是在2025年2月至4月期间通过在线调查收集的，除了人口调查问卷外，还包括三个有效可靠的量表。采用偏最小二乘法对提出的假设进行了检验。结果剥削性领导对道德脱离（β = 0.616, t = 17.798, p < 0.001）和工作退缩行为（β = 0.421, t = 5.592, p < 0.001）均有显著的正向直接影响。此外，道德脱离对工作退缩行为有显著的正向影响（β = 0.196, t = 2.365, p < 0.05）。剥削性领导对工作退缩行为的间接影响（以道德脱离为中介）也显著（β = 0.121, t = 2.238, p < 0.05）。结论本研究强调了道德脱离在解释剥削性领导如何促进护士工作退出行为中的关键作用。这些结果强调了医疗保健组织需要倡导道德领导实践，并解决妥协护士道德参与的过程，以提高护士的保留和确保高质量的病人护理。
{"title":"The Impact of Exploitative Leadership and Moral Disengagement on Nurses’ Work Withdrawal Behaviors: A Mediation Model Using the Partial Least Squares Approach","authors":"Mennat Allah G. Abou Zeid, Amirat A. Al-Sabeely, Ibrahim Abdullatif Ibrahim","doi":"10.1155/jonm/6932401","DOIUrl":"https://doi.org/10.1155/jonm/6932401","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>Work withdrawal behaviors threaten patients’ safety and care quality. While exploitative leadership is a potential contributor to these negative behaviors, its impact remains underexplored in nursing context. Additionally, the mediating mechanism of moral disengagement in this association is understudied.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aim</h3>\u0000 \u0000 <p>This research aimed to investigate the mediating function of moral disengagement in the linkage between exploitative leadership and work withdrawal behaviors, framed by social cognitive and social exchange theories.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>This quantitative, cross-sectional study included a convenience sample of 223 nurses recruited from two healthcare settings. Data were collected between February and April 2025 using an online survey comprising three validated and reliable scales in addition to demographic questionnaire. The proposed hypotheses were tested using the partial least square approach.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>Exploitative leadership demonstrated a significant positive direct effect on both moral disengagement (<i>β</i> = 0.616, <i>t</i> = 17.798, <i>p</i> < 0.001) and work withdrawal behaviors (<i>β</i> = 0.421, <i>t</i> = 5.592, <i>p</i> < 0.001). Furthermore, moral disengagement had a significant positive effect on work withdrawal behaviors (<i>β</i> = 0.196, <i>t</i> = 2.365, <i>p</i> < 0.05). The indirect effect of exploitative leadership on work withdrawal behaviors, mediated by moral disengagement, was also significant (<i>β</i> = 0.121, <i>t</i> = 2.238, <i>p</i> < 0.05).</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>This research underscores the critical role of moral disengagement in elucidating how exploitative leadership fosters nurses’ job withdrawal behaviors. These results underscore the need for healthcare organizations to advocate for ethical leadership practices and address processes that compromise nurses’ moral involvement to enhance nurse retention and ensure high-quality patient care.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-12-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/6932401","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145905257","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
<div> <section> <h3> Background</h3> <p>Nurses’ well-being at work has become a global concern due to persistent stressors such as staff shortages, shift work, emotional demands and limited autonomy. Most existing studies take a deficit-centred perspective, focussing on burnout or work stress and ignoring the complexity of holistic well-being.</p> </section> <section> <h3> Aim</h3> <p>The aim of this study was to assess nurses’ levels of well-being at work across six well-being domains and explore its relationship with job satisfaction, health status and functional limitations.</p> </section> <section> <h3> Methods</h3> <p>A cross-sectional survey was conducted among 767 nurses working in various healthcare institutions in Slovenia. The six-dimensional well-being scale for nurses, which was translated and psychometrically validated for this study, was used to assess physical, emotional, intellectual, social, occupational and spiritual well-being.</p> </section> <section> <h3> Results</h3> <p>The overall median score for nurses’ well-being at work was 2.97 (on a scale of 1–5), slightly below the neutral midpoint (<i>M</i> = 3.00). Among the dimensions, physical (<i>M</i> = 3.12), emotional (<i>M</i> = 3.18) and spiritual (<i>M</i> = 3.21) were rated lowest, while social (<i>M</i> = 3.60) and occupational (<i>M</i> = 3.58) were rated highest. Nurses with long-term health conditions or activity limitations gave significantly lower scores for well-being in the physical, emotional and occupational domains (<i>p</i> < 0.001). Higher job satisfaction was positively correlated with general well-being (<i>r</i><sub><i>s</i></sub> = 0.327, <i>p</i> < 0.001). Age and length of service were weakly negatively correlated with several domains of well-being (<i>p</i> < 0.001).</p> </section> <section> <h3> Conclusions</h3> <p>Nurses’ well-being at work has many facets and is influenced by personal health, job satisfaction and professional context. A holistic model can highlight strengths and weaknesses that are often overlooked in traditional, burnout-centred approaches.</p> </section> <section> <h3> Implications for Nursing Management</h3> <p>Nurse managers should incorporate well-being into HR policy through relationship-centred leadership, flexible working practises and values-led support. Interventions should include reflective spaces, mentoring and learning oppor
背景：由于持续存在的压力因素，如人员短缺、轮班工作、情感需求和有限的自主权，护士的工作幸福感已成为全球关注的问题。大多数现有的研究都采取了以缺陷为中心的观点，关注倦怠或工作压力，而忽视了整体幸福感的复杂性。目的：本研究的目的是评估护士在六个幸福领域的工作幸福感水平，并探讨其与工作满意度、健康状况和功能限制的关系。方法：对在斯洛文尼亚各医疗机构工作的767名护士进行横断面调查。护士的六维幸福量表被翻译并在本研究中进行了心理计量学验证，用于评估身体，情感，智力，社会，职业和精神健康。结果：护士工作幸福感总体中位数为2.97分（1-5分制），略低于中性中点（M = 3.00）。在这些维度中，身体（M = 3.12）、情感（M = 3.18）和精神（M = 3.21）的得分最低，而社会（M = 3.60）和职业（M = 3.58）的得分最高。长期健康状况不佳或活动受限的护士在身体、情绪和职业领域的幸福感得分明显较低（p r = 0.327, p p）。结论：护士的工作幸福感有多个方面，受个人健康、工作满意度和专业环境的影响。整体模型可以突出在传统的、以倦怠为中心的方法中经常被忽视的优点和缺点。对护理管理的启示：护士管理者应通过以关系为中心的领导、灵活的工作实践和价值观为导向的支持，将福祉纳入人力资源政策。干预措施应包括为情感、智力和精神发展量身定制的反思空间、指导和学习机会。监测福祉的各个方面，将其作为一项关键绩效衡量标准，可导致医疗保健的可持续改进。
{"title":"Spirituality, Culture and Job Satisfaction in the Holistic Assessment of Nurses’ Well-Being at Work: A Cross-Sectional Survey Study","authors":"Sabina Ličen, Mirko Prosen","doi":"10.1155/jonm/4922972","DOIUrl":"10.1155/jonm/4922972","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>Nurses’ well-being at work has become a global concern due to persistent stressors such as staff shortages, shift work, emotional demands and limited autonomy. Most existing studies take a deficit-centred perspective, focussing on burnout or work stress and ignoring the complexity of holistic well-being.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aim</h3>\u0000 \u0000 <p>The aim of this study was to assess nurses’ levels of well-being at work across six well-being domains and explore its relationship with job satisfaction, health status and functional limitations.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>A cross-sectional survey was conducted among 767 nurses working in various healthcare institutions in Slovenia. The six-dimensional well-being scale for nurses, which was translated and psychometrically validated for this study, was used to assess physical, emotional, intellectual, social, occupational and spiritual well-being.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>The overall median score for nurses’ well-being at work was 2.97 (on a scale of 1–5), slightly below the neutral midpoint (<i>M</i> = 3.00). Among the dimensions, physical (<i>M</i> = 3.12), emotional (<i>M</i> = 3.18) and spiritual (<i>M</i> = 3.21) were rated lowest, while social (<i>M</i> = 3.60) and occupational (<i>M</i> = 3.58) were rated highest. Nurses with long-term health conditions or activity limitations gave significantly lower scores for well-being in the physical, emotional and occupational domains (<i>p</i> < 0.001). Higher job satisfaction was positively correlated with general well-being (<i>r</i><sub><i>s</i></sub> = 0.327, <i>p</i> < 0.001). Age and length of service were weakly negatively correlated with several domains of well-being (<i>p</i> < 0.001).</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusions</h3>\u0000 \u0000 <p>Nurses’ well-being at work has many facets and is influenced by personal health, job satisfaction and professional context. A holistic model can highlight strengths and weaknesses that are often overlooked in traditional, burnout-centred approaches.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Implications for Nursing Management</h3>\u0000 \u0000 <p>Nurse managers should incorporate well-being into HR policy through relationship-centred leadership, flexible working practises and values-led support. Interventions should include reflective spaces, mentoring and learning oppor","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12750141/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145879351","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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