Journal of Nursing Management最新文献

Nursing staff turnover is an increasing problem for healthcare globally. In Sweden, the shortage of nurses in primary healthcare has increased significantly in recent years. This development is alarming because primary healthcare, both in Sweden and internationally, is responsible for a large part of healthcare. The aim of this study was to explore working conditions (change fatigue, leadership climate, and social support from colleagues) and characteristics of primary care nurses who are discontent with their current job, i.e., those with high turnover intentions and poor job satisfaction in Sweden. This was a cross-sectional survey of 466 registered nurses working in Swedish primary healthcare. Data were analyzed using descriptive statistics and logistic regression. The results demonstrate that 21.1% of the responding nurses are discontent with their current job and have considered quitting. Being discontent had significant associations with poor leadership climate (p < 0.001), lack of social support from colleagues (p < 0.001), change fatigue (p < 0.001), poor health (p < 0.001), and working more than 40 h per week (p = 0.02). The results have implications for how healthcare organizations structure the work of nurses in primary healthcare and how they can attract and retain future staff to these workplaces.

Aim: This study aims to investigate the influence of medical explainable artificial intelligence (XAI) on the innovation behaviour of nurses, as well as explore the dual-pathway mediating effect of AI self-efficacy and AI anxiety and organizational ethical climate as the moderating effect.

Background: To address the practical application of medical AI technology, alleviate the scarcity of medical resources and fulfil the medical and health demands of the public, it is crucial to improve the innovation behaviour of nurses through the use of medical XAI.

Methods: A cross-sectional survey was conducted involving 368 Chinese nurses working at tertiary and secondary hospitals in Anhui Province, Jiangsu Province, Zhejiang Province and Shanghai.

Results: Implementing medical XAI significantly enhanced the innovation behaviour of nurses. Anxiety and self-efficacy regarding AI mediated the connection between medical XAI and the innovation behaviour of nurses. Furthermore, the organizational ethical climate positively moderated the relationship between medical XAI and AI self-efficacy.

Conclusion: Medical XAI helps to enhance nurses’ AI self-efficacy and reduce AI anxiety, thereby enhancing nurses’ innovation behaviour. An organizational ethical climate enhances the positive relationship between medical XAI and AI self-efficacy.

Implications for Nursing Management: Organizations and technology developers must augment the study about XAI and the system design of human-centred AI technology. The organizations aim to enhance the education and training of nurses in AI, specifically focussing on boosting nurses’ self-efficacy in utilizing AI technology. Moreover, they want to alleviate nurses’ fear of new technological advancements. Hospital administrators and leaders develop strategies to address the ethical atmosphere inside their organization.

Objective: To explore the influence of demographic factors and flourishing on workplace distractions in a cross-country analysis of Saudi Arabia and Jordan.

Methods: This cross-sectional comparative study was conducted in two government hospitals: one in eastern Saudi Arabia and the other in northern Jordan. Data were collected from the nurses using convenience sampling. The required sample size was determined using the G∗Power software, with a target of 242 nurses per country, resulting in 484 participants. Ultimately, the final sample consisted of 437 nurses: 222 from Saudi Arabia and 215 from Jordan. Two online instruments were used to collect data on the distractions and flourishing.

Results: The study found that “using the Internet” and “using the phone” were the most time-consuming distractions among nurses, while “watching TV” was the least time-consuming. There were significant associations between demographics and distractions, with participants from Saudi Arabia having lower distraction scores than participants from Jordan. Younger participants were more distracted than older participants, whereas male participants were more distracted than female participants were. Smokers and individuals with less expertise exhibit higher levels of distraction. Furthermore, degree of education was associated with higher levels of distraction. Nurses in Saudi Arabia experience a much greater loss of productivity due to distractions than their Jordanian counterparts. Regression analysis revealed that experience, “Mental and Physical Health” domain scores, smoking status, and educational level all highly predicted distraction levels among Saudi Arabian and Jordanian nurses, accounting for approximately 9.6% of the differences in distraction.

Conclusion: In this cross-country study on workplace distractions among Saudi and Jordanian nurses, “using the Internet” and “using the phone” emerged as the most time-consuming distractions. Younger age, male sex, smoking, and less experience are associated with higher distraction levels. Additionally, higher education levels were linked to increased distraction. Implementing employee flourishing activities can help reduce distractions and enhance productivity. This study offers valuable insights into improving nurses’ performance and well-being.

Background: The global aging population has raised concerns about the fair distribution of elderly care resources. China, as the largest developing country, has made efforts to address population aging challenges. However, equitable distribution of elderly care resources remains a concern. This study analyzed the spatial layout and accessibility of elderly care service facilities (ECSFs) in Xiamen City to improve resource allocation and enhance the elderly care system in China. The findings provide valuable insights for other developing countries and regions seeking to improve their own elderly care resource allocation.

Methods: Xiamen City was chosen as the research area due to its unique geographical location and advanced information technology infrastructure. The study examined the spatial distribution, accessibility, and equity of ECSFs. Using Python, point of interest (POI) data were collected and evaluated using the kernel density method and two-step floating catchment area method. Spatial autocorrelation analysis identified areas of aggregation and dispersion in ECSF accessibility.

Results: Xiamen currently has 660 ECSFs, including nursing homes, adult day care centers, home care agencies, and rural elderly care homes. The analysis revealed spatial disparities, with ECSFs clustering primarily in the central area of Xiamen Island. Significant differences in accessibility were found among the four types of ECSFs. Spatial autocorrelation analysis identified cold and hot spot areas, indicating variations in accessibility across regions.

Conclusion: Xiamen City has made progress in allocating elderly care resources and constructing service facilities. However, equity in resource allocation remains a concern. Areas with limited accessibility were identified, leading to unequal access to elderly care resources and timely physical care. To address these challenges, decision-making departments should consider increasing facilities, improving transportation, enhancing macro planning, and improving facility service quality and accessibility. These measures will optimize ECSF accessibility and promote equitable distribution of elderly care resources.

Background: High turnover rates and burnout are prevalent issues among registered nurses in public hospitals in Hong Kong. Pay level satisfaction is one of the crucial factors influencing organisational and professional turnover intention. Understanding whether pay level satisfaction can mitigate the negative impact of burnout on turnover intention can provide insights into the role of financial rewards in employee retention.

Objective: This study aims to evaluate the relationship between job demands and turnover intention among registered nurses in Hong Kong public hospitals. Additionally, it seeks to examine the mediating role of burnout and explore the potential moderating effect of pay level satisfaction on the relationship between burnout and turnover intention.

Methods: The study was a cross-sectional online survey of public hospital staff in Hong Kong. A total of 502 registered nurses who had worked at their employing facility for at least 6 months participated in this cross-sectional survey. Study variables included work overload, job stress, work–family conflict, family–work conflict, conflict with other nurses, burnout, pay level satisfaction and turnover intention. The collected data were analysed using bivariate Pearson correlation analysis and mediated moderation analysis with the PROCESS macro in SPSS 28.0.

Results: Burnout mediated the relationship between job demands, including work overload, job stress, work–family conflict, family–work conflict and conflicts with nurses, and organisational and professional turnover intention. Pay level satisfaction did not exert a moderating influence on the relationship between job demands and turnover intention through burnout mediating this relationship.

Conclusions: The importance of addressing job stress and burnout to mitigate turnover intention and promote nurse retention is underscored. Contrary to expectations, pay level satisfaction did not buffer the negative impact of job demands on turnover intentions via burnout. This suggests that compensation alone may not be sufficient to offset the detrimental effects of high job demands and burnout on nurses’ intention to leave their jobs or the profession. Further research is warranted to explore potential moderators that may influence the relationship between job demands and turnover intention.

Nurses in South Korea experience high work intensity and poor working environments, which worsened during the COVID-19 pandemic. This study aimed to evaluate the work changes and grievances of nurses who provided direct care for patients at tertiary hospitals during the pandemic. The nurses’ perceptions of their organizational culture and its impact on nurses’ health were also explored. A three-round Delphi study was conducted with 36 expert group participants from six South Korean tertiary hospitals. Overall, 36, 35, and 33 participants responded in the first, second, and third rounds, respectively. Nursing work was divided into three categories: “work related to COVID-19-positive and close contacts,” “work related to COVID-19 negative patients,” and “work related to common nursing tasks.” Organizational culture had the highest average for “increased compliance,” followed by “increased conflict,” “decreased collegiality,” and “growing sense of community.” The identified health problems of nurses during the pandemic were the highest for physical health, followed by mental and social health. These results showed that the workload and work intensity of hospital nurses increased significantly, and their physical, mental, and social health deteriorated during the pandemic. To overcome the crisis, the nursing organizational culture had a strong inclination to comply with the COVID-19-related guidelines with an increased sense of community. As conflicts between employees and departments grew, these were able to be overcome through trust and communication between departments, in which the nursing leadership played an important role. To protect the health and lives of people, it is important to secure skilled nurses in preparation for future disasters. In addition, support is needed to protect the safety and health of nurses and to cultivate effective nursing leadership.

Object. To explore occupational stressors among Chinese hospice nurses. Methods. A descriptive qualitative approach was used. We conducted semistructured interviews with 30 hospice nurses from 14 cities in China between August 2023 and February 2024. Data were analyzed using conventional content analysis. The study adhered to the COREQ checklist for reporting. Results. Hospice nurses perceived themselves as immersed in a persistent “negative energy magnetic field,” emphasizing the pervasive stress they experienced in their work. There are four different levels of occupational stressors among Chinese hospice nurses: (1) individual-level stressors such as difficulty in managing physical symptoms, dealing with futile resuscitations, and struggling with emotional boundaries; (2) organizational-level stressors encompassing insufficient financial support and human resources, negative leadership behaviors, and conflicting philosophies in healthcare; (3) societal-level stressors involving challenges such as avoidance of conversations about death, pragmatism, and implicit communication modes; and (4) acute stressors including patient suicide and sudden patient death. Conclusions. Diverse occupational stressors faced by hospice nurses are greatly influenced by culture. Future research should thoroughly examine these stressors at various levels and consider the cultural impacts on the stress experienced by hospice care nurses within a broader context.

Aim. To understand the current situation of upward bullying in the Chinese nursing field and explore the manifestations, reasons, and outcomes of upward bullying experienced by Chinese nurse managers. Background. Workplace bullying, a serious social problem, is characterised by recurring incidents of intimidating, aggressive, and hostile behaviour. Bullying in the nursing profession exhibits all or some of the above traits. The evidence of upward bullying by subordinate nurses against nurses in positions of authority or power is limited in China. Methods. This qualitative study was conducted with semistructured, in-depth interviews involving 12 hospital nurse managers in Wuhan, Hubei Province, between June and August 2023. The data were analysed using the Colaizzi seven-step analysis method with Nvivo 12.0 software as a support. Results. We grouped our findings into three main categories: manifestations of upward bullying; reasons for upward bullying; and outcomes of upward bullying. Conclusions. Nurse managers in China are exposed to upward bullying in many forms and for complex reasons. More emphasis needs to be given to creating a positive work environment for them to facilitate their managerial role. Implications for Nursing Management. This study probes the realities of upward bullying against Chinese nurse managers and highlights the need for managers to develop the skills needed to identify, manage, and prevent bullying from subordinates. By contributing to the development of interventions and strategies that address workplace bullying, this study shows promise for enhancing managerial effectiveness and improving the nursing practice environment.

Nurse-led digital transformation promotes nurses’ participation and leadership in digital health. It also aims to improve the quality of care and patient satisfaction. The objective is to describe the priorities of nursing managers in the field of digital health and their beliefs related to the digital transformation led by nurses. The methodology used is a qualitative-descriptive study. The data were collected by means of the implementation of playful-reflective workshops. Open and/or closed questions were used, to which participants responded using their mobile phones, by capturing QR codes. A group of 32 nursing managers from the Spanish private hospital sector were invited to participate by means of purposive sampling. Data were analysed using the Braun and Clarke thematic analysis performed by two researchers independently. Of the 32 participants, 25 were women. The average age was 38 years. The main utility of the use of technology in health environments that they noted was innovation, followed by communication. Another utility mentioned repeatedly was that of visibility, considering digital media as a way to show the population the role of a nurse. They also noted time savings and error reduction. Moreover, as barriers to the implementation of technology, participants pointed out the lack of skills or equipment, institutional support, and the care burden. This study shows that nursing managers are aware of the need and benefits that nurse-led digital transformation can bring about. These findings can pave the way for promoting a nurse-led digital leadership culture.