Journal of Nursing Management最新文献

Background: Newly graduated registered nurses face more challenges than their experienced counterparts, as they not only confront the high pressures of an increasingly complex medical environment but also need to quickly adapt to their jobs and role transitions. The emotional burden arising at this stage is referred to as transitional shock. Self-depletion, as proposed by Baumeister, refers to the process by which individuals exhaust their internal psychological control resources when facing challenges, subsequently affecting cognition and emotion. The occurrence of transitional shock and the process of individual self-depletion appear to be closely related. However, to our knowledge, there has been limited research exploring the occurrence of transitional shock from the perspective of self-depletion theory.

Aim: Investigating the emergence process of transition shock through the lens of self-depletion theory entails an examination of the mechanisms by which individuals engage in self-regulation when confronted with challenges and how transition shock manifests throughout this process.

Designs: A descriptive qualitative study.

Methods: Between August and November 2023, using maximum variation sampling and purposive sampling methods, 16 nurses were selected for semistructured interviews at a tertiary hospital in Suzhou, China.

Results: Employing thematic analysis, three interconnected themes were identified, encompassing the entry-level workforce challenges, the subsequent effects of energy depletion, and the sources and replenishment of energy.

Conclusion: As new nurses adapt to their roles and environments, they encounter numerous pressures that markedly drain their psychological energy. This ongoing depletion of self-regulation energy can lead to transitional shock, impulsive decision-making, and missed nursing care.

Implications for Nursing Management: Managers should implement comprehensive support strategies, including optimized work environments, enhanced training, and personal development, to help newly graduated nurses successfully transition and improve care quality and retention.

Objective: To assess the effects of the nurse–manager dualistic intervention (NMDI) program on work engagement and job crafting of ICU burnout nurses.

Background: Work engagement is crucial for nurses’ job performance and quality of clinical care. Personal and work resources are important antecedents of work engagement. However, few intervention studies focused on improving nurses’ personal and work resources to promote work engagement and job crafting of burnout nurses.

Methods: This was a quasi-experimental study. One hundred and two ICU nurses from two tertiary hospitals in Shandong Province were recruited. Forty-two ICU nurses from one hospital were set as the intervention group and underwent NMDI. Sixty ICU nurses from the other hospital constituted the control group, which received routine occupational health guidance from the hospital. Demographic characteristics, burnout, work engagement, and job crafting were collected at baseline (T0), postintervention (T1), and 3-month postintervention (T2).

Results: Compared to baseline, both work engagement and job crafting scores increased in the intervention group at postintervention (T1). At postintervention (T1), work engagement and job crafting were significantly higher in the intervention group than in the control group (β_{workengagement} = 3.894, p = 0.016 and β_jobcrafting = 6.104, p = 0.010), but the difference between the two groups was not significant at the 3-month follow-up (β_{workengagement} = 3.618, p = 0.066 and β_jobcrafting = 3.554, p = 0.15).

Conclusion: The NMDI program can significantly improve ICU burnout nurses’ work engagement and job crafting. Nevertheless, the sustainability of these effects over time has been found to be limited, indicating that future research needs to explore and implement strategies to bolster the long-term efficacy of this intervention.

Implications for Nursing Management: Nurse managers are suggested to integrate the NMDI program into routine nursing management. Managers ought to prioritize appreciative and constructive dialog between themselves and nurses in order to support nurses in inquiring personal and work resources and encourage nurses to develop work plans to utilize resources. This will help to increase nurses’ engagement and job crafting.

Trial Registration: ClinicalTrials.gov identifier: ChiCTR2100047974

Nursing interruptions occur frequently and often have adverse outcomes, threatening patient safety. Emergency departments have a high incidence of nursing interruptions owing to the concentration of critically ill patients and frequent emergencies. Current research mainly focuses on large hospitals and uses observation and interview methods. Therefore, there is a need to develop tools for measuring emergency nursing interruptions. This study develops a survey questionnaire on emergency nursing interruptions. It tests its validity and reliability by building on the conceptual framework of emergency nursing interruption proposed in the literature. Specifically, we develop a test version of the emergency nursing interruption survey questionnaire using a Delphi expert inquiry and preinvestigation. We selected 1047 emergency nurses in 22 provinces and autonomous regions of China to participate in the survey by completing the questionnaire between June and July 2023 to evaluate the validity and reliability of the questionnaire. The final questionnaire comprised 26 items across 5 dimensions—sources, types, interrupted nursing activities, consequences of interrupted nursing activities, and management of nursing interruptions. The content validity indexes were 0.948 at scale level and 0.842–1.000 at item level. We used exploratory factor analysis (EFA) to extract five common factors with a cumulative variance contribution rate of 66.550%. The results of the confirmatory factor analysis (CFA) demonstrated a good model fit. Cronbach’s α coefficient of the questionnaire was 0.912, split-half reliability was 0.846, and the retest reliability calculated using the intraclass correlation coefficient was 0.915. To ensure the structural validity of the scales, EFA and CFA were conducted using two different datasets. Thus, the questionnaire showed good validity and reliability and can be used to evaluate how nurses understand emergency nursing interruptions.

Background: When nurses feel that the learning processes in their organization are fair and just, they are more likely to feel confident about sharing their knowledge, expressing their concerns, and contributing to the learning process. Conversely, suppose employees perceive a lack of organizational justice. In that case, they may be less likely to speak up and share their valuable input due to concerns about unfair treatment or possible negative consequences.

Objective: Nurses’ silence and organizational learning may have a connection yet to be thoroughly investigated. We are exploring whether organizational justice mediates this relationship by improving nurses’ perception of it and reducing silence among them.

Methods: A study was conducted in Ardabil, Iran, to analyze the correlation between organizational learning, organizational justice, and organizational silence among 319 healthcare professionals from five hospitals. The study utilized three assessment tools: the organizational learning questionnaire, the organizational justice scale, and the organizational silence scale. The collected data were analyzed using IBM SPSS Statistics, and a structural equation model (SEM) was developed using the bootstrap method in AMOS 24.0 to test the proposed model.

Results: Our study found a strong positive relationship between organizational learning and organizational justice and a significant negative correlation between organizational learning and silence. Also, there was a significant negative relationship between organizational justice and silence. SEM showed that organizational learning indirectly affects organizational silence through organizational justice as a mediator, explaining 72.3% of all variance in organizational silence.

Conclusion: Our findings indicated that organizational learning is positively associated with justice but negatively associated with silence. When nurses experience organizational justice, they are less likely to remain silent. Encouraging nurses to share their opinions and concerns reduces silence and improves working conditions, morale, and patient care. Further research is needed to understand the complex interplay between organizational learning, justice, and silence in nursing settings.

Aim: This study aims to evaluate how strength use affects thriving at work among Chinese nurses, with a focus on the mediating effects of control beliefs about stress and cognitive reappraisal.

Background: Nurses’ thriving at work is essential for their well-being, highlighting the importance of understanding factors that contribute to their thriving.

Methods: A comprehensive questionnaire was administered to measure nurses’ strength use, control beliefs about stress, cognitive reappraisal, and thriving at work. Data were analyzed using SPSS 25.0, with mediation analyses conducted via the PROCESS macro. The study followed the STROBE checklist to ensure quality and transparency.

Results: Based on data from 434 nurses, strength use was positively related to thriving at work (β = 0.455, p < 0.001), control beliefs about stress (β = 0.375, p < 0.001), and cognitive reappraisal (β = 0.467, p < 0.001). Mediation analyses showed that both control beliefs about stress and cognitive reappraisal independently mediated the relationship between strength use and thriving at work, with indirect effects of 0.068 (95% CI [0.011, 0.141]) and 0.092 (95% CI [0.037, 0.154]), respectively. The serial mediation model was also significant (indirect effect = 0.067, 95% CI [0.025, 0.108]).

Conclusions: The study highlights the critical role of strength use in enhancing workplace thriving among Chinese nurses, with control beliefs about stress and cognitive reappraisal serving as key mediators.

Implications for Nursing Management: Encouraging strength use in healthcare and implementing programs to develop control beliefs about stress and cognitive reappraisal can enhance thriving at work, contributing to a more effective healthcare system.

Background: The adaptation process for new nursing graduates is challenging, with transition shock and colleague violence impacting both individuals and institutions.

Objective: This study investigates transition shock and colleague violence among newly graduated nurses in Turkey during their adaptation process.

Methods: The study involved 235 newly graduated nurses from a state university in Turkey with at least six months of clinical experience. Data were collected using the Nursing Transition Shock Scale and the Exposure to Colleague Violence Scale.

Results: Among the participants, 27.23% experienced colleague violence and 56.17% witnessed it. The mean score on the Nursing Transition Shock Scale was 53.62 ± 15.39. Female nurses and younger age groups faced more challenges.

Conclusion: Supportive work environments, mentorship programs, and collaborative teamwork are crucial for newly graduated nurses. Updating nursing education programs to prepare students for these challenges is essential. This study underscores the need for targeted interventions.

Aims: This study aimed to identify symptom clusters in a population-based sample of female nurses who reported experiencing lower urinary tract symptoms (LUTS) and examine distinct risk factor profiles within each symptom cluster, with an emphasis on modifiable lifestyle and work-related factors.

Materials and Methods: This study included 6735 female nurses who reported experiencing at least one LUTS. Latent class analysis was conducted to identify symptom clusters by jointly modelling 11 symptoms. Analysis of variance, chi-square tests and multinomial logistic regression analyses were conducted to examine distinct risk factor profiles within each symptom cluster.

Results: On average, female nurses experienced 2.2 symptoms. Four clusters were identified: the multiple severe symptoms (n = 546, 8%), incontinence symptoms (n = 2089, 31%), urgency–hesitancy symptoms (n = 3357, 50%) and nocturia symptoms (n = 743, 11%). Unique profiles of female nurses were associated with each symptom cluster and demonstrated the influential role of work-related factors in the development of LUTS. These factors included a demanding workload, heightened levels of perceived stress, extended work hours, engagement in night shifts, infrequent and delayed voiding behaviours and restriction of fluid intake.

Conclusions: Our findings substantiate the vulnerability of female nurses to LUTS, which is attributable to their demanding work environments. LUTS among female nurses should be recognised as an occupational hazard and remains an understood topic in the workplace, warranting attention and tailoring of intervention strategies.

Implications for Nursing Management: Nurse managers should be aware that LUTS represent an occupational hazard for nurses and that high-stress work environments and inappropriate urination behaviours adversely affect nurses’ bladder health. Addressing LUTS-related issues requires increased staffing levels along with a fundamental shift in workplace culture. Fostering a culture of self-care with an emphasis on bladder health promotion is imperative for nursing professionals and employed women.

Aims: This scoping review aims to examine the level and outcomes of emotional labor in nurses.

Background: Nursing is a highly emotional profession that requires nurses to experience a wide range of emotions and control their emotional expressions in nursing practice. Chronic emotional labor and emotional burden not only impact nurses’ individual well-being and professional performance but also their job satisfaction and turnover intention.

Evaluation: This scoping review was guided by a five-stage scoping review framework and the PRISMA-ScR checklist. Eight databases were searched and 41 studies were reviewed.

Key Issues: The Emotional Labor Scale and the Emotional Labor Scale for Nurses were the most commonly used instruments. Significant associations were found between emotional labor and 52 outcomes, which were categorized into two main themes: nurses’ personal well-being and organizational well-being. There were 19 mediators and 12 moderators between nurses’ emotional labor and 26 different outcomes.

Conclusions: While the level of emotional labor among nurses remains uncertain, its consequences are plentiful and intricate. Studies have shown an important relationship between nurses’ emotional labor and individual and organizational well-being, which is crucial for nurse managers. There is a need to explore the positive effects of nurses’ emotional labor and its impact on patients. Additionally, validation studies of the instruments used to measure nurses’ emotional labor are necessary.

Implications for Nursing Management: The insights gained from this scoping review provided a more comprehensive understanding of emotional labor for nurse managers. This knowledge can be utilized to design training programs on emotional management and to explore different interventions aimed at alleviating the adverse impacts of nurses’ emotional labor.

The bullying of nurses by patients, doctors, and employees is common in the healthcare industry. Nurses who are bullied are more likely to experience burnout, and nurses who experience burnout are more likely to intend to quit. However, few studies investigate how leadership can mitigate workplace incivility and nurse bullying as a way to improve nurse retention. A cross-sectional study was conducted using a sample of 216 nurses recruited from various regions across the United States from different specialties. A moderated mediation model using path analysis was used to examine the relationships between bullying, burnout, and ethical leadership in predicting intentions to stay. Bullying significantly and positively related to burnout (β = 0.22, p = 0.02), and burnout significantly and negatively related to intent to stay (β = −0.18,p = 0.01). Perceived ethical leadership predicted intentions to stay (β = 0.62, p = 0.00), and ethical leadership moderated the effect of bullying on burnout (β = 0.20, p = 0.03). The results of our study also suggest that nurses are less likely to quit when ethical leadership is present, and ethical leadership weakens the effect of bullying on burnout.

Aim: To describe the use of artificial intelligence (AI) by nurse managers to enhance management, leadership, and healthcare outcomes.

Background: AI represents a significant transformation in healthcare management by enhancing decision-making, communication, and resource optimization. However, the integration and strategic application of AI in nursing management are underexplored, particularly regarding its impact on leadership roles and healthcare delivery.

Methods: Methodological guidelines described by PRISMA were followed, and quality was assessed using the Joanna Briggs Institute (JBI) methodology. The databases searched included the Web of Science, Scopus, CINAHLi, and PubMed. The review included quantitative, qualitative, and mixed-method studies published between January 2015 and April 2024.

Results: Fourteen studies were selected for the review. The key findings indicate that AI technologies facilitate better resource management, risk assessment, and decision-making. AI also supports nurse managers in leading changes, enhancing communication, and optimizing administrative tasks.

Conclusion: AI has been progressively integrated into nursing management, demonstrating significant benefits in operational efficiency, decision support, and leadership enhancement. However, challenges, such as resistance to technological change and ethical complexities, need to be addressed.

Implications for Nursing Management: Specific training programs for nurse managers are essential to optimize the integration of AI. Such programs should focus on the management of AI applications and data analyses. In addition, creating interdisciplinary groups involving nurse managers, AI developers, and nursing staff is crucial for tailoring AI solutions to meet the unique needs of healthcare settings.