Jae Jun Lee, Yeonsoo Jang, Soo Young Han, You Lee Yang, Young Man Kim, Eui Geum Oh
Background
Although the number of male nurses is steadily increasing in South Korea, nursing remains a female-dominated profession, and male nurses continue to face unique social and organizational challenges. Professional socialization plays a critical role in their professional development, yet little is known about the factors that influence this process among male nurses.
Objective
To identify individual, interpersonal, and organizational factors associated with professional socialization among Korean male nurses.
Design
A descriptive correlational, cross-sectional study.
Methods
Data from 194 male nurses working in hospitals were analyzed through an online survey conducted between June and September 2023. The independent variables included four individual factors (e.g., self-efficacy, professional self-concept, gender role conflict, and clinical experience), one interpersonal factor (e.g., social support), and one organizational factor (e.g., nursing work environment). Hierarchical linear regression was used to identify factors associated with professional socialization.
Results
In the final hierarchical linear regression model (adjusted R2 = 0.705), self-efficacy, professional self-concept, social support, and a more favorable nursing work environment were independently associated with higher professional socialization, whereas gender role conflict and clinical experience were not significant predictors.
Conclusion
This study highlights the multidimensional nature of professional socialization among male nurses, emphasizing the need for coordinated efforts at individual, interpersonal, and organizational levels.
Implication for Nursing Management
Nurse managers and healthcare organizations should consider targeted strategies (such as mentorship programs, peer support networks, and inclusive workplace policies) to enhance professional socialization among male nurses.
{"title":"Factors Associated With Professional Socialization Among Korean Male Nurses: A Cross-Sectional Study","authors":"Jae Jun Lee, Yeonsoo Jang, Soo Young Han, You Lee Yang, Young Man Kim, Eui Geum Oh","doi":"10.1155/jonm/1530540","DOIUrl":"10.1155/jonm/1530540","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>Although the number of male nurses is steadily increasing in South Korea, nursing remains a female-dominated profession, and male nurses continue to face unique social and organizational challenges. Professional socialization plays a critical role in their professional development, yet little is known about the factors that influence this process among male nurses.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Objective</h3>\u0000 \u0000 <p>To identify individual, interpersonal, and organizational factors associated with professional socialization among Korean male nurses.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Design</h3>\u0000 \u0000 <p>A descriptive correlational, cross-sectional study.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>Data from 194 male nurses working in hospitals were analyzed through an online survey conducted between June and September 2023. The independent variables included four individual factors (e.g., self-efficacy, professional self-concept, gender role conflict, and clinical experience), one interpersonal factor (e.g., social support), and one organizational factor (e.g., nursing work environment). Hierarchical linear regression was used to identify factors associated with professional socialization.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>In the final hierarchical linear regression model (adjusted R<sup>2</sup> = 0.705), self-efficacy, professional self-concept, social support, and a more favorable nursing work environment were independently associated with higher professional socialization, whereas gender role conflict and clinical experience were not significant predictors.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>This study highlights the multidimensional nature of professional socialization among male nurses, emphasizing the need for coordinated efforts at individual, interpersonal, and organizational levels.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Implication for Nursing Management</h3>\u0000 \u0000 <p>Nurse managers and healthcare organizations should consider targeted strategies (such as mentorship programs, peer support networks, and inclusive workplace policies) to enhance professional socialization among male nurses.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-02-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12917414/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147272848","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}
This study aimed to investigate the association between leadership styles and professional ethics and moral courage among perioperative nurses in southern Iran.
Background
Operating rooms are high-pressure environments where leadership behaviors and ethical decision-making are critical for safe surgical care.
Methods
A cross-sectional study was conducted with 251 perioperative nurses in Shiraz hospitals (June–August 2024). Standardized instruments were used: the Multifactor Leadership Questionnaire (MLQ), the Cadozier Professional Ethics Questionnaire, and the Sekerka Moral Courage Scale. Data were analyzed using Spearman’s correlation and robust multiple regression (bootstrapping) due to non-normal data distribution.
Results
Active leadership styles demonstrated strong positive correlations with both professional ethics (r = 0.852) and moral courage (r = 0.868). Robust multiple regression analysis confirmed that transformational leadership was the primary positive predictor of both outcomes (βPE = 0.754; βMC = 0.824). Transactional leadership was also a significant predictor of professional ethics (βPE = 0.197) but not of moral courage (p = 0.330). The models explained a substantial portion of the variance for professional ethics (adjusted R2 = 0.842) and moral courage (adjusted R2 = 0.704).
Conclusion
Active leadership is significantly associated with enhanced professional ethics and moral courage in perioperative nurses. Fostering transformational and transactional leadership is therefore recommended to improve the ethical climate in high-pressure clinical settings.
目的：本研究旨在探讨伊朗南部围手术期护士领导风格与职业道德和道德勇气的关系。背景：手术室是高压环境，领导行为和道德决策对安全手术护理至关重要。方法：对设拉子医院251名围手术期护士（2024年6月- 8月）进行横断面研究。采用标准化工具：多因素领导力问卷、Cadozier职业道德问卷、Sekerka道德勇气量表。由于数据分布非正态，采用Spearman相关和稳健多元回归（bootstrapping）对数据进行分析。结果：积极领导风格与职业道德（r = 0.852）、道德勇气（r = 0.868）呈显著正相关。稳健多元回归分析证实，变革型领导是两个结果的主要正向预测因子（β PE = 0.754; β MC = 0.824）。交易型领导也是职业道德的显著预测因子（β PE = 0.197），但不是道德勇气的显著预测因子（p = 0.330）。这些模型解释了职业道德（调整后r2 = 0.842）和道德勇气（调整后r2 = 0.704）的很大一部分方差。结论：积极领导与围手术期护士职业道德和道德勇气的提高有显著相关。因此，建议培养变革型和交易型领导，以改善高压临床环境中的道德氛围。
{"title":"Impact of Leadership Style on Professional Ethics and Moral Courage of Perioperative Nurses: A Cross-Sectional Study in Southern Iran","authors":"Amirali Alizadeh, Erfan Rajabi, Bahador Pourdel, Fatemeh Vizeshfar","doi":"10.1155/jonm/7099442","DOIUrl":"10.1155/jonm/7099442","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aim</h3>\u0000 \u0000 <p>This study aimed to investigate the association between leadership styles and professional ethics and moral courage among perioperative nurses in southern Iran.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>Operating rooms are high-pressure environments where leadership behaviors and ethical decision-making are critical for safe surgical care.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>A cross-sectional study was conducted with 251 perioperative nurses in Shiraz hospitals (June–August 2024). Standardized instruments were used: the Multifactor Leadership Questionnaire (MLQ), the Cadozier Professional Ethics Questionnaire, and the Sekerka Moral Courage Scale. Data were analyzed using Spearman’s correlation and robust multiple regression (bootstrapping) due to non-normal data distribution.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>Active leadership styles demonstrated strong positive correlations with both professional ethics (<i>r</i> = 0.852) and moral courage (<i>r</i> = 0.868). Robust multiple regression analysis confirmed that transformational leadership was the primary positive predictor of both outcomes (<i>β</i><sub>PE</sub> = 0.754; <i>β</i><sub>MC</sub> = 0.824). Transactional leadership was also a significant predictor of professional ethics (<i>β</i><sub>PE</sub> = 0.197) but not of moral courage (<i>p</i> = 0.330). The models explained a substantial portion of the variance for professional ethics (adjusted <i>R</i><sup>2</sup> = 0.842) and moral courage (adjusted <i>R</i><sup>2</sup> = 0.704).</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>Active leadership is significantly associated with enhanced professional ethics and moral courage in perioperative nurses. Fostering transformational and transactional leadership is therefore recommended to improve the ethical climate in high-pressure clinical settings.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-02-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12914331/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146229318","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}
John Paul Ben T. Silang, Evalyn Abalos, Barbara Lyn A. Galvez, Theresa Guino-o, David Hali de Jesus, Hazel F. Adalin, Rana Aatif Salim Ibrahem, Jameela Syed Roshan Nuddin, Norisk M. Adalin
Background
As the world becomes increasingly multicultural, the demand for a diverse nursing workforce rises to provide equitable and high-quality patient care. However, limited research has been conducted on these dynamics within the multicultural healthcare landscape of the Gulf region, especially in Qatar. Therefore, examining Qatar’s multicultural workforce and the diversity interaction among nurses is essential to fill this research gap.
Aim
This study explored the experience of nurses and their level of interaction with a diverse workforce in a multicultural healthcare setting.
Method
Sequential exploratory mixed-methods research was conducted at a tertiary maternity facility in Doha, Qatar. In Phase I, a survey was performed with 735 nurses using the Workforce Diversity Questionnaire II, followed by focus group discussions with 10 nurses from April to June 2024.
Results
The findings revealed that nurses rated highly across all domains of workforce diversity interaction. The level of interaction is influenced by age, nationality, clinical experience, diversity of patient interactions, and the length of residency in a diverse community. While there were key barriers, some factors facilitated workforce diversity interaction.
Implications for Nursing Management
This study recommends the development of training programs that focus on essential competencies for nurses to enhance their performance in diverse work settings. Further investigations are also recommended to assess the impact of these competencies and training programs to patient outcomes and organizational performance.
{"title":"Workforce Diversity Interactions and Perceptions Among Nurses in a Tertiary Maternity Facility in Qatar: A Sequential Explanatory Mixed-Methods Study","authors":"John Paul Ben T. Silang, Evalyn Abalos, Barbara Lyn A. Galvez, Theresa Guino-o, David Hali de Jesus, Hazel F. Adalin, Rana Aatif Salim Ibrahem, Jameela Syed Roshan Nuddin, Norisk M. Adalin","doi":"10.1155/jonm/2649393","DOIUrl":"10.1155/jonm/2649393","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>As the world becomes increasingly multicultural, the demand for a diverse nursing workforce rises to provide equitable and high-quality patient care. However, limited research has been conducted on these dynamics within the multicultural healthcare landscape of the Gulf region, especially in Qatar. Therefore, examining Qatar’s multicultural workforce and the diversity interaction among nurses is essential to fill this research gap.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aim</h3>\u0000 \u0000 <p>This study explored the experience of nurses and their level of interaction with a diverse workforce in a multicultural healthcare setting.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Method</h3>\u0000 \u0000 <p>Sequential exploratory mixed-methods research was conducted at a tertiary maternity facility in Doha, Qatar. In Phase I, a survey was performed with 735 nurses using the Workforce Diversity Questionnaire II, followed by focus group discussions with 10 nurses from April to June 2024.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>The findings revealed that nurses rated highly across all domains of workforce diversity interaction. The level of interaction is influenced by age, nationality, clinical experience, diversity of patient interactions, and the length of residency in a diverse community. While there were key barriers, some factors facilitated workforce diversity interaction.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Implications for Nursing Management</h3>\u0000 \u0000 <p>This study recommends the development of training programs that focus on essential competencies for nurses to enhance their performance in diverse work settings. Further investigations are also recommended to assess the impact of these competencies and training programs to patient outcomes and organizational performance.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-02-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12907450/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146214677","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 in emergency departments (EDs) typically face time and resource constraints when they make clinical decisions. Furthermore, core self-evaluations, a fundamental, deep-seated personality trait, represent a key factor influencing work motivation, job performance, and other behavioral outcomes. However, the relationship remains unclear between ED nurses’ core self-evaluations and their perceptions of clinical decision-making.</p> </section> <section> <h3> Aim</h3> <p>This study aims to explore the impact of ED nurses’ core self-evaluations on their perceptions of clinical decision-making.</p> </section> <section> <h3> Design</h3> <p>A cross-sectional survey design was used.</p> </section> <section> <h3> Methods</h3> <p>This cross-sectional study surveyed 578 registered ED nurses from 30 public hospitals in Beijing, China. Data were collected via online and on-site questionnaires, including sociodemographic characteristics, the Core Self-Evaluations Scale, and the Clinical Decision-Making in Nursing Scale. Statistical analyses included independent samples <i>t</i> tests, analysis of variance (ANOVA) with Welch’s correction for heterogeneity of variance, Pearson correlation analysis, and multiple linear regression analysis.</p> </section> <section> <h3> Results</h3> <p>The ED nurses reported moderate levels of core self-evaluations (39.16 ± 6.38) and relatively high perceptions of clinical decision-making (150.12 ± 18.32). The statistically significant positive correlation was found between core self-evaluations and perceptions of clinical decision-making (<i>r</i> = 0.567, <i>p</i> < 0.001). Multiple linear regression indicated that head nurse/nurse manager position (<i>β</i> = 0.079, <i>p</i> = 0.049), perceived uncertainty (<i>β</i> = −0.085, <i>p</i> = 0.032), and dissatisfaction (<i>β</i> = −0.074, <i>p</i> = 0.019) with the ED working environment were significantly associated with clinical decision-making perceptions.</p> </section> <section> <h3> Conclusion</h3> <p>This study demonstrated that enhancing the core self-evaluations of ED nurses may improve clinical decision-making quality. Nursing managers should establish targeted incentive systems, provide relevant resource support, and encourage critical thinking and self-reflection during training. These measures can strengthen ED nurses’ self-efficacy and va
背景：急诊科护士在做出临床决策时通常面临时间和资源的限制。此外，核心自我评价作为一种基本的、根深蒂固的人格特质，是影响工作动机、工作绩效和其他行为结果的关键因素。然而，急诊科护士核心自我评价与临床决策感知之间的关系尚不清楚。目的：本研究旨在探讨急诊科护士核心自我评价对其临床决策认知的影响。设计：采用横断面调查设计。方法：对北京30家公立医院的578名注册急诊科护士进行横断面调查。通过在线和现场问卷收集数据，包括社会人口学特征、核心自我评价量表和护理临床决策量表。统计分析包括独立样本t检验、方差分析（ANOVA）和Welch's方差异质性校正、Pearson相关分析和多元线性回归分析。结果：急诊科护士的核心自我评价为中等水平（39.16±6.38），临床决策感知为较高水平（150.12±18.32）。核心自我评价与临床决策知觉呈正相关（r = 0.567, p < 0.001）。多元线性回归表明，护士长/护士长职位（β = 0.079, p = 0.049）、感知不确定性（β = -0.085, p = 0.032）和对急诊室工作环境的不满（β = -0.074, p = 0.019）与临床决策感知显著相关。结论：本研究表明，提高急诊科护士的核心自我评价可以提高临床决策质量。护理管理者应在培训过程中建立有针对性的激励机制，提供相关的资源支持，鼓励批判性思维和自我反思。这些措施可以增强急诊科护士的自我效能感和价值认知，最终提高决策能力和护理质量。
{"title":"The Effect of Emergency Department Nurses’ Core Self-Evaluations on Their Perceptions of Clinical Decision-Making: A Cross-Sectional Study","authors":"Ya-Xin Song, Chang Lu, Ying An","doi":"10.1155/jonm/9948757","DOIUrl":"10.1155/jonm/9948757","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>Nurses in emergency departments (EDs) typically face time and resource constraints when they make clinical decisions. Furthermore, core self-evaluations, a fundamental, deep-seated personality trait, represent a key factor influencing work motivation, job performance, and other behavioral outcomes. However, the relationship remains unclear between ED nurses’ core self-evaluations and their perceptions of clinical decision-making.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aim</h3>\u0000 \u0000 <p>This study aims to explore the impact of ED nurses’ core self-evaluations on their perceptions of clinical decision-making.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Design</h3>\u0000 \u0000 <p>A cross-sectional survey design was used.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>This cross-sectional study surveyed 578 registered ED nurses from 30 public hospitals in Beijing, China. Data were collected via online and on-site questionnaires, including sociodemographic characteristics, the Core Self-Evaluations Scale, and the Clinical Decision-Making in Nursing Scale. Statistical analyses included independent samples <i>t</i> tests, analysis of variance (ANOVA) with Welch’s correction for heterogeneity of variance, Pearson correlation analysis, and multiple linear regression analysis.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>The ED nurses reported moderate levels of core self-evaluations (39.16 ± 6.38) and relatively high perceptions of clinical decision-making (150.12 ± 18.32). The statistically significant positive correlation was found between core self-evaluations and perceptions of clinical decision-making (<i>r</i> = 0.567, <i>p</i> < 0.001). Multiple linear regression indicated that head nurse/nurse manager position (<i>β</i> = 0.079, <i>p</i> = 0.049), perceived uncertainty (<i>β</i> = −0.085, <i>p</i> = 0.032), and dissatisfaction (<i>β</i> = −0.074, <i>p</i> = 0.019) with the ED working environment were significantly associated with clinical decision-making perceptions.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>This study demonstrated that enhancing the core self-evaluations of ED nurses may improve clinical decision-making quality. Nursing managers should establish targeted incentive systems, provide relevant resource support, and encourage critical thinking and self-reflection during training. These measures can strengthen ED nurses’ self-efficacy and va","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-02-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12905006/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146203595","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}
Małgorzata Szkup, Daria Schneider-Matyka, Kamila Rachubińska, Marzanna Stanisławska, Ewa Kupcewicz, Elżbieta Grochans, Anna Maria Cybulska
Background
Rationing of nursing care, understood as the omission or inadequate performance of professional activities, is a phenomenon observed in medical care facilities around the world. It results not only in the risk of reducing patient trust and satisfaction with the care provided but also in adverse events that can significantly reduce patient safety.
Aim
The aim of this study was to search for factors contributing to the rationing of care by Polish nurses.
Material and Methods
This survey-based study, which involved 528 nurses from northwestern Poland, was performed in 2023. It was performed using a tool of our own design and three standardized questionnaires: the Basel Extent of Rationing of Nursing Care–Revised (BERNCA-R), the Satisfaction with Job Scale (SWJS), and the Maslach Burnout Inventory (MBI).
Results
The average BERNCA-R score was 1.52 points (SD = 0.95), which indicates a low level of rationing care by the surveyed nurses. Analysis of the SWJS results revealed that the respondents were rather dissatisfied with their work. The MBI confirmed high levels of burnout in all three subscales: emotional exhaustion (58.33%), depersonalization (55.3%), and personal accomplishment (83.5%). Linear regression analysis showed that in both univariate and multivariate models, the MBI emotional exhaustion subscale score, working 12 or 24 h shifts, and caring for a group of 11–20 patients were direct, independent predictors of rationing of nursing care as measured by the BERNCA-R. Job satisfaction, due to its statistical significance verified by multivariate analysis, was an independent predictor (p = 0.004).
Conclusions
The phenomenon of nursing care rationing is associated with increased workload, low job satisfaction, and emotional exhaustion.
{"title":"The Relationship Between the Rationing of Nursing Care, Job Satisfaction, and Burnout Among Nurses in Northwestern Poland","authors":"Małgorzata Szkup, Daria Schneider-Matyka, Kamila Rachubińska, Marzanna Stanisławska, Ewa Kupcewicz, Elżbieta Grochans, Anna Maria Cybulska","doi":"10.1155/jonm/7726865","DOIUrl":"10.1155/jonm/7726865","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>Rationing of nursing care, understood as the omission or inadequate performance of professional activities, is a phenomenon observed in medical care facilities around the world. It results not only in the risk of reducing patient trust and satisfaction with the care provided but also in adverse events that can significantly reduce patient safety.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aim</h3>\u0000 \u0000 <p>The aim of this study was to search for factors contributing to the rationing of care by Polish nurses.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Material and Methods</h3>\u0000 \u0000 <p>This survey-based study, which involved 528 nurses from northwestern Poland, was performed in 2023. It was performed using a tool of our own design and three standardized questionnaires: the Basel Extent of Rationing of Nursing Care–Revised (BERNCA-R), the Satisfaction with Job Scale (SWJS), and the Maslach Burnout Inventory (MBI).</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>The average BERNCA-R score was 1.52 points (SD = 0.95), which indicates a low level of rationing care by the surveyed nurses. Analysis of the SWJS results revealed that the respondents were rather dissatisfied with their work. The MBI confirmed high levels of burnout in all three subscales: emotional exhaustion (58.33%), depersonalization (55.3%), and personal accomplishment (83.5%). Linear regression analysis showed that in both univariate and multivariate models, the MBI emotional exhaustion subscale score, working 12 or 24 h shifts, and caring for a group of 11–20 patients were direct, independent predictors of rationing of nursing care as measured by the BERNCA-R. Job satisfaction, due to its statistical significance verified by multivariate analysis, was an independent predictor (<i>p</i> = 0.004).</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusions</h3>\u0000 \u0000 <p>The phenomenon of nursing care rationing is associated with increased workload, low job satisfaction, and emotional exhaustion.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-02-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12903534/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146203554","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}
Carolyn M. Porta, Mark Linzer, Roger Brown, Jordyn M. Deubel, Erin E. Sullivan
Aim
To determine work conditions and reactions related to nurse burnout while exploring characteristics of favorable work environments among nurses without burnout.
Design/Methods
The Coping with Covid survey, administered between April 14, 2020, and March 2021, was fashioned after the Mini Z, with 15 questions related to work conditions (fear/safety, work overload, anxiety/depression from work, feeling valued, and sense of purpose) and healthcare worker (HCW) reactions, including burnout, stress, and intention to leave (ITL) the job. Work conditions and reactions such as burnout were measured on 5-point scales and then dichotomized as present/high or absent/low. Multilevel regressions assessed burnout-related work conditions, adjusting for gender, race, and years in practice. Thematic analysis of comments from nurses without burnout identified protective factors.
Results
Of 58,408 HCW respondents at over 200 organizations (median response rate 34%), 11,040 were nurses, with 10,873 at 43 organizations with over 10 nurses. More than half the nurses (56%) reported burnout, 42% intended to leave, and only 40% felt valued. Nurse burnout was significantly related to workload (adjusted odds ratio (aOR) 3.71 (95% CIs 3.26, 4.22), p < 0.001); anxiety/depression symptoms from work (aOR 2.96 (2.59, 3.39), p < 0.001), and fear of exposure to SARS-CoV-2 (aOR 1.38 (1.20, 1.59), p < 0.001). Those feeling valued had less than half the odds of burning out (aOR 0.40 (0.35, 0.46), p < 0.001). These variables explained 42 percent of burnout variance. Nurses without burnout identified additional positive influences, including teamwork, leader support, and timely communication.
Conclusions
Nurse burnout may be prevented by addressing workload, mental health symptoms, and relationships with team members and leaders. Feeling valued is a strong mitigator of burnout. These strategies may be useful to nurse leaders in building sustainable workplaces.
Implications
Almost half of nurse burnout may be addressed by a brief list of remediable variables.
目的：了解与护士职业倦怠相关的工作条件和反应，探讨无职业倦怠的护士良好工作环境的特点。设计/方法：应对新冠肺炎调查于2020年4月14日至2021年3月期间进行，是根据Mini Z设计的，其中有15个问题与工作条件（恐惧/安全、工作超负荷、工作焦虑/抑郁、感觉被重视和目标感）和医护人员（HCW）的反应有关，包括倦怠、压力和离职意向（ITL）。工作条件和倦怠等反应以5分制进行测量，然后分为存在/高或不存在/低。多水平回归评估了与职业倦怠相关的工作条件，调整了性别、种族和工作年限。对无倦怠护士的评论进行专题分析，确定了保护因素。结果：在200多家机构的58,408名HCW受访者中（中位回复率34%），有11,040名护士，有43家机构的10名以上护士中有10,873名。超过一半的护士（56%）报告倦怠，42%的人打算离开，只有40%的人感到受到重视。护士职业倦怠与工作量显著相关（调整优势比（aOR） 3.71 (95% ci 3.26, 4.22), p < 0.001）；工作焦虑/抑郁症状（aOR 2.96 (2.59, 3.39), p < 0.001）和对暴露于SARS-CoV-2的恐惧（aOR 1.38 (1.20, 1.59), p < 0.001）。那些感觉自己受到重视的人，倦怠的几率不到一半（比值比0.40 (0.35,0.46),p < 0.001）。这些变量解释了42%的倦怠差异。没有倦怠的护士发现了额外的积极影响，包括团队合作、领导支持和及时沟通。结论：护士职业倦怠可以通过处理工作量、心理健康症状以及与团队成员和领导的关系来预防。感觉受到重视是缓解倦怠的有力手段。这些策略可能有助于护士领导建立可持续的工作场所。启示：几乎一半的护士职业倦怠可以通过一个简短的可补救变量列表来解决。
{"title":"Work Aspects Related to and Protective of Nurse Burnout During the Pandemic: A Cross-Sectional Study","authors":"Carolyn M. Porta, Mark Linzer, Roger Brown, Jordyn M. Deubel, Erin E. Sullivan","doi":"10.1155/jonm/1851095","DOIUrl":"10.1155/jonm/1851095","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aim</h3>\u0000 \u0000 <p>To determine work conditions and reactions related to nurse burnout while exploring characteristics of favorable work environments among nurses without burnout.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Design/Methods</h3>\u0000 \u0000 <p>The Coping with Covid survey, administered between April 14, 2020, and March 2021, was fashioned after the Mini Z, with 15 questions related to work conditions (fear/safety, work overload, anxiety/depression from work, feeling valued, and sense of purpose) and healthcare worker (HCW) reactions, including burnout, stress, and intention to leave (ITL) the job. Work conditions and reactions such as burnout were measured on 5-point scales and then dichotomized as present/high or absent/low. Multilevel regressions assessed burnout-related work conditions, adjusting for gender, race, and years in practice. Thematic analysis of comments from nurses without burnout identified protective factors.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>Of 58,408 HCW respondents at over 200 organizations (median response rate 34%), 11,040 were nurses, with 10,873 at 43 organizations with over 10 nurses. More than half the nurses (56%) reported burnout, 42% intended to leave, and only 40% felt valued. Nurse burnout was significantly related to workload (adjusted odds ratio (aOR) 3.71 (95% CIs 3.26, 4.22), <i>p</i> < 0.001); anxiety/depression symptoms from work (aOR 2.96 (2.59, 3.39), <i>p</i> < 0.001), and fear of exposure to SARS-CoV-2 (aOR 1.38 (1.20, 1.59), <i>p</i> < 0.001). Those feeling valued had less than half the odds of burning out (aOR 0.40 (0.35, 0.46), <i>p</i> < 0.001). These variables explained 42 percent of burnout variance. Nurses without burnout identified additional positive influences, including teamwork, leader support, and timely communication.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusions</h3>\u0000 \u0000 <p>Nurse burnout may be prevented by addressing workload, mental health symptoms, and relationships with team members and leaders. Feeling valued is a strong mitigator of burnout. These strategies may be useful to nurse leaders in building sustainable workplaces.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Implications</h3>\u0000 \u0000 <p>Almost half of nurse burnout may be addressed by a brief list of remediable variables.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-02-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12905459/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146203519","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}
Patient safety competency is a critical attribute for new nurses. However, limited research has investigated the influencing factors and mechanisms affecting new nurses’ safety competency, indicating the need for further exploration.
Objective
This study aimed to examine the impact of workflow interruptions on new nurses’ patient safety competency and to explore the mediating roles of work readiness and missed nursing care using a longitudinal design.
Methods
From March to September 2024, a three-wave longitudinal study was conducted among 793 new nurses across 14 hospitals in China using a multicenter, stratified cluster sampling method. A total of 706 valid responses were included. Data collected covered demographic information, workflow interruptions, patient safety competency, work readiness, and missed nursing care. SPSS 27.0 was used for data analysis, and Amos 24.0 was applied to construct a structural equation model to assess the effects and mediation mechanisms.
Results
Workflow interruptions were significantly negatively correlated with patient safety competency (r = −0.381, p < 0.01) and work readiness (r = −0.311, p < 0.01) and positively correlated with missed nursing care (r = 0.375, p < 0.01). Work readiness and missed nursing care acted as sequential mediators in the relationship between workflow interruptions and patient safety competency, accounting for 12.61% of the total effect.
Conclusion
Work readiness and missed nursing care play a chain mediating role between workflow interruptions and new nurses’ patient safety competency. Future interventions should aim to optimize workflow processes, minimize unnecessary interruptions, and enhance new nurses’ training and psychological support to improve their ability to function in complex clinical environments, thereby ensuring care quality and patient safety.
背景：患者安全能力是新护士的重要素质。然而，对新护士安全胜任力的影响因素和影响机制的研究有限，需要进一步探索。目的：本研究旨在通过纵向设计，探讨工作中断对新护士患者安全能力的影响，并探讨工作准备和错过护理的中介作用。方法：采用多中心分层整群抽样方法，于2024年3月至9月对全国14家医院的793名新护士进行三波纵向研究。共包括706份有效回复。收集的数据包括人口统计信息、工作流程中断、患者安全能力、工作准备和错过的护理。采用SPSS 27.0软件进行数据分析，采用Amos 24.0软件构建结构方程模型，对影响因素及中介机制进行评估。结果：工作中断与患者安全能力（r = -0.381, p < 0.01）、工作准备（r = -0.311, p < 0.01）呈显著负相关，与护理遗漏呈显著正相关（r = 0.375, p < 0.01）。工作准备和错过护理是工作流程中断与患者安全能力关系的顺序中介，占总效应的12.61%。结论：工作准备和护理缺失在工作流程中断与新护士患者安全能力之间起连锁中介作用。未来的干预措施应旨在优化工作流程，减少不必要的干扰，加强新护士的培训和心理支持，以提高他们在复杂临床环境中的工作能力，从而确保护理质量和患者安全。
{"title":"The Impact of Workflow Interruptions, Work Readiness, and Missed Nursing Care on Patient Safety Competency Among New Nurses: A Multicenter Longitudinal Study","authors":"Hangna Qiu, Zhengyi Ma, Juntong Jing, Yongkang Fu, Dongrun Liu, Jie Liu, Chaoran Chen","doi":"10.1155/jonm/7349427","DOIUrl":"10.1155/jonm/7349427","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>Patient safety competency is a critical attribute for new nurses. However, limited research has investigated the influencing factors and mechanisms affecting new nurses’ safety competency, indicating the need for further exploration.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Objective</h3>\u0000 \u0000 <p>This study aimed to examine the impact of workflow interruptions on new nurses’ patient safety competency and to explore the mediating roles of work readiness and missed nursing care using a longitudinal design.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>From March to September 2024, a three-wave longitudinal study was conducted among 793 new nurses across 14 hospitals in China using a multicenter, stratified cluster sampling method. A total of 706 valid responses were included. Data collected covered demographic information, workflow interruptions, patient safety competency, work readiness, and missed nursing care. SPSS 27.0 was used for data analysis, and Amos 24.0 was applied to construct a structural equation model to assess the effects and mediation mechanisms.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>Workflow interruptions were significantly negatively correlated with patient safety competency (<i>r</i> = −0.381, <i>p</i> < 0.01) and work readiness (<i>r</i> = −0.311, <i>p</i> < 0.01) and positively correlated with missed nursing care (<i>r</i> = 0.375, <i>p</i> < 0.01). Work readiness and missed nursing care acted as sequential mediators in the relationship between workflow interruptions and patient safety competency, accounting for 12.61% of the total effect.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>Work readiness and missed nursing care play a chain mediating role between workflow interruptions and new nurses’ patient safety competency. Future interventions should aim to optimize workflow processes, minimize unnecessary interruptions, and enhance new nurses’ training and psychological support to improve their ability to function in complex clinical environments, thereby ensuring care quality and patient safety.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-02-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12894779/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146203546","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}
The transition from bedside nurse to nurse manager can be challenging, and it needs more studies in Jordan. Therefore, this qualitative study aimed to explore the transition experience from a bedside nurse to a nurse manager in a governmental hospital in Jordan. The researcher utilized an interpretive phenomenological approach. Data collection included audio-recorded face-to-face semistructured interviews with 12 full-time nurse managers. The findings of this study identified six themes representing the experience of transition from bedside nurse to nurse manager: (1) swapping their nursing uniforms for administrative suits seeking transformation, (a) guidance and support: hand in hand and (b) nurse manager is a servant leader; (2) struggled to make a difference while being pulled in all directions with subthemes (a) single-handed, (b) accountability without authority; and (3) sewing the executive suits with empowerment. In conclusion, the findings of this study indicated that the experience of transition from bedside nurse to nurse manager includes positive and negative aspects that are manifested by a willingness to wear the administrative suits, support, and guidance received either from the manager or from the staff nurses, and the presence of networking and empowerment to be effective as a new nurse manager. At the same time, the negative experiences were a lack of preparedness, lack of autonomy, frustration, and meeting the needs of top and lower managerial levels. Healthcare administrators must implement specialized training programs and assign mentors to facilitate the transition from bedside nurse to nurse manager, ensuring that new nurse managers are qualified to improve patient outcomes.
{"title":"Nurses Lived Experience of Transition From Bedside Nurse to Nurse Manager in Jordan: A Qualitative Study","authors":"Raya Yousef Alhusban, Omar Mansur Alshareet","doi":"10.1155/jonm/1072596","DOIUrl":"10.1155/jonm/1072596","url":null,"abstract":"<p>The transition from bedside nurse to nurse manager can be challenging, and it needs more studies in Jordan. Therefore, this qualitative study aimed to explore the transition experience from a bedside nurse to a nurse manager in a governmental hospital in Jordan. The researcher utilized an interpretive phenomenological approach. Data collection included audio-recorded face-to-face semistructured interviews with 12 full-time nurse managers. The findings of this study identified six themes representing the experience of transition from bedside nurse to nurse manager: (1) swapping their nursing uniforms for administrative suits seeking transformation, (a) guidance and support: hand in hand and (b) nurse manager is a servant leader; (2) struggled to make a difference while being pulled in all directions with subthemes (a) single-handed, (b) accountability without authority; and (3) sewing the executive suits with empowerment. In conclusion, the findings of this study indicated that the experience of transition from bedside nurse to nurse manager includes positive and negative aspects that are manifested by a willingness to wear the administrative suits, support, and guidance received either from the manager or from the staff nurses, and the presence of networking and empowerment to be effective as a new nurse manager. At the same time, the negative experiences were a lack of preparedness, lack of autonomy, frustration, and meeting the needs of top and lower managerial levels. Healthcare administrators must implement specialized training programs and assign mentors to facilitate the transition from bedside nurse to nurse manager, ensuring that new nurse managers are qualified to improve patient outcomes.</p>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-02-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12887826/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146167537","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}
Hyunmin Yu, Luke J. Keele, Heather Brom, Helena Pittman, Roopa Varghese, Matthew D. McHugh, Linda H. Aiken
Background
Nurse managers are central to hospital operations, yet little is known about how organizational factors, such as Magnet Recognition by the American Nurses Credentialing Center (ANCC), shape their assessments of the work environment, care quality, and safety. This study examined whether Magnet status is associated with nurse managers’ assessments of these domains.
Methods
This cross-sectional study used data from the 2024 Penn Nurses4All Survey, the 2023 American Hospital Association Annual Survey, and the ANCC’s list of Magnet-recognized organizations. The sample included 1362 nurse managers from 771 hospitals across 10 U.S. states (450 in 186 Magnet hospitals and 912 in 585 non-Magnet hospitals). Outcomes included managers’ assessments of the work environment, nursing care quality, patient safety, and hospital recommendation. Approximate balancing weights were applied to adjust for hospital- and manager-level covariates, and weighted linear probability models estimated average treatment effects.
Results
Magnet managers were more likely to hold graduate degrees and to work in large, teaching, and not-for-profit hospitals. Compared with non-Magnet managers, they were 9 percentage points more likely to rate the work environment as excellent or good (b = 0.09, 95% CI: 0.04–0.16) and to “definitely” recommend their hospital as a workplace (b = 0.09, 95% CI: 0.02–0.16); 7 percentage points more likely to rate nursing care quality as excellent or good (b = 0.07, 95% CI: 0.04–0.14); 12 percentage points more likely to assign an excellent or good patient safety grade (b = 0.12, 95% CI: 0.06–0.19); and 16 percentage points more likely to recommend their hospital to family and friends (b = 0.16, 95% CI: 0.08–0.24).
Conclusion
Magnet status was associated with more favorable assessments of the work environment, quality, and safety among nurse managers. These findings suggest that Magnet structures may strengthen organizational environment and culture across multiple levels of the nursing workforce.
{"title":"The Impact of Magnet Recognition on Nurse Managers’ Assessments of Work Environment, Quality, and Safety: A Cross-Sectional Study","authors":"Hyunmin Yu, Luke J. Keele, Heather Brom, Helena Pittman, Roopa Varghese, Matthew D. McHugh, Linda H. Aiken","doi":"10.1155/jonm/1847111","DOIUrl":"10.1155/jonm/1847111","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>Nurse managers are central to hospital operations, yet little is known about how organizational factors, such as Magnet Recognition by the American Nurses Credentialing Center (ANCC), shape their assessments of the work environment, care quality, and safety. This study examined whether Magnet status is associated with nurse managers’ assessments of these domains.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>This cross-sectional study used data from the 2024 Penn Nurses4All Survey, the 2023 American Hospital Association Annual Survey, and the ANCC’s list of Magnet-recognized organizations. The sample included 1362 nurse managers from 771 hospitals across 10 U.S. states (450 in 186 Magnet hospitals and 912 in 585 non-Magnet hospitals). Outcomes included managers’ assessments of the work environment, nursing care quality, patient safety, and hospital recommendation. Approximate balancing weights were applied to adjust for hospital- and manager-level covariates, and weighted linear probability models estimated average treatment effects.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>Magnet managers were more likely to hold graduate degrees and to work in large, teaching, and not-for-profit hospitals. Compared with non-Magnet managers, they were 9 percentage points more likely to rate the work environment as excellent or good (<i>b</i> = 0.09, 95% CI: 0.04–0.16) and to “definitely” recommend their hospital as a workplace (<i>b</i> = 0.09, 95% CI: 0.02–0.16); 7 percentage points more likely to rate nursing care quality as excellent or good (<i>b</i> = 0.07, 95% CI: 0.04–0.14); 12 percentage points more likely to assign an excellent or good patient safety grade (<i>b</i> = 0.12, 95% CI: 0.06–0.19); and 16 percentage points more likely to recommend their hospital to family and friends (<i>b</i> = 0.16, 95% CI: 0.08–0.24).</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>Magnet status was associated with more favorable assessments of the work environment, quality, and safety among nurse managers. These findings suggest that Magnet structures may strengthen organizational environment and culture across multiple levels of the nursing workforce.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-02-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12877956/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146144386","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}
Docia Baah, Theresa Barnes, Adelaide Maria Ansah Ofei
Background
Globally, transitioning is inevitably marked by shifts from one phase to another, reflecting varied life changes. These transitions, identified in diverse studies, encompass positive, negative, or nonevent occurrences and profoundly influence individuals’ psychological processes as they adapt to external changes. Using Schlossberg’s transition theory as the organizing framework, the transitioning of registered general nurses (RGNs) to nurse managers (NMs) in the Greater Accra Region of Ghana was studied.
Method
A descriptive cross-sectional survey design was used to examine the transitioning of NMs. Multistage sampling was utilized to select 103 NMs from the Greater Accra Region of Ghana.
Results
NMs moving through transition was efficient to a large extent with a mean score of 3.64 (SD = 0.54), the overall mean score obtained for moving out (taking charge) of transitions was 4.07 (SD = 0.68). Moving through was related to moving out (r = 0.29, p < 0.05), strategies (r = 0.54, p < 0.001), support (r = 0.52, p < 0.001), self (r = 0.77, p < 0.001), and situation (r = 0.65, p < 0.001). Finally, moving out was found to be positively and significantly related to three other scores: strategies (r = 0.41, p < 0.001), support (r = 0.52, p < 0.001), and self (r = 0.77, p < 0.001).
Conclusion
The study concluded that NMs received support in this current study, which is in contrast to other studies. RGNs faced certain challenges in transitioning to NMs primarily related to planning, but they demonstrated high degrees of optimism and control. Additionally, actively “taking charge” of the transition is successful when strategies such as seeking advice and negotiation are employed.
背景：在全球范围内，过渡不可避免地以从一个阶段到另一个阶段的转变为标志，反映了各种生活变化。在不同的研究中发现，这些转变包括积极的、消极的或非事件的发生，并在个体适应外部变化时深刻地影响他们的心理过程。以Schlossberg的转型理论为组织框架，对加纳大阿克拉地区注册普通护士（RGNs）向护士管理者（NMs）的转型进行了研究。方法：采用描述性横断面调查设计来研究NMs的转变。采用多阶段抽样方法从加纳大阿克拉地区选择103名NMs。结果：管理人员通过过渡的效率较高，平均得分为3.64 (SD = 0.54)，转移（负责）过渡的总体平均得分为4.07 （SD = 0.68）。经历与迁移（r = 0.29, p < 0.05）、策略（r = 0.54, p < 0.001）、支持（r = 0.52, p < 0.001）、自我（r = 0.77, p < 0.001）和情境（r = 0.65, p < 0.001）有关。最后，搬出去被发现与其他三个得分呈正相关且显著：策略（r = 0.41, p < 0.001），支持（r = 0.52, p < 0.001）和自我（r = 0.77, p < 0.001）。结论：本研究认为NMs得到了本研究的支持，这与其他研究结果形成了对比。rgn在向NMs过渡的过程中面临着一些主要与规划相关的挑战，但他们表现出高度的乐观和控制。此外，如果采用寻求建议和谈判等策略，积极“负责”过渡是成功的。
{"title":"Transitioning of Registered General Nurses to Nurse Managers—A Quantitative Study in the Greater Accra Region of Ghana","authors":"Docia Baah, Theresa Barnes, Adelaide Maria Ansah Ofei","doi":"10.1155/jonm/7932252","DOIUrl":"10.1155/jonm/7932252","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>Globally, transitioning is inevitably marked by shifts from one phase to another, reflecting varied life changes. These transitions, identified in diverse studies, encompass positive, negative, or nonevent occurrences and profoundly influence individuals’ psychological processes as they adapt to external changes. Using Schlossberg’s transition theory as the organizing framework, the transitioning of registered general nurses (RGNs) to nurse managers (NMs) in the Greater Accra Region of Ghana was studied.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Method</h3>\u0000 \u0000 <p>A descriptive cross-sectional survey design was used to examine the transitioning of NMs. Multistage sampling was utilized to select 103 NMs from the Greater Accra Region of Ghana.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>NMs moving through transition was efficient to a large extent with a mean score of 3.64 (SD = 0.54), the overall mean score obtained for moving out (taking charge) of transitions was 4.07 (SD = 0.68). Moving through was related to moving out (<i>r</i> = 0.29, <i>p</i> < 0.05), strategies (<i>r</i> = 0.54, <i>p</i> < 0.001), support (<i>r</i> = 0.52, <i>p</i> < 0.001), self (<i>r</i> = 0.77, <i>p</i> < 0.001), and situation (<i>r</i> = 0.65, <i>p</i> < 0.001). Finally, moving out was found to be positively and significantly related to three other scores: strategies (<i>r</i> = 0.41, <i>p</i> < 0.001), support (<i>r</i> = 0.52, <i>p</i> < 0.001), and self (<i>r</i> = 0.77, <i>p</i> < 0.001).</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>The study concluded that NMs received support in this current study, which is in contrast to other studies. RGNs faced certain challenges in transitioning to NMs primarily related to planning, but they demonstrated high degrees of optimism and control. Additionally, actively “taking charge” of the transition is successful when strategies such as seeking advice and negotiation are employed.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2026 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2026-02-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12866332/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146119592","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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