Hospital workplace violence is a significant global public health concern, impacting nurses’ mental well-being and their likelihood of leaving their jobs. Previous research explored the associations between workplace violence, mental health, and turnover intention among nurses, which yielded inconsistent results due to smaller sample sizes, thus highlighting the need for a more comprehensive investigation with a large sample of a representative population. This study, drawing on a large dataset of 116,345 nurses from 67 tertiary hospitals across 31 provinces in China, aimed to assess the relationship between workplace violence and nurses’ mental health and turnover intentions between October and December 2023. Data were analyzed using multilevel regression models. The study assessed the varying levels of workplace violence (low, moderate, and high), mental health outcomes, and turnover intention. The study found that a substantial number of nurses, 30,987 (26.6%), experienced workplace violence in the year prior to the survey, with varying levels of severity. Specifically, 27,225 (23.4%) encountered low-level violence, 3519 (3%) moderate violence, and 243 (0.2%) high-level violence. After controlling for sociodemographic and work-related variables, workplace violence was significantly associated with depressive symptoms (p < 0.001), stress (p < 0.001), anxiety symptoms (p < 0.001), burnout (p < 0.001), and turnover intention (p < 0.001). These findings underscore the critical need for policymakers, hospital administrators, and supervisors to take proactive measures. It is essential to implement strategies that both reduce the incidence of workplace violence and provide robust psychological support and interventions for nurses who have been affected. This collaborative effort will be crucial in protecting the mental health of nursing professionals and fostering a safer, more supportive work environment.
Trial Registration: Chinese Clinical Trial Registry: ChiCTR2300072142
To explore the experiences and perceptions of nurse-surgeons practicing in the Australian public health system.
Nurse-surgeons occupy a unique and innovative role within perioperative healthcare, yet their integration is often complex and underexplored in the existing literature.
This qualitative study adhered to the consolidated criteria for reporting qualitative research checklist of the EQUATOR Network, involving five semistructured interviews analysed inductively through a reflexive thematic analysis. Ethical approval was obtained prior to the study.
Participant interactions with supervisors were positive, while relationships with other nurses and physicians evolved from initial antagonism to mutual recognition of value. Facilitators for integration included awareness of the role, collaboration, a standardised national credentialing pathway and government involvement. The barriers consisted of geographical limitations, obstructive medical associations, financial challenges, tall poppy syndrome within nursing and a superiority complex among physicians.
The study offers valuable insights into the nurse-surgeons’ experiences and perceptions, highlighting essential barriers and facilitators to their integration in the healthcare system.
Findings may guide healthcare institutions in fostering collaborative interprofessional interactions and implementing standardised credentialing pathways for nurse-surgeons.
The insights may inform nursing associations and government bodies in addressing systemic barriers and advocating for policy changes to enhance surgical delivery in Australia and globally.
To investigate the current level and influencing factors of transition shock among new nurses in China.
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.
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.
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).
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.
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.
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.
This study aims to explore the current state of Finnish nurse leaders’ experiences with e-leadership.
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.
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.
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.
The findings can inform the development of practical guidelines for implementing e-leadership in nursing and healthcare settings.
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