Specialty nurses play a vital role in advancing clinical care, education, research, and leadership within China’s evolving healthcare system. However, their actual participation in these roles varies widely, and current assessments often overlook individual differences. Understanding distinct patterns of specialty nurses’ professional practice participation is crucial for optimizing talent development and advancing the specialty nursing workforce.
A cross-sectional study was conducted using a convenience sample of 7154 specialty nurses in Beijing between May and July 2024. Participants completed online questionnaires that gathered demographic data and assessed nursing practice across four dimensions (19 items total). Data analysis was performed using latent profile analysis, Chi-square test, Kruskal–Wallis H test, and multivariate logistic regression.
Three latent profiles were identified: Developing Practice Profile (78.19%; characterized by growth potential across all dimensions), Clinician–Educator Profile (14.97%; marked by strengths in teaching and advanced clinical nursing), and the Clinician, Leadership, and Research Profile (6.84%; distinguished by high performance in advanced clinical practice, clinical management, and nursing research). Key predictors included educational background, professional title, duties, years of relevant work experience, and hospital level.
Most specialty nurses have significant developmental potential. Nursing managers should provide personalized development for each specialty nurse, and the proposed “Stretch–Shape–Lead” approach may serve as a reference for optimizing the specialty nurse workforce structure. Future studies could further validate the findings from this resource-rich municipality in lower-tier cities, rural areas, or the broader national context to confirm their broader applicability.
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.
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