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.
To explore internal strategies for communicating and disseminating the implementation of Magnet principles in German hospitals from the perspective of implementation leaders.
A qualitative study.
Between January 2023 and June 2024, 15 semistructured interviews were conducted with 16 participants from six German hospitals participating in the Magnet4Europe project. Data were analyzed using qualitative content analysis, following the COREQ guidelines.
Four major themes emerged: (i) communicating through multiple channels, (ii) choosing effective wording, (iii) leveraging enabling factors for dissemination, and (iv) navigating dissemination challenges. The combination of visual, written, and verbal communication channels, as well as consistent and tailored language, was seen as essential for communicating the implementation of Magnet. Leadership support, contextual adaptation of terminology, and linking Magnet principles to practical applications were perceived as facilitating acceptance. Challenges included difficulties in reaching all target audiences and overcoming staff resistance.
Communication was perceived as playing a vital role in supporting the implementation and dissemination of Magnet and in fostering efforts to embed Magnet principles within the organizational culture.
Effective dissemination of Magnet requires a multifaceted communication approach that combines visual, verbal, and interpersonal strategies. Leadership support, tailored language, staff engagement, and continuous communication were identified as key elements for embedding Magnet principles into daily hospital practice and fostering long-term cultural change.
The process of caring for immigrants is influenced by different cultural elements, and patients and health professionals perceive it differently. The literature often uses the concept of “immigrant patients” as if it comprises a homogeneous and nondiverse group. In this study, we focus on newcomers, since the number of years an immigrant has spent in a country conditions their experience as a patient. Despite being a more vulnerable population, there are few studies on the perspective of newcomers. Given this gap, we aimed to explore the relationship of newcomers with Spanish healthcare professionals and whether the care provided is sensitive and culturally competent from the perspective of newcomers and cultural mediators.
Qualitative study with a socioconstructivist approach based on 18 interviews with newcomers and two focus groups (one with newcomers and one with cultural mediators). Purposive sampling was used to recruit newcomers, while cultural mediators were recruited by convenience sampling. The Charmaz method was applied for data analysis.
Newcomers and mediators point out the cultural insensitivity of health systems in their discourse, clearly expressed by newcomers’ fear of deportation, the perception of standardized care, and the prevalence of formal communication styles. For newcomers, the fear of being deported as an undocumented immigrant is a major reason for not using the health system. Newcomers and cultural mediators agreed that nursing care is standardized but disagreed about cultural issues.
This study detected a fear of deportation and the perception of standardized care when navigating an insensitive healthcare system. Due to growing inequalities, there is an urgent need for the critical self-reflection of the entire health system. Specific interventions, such as developing cultural competence training, revising communication protocols, and including cultural mediators on care teams, are critical to including newcomers’ needs in care practice and reducing inequalities.
Background: Understanding factors influencing caring behavior and compassion competence is crucial for delivering compassionate nursing care. Recent research suggests that self-compassion significantly affects both caring behavior and compassion competence.
Purpose: The study aims to investigate the moderating effect of self-compassion on pediatric nurses' caring behavior and compassion competence in Riyadh, Saudi Arabia.
Methods: This study employed a nonexperimental quantitative design with a descriptive cross-sectional approach, involving 202 pediatric nurses. Data were gathered through a four-part structured self-administered questionnaire, which included demographic information, a compassion competence scale, a caring behavior inventory (16-item version), and a self-compassion scale.
Results: The majority of participants were female (97%) and aged 31-40 years (45.5%), with 6-10 years of experience (38.6%). Self-compassion scores averaged 3.48 (SD = 0.52), compassion competence averaged 4.06 (SD = 0.59), and caring behavior averaged 86.33 (SD = 10.31). A moderate positive correlation was found between self-compassion and compassion competence (r = 0.285, p < 0.001), a weak positive correlation was found between self-compassion and caring behavior (r = 0.183, p = 0.009), and a moderate positive correlation was found between compassion competence and caring behavior (r = 0.397, p < 0.001).
Conclusion: This study reveals that pediatric registered nurses exhibit high levels of compassion, competence, and caring behavior. However, self-compassion does not significantly influence the relationship between these two factors. The findings offer a framework for further exploration of the influences on caring behavior and compassion competence among pediatric nurses, aiding in the development of policies and interventions to enhance pediatric patient care.
Background: Occupational burnout poses a persistent threat to nurses' mental health and the quality of patient care. Emerging evidence indicates that burnout is not a uniform phenomenon but manifests in distinct psychological patterns. Yet, how these diverse burnout experiences interact with safety-related factors is insufficiently understood. Network analysis offers a systems-level perspective to uncover interconnections among psychological and safety variables and to pinpoint potential bridge nodes for targeted interventions.
Aim: This study sought to map the network architecture linking psychological and safety-related factors among nurses across different burnout profiles, to identify profile-specific central and bridge nodes, and to examine their associations with safety behaviors.
Methods: A total of 2092 nurses were included. This study was a secondary analysis based on a previously established dataset in which three distinct burnout profiles were identified using latent profile analysis: the High Achievement Stable Group (Class 1, 70.3%), the High Efficiency Contradictory Group (Class 2, 6.6%), and the High Pressure Adaptive Group (Class 3, 23.1%). Psychological-safety networks were estimated for both the overall sample and each subgroup using the EBICglasso model. Centrality and bridging indices were computed via expected influence and bridge expected influence, followed by network comparison tests to evaluate structural variations across profiles.
Results: In the overall network, "skills" (B4) exhibited the greatest centrality, whereas "personal accomplishment" (A3) and "knowledge" (B1) consistently functioned as pivotal bridge nodes across profiles. Although bridge configurations differed slightly among classes, A3 and B1 remained the principal connectors integrating psychological and safety communities. Significant structural differences were detected between Classes 2 and 1 (M test, p < 0.001) and between Classes 3 and 1 (M test, p < 0.001; S test, p = 0.002), with pronounced discrepancies in the edge patterns surrounding A3 and B1.
Conclusions: The burnout-safety networks revealed distinct structural configurations across nurse subgroups. Identifying profile-specific bridge nodes offers practical guidance for precision interventions that enhance safety behaviors and foster occupational resilience.
Background: The power that nurse managers exercise significantly determines the extent to which clinical nurses can voice their opinions and communicate effectively within the organization.
Aim: This study aimed to examine the relationships between clinical nurses' perceptions of nurse managers' use of power and nurses' professional silence.
Method: This cross-sectional study was conducted with 292 clinical nurses from July 25, 2024, to February 17, 2025. Data were collected using a personal information form (comprising the Nurse Manager Perception Questionnaire [NMPQ] in its second section), the Employee Silence Behavior Scale, and the Perceived Power in Nurse Managers Scale. Data were analyzed using the Mann-Whitney U test and Pearson correlation analysis.
Results: The findings revealed that single nurses and those without children perceived nurse managers' power differently. Clinical nurses who believed that their nurse managers met expectations, communicated effectively, and adopted a team-oriented approach had significantly higher perceptions of "charismatic power," "reward power," "legitimate power," and "expert power" (p < 0.05). Conversely, perceptions of coercive power were higher among clinical nurses who could not communicate effectively with their managers and who did not believe their managers influenced their working conditions (p < 0.05). A significant positive correlation was found between clinical nurses' silence and their perception of nurse managers' coercive power (p < 0.05).
Conclusion: The study concluded that as clinical nurses' perception of nurse managers' coercive power increased, their professional silence also increased. Conversely, effective communication, meeting expectations, and a team-oriented approach enhanced their perceptions of nurse managers' charismatic, expert, legitimate, and reward power. These findings suggest that how nurse managers use power decisively influences the communication and silence behaviors of clinical nurses. Therefore, organizational and managerial strategies aimed at reducing clinical nurses' silence are essential for ensuring a safe working environment and delivering quality nursing care.
Aim: To measure the association between job satisfaction and perceived quality of care among nurses on labor and delivery (LD) units.
Background: Nurses constitute the largest segment of the US healthcare workforce. Low job satisfaction is a critical factor in nurse turnover and quality of care.
Methods: A web-based survey was distributed across LD units in the United States. We used logistic regression to assess the association between job satisfaction, as measured by the employee net promoter score (eNPS), and perceived indicators of quality of care.
Results: Among 1021 LD nurses who responded, those characterized as passive or detractors had greater odds of rating that the quality of care on their LD unit was fair or good rather than excellent (adjusted odds ratio [aOR] 3.45, 95% CI: 2.44-4.88 and aOR 6.58, 95% CI: 4.08-10.75, respectively, with both p < 0.0001), agreeing that nurses were spending less time with laboring patients suspected or confirmed to have COVID-19 (aOR 1.42, 95% CI: 1.04-1.95, p = 0.0288; aOR 2.08, 95% CI: 1.33-3.28, p = 0.0014) and reporting that professional labor support was frequently or always missed during the pandemic (aOR 2.19, 95% CI: 1.49-3.20, p < 0.0001; aOR 1.82, 95% CI: 1.09-3.03, p = 0.0217) compared to respondents characterized as promoters.
Conclusions: Higher nursing job satisfaction as measured by the eNPS is associated with higher perceived quality of care on the LD units.
Implications for nursing management: eNPS is a one-question survey that is easy to deliver, simple to interpret, and is associated with perceived quality of care. Nursing management can use it to track progress over time and understand reasons for job dissatisfaction on their units.
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