To explore the effect of performing “three-shift clamping” of pelvic drainage tubes on patients undergoing radical prostatectomy combined with extended pelvic lymphadenectomy to reduce postoperative pelvic drainage volume.
Methods
The study retrospectively collected data from 106 patients who underwent robot-assisted laparoscopic radical prostatectomy combined with extended pelvic lymph node dissection by a single operator at the Department of Urology, Shanghai Changhai Hospital from July 2022 to August 2023. Two-way repeated measures analysis of variance (ANOVA) was used to compare changes in postoperative pelvic drainage volume in patients.
Results
Among the 106 patients, 31 (29.25%) patients did not undergo clamping of the pelvic drainage tube after surgery, while 75 patients (70.75%) started performing “three-shift clamping” on the second day after surgery. The pelvic drainage volume on the first postoperative day was 187 (118–270) mL for patients in the open group and 168 (109–242) mL for those in the clamping group, showing no significant statistical difference (P = 0.462). However, starting from the second postoperative day, there was a significant difference in the change in pelvic drainage volume between the clamping group and the open group (P < 0.05). No adverse events were reported in either group.
Conclusion
In patients who have undergone radical prostatectomy combined with extended pelvic lymph node dissection, the postoperative “three-shift clamping” operation of the pelvic drainage tube has been shown to effectively reduce the amount of pelvic drainage.
{"title":"Effect of Intermittent Clamping of Pelvic Drainage Tubes on Pelvic Drainage Volume After Radical Prostatectomy","authors":"Chunxue Peng, Xiaoling Liu, Xianqi Shen","doi":"10.1155/jonm/3307618","DOIUrl":"https://doi.org/10.1155/jonm/3307618","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Objective</h3>\u0000 \u0000 <p>To explore the effect of performing “three-shift clamping” of pelvic drainage tubes on patients undergoing radical prostatectomy combined with extended pelvic lymphadenectomy to reduce postoperative pelvic drainage volume.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>The study retrospectively collected data from 106 patients who underwent robot-assisted laparoscopic radical prostatectomy combined with extended pelvic lymph node dissection by a single operator at the Department of Urology, Shanghai Changhai Hospital from July 2022 to August 2023. Two-way repeated measures analysis of variance (ANOVA) was used to compare changes in postoperative pelvic drainage volume in patients.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>Among the 106 patients, 31 (29.25%) patients did not undergo clamping of the pelvic drainage tube after surgery, while 75 patients (70.75%) started performing “three-shift clamping” on the second day after surgery. The pelvic drainage volume on the first postoperative day was 187 (118–270) mL for patients in the open group and 168 (109–242) mL for those in the clamping group, showing no significant statistical difference (<i>P</i> = 0.462). However, starting from the second postoperative day, there was a significant difference in the change in pelvic drainage volume between the clamping group and the open group (<i>P</i> < 0.05). No adverse events were reported in either group.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>In patients who have undergone radical prostatectomy combined with extended pelvic lymph node dissection, the postoperative “three-shift clamping” operation of the pelvic drainage tube has been shown to effectively reduce the amount of pelvic drainage.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/3307618","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145686414","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>Home care systems face critical challenges: severe staff shortages, ill-defined service content, and ineffective care needs communication, all contributing to suboptimal service delivery. Developing a severity-stratified priority model for functionally impaired older adults enables precise resource allocation, improving both care quality and quality of life in this high-risk population.</p> </section> <section> <h3> Objective</h3> <p>To identify the specialized home care service needs of older adults with physical disabilities across varying disability levels and to propose strategies to optimize specialized home care services.</p> </section> <section> <h3> Design</h3> <p>A cross-sectional study.</p> </section> <section> <h3> Setting and Participants</h3> <p>From October 2023 to January 2024, 550 older adults with physical disabilities participated in a disability assessment in Shanghai, China.</p> </section> <section> <h3> Methods</h3> <p>Using the Kano model as the analytical framework, item attributes were determined through the maximum-frequency method. Better–Worse analysis calculated the satisfaction and dissatisfaction indices for each service, and an importance matrix analysis was subsequently plotted to prioritize demand items.</p> </section> <section> <h3> Results</h3> <p>A total of 534 complete datasets were obtained, with disability levels distributed as follows: complete self-care (318 cases, 59.6%), mild disability (68, 12.7%), moderate disability (45, 8.4%), and severe disability (103, 19.3%). Better–Worse matrix analysis revealed distinct demand item distributions across disability levels. Overall, 3 items fell into the critical improvement zone, 2 in the advantage zone, and 12 in the maintenance zone. Specifically, complete self-care participants showed 3 critical improvement, 1 advantage, and 10 maintenance items; mild disability had 3 critical improvement, 1 advantage, and 14 maintenance items; moderate disability demonstrated 6 critical improvement, 3 advantage, and 6 maintenance items; while severe disability exhibited 4 critical improvement, 6 advantage, and 8 maintenance items.</p> </section> <section> <h3> Conclusions</h3> <p>Disabled older adults exhibit differentiated needs for specialized home c
{"title":"Specialized Home Care Needs and Models for Disabled Older Adults by Disability Level: A Cross-Sectional Study","authors":"Yitian Gao, Wanqiong Zhou, Lanshu Zhou","doi":"10.1155/jonm/8917956","DOIUrl":"https://doi.org/10.1155/jonm/8917956","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>Home care systems face critical challenges: severe staff shortages, ill-defined service content, and ineffective care needs communication, all contributing to suboptimal service delivery. Developing a severity-stratified priority model for functionally impaired older adults enables precise resource allocation, improving both care quality and quality of life in this high-risk population.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Objective</h3>\u0000 \u0000 <p>To identify the specialized home care service needs of older adults with physical disabilities across varying disability levels and to propose strategies to optimize specialized home care services.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Design</h3>\u0000 \u0000 <p>A cross-sectional study.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Setting and Participants</h3>\u0000 \u0000 <p>From October 2023 to January 2024, 550 older adults with physical disabilities participated in a disability assessment in Shanghai, China.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>Using the Kano model as the analytical framework, item attributes were determined through the maximum-frequency method. Better–Worse analysis calculated the satisfaction and dissatisfaction indices for each service, and an importance matrix analysis was subsequently plotted to prioritize demand items.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>A total of 534 complete datasets were obtained, with disability levels distributed as follows: complete self-care (318 cases, 59.6%), mild disability (68, 12.7%), moderate disability (45, 8.4%), and severe disability (103, 19.3%). Better–Worse matrix analysis revealed distinct demand item distributions across disability levels. Overall, 3 items fell into the critical improvement zone, 2 in the advantage zone, and 12 in the maintenance zone. Specifically, complete self-care participants showed 3 critical improvement, 1 advantage, and 10 maintenance items; mild disability had 3 critical improvement, 1 advantage, and 14 maintenance items; moderate disability demonstrated 6 critical improvement, 3 advantage, and 6 maintenance items; while severe disability exhibited 4 critical improvement, 6 advantage, and 8 maintenance items.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusions</h3>\u0000 \u0000 <p>Disabled older adults exhibit differentiated needs for specialized home c","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-12-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/8917956","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145695177","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>A robust psychosocial safety climate (PSC) can enhance nurses’ work engagement. Conversely, presenteeism—the behaviour of working while ill—reduces nurses’ productivity and negatively impacts their work engagement. However, research is scarce on the interplay between PSC, presenteeism, and work engagement among nurses.</p> </section> <section> <h3> Objective</h3> <p>This study examined the mediation of presenteeism in the relationship between PSC and nurses’ work engagement.</p> </section> <section> <h3> Methods</h3> <p>This cross-sectional descriptive study was performed among 2982 full-time registered nurses from tertiary hospitals in 38 cities across 15 provinces in China. An online questionnaire survey was conducted from 2 December 2024 to 31 January 2025. The measurement tools included the 12-item Psychosocial Safety Climate Scale, the Chinese version of the Stanford Presenteeism Scale, and the Utrecht Work Engagement Scale. The collected data were analyzed using descriptive statistics, independent samples <i>t</i>-tests, one-way ANOVA, multiple stepwise linear regression analysis, and PROCESS v3.5 macro analysis.</p> </section> <section> <h3> Results</h3> <p>The average scores for PSC, presenteeism, and work engagement were 49.10 (±10.37), 15.23 (±4.67), and 86.28 (±24.49), respectively. Marital status, only-child status, nurse specialist qualification, PSC score, and presenteeism score significantly influenced nurses’ work engagement, accounting for 43.9% of the variance. PSC boosted work engagement and lowered presenteeism, while presenteeism decreased work engagement. Furthermore, presenteeism partially mediated the relationship between PSC and work engagement.</p> </section> <section> <h3> Conclusion</h3> <p>Nurses report a relatively strong PSC and moderate levels of presenteeism and work engagement. Demographic and work-related characteristics, along with PSC and presenteeism scores, determine nurses’ work engagement. Furthermore, PSC exerts both a direct and an indirect influence on nurses’ work engagement, with presenteeism serving as a partial mediator.</p> </section> <section> <h3> Implications for Nursing Management</h3> <p>Nurse managers should prioritize fostering a supportive PSC, minimizing presenteeism, and enhancing work engagement. Such measures can ultimately improve care quality and patient safet
{"title":"The Mediating Role of Presenteeism in the Relationship Between Psychosocial Safety Climate and Work Engagement","authors":"Li Chen, Xiaoli Yang, Yuchen Zhang","doi":"10.1155/jonm/4081706","DOIUrl":"https://doi.org/10.1155/jonm/4081706","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>A robust psychosocial safety climate (PSC) can enhance nurses’ work engagement. Conversely, presenteeism—the behaviour of working while ill—reduces nurses’ productivity and negatively impacts their work engagement. However, research is scarce on the interplay between PSC, presenteeism, and work engagement among nurses.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Objective</h3>\u0000 \u0000 <p>This study examined the mediation of presenteeism in the relationship between PSC and nurses’ work engagement.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>This cross-sectional descriptive study was performed among 2982 full-time registered nurses from tertiary hospitals in 38 cities across 15 provinces in China. An online questionnaire survey was conducted from 2 December 2024 to 31 January 2025. The measurement tools included the 12-item Psychosocial Safety Climate Scale, the Chinese version of the Stanford Presenteeism Scale, and the Utrecht Work Engagement Scale. The collected data were analyzed using descriptive statistics, independent samples <i>t</i>-tests, one-way ANOVA, multiple stepwise linear regression analysis, and PROCESS v3.5 macro analysis.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>The average scores for PSC, presenteeism, and work engagement were 49.10 (±10.37), 15.23 (±4.67), and 86.28 (±24.49), respectively. Marital status, only-child status, nurse specialist qualification, PSC score, and presenteeism score significantly influenced nurses’ work engagement, accounting for 43.9% of the variance. PSC boosted work engagement and lowered presenteeism, while presenteeism decreased work engagement. Furthermore, presenteeism partially mediated the relationship between PSC and work engagement.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>Nurses report a relatively strong PSC and moderate levels of presenteeism and work engagement. Demographic and work-related characteristics, along with PSC and presenteeism scores, determine nurses’ work engagement. Furthermore, PSC exerts both a direct and an indirect influence on nurses’ work engagement, with presenteeism serving as a partial mediator.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Implications for Nursing Management</h3>\u0000 \u0000 <p>Nurse managers should prioritize fostering a supportive PSC, minimizing presenteeism, and enhancing work engagement. Such measures can ultimately improve care quality and patient safet","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-12-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/4081706","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145686365","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}
One of the key priorities of Saudi Vision 2030 is to ensure that all Saudi citizens have access to high-quality healthcare, but this goal is constrained by international and domestic nursing staff shortages. Nursing directors have recommended introducing a professional career path focused on developing nurses’ leadership skills. Despite recognition of nurse managers’ key role in recruiting, retaining, and engaging nurses, few studies have explored how Saudi managers acquire and deploy leadership skills. This study explores how nurse managers view and experience workplace leadership.
Methods
This ethnographic study examined nurse managers’ perceptions and experiences of leadership development in a Saudi hospital affiliated with the Ministry of Health. Qualitative data were collected during periodic visits over eight months, including workplace and continuing medical education observations, document examinations, and informal and semistructured interviews with 21 nurse managers. A framework analysis approach was used to interpret and summarize the data.
Findings
The data were organized into four major themes: imbalanced power dynamics, no shared vision, workplace rituals and behaviors, and the need for learning. The findings indicated a power imbalance, consistent with international studies. The hospital had hierarchical and transactional management structures and a culturally pervasive leadership approach framed by wasta (“middleman” or “go-between” in Arabic). Such nepotism, normalized in Saudi business practice, is officially recognized and condemned as corrupt by state legislators. The Saudi government is rigorously combating this practice through strict regulations and enforcement. A climate encouraging adherence with the directorate’s guidelines led managers to comply, even though they employed strategies to subvert some of its authority.
Conclusion
Wasta was used to enhance performance, obtain rewards, secure favorable work assignments, gain meritless promotions, and allocate staff arbitrarily. Paradoxically, while managers criticized the capricious use of wasta, they also employed it to secure what they believed they deserved, sometimes at the expense of their colleagues’ careers.
{"title":"Leadership Experiences of Nurse Managers in a Saudi Ministry of Health Hospital: A Focused Ethnographic Study","authors":"Ibrahim Naif Alenezi","doi":"10.1155/jonm/8033761","DOIUrl":"https://doi.org/10.1155/jonm/8033761","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>One of the key priorities of Saudi Vision 2030 is to ensure that all Saudi citizens have access to high-quality healthcare, but this goal is constrained by international and domestic nursing staff shortages. Nursing directors have recommended introducing a professional career path focused on developing nurses’ leadership skills. Despite recognition of nurse managers’ key role in recruiting, retaining, and engaging nurses, few studies have explored how Saudi managers acquire and deploy leadership skills. This study explores how nurse managers view and experience workplace leadership.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>This ethnographic study examined nurse managers’ perceptions and experiences of leadership development in a Saudi hospital affiliated with the Ministry of Health. Qualitative data were collected during periodic visits over eight months, including workplace and continuing medical education observations, document examinations, and informal and semistructured interviews with 21 nurse managers. A framework analysis approach was used to interpret and summarize the data.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Findings</h3>\u0000 \u0000 <p>The data were organized into four major themes: imbalanced power dynamics, no shared vision, workplace rituals and behaviors, and the need for learning. The findings indicated a power imbalance, consistent with international studies. The hospital had hierarchical and transactional management structures and a culturally pervasive leadership approach framed by <i>wasta</i> (“middleman” or “go-between” in Arabic)<i>.</i> Such nepotism, normalized in Saudi business practice, is officially recognized and condemned as corrupt by state legislators. The Saudi government is rigorously combating this practice through strict regulations and enforcement. A climate encouraging adherence with the directorate’s guidelines led managers to comply, even though they employed strategies to subvert some of its authority.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>Wasta was used to enhance performance, obtain rewards, secure favorable work assignments, gain meritless promotions, and allocate staff arbitrarily. Paradoxically, while managers criticized the capricious use of wasta, they also employed it to secure what they believed they deserved, sometimes at the expense of their colleagues’ careers.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-12-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/8033761","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145686219","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}
Based on the Conservation of Resources and Leader–Member Exchange theories, this study investigates the relationship between psychological stress and emotional exhaustion among first-line nurse managers (FLNMs), while also examining the mediating role of presenteeism (i.e., working while ill) and the moderating effect of leader loyalty on this relationship.
Method
A survey-based study was carried out on 161 French FLNMs. A mediated moderation model was tested through bootstrap regression analyses using PROCESS Macro.
Results
The analyses yielded three primary findings. First, psychological stress among FLNMs is positively related to their level of emotional exhaustion. Second, presenteeism is found to be an explanatory mechanism of the psychological stress—emotional exhaustion relationship. Third, leader loyalty was found to moderate the indirect link between psychological stress (i.e., through presenteeism) and emotional exhaustion.
Conclusion
The results provide a better understanding of the relationship between psychological stress and emotional exhaustion in the case of French FLNMs. They also clarify the role of other mechanisms, such as presenteeism and leader loyalty, that may be involved.
Practical Implications
Considering the pivotal role of FLNMs within hospitals, findings from this study raise awareness of the detrimental consequences of psychological stress and presenteeism on FLNMs’ health, while also showing the constructive aspects of the relationships between FLNMs and their superiors.
{"title":"Toward a Better Understanding of Emotional Exhaustion Among First-Line Nurse Managers: The Role of Psychological Stress, Presenteeism, and Leader Loyalty","authors":"Véronique Achmet, Martin Lauzier","doi":"10.1155/jonm/8865098","DOIUrl":"https://doi.org/10.1155/jonm/8865098","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aims</h3>\u0000 \u0000 <p>Based on the Conservation of Resources and Leader–Member Exchange theories, this study investigates the relationship between psychological stress and emotional exhaustion among first-line nurse managers (FLNMs), while also examining the mediating role of presenteeism (i.e., working while ill) and the moderating effect of leader loyalty on this relationship.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Method</h3>\u0000 \u0000 <p>A survey-based study was carried out on 161 French FLNMs. A mediated moderation model was tested through bootstrap regression analyses using PROCESS Macro.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>The analyses yielded three primary findings. First, psychological stress among FLNMs is positively related to their level of emotional exhaustion. Second, presenteeism is found to be an explanatory mechanism of the psychological stress—emotional exhaustion relationship. Third, leader loyalty was found to moderate the indirect link between psychological stress (i.e., through presenteeism) and emotional exhaustion.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>The results provide a better understanding of the relationship between psychological stress and emotional exhaustion in the case of French FLNMs. They also clarify the role of other mechanisms, such as presenteeism and leader loyalty, that may be involved.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Practical Implications</h3>\u0000 \u0000 <p>Considering the pivotal role of FLNMs within hospitals, findings from this study raise awareness of the detrimental consequences of psychological stress and presenteeism on FLNMs’ health, while also showing the constructive aspects of the relationships between FLNMs and their superiors.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/8865098","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145686059","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 explores emergency nurses’ lived experiences of cognitive mental workload (CMW) within high-pressure, resource-limited environments, where excessive mental demands may compromise both clinician well-being and care delivery.
Method
An exploratory qualitative research design was used with registered nurses (n = 10) working in Australian rural emergency departments. Online semistructured interviews were conducted in 2023. The collected data were analysed using reflective thematic analysis.
Results
The data analysis revealed four primary contributors of high CMW among nurses during care delivery, namely, external demands, excessive cognitive processing, emotional demands and individual characteristics. Despite challenges in describing the phenomenon, participants clearly associated their high CMW to adverse patient outcomes like patient harm and near misses as well as negative impacts on their own welfare, such as burnout, compassion fatigue and intention to leave profession.
Conclusion
This study offers new perspectives on emergency nurses’ CMW experiences, foregrounding their lived experience in high pressure, emotionally charged and dynamic clinical settings. By giving voices to the often overlooked phenomenon in nursing, it has revealed the critical impact of the health professional’s CMW on their well-being, patient safety and care quality.
Implications for the Profession and Patient Care
In depth knowledge about the phenomenon can inform tailored measurement tools and targeted strategies for nurses, to reduce errors and enhance care delivery.
Impact
Policymakers can integrate the insights to strengthen healthcare infrastructure and policies that reduce error-related patient harm and support nurse well-being for reducing resource and financial expenditure.
{"title":"Cognitive Burden in Emergency Care: A Qualitative Exploratory Study of Emergency Nurses","authors":"Anu Surendran, Lisa Beccaria, Peter McIlveen","doi":"10.1155/jonm/6332434","DOIUrl":"https://doi.org/10.1155/jonm/6332434","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aim</h3>\u0000 \u0000 <p>This study explores emergency nurses’ lived experiences of cognitive mental workload (CMW) within high-pressure, resource-limited environments, where excessive mental demands may compromise both clinician well-being and care delivery.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Method</h3>\u0000 \u0000 <p>An exploratory qualitative research design was used with registered nurses (<i>n</i> = 10) working in Australian rural emergency departments. Online semistructured interviews were conducted in 2023. The collected data were analysed using reflective thematic analysis.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>The data analysis revealed four primary contributors of high CMW among nurses during care delivery, namely, external demands, excessive cognitive processing, emotional demands and individual characteristics. Despite challenges in describing the phenomenon, participants clearly associated their high CMW to adverse patient outcomes like patient harm and near misses as well as negative impacts on their own welfare, such as burnout, compassion fatigue and intention to leave profession.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>This study offers new perspectives on emergency nurses’ CMW experiences, foregrounding their lived experience in high pressure, emotionally charged and dynamic clinical settings. By giving voices to the often overlooked phenomenon in nursing, it has revealed the critical impact of the health professional’s CMW on their well-being, patient safety and care quality.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Implications for the Profession and Patient Care</h3>\u0000 \u0000 <p>In depth knowledge about the phenomenon can inform tailored measurement tools and targeted strategies for nurses, to reduce errors and enhance care delivery.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Impact</h3>\u0000 \u0000 <p>Policymakers can integrate the insights to strengthen healthcare infrastructure and policies that reduce error-related patient harm and support nurse well-being for reducing resource and financial expenditure.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/6332434","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145686427","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}
Mina Omidvar, Roohangiz Norouzinia, Maryam Aghabarary, Pardis Rahmatpour
Introduction
Nurses’ clinical professional autonomy is strongly influenced by organizational management and leadership environments. This study aims to examine the relationship between head nurses’ leadership styles and the level of clinical autonomy perceived by emergency department (ED) nurses in Iranian university hospitals.
Methods
This cross-sectional study recruited 221 ED nurses from Alborz province (Iran) university hospitals through convenience sampling from February to March 2022. Data were collected using a three-section questionnaire that covered demographic and work-related characteristics, the Multifactor Leadership Questionnaire (MLQ), and the Clinical Professional Autonomy Scale. Following psychometric validation in our sample, the MLQ consisted of 32 items assessing transformational, transactional, and laissez-faire leadership (Cronbach’s α = 0.71–0.95). Clinical professional autonomy was measured with the 31-item Clinical Professional Autonomy Scale (α > 0.70), with total scores classified as low, moderate, or high.
Results
The mean (SD) of clinical professional autonomy (0–100 scale) was 78.68 (12.73). Transformational leadership was reported as the dominant style among head nurses (72.41 ± 18.58). The results showed the strongest correlation between transformational leadership style and clinical professional autonomy (r = 0.57). Furthermore, the multivariable linear regression analysis showed that clinical professional autonomy was significantly associated with job satisfaction (β = 0.17, p = 0.026) and nurses’ years of work experience (β = 0.23, p = 0.002).
Conclusion
This study highlights that head nurses’ transformational leadership style significantly enhances nurses’ clinical professional autonomy. The findings underscore the need for targeted leadership development programs to strengthen head nurses’ transformational leadership competencies. By fostering a supportive leadership environment, clinical professional nursing autonomy can be promoted, contributing to improved patient care quality and overall organizational performance.
护士临床专业自主权受组织管理和领导环境的强烈影响。本研究旨在探讨伊朗大学医院急诊科（ED）护士的领导风格与临床自主水平之间的关系。方法采用方便抽样的方法，于2022年2月至3月在伊朗阿尔博尔兹省大学医院招募221名急诊科护士。数据收集使用三部分调查问卷，包括人口统计和工作相关特征，多因素领导问卷（MLQ）和临床专业自主量表。在我们的样本中进行心理测量验证后，MLQ由32个项目组成，评估变革型、交易型和自由放任型领导（Cronbach’s α = 0.71-0.95）。临床专业自主性采用31项临床专业自主性量表（α > 0.70）进行测量，总分分为低、中、高三种。结果临床专业自主性（0 ~ 100分制）均值（SD）为78.68分（12.73分）。变革型领导是护士长的主导领导方式（72.41±18.58）。结果显示，变革型领导风格与临床专业自主的相关性最强（r = 0.57）。此外，多变量线性回归分析显示，临床专业自主权与工作满意度（β = 0.17, p = 0.026）和护士工作年限（β = 0.23, p = 0.002）显著相关。结论护士长变革型领导风格显著提高护士临床专业自主权。研究结果强调了有针对性的领导力发展计划的必要性，以加强护士长的变革型领导能力。通过培养一个支持性的领导环境，可以促进临床专业护理自主权，有助于提高患者护理质量和整体组织绩效。
{"title":"Head Nurses’ Leadership Styles and Emergency Department Nurses’ Clinical Professional Autonomy in Iranian University Hospitals: A Cross-Sectional Study","authors":"Mina Omidvar, Roohangiz Norouzinia, Maryam Aghabarary, Pardis Rahmatpour","doi":"10.1155/jonm/1376035","DOIUrl":"https://doi.org/10.1155/jonm/1376035","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Introduction</h3>\u0000 \u0000 <p>Nurses’ clinical professional autonomy is strongly influenced by organizational management and leadership environments. This study aims to examine the relationship between head nurses’ leadership styles and the level of clinical autonomy perceived by emergency department (ED) nurses in Iranian university hospitals.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>This cross-sectional study recruited 221 ED nurses from Alborz province (Iran) university hospitals through convenience sampling from February to March 2022. Data were collected using a three-section questionnaire that covered demographic and work-related characteristics, the Multifactor Leadership Questionnaire (MLQ), and the Clinical Professional Autonomy Scale. Following psychometric validation in our sample, the MLQ consisted of 32 items assessing transformational, transactional, and laissez-faire leadership (Cronbach’s <i>α</i> = 0.71–0.95). Clinical professional autonomy was measured with the 31-item Clinical Professional Autonomy Scale (<i>α</i> > 0.70), with total scores classified as low, moderate, or high.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>The mean (SD) of clinical professional autonomy (0–100 scale) was 78.68 (12.73). Transformational leadership was reported as the dominant style among head nurses (72.41 ± 18.58). The results showed the strongest correlation between transformational leadership style and clinical professional autonomy (<i>r</i> = 0.57). Furthermore, the multivariable linear regression analysis showed that clinical professional autonomy was significantly associated with job satisfaction (<i>β</i> = 0.17, <i>p</i> = 0.026) and nurses’ years of work experience (<i>β</i> = 0.23, <i>p</i> = 0.002).</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>This study highlights that head nurses’ transformational leadership style significantly enhances nurses’ clinical professional autonomy. The findings underscore the need for targeted leadership development programs to strengthen head nurses’ transformational leadership competencies. By fostering a supportive leadership environment, clinical professional nursing autonomy can be promoted, contributing to improved patient care quality and overall organizational performance.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/1376035","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145619197","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}
Nurses may experience organizational dehumanization, perceiving themselves as mere tools to achieve institutional goals rather than as valued healthcare professionals. Such perceptions not only harm their well-being and work engagement but also threaten the quality and sustainability of healthcare delivery. While prior research has primarily focused on the negative consequences of organizational dehumanization, limited attention has been given to identifying effective organizational strategies to alleviate this issue. Drawing on self-determination theory, this study explores whether, how, and when developmental human resource management (DHRM) practices can mitigate nurses’ organizational dehumanization.
Methods
We conducted a three-wave time-lagged study with 311 nurses across multiple hospitals. Hypotheses were tested using structural equation modeling.
Results
DHRM was positively related to nurses’ work meaningfulness, which in turn was negatively associated with organizational dehumanization. Work meaningfulness mediated the relationship between DHRM and dehumanization. In addition, mastery climate strengthened the positive effect of DHRM on work meaningfulness, thereby amplifying its indirect association with reduced dehumanization.
Conclusions
This study highlights the value of implementing comprehensive DHRM practices in healthcare settings to enhance nurses’ experience of meaningful work and alleviate organizational dehumanization. Additionally, fostering a mastery-oriented climate within hospitals can further strengthen the positive influence of DHRM.
{"title":"Linking Developmental HRM to Organizational Dehumanization Among Nurses: Work Meaningfulness as a Mediator and Mastery Climate as a Moderator","authors":"Yao Song, Yang Liu, Shanshan Li","doi":"10.1155/jonm/8009052","DOIUrl":"https://doi.org/10.1155/jonm/8009052","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>Nurses may experience organizational dehumanization, perceiving themselves as mere tools to achieve institutional goals rather than as valued healthcare professionals. Such perceptions not only harm their well-being and work engagement but also threaten the quality and sustainability of healthcare delivery. While prior research has primarily focused on the negative consequences of organizational dehumanization, limited attention has been given to identifying effective organizational strategies to alleviate this issue. Drawing on self-determination theory, this study explores whether, how, and when developmental human resource management (DHRM) practices can mitigate nurses’ organizational dehumanization.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>We conducted a three-wave time-lagged study with 311 nurses across multiple hospitals. Hypotheses were tested using structural equation modeling.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>DHRM was positively related to nurses’ work meaningfulness, which in turn was negatively associated with organizational dehumanization. Work meaningfulness mediated the relationship between DHRM and dehumanization. In addition, mastery climate strengthened the positive effect of DHRM on work meaningfulness, thereby amplifying its indirect association with reduced dehumanization.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusions</h3>\u0000 \u0000 <p>This study highlights the value of implementing comprehensive DHRM practices in healthcare settings to enhance nurses’ experience of meaningful work and alleviate organizational dehumanization. Additionally, fostering a mastery-oriented climate within hospitals can further strengthen the positive influence of DHRM.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/8009052","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145626849","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> Aim</h3> <p>To explore the perceptions of elderly patients with chronic diseases and their healthcare providers on the use of wearable devices for home health monitoring, identifying barriers and facilitators to their effective adoption in China’s rapidly aging population.</p> </section> <section> <h3> Background</h3> <p>As China’s population ages, managing chronic diseases among elderly patients has become increasingly complex. Wearable health monitoring devices offer a promising solution, enabling remote and continuous health tracking. However, the adoption of these devices remains limited, particularly among elderly patients. Understanding the perspectives of both patients and healthcare providers is crucial for optimizing wearable device use in chronic disease management.</p> </section> <section> <h3> Design</h3> <p>A qualitative descriptive study.</p> </section> <section> <h3> Method</h3> <p>From May 2023 to March 2024, semistructured interviews were conducted with 16 elderly patients and 11 healthcare providers in Nanjing, China. Participants were selected through purposive sampling. Data were analyzed using Colaizzi’s 7-step method, generating key themes that address both the challenges and opportunities in adopting wearable health technologies.</p> </section> <section> <h3> Findings</h3> <p>Seven major themes emerged: (1) Technology Acceptance and Motivation, (2) Changes in Social Support and Interaction, (3) Adjustments in Healthcare Work Modes, (4) Barriers and Risks in Technology Application, (5) Device Compliance and Knowledge Gaps, (6) Identifying Key Features for Quality Assessment of Wearable Devices, and (7) The Role of Customization and Adaptability. While the potential benefits of wearable devices for chronic disease management were widely recognized, concerns about complexity, cost, and data security were key obstacles.</p> </section> <section> <h3> Conclusion</h3> <p>Wearable devices hold significant potential for improving the management of chronic diseases among elderly patients, yet multiple barriers hinder their widespread adoption. Addressing issues related to usability, privacy, and affordability, alongside providing education and policy support, will be critical to enhancing their integration into healthcare settings.</p> </section> <section> <
{"title":"Wearable Devices in Elderly Chronic Disease Management: A Qualitative Study of Barriers and Facilitators","authors":"Huichao Zhang, Jiayi Xu, Xinyu Lu, Mingmei Xu","doi":"10.1155/jonm/1278057","DOIUrl":"https://doi.org/10.1155/jonm/1278057","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aim</h3>\u0000 \u0000 <p>To explore the perceptions of elderly patients with chronic diseases and their healthcare providers on the use of wearable devices for home health monitoring, identifying barriers and facilitators to their effective adoption in China’s rapidly aging population.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>As China’s population ages, managing chronic diseases among elderly patients has become increasingly complex. Wearable health monitoring devices offer a promising solution, enabling remote and continuous health tracking. However, the adoption of these devices remains limited, particularly among elderly patients. Understanding the perspectives of both patients and healthcare providers is crucial for optimizing wearable device use in chronic disease management.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Design</h3>\u0000 \u0000 <p>A qualitative descriptive study.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Method</h3>\u0000 \u0000 <p>From May 2023 to March 2024, semistructured interviews were conducted with 16 elderly patients and 11 healthcare providers in Nanjing, China. Participants were selected through purposive sampling. Data were analyzed using Colaizzi’s 7-step method, generating key themes that address both the challenges and opportunities in adopting wearable health technologies.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Findings</h3>\u0000 \u0000 <p>Seven major themes emerged: (1) Technology Acceptance and Motivation, (2) Changes in Social Support and Interaction, (3) Adjustments in Healthcare Work Modes, (4) Barriers and Risks in Technology Application, (5) Device Compliance and Knowledge Gaps, (6) Identifying Key Features for Quality Assessment of Wearable Devices, and (7) The Role of Customization and Adaptability. While the potential benefits of wearable devices for chronic disease management were widely recognized, concerns about complexity, cost, and data security were key obstacles.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>Wearable devices hold significant potential for improving the management of chronic diseases among elderly patients, yet multiple barriers hinder their widespread adoption. Addressing issues related to usability, privacy, and affordability, alongside providing education and policy support, will be critical to enhancing their integration into healthcare settings.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/1278057","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145619314","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}
Susana Montenegro Méndez, Ana Laguía González, Juan Antonio Moriano León
Introduction
Leadership significantly influences nurses’ occupational well-being, particularly their levels of burnout and work engagement, according to the Job Demands-Resources (JD-R) model. This model posits that job demands increase burnout, whereas resources, such as leadership, promote work engagement.
Objective
To analyze the influence of leadership styles on burnout and work engagement among nurses within the theoretical framework of the JD-R model.
Methods
A systematic review was conducted following Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines between July and October 2024 in PubMed, CINAHL, WOS, SCOPUS, PROQuest, and PsycInfo. Quantitative observational studies focused on nurses and evaluating leadership, burnout, and work engagement within the JD-R model were included. A total of 38 relevant studies were identified and assessed for methodological quality using the STROBE tool.
Results
Of the studies, 89.47 were cross-sectional and 10.53% were longitudinal. Transformational, authentic, and servant leadership styles demonstrated protective effects against burnout and promoted engagement. Transformational leadership emerged as the most frequently studied style, consistently associated with lower burnout levels and higher engagement. Conversely, negative styles such as abusive leadership were linked to increased burnout. Most studies used the Maslach Burnout Inventory (MBI) and the Utrecht Work Engagement Scale (UWES) to measure key variables.
Conclusions
Effective leadership is a critical resource for improving nurses’ well-being and performance. Investing in leadership development programs can reduce burnout and enhance engagement, benefiting both nurses and patients. Future studies should include longitudinal designs and explore innovative approaches, such as secure base leadership.
根据工作需求-资源（JD-R）模型，领导力显著影响护士的职业幸福感，特别是他们的职业倦怠和工作投入水平。该模型认为，工作需求会增加倦怠感，而领导力等资源则会促进工作投入。目的在JD-R模型的理论框架下，分析不同领导风格对护士职业倦怠和工作投入的影响。方法根据2024年7月至10月PubMed、CINAHL、WOS、SCOPUS、PROQuest和PsycInfo的首选报告项目（Preferred Reporting Items for systematic Reviews and meta - analysis， PRISMA）指南进行系统评价。定量观察研究集中在护士和评估领导力，倦怠，工作投入在JD-R模型包括。使用STROBE工具对总共38项相关研究进行了鉴定和方法学质量评估。结果89.47例为横断面研究，10.53%为纵向研究。变革型、真诚型和服务型领导风格表现出防止倦怠和促进敬业的保护作用。变革型领导是最常被研究的领导风格，它始终与较低的倦怠水平和较高的敬业度相关。相反，消极的领导风格，如虐待型领导，则会增加倦怠感。大多数研究使用马斯拉克职业倦怠量表（MBI）和乌得勒支工作投入量表（UWES）来测量关键变量。结论有效的领导是提高护士幸福感和绩效的重要资源。投资于领导力发展项目可以减少倦怠，提高参与度，对护士和病人都有好处。未来的研究应包括纵向设计和探索创新的方法，如安全基地领导。
{"title":"Is Leadership a Resource? A Systematic Review of Its Role in Burnout and Engagement Among Nurses Within the JD-R Model","authors":"Susana Montenegro Méndez, Ana Laguía González, Juan Antonio Moriano León","doi":"10.1155/jonm/8853148","DOIUrl":"https://doi.org/10.1155/jonm/8853148","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Introduction</h3>\u0000 \u0000 <p>Leadership significantly influences nurses’ occupational well-being, particularly their levels of burnout and work engagement, according to the Job Demands-Resources (JD-R) model. This model posits that job demands increase burnout, whereas resources, such as leadership, promote work engagement.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Objective</h3>\u0000 \u0000 <p>To analyze the influence of leadership styles on burnout and work engagement among nurses within the theoretical framework of the JD-R model.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>A systematic review was conducted following Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines between July and October 2024 in PubMed, CINAHL, WOS, SCOPUS, PROQuest, and PsycInfo. Quantitative observational studies focused on nurses and evaluating leadership, burnout, and work engagement within the JD-R model were included. A total of 38 relevant studies were identified and assessed for methodological quality using the STROBE tool.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>Of the studies, 89.47 were cross-sectional and 10.53% were longitudinal. Transformational, authentic, and servant leadership styles demonstrated protective effects against burnout and promoted engagement. Transformational leadership emerged as the most frequently studied style, consistently associated with lower burnout levels and higher engagement. Conversely, negative styles such as abusive leadership were linked to increased burnout. Most studies used the Maslach Burnout Inventory (MBI) and the Utrecht Work Engagement Scale (UWES) to measure key variables.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusions</h3>\u0000 \u0000 <p>Effective leadership is a critical resource for improving nurses’ well-being and performance. Investing in leadership development programs can reduce burnout and enhance engagement, benefiting both nurses and patients. Future studies should include longitudinal designs and explore innovative approaches, such as secure base leadership.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/8853148","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145618841","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}
扫码关注我们
求助内容：
应助结果提醒方式：
京公网安备 11010802042870号