The aim of this study was to compare nurse outcomes and perceptions of the practice environment among Magnet®-designated, Pathway to Excellence (PTE)–designated, and non-ANCC hospitals using hospital-level data from the National Database of Nursing Quality Indicators® (NDNQI®) database.
Background
The nursing workforce is currently facing prolonged burnout, fatigue, and increased levels of turnover, resulting in nurse leaders reexamining what drives experience, safety, and quality of care. Pursuing nursing excellence credentials such as Magnet and PTE represents a strategic effort to address these issues and enhance the nurse practice environments and advance clinical and patient outcomes.
Methods
This study employed a cross-sectional design to compare nurse outcomes and practice environment perceptions across three hospital groups: Magnet-designated, PTE-designated, and non-ANCC–designated hospitals using 2023 data from the NDNQI® RN Survey data.
Results
The RN Survey data sample included 26 PTE facilities, 69 Magnet organizations, and 157 non-ANCC–designated hospitals. Significant differences were identified across hospital designation groups in RN reported measures, specifically for both PTE facilities, and Magnet organizations significantly outperformed non-ANCC–designated hospitals.
Conclusions
Although PTE and Magnet programs have differing paths to designation, both programs emphasize the importance of quality practice environments to support professional nursing practice. Nurse leaders must prioritize maintaining and optimizing healthy work environments.
{"title":"Practice Environment and Nurse Outcomes by ANCC Designation: Insights From NDNQI","authors":"Nicole George, Angela Pascale, Nora E. Warshawsky","doi":"10.1155/jonm/1772029","DOIUrl":"https://doi.org/10.1155/jonm/1772029","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aims</h3>\u0000 \u0000 <p>The aim of this study was to compare nurse outcomes and perceptions of the practice environment among Magnet®-designated, Pathway to Excellence (PTE)–designated, and non-ANCC hospitals using hospital-level data from the National Database of Nursing Quality Indicators® (NDNQI®) database.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>The nursing workforce is currently facing prolonged burnout, fatigue, and increased levels of turnover, resulting in nurse leaders reexamining what drives experience, safety, and quality of care. Pursuing nursing excellence credentials such as Magnet and PTE represents a strategic effort to address these issues and enhance the nurse practice environments and advance clinical and patient outcomes.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>This study employed a cross-sectional design to compare nurse outcomes and practice environment perceptions across three hospital groups: Magnet-designated, PTE-designated, and non-ANCC–designated hospitals using 2023 data from the NDNQI® RN Survey data.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>The RN Survey data sample included 26 PTE facilities, 69 Magnet organizations, and 157 non-ANCC–designated hospitals. Significant differences were identified across hospital designation groups in RN reported measures, specifically for both PTE facilities, and Magnet organizations significantly outperformed non-ANCC–designated hospitals.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusions</h3>\u0000 \u0000 <p>Although PTE and Magnet programs have differing paths to designation, both programs emphasize the importance of quality practice environments to support professional nursing practice. Nurse leaders must prioritize maintaining and optimizing healthy work environments.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/1772029","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145751049","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}
Xiaoping Zhang, Zhongcheng An, Haifang Zhou, Bing Wu, Lumeng Lu
Background
Digital technologies have transformed nursing practices, enhancing efficiency while increasing the complexity of information. Although digital literacy enables nurses to manage digital tools effectively, its impact on team collaboration remains underexplored. This study investigates the influence of digital literacy on nursing team collaboration ability and its underlying mechanisms.
Methods
This study was conducted from March to July 2025 in a tertiary Grade A hospital in Hangzhou, China, involving 495 nurses. We employed scales for digital literacy, situational awareness, psychological safety climate, and team collaboration to collect data. The Process Model 6 was used to test the chain-like mediating effects of situational awareness and psychological safety climate on the relationship between nurses’ digital literacy and their ability to collaborate within the nursing team. Latent profile analysis was applied to classify situational awareness and psychological safety climate into latent categories.
Results
Digital literacy is significantly and positively associated with nursing team collaboration. Further mediation analysis revealed that situational awareness and psychological safety climate acted as chain-like mediators between digital literacy and team collaboration. From the individual-centered perspective, situational awareness and psychological safety climate were categorized into three subgroups: high psychological safety climate-high situational awareness, medium psychological safety climate-medium situational awareness, and low psychological safety climate-low situational awareness.
Conclusion
Hospital administrators and nursing team leaders should prioritize the development of nurses’ digital literacy and optimize the situational awareness and psychological safety climate in nursing environments to enhance team collaboration and overall healthcare service quality.
{"title":"Improving Nursing Team Collaboration Through Nurses’ Digital Literacy: A Variable-Centered and Person-Centered Perspective","authors":"Xiaoping Zhang, Zhongcheng An, Haifang Zhou, Bing Wu, Lumeng Lu","doi":"10.1155/jonm/7654712","DOIUrl":"https://doi.org/10.1155/jonm/7654712","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>Digital technologies have transformed nursing practices, enhancing efficiency while increasing the complexity of information. Although digital literacy enables nurses to manage digital tools effectively, its impact on team collaboration remains underexplored. This study investigates the influence of digital literacy on nursing team collaboration ability and its underlying mechanisms.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>This study was conducted from March to July 2025 in a tertiary Grade A hospital in Hangzhou, China, involving 495 nurses. We employed scales for digital literacy, situational awareness, psychological safety climate, and team collaboration to collect data. The Process Model 6 was used to test the chain-like mediating effects of situational awareness and psychological safety climate on the relationship between nurses’ digital literacy and their ability to collaborate within the nursing team. Latent profile analysis was applied to classify situational awareness and psychological safety climate into latent categories.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>Digital literacy is significantly and positively associated with nursing team collaboration. Further mediation analysis revealed that situational awareness and psychological safety climate acted as chain-like mediators between digital literacy and team collaboration. From the individual-centered perspective, situational awareness and psychological safety climate were categorized into three subgroups: high psychological safety climate-high situational awareness, medium psychological safety climate-medium situational awareness, and low psychological safety climate-low situational awareness.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>Hospital administrators and nursing team leaders should prioritize the development of nurses’ digital literacy and optimize the situational awareness and psychological safety climate in nursing environments to enhance team collaboration and overall healthcare service quality.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-12-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/7654712","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145750839","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}
Appropriate and adequate staffing is critical in Australian Residential aged care facilities (RACFs). The multicultural workforce in RACFs is constantly increasing to address workforce shortages and maintain the quality of care provided. Indian nurses comprise a significant proportion of the registered nurses (RNs) working in RACFs in Australia. As we work to enhance staffing levels in RACFs, it is equally essential to provide proper support for overseas-trained nurses in their roles. This research aims to explore the experiences of RNs trained in India and working in or have worked in Australian RACFs, focusing on the factors that have influenced their work in these facilities. This study adopted a qualitative descriptive methodology. Fourteen Indian nurses (n = 14) who had completed their basic nursing qualifications in India and worked in the aged care sector in Australia participated in this study. The diversity of the participants was maintained in terms of years of experience and work location (metropolitan and regional). One-on-one semistructured interviews were conducted via a virtual platform (Teams or Zoom). The interviews were transcribed and coded descriptively. This study identified various vulnerabilities, challenges, supportive factors, and opportunities experienced by Indian nurses at the Australian RACFs. Five themes emerged from this study: “The journey through a challenging transition,” “psychological impact,” “rewarding experience,” “support system,” and “pathways to improve.” Working in RACFs is a rewarding experience despite the challenges associated with transition issues, workload, and cultural diversity. Specific experiences can even psychologically impact nurses working in aged care facilities. The availability of support personnel, orientation programs, and feedback opportunities positively impacts the effective transition and overall experience of Indian nurses in residential care settings.
{"title":"Challenges and Accomplishments of Overseas-Trained Nurses in Australian Aged Care: A Qualitative Study of Indian Nurses’ Experiences","authors":"Bindu Joseph, Sheba Joseph, Robeena Emmanuel","doi":"10.1155/jonm/6278608","DOIUrl":"https://doi.org/10.1155/jonm/6278608","url":null,"abstract":"<p>Appropriate and adequate staffing is critical in Australian Residential aged care facilities (RACFs). The multicultural workforce in RACFs is constantly increasing to address workforce shortages and maintain the quality of care provided. Indian nurses comprise a significant proportion of the registered nurses (RNs) working in RACFs in Australia. As we work to enhance staffing levels in RACFs, it is equally essential to provide proper support for overseas-trained nurses in their roles. This research aims to explore the experiences of RNs trained in India and working in or have worked in Australian RACFs, focusing on the factors that have influenced their work in these facilities. This study adopted a qualitative descriptive methodology. Fourteen Indian nurses (<i>n</i> = 14) who had completed their basic nursing qualifications in India and worked in the aged care sector in Australia participated in this study. The diversity of the participants was maintained in terms of years of experience and work location (metropolitan and regional). One-on-one semistructured interviews were conducted via a virtual platform (Teams or Zoom). The interviews were transcribed and coded descriptively. This study identified various vulnerabilities, challenges, supportive factors, and opportunities experienced by Indian nurses at the Australian RACFs. Five themes emerged from this study: “The journey through a challenging transition,” “psychological impact,” “rewarding experience,” “support system,” and “pathways to improve.” Working in RACFs is a rewarding experience despite the challenges associated with transition issues, workload, and cultural diversity. Specific experiences can even psychologically impact nurses working in aged care facilities. The availability of support personnel, orientation programs, and feedback opportunities positively impacts the effective transition and overall experience of Indian nurses in residential care settings.</p>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-12-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/6278608","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145750841","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}
Alessandro Galazzi, Minna Stolt, Evridiki Papastavrou, Nikos Stefanopoulos, Maria Dimitriadou, Johanna Wiisak, Brian Keogh, Stefania Chiappinotto, Catherine McCabe, Riitta Suhonen, Chris Gastmans, Alvisa Palese, the PROMOCOM Study Group
Aim
To explore (a) how nurses can be supported in developing their moral competence and (b) which tools should be used, according to the perspective of patient representatives.
Background
Nurses must provide morally competent care. Examining how moral competence can be developed requires a comprehensive approach that includes patients and their representatives to complement the perspective of professionals (e.g., educators).
Methods
A descriptive qualitative multinational study in 2023 as part of the Promoting a Morally Competent Nurse (PROMOCON) project. A purposive sample of 35 patient representatives as members or chairs of patient organisations representing different diseases or health issues in Belgium, Cyprus, Finland, Greece, Ireland and Italy. Data were collected through focus group interviews and analysed using a thematic and content analysis approach. The checklist of the Consolidated Criteria for Reporting Qualitative Research was followed.
Results
The development of nurses’ moral competence can be supported at three different levels, namely (1) at the societal level: “Recognition of the nursing profession”; (2) at the organisational level: “Building organisations based on ethically sound premises”; and (3) at the level of individual relationships: “Working on oneself to achieve moral competence in relation to oneself and others”. To support the development of morally competent nurses, various educational measures, infrastructures and social tools were recommended.
Conclusion
In this area, a systematic approach is required that includes multicomponent strategies and is complemented by practical tools.
Implications for Nursing Management
This is the first study to address the question of how to support the development of a morally competent nurse from the perspective of patients’ representatives. The list of strategies and tools that have emerged can be considered by societies, professional organisations and academic institutions as well as national health services and the private sector to take concrete action.
{"title":"How to Promote the Development of Nurses’ Moral Competence According to Patient Representatives: A European Qualitative Study","authors":"Alessandro Galazzi, Minna Stolt, Evridiki Papastavrou, Nikos Stefanopoulos, Maria Dimitriadou, Johanna Wiisak, Brian Keogh, Stefania Chiappinotto, Catherine McCabe, Riitta Suhonen, Chris Gastmans, Alvisa Palese, the PROMOCOM Study Group","doi":"10.1155/jonm/6655643","DOIUrl":"https://doi.org/10.1155/jonm/6655643","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aim</h3>\u0000 \u0000 <p>To explore (a) how nurses can be supported in developing their moral competence and (b) which tools should be used, according to the perspective of patient representatives.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>Nurses must provide morally competent care. Examining how moral competence can be developed requires a comprehensive approach that includes patients and their representatives to complement the perspective of professionals (e.g., educators).</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>A descriptive qualitative multinational study in 2023 as part of the Promoting a Morally Competent Nurse (PROMOCON) project. A purposive sample of 35 patient representatives as members or chairs of patient organisations representing different diseases or health issues in Belgium, Cyprus, Finland, Greece, Ireland and Italy. Data were collected through focus group interviews and analysed using a thematic and content analysis approach. The checklist of the Consolidated Criteria for Reporting Qualitative Research was followed.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>The development of nurses’ moral competence can be supported at three different levels, namely (1) at the societal level: “Recognition of the nursing profession”; (2) at the organisational level: “Building organisations based on ethically sound premises”; and (3) at the level of individual relationships: “Working on oneself to achieve moral competence in relation to oneself and others”. To support the development of morally competent nurses, various educational measures, infrastructures and social tools were recommended.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>In this area, a systematic approach is required that includes multicomponent strategies and is complemented by practical tools.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Implications for Nursing Management</h3>\u0000 \u0000 <p>This is the first study to address the question of how to support the development of a morally competent nurse from the perspective of patients’ representatives. The list of strategies and tools that have emerged can be considered by societies, professional organisations and academic institutions as well as national health services and the private sector to take concrete action.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-12-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/6655643","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145750840","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}
Healthcare workers are exposed to health risks associated with shift work including cognitive impairments associated with decreased alertness, increased drowsiness, and disturbances in circadian rhythms. Although workplace napping has been shown to provide potential health benefits, its practical implementation within hospital settings remains limited. Thus, the aim of this study was to identify the barriers and levers to implementing a nap break at the workplace during night shift among nurses and care assistants.
Methods
This qualitative study uses both individual and collective semistructured interviews and aims to identify perceived barriers and levers in implementing a dedicated space and break for napping during night work in a French University Hospital. The study assessed the feasibility of napping during night shift work for healthcare workers working 12-h shifts and investigated perceptions of napping across different hierarchical levels, from management to prospective healthcare workers.
Results
Twenty individual or collective interviews were conducted with 30 participants. Results showed that napping at work faced various barriers depending on the hierarchical level. Healthcare managers and the executive board were concerned about the challenges related to workload, lack of space, and insufficient staffing. Meanwhile, healthcare workers expressed cultural concerns regarding the negative perception of napping. Our findings revealed differences in napping perception between managers and administration, as well as a lack of exchange between hierarchical strata.
Conclusion
This study suggests that a shift in the perception of napping and improved communication within the hospital could facilitate its integration during night work. Collaboration among all hierarchical levels and a strong commitment from leaders are needed to overcome these challenges.
{"title":"Barriers and Levers to the Implementation of Napping During Night Shift Work in Healthcare Workers: A Qualitative Study in a French University Hospital","authors":"Maryame Mazouz, Pauline Gouttefarde, Yanis Bouchou, Frédéric Roche, Carole Pelissier, Mathieu Berger","doi":"10.1155/jonm/5279651","DOIUrl":"https://doi.org/10.1155/jonm/5279651","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Introduction</h3>\u0000 \u0000 <p>Healthcare workers are exposed to health risks associated with shift work including cognitive impairments associated with decreased alertness, increased drowsiness, and disturbances in circadian rhythms. Although workplace napping has been shown to provide potential health benefits, its practical implementation within hospital settings remains limited. Thus, the aim of this study was to identify the barriers and levers to implementing a nap break at the workplace during night shift among nurses and care assistants.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>This qualitative study uses both individual and collective semistructured interviews and aims to identify perceived barriers and levers in implementing a dedicated space and break for napping during night work in a French University Hospital. The study assessed the feasibility of napping during night shift work for healthcare workers working 12-h shifts and investigated perceptions of napping across different hierarchical levels, from management to prospective healthcare workers.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>Twenty individual or collective interviews were conducted with 30 participants. Results showed that napping at work faced various barriers depending on the hierarchical level. Healthcare managers and the executive board were concerned about the challenges related to workload, lack of space, and insufficient staffing. Meanwhile, healthcare workers expressed cultural concerns regarding the negative perception of napping. Our findings revealed differences in napping perception between managers and administration, as well as a lack of exchange between hierarchical strata.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusion</h3>\u0000 \u0000 <p>This study suggests that a shift in the perception of napping and improved communication within the hospital could facilitate its integration during night work. Collaboration among all hierarchical levels and a strong commitment from leaders are needed to overcome these challenges.</p>\u0000 </section>\u0000 </div>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-12-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/5279651","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145750703","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> Aims</h3> <p>The present study aimed to examine the relationships between belief in free will (BFW), gratitude, self-control, and job performance among nurses, with a particular focus on the mediating roles of gratitude and self-control.</p> </section> <section> <h3> Background</h3> <p>Job performance is central to human resource management, particularly in nursing, where it has a significant impact on productivity, quality of care, and patient safety. Recent research has highlighted the importance of positive psychological beliefs (e.g., BFW) in an individual’s job performance. However, little is known about the underlying psychological mechanisms linking BFW to job performance.</p> </section> <section> <h3> Design</h3> <p>A quantitative cross-sectional survey design was used for this research.</p> </section> <section> <h3> Methods</h3> <p>Conducted from January 2021 to May 2022 in two southwest cities of China, the study involved a convenience sample of 709 nurses from several hospitals. Participants completed an anonymous online questionnaire that included measures of BFW, gratitude, self-control, and job performance. Data analysis was performed with IBM SPSS 26.0 and Hayes’ PROCESS macro, using multiple mediation analyses to examine the relationships and mediating effects between variables.</p> </section> <section> <h3> Results</h3> <p>The study found significant positive correlations between BFW, gratitude, self-control, and job performance. Multiple mediation analyses indicated that both gratitude and self-control significantly mediated the relationship between BFW and job performance. The sequential mediation effect of gratitude and self-control on the relationship between BFW and job performance was also statistically significant.</p> </section> <section> <h3> Conclusions</h3> <p>BFW may have a positive effect on job performance among nurses, with gratitude and self-control serving as independent and serial mediators. Enhancing these psychological factors may improve nurses’ job performance.</p> </section> <section> <h3> Implications for Nursing Management</h3> <p>Understanding the impact of psychosocial factors such as BFW, gratitude, and self-control on job performance can help nurse managers develop strategies to improve staff pe
目的探讨护士自由意志信念、感恩、自我控制与工作绩效之间的关系，重点探讨感恩和自我控制在护士自由意志信念、感恩和自我控制之间的中介作用。工作绩效是人力资源管理的核心，特别是在护理领域，它对生产力、护理质量和患者安全有着重大影响。最近的研究强调了积极的心理信念（例如，BFW）在个人工作表现中的重要性。然而，人们对体质差与工作表现之间的潜在心理机制知之甚少。设计本研究采用定量横断面调查设计。方法研究于2021年1月至2022年5月在中国西南两个城市进行，包括来自多家医院的709名护士。参与者完成了一份匿名的在线问卷，内容包括身体健康、感恩、自我控制和工作表现。数据分析采用IBM SPSS 26.0和Hayes ' s PROCESS宏，采用多重中介分析来检验变量之间的关系和中介效应。结果研究发现，身体素质、感恩、自我控制和工作绩效之间存在显著正相关。多重中介分析表明，感恩和自我控制在工作表现与工作表现之间具有显著的中介作用。感恩和自我控制对工作绩效与身体素质的影响也具有显著的序贯中介效应。结论感恩和自我控制对护士工作绩效有正向影响，感恩和自我控制是独立的、串行的中介因素。加强这些心理因素可以提高护士的工作绩效。了解心理社会因素如BFW、感恩和自我控制对工作绩效的影响可以帮助护士管理者制定策略来提高员工绩效和患者护理质量。通过培养积极的心理环境，护士管理者可以激励护士达到更高的绩效水平。报告方法采用STROBE标准报告调查结果。
{"title":"The Role of Free Will Belief, Gratitude, and Self-Control in Improving Nurses’ Job Performance: A Cross-Sectional Study of a Multiple Mediation Model","authors":"Linli Zhuang, Xueling Suo, Song Wang","doi":"10.1155/jonm/9002280","DOIUrl":"https://doi.org/10.1155/jonm/9002280","url":null,"abstract":"<div>\u0000 \u0000 <section>\u0000 \u0000 <h3> Aims</h3>\u0000 \u0000 <p>The present study aimed to examine the relationships between belief in free will (BFW), gratitude, self-control, and job performance among nurses, with a particular focus on the mediating roles of gratitude and self-control.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>Job performance is central to human resource management, particularly in nursing, where it has a significant impact on productivity, quality of care, and patient safety. Recent research has highlighted the importance of positive psychological beliefs (e.g., BFW) in an individual’s job performance. However, little is known about the underlying psychological mechanisms linking BFW to job performance.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Design</h3>\u0000 \u0000 <p>A quantitative cross-sectional survey design was used for this research.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>Conducted from January 2021 to May 2022 in two southwest cities of China, the study involved a convenience sample of 709 nurses from several hospitals. Participants completed an anonymous online questionnaire that included measures of BFW, gratitude, self-control, and job performance. Data analysis was performed with IBM SPSS 26.0 and Hayes’ PROCESS macro, using multiple mediation analyses to examine the relationships and mediating effects between variables.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>The study found significant positive correlations between BFW, gratitude, self-control, and job performance. Multiple mediation analyses indicated that both gratitude and self-control significantly mediated the relationship between BFW and job performance. The sequential mediation effect of gratitude and self-control on the relationship between BFW and job performance was also statistically significant.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusions</h3>\u0000 \u0000 <p>BFW may have a positive effect on job performance among nurses, with gratitude and self-control serving as independent and serial mediators. Enhancing these psychological factors may improve nurses’ job performance.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Implications for Nursing Management</h3>\u0000 \u0000 <p>Understanding the impact of psychosocial factors such as BFW, gratitude, and self-control on job performance can help nurse managers develop strategies to improve staff pe","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/9002280","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145750630","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}
During crises, nurse managers’ leadership can significantly affect the quality of nursing care. Therefore, we aimed to develop a crisis leadership tool for nursing managers. This study involved nurse managers from 34 hospitals in South Korea. The crisis leadership tool was developed by reviewing the relevant literature and existing measurement tools. Five factors were identified through exploratory and confirmatory factor analyses, with confirmatory factor analysis showing goodness of fit (comparative fit index = 0.92, Tucker–Lewis index = 0.91, root mean square error of approximation = 0.07, standardized root-mean-square residual = 0.02). The final tool comprised 28 items across five factors: “crisis management competency” (12 items), “decision-making” (6 items), “collaboration” (4 items), “communication” (3 items), and “building trust” (3 items), all organized on a 5-point Likert scale. The tool’s Cronbach’s α was 0.96. The crisis leadership tool showed strong psychometric characteristics on four validity scales and high internal reliability. This tool can quantitatively measure the crisis leadership levels of nurse managers and may be useful in future research and practice.
{"title":"Development and Validation of a Self-Perception Tool for Measuring Nurse Managers’ Crisis Leadership","authors":"Sun Ju Kim","doi":"10.1155/jonm/3754050","DOIUrl":"https://doi.org/10.1155/jonm/3754050","url":null,"abstract":"<p>During crises, nurse managers’ leadership can significantly affect the quality of nursing care. Therefore, we aimed to develop a crisis leadership tool for nursing managers. This study involved nurse managers from 34 hospitals in South Korea. The crisis leadership tool was developed by reviewing the relevant literature and existing measurement tools. Five factors were identified through exploratory and confirmatory factor analyses, with confirmatory factor analysis showing goodness of fit (comparative fit index = 0.92, Tucker–Lewis index = 0.91, root mean square error of approximation = 0.07, standardized root-mean-square residual = 0.02). The final tool comprised 28 items across five factors: “crisis management competency” (12 items), “decision-making” (6 items), “collaboration” (4 items), “communication” (3 items), and “building trust” (3 items), all organized on a 5-point Likert scale. The tool’s Cronbach’s <i>α</i> was 0.96. The crisis leadership tool showed strong psychometric characteristics on four validity scales and high internal reliability. This tool can quantitatively measure the crisis leadership levels of nurse managers and may be useful in future research and practice.</p>","PeriodicalId":49297,"journal":{"name":"Journal of Nursing Management","volume":"2025 1","pages":""},"PeriodicalIF":4.0,"publicationDate":"2025-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1155/jonm/3754050","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145686056","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}
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}
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