Journal of Nursing Management最新文献

Background and Purpose. Nursing theory can provide a framework for analyzing and solving problems in nursing research, nursing management, nursing education, and clinical nursing. The development of nursing theory has been more than one hundred years and has gradually developed mature. However, no bibliometric analysis has been conducted on nursing theory. Methods. This study adopted bibliometric approaches and analyzed the nursing theory research literature included in the Web of Science database during the 33 years between 1990 and 2022 using VOSviewer software. The source countries and regions, subject categories and distributions of institutions/units, journals, and highly productive authors of 23,180 nursing theory publications from the past 33 years were analyzed. The top ten funding agencies of nursing theory literature were also analyzed. Cluster and topic evolution analyses were performed on high-frequency keywords in nursing theory literature. Results. Historical trends in nursing theory were explored based on the number of articles published each year. The authoritative academic journals of nursing theory were identified based on the number of articles published, and the leaders of nursing theory and their academic research teams were identified based on the authors and their institutions. Moreover, the research hotspots and development trends in nursing theory were explored based on keyword clustering and topic evolution analysis. Thus, it is helpful to guide nursing practice and effectively solve nursing problems in nursing management. Conclusion. Research on nursing theory has been increasingly applied in clinical practice and tested or verified through clinical interventions in treating diseases. Theoretical research is inseparable from the development of nursing education. Moreover, research methods should be specific and diverse. Further improvement of theories depends on patient-centered clinical practice. Therefore, this study plays an important role in the continuous enrichment and development of nursing theory, which is conducive to further promoting the progress of nursing management and nursing discipline.

Background. Severe challenges in recruiting and retaining healthcare workers exist on a global level and are especially noticeable in elderly care services. Previous studies have not assessed how the attractiveness of a job is related to wellbeing at work among licensed practical nurses (LPNs) even though these professionals are vital in providing care to the elderly. Objective. The purpose of this study is to define factors that affect LPNs’ attractiveness of work and wellbeing at work. Design. A cross-sectional survey study. Participants. A large-scale nationwide sample of 10 848 licensed practical nurses (LPNs) working in Finland. Methods. An online survey for LPNs working in Finland was conducted. Criteria for a good workplace (CFGW), measuring the attractiveness of work and wellbeing at work, were utilized. Descriptive and comparative analyses were performed. Cronbach’s alpha values were tested to assess internal consistency (α = 0.739–0.915). An ANOVA or t-test result which indicated a statistically significant between-group difference (which was in line with difference ≥0.1) was considered as both statistically significant and significant in practice. Results. The core group, LPNs’ wellbeing at work (m = 4.36), is extremely important factor of attractiveness of work. Regarding the subgroups high quality of care (m = 4.61), reconciling of work and private life (m = 4.59) and well-functioning practices (m = 4.55) were most important. Well-functioning practices associated with several background variables, e.g., with working for full-time (p ≤ 0.001, mean = 3.10) and age (p < 0.001). LPNs over 56 years old, especially, regard well-functioning practices important (p = 3.17). LPNs’ who were 56 years old or older (m = 3.12) and those who had work experience 1 year or less (m = 3.19) stated rewarding work most important. Conclusions. The core group, wellbeing, is an exceptionally important for the LPNs attractiveness of work. The LPNs’ wellbeing at work is supported by the quality of care and reconciliation of work and private life.

Background. In 2016, the South Korean Integrated Nursing-Care Service, covered by national insurance, was initiated, with a particular focus on cancer-oriented units. Integrated Nursing-Care Service Wards denote facilities wherein nursing professionals deliver holistic care, in the absence of paid informal caregivers (hereafter will be called caregiver). Aim. This study, framed within Demerouti’s Job Demands-Job Resources Model, aimed to analyze variables influencing nurses’ work engagement in Integrated Nursing-Care Service wards. Methods. From April to June 2022, 375 participants working at three certified tertiary hospitals operating Integrated Nursing-Care Service wards completed the survey. Of the 400 distributed questionnaires, 375 were used for analysis, resulting in a response rate of 93.75%. The remaining 25 questionnaires were excluded due to insufficient responses. Job demands, job resources, and personal resources were assigned as exogenous variables that predicted burnout and work engagement of nurses, while burnout and work engagement were assigned as endogenous variables. In this model, 32 hypotheses were established, and to verify the hypotheses, the direct effect of each exogenous variable on work engagement and the indirect effect through burnout as a medium were analyzed. Results. Burnout partially mediated the impact of exogenous variables on work engagement. The subfactors revealed partial mediation between emotional labor and work engagement, full mediation for satisfaction with the recognition from patients and caregivers, and partial mediation for resilience. Conclusion. Emotional labor had the highest impact on nurses’ burnout in Integrated Nursing-Care Service wards, followed by resilience and satisfaction with the recognition from patients and caregivers. Nurses’ burnout, work environment, emotional labor, work overload, and resilience significantly influenced their work engagement. Implications for Nursing Management. The results of this study are useful as basic data for research on intervention programs that reduce burnout and increase nurses’ work engagement in Integrated Nursing-Care Service wards.

Background. The misallocation of scarce healthcare resources globally raises concerns regarding the underuse of high-value care and the overuse of low-value care. Economic evaluations can help policy makers determine whether an intervention presents a better value for money and desirable clinical benefits, thus realizing value-based care. Aim. We aimed to conduct a systematic review of the economic evaluations of clinical nursing practices to advance knowledge on value-based care. Methods. A systematic review was conducted using MEDLINE, Embase, Web of Science, Cochrane Central Register of Controlled Trials, CINAHL, NHS Economic Evaluation Database, Health Technology Assessment, and Tufts CEA Registry for full economic evaluations of clinical nursing practices from January 2013 to January 2023. Outcomes were incremental cost-effectiveness ratios, incremental cost-utility ratios, incremental cost-benefit ratios, incremental net benefit, and the differences in costs for cost-minimization studies. Methodological quality was evaluated using the Consensus Health Economic Criteria–extended checklist. Results were synthesized using permutation matrices for all studies. The protocol was registered with PROSPERO (CRD42023415918). Results. Thirty-five studies were included in this review, with 27 studies categorized as good methodological quality and 8 as moderate quality. Clinical nursing practices were dominant (i.e., more effective and less costly) in 19 studies, potentially cost-effective depending on willingness-to-pay thresholds in 15 studies, and were dominated (i.e., less effective and more costly) in 1 study. Conclusion. Our study advanced knowledge on value-based care for clinical nursing practices. Results suggest that most clinical nursing practices studied may be clearly economically favourable or potentially favourable. Implications for Nursing Management. The results of this review provide valuable insights into value-based care in nursing and facilitate the decision-making of healthcare policymakers regarding health resource allocation to achieve value-based care.

Aim. The aim was to explore the association between nursing professional values (NPV) and mental health among registered nurses (RN) in Spain. Background. Nursing is a profession rooted in strong professional values, which guide and shape clinical practice and occupational behaviors. NPV should serve as a source of support in situations of great uncertainty. Methods. A cross-sectional study was conducted during the remission phase of the second wave of the COVID-19 pandemic (December 2020-January 2021) among a sample of Spanish RN (n = 420). NPV were assessed using the Nursing Professional Values Scale (NPVS-R), comprising 26 items grouped into five factors: caring, activism, trust, professionalism, and justice. Perceived stress, anxiety, and depression were measured by the Perceived Stress Scale (PSS-14) and the Hospital Anxiety and Depression Scale (HADS). Adjusted linear regressions were used to estimate b coefficients for the associations between NPV scores and the three mental health indicators. Results. The fully-adjusted analysis, including sociodemographic and occupational variables, revealed that higher activism scores were associated with higher scores of stress (b coefficient: 0.46; 95% confidence interval: 0.03–0.88; p value: 0.035), anxiety (0.24; 0.05–0.43; 0.014), and depression (0.19; 0.01–0.36; 0.035). No other NPV was associated with mental health. Conclusion. Organizational policies and programs should be established to protect the most activist RNs and to mitigate the potential detrimental effect of activism on mental health at times and/or circumstances of high workloads and personal stress.

Aims. To identify the factors influencing hospital nurses’ workplace bullying experiences (victim and perpetrator aspects) focusing on meritocracy beliefs, emotional intelligence, and organizational culture. Background. Workplace bullying remains a major issue in nursing despite decades of research and policy-making. Therefore, comprehensively understanding the individual and institutional factors affecting workplace bullying from both the victim and perpetrator perspectives is crucial. Methods. In October 2022, 379 nurses working in South Korean tertiary hospitals were surveyed using a self-reported online questionnaire. Meritocracy beliefs, emotional intelligence, workplace bullying experiences, and nursing organizational culture were measured using the Meritocracy Belief Scale, Wong and Law Emotional Intelligence Scale, Negative Acts Questionnaire-Revised, and Positive Nursing Organizational Culture Measurement Tool, respectively. Results. Gamma regression analysis revealed that, for workplace bullying, the factors influencing the victim aspect were the experience of witnessing bullying in the workplace, organizational culture, and meritocracy beliefs. In contrast, the factors affecting the perpetrator aspect were emotional intelligence, meritocracy beliefs, and experience of bullying at work. Conclusion. Decreasing nurses’ degree of meritocratic hubris in a positive organizational culture and increasing their emotional intelligence are necessary to prevent and intervene in workplace bullying. Implications for Nursing Management. Targeted approaches are needed to address and mitigate the detrimental effects of factors influencing workplace bullying. These approaches could include interventions that improve nurses’ emotional intelligence, assess their level of meritocracy beliefs, and offer opportunities for self-reflection on meritocratic hubris. Such initiatives may be necessary to effectively tackle workplace bullying and promote a healthier nursing work environment.

Background: Negative leadership behaviour is very common and pervasive in nursing and healthcare, often leading to adverse effects such as nurses’ silence, decreased job performance, and turnover. However, there is a lack of systematic reviews that summarize negative leadership types and nurses silencing behaviours. Aim: This systematic review examined the relationship between negative leadership behaviour and nurses’ silence. Evaluation: We searched PubMed, Embase, the Cochrane Library, Web of Science, CNKI, VIP, and Wanfang databases from their inception until 30 April 2024 for articles examining the relationship between negative leadership and silent behaviour among nurses. The studies were reviewed in accordance with the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. The risk of bias in the included studies was assessed using the Newcastle–Ottawa Scale. Key Issues: After full-text analysis, six papers were included in this systematic review. Four of the studies were conducted with nurses, and the remaining two were conducted with all medical staff including nurses. While most studies have shown that negative leadership causes nurses to become increasingly silent, others have shown that appropriate negative leadership behaviour instead reduces nurses’ silence. Conclusions: Negative leadership behaviour can affect the silent behaviour of nurses. Implications for Nursing Management: Hospitals need to take the initiative to build a harmonious and safe working environment, correctly recognize and identify negative management behaviour, take appropriate and effective measures to enhance the positive leadership of nurse managers, and make an effort to prevent nursing staff’s exposure to the negative management of direct leadership and mental health threats, which is a key point that hospital administrators and health policymakers tend to overlook. This is also effective for enhancing the leadership of hospital administrators.

The relationship between a mother and her newborn can be determined through two concepts: “bond” and “attachment.” Currently, there are no instruments that assess these phenomena jointly. Objective. This study aims to develop a valid and reliable instrument to determine the quality of the postnatal bond and attachment in the mother-child relationship. Methods. In Spain, a multidisciplinary panel of experts was involved in creating the “Maternal-Child Bond and Attachment (VAMF, for its initials in Spanish)” tool. The tool was piloted on a group of women and applied to the target population of women with children aged between 6 weeks and 18 months to determine the psychometric characteristics: internal consistency Cronbach’s α was used. An exploratory factor analysis was conducted, a study of convergent validity with the scale and predictive validity with the Maternal Postnatal Attachment Scale (MPAS) using Pearson’s correlation coefficient, and a study of reliability was carried out using the intraclass correlation coefficient. Results. 1155 women participated, with a mean age of 34.5 years. The VAMF showed good internal consistency for the scale with 29 items (α = 0.836). In the exploratory factor analysis (EFA), an explained variance of 49.71% was observed with 6 components. Convergent validity showed an adequate correlation, with a Pearson correlation coefficient with the MPAS scale of 0.679. The VAMF questionnaire presented an excellent predictive capacity in the bond subscale, with an area under the ROC curve of 0.90 (95% CI: 0.87–0.93), and a poor predictive capacity in the attachment subscale, with an area under the ROC curve of 0.69 (95% CI: 0.63–0.76) to predict MPAS scale scores. In the test-retest, the VAMF presented a very good adequate degree of absolute agreement (ICC: 0.86; 95% CI: 0.72–0.93). Conclusions. The VAMF is a new valid and reliable instrument for determining the quality of the mother-child bond and attachment.

Background. Despite the importance of studying factors contributing to nursing students’ attitudes toward artificial intelligence, yet according to our knowledge, no study has addressed the relationship between personality traits and the attitude of nursing students toward artificial intelligence. Aim. This study aimed to unveil whether nursing students’ personality traits are related to their attitude toward AI. Methods. This multicenter cross-sectional study included 218 nursing students from three governmental universities across various regions of the Kingdom of Saudi Arabia. Data were gathered online, utilizing the Big Five Inventory, the General Attitudes toward Artificial Intelligence Scale, and a demographic questionnaire. Descriptive statistics, Pearson’s correlation, and regression analysis were employed. The research complied with the STROBE checklist. Results. Findings indicated that nursing students with a high score in the openness trait displayed positive attitudes toward artificial intelligence. Conversely, those who scored high in neuroticism and agreeableness exhibited fewer positive attitudes toward artificial intelligence and more negative attitudes toward artificial intelligence. Additionally, nursing students who ranked high in conscientiousness showed a negative attitude toward artificial intelligence. Conclusion. Except for extraversion, personality traits appear to predict attitudes toward artificial intelligence. Implications for Nursing Management. The current study provides a foundation for understanding how generative AI can be integrated into nursing education and practice in a manner that is both effective and considerate of the diverse psychological profiles of students.

Background. Second victim experiences have long-term impacts on the personal and professional well-being of nurses. Individual-centered support is necessary to help nurses cope with the various stages of the second victim experience. Objectives. To explore personal and workplace factors that facilitate or hinder coping styles for second victim experiences from the perspectives of both frontline nurses and nurse managers. Design. This was a descriptive qualitative study that incorporated semistructured interviews. Methods. Purposive sampling was employed to enlist a total of eight nurses and seven nurse managers selected from five tertiary hospitals located in Hunan Province, China. The study participants included nurses who had suffered second victim experiences and nurse managers who had grappled with their nurses’ second victim experiences. The data were transcribed verbatim and analysed using thematic analysis. Results. The analysis revealed four main themes that influenced nurses’ ability to cope with second victim experiences: source of emotional trauma, personal factors, job stress, and support system. In contrast, emotional trauma from patients and relatives, negative personal traits, shadows from the second victim experience, and unsupportive workplace environments were obstacles to coping with second victim experiences. Conclusion. The study highlights facilitators and barriers that nurses cope with second victim experiences, providing insight to develop targeted interventions that support nurses and mitigate the negative impacts of second victim experiences. A comprehensive approach is more effective in supporting nurses in coping with second victim experiences, improving patient safety, and enhancing the quality of care.