Traditional nursing delegation frameworks treat care tasks as discrete, isolated units, failing to reflect the complex realities of contemporary nursing practice.
The Nursing Care Entanglement Theory (NCET), complemented by complexity and human factors perspectives, posits that nursing activities are deeply interwoven, contextually shaped, and relational, challenging conventional task-based delegation models.
This viewpoint article examines current delegation frameworks through the lens of NCET and related theoretical perspectives to uncover conceptual and policy-level limitations.
Existing delegation models oversimplify nursing practice, leading to fragmented care processes, missed clinical cues, and increased risks to patient safety across diverse healthcare settings.
Policy makers, healthcare organizations, and regulatory bodies must redesign delegation frameworks to acknowledge care entanglement, ensuring comprehensive assessment of delegatee capabilities and preserving nursing care integrity.
To investigate the mediating effects of basic psychological needs and the moderated mediating effect of perceived organizational support on the relationship between career growth and job embeddedness among nurses.
Job embeddedness is an important predictor of nurse retention. However, little is known about the underlying mechanism of when and why career growth affects nurses’ job embeddedness.
This cross-sectional online survey enrolled 858 nurses who worked at hospitals from 12 hospitals across 6 cities in China. Participants completed an online questionnaire that included the Nurse Career Growth Scale, Basic Needs Satisfaction in General Scale, Chinese version of the Survey of Perceived Organizational Support, and Job Embeddedness Scale. Data were analyzed using Hayes's PROCESS macro. The Reporting of Observational Studies in Epidemiology (STROBE) guidelines were used.
Career growth was positively associated with job embeddedness, and this positive relationship was mediated by basic psychological needs. The indirect effect of career growth on job embeddedness via basic psychological needs was stronger among nurses with higher perceived organizational support than among nurses with lower perceived organizational support.
Career growth is a valuable factor for predicting nurses’ job embeddedness. Basic psychological needs and perceived organizational support further explain how career growth facilitates job embeddedness.
The indirect effect of career growth on job embeddedness via basic psychological needs was strengthened as the level of perceived organizational support increased.
Policymakers and nurse managers should put effort into promoting nurses’ career growth, satisfying their basic psychological needs, and establishing supportive work conditions to embed nurses in their present jobs.
This study investigated the role of perceived stigma in predicting organizational commitment among nurses, examining job satisfaction as a potential mediating variable.
Perceived stigma in the healthcare environment is increasingly recognized. However, the mechanisms linking stigma to organizational commitment, such as job satisfaction, remain underexplored.
A cross-sectional study was conducted from March to June 2025 among 313 nurses from various healthcare settings in Egypt. Data were collected using validated instruments measuring perceived stigma, job satisfaction, and organizational commitment. Pearson correlation analyses were used, and a mediation analysis was performed using the PROCESS macro to determine the significance of indirect effects.
Perceived stigma was negatively correlated with job satisfaction (r = –0.140, p < 0.05) and its subscales and showed a weak correlation with the organizational commitment subdomains. Mediation analysis indicated that stigma significantly predicted lower job satisfaction (β = –0.312, p = .013), which in turn was positively associated with organizational commitment (β = 0.227, p < .001). The direct effect of stigma on commitment was positive and significant (β = 0.213, p = .028). In contrast, the indirect effect through job satisfaction was negative and significant (β = –0.071, 95% CI [–0.141, –0.015]), supporting a partial mediation model.
These findings underscore that while stigma may have a complex direct influence, its negative effect on commitment operates significantly through the reduction of job satisfaction.
Job satisfaction partially mediates the relationship between perceived stigma and organizational commitment.
Healthcare policies and managerial interventions designed to reduce workplace stigma and proactively enhance job satisfaction are essential strategies for strengthening organizational commitment and improving nurse retention.
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