To examine how personal, social support, and organizational factors influence work engagement (WE) among advanced practice nurses (APNs; certified nurses, CNs) in Japan and whether supervisory structure (unified vs. non-unified) moderates these relationships.
APNs (CNs) play a vital role in specialized healthcare, but factors influencing their WE remain underexplored. Previous studies suggest that supervisor support and organizational factors impact nurses’ professional motivation and retention.
A cross-sectional web-based survey was conducted among 307 APNs (CNs) from six nursing specialties in Japan. WE was assessed using the Ultra-Short Utrecht Work Engagement Scale (UWES-3). Independent variables included supervisor support (emotional, evaluative, informational, procedural), organizational factors (trust with management, fair evaluation, respect for individuals, career development). Hierarchical multiple regression analyses were performed separately for the unified and non-unified supervisory groups.
Evaluative support positively influenced WE across both groups, emphasizing the importance of structured feedback and professional recognition. Emotional support was negatively associated with WE in the unified group, suggesting that excessive reliance on supervisors may reduce autonomy. Organizational factors did not significantly impact WE, and supervisory structure did not moderate these relationships.
While APNs (CNs) benefit from structured supervisor support, broader organizational policies may be less influential. Prioritizing performance evaluation systems and mentorship programs could enhance APNs’ (CNs’) engagement and retention.
Healthcare institutions should implement targeted leadership training and structured evaluation systems to sustain APNs’ (CNs’) motivation and professional development.
To identify the relationships among agility, nursing competence, and job satisfaction in Generation Z nurses, and the mediating role of nursing competence.
Workforce agility, which enables nurses to adapt effectively to dynamic clinical environments, may influence both nursing competence and job satisfaction. Given the limited research on this topic, this study explores the mediating role of nursing competence in the relationship between workforce agility and job satisfaction in the nursing field.
This study employed a descriptive cross-sectional design. Data were collected via an online questionnaire from 376 Generation Z nurses working in clinical settings at hospitals across South Korea. Multiple linear regression, along with Model 4 of Hayes's PROCESS macro and bootstrap methods, was applied for statistical analysis.
Workforce agility and nursing competence showed a statistically significant positive association with job satisfaction. Moreover, nursing competence mediated the relationship between workforce agility and job satisfaction.
The findings advance understanding of generational traits and offer strategic insights for nursing organizational management. Notably, agility constitutes a critical determinant of nursing performance, revealing human resource management gaps and underscoring the need for tailored organizational strategies and programs.
This study suggests that nursing competence acts as a mediating factor in the relationship between workforce agility and job satisfaction.
Research focuses on analyzing the concept of workforce agility in nursing and developing appropriate measurement criteria, while nursing education incorporates agility training to help nurses adapt to dynamic healthcare environments.
Nurse managers establish policies that enhance nursing human resource management systems based on an understanding of Generation Z.
The public often has a vague understanding of nursing roles, and even nursing professionals struggle to clearly articulate “what nursing is” or “what nurses do.” To effectively build a nursing brand that differentiates itself from others, it is essential first to gain a deep understanding of the core characteristics of the nursing profession. A professional profile is a tool that captures the labels and characteristics of a target audience, helping to craft more precise brand strategies.
This study aims to conduct a scoping review of a professional profile to better understand its meaning in the nursing field.
A literature search was conducted in six databases—MEDLINE, CINAHL Plus with Full Text, Open Dissertations, Academic Search Complete, ProQuest, and Google Scholar—from the earliest available date to January 2025.
A total of 43 articles were included. A professional profile of nursing represents a multidimensional, multi-attribute, and dynamically evolving system, encompassing four key dimensions: professional connotation, public perception, role positioning, and individual practice. The construction of a professional profile of nursing is based on both holistic and individual perspectives, guided by ontology, career development, learning, or work motivation.
A professional profile clarifies the fundamental characteristics of nursing as a profession, the positioning and responsibilities of nurses within multidisciplinary teams, and the roles of personal portfolios in supporting career development, aiming to change public stereotypes of nursing and enhance its brand image.
Findings suggest that policymakers should establish a unified and systematic framework to standardize the construction of a nursing professional profile and incorporate dynamic tracking of nurses’ and the profession's development trajectories to support professional accreditation and career development. Future research can adopt a data-driven approach, leveraging knowledge graphs, and visualization technologies to analyze and present the core characteristics of the nursing profession.
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