The influence of nurse managers' authentic leadership style and work environment characteristics on job burnout among emergency nurses

A bibliometric overview of research on emergency nursing and burnout

INTRODUCTION

Burnout is a serious issue for caregivers, patients, and healthcare institutions. It is considered a significant problem among nurses, with emergency nurses being particularly affected. This study aims to examine the studies conducted on emergency nursing and burnout using bibliometric analysis and scientific mapping methods.

METHODS

This study employs bibliometric analysis and scientific mapping methods. The data were obtained through a search conducted in the Web of Science (WoS) database. During the search, the keywords "emergency nursing" and "burnout" were used. A total of 145 studies indexed in the SSCI and SCI-EXPANDED categories were identified. Due to the continuous influx of scientific publications in the database, the search was conducted on a single day, October 23, 2024.

RESULTS

The research identified a total of 145 studies. The highest number of publications related to emergency nursing and burnout (16 %, n = 23) was recorded in 2022. The journals with the most publications were International Emergency Nursing (32.9 %, n = 46) and Journal of Emergency Nursing (29 %, n = 42). The most frequently used keyword in the studies was "burnout," which was commonly associated with all other keywords. The United States emerged as the country with the highest number of publications on the subject. Additionally, the majority of the studies were published in English (98 %, n = 142). The most-cited publication, with 446 citations, was authored by Adriaenssens, De Gucht, and Maes.

DISCUSSION

This study aims to comprehensively address the current state of research on emergency nursing and burnout, highlighting its prevalence in the literature. The findings indicate that burnout and its associated challenges among emergency nurses warrant increasing attention. This research emphasizes the importance of developing more effective strategies to combat burnout and underscores the need for ongoing awareness and research to safeguard the well-being of nurses.

Burnout combating strategies, triggers, implications, and self-coping mechanisms among nurses working in Saudi Arabia: a multicenter, mixed methods study

BACKGROUND

The World Health Organization (WHO) has defined burnout as an occupational phenomenon resulting from unsuccessfully managed chronic workplace stress. The well-being of healthcare professionals is the foundation for the health of patients and organizations. In Saudi Arabia, nursing plays a pivotal role in the healthcare sector, with both local and expatriate nurses taking part in various clinical and high-pressure services. However, rapid growth in healthcare facilities, staff shortages, and patient loads are adversely impacting stress levels among nurses.

METHODS

This study used a mix of research methods to survey 1,747 nurses (with a 90% response rate) from three major hospitals (King Fahad Medical City, King Saud Medical City, and King Faisal Specialist Hospital and Research Center), two smaller hospitals (Prince Mohammed Bin Abdulaziz Hospital and Al Habib Medical Group (HMG)-Al Suwaidi Hospital branch), and five primary healthcare centers, selecting participants randomly. Survey questionnaires collected data to evaluate the significance of the proposed burnout-combating strategies in relation to nursing administration, workload, and hospital administration responsibilities. Qualitative data were gathered through semi-structured interviews with 90 nurses to investigate and explore burnout triggers, implications, and coping mechanisms.

FINDINGS

A majority of the nurses (87.9%) indicated that assessing their needs and listening to their feedback could help them manage and prevent burnout. In comparison, 89.7% believed that their leaders should enhance the work environment and conditions, while 87% suggested adjusting the nurse-to-patient ratio to improve patient satisfaction. Conversely, 6.8% of the participants held a negative perception that each additional patient per nurse was associated with an increase in the mortality rate, whereas 3.4% felt that granting nurses more control over their schedules and conducting departmental meetings to discuss health could help alleviate work pressure. We identified three themes: factors that trigger burnout symptoms, the implications of burnout, and suggested coping mechanisms. Additionally, they highlighted the prevalence and likelihood of burnout triggers, implications, and coping strategies, providing critical insights for nurse leaders, workload management, and hospital administrators.

CONCLUSION

Nurse leaders, along with workload management strategies and hospital administrators, play a crucial role in mitigating and overcoming burnout. Establishing a healthy work environment is recognized as the most effective strategy for combating burnout, followed by implementing mental health education and training programs to enhance adaptive and cognitive resilience, promote health improvement, and strengthen resistance to burnout. Further research is needed to evaluate the effectiveness of these coping strategies for other healthcare professionals and to explore how cultural diversity, religious beliefs, and social factors may influence burnout triggers, consequences, and the development of self-coping mechanisms.

IMPLICATIONS FOR PRACTICE

Healthcare leaders should remain vigilant and prioritize strengthening resilience in hospital settings. Changes in institutional policies are essential to upholding suitable staffing ratios to reduce workload stress, implementing equitable scheduling practices to enhance work-life balance, and ensuring consistent, uninterrupted breaks to promote mental and physical rejuvenation. Organizations must implement policies that directly address the factors contributing to burnout.

CLINICAL TRIAL NUMBER

Not applicable.

Workforce Recommendations to Address Distress and Burnout in Australian Children's Cancer Nurses

BACKGROUND

Pediatric cancer nursing is a deeply fulfilling yet highly stressful profession as nurses support families during times of intense emotional distress. This study examined the factors influencing job satisfaction among pediatric cancer nurses across Australia and their recommendations to address workplace challenges. Method: A cross-sectional survey was conducted between November 2021 and February 2022, targeting cancer nurses across Australia. The survey included 68 items assessing various aspects of job satisfaction, work environment, and professional development as well as free-text responses. Both quantitative and qualitative responses from nurses who self-identified as pediatric cancer nurses were analyzed to identify significant predictors of job satisfaction and thematic insights from free-text comments. Results: The analysis included responses from 113 pediatric cancer nurses. Key predictors of job satisfaction included opportunities for professional development, the ability to utilize full skill sets, organizational leadership, and intent to remain in the profession. Thematic analysis of free-text comments supported the quantitative findings. Respondents highlighted the need for better leadership, recognition of the high workload, and greater support for professional development. Discussion: Addressing organizational leadership and providing opportunities for professional growth are critical to improving job satisfaction among pediatric cancer nurses. Developing evidence-based interventions and policy initiatives that focus on these areas will enhance the well-being of nurses and the quality of care provided to patients.

Relationship between head nurse leadership and nurses' burnout: parallel mediation of job demands and job resources among clinical nurses

BACKGROUND

Many elements in the workplace contribute to nurses' burnout experiences, affecting patient safety and the healthcare organizations' efficiency. Leaders' presence and conduct are the most potent "master" factors in every work setting. Although previous studies have shown that head nurse leadership, job demands, job resources, and job burnout are significantly related, the interaction mechanism remains unclear. This study investigates the parallel mediating roles of job demands and job resources between head nurse leadership and job burnout in nursing staff.

METHODS

A cross-sectional, anonymous, and confidential online survey was conducted from March to June 2024 to collect data from 579 registered nurses in four hospitals in Hunan provinces. The independent variable was head nurse leadership, the mediating variables were job demands and resources, and the dependent variable was job burnout. Parallel mediation analysis was performed using the PROCESS macro in SPSS.

RESULTS

This study found that head nurse leadership negatively relates to nurses' burnout. The parallel mediation analysis suggests that job resources and job demands play parallel roles in the relationship between head nurse leadership and job burnout. As predicted, head nurse leadership weakened job burnout through job resources and contributed to job burnout through job demands.

CONCLUSION

This study finding highlights the importance of head nurse leadership in decreasing nurses' job burnout and reveals two potential mechanisms through which head nurse leadership is related to nurses' burnout. By understanding the role of head nurse leadership, job demands, and job resources, interventions can be targeted to improve nurses' mental health.

Emotional exhaustion among critical care nurses and its link to occupational stress, structural empowerment, and perceived work environment: Is there a generational difference?

Background

Critical care nurses experiencing high levels of emotional exhaustion (EE). However, limited studies explored the association between generational differences and nurses' perceived EE. The objectives of the current study were to: (1) assess generational differences in EE among critical care nurses and (2) examine the link between nurses' EE and the generational differences, occupational stress, structural empowerment, and nurses' perceived work environment.

Methods

A proportional stratified clustered sampling technique was utilized. The hospitals were stratified according to their location. Data were collected from nurses working at 19 hospitals in Oman. The emotional exhaustion sub-scale of the Maslach Burnout Inventory was used to assess the level of EE among nurses working in critical care units.

Results

A total of 714 staff nurses participated. The majority (78%) were from generation Y and 22% were from generation X. Regression analysis showed that generation Y critical care nurses experienced higher EE levels than generation X nurses. Increased psychological stress among nurses was associated with increased EE. Higher levels of access to support, resources, and information, as well as supportive managerial leadership and sufficient staffing and resources, were associated with significant reductions in EE.

Conclusion

To reduce job burnout among critical care nurses, healthcare leaders are required to ensure adequate staffing, provide managerial support, and monitor stress and EE levels frequently, particularly among generation Y nurses.

The Relationship Between Staffing, Nurses' Emotional Exhaustion, and Adverse Patient Events in Critical Care Units in Sultanate of Oman

Background: Ensuring safe practices remains a top priority for healthcare policymakers. However, limited evidence has examined the link between individual, work-related factors, and patient safety within critical care units in Oman. Aim: To assess the relationship between staffing levels, job-related emotional exhaustion, and adverse patient events among nurses working in critical care units. Design: A cross-sectional study was conducted to collect data from critical care nurses in Oman. Nurses were recruited using a stratified proportional sampling method. Results: A total of 694 critical care nurses participated in the study. More than half (64.1%) of the critical care nurses experienced higher levels of emotional exhaustion. Significant predictors of adverse patient events included nurse staffing level (r = 0.09, p < 0.001), emotional exhaustion (β = 0.25, p < 0.001), hospital type (being affiliated with nonteaching hospitals) (p=0.021), and nationality (β = -0.15, p < 0.001). Conclusion: The occurrence of nurse-reported adverse events was associated with several key variables, including nurse staffing levels, emotional exhaustion, hospital type, and nationality. Implications for Nursing Management: To improve patient safety, healthcare policymakers should prioritize optimizing nurse staffing levels and implement strategies to reduce emotional exhaustion, particularly in nonteaching hospitals and among specific nurse demographics.

The Role of Structural Empowerment in Mediating the Relationship Between Practice Environment and Quality of Care Among Emergency Nurses: A Multilevel Modeling Approach

INTRODUCTION

Strong evidence demonstrated that working in a healthy environment has been associated with high-quality patient care. However, the mechanism underlying this relationship requires further investigation. This study aimed to examine the role of structural empowerment in mediating the relationship between nursing practice environment and quality of care among emergency nurses.

METHODS

A proportional stratified clustered sampling technique was used to recruit staff nurses working in acute care hospitals in Oman. Four standardized instruments were used to assess nurses' sociodemographic characteristics, perception of the practice environment, structural empowerment, and perceived quality of care. Hayes' process for mediation analysis was used to examine whether empowerment mediates the relationship between the practice environment and quality of care.

RESULTS

A total of 160 emergency nurses participated. The majority (78.8%) perceived the quality of care as good/excellent. Having an adequate foundation for quality of care, sufficient staffing, and managerial support were significant predictors of perceived quality of care. Practice environment was directly and indirectly related to the perceived quality of care through structural empowerment.

DISCUSSION

Nurse leaders can enhance care quality in emergency departments by improving the work environment through engaging nurses in quality activities, ensuring adequate staffing and resources, and providing robust leadership support, which collectively empower nurses and improve patient outcomes.

The Mediating Role of Emotional Intelligence in the Organisational Commitment and Turnover Intention of Clinical Nurses: A Cross-Sectional Study

AIM

To explore the influence of emotional intelligence and organisational commitment (OC) on clinical nurses' turnover intention (TI) and to provide intervention strategies to reduce the turnover rate of nursing staff and maintain the stability of the nursing team.

DESIGN

A cross-sectional descriptive study was conducted with nurses (n = 452) in a tertiary hospital in Kaifeng City, Henan Province, China.

METHODS

The project was conducted in July 2023. The data were collected using the organisational commitment scale, Wong and Law emotional intelligence scale and turnover intention scale.

RESULTS

The emotional intelligence score of clinical nurses was (3.07 ± 0.68), organisational commitment scale was (3.04 ± 0.68), and turnover intention scale was (2.70 ± 0.58). Organisational commitment scale and emotional intelligence scores are negatively correlated with turnover intention; the mediating effect of emotional intelligence in organisational commitment and turnover intention scale of clinical nurses is -0.406, and the mediating effect accounts for 49.9%.

PUBLIC CONTRIBUTION

Nurses' organisational commitment can directly predict turnover intention, and emotional intelligence plays a role in mediating the relationship between nurses' organisational commitment and turnover intention. This research makes a substantial contribution to the public and healthcare sector. The findings provide valuable insights for healthcare administrators, policy-makers and educators, offering evidence-based strategies to improve nurse retention and enhance the quality of patient care. It is important to note that the research upholds the highest standards of integrity, with a meticulous review process and a dedicated effort to maintain data quality.

Relationship between burnout and fear of missing out among nurses in Oman: Implication for nursing practice

BACKGROUND

Nurses' perceived stress might contribute considerably to burnout and a fear of missing out (FOMO). This might intensify FOMO feelings since they may feel detached from social and personal activities owing to their stressful work schedules. The present study was conducted to determine the relationship between job burnout and FOMO among nurses.

MATERIALS AND METHODS

This study used a cross-sectional design with a convenience sampling approach. A sample of 211 nurses working in Muscat/Oman completed the study questionnaires. The date was between September and December 2023. Participants completed the study questionnaires, including a sociodemographic questionnaire, an Oldenburg Burnout Inventory, and a Fear of Missing Our Scale (FOMO).

RESULTS

A total of 211 nurses participated. Findings showed that most participants had moderate levels of FOMO and burnout (60.161% and 62.08%), respectively. There were significant differences in FOMO based on working time (F = 4.941, P = 0.008) and working area (F = 6.787, P = 0.001). The study also found a significant positive correlation between FOMO and burnout among nurses (F = 79.445, P < 0.00, R 2 = 275).

CONCLUSION

The study indicated that nurses who had experienced more missing out had higher levels of job burnout. This might be attributed to frequent work-related activities and a lack of work-life balance. To combat this, nurses should be given clear information about their workload and duties, as well as chances for professional growth, continuing education, and career promotion, and they should be encouraged to establish boundaries between work and home life.

Perceived doctor-patient relationship, authentic leadership and organizational climate on physician burnout: job satisfaction as a mediator

BACKGROUND

This study aims to investigate the direct associations among perceived doctor-patient relationship, authentic leadership, organizational climate, and job burnout, as well as the indirect pathways through job satisfaction, with the aim of offering potential preventive strategies at the organizational level.

METHODS

A total of 399 physicians from six tertiary hospitals in Anhui Province were enrolled by purposive sampling method. Structural equation modeling was performed to examine the proposed model.

RESULTS

The average score of the participants' job burnout was 35.22 (SD: 12.14), and the burnout rate was found to be 55.7%. Perceived doctor-patient relationship, organizational climate directly influenced job burnout. Perceived doctor-patient relationship, authentic leadership and organizational climate also indirectly influenced burnout through job satisfaction.

CONCLUSIONS

The present study underscores the significant influence of the perceived doctor-patient relationship, authentic leadership and organizational climate in mitigating burnout, and further reveals that job satisfaction serves to alleviate burnout. It is crucial to emphasize the importance of both internal and external psychosocial and organizational environmental factors. Additionally, the study highlights the pivotal role of job satisfaction in influencing physician burnout.

The mediating role of professional identity between work environment and caring behavior: a cross-sectional survey among hospice nurses in China

BACKGROUND

As core members of hospice care team, the hospice nurses' ability to care for patients not only directly affects the standard of patient care, but also significantly impacts patient quality of life. It can be seen that it is very meaningful for patients to improve the caring behavior of hospice nurses. Therefore, it is necessary to deeply explore the influencing factors of nurses' caring behavior and further clarify the mechanism between them.

METHODS

The STROBE guideline was performed to report this study. We conducted a cross-sectional survey from December 2023 to February 2024. In this study, 392 hospice nurses were recruited from tertiary public hospitals in East China by convenient sampling method. Participants were investigated using the Practice Environment Scale, Professional Identity Scale, and Caring Behaviors Inventory. Structural equation modelling was utilized to verify the research hypotheses.

RESULTS

The results revealed that there were significant and positive correlations between work environment, professional identity and caring behavior. Furthermore, professional identity partially mediated the relationship between work environment and caring behavior.

CONCLUSION

Work environment is critical to improving hospice nurses' caring behavior. Professional identity plays an intermediary role impacting how work environment promotes caring behavior among Chinese hospice nurses. Nursing managers should have a correct understanding of the relationship between them. Targeted measures and coping strategies need to be actively taken to create a better working environment for hospice nurses. This would enhance professional identity, and thereby promote caring behavior.

Stress as a mediator between abusive supervision and clinical nurses' work outcomes

AIMS

This study aimed to test whether stress could mediate the association between abusive supervision and nurses' work engagement, absenteeism, and turnover intention.

BACKGROUND

Abusive supervision has been attributed to suboptimal work performance and reduced productivity among employees in different sectors. While existing nursing literature links abusive supervision to a wide range of work-related outcomes in the nursing workforce, little is known regarding the mechanism underlying this relationship.

DESIGN

Data for this descriptive study were collected from 770 direct-care nurses from seven acute care hospitals in the Philippines, utilizing five standardized scales.

RESULTS

Abusive supervision had direct positive effects on absenteeism (β = .189, p < .001) and intent to leave (β = .138, p < .001) and a direct negative effect on job engagement (β = -.131, p < .001). The relationships between abusive supervision and absenteeism (β = .175, p < .001), intent to leave (β = .131, p < .001), and work engagement (β = -.122, p < .001) were partially mediated by stress.

CONCLUSIONS

Stress mediated the relationship between abusive supervision and nurses' work outcomes, including turnover intention, absenteeism, and work disengagement.

IMPLICATIONS FOR NURSING AND HEALTH POLICY

The evident connection between abusive supervision, stress, and work-related outcomes underscores the importance of focusing on enhancing managerial supervisory styles as a potential organizational strategy to enhance staff retention and well-being.

Emergency department nurses' intrinsic motivation: A bridge between empowering leadership and thriving at work

BACKGROUND

The relationship between empowering leadership, intrinsic motivation, and thriving at work among emergency department nurses is unclear. Thriving at work can raise employees' job satisfaction and lower their tendency to quit. High workloads and unpleasant workplace experiences may result in emergency department nurses thriving less at work. It has been demonstrated that intrinsic motivation and empowering leadership are both linked to thriving at work in employees.

AIM

To investigate the relationship between empowering leadership and thriving at work among emergency department nurses, as well as the mediating function of intrinsic motivation in this relationship.

METHODS

The 337 emergency department nurses were polled using general information questionnaire, Empowering Leadership Scale, Intrinsic Motivation Scale, and Thriving at Work Scale. Structural equation modeling was used for data analysis.

RESULTS

Positive relationships existed between thriving at work and empowering leadership and intrinsic motivation. Intrinsic motivation was a mediator of the relationship between empowering leadership and thriving at work.

CONCLUSIONS

Intrinsic motivation is one mechanism by which empowering leadership can influence emergency department nurses thriving at work. Nurse managers should adopt an empowering leadership style and take steps to activate the intrinsic motivation of emergency department nurses, thereby increasing nurses' ability to thrive at work.

Stress level and coping strategies among intensive care nurses: A cross-sectional study

BACKGROUND

Intensive care units (ICUs) are high-stress environments, particularly for nurses, who face numerous stressors that can negatively impact their well-being. This study aimed to examine stress levels and stressors among ICU nurses, investigate their stress coping strategies, and explore the primary stressors in this demanding work environment.

MATERIALS AND METHODS

Employing a cross-sectional design, this study assessed the stress levels of ICU nurses by using the Perceived Stress Scale and their coping strategies through the Brief-COPE scale, from March 15, 2021, to April 14, 2021. In addition, semi-structured interviews were conducted to gain deeper insights into the main stressors. The study also used critical appraisal tools to ensure quality and rigor.

RESULTS

Among 103 participants, moderate stress levels were predominant. The most common coping strategies identified were religious activities, approach coping, humor coping, and avoidant coping. Interviews with three participants revealed two main themes: "It is an overwhelming job" and "Just stay strong." The primary stressors reported were dealing with critically ill patients and nurse shortages, exacerbated by the pandemic crisis.

CONCLUSION

ICU nurses experience moderate stress levels, primarily due to the challenges of working with critically ill patients and facing multiple stressors. The study highlights the need for future research to test the effectiveness of stress management programs and to further investigate common stressors among Saudi ICU nurses. Health policymakers are urged to provide more support to nurses through appropriate education, protection, and compensation, aiming to reduce work-related stressors and enhance their overall well-being.

The Empathetic Involvement of Nurses in the Context of Neuroscience: A Mixed-Methods Study

Background/Objectives: Empathy and emotional regulation (susceptibility and resistance) play an important role in a nurse's well-being and the provision of high-quality care. This phenomenon has not yet been studied in the context of nurses working in neuroscience. This study aimed to explore the perceptions related to empathy among nurses working in neuroscience contexts. Methods: Employing a mixed-methods approach, we conducted an online quantitative survey with 211 nurses working in various neuroscience settings using the Balanced Emotional Empathy Scale (BEES) and 15 online semistructured qualitative interviews to delve deeper into empathetic experiences. The mean and measures of dispersion, such as standard deviation, were used to analyze the quantitative data. Thematic analysis investigated qualitative data, and data triangulation was performed. Results: The quantitative findings revealed no significant differences in empathy or emotional regulation across the different neuroscience settings but highlighted an increase in susceptibility related to young age (under 29) and years of service (first 5 years). The interviews brought to light the challenges nurses face in highly emotional situations and the strategies they employ to manage empathy and maintain professional detachment, such as self-care strategies, awareness development, and team support. One hindering factor is managers. Conclusions: The findings of this study underscore the essential role of empathetic capability in nursing care in neuroscience. The experience of younger nurses and the first 5 years of employment are elements to be considered by managers for burnout risk. Nurses demonstrate susceptibility and resistance and maintain a balance in dealing with high-emotional-stress situations. The implications of these findings are significant and should guide future research and practice in the field of neuroscience nursing.

Nurses' attitudes towards patient safety and their relationship to adverse patient events in Oman

Background

Adverse events (AEs) are major causes of mortality. Identification of nurses' attitudes towards patient safety and their impact on AEs is critical in enhancing safe practices.

Aim

To assess the relationship between attitudes towards patient safety and AEs as perceived by nurses working in Sultanate of Oman.

Methods

A descriptive, cross-sectional study was conducted. Data to evaluate nurses' attitudes towards patient safety was collected using the Safety Attitude Questionnaire. The relationship between attitudes towards patient safety and the perceived incidence of adverse patient events was examined using logistic regression analysis.

Results

A total of 184 questionnaires were administered from February to April 2022, with a response rate of 96.8%. The results revealed that nurses had a negative attitude towards patient safety. The highest reported adverse event was patient and family complaints. Findings showed a significant relationship between working conditions and patient and family verbal abuse (OR = 0.505, CI (0.283-0.901), p = 0.021). Job satisfaction was a significant predictor of patient fall (OR = 0.57, CI (0.353-0.932), p = 0.025) and medication error (OR = 0.58, CI (0.354-0.949), p = 0.030).

Conclusion

Nurses' attitudes towards patient safety are a significant predictor contributing to the occurrence of AEs. This finding provides key insights about patient safety status that key stakeholders could use to improve safety culture, including raising patient safety awareness.

Cancer Nurses' Voices and Recommendations to Address Workforce Challenges: A Qualitative Analysis

OBJECTIVES

Amidst the fulfilment of making a positive impact on patients' lives, cancer nurses also contend with high workloads, limited resources, and barriers to career advancement. Understanding the perceptions of cancer nurses is essential in addressing these challenges and fostering an environment that promotes both professional satisfaction and optimal patient care. Our aim was to explore Australian cancer nurses' experiences and perspectives of workforce challenges and their proposed solutions to address them.

METHODS

The Cancer Nurses Society Australia workforce cross-sectional survey was distributed online in 2022 through professional networks and social media. Free text responses to open-ended questions were analyzed using qualitative content analysis and inductive processes.

RESULTS

Responses from 601 cancer nurses highlight the intricate interplay between rewards and obstacles experienced by the profession and identify key areas for improvement. Positive and negative quotes highlight the passion of cancer nurses which were summarized into themes and subthemes: 1) Finding fulfilment while struggling against the tide. While feeling undervalued and facing workload pressures, burnout and limited opportunities for career progression, nurses express love for their jobs, finding it rewarding yet emotionally challenging. 2) Grassroots solutions versus organizational inertia. Proposed solutions included addressing nurse-to-patient ratios, proactive succession planning, more specific education, dedicated time for learning, and mentorship and career development programs. Perceived barriers to initiatives included lethargic management and resistance to change. Networking opportunities, appropriate remuneration, and interdisciplinary teamwork with an appreciation of individual expertise are desired.

CONCLUSIONS

Our findings give a voice to the cancer nurses of Australia. Nurses identified a range of solutions to address workforce challenges.

IMPLICATIONS FOR NURSING PRACTICE

Addressing the systemic issues that contribute to high workload and impede nurses' well-being and their recognition, and promoting policies to support professional growth will increase satisfaction, enhance patient care outcomes, and contribute to a sustainable workforce.

Moderating role of relationships between workloads, job burnout, turnover intention, and healthcare quality among nurses

BACKGROUND

In Jordan, nurses consider a primary providers of direct patient care, and play a multifaceted role in ensuring healthcare quality. The study aimed to examines the moderating effect of job satisfaction in the relationship between workload and healthcare quality, job burnout and healthcare quality, and turnover intention and healthcare quality.

METHODS

A cross-sectional research approach was adopted among 311 from Registered Nurses (RN) across Jordanian hospitals. Job satisfaction, workload scale and job burnout scale were shared between March and April 2023.

RESULTS

The overall findings indicate that workload, job burnout, and turnover intention are negatively and significantly related to healthcare quality, and that job satisfaction moderates the relationship between workload and healthcare quality, job burnout and healthcare quality, and turnover intention and healthcare quality. These findings have broad implications for healthcare organizations, emphasizing the pivotal role of job satisfaction in mitigating the negative effects of workload, burnout, and turnover intentions among nurses.

CONSULSION

Strategies to enhance job satisfaction, such as reducing work-related stress and fostering supportive work environments, should be prioritized by healthcare policymakers and institutions to ensure the delivery of high-quality patient care.

Motivation to Lead: A Study of the Supportive Nursing Leadership Environment

Background

With projected nursing shortages, an aging workforce, and the imminent retirement of nurse leaders, nursing leadership shortages are a concern. While several studies have indicated the interest of nurses in pursuing leadership positions, limited research has focused on examining the influence of the leadership practice environment on nurses' motivation to lead.

Aim

The aims of the study were to (1) assess the relationship between the leadership environment and the motivation of nurses to lead and (2) determine whether there are particular aspects of the leadership environment that influence motivation to lead.

Methods

A cross-sectional research design was used to collect data from 435 nurses working in 16 public and private hospitals in Oman. Leadership Environment Scale and Motivation to Lead Scale were used to assess participants' perceived leadership environment and their motivation to engage in formal leadership roles, respectively. Multivariate linear regression was used to assess the relationship between the perceived leadership environment and the motivation of nurses to undertake leadership roles. Findings. Nurses reported a mean scale value of 3.208 out of 5 (SD = 0.467) for their motivation to lead, which exceeds the midpoint, indicating a strong motivation to engage in formal leadership roles. Nurses reported a mean score of 3.194 out of 4 (SD = 0.661), which exceeds the midpoint, suggesting a favorable perception of leadership environment. The findings showed a significant relationship between the leadership environment and nurses' motivation to lead. Specifically, self-organization (β = 0.185, p=0.001, CI = 0.086-0.378), agents (β = 0.221, p=0.002, CI = 0.124-0.474), and transformative exchange (β = 0.100, p=0.037, CI = 0.101-0.142) were characteristics of the leadership environment that were associated with greater motivation to engage in leadership.

Conclusion

This study emphasizes the importance of cultivating a supportive leadership environment as a potential strategy to attract nurses to assume formal nursing leadership roles. Implications for Nursing Management. Strategies to improve nurses' motivation to lead in a complex healthcare environment include improving nurses' active involvement in their organization, creating a collegial supportive and mentoring leadership culture, and improving transformative exchange by supporting career and educational advancement.

Nurses' Job Burnout and Resilience in Neonatal Intensive Care Units

PURPOSE

To assess the relationship between job burnout and resilience among nurses working in neonatal intensive care units (NICUs) in Oman.

BACKGROUND

NICUs induce a significant amount of stress that predisposes nurses to a substantial degree of burnout. Resilience can play a role in reducing the effects of job burnout. A limited number of studies have examined job burnout and resilience among NICU nurses.

METHODS

A cross-sectional survey design was utilized. The Maslach Burnout Inventory was used to assess burnout, and the Brief Resilience Scale was used to assess perceptions of resilience. Pearson correlation was used to assess the relationship between job burnout and resilience.

RESULTS

A total of 173 staff nurses participated. Participants reported low levels of emotional exhaustion and depersonalization but moderate levels on the personal accomplishment subscale. Nurses reported moderate levels of resilience. Emotional exhaustion and depersonalization were negatively correlated with resilience, while personal accomplishment was positively correlated with resilience.

CONCLUSION

This study demonstrated that enhancing resilience can reduce the effect of burnout among NICU nurses.

IMPLICATIONS FOR PRACTICE AND RESEARCH

Enhancing levels of resilience among NICU nurses, in addition to providing adequate managerial support and good collegial relations, is essential to reduce their perceived job burnout.

Association between body mass index and burnout among nurses in China: a cross-sectional study

OBJECTIVES

Body mass index (BMI) can affect an individual's health. The night shift is a characteristic of the nursing profession, which is associated with an abnormal BMI. However, few studies have investigated the association between BMI and burnout in Chinese nurses. This study examined the association between BMI and burnout among Chinese nurses.

METHODS

A total of 1863 nurses from 12 tertiary hospitals in Shandong Province of China were selected. BMI was calculated as body weight divided by height squared. The Maslach Burnout Service Inventory General Survey (MBI-GS) was used to measure the level of burnout among nurses. Ordinal logistic regression was used to analyse the association between BMI and burnout.

RESULTS

In this study, the prevalence of normal BMI, underweight, overweight, and obesity was 69.2%, 7.5%, 18.2%, and 5.2%, respectively. The prevalence of high emotional exhaustion, high cynicism, and low personal accomplishment among nurses was 26.1%, 38.7%, and 35.6%, respectively. Nurses who were obese were more likely to have high levels of emotional exhaustion (OR=1.493, 95% CI: 1.011 to 2.206) and cynicism (OR=1.511, 95% CI: 1.014 to 2.253), and nurses who were underweight were more likely to have high levels of cynicism (OR=1.593, 95% CI: 1.137 to 2.232) compared with those who were normal weight.

CONCLUSIONS

Obesity was positively associated with emotional exhaustion and cynicism, and being underweight was only positively associated with cynicism among Chinese nurses. Hospital administrators should consider BMI when taking effective measures to reduce burnout among nurses.