The relationships between organizational culture and thriving at work among nurses: The mediating role of affective commitment and work engagement

Influence of patient-oriented organizational climate on physicians' patient-centered behavior: The mediating role of patient-centeredness self-efficacy

OBJECTIVE

Existing literature highlights the benefits of organizational climate, but research gaps exist regarding how a patient-oriented organizational climate captures the sub-dimensions of physicians' patient-centered behavior. We explored the mediating role of patient-centeredness self-efficacy between them.

METHODS

Utilizing the Patient-Oriented Organizational Climate Scale, Self-efficacy in Patient-Centeredness Questionnaire, and Doctor Interaction Behavior Evaluation Scale, we surveyed 1394 physicians from grade ⅢA general hospitals in Guangdong Province, China from July to September 2022, employing stratified proportional sampling.

RESULTS

Patient-oriented organizational climate was positively associated with patient-centered behavior. Patient-centeredness self-efficacy partially mediated their relationship, with varying effects on different dimensions of patient-centered behavior; further, it could partially mediate the association between patient-oriented organizational climate and dialogue and transparency dimensions, but played a full mediating role between patient-oriented organizational climate and access and risk assessment dimensions.

CONCLUSION

These findings underscore the importance of establishing a patient-oriented organizational climate and fostering patient-centeredness self-efficacy in shaping patient-centered behavior, as they differ in impact on the dimensions of patient-centered behavior.

PRACTICE IMPLICATIONS

Targeted interventions are necessary to clarify the definitions of patient-centered behavior and consider it as a multidimensional construct.

Associations between key job resources, job demands, and affective organizational commitment among nursing professionals in German hospitals: a cross-sectional study

BACKGROUND

Hospitals in industrialized countries like Germany face persistent shortages of nursing professionals, making staff retention through affective organizational commitment essential. However, factors associated with this commitment among nursing professionals in German hospitals remain understudied. Guided by affective events theory and the job demands-resources model, this study examines the associations between key job resources, job demands, and nursing professionals' affective organizational commitment in general wards.

METHODS

To investigate the relationships between job resources and demands and affective organizational commitment of nursing professionals, this study employed a cross-sectional survey. The dataset for analyses comprised 312 nursing professionals working in general wards in Germany and was analyzed using multiple linear regression.

RESULTS

The investigated variables explained 44% of the variance in nursing professionals' affective organizational commitment. Fair and authentic management was positively associated with affective commitment, while work overload and inadequate remuneration showed negative associations. No significant relationships emerged for other examined job resources, such as supervisor support or job autonomy, or for job demands like work-life interference.

CONCLUSIONS

These findings align with theoretical perspectives suggesting that specific job resources and demands may play a role in nursing professionals' affective organizational commitment. Based on the observed associations between job resources and demands and affective organizational commitment, this study offers considerations for hospital management. Three areas might warrant management attention: cultivating fair, authentic, and moral leadership practices among nurse managers; systematically mitigating work overload; and ensuring attractive remuneration packages. Future research, particularly longitudinal or experimental studies, is needed to further investigate the causal relationships underlying the observed associations.

Mediating Effect of Nursing Organizational Culture on the Relationship Between Ambidextrous Leadership and Staff Nurse Clinical Leadership

Aim: This study aims to explore the relationship of head nurses' ambidextrous leadership with staff nurse clinical leadership and the mediating effect of nursing organizational culture. Background: Clinical nurses are an important part of the nursing team, and their clinical leadership is of great significance to improving the quality of nursing and developing a nursing career. The ambidextrous leadership of head nurses, which combines transformational and transactional leadership, is a new leadership style. There are few studies on the effect of head nurses' ambidextrous leadership on staff nurse clinical leadership. Methods: This study was a cross-sectional study, and convenient sampling method was used to extract 500 nurses from first-class comprehensive hospital in Hangzhou City, Zhejiang Province, as research participants. The participants were administered an electronic questionnaire consisting of the General Information Questionnaire, Ambidextrous Leadership Style Scale, the Chinese version of Nursing Culture Assessment Tool, and the Chinese version of Clinical Leadership Survey. All the three scales used in this study had satisfactory construct validity, content validity, and reliability. Multiple stepwise linear regression analysis was used to explore the influencing factors of staff nurse clinical leadership. AMOS 24.0 software was used to construct a structural equation model to verify the mediating effect of nursing organizational culture between the ambidextrous leadership of head nurses and staff nurse clinical leadership. Results: The score of staff nurse clinical leadership was 66.69 ± 7.42. Significant positive correlations were noted between staff nurse clinical leadership and head nurses' ambidextrous leadership (r = 0.461, p < 0.01), between nursing organizational culture and staff nurse clinical leadership (r = 0.685, p < 0.01), and between ambidextrous leadership and organizational culture (r = 0.641, p < 0.01). Professional title, role at work, marital status, participation in leadership training, and nursing organizational culture were the main predictors of staff nurse clinical leadership, collectively accounting for 49.8% of the total variation. Nursing organizational culture played a complete mediating role between head nurses' ambidextrous leadership and staff nurse clinical leadership, and the mediating effect was 0.555 (95% CI [0.454, 0.692]), accounting for 98.8% of the total effect. Conclusion: Staff nurse clinical leadership represents the upper-middle level of clinical leadership. Nursing organizational culture can independently predict the level of staff nurse clinical leadership and has a complete mediating effect between head nurses' ambidextrous leadership and staff nurse clinical leadership. However, due to time, energy, and sampling methods, this study's sample is insufficient to represent the national nursing staff. Future research should further expand the survey's geographical scope and sample size. Implications for Nursing Management: Senior managers can encourage the head nurses to adopt the ambidextrous leadership style and consequently raise the enthusiasm of the organizational culture to improve staff nurse clinical leadership. Managers should rework the rules and regulations and increase work enthusiasm among nurses. Furthermore, they should carry out hierarchical training of clinical leadership for nurses and reasonably empower them to increase their work autonomy and self-efficacy and to encourage and support them in their clinical leadership practice.

Development and Psychometric Evaluation of the Thriving in Nursing Questionnaire (THINQ)

AIM

To develop and evaluate a questionnaire for measuring factors that contribute to thriving at work among nurses.

DESIGN

A cross-sectional study.

METHODS

An online questionnaire was administered in March 2024 to nurses in a community teaching hospital in Michigan, US. Questionnaire content was based on a literature search and was pilot tested among nursing professionals within the hospital system. Questionnaire factor structure was examined with exploratory and confirmatory factor analyses with split-half sample validation.

RESULTS

Based on exploratory and confirmatory factor analysis, a three-factor solution presented the best model, with factors comprised of 15 items measuring individual resources (3 items), work resources (6 items) and interpersonal aspects of the nursing work environment (6 items). Reliability estimates for all three factors exceeded 0.80, indicating good internal homogeneity. The questionnaire also demonstrated acceptable split-half validity and reliability.

CONCLUSION

The questionnaire presented here provides a potentially useful tool for measuring and evaluating thriving at work among nurses.

IMPLICATIONS FOR THE PROFESSION AND/OR PATIENT CARE

A better understanding of factors that enhance nurse thriving would lay the foundation for targeted interventions aimed at improving the nursing work environment and nurse well-being. Enhancing nurse thriving could have a potentially positive impact on patient care.

IMPACT

This study addressed the need to understand factors that contribute to thriving in nursing work. The questionnaire that was developed revealed a three-factor solution measuring individual nurse resources, work environment resources and work interpersonal resources. By measuring thriving among nurses, hospitals and other healthcare organisations are taking an important first step in identifying interventions to enhance the nursing work environment, nurse well-being and potentially the quality of patient care.

REPORTING METHOD

We followed the STROBE checklist in reporting this study. No patient or public contribution.

Factors influencing work engagement of nurses in general hospitals: A cross-sectional study

AIM

This study aimed to examine the level of work engagement and to identify the factors influencing the work engagement of nurses.

BACKGROUND

Work engagement plays a crucial role in enhancing the efficiency of outcomes and the standard of care in nursing and healthcare services.

METHODS

A descriptive predictive design and stratified random sampling was used to select 206 nurses from three general hospitals in Naypyitaw, Myanmar.. Research instruments consisted of the demographic data form, the Utrecht Work Engagement Scale, the Global Transformational Leadership Scale, the Survey of Perceived Organizational Support, and the Psychological Capital Questionnaire. The results were explored by applying descriptive statistics and stepwise multiple regression.

RESULTS

Overall work engagement was at an average level. Transformational leadership and psychological capital could affect work engagement, explaining 19.34% of the total variance; however, perceived organizational support, age, and work experience did not show any impact on it.

CONCLUSIONS

The findings recommend that nurse administrators should focus on transformational leadership and psychological capital in formulating strategies to increase nurses' work engagement.

IMPLICATIONS FOR NURSING AND HEALTH POLICY

The outcomes might provide baseline information for nurse administrators and policymakers by formulating management strategies to enhance nursing leaders' awareness, knowledge, and skills about transformational leadership behaviors and to keep nurses holding self-efficacy, hope, optimism, and resilience of psychological capital in healthcare organizations, which ultimately increase nurses' engagement at work.

Factors influencing partnerships between care workers and families in nursing homes in South Korea

This study aimed to identify factors influencing partnerships between nursing home staff and families and explore means of improving these partnerships. It employed a cross-sectional survey design. Data were collected from 152 care workers who worked in 11 nursing homes in Gyeonggi-do. As research tools, the scale for staff-family partnership in long-term care, global interpersonal communication competence scale, emotional intelligence scale, and organizational culture scale were used. Participants had a mean age of 59.93 ± 7.72 years, and the mean partnership score was 48.81 ± 6.35. Partnership was influenced by communication competence (β = 0.26, p = .002); developmental culture, a sub-domain of organizational culture (β = 0.29, p < .001); and current work experience (β = -0.21, p = .004). The explanatory power was 32.1% (F = 24.81, p < .001, Adj.R² = 0.321). These findings highlight the need for practical strategies to enhance partnerships in nursing homes. Specifically, nurses who manage care workers should foster a work environment that promotes staff retention for more than 3 years through flexible organizational management, provide differentiated, experience-based communication training, and implement supervision to improve care expertise. By applying these measures, nursing homes can strengthen partnerships between staff and families, ultimately improving the quality of care services and the well-being of older residents.

Strengths use and thriving at work among nurses: a latent profile and mediation analysis

BACKGROUND

The ability to thrive at work has been demonstrated to be closely linked to the development of nurses.Effective utilization of strengths and maintaining hope are essential elements for clinical nurses' ability to flourish in their roles. Nevertheless, the relationship between strengths use, hope, and thriving at work remains underexplored. This study aimed to identify distinct subgroups of clinical nurses based on their strengths use and to examine the mediating effect of hope between strengths use and thriving at work. The findings are intended to inform clinical managers on strategies to enhance nurses' work performance and care quality.

METHODS

A convenience sample of 568 clinical nurses from two tertiary hospitals in Guangzhou City, Guangdong Province, China, was recruited between January and March 2024. The survey collected sociodemographic data and included the Adult Dispositional Hope Scale, Strengths Use Scale, and Thriving at Work Scale. Potential categories of nurse strengths use characteristics were identified using potential profile analysis, and potential relationships between variables were determined using Pearson correlation analysis, Bayesian factor robustness analyses, and Mediation analysis.

RESULTS

LPA identified three distinct groups based on strengths use: low (30.8%), moderate (64.9%), and high (13.2%).The significant mediating effect of hope in the relationship between strengths use based on latent profile analysis and thriving at work was observed (SE = 0.61,95%CI = -10.01, -7.62; SE = 0.76,95%CI = -18.91, -15.91, respectively).

CONCLUSIONS

There exists heterogeneity in nurses' strengths use. Hope plays a significant role in mediating the relationship between strengths use and thriving at work. It is recommended that nursing administrators or leaders pay attention to differences in individual levels of strengths use, encourage strengths-based practices and design interventions that foster hope, thereby promoting greater thriving in their professional roles.

The experiences of organizational silence among nurses: a qualitative meta-synthesis

OBJECTIVE

A growing body of research shows that the organizational silence among nurses not only affects their job satisfaction and performance but also exacerbates their intention to leave their jobs, posing a threat to the long-term stability of the nursing team. Therefore, the aim of this study was to synthesize existing qualitative research to explore the real experiences of nurses' organizational silence behavior and gain insight into the motivations and feelings behind it.

DESIGN

A qualitative review.

DATA SOURCES

A comprehensive search of the following international databases was performed: PubMed, Embase, CINAHL, Psyinfo, Web of Science, Cochrane Library, Medline, and Ovid, as well as Chinese databases such as the China Biomedical Database (CBM), Wanfang Database (CECDB), Chinese National Knowledge Infrastructure (CNKI) and VIP Database.

REVIEW METHODS

All articles concerning the experiences of organizational silence among nurses were included after thoroughly searching 12 databases. The meta-synthesis method was employed to integrate and assess the included qualitative research literature, utilizing the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) to report the review. Two researchers selected and evaluated the relevant literature, which was then analyzed using meta-integration.

RESULTS

From a total of 12 articles included in the final analysis, 48 primary findings were extracted, forming 3 main themes and following 8 sub-themes: Individual character, Seniority and experience, Defensive silence, Disregardful silence, Acquiescent silence, Prosocial silence, Causing negative effects, and Causing positive effects were the eight sub-themes under these three main themes.

CONCLUSION

Nurses' organizational silence manifests in different ways, and the motivations and experiences behind each form are different. Therefore, when managers observe nurses' silent behaviors in the organization, they should identify and assess the motivation and degree of silence and then specifically intervene to reduce the silent behaviors to the greatest possible extent.

CLINICAL TRIAL NUMBER

Not applicable.

Transforming nursing work environments: the impact of organizational culture on work-related stress among nurses: a systematic review

BACKGROUND

Creating a healthy and conducive nursing work environment is a universal global nursing concern. Work-Related Stress, global nursing and a public health problem that has continued to bedevil the world healthcare systems is of a particular interest. It has not only compromised the quality of patient care but also negatively impacted nurses' quality of work life and adversely affected global healthcare management. Organizational culture is an important determinant of nurses' work-related stress, yet it remains systematically under-researched. Despite a plethora of research on work-related stress in nursing environments, there are few dedicated systematic literature reviews, and this study aimed to fill this gap.

OBJECTIVE

To determine the scientific evidence in the literature, on the impact of organizational culture on work-related stress among nurses and provide valuable insights to mitigation of work-related stress among nurses.

DESIGN

A Systematic literature review.

METHODS

The review followed the Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines. A comprehensive literature search was conducted in major electronic databases, including PubMed, Scopus, Web of Science, Ovid Medline, Embase and CINAHL in July 2023. Studies that met the inclusion criteria set were screened using Rayyan and Covidence. The Mixed Methods Appraisal Tool (MMAT) was used to assess the quality and risk of bias.

RESULTS

The search generated a total of 2,113 records, and 13 were included. Thematic analysis generated three main themes: types of organizational culture, organizational climate, and organizational politics, each with distinct effects on nurses' work-related stress. We found overall that, positive organizational culture, positive organizational climate and positive organizational politics were consistently associated with nurse's happiness and joy at the workplace and lower levels of work-related stress while negative organizational culture, climate and politics were strongly associated with nurses' work-related stress.

CONCLUSIONS

This review underscores the crucial role of organizational culture in nursing work environments and its impact on nurses' stress levels, offering valuable insights for the mitigation of work-related stress and the transformation of the nursing profession.

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.

Turnover intention among healthcare workers in Shenzhen, China: the mediating effect of job satisfaction and work engagement

BACKGROUND

To ensure workforce stability in China's healthcare system and maintain high-quality care, it is essential to comprehensively understand the interplay of factors contributing to turnover intention of healthcare workers. This study aims to examine the associations between potential factors and turnover intention in healthcare workers and explore the mediating effect of job satisfaction and work engagement in the association between them.

METHODS

In this cross-sectional study, a random sample of 1060 healthcare workers working in 98 public medical institutions were recruited to rate their turnover intention in 2018 in Shenzhen, China. Information on socio-demographic characteristics, job-related factors, turnover intention, job satisfaction, work engagement, work stress and doctor-patient relationship of participants were collected. Pearson's chi-squared tests and binary logistic regression analyses were performed to explore the association between these factor and turnover intention. Mediation analysis was used to explore the roles of potential mediators and moderators.

RESULTS

The results showed that age (OR: 0.35, 95%CI: 0.16 to 0.72), tenure (OR: 0.98, 95%CI: 0.96 to 0.99), administrative positions (OR: 0.33, 95%CI: 0.16 to 0.63), and night shift frequency (OR: 1.84, 95%CI: 1.26 to 2.67) were significantly associated with turnover intention. We identified the mediating effect of job satisfaction and work engagement in the relationship between administrative positions and turnover intention, while the suppressing effect in the relationship between professional titles and turnover intention. Additionally, we found that monthly income plays a moderating role in the relationship between work engagement and turnover intention, and in the association between professional titles and turnover intention.

CONCLUSIONS

Greater job satisfaction and engagement, along with reasonable remuneration, were found to be associated with lower turnover intention among healthcare workers. Employers should proactively monitor the dynamic interactions among these factors and then develop more tailored interventions in order to alleviate the ongoing loss of healthcare workers.

Effects of organizational climate on employee job satisfaction and psychological well-being: the role of technological influence in Chinese higher education

BACKGROUND

In the Chinese education sector, educators' job satisfaction (JoS) is considered critical to educational quality and student outcomes. One critical area of inquiry is the organizational climate (OC) and its impact on JoS, and psychological well-being (PW), with technological influence (TI) moderating effect.

PURPOSE

The current study has tried to look at the exact relationship among OC, PW, and JoS for educators working in the Chinese higher education setting. It also discusses the moderating role of TI on OC and JoS.

DESIGN/METHODOLOGY

This study uses a quantitative cross-sectional survey design, grounded in post-positivism assumptions. Data collection involved sampling 690 respondents in the Chinese higher education setting via WeChat.

FINDINGS

The study methodology part included a pre-test, translation validation, demographic characteristics of participants, and results that showed a significant positive influence on JoS for PW and OC. The study also confirms the positive effect of PW on JoS. Moreover, the mediating role of PW within the OC-JoS link is also supported. Furthermore, TI positively moderates the OC-JoS relationship, thus it implies a supportive role of technology in enhancing the educators' satisfaction. The model indicated that OC, PW, and TI explain 72.4% of the variation in JoS.

CONCLUSION

In this respect, the findings offer some practical insights for educational institutions and policymakers to facilitate enhancement strategies for OC, thus recognizing its influence on JoS and the well-being of educators. Understanding how technology can play a moderating role presents the strategic occasion to utilize technological tools for a more satisfying work environment.

Self-compassion and work engagement among Chinese nurses: exploring mediating effects of depression, anxiety, and stress

Objective

Work engagement significantly influences both the quality of nursing care and nurses' job performance. In this study, we aimed to explore the mediating effects of negative emotions on the relationship between self-compassion and work engagement among Chinese nurses.

Method

A cross-sectional study was performed on nurses in a tertiary A hospital located in Henan province from September, 2023 to December, 2023. Custom-designed digital surveys were disseminated to gather pertinent data. Structural Equation Modelling (SEM) were utilised to analyse the data and determine relationships among self-compassion, negative emotions and work engagement.

Results

A total of 1,201 nurses were included. According to the statistical model, self-compassion (β = 0.116, CI: -0.036 to -0.008, p < 0.001) and negative emotions (β = -0.372, CI: -0.053 to -0.033, p < 0.001) were correlated with work engagement. Furthermore, our analysis revealed that negative emotions partially mediated the relationship between self-compassion and work engagement (β = 0.174, CI: -0.066 to -0.020, p < 0.01).

Conclusion

These findings indicate that incorporating self-compassion and negative emotion regulation in interventions targeting work engagement may enhance the overall level of work engagement among nurses, thereby improving job satisfaction and the quality of patient care.

Appreciative Leadership, Workplace Belongingness, and Affective Commitment of Nurses: The Mediating Role of Job Crafting

Aim

This study aimed to investigate the appreciation leadership, workplace belongingness, and affective commitment among nurses, with a specific focus on the mediating role of job crafting.

Background

Leadership, particularly in healthcare care, significantly influences employee experiences and outcomes. Appreciative leadership fosters a positive work environment, valuing and motivating employees. However, its impact on workplace belongingness and affective commitment among nurses requires further exploration. Job crafting, a mechanism in which employees shape their roles to align with their preferences, strengths, and values, can serve as a mediator in the relationship between appreciative leadership and outcomes, such as workplace belongingness and affective commitment. Subjects and Methods. A cross-sectional descriptive study was conducted in nurses from two hospitals (Prince Mohammed bin Abdulaziz and Shaqra General Hospital) in Riyadh City, Saudi Arabia. Four standardized scales were used to assess appreciation for leadership, sense of belonging, affective commitment among nurses, and job crafting; 381 nurses were surveyed. AMOS structural equation modeling (SEM) was used to examine the hypothetical model of the study.

Results

APL significantly affects job-crafting behaviors, belonging, and affective commitment among nurses. Furthermore, job-crafting behaviors significantly affect belonging among nurses and commitment.

Conclusions

This indicates that when nurses perceive their leadership positively, their job-crafting behaviors increase, which in turn enhances their sense of belonging at work. Furthermore, these findings indicate that positive leadership perceptions directly improve nurses' commitment to their jobs. This study recommended that educational programs can upgrade leadership styles and change practice levels. Implications for Nursing Management. Nursing managers should focus on cultivating appreciative leadership behaviors, such as providing regular feedback, recognizing achievements, and fostering a supportive work culture. Organizations can encourage the creation of jobs among nurses by offering opportunities for autonomy, skill development, and flexibility in job roles.

The Association Between Intimate Partner Violence and Work Thriving/Work Alienation Among Chinese Female Nurses: The Mediating Impact of Resilience

Objective

The primary objective of this cross-sectional study was to examine the prevalence of different types of intimate partner violence (IPV) among female nurses employed in public hospitals across China. Additionally, the study sought to investigate the relationship between nurses' psychological resilience and their experiences of work thriving and work alienation in the aftermath of IPV.

Methods

This cross-sectional study utilized an online self-report survey to collect data from a sample of 522 female nurses working in public healthcare facilities across several major cities in China. The survey instrument collected information on participants' sociodemographic characteristics, experiences of intimate partner violence (IPV), psychological resilience, work thriving, and work alienation. The Kruskal-Wallis one-way ANOVA test was used to compare outcome variables across IPV exposure groups, and multiple linear regression modeling was subsequently performed to examine the associations between the dependent variables (work thriving and work alienation) and the independent variables, including IPV exposure and resilience.

Results

The overall prevalence of IPV reported by the female nurse participants was 74.26%. Specifically, the rates of emotional IPV, physical IPV, and sexual IPV were 74.06%, 24.27%, and 7.53%, respectively. The results indicated that total IPV exposure, the three IPV subtypes, psychological resilience, work thriving, and work alienation were all significantly and positively interrelated. IPV scores demonstrated a negative association with psychological resilience and work thriving, but a positive association with work alienation. Importantly, psychological resilience was found to be positively correlated with work thriving and negatively correlated with work alienation.

Conclusion

The findings suggest that psychological resilience plays a pivotal role, both directly and indirectly, in influencing the work-related outcomes of female nurses who have experienced IPV. Specifically, resilience was positively associated with thriving at work and directly negatively associated with work alienation, though a partial mediating effect of resilience was also observed.

Factors influencing the thriving of emergency department nurses in China

INTRODUCTION

Thriving is a positive feeling arising from nurses' work and is increasingly valued by managers. Given their demanding workloads and various duties, it is necessary to research the determinants of ED nurses' thriving. This study aimed to investigate the factors influencing thriving and the mechanisms of interaction between the factors among ED nurses.

METHODS

380 ED nurses from six tertiary hospitals in Shandong Province, China, participated in this cross-sectional study. The instruments used were the General Information Questionnaire, Challenge-Hindrance Stressors Scale, Psychological Detachment Scale, and Thriving at Work Scale. Data analysis methods included univariate analysis, Pearson correlation, PROCESS 4.0, and hierarchical multiple regression.

RESULTS

Weekly working hours affected nurses' thriving. Challenge stressors and psychological detachment were positively related to thriving. Hindrance stressors had a negative link with thriving. Psychological detachment suppressed the relationship between challenge stressors and thriving; however, it mediated the relationship between hindrance stressors and thriving.

CONCLUSION

Challenge-hindrance stressors and psychological detachment are significant elements influencing ED nurses' thriving. Nursing administrators should help ED nurses properly address stressors with different attributes and adopt appropriate strategies to improve nurses' thriving by enhancing psychological detachment.

The relationship between servant leadership and nurses' in-role performance: The sequential mediating effects of job autonomy and emotional exhaustion

AIMS

Drawing on the conservation of resources theory, this study examines the underlying process through which servant leadership is associated with nurses' in-role performance. Specifically, we test the indirect effect of servant leadership on in-role performance via a sequential mediating mechanism of job autonomy and emotional exhaustion.

DESIGN

A time-lagged design was implemented using data gathered from two-wave online surveys (1 week apart) of registered nurses from Jiangsu Province, China.

METHODS

Between September 2022 and February 2023, we used Wenjuanxing and Credma, which are two powerful and user-friendly data collection platforms, to distribute online surveys to potential participants. We received a total of 220 usable responses and employed the PROCESS Model 4 and Model 6 to assess our proposed hypotheses.

RESULTS

Our proposed model was supported. Servant leadership has a positive indirect effect on nurses' in-role performance through job autonomy and emotional exhaustion. Job autonomy has a negative effect on emotional exhaustion. Additionally, job autonomy mediates the negative relationship between servant leadership and emotional exhaustion.

CONCLUSION

The present research extends existing nursing studies by unravelling the complex mechanisms underlying the relationship between servant leadership and nurses' in-role performance. Our study also identifies the underlying mechanism of how servant leadership mitigates emotional exhaustion by supporting nurses' job autonomy.

IMPACT

The sequential mediation results provide us with a more fine-grained understanding of the relationship between servant leadership and nurses' in-role performance. It further promotes job autonomy and decreases emotional exhaustion, which supports the UN Sustainable Development Goal #3 (Good Health and Well-being).

PATIENT OR PUBLIC CONTRIBUTION

This study addresses the UN Sustainable Development Goal #3: 'To ensure healthy lives and promote well-being for all at all ages' and the healthcare providers will benefit from our study. Therefore, the study contributes to a more sustainable organization and society.

Updating Factors Influencing Nurse Work Engagement in the Hospital Settings: A Systematic Review

Background

Understanding the factors influencing work engagement among nurses is crucial for ensuring high-quality care and positive patient outcomes. Despite numerous factors associated with nurse work engagement, many were explored before the pandemic, potentially overlooking aspects relevant to the current context.

Aim

To explore and update factors related to nurse work engagement in the new normal era.

Design

Systematic review.

Data Sources

The search was restricted to articles published from 2019 to 2024 in CINAHL, PubMed, Scopus, ScienceDirect, Web of Science, and ProQuest, with full English text. The search was conducted from September 13th to 15th, 2023. Quantitative research articles that examined factors related to work engagement were included.

Review Methods

Data extraction, quality appraisal, and data analysis were performed in all included studies. Manual content analysis method was used to classify and group the factors.

Results

Sixty-one research articles were included in the final review. Five key groups of factors were generated from content analysis, including 1) individual-related factors, 2) organizational-related factors, 3) job and role-related factors, 4) work-life balance, and 5) work environment.

Conclusion

Understanding and addressing these multifaceted factors holistically is essential to develop strategies to sustain optimal engagement levels among nursing staff and improve overall patient care outcomes. Further studies are needed to confirm the findings.

Newly graduated nurses' commitment to the nursing profession and their workplace during their first year of employment: A focused ethnography

BACKGROUND

The commitment of nurses to their profession and workplace is closely linked to the delivery of high-quality patient care. Existing literature highlights the positive impact of commitment on care quality and patient outcomes. Conversely, a lack of commitment can lead to nurse burnout and disengagement. However, it remains unclear whether and how cultural beliefs and practices influence newly graduated nurses' commitment to the nursing profession and their workplace.

AIM

To explore the cultural beliefs and practices influencing newly graduated nurses' commitment to the profession and commitment to their workplace during their first year of employment.

DESIGN

A focused ethnographic study.

METHODS

Data consisted of field notes from 94 h of participant observations and 10 semi-structured interviews with newly graduated nurses working in acute care settings in Denmark. Data were analysed using ethnographic content analysis. Data were collected between March and June 2022.

RESULTS

The findings reveal a major theme, termed 'A State of Transience among Newly Graduated Nurses', consisting of two themes: 'Newly Graduated Nurses' Pursuit of Professional Development and Supportive Work Environments' and 'A Lack of Formal Agreements or Conditions to Meet Expectations for Professional Development.'

CONCLUSION

Hospitals and nurse managers need to support newly graduated nurses in their first employment after registration by providing a range of clinical experiences through job rotation opportunities within the same organization, deliver on promises for onboarding support and foster a culture of trust. These strategies will help maintain the motivation, commitment and ability of newly graduated nurses to deliver high-quality patient care, thereby reducing the likelihood of turnover.

RELEVANCE FOR CLINICAL PRACTICE

A trusting and supportive work environment is fostered by providing diverse clinical experiences and consistent support for newly graduated nurses. To address potential high turnover associated with job rotation, hospitals need to rethink how retention is defined and measured, moving beyond hospital unit-level models and measures.

REPORTING METHOD

This study reports to the SRQR guidelines.

PATIENT OR PUBLIC CONTRIBUTION

No patient or public contribution.

Promoting or Prohibiting? Investigating How Time Pressure Influences Innovative Behavior under Stress-Mindset Conditions

The existing empirical evidence on the relationship between time pressure and innovative behavior is paradoxical. An intriguing yet unresolved question is "When does time pressure promote or prohibit innovative behavior, and how?" We theorize that the paradoxical effect of time pressure on innovative behavior can be elucidated by the moderating role of stress mindset, and we also explore the mediating role of thriving at work. Our research involved a field study of 390 research and development personnel from eight enterprises and research institutes in China to test our proposed model. Results indicated that the stress-is-debilitating mindset negatively moderated the association between time pressure and thriving at work, while the stress-is-enhancing mindset positively moderated the link between time pressure and thriving at work. Furthermore, the findings demonstrated that the stress-is-debilitating mindset negatively moderated the indirect impact of time pressure on employees' innovative behavior through thriving at work, while the stress-is-enhancing mindset positively moderated the indirect effect of time pressure on employees' innovative behavior through thriving at work. The theoretical and practical implications of these findings are also discussed.

Decent work, work engagement, and turnover intention among registered nurses: a cross-sectional study

BACKGROUND

Nurses face substantial career challenges arising from global pandemics, economic crises, and their roles in conflict-ridden areas. In this context, the rights of nurses pertaining to decent work, such as freedom, fairness, safety, and dignity, are not adequately safeguarded. This study examines decent work status among Chinese nurses and its links to demographics, work engagement, and turnover intention.

METHODS

A cross-sectional study design was used following STROBE guidelines. Through a convenient sampling method, a total of 476 nurses were surveyed. These participants were drawn from three esteemed tertiary Grade A hospitals in Hangzhou, with data collection spanning from June to August in 2023. We used a comprehensive set of assessment instruments, encompassing an evaluation of demographic characteristics, the Decent Work Perceptions Scale (DWPS), the Utrecht Work Engagement Scale (UEWS), and turnover intention questionnaire. Bootstrapping procedures were used to ensure the robustness and reliability of the model.

RESULTS

The study revealed that nurses' perceptions of decent work significantly impacted work engagement (β = 0.603, p < 0.001) and turnover intention (β = -0.275, p < 0.001). Work engagement operated as a mediator between decent work and turnover intention, decreasing the likelihood of nurses leaving their positions (β = -0.062, p < 0.001). Factors such as age, years of working experience, professional title, job category, and attendance at professional conferences significantly influenced nurses' perceptions of decent work (all p < 0.05).

CONCLUSIONS

This study examines factors affecting decent work among nurses and explores its connection with work engagement and the intention to leave. Despite limitations (sample, social desirability bias), the study offers valuable insights for nursing practice. This suggests managers improve decent work for young nurses through rational shift schedules and continuous education. Policymakers should consider adjusting nursing policies for better employment conditions.

The effect of organizational culture in health services on employee flourishing

BACKGROUND

Culture has an important role in maximizing the value of human capital, which is regarded as the main source of organizational effectiveness.

OBJECTIVE

The research was conducted to determine the effect of organizational culture perceptions of healthcare professionals working in a university hospital on employee flourishing.

METHODS

It is a descriptive study conducted with 299 healthcare professionals working in a university hospital. "Structured Personal Information Form", "Denison Organizational Culture Survey" and "New Flourishing Index" to collect the data. In the analysis descriptive statistical methods such as percentage, frequency, arithmetic mean and standard deviation as well as Pearson correlation, linear regression and multiple linear regression analyses were performed to determine the relationship between variables.

RESULTS

According to the results of linear regression analysis, it was determined that organizational culture and flourishing were related (F: 88.229; p < 0.05). The organizational culture alone explained 22.6% of flourishing. As a result of multiple regression analysis, it was determined that the relationship between organizational culture sub-dimensions and flourishing was significant (F = 25.975; p < 0.05). The sub-dimensions of organizational culture explained 25.1% of the flourishing.

CONCLUSIONS

As a result of the study, it is observed that the perception of organizational culture of healthcare professionals has an impact on flourishing, and therefore the favorable development of organizational culture will contribute positively to employee flourishing. In present conditions, it has become a necessity for health organizations to provide the circumstances that will make all investments that will contribute positively to the flourishing of their employees a part of the organizational culture.