(1) Background: Different investigations relate mindfulness practice as a strategy to cope with and improve negative repetitive thinking states and forgiveness. (2) Methods: The aim is to analyze the mediating processes of mindfulness as a trait and the changes in the anger rumination on forgiveness. This sample comprised 264 undergraduate students (M = 24.13 years, SD = 11.39). The instruments used were the Anger Rumination Scale (ARS), the Five Facet Mindfulness Questionnaire (FFMQ) and the Heartland Forgiveness Scale (HFS). For data analysis, the spillover effect was calculated using 10,000 bootstrap samples for the bootstrap confidence intervals (CI). (3) Conclusions: The results confirm that the relationship between mindfulness practice and forgiveness is mediated by changes in mindfulness trait and anger rumination. Given the results obtained, it is considered appropriate to extend the study to samples from other countries, as well as to contexts of depressive rumination or anxiety.

Numerous interventions propose mindfulness training as a means of improving empathy. Our aim is to analyse the relationship between mindfulness practice and empathy through the mediating process of trait mindfulness. This sample comprised 264 undergraduate students ( , SD = 11,39). The instruments used were Five Facet Mindfulness Questionnaire and Toronto Empathy Questionnaire. The indirect effect was calculated using 10.000 bootstrap samples for the bootstrap confidence intervals corrected for bias. Empathy improvement is mediated by changes in the cognitions derived from mindfulness (B = .346, p<.01). The direct effect of mindfulness practice on empathy disappears in presence of this mediator (B = .133, p>.05). Mindfulness interventions that aim to improve empathy should focus on three of its components; observing, describing and nonreactivity to inner experience. Given the significance of the results, the research must be extended to larger samples.

Background: This study examines the relationship between work vigor, a core dimension of work engagement, and turnover intention among nursing professionals in Spain, drawing on the Job Demands‐Resources (JD‐R) model. Methods: A cross‐sectional survey was conducted with 182 nurses from the Basque Country using the Utrecht Work Engagement Scale (UWES‐9) and a three‐item measure of turnover intention. Results: Data were analyzed through nonparametric statistics, including Spearman’s correlation and group comparisons. Results revealed a significant negative association between vigor and turnover intention ( ρ = −0.44, p < 0.001), indicating that nurses with higher levels of energy and resilience were less likely to consider leaving their jobs. Younger and nontenured professionals showed higher turnover intention scores. These findings suggest that vigor may represent a key psychological resource that is associated with lower withdrawal tendencies in demanding healthcare environments. Conclusion: The study highlights the need for HR and leadership practices that sustain nurses’ energy and motivation as a potential way to address turnover risk and strengthen workforce stability. Implications for Nursing Management: Nurse leaders should monitor nurses’ energy and engagement levels, especially among younger and nontenured professionals, and may consider strategies such as supportive leadership, recognition, manageable workloads, mentoring, and career development opportunities to support workforce stability.