The objective of this review of reviews was to identify the reasons for missed nursing care and to shed light on how nurses prioritize what care they miss. Missed nursing care refers to essential nursing activities or tasks that are omitted or not completed as planned during a patient’s care. This omission can result from various factors, such as staffing shortages, time constraints, or communication issues, and it can potentially compromise the quality of patient care and safety. Identifying and addressing missed nursing care is crucial to ensure optimal patient outcomes and the well-being of healthcare professionals. To be included, reviews had to use the systematic review process, be available in the English language, examine missed care in hospitals and at home, and include participants who were over eighteen years old. The review intended to answer the following questions: ‘Why nursing care is missed?’ ‘How nurses prioritize what care they missed?’. An umbrella review was developed guided by the JBI methodology and using PRISMA-ScR. A total of 995 reviews were identified. According to the inclusion criteria, only nine reviews were finally evaluated. The findings indicate that care is missed due to staffing levels, organizational problems, and the working climate. Prioritization of care depends on acute care needs as well as educational and experiential background. Missed nursing care is associated with patient safety and the quality of provided nursing care. Specifically, it has negative impacts on patients, healthcare professionals, and healthcare service units. Organizational characteristics, nursing unit features, and the level of teamwork among nursing staff affect Missed Nursing Care. Individual demographic characteristics of the staff, professional roles, work schedules, and adequate staffing may potentially contribute to the occurrence of Missed Nursing Care, which is why they are under investigation. However, further consideration is needed regarding the management of patient needs and nurse prioritization.

Depressive, anxiety, and stress symptoms are prevalent in patients with inflammatory bowel disease (IBD) and may negatively influence the disease course and quality of life. The study aimed to assess the relationship between psychological factors and patients’ quality of life (QoL). A cross-sectional study with the use of a structured questionnaire among 38 patients with Crohn’s disease and 30 with ulcerative colitis was conducted. The inflammatory bowel disease questionnaire (IBDQ-32) was used to evaluate the patients’ quality of life, and the Depression, Anxiety, Stress Scale (DASS21) was used to evaluate these psychological factors. Pearson descriptive statistics and multiple regression analyses were performed. According to the findings of the multiple regression analysis, depressive, anxiety, and stress symptoms were negatively associated with quality of life. Participants with higher scores of anxiety had inferior QoL in intestinal symptoms (p=0.013) and in systemic symptoms (p=0.013), with higher scores of depression had inferior QoL in emotional function (p<0.001), and higher scores of stress had inferior QoL in the domain of social support (p=0.002). Psychological symptoms of emotional disorders appear to be associated with lower quality of life in IBD patients. This study examined levels of depression, anxiety, and stress in Greek patients with IBD, which were associated with lower levels of their quality of life. Interventions to improve QoL in patients with IBD should consider the effect of psychological symptoms.

Older people often feel weak and have limited physical activity and walking capacity, without energy. These characteristics meet the conditions for the onset of the frailty syndrome. The effect that frailty syndrome can have on the elderly’s quality of life (QOL) status has not been sufficiently explored, especially in the Greek population. This study aims to investigate the correlation between frailty and QOL in a community population of elderly people with independent living. A descriptive cross-sectional study was performed. The study sample consisted of 257 elderly people from three Open Care Centers for the Elderly Population of the Municipality of Grevena, Greece. The Tilburg Frailty Indicator was used to measure frailty in elderly people and the World Health Organization QOL-BREF was used to assess the health-related QOL of older people. The majority of elderly people showed relatively low overall frailty score (mean: 5.44). The elderly people had relatively high QoL assessment values and general satisfaction with their health condition. The obtained results show a statistically significant negative relationship between (i) physical frailty, psychological frailty, and all dimensions of QOL, (ii) social frailty and social relationships, and (iii) total frailty and all dimensions of QOL. Consequently, despite an average age of 75.12 years and higher female participation, the study population was not very frail and were satisfied with their QOL. Frailty has a negative effect in all QOL domains.

Objectives The study aimed to assess the impacts of organizational silence and favoritism on work outcomes and psychological wellbeing among nurses working in hospitals. Background Literature on the organizational climate among nurses in hospital settings is limited, particularly on favoritism and organizational silence and their effect on nurses. Methods Purposive sampling was used to gather 549 registered nurses who participated in this cross‐sectional study. Standardized self‐report questionnaires were used to gather the necessary data. Results Years in the nursing profession (β = .028, P < .001), location of work (β = 0.481, P < .001), and facility size (β = 0.451, P < .001) strongly predicted organizational silence, while years in the present unit (β = 0.020, P = .022) and last shift length (β = 0.200, P = .012) predicted favoritism. Favoritism (β = 0.226, P = .028) significantly influenced turnover intention in nurses. Conclusion Higher levels of favoritism within the organization are strongly linked with nurses' turnover intention. Few individual and organizational variables predicted organizational silence and favoritism. Implications to Nursing Management The results of this study provide an insight to the effects of organizational silence and favoritism towards nurses' work outcomes and psychological wellbeing. Improving the channels of communication among the healthcare team is vital to promote inclusivity among healthcare workers and enhance organizational viability.

Studies have shown that breastfeeding self-efficacy constitutes a determinant used to forecast breastfeeding behaviours. The aim of this study was to examine the factors associated to breastfeeding self-efficacy and identify its predictors among Greek women in their immediate postpartum period. A cross-sectional study was conducted at the General Hospital of Volos, Greece. A convenience sample of 120 postpartum women who gave birth at the hospital and met all the inclusion criteria were invited to participate; 100 responded. Questionnaires on socio-demographic, perinatal and breastfeeding-related characteristics, the Edinburgh Postnatal Depression Scale, and the Breastfeeding Self-Efficiency Scale were completed. Univariate and multivariate analyses were performed with the use of the linear regression model. Women reported a rather good level of breastfeeding self-efficacy (mean = 3.65; SD = 0.85) in the early postpartum period. 52% of women carried out exclusive breastfeeding in the hospital. The prevalence of postnatal depression was 25%. The best-fit regression analysis revealed four predictors (timing of the mother’s decision to breastfeed, infant’s feeding pattern, previous breastfeeding experience, levels of postnatal depression) explaining 44.7% of the variance in breastfeeding self-efficacy. Acknowledging the determinants which affect breastfeeding self-efficacy of women in the immediate postpartum period is a necessary condition in designing targeted intervention services.

Background: The leadership style employed by those in positions with authority could significantly impact employees’ work behavior, either positively or negatively. Objectives: The aim of the study was to examine the impact of engaging leadership on quiet quitting and work engagement among nurses. Methods: A cross-sectional study was conducted in Greece with a convenience sample. Data collection occurred throughout October 2024 via an online survey. We utilized Google forms to create an online version of the study questionnaire, which was subsequently shared in Facebook groups for nurses. We used validated tools to measure our study variables, namely, the “Engaging Leadership Scale-12” for engaging leadership, the “Quiet Quitting Scale” for quiet quitting, and the “Utrecht Work Engagement Scale-3” for work engagement. We applied univariate and multivariable linear regression analyses to identify the association between engaging leadership, quiet quitting, and work engagement. p-values less than 0.05 were considered statistically significant. Results: Our multivariable models showed a negative association between engaging leadership and quiet quitting. Moreover, we found a positive association between engaging leadership and work engagement after the elimination of confounders. Conclusions: Our findings suggest that higher levels of engaging leadership reduce quiet quitting and improve work engagement. Nurses’ managers should adopt engaging leadership to improve nurses’ motivation and, thus, clinical outcomes.