Aim: To clarify the concept of psychological safety in a healthcare context and to provide the first theoretical framework for improving interpersonal relationships in the workplace to better patient care.Design: A Rodgers’ concept analysis.Methods: The concept analysis was conducted using a systematic search strategy on PubMed, CINAHL, PsycINFO and Ichushi‐Web.Results: An analysis of 88 articles studying psychological safety in health care identified five attributes: perceptions of the consequences of taking interpersonal risks, strong interpersonal relationships, group‐level phenomenon, safe work environment for taking interpersonal risks and non‐punitive culture. The antecedents included structure/system factors, interpersonal factors and individual factors. The four consequences included performance outcomes, organizational culture outcomes, and psychological and behavioural outcomes.

Aims: The aim of this study was to examine the reliability and validity of the Practice Environment Scale of the Nursing Work Index (PES‐NWI) for hospital nurses in Japan.Design: A cross‐sectional mail survey.Methods: Participants in this study were 1,219 full‐time ward nurses from 27 hospitals in Japan, using 31 items of the Japanese version of the PES‐NWI questionnaire, from December 2008‐March 2009. Construct validity, criterion‐related validity and internal consistency of the PES‐NWI were tested.Results: The PES‐NWI showed reliable internal consistency. The five‐factor structure was supported by confirmatory factor analysis. The PES‐NWI correlated significantly with job satisfaction, burnout and the nurses’ intention to stay on the job, supporting criterion‐related validity.

Aim: In this study, we developed and verified the Nurse Managers’ Empowering Behavioral Scale for Staff Nurses (NMEB‐SN).Design: A cross‐sectional survey.Methods: The NMEB‐SN was developed based on the staff nurses’ perspectives. Nurses working in 10 hospitals in Japan were surveyed using a questionnaire to test the scale's validity using construct and criterion‐related validity and reliability using internal consistency and test–retest method. There were 1,146 eligible participants included in the process.Results: The scale items resulted in five subscales comprising of 48 items altogether. The goodness‐of‐fit indices for confirmatory factor analysis were CFI = 0.903 and RMSEA = 0.076. The correlation with external criteria for criterion‐related validity was near the expected standard. Further, Cronbach's α coefficient was 0.95–0.97 for each subscale and 0.99 for the overall scale. The reliability and validity of the developed NMEB‐SN were verified for staff nurses in Japan.

Background/Objectives: High nurse turnover has economic implications for healthcare organizations and impacts the quality of care. Individual, job-related, and organizational factors determine nurse turnover. This study, thus, aimed to investigate the impact of nurses’ resilience and the quality of the relationship between staff nurses and nurse managers, defined as leader–member exchange (LMX), on actual nurse turnover. Methods: A prospective study was conducted from June to July 2022, targeting nurses from three advanced treatment hospitals in Japan. Data were collected through a self-administered questionnaire investigating the participants’ actual turnover in April 2023. The data of 1130 nurses were analyzed in this study. A binary logistic regression analysis was performed using actual turnover as the dependent variable and nurse resilience and LMX as independent variables. Results: The results revealed that while LMX influenced actual turnover, nurse resilience had no statistically significant relationship with turnover. Conclusions: The findings show that LMX needs to be improved if actual turnover is to be curbed.