Nurses' turnover is a major contributor to nursing shortages, strongly influenced by nurses’ intentions to leave. Several factors influencing the turnover intention have been well identified in Western countries and large cities in China. However, whether these factors also contribute to nurses' work stress in Midwest China are still unclear. The main purpose of this study was to examine the work pressure and associated factors influencing the nurses’ intent to leave. A cross-sectional questionnaire-based survey with multistage sampling was conducted by recruiting 800 employed registered nurses with >1 year of work experience. Chi-square test and multi-factor logistic regression were applied to attain the relative comparisons. Sub-group analysis was conducted to explore the different turnover intention patterns in different age groups. The turnover intention was classified as strong/very-strong (19%), weak (62%), and very-weak (19%). Among the factors influencing the nurses’ desire to leave the profession, work pressure was the most prominent. The predominantly associated factors contributing the work stress were age, experience, and workload. However, the scale of income did not affect the intent to leave decision. Pediatrics was identified to be the highest tormented department with a significant (P < 0.05) turnover of nurses. Among different age sub-groups, 30–39 age group nurses in Secondary hospitals demonstrate a stronger intent to leave. Nurses’ turnover intentions were associated with stress, age, job duty, and career commitment in Shaanxi Province. The intent to leave is dynamically multifactorial, and effective managements and supportive strategies are needed to reduce the nurses work stress accordingly.

This study aimed to explore the experiences of barriers and facilitators to the implementation of narrative nursing by junior nurses. Participants were recruited using purposive sampling. Semi-structured interviews were conducted from October 2023 to February 2024. Data were thematically analyzed using the Colaizzi seven-step method. Five barriers and 3 facilitators to the implementation of narrative nursing by junior nurses emerged in the study. Relevant barriers include lack of practical skills related to narrative nursing, neglect of the concept of humanistic care, negative events, high workload for junior nurses, restricted implementation environment. The facilitators contain patients’ and family members’ trust, training related to knowledge and skills, as well as harmonious and cooperative working atmosphere. There is still room for improvement in the implementation of narrative nursing for junior nurses, and the systematic training of narrative nursing knowledge and skills should be enhanced; the medical humanistic environment should be optimized; and the psychological resilience of junior nurses should be improved, so as to encourage them to actively implement narrative nursing at the early stage of their careers, and to deepen the high-quality development of nursing humanism.

Narrative nursing is a novel approach according with humanistic care, which has been shown to be effective in improving health outcomes for both patients and nurses. Nevertheless, few studies have investigated the status of narrative nursing practice among nurses, and a comprehensive understanding of factors influencing this practice remains elusive. This was an observational, cross-sectional study using convenience sampling method. After obtaining the informed consent, a total of 931 registered nurses from three hospitals in China were investigated. Data were collected using the Social Support Rating Scale, the General Self-efficacy Scale, and the Knowledge-Attitude-Practice Survey of Clinical Nurses on Narrative Nursing. All the scales were validated in the Chinese population. The questionnaire results were verified by an independent investigator. Factors influencing narrative nursing practice were determined through a series of analyses, including independent sample t-tests, one-way ANOVA, and Pearson correlations. Subsequently, path analysis was performed and a structural equation model was established. The score of narrative nursing practice in this study was 30.26 ± 5.32. The structural equation model showed a good fit, with a Root Mean Square Error of Approximation (RMSEA) of 0.007 (90%CI: 0.000, 0.047). Both social support and narrative nursing attitude could directly affect narrative nursing practice (βsocial support = 0.08, P < 0.001; βattitude = 0.54, P < 0.001) and indirectly influence it via self-efficacy (βsocial support = 0.04, P < 0.001; βattitude = 0.06, P < 0.001). In addition, narrative nursing knowledge (β = 0.08, P < 0.001) and the nurses’ growth environment (β=-0.06, P < 0.001) also affected the practice of narrative nursing. Narrative nursing in China is at a medium level and could be influenced by several personal and environmental factors. This study highlighted the critical role of nursing management in the advancement of narrative nursing practices. Nurse managers should prioritize specialized training and cultivate supportive environments for nurses to improve their narrative nursing practices.

Background: To investigate the mediating roles of depressed mood and family health in the relationship between learning burnout and quality of life (QOL) among primary and secondary school students during public health emergencies. Methods: The study was conducted in Xi’an City, China, from 15 to 30 January 2022, targeting students from urban and rural areas within the epidemic prevention and control zone. A total of 20,152 questionnaires were initially collected, with 809 invalid responses excluded, resulting in a final sample of 19,343 valid questionnaires (response rate of 95.99%) from primary and secondary school students. Regression analysis and mediation effect analysis were employed to assess the relationships among learning burnout, depression, family health, and QOL. Results: Learning burnout was negatively associated with QOL, and the association was potentially mediated through depression and family health. Depression was inversely related to QOL, with family health potentially acting as a mediator in this relationship, exhibiting a healthy family was correlated with higher QOL (depression→family health: -0.87, family health→QOL: 0.66), which was inversely related to the negative effects of depression (depression→QOL: -0.11). Conclusions: Depression and family health were identified as potential mediators in the association between learning burnout and QOL among these students, highlighting the crucial importance of alleviating depression and enhancing family health in efforts to improve their overall QOL.

Background: The high turnover of young nurses poses a significant challenge to the stability of healthcare systems worldwide. While the relationships between perceived organizational climate, work engagement, and turnover intention are established, there is a lack of research integrating a humanistic care management perspective to elucidate the specific psychological mechanisms among young nurses at their uniquely vulnerable career stage. Drawing upon this contextual lens, this study aims to evaluate the status of perceived organizational climate, work engagement, and turnover intention among young nurses, and to further explore the potential mediating role of work engagement in the relationship between perceived organizational climate and turnover intention. Methods: A cross-sectional study was conducted from July to September 2025, surveying 366 young nurses from a tertiary Grade-A hospital in Shaanxi Province, China, using convenience sampling. Data were collected using a general information questionnaire, the Utrecht Work Engagement Scale, the Organizational Climate Questionnaire, and the Turnover Intention Questionnaire. A Structural Equation Model was employed to analyze the mediating effect. Results: The findings revealed significant interrelationships among perceived organizational climate, work engagement, and turnover intention. Work engagement was found to partially mediate the relationship between perceived organizational climate and turnover intention during young nurses, explaining 34.78% of the variance. Conclusion: These findings suggest that organizational climate functions as a critical job resource that may buffer turnover intention by fostering higher levels of work engagement. To maintain workforce stability, nursing managers should integrate humanistic care into organizational policies to cultivate a supportive environment. However, due to the cross-sectional design and convenience sampling from a single institution, causal inferences should be made with caution, and the generalizability of the findings may be limited.