Aim To provide an updated definition of the concept of nurses’ workplace social capital that addresses changes in the contemporary nursing workforce. Background Social capital explains the components of a constructive work environment. Advancements in psychology of workplace and changes in the demographic structure of nursing workforce call for a revised version of nurses’ workplace social capital. Method Walker and Avant's approach was implemented. Data were compiled from “Medline” and “CINAHL”, “Google” search engine, book chapters and expertise of nursing academicians. Results Nurses’ workplace social capital is a relational network that is configured by interactions among healthcare professionals. Although, various attributes influence these interactions, Relational Network, Trust, Shared Understanding, Reciprocity and Social Cohesion are considered as the major attributes. A healthy relational network creates a healthy workplace which can be further fortified by effective communication, active group engagements and a supportive leadership. Conclusions Results of our concept analysis should establish a theoretical groundwork for nurse leaders to better build and more effectively lead the contemporary nursing workforce. Implication for Nursing Management. Leaders’ dedication to workplace social capital is the tenet of a constructive workplace, which in return can support nurses to flourish in their clinical and the other professional responsibilities.

Background: Research has confirmed the importance of workplace social capital in the nursing workforce. Integration of the empirical evidence about nurses’ workplace social capital into a scientific collection can provide a comprehensive presentation of this concept. This scientific collection can be a conduit for further research and advancement of nursing management and leadership. The purpose of this paper, therefore, is to discuss the process of developing a conceptual model of nurses’ workplace social capital, an effective and concise approach to illustrate a scientific phenomenon. Methods: The model of nurses’ workplace social capital was developed following Walker and Avant’s strategy of theory synthesis. Empirical evidence relevant to nurses’ workplace social capital was synthesized by systematically examining the existing literature. PubMed, CINAHL, Web of Science and Google Scholar were searched periodically from October 2017 to July 2020. Results: Our proposed conceptual model lays out the determinants and outcomes of nurses’ workplace social capital and specifies the relational statements among these concepts. Nurses’ workplace social capital is influenced by the organizational and individual determinants shaped by multiple layers of sub-concepts. The development and implementation of nurses’ workplace social capital has three themes of consequences: 1) nurses’ outcomes; 2) patients’ outcomes; and 3) organizational outcomes. All the concepts and statements have been organized and aligned with the principles of “inventory of determinants or results” and “theoretical blocks”. Conclusion: Our theoretical synthesis offers a comprehensive picture of the current knowledge of nurses’ workplace social capital. Efforts should be dedicated to evaluating, revising, and revamping this newly developed model based on future empirical evidence. Our synthesized conceptual model is the segue to more comprehensive studies about nurses’ workplace social capital. Interventional programs for the development of social capital can be structured based on the identified determinants.

Workplace social capital is the relational network, created by respectful interactions among members of a workforce, can contribute to the formation of a wholesome psychological work environment in an organization. Nurses' workplace social capital is a derivative of the workplace social capital, formed because of the complex interactions among the nursing and between the other healthcare professionals. Transformational leadership is a style of leadership that addresses the emotional wellbeing of its workforce and inspires shared group ethics, norms, and goals. The philosophy of transformational leadership is grounded on the premise of workforce as human beings with specific needs. Transformational leadership has been confirmed as a strong predictor of nurses' workplace social capital. Meanwhile, it is of an academic and/or healthcare industry operational value to scholarly assess and discern the theoretical influence of transformational leadership on nurses' workplace social capital. In this paper, we have attempted to explore the associations between transformational leadership and nurses' workplace social capital from a theoretical perspective. We have discussed the importance of each sub-dimension of transformational leadership (modeling the way, inspiring a shared vision, challenging the process, enabling others to act and encouraging the heart) in building up the social capital relational network. Finally, we have proposed a graphic framework of our analysis to facilitate understanding of the associations between the transformational leadership and nurses' workplace social capital, in formation of a healthy work environment which is the foundation for efficiency and productivity of the workforce.

Aim. The purpose of our review was to assess the role of nurses’ workplace social capital in meeting the Sustainable Development Goals (SDGs) of the United Nations (UN). Background. In 2015, the 2030 Agenda for Sustainable Development with 17 universal goals was adopted by members of the UN. Although nurses have been acknowledged as important contributors to sustainable development, they still have difficulties in connecting their work to the SDGs. Nurses’ workplace social capital is an important concept in nursing management due to its constructive consequences. However, the potential association between nurses’ workplace social capital and the SDGs has not been evaluated. Evaluation. We conducted an integrative review, following the methodology of Whittemore and Knafl. Seven databases, Medline, CINAHL, Web of Science, Cochrane Library, Embase, PsycINFO, and Scopus with no restriction on publication year, were searched in May 2023 to identify statistically significant empirical evidence. Only peer‐reviewed research papers published in English language journals were considered. We applied the Mixed Methods Appraisal Tool to evaluate the quality of the selected articles. We categorized outcomes of nurses’ workplace social capital into themes and connected them to the SDGs through repeated comparisons and discussions. Key Issues. Twenty‐nine of 2,188 retrieved articles were included in the final data analysis. Twenty‐three outcomes of nurses’ workplace social capital were identified, and three themes were abstracted. Nurses’ workplace social capital is positively associated with SDG 3 (good health and well‐being), SDG 8 (decent work and economic growth), and SDG 17 (partnerships for the goals). Conclusion. Findings of our integrative review shed light on the importance of nurses’ workplace social capital and the role of nurses in achieving the global movement for sustainable development. Implication for Nursing Management. Investment in nursing workforce and nurses’ workplace social capital can further strengthen the position of nurses to support and deliver the SDGs.

Background/Aims: Previous studies have found that the injection of rat bone marrow mesenchymal stem cells (rBMSCs) in a mouse model of acute hepatic failure can significantly relieve intestinal damage and endotoxemia. However, the mechanism of this process remains unknown. This study demonstrated the differentiation of rBMSCs into enterocyte-like cells and possible molecular mechanism with the aim of finding new treatment for intestinal epithelial injury and endotoxemia in liver failure. Materials and Methods: rBMSCs were isolated from femurs and tibias. Differentiation was induced by co culturing (rBMSCs+mIEC-6) using Transwell; after three, seven and ten days of induction, specific expression molecules were examined. To inhibit the activities of ERK1/2 signalling pathway, the inhibitor of MEK1/2, U0126 was added into the co-cultured medium. After 36 and 72 hours of inhibition, western blot analysis was used to evaluate the expression of specific molecules, including the specific markers of ERK1/2 signalling pathway (p-MEK1/2 and p-ERK1/2). Results: The rBMSCs can differentiate into enterocyte-like cells as co-cultured with mIEC-6. U0126 could temporarily inhibit the activity of MEK1/2, but MEK increased after 72 hours, and the epithelioid differentiation of rBMSCs was consistent with the change of MEK. Conclusion: rBMSCs can differentiate into intestinal epithelium by co culturing with mIEC-6, and the ERK1/2 signalling pathway can be involved in regulating the differentiation of rBMSCs. However, further research is still needed to perfect the network of mechanisms.