Background: Transformational leadership fosters trusting relationships; new visions; and personal, professional, and cultural growth. Effective leaders support their team’s motivational growth and organizational goals. This study aims to underscore the importance of transformational leadership and its various dimensions, focusing on its impact on job satisfaction and personal mastery among nursing leaders in healthcare organizations. Method: A cross-sectional design with convenience sampling was used. The evaluation tools included the Multifactor Leadership Questionnaire (MLQ-6S), the Satisfaction of Employees in Health Care (SEHC) questionnaire, and the Personal Mastery Scale (PMS). Results: The findings indicate that job satisfaction is influenced by transformational leadership, emphasizing the importance of tailored leadership development strategies within healthcare organizations. The laissez-faire leadership style was the only one showing no correlation with nurses’ job satisfaction. Other leadership styles showed significant positive or negative correlations with the analyzed variables. Conclusions: Transformational leaders are essential for fostering trust and enhancing job satisfaction in healthcare settings. Positive leadership styles contribute to higher levels of job satisfaction and personal mastery among nursing leaders. Conversely, laissez-faire and autocratic leadership styles can negatively impact performance and staff satisfaction. These findings highlight the critical role of leaders in creating positive work environments and supporting employee development and well-being in healthcare.

Background/Objectives: The nursing profession is expected to undergo substantial transformations in the coming years due to rapidly evolving sociocultural, environmental, and technological changes. Defining and assessing nursing competencies are essential to ensuring high-quality care and fostering professional development. This systematic review aims to explore the future nursing competencies required and the sociocultural factors influencing their evolution. Methods: A comprehensive systematic search was conducted in several indexed databases PubMed, CINAHL, Scopus, and Web of Science databases using keywords such as “nursing competencies”, “future”, “healthcare systems”, and “demographic change”. Studies published within the last five years were included, and a rigorous quality assessment was performed. Results: The findings suggest that key sociocultural and technological factors—including environmental sustainability, technological advancements, innovation, globalization, urbanization, policy uncertainty, and demographic shifts—will significantly shape the development of nursing competencies. It is projected that nearly 70% of the nursing workforce will operate in highly unpredictable environments. The review highlights the need to develop interpersonal, higher-order cognitive, and system-level competencies, alongside complementary skills in personal and customer services, decision making, technology utilization, creativity, and scientific methodologies. Conclusions: Addressing the future challenges in nursing requires a holistic and strategic approach, including a cultural shift within the profession supported by targeted policies and sustained investment in education and continuous professional development. Training systems should prioritize the development of core competencies and promote lifelong learning to ensure adaptability in an evolving healthcare landscape.

Chronic illness requires numerous treatments and self-care is essential in the care process. Evaluation of self-care behaviors facilitates the identification of patients’ needs and optimizes education and care processes. This study aimed to test the psychometric characteristics (validity, reliability, and measurement error) of the Albanian version of the Self-Care of Chronic Illness Inventory (SC-CII). Patients with multiple chronic conditions and caregivers were recruited in outpatient clinics in Albania. The patients completed the SC-CII, which includes three scales: self-care maintenance, self-care monitoring, and self-care management. Factorial validity was tested for each scale, with confirmatory factor analysis. Reliability was evaluated with the composite coefficient, Cronbach’s alpha, and the global reliability index for multidimensional scales. The construct validity was tested using hypothesis testing and known differences between groups. The measurement error was tested to assess responsiveness to changes. The self-care maintenance and self-care monitoring scales showed a unidimensional factorial structure, while the self-care management scale showed a bidimensional structure. Reliability estimates were adequate for all reliability coefficients. Construct validity was supported. The measurement error was adequate. The Albanian version of the SC-CII shows good psychometric properties in the Albanian sample.

The present study aimed to explore the perceptions of spirituality and spiritual care among nurses who work in three different countries with different cultures as well as the factors influencing their perception. This is a cross-sectional multicultural study conducted with a total of 1090 nurses from Türkiye, Albania, and Italy. Data were collected through the “Individual Information Form” and the “Spirituality and Spiritual Care Rating Scale”. Nurses’ mean score on the Spirituality and Spiritual Care Rating Scale was above average. It was also found that country, marital status, religious belief, Islamic religion, training for spiritual care, and using spiritual practices to cope with difficulties or illnesses influenced nurses’ perception of spirituality and spiritual care. It was concluded that nurses from the three countries associated spirituality and spiritual care with religion and that some personal characteristics influenced their perceptions of spiritual care. The results highlight the need for training in spiritual care to improve nurses’ perceptions and practices of spiritual care.

Background/Objectives: Understanding how work environments affect nurses’ turnover intentions is crucial for improving retention and organizational stability. Research on factors influencing nursing turnover intentions in Italy is limited despite its significant impact on healthcare sustainability today. Aim: This study aims to identify the individual, interpersonal, and job-related factors influencing quit intentions among nurses, examining the mediating role of job satisfaction. Methods: Guided by the Job Demands–Resources (JD-R) theory and Social Exchange Theory (SET), this cross-sectional study applied structural equation modelling (SEM) to analyse theoretical relationships. Researchers collected data between August 2022 and December 2023 via an online survey sent to nurses in different settings across Italy. This study tested a hypothesised mediation model using SEM analysis, demonstrating good fit indices. Results: A total of 1745 nurses responded. The findings reveal that high job demands—physical, mental, and emotional workloads—were significantly associated with increased dissatisfaction and quit intentions. Conversely, job resources, including decision-making autonomy, inspiring leadership, and positive leader–member exchanges, were linked to greater job satisfaction and retention. Contrary to expectations, work satisfaction did not mediate the relationship between job demands/resources and turnover intentions. This could be explained by the strong direct effect of job satisfaction on turnover intentions. Additionally, younger nurses were more likely to report higher turnover intentions. Conclusions: Identifying potential quitters at an early stage is essential for the sustainability of healthcare organizations. Understanding the factors contributing to nurse turnover is crucial for developing effective retention strategies. This study emphasizes the need for healthcare organizations to prioritize supportive work environments to enhance nurse job resources, well-being, and retention.