Background: Being a nurse with non-altruistic orientation exists and altruism decline is being challenged as never before, which would be a disaster for medicine if left unnoticed.Purpose: To describe the meaning of altruism and altruistic behaviors in nursing, and to discuss dilemmas we face today.Method: Cochrane, PROSPERO, PubMed, Web of Science, CINAHL, Scopus, Embase, ProQuest, and CNKI were searched for original research published in English or Chinese from 2012 to February 2022.Results: By screening 13 studies came from 12 different countries described altruism and altruistic behavior together were included in. Altruism has been described as value, vocation, or professionalism in nursing which can reflect nurses' compassion, level of expertise, and quality of care. Altruistic nursing care, body donation, financial endowment, volunteering, sharing, benefiting patients maximum, and helping colleagues represented most of the altruistic behaviors in nursing. There is a vacant that not any assessment tool designed for measuring altruism in nurse groups. Interventions from curriculums in class and support of organizations with psychological methods could be helpful to improve the nurses' level of altruism.Conclusion: Altruism and altruistic behaviors in the past decades were described. A new concept of altruism in nursing was proposed based on the original meaning and the current changes, and interventions for promoting altruism and some of the dilemmas faced today were synthesized.

Burnout is prevalent among nursing staff, especially in the operating room, which is a high-intensity, high-pressure and fast-paced work environment. As the prevalence of nurse burnout increases, reducing the burnout of operating room nurses helps to improve the physical and mental health of nurses. Thus, stabilising the nursing team can also guarantee the quality of medical care, which in turn improves patient satisfaction. In this study, we conducted a meta-analysis based on the Pearson correlation coefficient to quantitatively analyse the factors related to burnout among operating room nurses and to provide a reliable basis for preventing and intervening in burnout among operating room nurses. CNKI, Wanfang Database, Wipro Database, China Biomedical Database, PubMed, Web of Science, Embase, CINAHL and Cochrane Library Database were searched, and the keywords ‘operating room’, ‘nurses’, ‘burnout’ and the corresponding English terms were used for the search. The time limit for the search was set from the creation of the databases to April 2024. Two researchers with evidence-based knowledge conducted the search, independently screened the literature according to the inclusion and exclusion criteria, extracted the information and assessed the quality of the included literature using the quality assessment criteria for observational studies recommended by the Agency for Healthcare Quality and Research, and performed a meta-analysis of the literature using the r value as an indicator of the outcome in RevMan 5.4 software. A total of 25 papers were included, with a sample size of 6,061 cases. The quality of the literature was moderate. The meta-analysis showed that job stress (r = 0.56, 95% confidence interval [CI]: 0.42–0.68, I2 = 86%), work–family conflict (r = 0.52, 95% CI: 0.36–0.64, I2 = 82%), willingness to leave (r = 0.42, 95% CI: 0.34–0.49, I2 = 0%) and hidden absenteeism (r = 0.49, 95% CI: 0.41–0.57, I2 = 55%) were positively correlated with burnout (p < 0.01), job immersion (r = − 0.39, 95% CI: − 0.40 to − 0.32, I2 = 0%), social support (r = − 0.46, 95%: − 0.58 to − 0.33, I2 = 74%), psychological capital (r = − 0.53, 95% CI: − 0.60 to − 0.45, I2 = 72%) and well-being (r = − 0.54, 95% CI: − 0.73 to − 0.27, I2 = 88%) were negatively correlated (p < 0.01). This study shows that burnout of operating room nurses is related to various factors, such as job stress, social support, work–family conflict, psychological capital and well-being. Therefore, it is suggested that hospital management should alleviate the burnout of operating room nurses from the multi-dimensional aspects of improving the work environment, enhancing social support and improving personal psychological capital and well-being to effectively alleviate burnout. (PROSPERO) International prospective register of systematic reviews: CRD42024547524.

Aims: This study explores the current occupational well‐being status of male nurses in Chengdu, China, and identifies the concomitant protective and risk factors.Design: This study has a cross‐sectional survey design.Methods: From 13 July to 21 July 2019, a cross‐sectional survey involving 209 male nurses in 7 tertiary hospitals in Chengdu, China, was conducted using a general information questionnaire, the Mindfulness Attention Awareness Scale, the Acceptance and Action Questionnaire‐II, the Professional Identity Scale and the Nurses' Occupational Well‐being Scale.Results: The score of male nurses' occupational well‐being was 78.7 ± 14.2. The higher the mindfulness and professional identity (p = .002,p < .001, respectively), the higher the occupational well‐being of male nurses. The lower the experiential avoidance, the higher the occupational well‐being (p = .001). The highest occupational well‐being was found among male nurses who had less than 5‐years' working experience.Conclusions: The results suggest that male nurses' occupational well‐being was at a moderate level. Mindfulness and professional identity were the protective factors of male nurses' occupational well‐being, and experiential avoidance was the risk factor. Nursing managers should ascertain male nurses' current occupational well‐being and the influencing factors and formulate effective improvement strategies. Male nurse courses on enhancing mindfulness and professional identity and reducing experiential avoidance should be explored, with a focus on helping nurses improve their professional well‐being and, in turn, prospectively reducing the turnover rate.