Background/Objectives: The nursing work environment, encompassing accessible resources and established processes, might affect nurses’ professional behavior. Our aim was to examine the effect of nurses’ work environments on quiet quitting and work engagement among nurses. Methods: We performed a cross-sectional study with nurses in Greece. We used the “Practice Environment Scale-5” to measure nurses’ work environments, the “Quiet Quitting Scale” to measure quiet quitting, and the “Utrecht Work Engagement Scale-3” to measure work engagement among nurses. We developed multivariable regression models adjusted for gender, age, understaffed wards, shift work, and work experience. Results: The study population included 425 nurses. The mean age of the nurses was 41.1 years. After controlling for confounders, we found that lower nurse participation in hospital affairs, less collegial nurse–physician relationships, worse nursing foundations for quality of care, and lower levels of nurse manager ability, leadership, and support were associated with higher levels of quiet quitting among nurses. Moreover, our multivariable analysis identified a positive association between nurse manager ability, leadership, and support, collegial nurse–physician relationships, nursing foundations for quality of care, and work engagement among nurses. Conclusions: Our findings highlight the poor work environment, elevated levels of quiet quitting, and moderate work engagement among nurses. Moreover, we found that a poor nurses’ work environment was associated with higher levels of quiet quitting. Moreover, our findings showed that nurses’ work environments had a positive impact on work engagement. The ongoing endeavor to enhance all aspects of nurses’ working conditions by healthcare organization administrations is essential for optimizing nurses’ performance, facilitating organizational operations, and ensuring service quality.

Νurses often experience abusive behavior, such as gaslighting, which has a negative impact on their mental health and leads them to quit their jobs. Background/Objectives: We evaluate the impact of workplace gaslighting on nurses’ job burnout and turnover intention. Methods: We conducted a cross-sectional study with a convenience sample of 410 nurses in Greece. We used the Gaslighting at Work Scale (GWS) to measure levels of workplace gaslighting in our sample. Also, we used the single-item burnout measure to measure job burnout and a six-point Likert scale to measure turnover intention. We constructed multivariable regression models to estimate the independent effect of workplace gaslighting on job burnout and turnover intention. Results: We found positive correlations between GWS and job burnout (r = 0.298, p-value < 0.01) and turnover intention (r = 0.385, p-value < 0.01). We found that workplace gaslighting was associated with job burnout in our sample. Our multivariable linear regression model identified a positive association between the score on the GWS (adjusted b = 0.653, 95% CI = 0.436 to 0.869, p < 0.001) and burnout. Similarly, we found that a higher score on the GWS was associated with a higher turnover intention (adjusted b = 0.616, 95% CI = 0.466 to 0.765, p < 0.001). Conclusions: This study findings indicate that nurses encounter gaslighting behaviors that adversely impact their job burnout and turnover intentions. Healthcare institutions are urged to implement policies that raise awareness about this conduct, facilitate avenues for staff to report it, and exhibit zero tolerance for abusive behaviors, including gaslighting.

Νurses often experience abusive behavior, which has a negative impact on their mental health and leads them to quit their jobs. Background/Objectives: To evaluate the impact of workplace gaslighting on nurses’ job burnout and turnover intention. Methods: We conducted a cross-sectional study in Greece with a convenience sample of 410 nurses. We used the Gaslighting at Work Scale (GWS) to measure levels of workplace gaslighting in our sample. Also, we used the single item burnout measure to measure job burnout, and a six-point Likert scale to measure turnover intention. We constructed multivariable regression models to estimate the independent effect of workplace gaslighting on job burnout and turnover intention. Results: We found that workplace gaslighting increases job burnout in our sample. Our multivariable linear regression model identified a positive relationship between score on the factor “loss of self-trust” and job burnout (b = 0.484, 95% CI = 0.267 to 0.702, p < 0.001). Similarly, we found a positive relationship between score on the factor “abuse of power” and job burnout (b = 0.660, 95% CI = 0.463 to 0.856, p < 0.001). We found that workplace gaslighting increases nurses’ turnover intention. According to our multivariable logistic regression model nurses with higher score on the factor “loss of self-trust” had also a higher turnover intention (OR = 1.622, 95% CI = 1.307 to 2.013, p < 0.001). Similarly, we found that nurses with higher score on the factor “abuse of power” had also a higher probability of turnover intention (OR = 1.703, 95% CI = 1.390 to 2.088, p < 0.001). Conclusions: Our findings suggested that workplace gaslighting has a negative impact on nurses’ job burnout and turnover intention. There is a need to reduce levels of workplace gaslighting among nurses to improve their work life and productivity.

Background: Workplace gaslighting, as a form of psychological manipulation, may negatively affect nurses’ work behaviors and perception of care. However, its connection to perceived quality of care, patient safety and quiet quitting has not been sufficiently explored. Objectives: To examine the impact of workplace gaslighting on perceived quality of care, patient safety and quiet quitting in nurses. Methods: A cross-sectional study with a convenience sample was conducted in Greece. We used the Gaslighting at Work Scale and the Quiet Quitting Scale to measure workplace gaslighting and quiet quitting, respectively. We used IBM SPSS 28.0 to perform logistic regression analysis and linear regression analysis. Significance level was set at 0.05. Results: Mean age of nurses was 42.98 years, while females comprised 82.1% of them. More than half of our nurses (52.0%) evaluated the quality of care in their unit as good, while 33.1% perceived patient safety as good. A higher level of workplace gaslighting was significantly associated with lower odds of reporting perceived quality of care to be good or excellent. Increased workplace gaslighting was also associated with decreased odds of good-to-excellent patient safety. Moreover, workplace gaslighting was significantly and positively associated with quiet quitting. Conclusions: Our study supports the negative impact of workplace gaslighting on perceived quality of care, patient safety and quiet quitting. Establishment of clear policies and procedures that encourage staff to report such behaviors, is essential to dismantle the barriers created by psychological manipulation.

Background: Sustainability in healthcare has gained increasing importance due to its impact on environmental, financial, and social strategies, as well as on public health, and therefore, relevant policies and actions can also play a significant role in telemedicine services. The establishment of a sustainable telemedicine network at a country level is important to improve access to healthcare, reduce costs, increase convenience, and ensure the continuity of service delivery. However, there are significant environmental, social, technological, human, and governance challenges to meet the sustainability conditions for these networks. Methods: Thus, a narrative literature review was conducted to investigate the telemedicine implementation aspects and the sustainability dimensions in a unified approach and integrated strategy in order to develop a more resilient and equitable healthcare solution, ensuring its long-term integration into healthcare systems. Results: This paper aims to identify critical factors related to the proposed governance model for the National Telemedicine Network in Greece (EDIT) that influence sustainability requirements and interdisciplinary strategies to address relevant challenges. Conclusions: By examining these factors, the paper seeks to propose the fundamental pillars of a sustainable telemedicine framework and the methodology for developing a sustainability plan that will enhance EDIT’s capacities toward a sustainable and resilient operation of telemedicine as a standard practice within the Greek healthcare system.

The work environment of nurses has consistently been the most important factor affecting the emergence of burnout and their choice to resign from their positions. Objective: To examine the effect of nurse work environment on job burnout and turnover intention among nurses. Methods: A cross-sectional study was conducted during October 2024 in Greece. We used the “Practice Environment Scale-5” to measure nurse work environment. Also, we used the single item burnout measure to measure job burnout, and the single item turnover intention measure to measure turnover intention among our nurses. We created multivariable regression models after adjustment for several demographic and job variables. Results: More than half of nurses (56.7%) reported a high level of turnover intention. Mean score on single item burnout measure (7.78) indicated high levels of burnout in our sample. Multivariable linear regression analysis showed that lower levels of staffing and resource adequacy was associated with increased job burnout (adjusted beta = -0.431, 95% CI = -0.683 to -0.180, p-value = 0.001). Similarly, our multivariable logistic regression model found an independent negative effect of staffing and resource adequacy on turnover intention (adjusted OR = 0.594, 95% confidence interval = 0.421 to 0.840, p-value = 0.003). Conclusion: Our multivariable analysis showed that worse nurse work environment was associated with higher levels of job burnout and turnover intention. Improvement of nurse work environment is essential to reduce job burnout and turnover intention among nurses.