Aim: The main purpose of this study was to investigate the potential mediating role of job burnout in the relationship between organisational support and quiet quitting among nurses. Additionally, this study aimed to determine the associations between organisational support, job burnout and quiet quitting. Design: This study was a descriptive, cross‐sectional study. Methods: This descriptive and cross‐sectional study included a total of 383 nurses. The convenience sampling method was used, and the study was conducted in Türkiye. Self‐reported measures, which included organisational support, job burnout and the quiet quitting scale, were completed by using an online version of the scale. Results: Statistically significant associations were found between organisational support, job burnout and quiet quitting. Organisational support had a significant negative effect on quiet quitting. Additionally, job burnout had a positive effect on quiet quitting behaviour. Moreover, job burnout partially mediated the relationship between organisational support and quiet quitting. Conclusion: The findings highlight the importance of considering job burnout as a critical factor in mitigating the positive effect of organisational support on quiet quitting. Prioritising the job burnout of healthcare workers plays a significant role in reducing quiet quitting behaviour through organisational support. Impact: This study focused on how organisational support and burnout interact with quiet quitting, which is a current issue among nurses, and explained the mediating role of job burnout in the relationship between organisational support and quiet quitting. The main findings of this research provide evidence that organisational support influences quiet quitting behaviour. Similarly, job burnout affects quiet quitting behaviour. Moreover, job burnout plays a mediating role in the relationship between organisational support and quiet quitting behaviour. It has been proven that job burnout is a significant barrier to the impact of organisational support in reducing quiet quitting behaviour. This research will have an impact on the management and strategic planning of healthcare organisations. Reporting Method: STROBE reporting method has been followed. Patient or Public Contribution: No patient or public contribution.

This study was performed to determine the occupational risks and their effects on the work stress of the health professionals working in state hospitals in the Southeast of Turkey. This cross-sectional and descriptive study was composed of 360 health professionals of the Pazarcık, Ergani, and Şehitkamil State Hospitals between December 2014 and January 2015. The data of the study were obtained by performing the survey which was composed of questions related to the socio-demographic characteristics, factors that were thought to affect the occupational risks and job stress, as well as, the questions of the Work Stress Scale. The analyses of the data have been performed using Student’s t test and one-way analysis of variance. The working hours, the number of being on-duty, insomnia, and burnout in health professionals were determined to be with the highest mean scores among other stressful risks and hazards. The mean work stress level, which increases the success by creating the group-stimulus effect, was indicated as 2.4 and 2.5 for the health professionals in Pazarcık and Ergani State Hospital, respectively. However, the stress level which poses a threat for the group-health and efficiency was found to be 4.0 for the health professionals of the Şehitkamil State Hospital. As the exposure of the occupational risks increases in the health professionals, the work stress scores also increase (p < 0.05). The occupational risks and work stress of the health professionals in the Şehitkamil State Hospital should be evaluated in terms of occupational health and safety.

Amaç Bu çalışmanın amacı, yoğun bakım ünitelerinde (YBÜ) çalışan hemşirelere yönelik geliştirilen radyasyon güvenliği eğitiminin etkinliğini değerlendirmektir. Gereç ve Yöntem Bu çalışma iki farklı hastanenin yenidoğan ve çocuk YBÜ’lerinde çalışan toplam 144 hemşire üzerinde gerçekleştirilmiştir. Eğitim grubundaki hemşirelere (n=62) yoğun bakım hemşireleri için geliştirilen radyasyon güvenliği eğitimi 8-10 kişilik gruplar halinde 7 oturumda yüz yüze verildi. Veriler tanımlayıcı bilgi formu ve radyasyon güvenliği bilgi formu ile araştırmacı tarafından yapılan gözlemler aracılığıyla toplanmıştır. Bulgular Gözlemler sonucunda eğitim grubundaki hemşirelerin iyonize radyasyona karşı koruyucu davranış geliştirmeleri hem kontrol grubuna hem de eğitim öncesi duruma göre anlamlı olarak artmıştır (p

Background: Workplace (WPW) violence is a significant issue among healthcare workers (HCWs) in hospitals and negatively impacts the healthcare workforce. WPW can have more severe consequences, especially in tertiary hospitals with a concentrated, specialised workforce. In this regard, the study aimed to identify the dynamics of workplace violence exposure among HCWs in a tertiary hospital. It also investigated its impact on job engagement. Methods: The study was designed as a descriptive cross-sectional study conducted between June and September 2023. The study involved 3,526 HCWs at a tertiary hospital in Turkey, all invited, with 390 participating. The study examined healthcare workers' ability to handle WPV. It also examined their exposure to violence, their perception of safety against violence at work, and their engagement in their jobs. Results: Exposure to WPV among HCWs included in the study significantly predicts job engagement, with a negative relationship (β: -0.473). Additionally, as HCWs' skills in managing WPV increase, job engagement also increases (β: -0.279). Among younger and less experienced HCWs, WPV exposure and job engagement scores were significantly lower (p<0.05). Conclusions: WPV, common among health workers, is an essential factor that reduces work engagement. Identifying and controlling the dynamics of WPV is critical to enhancing job engagement among healthcare workers and preventing related adverse outcomes.

Mobbing is defined as a systematic and continuous form of psychological violence in the workplace. The healthcare sector is a field where workplace violence, including mobbing, is notably prevalent, with nurses in the early years of their careers representing a particularly vulnerable group in this context. This study aims to investigate the prevalence of workplace mobbing among early-career nurses and its relationship with their quality of work life and sociodemographic characteristics. This descriptive and prospective study employed a convenience sampling method. The study sample consisted of 392 clinical nurses who were in their first five years of professional life and were still working at the institution where they first started their career. Data were collected using a socio-demographic characteristics questionnaire, the workplace psychological violence scale (WPVS), and the Nursing Quality of work life scale (NWLQS). Among nurses in the early years of their careers, mobbing related to professional status was the variable with the highest Beta coefficient negatively affecting work life quality (β: -0.171; p < 0.05), and together with the negative behavior subscale score, it was a significant predictor of reduced work life quality (R² Change: 16.547; p < 0.05). However, attacks on personality and workplace isolation did not make a significant contribution to the quality of work life in the hierarchical regression model (p < 0.05). This study reveals that exposure to bullying in the professional status subscale during the first five years of nurses’ careers significantly negatively affects their quality of work life. It highlights the need for greater support for nurses in the early years of their careers in addressing this issue within their work environments. Not applicable.