Emotion,emotional labor,management of emotions,nursing

Aims: This study aimed to examine the relationship between work environment and missed nursing care (MNC) in nurses and determine whether profession self-efficacy has a moderator role in this relationship. Design: A quantitative, cross-sectional, correlational study design was used to test the study model. Methods: The study was conducted with 433 nurses in 2 city hospitals in Istanbul, Turkey. Data were collected between November 2022 and February 2023 using the “MISSCARE Survey-Turkish,” the “Work Environment Scale,” and the “Nursing Profession Self-Efficacy Scale.” Results: The participants had a mean Nursing Profession Self-Efficacy Scale score of 66.67 ± 14.37, a mean Work Environment Scale score of 84.96 ± 13.62, a mean elements of MNC score of 1.30 ± 0.73, and a mean reason for MNC score of 3.18 ± 0.78. Nursing profession self-efficacy was determined to be positively related to the work environment of the participants and their reasons for MNC (respectively, r = 0.276 and r = 0.114) and negatively related to elements of MNC (r = −0.216) (P < 0.05). There was also a negative relationship between the work environment and elements of MNC (r = −0.249; P < 0.05). Profession self-efficacy had a significant moderator role in the relationship between the work environment and elements of MNC. Having low or moderate levels of profession self-efficacy moderated the negative effects of the work environment on elements of MNC. Conclusions: There is a need for interventions to reduce elements of missed nursing care in nurses. Especially nurses and/or nurse managers may have difficulties in improving their work environment, considering its multifaceted structure. In such cases, administrators can reduce missed nursing care by increasing the profession self-efficacy of nurses. Therefore, profession self-efficacy should be considered in addition to interventions for the work environment to improve care.

Objective: Nurse managers (NMs) play a pivotal role in shaping unit-level safety climates. The relationship between their professional experience and safety perception remains underexplored. This study assesses how NMs perceive patient safety culture and isolates the demographic and organizational predictors of these perceptions. Background: While frontline nurses’ views are well-documented, NMs’ perspectives, particularly regarding how tenure influences safety awareness, are often limited. Understanding this dynamic is essential for identifying organizational gaps in hospital administration. Methods: The authors employed a descriptive, cross-sectional design, including 125 NMs from a tertiary hospital complex in Istanbul, Türkiye, between September and October 2024. Data were collected using the Patient Safety Culture Scale. Multiple regression analysis was applied to determine the explanatory power of key variables, including tenure, training, and reporting habits. Results: Participants reported a moderate-to-high mean safety culture score (3.02 ± 0.52). While general perceptions were positive, the domain of “Adverse Event and Error Reporting” received the lowest ratings. The regression model ( R ² =0.37, P <0.001) indicated a significant divergence. While safety training positively influenced scores, longer tenure in the same unit was associated with lower safety perceptions. Conclusion: These findings suggest a “tenure paradox,” where prolonged exposure to the same clinical environment may lead to reduced sensitivity or the “normalization of deviance” among NMs. Healthcare organizations should prioritize leadership rotation and targeted refreshment programs rather than assuming experienced managers inherently maintain high safety vigilance.

Amaç: Bu çalışmanın amacı, hemşirelerin iş gücü verimliliğine ilişkin tutumları ve etkileyen faktörlerin incelenmesidir. Yöntem: Tanımlayıcı tipteki bu çalışmaya 321 hemşire dahil edilmiştir. Araştırma verileri “Katılımcı Tanıtım Formu” ile Özkoç (2005) tarafından geliştirilen “Hastanelerde İşgücü Verimliliğine Etki Eden Faktörler ve Çalışanların İşgücü Verimliliği Konusundaki Tutumları” anket formu ile toplanmıştır. Bulgular: Araştırmaya katılan hemşirelerin %44,86’sının 20-25 yaş grubunda, %87,8’sinin kadın, %53,28’nin bekar, %85,5’inin lisans mezunu olduğu saptanmıştır. Hemşirelerin %45,79’unun 1 yıl ve altında çalışma yılına sahip olduğu sahip ve %43,5’inin dahili birimlerde ve %65,4’ünün vardiyalı çalıştığı, %51’nin iş gücü verimliliği ile ilgili kendisini “iyi” seviyede değerlendirdiği bulunmuştur. İş gücü verimliliğini etkileyen en önemli faktörler; “diğer, kişisel, organizasyonel ve ergonomik” faktörler olduğu bulunmuştur. Hemşirelerde iş gücü verimliliğini etkileyen faktörler incelendiğinde; cinsiyet, eğitim düzeyi, çocuk sahibi olma durumu ve çalışma yılı ile çalışılan birim durumu arasında anlamlı bir farklılık bulunmuştur (p

Amaç: Bu araştırmanın amacı yöneticilerin sorun çözme ve karar verme becerilerinin astları tarafından değerlendirilebilmesi için öz değerlendirme araçları olan Problem Çözme Envanteri ve Genel Karar Verme Stilleri Ölçeği’nin yönetici versiyonlarının oluşturularak Problem Çözme Envanteri-Yönetici Versiyonu ve Genel Karar Verme Stilleri Ölçeği-Yönetici Versiyonu’nun psikolinguistik ve psikometrik analizlerinin incelenmesidir. Yöntem: Araştırma, metodolojik tasarımda İstanbul ilindeki bir şehir hastanesinde çalışan hemşire/hemşire yöneticiler ile 05 Ocak 2022-5 Şubat 2022 tarihleri arasında gerçekleştirildi. Araştırmanın evrenini, 2108 hemşire ve örneklemini ise 328 hemşire oluşturdu. Ölçeklerin yapı geçerliliğinde doğrulayıcı ve açımlayıcı faktör analizi, içerik geçerliğinde kapsam geçerlilik indeksi, güvenirlik analizinde Cronbach Alfa katsayısı kullanıldı. Bulgular: Her iki ölçeğin kapsam geçerliğinde uzman görüşleri arasında yüksek uyum olduğu (KGO=.93 ve KGO=.97), toplam ve alt boyutlarının Cronbach Alpha katsayıları iyi düzeyde (>.70), madde toplam korelasyon değerleri kabul edilebilir düzeyde >.30) ve tutarlık açısından zamana göre değişmezliği iyi düzeyde (>.82) saptandı. Problem Çözme Envanteri-Yönetici Versiyonu’nun toplam varyansın %60.50’ını açıklayan, faktör yüklerinin .48-.77 arasında değiştiği ve 29 maddeli üç faktörlü yapıya sahip olduğu, uyum değerlerinin (x2/sd=4.04, p

Introduction: This study aims to explore the relationship between work readiness and vocational belonging among newly graduated nurses‐(NGNs). Methods: The study employed a descriptive, correlational, and cross‐sectional design. It was conducted with 415 NGNs working at a city hospital in Istanbul, Türkiye. The Work Readiness Scale‐Newly Graduated Nurses‐(WRS‐NGN) and the Vocational Belonging Scale‐(VBS) were used for data collection. The data obtained from the study were analysed using the SPSS.22.0 statistical software. For data analysis, descriptive statistics such as frequency, percentage, and mean were calculated, and inferential statistics including t ‐tests, ANOVA, Pearson correlation, and regression analysis were performed. Results: The mean WRS‐NGN score of the participants was 347.29 ± 55.37, while the mean VBS score was 121.81 ± 35.45. A positive and moderate correlation was found between the work readiness and vocational belonging levels of NGNs ( r = 0.607, p < 0.01). Conclusions: Work readiness was found to explain 36.8% of the variance in vocational belonging levels. The findings of the study revealed that NGNs were well‐prepared for work and exhibited a moderate level of vocational belonging. It was also determined that the work readiness of NGNs influenced their level of vocational belonging. Patient or Public Contribution: No Patient or Public Contribution.