Amaç: Bu araştırma, Türkiye’de çalışan hemşirelerin sağlık ekosisteminde yapay zeka kaygı düzeylerini belirlemek amacıyla yapılmıştır. Gereç ve Yöntem: Tanımlayıcı tasarımda olan araştırmanın evreni, Türkiye’de çalışan hemşireler, örneklemini ise araştırmayı kabul eden 215 hemşire oluşturmuştur. Araştırma verileri, demografik ve mesleki özellikler formu ve Yapay Zeka Kaygı ölçeği ile toplanmıştır. Araştırma verileri, tanımlayıcı istatistikler ve çoklu lineer regresyon analizi ile değerlendirilmiştir. Bulgular: Çalışmaya katılan hemşirelerin Yapay zeka kaygı düzeyi ortalama puanı 2,64 (SS=0,79) olduğu belirlenmiştir. Pozisyonu yönetici hemşire olanların yapay zeka kaygı düzeyleri daha düşük, diğer çalışanların ise daha yüksek olduğu görülmüştür. Çalışma şekli vardiya olanların diğer çalışanlara kıyasla yapay zeka kaygı düzeyleri daha düşük bulunmuştur. Yapay zeka kaygı düzeyi en çok sürekli gece çalışanlarda görülmüştür. Sonuçlar: Çalışma sonucunda, hemşirelerin anksiyetelerinin yüksek, sağlıkla ilgili aşırı duyarlılık ve kaygılarının düşük olduğu saptandı. Araştırmada yaşın, gelir durumunun ve hastalık sürecindeki hissedilen duygunun sağlık anksiyetesini etkilediği görülmüştür. Elde edilen sonuçların daha büyük örneklemlerde ve daha farklı boyutlar eklenerek çalışılması ve anksiyeteye sebep olan durumların tespiti için nitel çalışmaların da yapılması önerilmektedir.

Aim: To reveal the relationships between the leadership behaviour of nurse managers and nurses' levels of job satisfaction and compassion fatigue during the COVID‐19 pandemic.Design and Methods: This descriptive and cross‐sectional study was performed with 353 nurse professionals participating from 32 cities across Turkey. The data were collected online between August and November 2020 by using the introductory information form, Minnesota Satisfaction Questionnaire, Leadership Behaviour Questionnaire and Compassion Fatigue subdimension of the Professional Quality of Life Scale. The Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines were followed in the study.Results: Nurses mostly stated their managers as employee‐oriented and change‐oriented leaders. Nurses' intrinsic and overall satisfaction was high, extrinsic satisfaction was low and their compassion fatigue was at a critical level during the pandemic. According to nurses' personal and professional characteristics, there were significant differences in job satisfaction, compassion fatigue and change‐oriented leadership scores. When nurse managers exhibit employee‐oriented leadership behaviour, nurses' compassion fatigue decreases and job satisfaction increases.

Patient advocacy, which is an integral part of patient care processes, envisages the defense of patients on issues such as patient rights and ethical values and is a concept directly related to the core values of the nursing profession. It is thought that nurses’ patient advocacy behaviors are linked to their perceptions of professional values. Therefore, this study aimed to determine the effect of nurses’ patient advocacy behaviors on professional values. The study is descriptive, correlational, and cross-sectional. It was conducted with 527 nurses working in a city hospital in Istanbul between August and September 2023. Data were collected using the Information Form, Patient Advocacy Scale for Nurses, and Professional Values Scale. Descriptive tests, correlation analysis, and simple linear regression analysis were used to analyze the data. A STROBE checklist was used to report the study. Nurses’ Patient Advocacy Behaviors score was 163.84 (SD = 22.88) and the Professional Values score was 110.26 (SD = 16.29). The study determined that there was a significant, positive, and moderate relationship between the total scores of patient advocacy behaviors and the perception of nurses’ professional values (r = 0.628). It was found that female nurses had more professional values than male nurses, nurse managers had more professional values than other nurses, and day shift nurses had more professional values than night shift nurses (p > 0.05). It was determined that the model created for the perception of professional values was significant and patient advocacy behaviors explained 51.4% of the variance of the perception of professional values. It was found that there was a moderate and positive relationship between patient advocacy behaviors and professional value perceptions of nurses. According to this result, it is recommended that more training on patient advocacy and professional values be included in the nursing education curriculum, the quality of the training should be improved, more studies should be conducted on these issues, and policymakers and hospital administrators should encourage nurses.

Bu çalışma, hekim ve hemşirelerin işe angaje olma ve iş tatmin düzeylerini belirlemek, ve değişkenler arasındaki ilişkiyi incelemek amacıyla tanımlayıcı ve ilişki arayıcı tasarımda planlanmıştır. Çalışmanın evrenini bir kamu hastanesinde görev yapan hemşire ve hekimler oluşturmuştur. Çalışmada gelişigüzel örnekleme yöntemi kullanılmış olup, örnekleme 194 hemşire ve 120 hekim dahil edilmiştir. Veriler Kişisel Bilgi Formu, İşe Angaje Olma Ölçeği ve Minesota Doyum Ölçeği ile toplanmıştır. SPSS 21 programında, tanımlayıcı ve Pearson Moment korelasyon analizi kullanılarak analiz edilmiştir. Bu çalışmada; İşe Angaje Olma Ölçeği’nden alınan ortalama puanlar hekimler için 3,43 (SD=0,63) ve hemşireler için 3,33 (SD=0,72) olarak, iş tatmini düzeyleri ise hekimlerde 3,34 (SD=0,61) ve hemşirelerde 3,28 (SD=0,63) olarak belirlenmiştir. Ayrıca hemşirelerin işe angaje olma ile iş tatmini değerlendirmeleri arasında pozitif yönlü, yüksek güçte ve istatistiksel olarak çok ileri derecede anlamlı ilişki olduğu saptanmıştır (r=,693; p˂0,001). Bunun yanında, işe angaje olmanın en fazla “içsel doyum” alt boyutu (r=,690; p˂0,001) ile, iş tatmininin ise en fazla özdeşleşme alt boyutu (r=,669; p˂0,001) ile ilişkili olduğu bulunmuştur. Bu iki kavramın birbiriyle ilişkili olduğu düşünüldüğünde bu ilişkinin örgütsel ve hasta bakım çıktılarına katkı sağlayacağı düşünülmektedir. Bu nedenle çalışanların işe angaje olmasını ve iş tatmin düzeylerinin yüksek olmasını sağlayacak stratejiler geliştirilmelidir.

Purpose: The aim of the study is to examine the relationships between the perception of “job embeddedness”, “quality of work life” and “intention to leave” among nurses and to determine the effect of “quality of work life” on the relationship between the perception of “job embeddedness” and “intention to leave”. Methodology: This study was conducted between June and August 2024. It has a cross-sectional design. 244 nurses working in a public hospital in Istanbul were included in the study by convenience sampling method. Data were collected using scales regarding "job embeddedness", "quality of work life" and "intention to leave" perceptions. IBM SPSS 28.0 Hayes' PROCESS macro was used for data analysis. Findings: “Quality of work life” among nurses mediates the effect of the perception of “job embeddedness” on “intention to leave”. The findings provide an important perspective on the determinants of “intention to leave” among clinical nurses. Originality: More studies are needed to determine the factors that will enable nurses to stay in their jobs. Studies have largely focused on nursing specialty groups (intensive care, infection, emergency nurses, primary care, etc.), with a few studies focusing on general clinical nurses. Although studies have examined the relationship between perception of job embeddedness, quality of work life, and intention to leave, no study has been found that has examined the causal relationship of these three variables among clinical nurses.

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.