Aim: To evaluate telenursing interventions' effectiveness in managing patients with diabetes mellitus.Design: Overview of systematic reviews.Review Methods: According to the PRISMA statement, we included studies published from 2005 to 2023 that evaluated telenursing interventions for adult diabetic patients and reported physiological, behavioural, and clinical outcomes. AMSTAR 2 was used to assess the quality of the included studies.Data Sources: We conducted an umbrella review from July 2023 to May 2024, searching Cochrane Library, PubMed, SCOPUS, and PROSPERO for systematic reviews published from inception to May 10, 2024.Results: Thirty‐one eligible systematic reviews were identified. Most (n = 23) reported positive effects of telenursing interventions (telephone calls, text messaging, mobile software applications, telecoaching) on reducing glycated haemoglobin (HbA1c). Findings on weight loss, hypoglycaemia, and quality of life were heterogeneous. Telenursing interventions promoted self‐management behaviours like medication adherence and dietary improvements. While several studies suggested potential cost‐effectiveness, further studies are needed to explore the long‐term economic impact of telenursing on diabetes management.Conclusions: Telenursing appears to be a promising approach for improving diabetes management, particularly in self‐management behaviours and HbA1c control. Further research is needed to explore the long‐term sustainability, cost‐effectiveness, and optimal telenursing protocols for diabetes care.Implication for the Profession and/or Patient Care: This umbrella review highlights the significant role of telenursing in improving diabetes management and patient outcomes. Nurse‐led telehealth interventions have demonstrated their ability to enhance patient self‐management, adherence to treatment plans, and overall well‐being. Additionally, by reducing hospitalisations and healthcare costs and increasing access to care for patients living in rural areas, nurse‐led telehealth interventions represent an effective strategy for improving diabetes care despite initial costs. Given these findings, healthcare providers and policymakers should implement telenursing programs to enhance patient care and system efficiency.Reporting Method: The authors adhered to the EQUATOR guidelines using the Preferred Reporting Items for Systematic Reviews and Meta‐Analysis (PRISMA) and “the Preferred Reporting Items for Overviews of Reviews Statement” (PRIOR) for the reporting.Patient or Public Contribution: There was no patient contribution. The European Union—ERDF or ESF, OP Research and Innovation 2014–2020—DM 1062/2021 co‐financed the publication.Trial Registration: International Prospective Register of Systematic Reviews (PROSPERO) with the protocol number CRD42023427103 https://www.crd.york.ac.uk/PROSPEROFILES/427103_STRATEGY_20230719.pdf

Introduction: Psoriatic arthritis (PsA) is a heterogeneous, chronic inflammatory disease that negatively impacts patients’ quality of life. Patient-reported outcome measures (PROMs) are used to capture patient perspectives in disease assessment, and physicians use the Disease Activity Index for Psoriatic Arthritis (DAPSA) to evaluate disease activity in PsA. The study aimed to assess the relationship between PROMs and the DAPSA score in consecutive outpatients affected by PsA.Materials and methods: A cross-sectional study was conducted from March 2018 to October 2020 at the PsA clinic of the ARNAS Civico in Palermo (Italy), enrolling outpatients with PsA. Patients were assessed for their disease activity according to the DAPSA score, and PROMs, such as PHQ-9, HAQ, FACIT-F, and PsAID, were evaluated. Linear regression analysis evaluated the relationship between the DAPSA Score and the included PROMs.Results: 158 PsA consecutive peripheral subset psoriatic arthritis outpatients were recruited. The median years of illness was 10.6 (9.3–11.9), and the median DAPSA score was 19.02 (9–33.1). The regression analysis highlighted a strong relationship between the DAPSA score and the PsAID (adjR² 26%, p < 0.0001), the FACIT-F (adjR² 25.4%, p < 0.0001), the HAQ (adjR² 23.7%, p < 0.0001), and PHQ-9 (adjR² 15%, p < 0.0001).Conclusion: PROMs are strongly associated with the DAPSA score, but it allows in-depth evaluation of the impact of the disease on different domains of PsA patients’ life.

Background/Objectives: Workplace violence (WPV) is a major occupational concern in psychiatric settings, where mental health nurses (MHNs) are consistently identified as a high-risk professional group. Within this context, sexual violence (SV) remains understudied as a distinct phenomenon and is often embedded within aggregated measures of WPV. This systematic review aimed to synthesize the available evidence on SV against MHNs working in inpatient settings by: (1) describing its prevalence, forms, and characteristics; (2) examining psychological, occupational, and physical outcomes; and (3) identifying associated risk factors. Methods: This systematic review was conducted in accordance with PRISMA guidelines and registered in PROSPERO (CRD420251103606). A literature search was performed across PubMed, CINAHL, Scopus, Web of Science, and PsycInfo, supplemented by reference list checking and citation tracking. Peer-reviewed quantitative and qualitative studies published in English or Italian were eligible if they involved MHNs working in inpatient settings and addressed SV. Study selection, data extraction, and risk-of-bias assessment were conducted independently by two reviewers. A narrative synthesis following SWiM guidance was undertaken, and the certainty of evidence for statistically significant outcomes was assessed using the GRADE approach. Results: Twenty-five studies published between 2003 and 2025 were included. Definitions of SV varied substantially. Reported prevalence ranged from 0% to 68%, with verbal sexual harassment ranging from 19.5% to 53.4%, physical sexual harassment ranging from 14% to 42.9%, and sexual assault up to 18.6%. Evidence indicated associations between SV exposure and poorer quality of life, burnout, and days lost from work. The main risk factors included gender, age, education, work experience, employment type, acute psychiatric settings, night shifts, normalization of violence, and history of physical and sexual violence. Conclusions: SV against MHNs represents a relevant issue in psychiatric settings. Findings suggest significant psychological and occupational consequences. Standardized definitions and measurement, longitudinal research, and intervention studies are needed to inform effective prevention strategies and organizational responses.

Background: The humanization of care is increasingly recognized as a core component of healthcare quality; however, its meaning remains complex and strongly shaped by organizational, professional, and educational contexts. Nursing students, as future healthcare professionals, play a crucial role in the development and transmission of humanized care values, making their representations of the humanized hospital particularly relevant for understanding how these values are constructed during professional education. Aim: To explore how undergraduate nursing students conceptualize the humanized hospital. Methods: A qualitative exploratory study was conducted involving 742 undergraduate nursing students enrolled in a Bachelor of Science in Nursing program in Italy. Data were collected through a single open-ended written question inviting students to describe how they imagine a humanized hospital. Textual data were analyzed using Automatic Analysis of Textual Data within an Exploratory Multidimensional Data Analysis framework, enabling the identification of shared lexical patterns, discursive clusters, and latent semantic dimensions within a large textual corpus. Findings: Students articulated the humanized hospital as an integrated and system-oriented care environment in which relational, organizational, professional, and holistic dimensions are deeply interconnected. Humanization was associated not only with empathy, respect, and emotional engagement, but also with organizational functioning, teamwork, adequate resources, and professional competence. Two latent dimensions structured these representations: the first highlighted organizational systems as enabling conditions for person-centered care, while the second framed professional operability and technical competence as foundations for a holistic understanding of patients’ physical, psychological, and social well-being. Conclusions: Undergraduate nursing students’ discourse revealed an articulated and multidimensional representation of hospital humanization, conceptualizing it as an emergent property of healthcare environments rather than as a function of individual attitudes alone. These findings underscore the importance of addressing hospital humanization simultaneously at relational, educational, and organizational levels and highlight the need for nursing education programs and healthcare institutions to foster structural and professional conditions that sustainably support humanized care in clinical practice.

Background/Objectives: Nursing turnover represents an increasing threat to the sustainability of healthcare systems. Burnout, a syndrome of chronic work-related stress, is one of the primary predictors of intention to leave work; however, certain organizational factors may be associated with variations in its impact. Among these, the leadership of the Unit Coordinator may represent a potential resource, but its association with the relationship between burnout and intention to leave remains poorly explored. This study investigates the role of coordinators’ leadership in the relationship between burnout and intention to leave the profession. Methods: A cross-sectional study was conducted among 668 nurses providing direct patient care in various Italian healthcare settings. Data were collected through an online questionnaire comprising validated scales reported in the literature. A structural equation modeling approach was used for the analysis. Results: More than 30% of the variance in burnout is explained by interpersonal conflicts, workload, and organizational constraints. Burnout accounts for 24.4% of the variance in nurses’ intention to leave their jobs. The leadership of the nurse coordinator partially mediates the relationship between burnout and nurses’ intention to leave their job (total effect β = 0.532; p < 0.001; indirect effect β = 0.139; p = 0.007; direct effect β = 0.393; p < 0.001). Conclusions: Burnout is a key predictor of nurses’ intention to leave the profession, while ethical leadership of nurse coordinators emerges as a potential organizational resource associated with this relationship. Nursing implications: These findings highlight the importance of promoting ethical leadership within nursing management as part of broader organizational strategies to improve staff well-being and potentially support efforts aimed at reducing nurses’ intention to leave the profession.