Nursing Management

CONCLUSIONS: Alarm fatigue, poor sleep quality, and occupational burnout are related occupational health concerns among ICU nurses. Higher alarm fatigue was weakly but significantly associated with poorer sleep quality and greater burnout. These findings suggest that alarm management, shift scheduling, and workforce-related factors may be relevant areas for organizational attention; however, future longitudinal and interventional studies are needed to determine whether such strategies improve...

CONCLUSIONS: The drill scripts showed relatively strong textual representation in Assessment, Incident Management, Preparation and Planning, and Communication, but less comprehensive representation in Law and Ethics, Intervention, and Safety and Security, while Recovery was not represented. Future drills should strengthen underrepresented competency-related content that can reasonably be demonstrated during immediate response. Competencies involving organizational planning, education and...

CONCLUSION: This study illustrates that nurses who experience patient mistreatment may perceive a decrease in the degree of person-organization fit and become depersonalized; however, nurses with higher resilience are less exposed to such adverse effects.

CONCLUSION: The diagnostic performance of screening instruments for SMD depends strongly on both clinical context and professional background. These findings support the implementation of profession-specific screening strategies to improve early recognition of clinically relevant SMD, facilitating timely referral for specialist evaluation, and optimize access to botulinum toxin therapy in routine clinical practice.

CONCLUSION(S): Nurse competencies and patient characteristics are independently associated with pain management protocol adherence in this multicenter ICU sample. Between-ICU clustering was minimal (ICC = 0.02), suggesting that individual-level factors are the primary correlates of adherence in this sample. Given the small number of ICU clusters (n = 7), organizational findings are descriptive only and require confirmation in larger multilevel studies.

CONCLUSION: Evidence did not consistently favour either 12- or 8-h shifts for ICU nurses, with low to very low certainty of evidence. Shift duration should therefore be considered alongside overall roster design, staffing needs and nurses' well-being when planning ICU schedules.

INTRODUCTION: The rapid integration of artificial intelligence (AI) into healthcare has transformed clinical practice, yet the psychological mechanisms linking nurses' AI attitudes to their occupational functioning remain insufficiently understood, particularly regarding the role of presenteeism as a potential explanatory pathway. This study aimed to examine the relationships among nurses' attitudes toward AI, presenteeism, and work engagement, and to test the mediating role of presenteeism...

CONCLUSION: Consideration of leaving was most consistently associated with moral distress related to harm to patients' interests and lower moral adversity coping. These internally stable associations highlight ethical experiences and coping demands that warrant further study in nursing management and retention research. Model discrimination was moderate, with some overestimation at higher predicted probabilities; prospective external validation is warranted.

CONCLUSION: This study revealed the complex psychological experiences of NICU nurses following resuscitation failure. These findings highlight opportunities to support nurses' professional growth and improve team culture and care systems. Consequently, establishing a multidimensional support system is important to support nurses involved in neonatal resuscitation.

CONCLUSION: Quiet ICU interventions may improve selected acoustic and alarm-related outcomes, but their comparative effectiveness and long-term sustainability remain uncertain.

CONCLUSION: Higher perceived despotic leadership was associated with lower thriving at work among registered nurses. Because the study was cross-sectional, causal inferences cannot be made. The findings support organizational efforts to strengthen ethical, supportive, and participatory leadership practices and warrant longitudinal research to clarify the direction of this relationship.

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CONCLUSIONS: A structured violence-focused handoff tool improved nurses' confidence and perceptions of safety while promoting communication about behavioral risks during care transitions. Standardized violence-related handoff processes may support safer work environments and strengthen WPV prevention efforts in inpatient settings.

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CONCLUSION: The findings support the hypothesized moderated mediation model, in which self-efficacy partially mediates the association between AL and nurses' presenteeism, and in which LMX conditions the first stage of that pathway. Because the design was cross-sectional, these associations are correlational and cannot establish causal direction. The findings suggest that structural measures such as reasonable scheduling, sick-leave protection, workload adjustment, and occupational health...

CONCLUSION: The LCF offers a theoretically grounded model for examining how nurse leaders may cultivate HWEs through intentional leadership practices and provides propositions for future empirical investigation of workforce and organizational outcomes.

CONCLUSIONS: Novice nurses exhibited career compromise profiles reflecting different levels of career compromise, with approximately two-thirds experiencing moderate or high levels of career compromise. Occupational identity partially accounted for the observed association between career compromise profiles and burnout. Occupational identity may partially account for the observed association between career compromise profiles and burnout, with a statistically significant indirect association....

CONCLUSION: Meta-analysis showed that the pooled POMP score for thriving at work among clinical nurses was 0.66, corresponding to 66% of the maximum possible score, indicating room for improvement. The learning dimension scored higher than the vitality dimension, suggesting strong professional growth motivation but relatively insufficient work vitality. Exploratory findings from some subgroup analyses may inform future research. Given the extremely high heterogeneity among included studies, the...

CONCLUSION: The findings of this cross-sectional study suggest that workplace social capital is an important intervening variable in the relationship between EI and organizational commitment among clinical nurses, with the indirect effect accounting for a larger proportion of the total effect than the direct effect. These results provide empirical support for the hypothesized mediating model, though causal conclusions require longitudinal or experimental validation.

CONCLUSION(S): Nonpermanent nursing offers valued flexibility alongside variable professional experiences and organisational support. The review identifies recurring support needs but does not establish the effectiveness of specific organisational interventions.

AIM: The aim of this study was to identify managerial competencies and training needs of new nurse managers to improve their role transitions and inform the design of structured training programmes. Nurse managers significantly influence patient outcomes and organisational effectiveness. However, they are often appointed based on clinical expertise rather than managerial skills, creating challenges in leadership roles.

PURPOSE: Ethical decision-making remains a critical concern within the nursing profession due to the moral complexities and time-sensitive nature of healthcare delivery. Although moral intelligence has been recognised as an important ethical resource in organisational settings, the intervening mechanisms that influence the relationship among nurses remain inadequately explored. This study assesses the mediating role of ethical responsibility in the relationship between moral intelligence and...

CONCLUSION: In clinical practice, activating support utilization (e.g., help-seeking behaviours) appears more critical than merely providing resources. Trust in leadership may directly safeguard organizational performance. Nursing managers should implement structural interventions (overtime caps, specialty premiums) to reduce the effort-reward imbalance.

CONCLUSION: This study indicates that professional commitment, through fostering resilience and psychological empowerment, directly and indirectly lowers turnover intentions. These findings highlight the importance of enhancing nurses' commitment, empowerment, and resilience in order to support workforce retention. Practical and administrative policy efforts that promote professional development, autonomy, and psychological support for nurses may help to reduce turnover rates in critical care...

CONCLUSION: Better work-family balance was associated with less presenteeism-related productivity loss. Emotional exhaustion accounted for the largest dimension-specific indirect component; depersonalization was smaller, and the personal-accomplishment component operated in the opposite direction. These cross-sectional decompositions do not establish temporal mediation or causation.

CONCLUSION: Nurses' PI was represented by three profiles. Membership varied by income, management role, department, gender, hospital level, and hospital type, whereas monthly night-shift frequency did not independently differentiate the high-PI profile after covariate adjustment. POS also accounted for a significant portion of the positive CC-PI association.

CONCLUSION/IMPLICATIONS FOR PRACTICE: Nursing professionals present widespread poor sleep quality, moderate stress, and subjective cognitive complaints, with greater mental health and memory vulnerability observed among females on rotating shifts and workers aged over 50 on night shifts. Rather than generic measures, organizational strategies should implement tailored shift scheduling aligned with individual chronotypes and age, integrate routine occupational monitoring of sleep and mental...

Background/Objectives: Underreporting of patient safety events is a persistent problem in high-risk clinical settings such as emergency departments, yet the managerial and psychological conditions associated with reporting remain underexamined. This study aimed to examine the relationship between transformational leadership and patient safety event reporting behavior among emergency department nurses, and to test the mediating role of psychological safety in this relationship. Methods: This...

Improved survival has changed the clinical purpose of pediatric intensive care [...].

CONCLUSION: Communication-related missed nursing care was independently associated with trust in nurses. The findings suggest that patients may place greater importance on communication experiences than on structural characteristics when evaluating nursing care and developing trust in nurses.

This study evaluates the clinical application of a full-course precision multidisciplinary team (MDT) nursing studio model integrating rational emotive behavior therapy (REBT) during standardized health management in pregnancy and explores its associations with maternal psychological status, antenatal care adherence, implementation-related indicators, and maternal and neonatal outcomes. This single-center retrospective comparative study included 210 pregnant women who received standardized...

CONCLUSIONS: This study provides psychometrically robust instruments tailored to the TPB framework within the critical care context. The TPB framework effectively highlighted key sociopsychological correlates of nurses' behavioral intentions and adequately accounted for nurses' self-reported pain assessment and management practices.

CONCLUSION: Injurious falls were more frequently observed among older patients and occurred most often in patient rooms and bathrooms, with a higher proportion of events observed in several clinical departments and during periods defined as having limited nursing resources. Reporting nurses were predominantly young to middle-aged nurses with intermediate professional titles, and most reported only a single event. This study provides a systematic descriptive summary of injurious fall...

CONCLUSION: POS is directly associated with more favourable PSP, but this association is partly offset by a small negative association operating through collaboration. Because the design is cross-sectional and all constructs were self-reported, the mechanisms underlying this pattern remain untested.

CONCLUSIONS: Phubbing is significantly associated with lower caring behaviors among ED nurses and is indirectly associated with lower caring behaviors through emotional exhaustion. Emotional exhaustion is a potential intervening node for nursing managers.

CONCLUSION: Professional autonomy showed a stronger association with moral courage than with ProQoL, while compassion satisfaction was independently associated with greater autonomy.

CONCLUSIONS: Nurses' compassion competence increased modestly over 5 years, supporting its conceptualization as a dynamic professional competency. Nursing work environment features were the most prominent, but exploratory, model-based contributors.

CONCLUSION: SVVR training was associated with greater and sustained gains in delirium care knowledge and greater immediate gains in confidence compared with noninteractive video education. Confidence appeared to be further reinforced by subsequent clinical exposure.

CONCLUSIONS: These findings highlight the complex relationship between physical strain, organizational factors, and psychological health among HAs. Interventions aimed at reducing biomechanical workload, improving job stability, and strengthening psychological support in residential care settings may contribute to prevent adverse occupational health outcomes.

CONCLUSION: This study constructs a comprehensive conceptual model of clinical nursing service value. It provides a theoretical framework for identifying, measuring, and enhancing nursing value and offers a crucial foundation for the nursing profession to secure policy and resource support.

CONCLUSIONS: This study developed and externally validated a risk prediction model for early PIVC failure among outpatients and emergency department patients receiving consecutive infusion therapy. The model may support early risk stratification, individualized catheter management, and clinical decision-making regarding PIVC retention after discharge.

CONCLUSION: The findings demonstrate that the proposed model can serve as an effective tool for optimizing nurse scheduling management by incorporating real-world hospital constraints and nurse preferences. Compared to traditional methods, it significantly improves shift fairness and enhances nurse satisfaction.

CONCLUSIONS: The transition of senior head nurses from managerial to nonmanagerial roles is a complex process involving identity reconstruction, loss of managerial authority, and adaptation to new professional expectations. Successful adaptation was facilitated by redefining professional value and actively reshaping work roles. Organizational strategies that support transition planning, recognize prior leadership contributions, and utilize the expertise of former nurse leaders may promote...

CONCLUSIONS: Workplace incivility was associated with higher quiet quitting intention, both directly and indirectly through lower work engagement. Because the design was cross-sectional, these findings describe associations rather than causal effects.

CONCLUSIONS: From a longitudinal perspective, this study reveals the mechanisms by which in-group/out-group dynamics impede work improvement and innovation through workplace social capital and affective occupational commitment among nurses. This study presents new empirical evidence for understanding the evolution of improvement and innovation in nursing practice, providing valuable implications for nursing management.

CONCLUSIONS: The map of knowledge produced to date, together with the identified gaps and documented research recommendations, provides a blueprint for future action. Key priorities include reconceptualising and standardising terminology and measurement approaches in the field, shifting research towards the development and evaluation of strategies to prevent or mitigate NNTs and advancing policies that protect nurses' time for activities within their professional scope of practice. Addressing...

CONCLUSIONS: Effective management of CRF after TACE requires a comprehensive, evidence-based approach spanning standardized screening, multimodal non-pharmacological interventions, and a nurse-coordinated multidisciplinary care model. Integrating routine CRF assessment into standard TACE clinical pathways and developing TACE-specific assessment tools are priorities for future research and clinical practice.

CONCLUSIONS: Middle nurse managers' job satisfaction is strongly influenced by recognition, communication, working conditions, and access to professional development. Targeted organizational strategies aimed at enhancing recognition, leadership support, and structured training opportunities are needed to strengthen MNMs' well-being, retention, and contribution to healthcare quality.

CONCLUSION: Multiple perioperative factors jointly affect postoperative drainage outcomes after reduction mammoplasty. These correlational findings offer preliminary references for individualised perioperative nursing management.