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\"There's no doubt about it: today's healthcare workers have a lot on their plates. Between balancing the needs of your patients and giving your all to support your coworkers, getting burnt out and overwhelmed is a real risk. So how do you make sure you take time for yourself to recharge? With Self-Care for Nurses, you'll find 100 activities specifically designed to help you relax, take a break, and feel reenergized. Whether you need a quick pick-me-up in the middle of your shift or are looking for some new ways to unwind after the workday is over, you'll find helpful solutions like: writing a list of your accomplishments; practicing yoga; learning how to ask for help; and much more! Whether you're a new nurse or a seasoned veteran, self-care is important for all. Start your nursing self-care practice-today!\"-- Provided by publisher.

Background Given the increasing trend of disasters, terrorist attacks, pandemics and other crises, crisis leadership is crucial for nurses who lead others and for those working in such situations. There is a need to define and explore the concept of trust as a component of crisis leadership in nursing. This concept analysis aimed to explore the concept of trust in crisis leadership from a nursing perspective. Methods A hybrid concept analysis was conducted. The method consisted of three phases: (I) a theoretical phase relying on a structured literature search, including 11 scientific publications; (II) a field-work phase, in which qualitative thematic analysis of interviews with 30 nurses who had been deployed and/or had led others during crises, was conducted and (III) a final analytic phase, where the results from these data collections were merged. Results The analysis suggested that the fundamentals of trust included a perceived intention to do good, the capabilities of both the leader and the team and the perceived predictability of the leader’s behaviour. Trust was found to be built on a perceived forward-looking direction, self-trust and the personal attributes of the leader, such as ethical conduct, the ability to predict the development of crises and an intention to take responsibility and be honest. The social attributes of the relationship between the leader and the team included the intention not to leave anyone behind, loyalty and fostering a sense of belonging among team members. The organisational attributes included a clear organisational structure and clarity of mandate. Conclusions Trust is an essential component of crisis leadership that depends on a leader’s perceived intention to do good, predictability of the leader’s behaviour and the capabilities of both the leader and the team. The development of trust relies on the personal attributes of the leader, the social relationship between the leader and the team and organisational attributes. Nurses appointed to lead others during a crisis need to understand the fundamentals of trust as part of leadership in highly demanding situations. Thus, it can be argued that being a leader in a crisis situation requires distinct personal and professional attributes and skills compared to those used to meet routine demands.

AIMS This study investigated the status and influencing factors of organizational silence among 624 nurses in general hospitals in eastern coastal cities of China. Methods This study followed STROBE guidelines. During the period from January to April 2024, the researchers investigated 624 clinical in-service nurses in terms of general information, employee silence behavior, work engagement, and peer support, and analyzed the related factors affecting nurses’ organizational silence. Results The total average score of nurses’ organizational silence was (33.88 ± 6.88), and the total score of work engagement was (69.23 ± 10.76); The total score of the colleague support scale was (90.02 ± 13.72), which was at the medium level. Univariate analysis showed that the scores of organizational silence of 610 nurses had statistical differences in departments, employment methods and professional titles ( P  < 0.05); Pearson correlation analysis showed that nurses’ work engagement ( r =-0.530, P  < 0.05), perceived colleague support a scale ( r =-0.530, P  < 0.05), colleague support B scale ( r =-0.363, P  < 0.05) were negatively correlated with organizational silence; Multiple linear regression analysis showed that department (β’value = 0.256, P  = 0.001), employment mode (β’value = 0.115, P  = 0.001), professional title (β’value = 0.741, P  = 0.023), working years (β’value = 1.1110, P  = 0.000), work engagement (β’value6.182, P  = 0.000), colleague support scale A (β’value = 0.198, P  = 0.003), and scale B (β’value = 0.485, P  = 0.001) were the main influencing factors of nurses’ organizational silence behavior. Conclusions In this study, nurses’ organizational silence is at the medium level, and nursing workers with low outpatient service, contract system, professional title and working years, less work investment and poor support from colleagues are prone to silence behavior.

Background Healthcare systems globally are confronted with a shortage of nurses. Various strategies to address this have been applied, including active recruitment of internationally qualified nurses. Nurse managers may have a central role in supporting workplace integration. This study aimed to explore how domestically qualified nurses and internationally qualified nurses viewed the role of nursing management and its impact on workplace integration. Method Semi-structured interviews with 21 domestically and 14 internationally qualified nurses were conducted. Nurses were selected using purposive sampling. Snowball sampling was applied to reach a sufficient sample size. Interviews were pseudonymized and transcribed. Transcripts were coded according to Qualitative Content Analysis with data structured into themes and subthemes. Results Five key themes related to impact of nursing management on workplace integration were identified: (a) Appropriate Placement, (b) Recruitment Process, (c) Leadership Support, (d) Workforce Shortage, and (e) Additional Burden/ Increased Workload. Active support by nursing leadership and the opportunity for shared-decision making was seen as a key factor. Increased workload, additional time and resources requirements associated with orientation of internationally qualified nurses and pressures from staff shortages were highlighted as hindrances. Inappropriate placement of internationally qualified nurses was perceived as key hindrance that could be addressed by nursing management. An imbalanced ratio between domestically and internationally qualified nurses was perceived as challenging by domestically qualified nurses. Conclusion Integration of internationally qualified nurses to clinical practice brings several challenges that may be positively impacted by nursing management through appropriate placement of internationally qualified nurses, supportive nurse managers and adequate preparation of domestically qualified nurse mentors/preceptor. Implications for practice Nurse managers should ensure that internationally qualified nurses’ work experience matches local clinical unit vacancies before hiring them. Peer support is a supportive factor for internationally qualified nurses. Nurse managers should find a balanced ratio between internationally and domestically qualified nurses in the roster. Introducing mentors or preceptors at ward level may be a strategy decrease work-related stress in both nursing groups. Registration number The study has been prospectively registered (27 June 2019) at the German Clinical Trial Register (DRKS00017465).

Parental presence during invasive procedures is important in family–centered-care. Family–centered-care is a basic principle of pediatric nursing. This randomized controlled trial included data from 111 cases in the Pediatric Emergency Department of Istanbul University, Istanbul Medical Faculty, during October 2016–January 2017 (parental involvement group, n = 40; parental presence group, n = 40; parental absence group, n = 31). Information form, State-Trait Anxiety Inventory, State-Trait Anxiety Inventory for Children and Visual Analogue Scale were used to collect data. When children’s pain levels before invasive procedures were compared, there was no significant difference between the groups (P > 0.05). Significant difference was found between pain levels of the groups during the process (P < 0.001). It was found that the pain levels of the children in the parental absence group (6.00 ± 2.88) were significantly higher than those in the parental involvement group (3.15 ± 2.79) and the parental presence group (3.70 ± 2.92) (P < 0.05). There was a weak, positive, and significant relationship between parents’ trait anxiety levels and the preprocedural pain and trait anxiety levels of children in all groups (P < 0.05). Parental involvement is effective in reducing the pain felt during invasive procedures. Moreover, anxiety levels of children during the procedure were not affected in all groups; however, the children of parents with high trait anxiety levels had higher preprocedural pain and trait anxiety levels.

Background Patient safety competency (PSC) is a core element of nursing practice, essential for ensuring high-quality and safe patient care. Newly recruited nurses often face challenges such as transition shock, limited clinical experience, and fragmented safety education, which may hinder their ability to maintain patient safety. Most studies have assessed PSC using total scale scores, overlooking internal heterogeneity within this group. This study aimed to identify latent profiles of PSC among newly recruited nurses and explore the influencing factors to provide evidence for targeted competency development and management strategies. Methods From July to August 2023, a convenience sample of newly recruited nurses was obtained from seven tertiary grade-A hospitals in Shandong Province, China. Data were collected using the General Information Questionnaire, the Transition Shock Scale of Newly Graduated Nurses, the Nurses’ Perception of Organizational Support Scale, and the Patient Safety Nurse Competency Evaluation Scale. Latent Profile Analysis (LPA) was conducted to identify the potential subgroups of patient safety competency among newly recruited nurses. Univariate analysis and multivariate logistic regression were performed to examine the influencing factors associated with different latent profile categories. Results The patient safety competency of newly recruited nurses was categorized into 3 potential profiles: “high safety competency group” (36.9%), “medium safety competency group” (49.4%), and “low safety competency group” (13.7%). The results of the logistic regression analysis revealed that education level, average number of night shifts per week, participation in safety training, involvement in patient safety–related projects, transition shock, and perceived organizational support were significant predictors of patient safety competency among newly recruited nurses ( P  < 0.05). Conclusions This study identified three distinct latent profiles of patient safety competency among newly recruited nurses, revealing a moderate overall competency level with notable heterogeneity. Nursing managers should pay particular attention to nurses with moderate and low competency levels and implement targeted, evidence-based interventions to strengthen their patient safety competency and promote safer clinical practice. Clinical trial number Not applicable.

Background There is an increasing need for a new and comprehensive approach to evaluate nursing talent to increase effectiveness and productivity. Talent management, which plays an important role in identifying, developing and retaining nursing talent, is a key strategy for investing in nursing. This study aimed to develop the Nurses’ Perception of Talent Management Scale (NPTMS) and assess its psychometric properties. Methods The scale was developed using a methodological design with a convenience sampling method including 918 nurses (n EFA =422, n CFA =496) from 12 hospitals in Istanbul between September and April 2022. The scale was developed in three phases. Firstly, items reflecting talent management in nursing were created through a comprehensive literature review employing the deductive method. Then, the face and content validity of the scale were evaluated. Finally, construct validity (exploratory and confirmatory factor analysis, concurrent validity, convergent and divergent validity) and reliability (item-total score correlation, split-half method, Cronbach’s α coefficient, equivalent forms reliability and test-retest) were evaluated for psychometric properties. Results The newly developed scale, for which validity and reliability analyses were conducted using two separate samples through exploratory and confirmatory factor analysis, was found to consist of 26 items and a single factor. This factor explained 63.2% of the variance related to the structure and showed acceptable goodness of fit (χ2/sd = 4.325, RMSEA = 0.078, RMR = 0.046, TLI = 0.915, CFI = 0.924, NFI = 0.903, GFI = 0.882, IFI = 0.924). The content validity of the scale was found to be 0.95. Construct validity results indicated that the scale exhibited strong concurrent validity (r EFA =0.755, r CFA =0.772, p  < 0.05) and convergent and divergent validity (AVE > 0.5; CR > 0.8; CR > AVE). The reliability analyses revealed high internal consistency (0.976 EFA ;0.978 CFA ), time invariance (ICC = 0.836), and equivalent forms reliability ( p  < 0.05). Conclusions The scale is a valid and reliable tool for assessing nurses’ perceptions of talent management. It can be used to evaluate talent management practices in nursing and developing policies and strategies that support investment in nursing talent. Clinical trial number Not applicable.

Chronic pain is a major health challenge in older populations and approaches to improve ambulatory care are urgently needed. We conducted a pragmatic trial to test whether staff-directed interventions can improve chronic pain management in older community-dwelling adults and thereby improve their pain situation. Participants of 22 ambulatory nursing services (clusters) were allocated to 3 study arms: I1 (individual intervention with recommendations for each participant’s physician and a newly trained pain nurse), I2 (digital training offered for participants’ physicians and nursing staff) and CG (control group). Survey-based face to face interviews were held at the participants’ homes. Descriptive statistics, ANOVA, and χ 2 -tests were utilized for data analysis. At baseline, 190 and at follow-up 144 participants were analyzed (24% dropout). Overall, the interventions were only implemented by a small proportion of involved staff. We found significant changes in documented nursing care in I1 but improvements regarding pain medication appropriateness or pain situations of participants could not be achieved. Structural challenges like time and staff shortages as well as the lack of billing options in ambulatory care were identified as major obstacles to substantially improve pain care. Policy makers need to enable appropriate compensation models for chronic pain care at home to enable aging in place for a growing population of older adults.

The objective of this study is to evaluate the effectiveness of targeted nursing measures in relieving swollen limb pain after extremity fractures. The term \"targeted nursing measures\" refers to specific nursing interventions and care strategies that are designed to address the issue of swollen limb pain in patients with extremity fractures. Patients with extremity fractures treated in our hospital between January 2020 and December 2021 were recruited for eligibility assessment, and 100 patients were eventually included and assigned alternately at the time of admission to receive routine care, namely standard nursing interventions commonly provided to individuals with extremity fractures (These interventions included preoperative assessment, vital sign monitoring, postoperative status monitoring, local ice application, elevation of the affected limb, functional exercise, pain relief measures, postoperative nutrition, medication administration, and general health instruction) (routine group) or targeted care, namely care measures tailored to address swollen limb pain. (These targeted care measures included health education regarding the causes of limb fractures, precautions, causes of swollen limb pain after fractures, and treatment methods, decongestion care, ice compresses to promote vasoconstriction and reduce pain and swelling, psychological counseling to relieve negative emotions, and targeted rehabilitation training supervision) (targeted group), with 50 patients in each group. Outcome measures included swelling, pain, emotional state, and nursing satisfaction. Targeted care resulted in better mitigation of swelling versus routine care (P < .05). Patients with targeted care had significantly lower visual analog scale (VAS) scores, self-rating anxiety scale (SAS) scores, and Hamilton depression scale (HAMD) scores, and higher Connor-Davidson resilience scale (CD-RISC) scores versus those with routine care (P < .05). Targeted care was associated with significantly higher nursing satisfaction versus routine care (P < .05). Targeted care rapidly relieves the degree of swelling and pain of patients with extremity fractures and ameliorates their emotional state, thereby promoting health recovery and effectively improving patient satisfaction.

Purpose To investigate the knowledge, attitudes and behaviors of ICU nurses in tertiary hospitals regarding oral mucosal pressure injury in patients with orotracheal intubation, and to analyze its influencing factors. Methods Using the convenient sampling method, through the self-designed questionnaire of knowledge, attitudes and behavior of ICU nurses on oral mucosal pressure injury in patients with orotracheal intubation, 201 ICU nurses from 5 tertiary hospitals in Shanxi Province were investigated. The questionnaire included 34 items in three dimensions: knowledge, attitudes and behavior. Results A total of 201 ICU nurses were surveyed, and the total score of KAP questionnaire was (85.39 ± 13.21), the knowledge dimension score was (11.98 ± 3.45), the attitude dimension score was (39.53 ± 7.86) points, and the behavior dimension score was (33.88 ± 5.90). The results of multiple linear regression analysis showed that academic qualifications, gender, and whether they had studied relevant literature were the influencing factors of ICU nurses’ knowledge, attitude, and behavior on orotracheal intubation ( P  < 0.05). Conclusion ICU nurses have a good attitude towards oral mucosal pressure injury in patients with orotracheal intubation, but their knowledge level and behavior need to be improved, and ICU managers should pay attention to the systematic training of oral mucosal pressure injury in patients with orotracheal intubation, so as to promote the change of nursing behavior and improve the quality of clinical nursing. Clinical trial number Not applicable.