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This study aimed to examine the relationship between nurses' professional commitment and caring behaviors. This was a cross-sectional-correlational research design. Study conducted with 293 nurses. Data were collected between January and March 2023. Ethics committee approval and informed written consent of the participant were obtained for the study. The data were collected by using the ‘Nurse Information Form’, ‘Caring Behaviours Inventory-24 (CBI-24)’ and ‘Nursing Professional Commitment Scale (NPCS)’. It was found that the mean score of the NPCS was 82.71 ± 14.306. and of the CBI-24 was 5.38 ± 0.653. Nurses’ professional commitment and caring behaviors were high. It was found that the NPCS total and subscales’ scores have positively correlations with the total and sub-scores of CBI-24. However, this relationship was weak (r = 0.421, p < .001). Professional commitment explained 17% of the variance in caring behaviors. Professional commitment and caring behaviors are at a high level in nursing. However, there is no significant relationship between nurses' professional commitment and caring behaviors. These findings may provide ideas for managers to strengthen nurses' professional commitment and increase their caring behaviors. Thus, health policies related to nurses can be developed.

Introduction: According to the current regulations of the Ministry of Health of the Republic of Bulgaria, the administration of the recommended vaccines is implemented at the request of the patient and for a fee. In this context, one of the key functions of the general practitioners (GPs) within the framework of outpatient primary care is to conduct health prevention, including the performance of immunizations. In 2024, the number of general practitioners in the Pleven district with a contract with the National Health Insurance Fund (NHIF) was 176. Objective: The objective of the study was to assess the influence of general practitioners' personal experience and commitment on the implementation and promotion of recommended vaccinations. Materials and methods: In 2024, a comprehensive survey was carried out in the Pleven district covering 82 general practitioner selected at random from a total of 176 registered in the region. To analyse the correlation between the qualitative variables, a χ2 test was applied, with statistical conclusions drawn at a significance level of 0.05. Data collection was performed through semi-structured interview and processed by SPSS Statistics v.26. Results: Data analysis revealed high vaccination coverage among the respondents - 75 (91.5%), as well as significant activity in recommending the additional immunizations - 80 (97.6%). The personal experience with the recommended vaccines had an important impact on the professional behaviour of medical professionals (χ² = 21.964, df = 1, p < 0.001, Cramer's V = 0.518). Conclusion: The present study outlined the significant influence of personal experience with the recommended immunizations on the professional behaviour of general practitioners. That highlighted the need to increase awareness and personal commitment to vaccination among healthcare professionals as a key factor in improving vaccination coverage of the population.

The paper, through narration and memory, describes the story of Graziano Ruffini in the Italian Libraries Association. He is especially remembered for his commitment to the Ligurian Section of the Italian Libraries Association, of which he was president in the three-year period between 1997 and 2000. The 44th Association congress was held at that time in the region of Liguria. The main source of the article is the regional news bulletin Vedi anche. The narrative includes, without elaborating, also the assignments carried out at national level in specific committees and working groups. [Publisher's text]

Introduction/Main Objectives: Whistleblowing decisions are one of the keys in fraud detection. Considering the rise of fraud cases in organizations, this individual action has a significant impact on organizational performance. Therefore, it is necessary to examine factors that influence the whistleblowing decisions of individuals. Background Problems: This study examines the effect of power distance, moral intensity, and professional commitment on the whistleblowing decision of undergraduate accounting students at the Faculty of Economics and Business, Universitas Gadjah Mada (FEB UGM).Novelty: The novelty of our research is we are filling the gap in previous studies by using students as the population; most studies use employees (such as auditors) as the main population. We use students because they form the next fraud-fighting generation to enter the working environment. Therefore, their understanding and perceptions of whistle blowing activities are crucial. This research is considered to be the first micro-level analysis research in the areas. Research Methods: We adopted the survey method and analyzed it using a regression. We use purposive sampling on 189 undergraduate students from the accounting department. Findings/Results: Our findings indicate that power distance, moral intensity, and professional commitment simultaneously affect accounting students’ whistleblowing decisions. Power distance had a negative and significant effect, meanwhile professional commitment had a positive and significant effect and there was no significant effect of moral intensity toward the whistleblowing. Conclusion: Having professional commitment is essential for whistleblowing decision-making. It needs individual awareness and professional ethics, as well as improvements to people’s morals and values.

Background: Burnout is a stress-related syndrome that affects medical students. Certain environmental and personal factors can contribute to the onset of burnout and lead to serious consequences such as dropping out of school, sleep disorders, depression, and even suicide. Professional commitment is a personal characteristic that positively influences burnout. Methods: This research was conducted to determine the differentiation of burnout levels among medical school students based on certain variables and examine the impact of professional commitment on burnout. The research sample consisted of a total of 130 individuals studying of Medical Faculty in Türkiye. Descriptive and correlational research techniques, including survey models, were utilized in the study. Data were collected through online platforms and face-to-face surveys. The collected data were analyzed using the SPSS program. Results: The research findings revealed that male students had higher depersonalization scores than female students (P<0.05). Emotional exhaustion and depersonalization scores were found to be higher among students with poor academic performance (P<0.017), those who did not choose medical school willingly (P<0.017), and those who chose medical school due to family pressure (P<0.05). Among female students, those who chose medical school willingly and those who chose it as their dream profession had higher scores of professional commitment. As professional commitment scores increased, burnout scale scores and their subscales, including exhaustion, depersonalization, and reduced personal accomplishment, decreased (P<0.05). Conclusion: The findings of the study indicate a relationship between professional commitment and burnout, suggesting that professional commitment can reduce burnout levels. This highlights the importance of increasing the level of professional commitment among medical students, who are future physicians. Strengthening students’ commitment to their profession can decrease the risk of burnout and improve the quality of healthcare services.

Introduction/Main Objectives: This study examines the influence of organizational political perceptions of internal whistleblowing intention, specifically investigating the role of professional commitment on the pressure felt by employees within the framework of the conservation of resources theory. Background Problems: Previous research has focused on what factors can increase internal whistleblowing intention, while there are contextual factors that cannot be ignored, specifically the state of the working environment that may hinder such intention. Novelty: This research investigates a different phenomenon from the point of view of an environment that creates a negative perception while also linking it to the professional commitment to the impact of internal whistleblowing intentions. Research Methods: This study employs a questionnaire-based survey method targeting employees of banks affiliated with the Association of Stated-Owned Banks in Indonesia. The sample consists of 115 participants and the data were analyzed using structural equation modeling (SEM). Findings/Results: The findings of this research suggest that employees' views on organizational politics and the corresponding pressure hinder their willingness to report violations. Nevertheless, a strong level of professional dedication does not lessen the impact of organizational politics on perceived pressure. This underscores the necessity for organizations to cultivate a cooperative atmosphere that can diminish the adverse perceptions of organizational politics. Conclusion: This research carries particular importance, notably within the financial industry, illustrating how the interactions among organizational politics, pressure, and professional commitment influence employees' tendency toward internal reporting of misconduct. Further, this research enriches the discourse on internal whistleblowing, providing a richer conceptualization of its determinants from both environmental and situational perspectives.

Recent research has focused on students’ knowledge sharing behavior and its driving factors, which promote the knowledge transmission and exchange in different educational settings. However, little research has focused on factors that inhibit knowledge sharing. Based on social learning theory and social cognitive theory, the current study investigates the relationships between knowledge hiding behaviors and students’ belief about interactional justice and professional commitment. Based on 312 reliable questionnaires collected from Chinese and international postgraduate students in China, this study explored postgraduate students. Three knowledge hiding behaviors include playing dumb, evasive hiding, and rationalized hiding, all of which is negatively related to interactional justice. Furthermore, the moderating effect of professional commitment was found to influence evasive hiding more significantly than the other two aspects of knowledge hiding. Based on the findings of the study, implications are elaborated for learners, supervisors, and higher education.

Purpose This study aimed to test the hypothesis model showing the relationship between nurses’ individual and working characteristics, nursing work environment, subjective career success, job satisfaction, intent to leave, and professional commitment. Design and Methods A cross‐sectional and correlational design was utilized for the study. The study sample consisted of 604 nurses working in four hospitals in Istanbul, Turkey. Data were collected using the Nurse Information Form, Subjective Career Success Inventory, Practice Work Environment Scale of the Nursing Work Index, Job Satisfaction Global Item, Intent to Leave Subscale, and Professional Commitment Scale. Data were analyzed using descriptive and correlation analysis, and the hypothesis model was tested using structural equation modeling. Findings The hypothesis model that was established to test the antecedents and outcomes of subjective career success in nurses was acceptable and had a good fit. Having a master’s degree, work schedule with rotating shifts (negative), good individual income, participation in hospital affairs, staffing and resource adequacy, and nurse–physician relations were significantly associated with the subjective career success of nurses. Subjective career success had a positive effect on job satisfaction and professional commitment and a negative significant effect on intent to leave in nurses. Conclusions This study revealed that human capital, objective career success, and some characteristics of the nursing work environment were significantly associated with nurses’ subjective career success, and that increased subjective career success produced positive professional and organizational outcomes. Clinical Relevance The results of this study, which revealed the antecedents and outcomes of nurses’ career success, should be taken into consideration by managers who wish to retain a qualified nursing workforce.

Purpose This study examined which aspects of professional commitment can effectively retain nurses in the nursing profession. Design, Settings, and Participants This study used a longitudinal design, simple random sampling, and two‐wave data collection to survey and follow up a representative sample of 579 nurses for 1 year in a major medical center in northern Taiwan. Methods Items measuring each aspect of professional commitment came from Meyer et al.’s scale. In the second wave, administrative data were culled to determine whether these nurses remain employed as nurses. Structural equation modeling is used to analyze the data. Results Analytical results indicate that continuance commitment predicts nurse retention in the nursing profession (path coefficient = 0.34, p < .01). Conclusions Institutional efforts to improve continuance commitment (e.g., improved salary structures and enhanced professional development opportunities) likely retain nurses in the nursing profession. Clinical Relevance The findings of this study indicate the importance of continuance intention in retaining nurses. Nursing managers who face staff retention issues may consider making efforts to improve nurse salary and employer‐sponsored benefits.

A growing number of postdoctoral academics cite stressful working conditions for considering abandoning their studies and leaving the academic profession entirely before they obtain a tenured position. This paper identifies the mechanisms by which work stress influences postdocs' intentions to leave academia. Based on Schaubroeck et al.'s (1989) stress-turnover-intention model, we propose a professional turnover-intention model that includes both the effort-reward imbalance model as a comprehensive measure of work stress and affective professional commitment. The research model is tested using structural equation modeling (SEM) and data from 421 postdocs. The results show significant support for the hypothesized effects. In particular, a three-path-mediated effect is found from work stress to the intention to leave academia via strain and job satisfaction. Additional analyses reveal significant gender differences: The relationship between overcommitment and strain is stronger for female postdocs than it is for male postdocs, and the direct link between work stress and the intention to leave academia applies only to female postdocs. Further, job satisfaction fully mediates the relationship between affective professional commitment and the intention to leave academia. Thus, we provide a model on an academics' professional turnover intention that goes beyond previous research by incorporating two important mediators, strain and job satisfaction. We also confirm the relevance of affective professional commitment to professional turnover intentions in the realm of academia. Specific policy recommendations for retaining more postdocs in academia are given. (HRK / Abstract übernommen).