Permanent Nurses Research Articles

Ethical Leadership and Counterproductive Work Behavior: The Mediating Role of Job Satisfaction

Intense competition among public institutions underscores the need for effective human resource management. This study investigates Counterproductive Work Behavior (CWB), a concern for academics, professionals, and policymakers. CWB, a response to workplace dissatisfaction, is examined among 121 permanent nurses at Pandan Arang Hospital. Findings show that ethical leadership is negatively associated with CWB and positively linked to job satisfaction, which fully mediates the relationship between ethical leadership and CWB. The study contributes theoretically by advancing understanding of how ethical leadership influences CWB via job satisfaction, offering practical implications for organizations aiming to reduce CWB and promote ethical leadership practices.

The Moderating Role of Compensation on the Influence of Job Stress and Coworkers on Performance in Medan Adventist Hospital

The aim of this research is to analyze and prove the influence of Job Stress and Coworkers on the performance of nurses at Adent Hospital Medan. This research will also prove the moderating effect of compensation on the relationship between Job Stress and co-workers on performance. The population in this study were 150 permanent nurses who worked at the Medan Adventist Hospital. The sampling technique used was Simple Random Sampling, obtaining a sample of 109 respondents. Data analysis techniques use multiple regression with t-test (partial test), F test (simultaneous test) and coefficient of determination test (R2) as well as moderating analysis using residual analysis. The results of this study prove that Job Stress and co-worker variables simultaneously influence nurse performance. Partial testing proves that the Job Stress variable influences nurse performance, as well as the individual Co Workers variable influences nurse performance. Moderation testing using the residual test proves that compensation is able to moderate the relationship between Job Stress and coworkers on nurse performance. The implications of the results of this research are able to prove that the importance of Job Stress management and co-workers in improving nurse performance is strengthened by compensation.

Investigating the impact of temporary nurses on permanent nurses' commitment via perceptions of illegitimate tasks: Across-sectional study.

To explore illegitimate tasks as a potential mechanism that links permanent nurses' perceived exposure to temporary nurses to lower levels of affective organizational commitment. A time-lagged cross-sectional survey study. Survey data from N = 239 permanent nurses in the German-speaking part of Switzerland were analysed via Structural Equation Models. The study revealed a negative relationship between permanent nurses' perceived exposure to temporary nurses and their level of organizational commitment that was mediated by perceptions of unreasonable and unnecessary tasks. Healthcare institutions increasingly depend on temporary nurses to fill staffing vacancies. Our data suggest that the deployment of temporary nurses may have adverse effects on permanent nurses' affective organizational commitment via perceptions of illegitimate tasks. Our quantitative survey study provides a novel, theory-driven understanding of how perceived exposure to temporary nurses may impact work-related attitudes of permanent nurses. Our findings suggest that the clinical community should limit permanent nurses' exposure to temporary nursing staff to protect their commitment. If this is not possible, we encourage strategies to counteract associated feelings of illegitimacy, for example, by showing appreciation for permanent nurses' willingness to take over responsibility for temporary nurses. The study adheres to the STROBE reporting guidelines for cross-sectional studies. No patient or public contribution.

Work ethics climate in relation to nurses’ commitment in a South African hospital

Orientation: Commitment, well-being and employer loyalty affect nurse retention. Literature shows that nurses are leaving the workforce at an alarming rate and that various factors are causing them to leave their employers.Research purpose: The main aim of this study was to investigate the influence of the ethical work climate in the organisation on nurses’ commitment.Motivation for the study: The health sector is essential in promoting mental, physical and emotional health but faces a shortage of skilled workers. The work ethics climate (WEC) can play a crucial role in retaining skills.Research approach/design and method: A quantitative research approach was adopted in a non-probability convenience sample of 208 permanent nurses from a South African public hospital. Participants completed self-assessments on an ethical climate questionnaire and an organisational commitment scale (OCS), and regression analysis was used to analyse the data.Main findings: Work ethics climate correlated with nurses’ affective, continuance and normative commitment. In addition, the results indicated that WEC predicted nurses’ commitment.Practical/managerial implications: Public hospitals in South Africa should create policies, laws and procedures that encourage ethical behaviour characterised by honesty, justice and dignity to boost nurse commitment. Thus, the South African hospital should foster an ethical workplace and implement an ethical code.Contribution/value add: This study contributes to the theory of ethical work climate and ethical behaviour by suggesting that nurses who positively perceive policies, rules and hospitals that have clear regulations are more likely to engage.

Analysis of the Implementation of Infection Prevention and Control (PCU) Program in the Inpatient Room

This study aims to analyze the application of the infection prevention and control program (PCU) in the inpatient room of the Meuraxa Regional General Hospital, Banda Aceh City. This research is an observational analytic study with a cross-sectional approach with a total sample of 184 respondents who are permanent nurses in the inpatient room of the Meuraxa Regional General Hospital, Banda Aceh City. This study used primary data through distributing questionnaires which were conducted in July 2023. Correlation analysis used statistical contingency coefficient tests and Multiple Logistic Regression tests on multivariate variables. The results showed that gender (p=0.033), age (p=0.004), and length of work (p=0.024) had a correlationwith the implementation of the PCU program in the inpatient room.The Multiple Logistic Regression Test showed that the implementation of the PCU program was 2.79 times higher for female respondents and2.37 times higher implemented at age26 - 35 years. This study shows that gender, age, and length of work have a significant correlationby implementing an infection prevention and control program (PCU) in the inpatient room of the Meuraxa Regional General Hospital, Banda Aceh City.

The Moderating Role of Uncertainty Reduction on the Relationship between Leadership Styles and Organizational Identification within Saudi Hospitals

This study embarked on an exploration into the dynamics of various leadership styles and their influence on organizational identification, placing a spotlight on the potential moderating effect of uncertainty reduction within the healthcare sector of Saudi Arabia. Adopting a hypothesis testing approach, the research employed a correlation investigation design, ensuring minimal interference from the researcher. The backdrop of this study was set in five hospitals across Riyadh and Makkah, targeting the entire population of permanent nurses. To derive a representative sample, a probability sampling technique was used, more specifically, stratified sampling, which culminated in a sample size of 375 participants. The unit of analysis was set at an individual level, with a cross-sectional study time horizon. Data collection involved a 7-point Likert scale, which underwent a comprehensive descriptive analysis via SPSS, followed by a Partial Least Square assessment using Smart-PLS. The findings highlighted the nuanced interplay between leadership strategies and organizational contexts, emphasizing the significance of adaptability in leadership in alignment with varying degrees of environmental uncertainty.

Nurses' perspectives on inpatient falls in a large academic hospital in South Africa.

Falls risk assessment tools, including the Morse Falls Scale, have been used for years, and yet falls remain key adverse events in hospitals. Nurses are key role players in falls prevention and can champion patient safety. The aim of the study was to explore ward nurses' attitudes, knowledge and practices regarding the use of falls risk assessment tools, institutional falls policy and falls prevention. A survey design was used. All permanent ward nurses were eligible to participate, and a convenience sample was used. Nurses endorsed the Morse Falls Scale, recommended by institutional policy, as effective in reducing falls and indicated that incident reporting measured progress on monitoring fall events. Falls prevention training was scanty; however, nurses were keen for further education of falls. Effective falls risk management needs to extend beyond promulgating policy and actively address nursing and patient education.Contribution: This study adds to the sparse literature regarding nursing practice and falls prevention in a developing country. Recommendations for change have been made.

The Role of Work Motivation in Mediating Effect of Work Safety and Health and Work Stress on Nurse Performance at Dr. Pirngadi Regional General Hospital Medan City

The purpose of this research is to analyze the role of work motivation in mediating effect of work safety and health and work stress on nurse performance at Dr. Pirngadi Regional General Hospital Medan City. The type of research used in this research is associative with a quantitative approach. Population in this study are nurses at Dr. Pirngadi Regional General Hospital Medan City as many as 367. Sampling method used is non-probability sampling with the convenience sampling technique so that the researcher selects respondents based on those that are the easiest to find or obtain. Sample in this study are 185 respondents who are permanent nurses who worked at at Dr. Pirngadi Regional General Hospital Medan City. The data used are primary data by distributing questionnaires and secondary data by documenting organizational archives and libraries. The data analysis technique uses structural equation modeling (SEM) with the Smart PLS version 3.0 analysis tool. The results of the study show that work safety and health significant effect on work motivation at Dr. Pirngadi Regional General Hospital Medan City. Work stress significant effect on work motivation at Dr. Pirngadi Regional General Hospital Medan City. Work safety and health significant effect on nurse performance at Dr. Pirngadi Regional General Hospital Medan City. Work stress significant effect on nurse performance at Dr. Pirngadi Regional General Hospital Medan City. Work motivation significant effect on nurse performance at Dr. Pirngadi Regional General Hospital Medan City. Work motivation is able to mediate the relationship between work safety and health and nurse performance at Dr. Pirngadi Regional General Hospital Medan City. Work motivation is able to mediate the relationship between work stress and nurse performance at Dr. Pirngadi Regional General Hospital Medan City. Keywords: Work Motivation, Work Safety and Health, Work Stress, Performance

The influencing factors of functional somatic discomfort in clinical nurses

Objective: To investigate the functional somatic discomfort status, and to analyze the effect of job stress, hostile attribution bias and ego depletion on functional somatic discomfort in clinical nurses. Methods: In May 2019, 10 cities in Henan Province and Fujian Province were randomly selected as sampling cities. Using the stratified cluster sampling method, nurses of clinical nursing posts in 22 third class hospitals and 23 second class hospitals were selected as the research objects. The general information, job stress, hostile attribution bias, ego depletion and functional somatic discomfort of clinical nurses were investigated by self-designed general information questionnaire, Perceived Stress Scale, Social Information Processing-attribution Bias Questionnaire, Self-regulatory Fatigue Scale, Patient Health Questionnaire-15. 1200 clinical nurses included, and a total of 1159 valid questionnaires were collected, the effective rate of questionnaire collection was 96.6%. The t test was used to compare the difference of the functional somatic discomfort scores of clinical nurses with different demographic characteristicst. The influence of job stress, hostile attribution bias and ego depletion on functional somatic discomfort of clinical nurses were analyzed with Bootstrap. Results: The functional somatic discomfort score of clinical nurses was (8.95±4.38), of which 859 (74.12%) had functional somatic discomfort symptom. The functional somatic discomfort score of clinical nurses aged 36-50 years old was higher than that of 19-35 years old, the functional somatic discomfort score of clinical nurses with service age ≥5 years was higher than that of <5 years, the functional somatic discomfort score of non-permanent clinical nurses was higher than that of permanent clinical nurses, the functional somatic discomfort score of clinical nurses in tertiary hospitals was higher than that of secondary hospitals, the functional somatic discomfort score of clinical nurses in surgical departments were higher than those in non-surgical departments, and the differences were statistically significant (P<0.05). Job stress affected functional somatic discomfort through the single mediating role of hostile attribution bias, the single mediating role of ego depletion, and the chain mediating role of hostile attribution bias and ego depletion (β=0.17, 95%CI: 0.10-0.20; β=0.16, 95%CI: 0.10-0.20; β=0.07, 95%CI: 0.03-0.10; P<0.05) . Conclusion: The functional somatic discomfort symptoms of clinical nurses are significant and varied among different age, working age, employment form, hospital grade and department groups. They are affected by work stress directly and through the separate mediating effect of hostile attribution bias and ego depletion, and the chain mediating effect of hostile attribution bias and ego depletion.

Knowledge, beliefs and practices of nurses with long-acting reversible contraception, Cape Town.

Implanon and copper intrauterine contraceptive device (IUCD) are long-acting reversible contraceptives (LARC) available in public primary health care (PHC) South Africa. These methods are the most effective forms of contraception. To evaluate the knowledge, beliefs and practices on provision of LARC. Primary health care facilities within the Khayelitsha Eastern Substructure, Cape Town. A descriptive survey of all permanent nurses who provided contraception. Data were collected from 72/90 (80% response rate) via a validated questionnaire and evaluated using Statistical Package for Social Sciences (SPSS). Knowledge of eligibility for LARC was tested. The mean knowledge scores for Implanon were 8.56/11 (s.d. 1.42) for the trained and 7.16/11 (s.d. 2.83) for the untrained (p = 0.007). The mean knowledge scores for IUCD were 10.42/12 (s.d. 1.80) for the trained and 8.03/12 (s.d. 3.70) for the untrained (p = 0.019). Participants believed that inaccessibility to training courses (29%), no skilled person available (24%) and staff shortages (35%) were barriers. Less than 50% of women were routinely counselled for LARC. Forty-one percent of nurses were trained and performed IUCD insertion, and 64% were trained and performed Implanon insertion, while 61% and 45% required further training. Confidence was low, with 32% trained and confident in IUCD and 56% trained and confident in Implanon insertion. Lack of training, poor confidence and deficient counselling skills were barriers to effective LARC provision. The identified system-specific barriers must be addressed to improve uptake.Contribution: The first study to evaluate knowledge, beliefs and practices on LARC in providers in the Western Cape.

The Effect of Burnout on the Performance of Nurses at Aliyah I Hospital in Kendari City in 2023

Performance is the work of an employee qualitatively and quantitatively in carrying out his duties in accordance with the obligations imposed on him. The purpose of this study was to see how burnout affects the performance of employees at RSU Aliyah I Kendari City in 2023. Using complete sampling, the population consists of 42 permanent nurses. Data collection methods include observation, interviews, and distributing questionnaires. Chisquare is the analytical approach used. Based on the research findings, 11 (68.3%) of the 16 respondents who experienced burnout in the low group performed well in the good category. Furthermore, 17 (65.4%) of the 26 respondents in the high burnout category were satisfied with patient satisfaction. On the other hand, the value of ρ&lt;1. We get α = 0.031 &lt; 0.05 and Ho is discarded. Therefore, at Aliyah I General Hospital in Kendari City in 2023, burnout can be interpreted as affecting nurse performance. Efforts to improve performance must pay attention to the comfort of nurses' work, need to pay attention to the skills and workload of nurses, and foster a sense of responsibility.

A cross-sectional survey on the allocation of nursing human resources in burn centers in China

Objective: To investigate the allocation of nursing human resources in burn centers in China. Methods: A cross-sectional survey was conducted. Using a self-designed questionnaire, a survey was carried out from January to March 2022 to investigate the January to December 2021 status of 39 burn centers in China that met the inclusion criteria based on six strategic regions and other regions, including the hospital grade and the region, the number of nurses and opening beds in the burn centers and burn intensive care units (BICUs), the age, working seniority in burn specialty, educational background, professional title, personnel employment, and turnover of nurses and training of newly recruited nurses in the burn centers. Results: This survey covered 30 provinces, municipalities, and autonomous regions in China (excluding Hong Kong Special Administrative Region, Macao Special Administrative Region, and Taiwan region of China). A total of 39 questionnaires were collected, all of which were valid. The 39 burn centers were located in 38 tertiary A hospitals and 1 tertiary B hospital, with 26 burn centers in strategic areas. The nurse/bed ratio of burn centers in the Greater Bay Area of Guangdong, Hong Kong, and Macao was the highest, while the nurse/bed ratio of burn centers in border ethnic minority area was the lowest. Except for the Chengdu-Chongqing Economic Circle, BICUs had been set up in burn centers in other regions. Among the 39 burn centers, the percentage of nurses aged 25 to 34 years was 51.21% (738/1 441), the percentage of nurses worked in burn specialty for less than 5 years was 31.16% (449/1 441), the percentage of nurses with bachelor's degree was 69.74% (1 005/1 441), and the percentage of nurses with nursing professional title was 44.14% (636/1 441), which were the highest. There were significant differences in the employment of nurses, the percentage of permanent nurses in burn centers in the collaborative development zone of Beijing-Tianjin-Hebei was 82.48% (113/137), while the percentage of permanent nurses in burn centers in important military strategic area was only 9.42% (34/361); the turnover rate of nurses was 9.03% (143/1 584), among which the turnover rate of nurses was 18.14% (80/441) in burn centers in important military strategic area. The training for newly recruited nurses in 39 burn centers was mainly based on the guidance of senior nurses and the pre-job education+specialist training. Conclusions: The burn nursing human resources in strategic areas in China are seriously insufficient and unevenly distributed, with unstable nurse team and lack of standardized specialist training. In particular, the nursing human resources in BICUs need to be equipped and supplemented urgently.

The impact of a three-tiered model of nursing redeployment during the COVID-19 pandemic: A cross-sectional study

ObjectiveThe COVID-19 pandemic resulted in extreme system pressures, requiring redeployment of nurses to intensive care units. We aimed to assess the impacts of a 3-tiered pandemic surge model on nurses working in intensive care units during the COVID-19 pandemic. MethodologyIn this cross-sectional study, 931 nurses (464 intensive care and 467 redeployed nurses) who worked within four adult units in Western Canada during pandemic surge(s) were invited via email to participate in a survey. The survey explored the impact of redeployment, rapid unit orientations, just-in-time training, and the 3-tiered model of nursing during pandemic surge. Burnout was measured utilizing the Copenhagen Burnout Inventory questionnaire. ResultsA total of 191 survey responses were retained (59 intensive care nurses and 132 redeployed). Survey results are reported by tier, with outcomes varying based on team leadership, intensive care unit, and redeployment nursing roles. Burnout in personal and workplace domains was present amongst all nursing tiers, while only team leadership roles experienced burnout in the patient domain. Overall, team leadership roles and permanent intensive care nurses experienced the highest rates of burnout. Redeployed nurses reported numerous aids to success including support from colleagues, prior experience, and educational supports. Skill-based orientation, ongoing education, optimized scheduling, role clarity, and mitigators of psychological impacts were identified by respondents as potential facilitators of redeployment and surge models. ConclusionNurses working within this tiered model experienced high degrees of burnout, with highest prevalence amongst team leads and intensive care nurses. Optimization of support for and interventions aimed at improving well-being are important considerations going forward. Implications for clinical practiceTargeted strategies are required to support education, role transition, and optimize competency and role clarity during nursing redeployment for overcapacity surge. Essential strategies to support redeployed nurses include individualized competency assessments pre-redeployment and prior to role transitions, pairing redeployed nurses with the same intensive care nurse consistently, and availability of a nurse educator or resource for additional just-in-time training supports. Contingency disaster strategies should also include interventions targeting staff wellness and prevention of burnout, as well as identify scenarios in which redeployment may increase risks of psychological harm. Debriefing and peer-to-peer support models may increase the efficiency of psychological support for nurses, though additional research is required. Lastly, given enaction of tiered models of nursing care is largely a novel occurrence in the intensive care unit, leadership training is required to support frontline nurses taking on supervisory roles within these team models.

A survey on the practice of bronchoscopy in county-level hospitals of China

Objective: To investigate the bronchoscopy resource allocation and technology application in county-level hospitals in China. Methods: A cross-sectional survey was conducted. In 2021, 12 provinces were sampled from all provinces in China according to the regional Gross Domestic Product (GDP) and the number of counties, in which a total of 291 county-level hospitals were randomly enrolled. Two county-level hospitals which carried out bronchoscopy technology in each province were randomly sampled to investigate the status of bronchoscopy resources, technical application, decontamination and anesthesia by using questionnaires. Independent sample t test or two related sample nonparametric test were used for comparison between groups. Spearman correlation analysis was used to explore the correlation. Bilateral P<0.05 was considered statistically significant. Results: According to the sampling results, it was estimated that in the county-level hospitals, the proportion of those performing bronchoscopy was 11.4% (9.9%, 13.8%), which was significantly correlated with the population in the province (r=0.64, P=0.025) and the regional GDP (r=0.65, P=0.025).The 24 county-level hospitals interviewed were equipped with (1.6±1.0) bronchoscopes on average, and the number of hospitals with electronic bronchoscopes and fiberoptic bronchoscopes was 22 (91.7%) and 6 (25.0%), respectively. Six (25.0%) hospitals performed bronchoscopy every working day. Twelve (50.0%) hospitals had relatively permanent physicians and nurses. All operating doctors had received special training. There was a significant increase in the number of bronchoscopy cases per hospital in 2020 compared to 2019 [140(70, 335) vs. 100(29, 254), P=0.001]. All hospitals used standard cleaning and sterilization workbenches, cleaning agents and disinfectants. Surface anesthesia was available in 24 hospitals, and bronchoscopy techniques under sedation and analgesia were performed in 10 (41.7%) hospitals. Atropine was still used to prevent airway secretions in 2 (8.3%) hospitals,although not recommended by guidelines. Conclusions: There was a large gap between the current status of bronchoscopy technology in county-level hospitals and the standards of the National Health Commission, together with regional disparities. Bronchoscopist training in the standardization and the decontamination work met the requirements. In some hospitals, the use of complementary medicines was not standardized or the sedatives were not given routinely according to the guidelines. We should promote the popularization and standardization of bronchoscopy technology, and strengthen the allocation of related resources in China's county hospitals.

Continuous Kidney Replacement Therapy Practices in Pediatric Intensive Care Units Across Europe

Continuous kidney replacement therapy (CKRT) is the preferred method of kidney support for children with critical illness in pediatric intensive care units (PICUs). However, there are no data on the current CKRT management practices in European PICUs. To describe current CKRT practices across European PICUs. This cross-sectional survey of PICUs in 20 European countries was conducted by the Critical Care Nephrology Section of the European Society of Pediatric and Neonatal Intensive Care from April 1, 2020, to May 31, 2022. Participants included intensivists and nurses working in European PICUs. The survey was developed in English and distributed using SurveyMonkey. One response from each PICU that provided CKRT was included in the analysis. Data were analyzed from June 1 to June 30, 2022. Demographic characteristics of European PICUs along with organizational and delivery aspects of CKRT (including prescription, liberation from CKRT, and training and education) were assessed. Of 283 survey responses received, 161 were included in the analysis (response rate, 76%). The attending PICU consultant (70%) and the PICU team (77%) were mainly responsible for CKRT prescription, whereas the PICU nurses were responsible for circuit setup (49%) and bedside machine running (67%). Sixty-one percent of permanent nurses received training to use CKRT, with no need for certification or recertification in 36% of PICUs. Continuous venovenous hemodiafiltration was the preferred dialytic modality (51%). Circuit priming was performed with normal saline (67%) and blood priming in children weighing less than 10 kg (56%). Median (IQR) CKRT dose was 35 (30-50) mL/kg/h in neonates and 30 (30-40) mL/kg/h in children aged 1 month to 18 years. Forty-one percent of PICUs used regional unfractionated heparin infusion, whereas 35% used citrate-based regional anticoagulation. Filters were changed for filter clotting (53%) and increased transmembrane pressure (47%). For routine circuit changes, 72 hours was the cutoff in 62% of PICUs. Some PICUs (34%) monitored fluid removal goals every 4 hours, with variation from 12 hours (17%) to 24 hours (13%). Fluid removal goals ranged from 1 to 3 mL/kg/h. Liberation from CKRT was performed with a diuretic bolus followed by an infusion (32%) or a diuretic bolus alone (19%). This survey study found a wide variation in current CKRT practice, including organizational aspects, education and training, prescription, and liberation from CKRT, in European PICUs. This finding calls for concerted efforts on the part of the pediatric critical care and nephrology communities to streamline CKRT education and training, research, and guidelines to reduce variation in practice.

Taking experiences of disrespectful misrecognition in blended workgroups seriously

ABSTRACT This article explores how experienced relational quality in blended workgroups consisting of permanent and temporary members is affected by temporary members’ normative expectations for the relationship. We draw on Axel Honneth’s four primary forms of recognition to illuminate the foundation of normative expectations. This focus on temporary members’ normative expectations contrasts with existing research in blended workgroups, focusing predominantly on the behavior of permanent members towards temporary ones. We draw on illustrative examples from a qualitative study of first – and third-year nursing students’ experiences during their internships at somatic hospitals. First – and third-year students report how they experience a deviation from their normative expectations as a threat to their positive self-image. In conclusion, we propose that the normative expectations characterizing the relationship between nursing students and permanent nurses can be described based on three forms of recognition:’ visibility,’ ‘respect,’ and ‘esteem.’

Job satisfaction and organizational commitment among nurses working on temporary versus permanent jobs at a tertiary care teaching hospital, Uttarakhand, India

Objective: The objective of this study was to assess and compare job satisfaction and organizational commitment among nurses working on temporary versus permanent basis at a tertiary care teaching hospital, Uttarakhand, India. Materials and Methods: A total of 250 nurses (125 temporary and 125 permanent) were selected using stratified disproportionate random sampling techniques from a tertiary care teaching hospital. Sociodemographic datasheet, Job Satisfaction Survey scale, and Organizational Commitment scale were used to collect data. Results: The study results revealed that the job satisfaction score was significantly higher in permanent nurses (139.1 ± 15.4) than in temporary nurses (131.3 ± 12.2) (P &lt; 0.001). However, temporary nurses (85.2 ± 14.4) were more committed toward organization than permanent nurses (80.0 ± 16.0) (P &lt; 0.001). There was a significant association between nurses' job satisfaction and their gross salary (P &lt; 0.001) and their organizational commitment with the selected profession by own will (P &lt; 0.001). Conclusion: The present study concluded that majority of temporary and permanent nurses reported a moderate level of job satisfaction and organizational commitment. This study suggests enhancing employee satisfaction can improve organizational commitment. As well, this study's findings can serve as a valuable foundation for designing policies to enhance organizational commitment in the future.

The Effect of Emotional Intelligence and Organizational Citizenship Behavior (OCB) on Nurse Performance at Mitra Sejati Hospital Medan

This study aims to determine the effect of Emotional Intelligence and Organizational Citizenship Behavior (OCB) on Nurse Performance at Mitra Sejati General Hospital Medan. The population in this study amounted to 113 permanent nurses and used probability sampling as many as 88 respondents. Data processing using SPSS 22 for Windows. Based on the results of the study partially showed that there was a Positive and Significant influence of Emotional Intelligence Variables on Nurse Performance at Mitra Sejati General Hospital Medan by 37.2%. There is a Positive and Significant Influence of Organizational Citizenship Behavior (OCB) Variables on Nurse Performance at Mitra Sejati General Hospital Medan by 38%. Based on the results of the research with the Determination test, it shows that the Variables of Emotional Intelligence and Organizational Citizenship Behavior (OCB) simultaneously have an effect on Nurse Performance. This can be seen from the results of the Determination Coefficient Test which shows a value of 0.359 which means that Emotional Intelligence and Organizational Citizenship Behavior (OCB) affects the performance of nurses by 35.9% while the rest is influenced by other variables not examined in this study.

The Effect of Perceived Organizational Support of Nurses on Their Resilience: A Cross-Sectional Study From Turkey.

Throughout and following the ongoing Coronavirus outbreak, there is an urgent need to focus on organizational support strategies aimed at improving the resilience of nurses. This research aims to examine the relationship between the nurses' perceived organizational support and their resilience levels, and to reveal the characteristics that make a significant difference. The data of this descriptive and cross-sectional study were collected from 722 nurses in February 2021 using the web-based survey method. The study followed the STROBE guideline. The data collection tools included the Introductory Information Form, the Survey of Perceived Organizational Support, and the Psychological Resilience Scale. Nurses were concluded to have perceived a moderate level of organizational support and their psychological resilience were found to be higher than average. A positive relationship was determined between the organizational support perceived by nurses and their psychological resilience. The gender, position/title of nurses, their work experience in COVID-19 treatment services, and having been infected with the COVID-19 virus were found to affect their perception of organizational support and resilience. Organizational support perceived by nurses significantly affects their resilience. Resilience programs should, in particular, prioritize permanent clinical nurses who are in the risk group in terms of resilience, female nurses, nurses who had been infected with the COVID 19 virus, and nurses who have been assigned to COVID-19 treatment wards.

Nurses’ knowledge of Diagnostic-Therapeutic Care Pathways (DTCP): A cross-sectional study

Introduction: Management by processes and clinical care pathways are now fundamental and indispensable requirements for quality improvement in healthcare organisations. The basic idea is to design a system that allows for continuous improvement in the way in which the key player in healthcare, i.e. the patient, is managed. If this were to happen, the best experiences to date tell us, it would definitively improve outcomes, efficiency and appropriateness. Moreover, patients perceive and appreciate this difference, allowing health professionals to operate at their best. Objective: To assess the knowledge and application of the DTCPs by the nursing staff. Materials and methods: The cross-sectional study took place in the period between June and September 2019 at the Operative Units of digestive surgery, hepatobiliary surgery, breast surgery and gynaecological surgery of the “Fondazione Policlinico Gemelli IRCCS in Rome”. A questionnaire was administered only to permanent nurses. Results: A total of 64 questionnaires were administered of which 27 were correctly completed (response rate 42.1%) and considered valid for analysis. The sample of respondents was predominantly female (74.07%), 81.48% held a Bachelor’s degree and 40.74% held a Master’s degree. 55.56% knew what DTCPs were, but there was no in-depth knowledge of them in the sample. In fact, 55.56% knew whether there were active DTCPs in their region; 7.41% that nurses cannot participate in DTCPs and only 11.11% that nurses cannot participate in the review of individual DTCPs, while 59.26% were aware of the professional figures involved in the drafting and review of DTCPs. 25.93% knew what the diagnostic phase was based on and 14.81% that there were no active memoranda of understanding with public or private facilities in the diagnostic phase. Finally, only 25.93% were aware that the user could not be used in the evaluation of the outcome. Conclusions: Although the interviewees were familiar with clinical care pathways, for most of them there had never been active involvement, they agreed on user involvement instead.