Organizational Survey Research Articles

Information-blocking trends following regulatory action.

To describe the prevalence of and trends in practices that interfere with the exchange of patient health information (potential information blocking) 2 years after implementation of information-blocking regulations. Drawing from the American Hospital Association Information Technology (IT) Supplement and a national survey of health information organizations (HIOs), we described rates and methods of potential information blocking from these organizations' perspectives in 2023 and compared them to prior years. Twenty-seven percent of hospitals sometimes or often observed potential information blocking by any actor in 2023, down from 42% in 2021 and 33% in 2022. Thirty percent of HIOs routinely observed potential information blocking by health IT developers, down from 50% in 2015. 13% of HIOs routinely observed potential information blocking by hospitals and health systems, down from 25% in 2015. According to both hospitals and HIOs, the most prevalent method of potential information blocking by developers in 2023 was through price, while the most prevalent by healthcare providers/health systems was by focusing exchange on strategic affiliations. Few hospitals and HIOs that experienced potential information blocking said that they had reported it to the Department of Health and Human Services. Hospitals and HIOs perceived lower rates of potential information blocking in 2023 than in prior years indicating some impact of regulations addressing information blocking. However, both respondent types reported that substantial potential information blocking persisted in 2023 and negatively impacted the exchange of information. While potential information-blocking practices have decreased, they have not been eliminated, indicating the value of continued and robust enforcement of information-blocking regulations.

Green Behaviors Among Employees in Chinese E-Commerce Companies: Impact of Environmental, Social, and Governance (ESG) Performance

Perceived ESG performance refers to stakeholders’ assessment of a company’s efficacy in implementing and maintaining ESG initiatives. This perception is crucial as it influences stakeholders’ trust and engagement with the company. The present study aims to test the relationships between the perceived performance of Chinese e-commerce firms and their employees’ green behaviors, with the mediating role of green psychological climate and the moderating role of ESG actions: substantive vs. symbolic. Employees’ green behavior is defined as any measurable individual behavior that contributes to environmental sustainability goals in the work context. Green psychological climate is defined as employees’ perceptions and interpretations of their organization’s policies, procedures, and practices regarding environmental sustainability. The sample includes 1285 employees from various Chinese e-commerce firms. Participants ranged in age from 19 to 66 years, with a mean age of 37.27 years (SD = 10.35). This study examines the impact of environmental, social, and governance (ESG) performance on green behaviors among employees in Chinese e-commerce companies. Leveraging data from organizational surveys, the findings reveal that perceived ESG performance significantly influences green behaviors, both directly and indirectly, through the mediating role of green psychological climate. Mediation analysis underscores the pivotal role of green psychological climate in bridging ESG performance and individual green behaviors, with the strength of this relationship varying significantly across levels of substantive ESG actions. Furthermore, while the moderating effects of ESG substantive and symbolic actions on the relationships between ESG performance, green psychological climate, and green behaviors did not achieve conventional statistical significance, observed trends suggest a nuanced interplay worthy of further exploration. These findings highlight the complexity of translating organizational ESG commitments into employee actions, emphasizing the importance of both substantive and symbolic ESG initiatives in fostering a green psychological climate. This study contributes novel insights into the mechanisms driving green behaviors in organizational contexts, offering implications for both academic research and managerial practice.

Enhancing Caseworker Job Satisfaction Through Empowerment: An Innovative Tool for Employee Retention

Child welfare caseworkers typically have high turnover rates, and little is known about how to increase their job satisfaction. Utilizing structural equation modeling, this study investigates the connections between empowerment, leadership, learning culture, physical environment, and job satisfaction among social workers in child welfare organizations. We employ a dataset from a comprehensive organizational health assessment survey of 2801 individuals to analyze the direct and indirect effects of empowerment variables on job satisfaction, as well as the influence of leadership, learning culture, and the caseworkers’ physical environment. The findings highlight the potential for empowerment as a tool for strengthening culture and increasing job satisfaction. Specifically, trust and self-determination had the strongest relationship with the empowerment construct in this study.

Green’s the word. Cultural policies and the ecological turn

ABSTRACT The paper highlights the urgent integration of environmental sustainability into cultural policies due to the ongoing ecological emergency, a link which, preliminary research suggests, has a strong perceived legitimacy among cultural practitioners. It investigates how are cultural policies addressing the ecological imperative, beyond the incorporation of the sustainability rhetoric. Based on a comprehensive survey of arts organisations in Portugal, policy document analysis, and reflective field notes, it discusses how the overwhelming ‘green agenda’ is being translated into national cultural policymaking. Key questions are whether the global synchronization around green policies might be resulting in homogenization/policy diffusion processes, whereby different governments attune themselves in a movement akin to epistemic governance, or whether the push towards ‘greening’ cultural policies is allowing for context-sensitive adaptations and leading to innovation and reassessment of traditional cultural paradigms. The analysis is mainly exploratory, trying to capture and discuss the policy process as it unfolds, thereby deepening our understanding of the complex conjunction of cultural policies and the ecological emergency.

Communication and job satisfaction among public employees: evidence from large-scale surveys with healthcare professionals

PurposeCommunication and job satisfaction are two key factors for the success of public organisations. The study aims, firstly, to examine the effects of training activities and internal meetings on the perceived quality of communication processes; secondly, to explore the nuanced relationship between communication and job satisfaction.Design/methodology/approachThis is a cross-sectional study based on results from organisational climate surveys conducted between 2019 and 2020 in six Italian Regional Healthcare Systems, involving a total of 58,888 employees. Linear regression models were performed.FindingsResults highlight that employee satisfaction is positively influenced by high-quality internal communication. The organisation of frequent internal meetings and the offer of ad hoc training sessions on communication were found to be antecedents of good communication.Practical implicationsThe study offers practical implications for healthcare organisations, highlighting specific strategies that can be employed to enhance internal communication and, subsequently, job satisfaction. The emphasis on training programmes and internal meetings provides actionable insights for organisational improvement.Originality/valueThe originality and value of this study lie in its unique large datasets, which significantly strengthen the reliability of the findings and make them more applicable to a wider range of contexts. Also, the exploration of the relationship between internal communication processes and job satisfaction within public healthcare organisations contributes to the growing body of knowledge in organisational studies.

A Study to Assess the Knowledge Regarding Post-Dialysis Home Care Among Patients Undergoing Haemodialysis in a Selected Hospital at Mangalore with a View to Prepare an Information Booklet

Descriptive research was performed to evaluate patients' awareness of post-dialysis home care receiving haemodialysis at a designated Mangalore’s hospital. A purposive sampling strategy selected a total of 30 samples receiving hemodialysis. Data had been gathered utilizing an organized knowledge survey of 30 items, subsequently accompanied by the distribution of an information booklet on post-dialysis home care. The findings of investigation demonstrated average knowledge score (x= 15.8) about post-dialysis home care was moderate. The mean score ranged from 10-21.The mean knowledge score of patients undergoing haemodialysis was 15.8±2.92 and mean percentage (52.66%).No significant correlation was observed between patients' mean knowledge scores along with their age (c2=0.2), gender (c2=0.433) , education (c2=0.02), occupation (c2=0.2) , family income (c2=3.27) and number of years on haemodialysis (c2=0.2) at 0.05 level. Therefore, it underscores necessity to create health educational materials to enhance patients' awareness regarding post dialysis home care. The study concludes educating patients and supplying accurate information can aid in preventing issues. Keywords: home care, self-management, haemodialysis, knowledge, information booklet

Exploring nursing faculty perceived individual and organizational readiness to use online simulation as a teaching strategy

IntroductionDespite the importance of online simulation in nursing education, limited knowledge exists about its use. This study explores the readiness of nursing faculty to use online simulation individually and organizationally. This exploration is essential to enhance the use of this innovative method. MethodsThe study collected data on nursing faculty's perceptions of their readiness to teach online simulation. Participants completed an online survey with two parts: demographic and open-ended questions. The Simulation Culture Organizational Scale Survey (SCORS) measured their organization's readiness for online simulation integration. ResultsThe study, which surveyed experienced nursing faculty from baccalaureate programs, revealed a positive perception of their readiness to use online simulation in nursing education. The findings, particularly the favorable SCORS score, indicate a promising outlook for integrating online simulation. ConclusionAcademic institutions must prioritize preparing faculty and ensuring organizational readiness to integrate online simulation into nursing education to meet the high demand for nurses in the future.

Conducting Integrated Organisational Climate and Culture Surveys in the Public Sector

Conducting Integrated Organisational Climate and Culture Surveys in the Public Sector

Researching the Impact of Corporate Social Responsibility on Economic Growth and Inequality: Methodological Aspects

The study focuses on analyzing the impact of corporate social responsibility (CSR) on economic growth and reducing inequality, highlighting the importance of CSR in achieving sustainable development and social justice. The main aim is to analyze how different CSR initiatives contribute to economic development, social prosperity, and the reduction in inequality by reviewing the methods used to assess their impact. The research methodology includes a detailed literature review, bibliometric analysis and scientific mapping, surveys of various business organizations, and a gap analysis regarding the identification of gaps between the current state of CSR activities and the expected outcomes. The research shows that companies perceive CSR as a key tool for improving corporate image, responding to stakeholder expectations, and investing in social justice. Despite positive intentions, challenges include the lack of clearly defined methodologies for measuring the impact on economic inequality, as well as difficulties in assessing the long-term effects of CSR initiatives. Key conclusions highlight the need for more structured approaches to assessing the social and economic effects of CSR, recommending that companies improve their transparency and accountability and implement clear indicators of success to achieve sustainable economic and social outcomes.

Deceased Donor Infectious Diseases Testing and Antimicrobial Use: Surveys of Organ Procurement Organizations and Transplant Professionals.

Donor screening and antimicrobial management processes are inconsistent across organ procurement organizations (OPOs) and transplant centers. As part of a Controversies Conference addressing the evaluation and management of infectious diseases (ID) in deceased donors sponsored by the American Society of Transplantation (AST), two online pre-meeting surveys were developed to inform conference proceedings and assess current practices and opinions on donor screening and antimicrobial management. Survey 1 addressed the current state of deceased donor ID testing, culture data communication, antimicrobial utilization, and involvement of transplant ID during donor management and was distributed to all 56 United States OPOs. Survey 2 evaluated transplant professionals' opinions regarding donor antimicrobial use and was sent to the AST Infectious Disease, Kidney Pancreas, Liver and Intestinal, and Thoracic and Critical Care Community of Practice listservs. Descriptive statistics were performed. Thirty-five (63%) unique responses were received from OPOs for Survey 1. Findings included variability in the timing of donor culture collection, frequent sampling of indwelling catheters, wide variation in the location of culture processing, and availability of additional susceptibility testing. Eighty-eight unique responses were received from approximately 1552 (6%) transplant providers for Survey 2. Of the respondents, 37% would not recommend standard antibiotics prior to organ recovery in the absence of suspected or confirmed infection. These surveys demonstrate variability in donor testing, donor antimicrobial utilization, and transplant provider opinions regarding the need for and selection of antimicrobial agents. Findings highlight opportunities for standardized approaches to donor testing and management.

Identifying CFIR Inner Setting Factors in the Implementation of a Salon-Based Intervention to Reduce Barriers and Improve Pre-Exposure Prophylaxis (PrEP) Uptake Among Black Women in US South.

US Black women are disproportionally represented in new HIV diagnoses. PrEP is effective in HIV prevention, but Black women's uptake is low. The UPDOs salon-based intervention is effective in overcoming barriers to care but scaling implementation is needed. This mixed-method pilot study sought to understand how salon organizational factors may have influenced UPDOs implementation with a focus on organizational culture, team culture, relational connection, and communication within a Consolidated Framework for Implementation Research (CFIR) inner setting lens. Organizational culture and team culture were measured using the Organizational Culture Survey (OCS) and Team Psychological Safety Scale (TPS). Relational connection and communication were explored qualitatively using participant observations and semi-structured interviews. Findings were positive towards teamwork, morale, information flow, involvement, and supervision as well as reflected positive organizational environment that were supportive of developing knowledge and skills. Relational connection and communication created a trusting environment that facilitated implementation. Future research can benefit from examining organizational environment when scaling interventions to overcome HIV and PrEP inequities.

Behavioral health treatment delivery by social workers in accountable care organizations

ABSTRACT Nearly half of Traditional Medicare beneficiaries receive their care through an Accountable Care Organization (ACO), in which provider groups are subject to healthcare cost and quality benchmarks for a defined patient population. Although the skills of the social work profession align with the goals of these contracts (coordination of service needs across multiple health and social care settings), there is little information on social worker inclusion as behavioral health providers in ACOs. We developed and administered a national survey of organizations (n = 227) with Medicare and Medicaid ACO contracts to provide an estimate of the percentage of ACOs that reported social worker-delivered behavioral health treatment. Approximately half of the respondents reported that social workers delivered mental health treatment, while a third reported that social workers delivered substance use treatment. Organizations that included specialty mental health treatment facilities were more likely to report social worker-delivered mental health and substance use treatment. Organizations that included rural healthcare facilities were less likely to report social worker-delivered substance use treatment. By describing the prevalence and predictors of social worker-delivered behavioral health treatment in ACOs, this study contributes foundational estimates for future research on the role of this important workforce in ACOs.

Implementing high-performance work systems: dynamics of professionalisation in a promoter-driven organisation

Purpose Recent literature on high-performance work systems (HPWS) has questioned the universal success of HPWS and highlighted the need to examine contextual factors and micro-level employee experiences. To address this issue, this study aimed to explore the dynamics of HPWS implementation. Using the case of an Indian public-limited pharmaceutical company transitioning towards professionalisation, it examined the inconsistencies between the intended, enacted and perceived HPWS practices. Design/methodology/approach This study used a case study approach, drawing on multiple data sources, including surveys, interviews with various stakeholders, observations, documents and reports. Quantitative data was gathered through job satisfaction and organisational culture surveys completed by 888 employees. The qualitative interview data was analysed deductively, with themes derived from the existing HPWS literature. Findings The analysis revealed the organisation’s struggle in integrating professionally oriented HPWS practices within its promoter-driven bureaucratic culture. Employees reported a lack of autonomy, poor communication and inequitable opportunities for training and promotion. These cultural misalignments undermined the effectiveness of HPWS, leading to perceptions of exploitation, decreased job satisfaction and reduced trust in management. The findings highlight that HPWS practices cannot be implemented in parts without holistically considering the organisational context and culture. Practical implications The study offers practical guidance to organisations on implementing HPWS effectively. It emphasises the importance of continuously integrating employee feedback into HPWS practices to ensure sustainable performance improvements. Originality/value This study addresses a critical gap in HPWS literature by offering a post-implementation analysis focused on employee experiences within a traditional family firm. It highlights the systemic challenges that hinder the effectiveness of HPWS in practice.

Understanding community resilience during the drinking water contamination event on Oahu, Hawaii, 2021–2022: a mixed mode approach

BackgroundA petroleum leak into the Joint Base Pearl Harbor-Hickam water system on Oahu, Hawaii in November 2021 contaminated the drinking water of approximately 93,000 users, causing many to relocate for months. Perceptions of health and wellbeing were captured using the Centers for Disease Control/Agency for Toxic Substances and Disease Registry (CDC/ATSDR) Assessment of Chemical Exposures (ACE) cross-sectional survey in collaboration with the Hawaii Department of Health (HDOH).MethodsResponses from the ACE online survey of community members, businesses, schools, health care and veterinary care organizations during the contamination event, containing quantitative questions and qualitative information from an open text field, were analyzed. Separately, a qualitative key informant questionnaire was administered to community establishments. Thematic content analysis was used to analyze and identify prominent themes from the ACE open text field and the key informant responses that were triangulated by the quantitative data when the themes aligned.ResultsSix major themes of disruption, communication, trust, stress, support, and ongoing needs were identified. Burdensome logistics from obtaining alternate water, negative financial impacts from relocation or losing business, distrust of information, perceived lack of support from response entities and uncertainty of long-term health impact caused significant disruption, stress and mental health. Individuals reported needing water, shelter, and mental health care while establishments wanted financial reimbursement and a resolution.ConclusionsThe findings show that environmental disasters have significant disruptive and mental health impacts from stress. Identified themes can inform and improve emergency response and communication strategies and increase trust with community members during and after large chemical exposure events.

Examining the dark side of quality management: analysing work overload, exhaustion and managerial support using a moderated mediation approach

PurposeIn this study, we propose a model for analysing the association between total quality management (TQM) and exhaustion, which considers work overload as a mediation variable and investigates perceptions of managerial support as a moderating condition. Through the job demands–resources model, the study sheds light on the dilemma about the negative implications of TQM for employees.Design/methodology/approachThe proposed model of relationships is analysed using matched employee–organisation survey data from two R&D-intensive sectors in Spain. Structural equation models are employed to examine the proposed relationships.FindingsOnly perceptions of hard TQM trigger a health-impairment process which increases work overload and exhaustion, whereas soft TQM decreases exhaustion and does not have negative consequences for employee well-being. We also find that managerial support can alleviate the consequences of hard TQM on exhaustion due to work overload.Originality/valuePrevious research has mainly assumed that TQM is welcomed by employees. With the aim of warning of the potential negative consequences of TQM on employees, this paper goes beyond previous contributions by analysing how hard and soft TQM may have different consequences on employees’ exhaustion and how managerial support may mitigate the negative repercussions.

IMPACT organizational survey highlighting provision of services for patients with locally advanced and recurrent colorectal cancer across Great Britain and Ireland.

Locally advanced and recurrent colorectal cancer represents a complex clinical entity, which requires multidisciplinary decision-making and management. The aim of this work is to understand the provision of clinical services in this cohort of patients across Great Britain and Ireland (GB&I) as a key essential step to help facilitate future service development and improvement. A cross-sectional, organizational survey was sent to all colorectal cancer multidisciplinary teams (MDTs) across GB&I. It consisted of 12 key questions addressing the provision of specialist services and advanced surgical techniques. Results are reported in line with the CHERRIES guideline. One hundred and seventy-five MDTs across GB&I participated, with 142 English, 13 Welsh, 14 Scottish, 3 Northern Irish and 3 Irish MDTs. The overall response rate was 93.5% (175/187). Ninety (51.4%) hospital sites reported having a specialist dedicated or subsection MDT. Specialist advanced nursing support was available in 46 (26.2%) hospitals, with a dedicated advanced colorectal cancer outpatient clinic available in 31 (17.7%) hospitals. One hundred and thirteen MDTs (64.5%) offered surgery for advanced colonic cancer, 82 (46.8%) for recurrent colonic cancer, 58 (33.1%) for advanced rectal cancer and 39 (22.2%) for recurrent rectal cancer. A variable number of MDTs offered specialist surgical techniques, including distal sacrectomy [33 (18.9%)], high sacrectomy [16 (9.1%)], complex vascular resection ± reconstruction [33 (18.9%)] and extended lymphadenectomy (pelvic sidewall or para-aortic) [44 (25.1%)]. The IMPACT organizational survey highlights the current variation in the delivery and provision of clinical services for patients with advanced and recurrent colorectal cancer across Great Britain and Ireland.

Constructing a measure for self-perceived open organizational culture in a university hospital pharmacy.

An open organizational culture in the workplace represents an environment where information, ideas, and feedback are freely exchanged among all members, regardless of position or rank. Currently, there are no valid survey instruments to measure this culture within a healthcare context. To address this gap, we developed a survey instrument to measure self-perceived open organizational culture at a university pharmacy using a test re-test study design. Data were collected during classroom training on basic mediation skills study. Participants completed the same questionnaire before (test phase) and after the training (validation phase). The questionnaire included statements assessing open organizational culture. The data were analyzed using standardized psychometric methods, including correlations, Exploratory Factor Analysis (structural validity), and construct validity by correlating the open organizational culture scores with the Interpersonal Communication Inventory. In the test phase, 191 participants (161 females, 84%; response rate = 39.7%) contributed to the initial construction of the self-perceived open organizational culture survey instrument. In the validation phase, 81 of the original respondents completed the questionnaire again. Three latent factors were identified, retaining 22 of the 37 items: "enabling systems" (7 items), "open behavior" (8 items), and "trusting and supporting coworkers" (7 items). High correlations were found among the three factors (r > 0.6), and between these factors and the Interpersonal Communication Inventory (r > 0.35). Cronbach's alphas were all above 0.85, indicating good internal consistency. During the validation phase, the factors demonstrated high internal consistency, test/re-test correlations, and agreement. This study presents a 22-item survey instrument for measuring individual differences in self-perceived open organizational culture within a university hospital pharmacy. The instrument demonstrates internal consistency and construct validity. Further validation of its psychometric properties and testing in other healthcare departments are recommended.

The effect of organizational culture in health services on employee flourishing.

Culture has an important role in maximizing the value of human capital, which is regarded as the main source of organizational effectiveness. The research was conducted to determine the effect of organizational culture perceptions of healthcare professionals working in a university hospital on employee flourishing. It is a descriptive study conducted with 299 healthcare professionals working in a university hospital. "Structured Personal Information Form", "Denison Organizational Culture Survey" and "New Flourishing Index" to collect the data. In the analysis descriptive statistical methods such as percentage, frequency, arithmetic mean and standard deviation as well as Pearson correlation, linear regression and multiple linear regression analyses were performed to determine the relationship between variables. According to the results of linear regression analysis, it was determined that organizational culture and flourishing were related (F: 88.229; p < 0.05). The organizational culture alone explained 22.6% of flourishing. As a result of multiple regression analysis, it was determined that the relationship between organizational culture sub-dimensions and flourishing was significant (F = 25.975; p < 0.05). The sub-dimensions of organizational culture explained 25.1% of the flourishing. As a result of the study, it is observed that the perception of organizational culture of healthcare professionals has an impact on flourishing, and therefore the favorable development of organizational culture will contribute positively to employee flourishing. In present conditions, it has become a necessity for health organizations to provide the circumstances that will make all investments that will contribute positively to the flourishing of their employees a part of the organizational culture.

Organizational Climate and its Impact in a Women’s Prison on the Mental Health of Correctional Staff

The purpose of this study was to explore the organizational climate in a women’s prison from the shared perceptions of correctional staff. This study was part of the Prison Research and Innovation Network (PRIN) project, which began in the fall of 2020. Forty-two correctional staff from a low-medium security women’s prison in the Midwest were interviewed in spring 2021. Thematic analysis was conducted to identify staff’s perceptions of organizational climate in the women’s correctional facility. The themes identified as most important to staff were mental health, correctional practices, job satisfaction, and workplace culture. An item pool was developed from the themes identified, and a newly developed organizational climate survey was administered to 80 correctional staff. Qualitative data point to the issues of staff shortages and mandated overtime work impacting the mental health of staff. In addition, organizational climate and its impact on mental health were examined through multiple logistic regressions. The results indicated that having job promotion opportunities, having daily communication between staff and administration, and staff’s knowledge and awareness of correctional policies were positively associated with mental health. This mixed-methods study contributes to understanding the unique challenges correctional staff face working in women’s correctional facilities.

Inspiring nurses’ sustainability mindset: Exploring the Mediating Role of Organizational Culture on the relationship between Pro-social Leader behaviors and nurses’ sustainability consciousness

BackgroundSince nurses are at the frontline of healthcare delivery, their actions and understanding of the environment have a big impact on how long healthcare systems can last. It is essential to comprehend the elements that impact nurses’ sustainability consciousness to encourage ecologically conscious actions in the healthcare industry.AimThis study aimed to explore the relationship between pro-social leader behaviors and nurses’ sustainability consciousness and testify to the mediating role of organizational culture in this relationship.DesignA cross-sectional descriptive correlational design by STROBE criteria was used.Methods and toolsAn approach to a judgmental non-probability sampling technique was employed to obtain data from 350 nurses in an Egyptian hospital. Three measurement surveys were employed: Organizational Culture Survey, Prosociality Scale, and, Sustainability Consciousness Questionnaire (SCQ-S). Relationships were shown using structural equation modeling and descriptive and inferential statistics.Results53.4% of nurses have high perceptions of organizational culture, and the majority of nurses (85.7%) have high perceptions of prosocial leader behaviors. Furthermore, 60.9% of nurses have high perceptions of sustainability consciousness. Additionally, Prosocial leader behaviors positively correlated with organizational culture (r = 0.129) and nurses’ sustainability consciousness (r = 0.274). The indirect effect of prosocial leader behaviors on nurses’ sustainability consciousness through organizational culture is calculated by multiplying the coefficients of both direct effects (0.129 * 0.159 = 0.811). This means that for each unit increase in prosocial leader behaviors, we would expect a 0.811 unit increase in nurses’ sustainability consciousness through the mediating effect of organizational culture. The model appears to match the data well based on the model fit parameters (CFI = 1.000, IFI = 1.000, RMSEA = 0.114).ConclusionsThe study highlights the impact of pro-social leader behaviors on nurses’ sustainability consciousness through the organizational culture as a mediating factor. Nursing Implications: Findings from this research can promote environmental stewardship and sustainable practices in the healthcare sector by illuminating the elements that can encourage and support a sustainability-oriented mindset among nurses. To promote a more sustainable future for the nursing profession, the findings can guide activities in nursing education, corporate culture transformation, and leadership development.