Aim
of
the
study
This
qualitative
explores
resilience
medical
staff
working
in
emergency
units
during
COVID-19
pandemic.
Through
in-depth
interviews
and
thematic
analysis,
research
investigates
how
frontline
healthcare
workers
coped
with
unprecedented
challenges.
Key
themes
identified
include
professional
commitment,
teamwork,
adaptability,
which
were
crucial
navigating
crisis.
Materials
methods:
In
order
to
assess
pandemic
between
March
1,
2022
31,
2021,
a
was
conducted
three
Romania:
County
Hospital
Emergency
„Saint
Spiridon”
Iassy,
University
Bucharest
"Saint
John
New"
Suceava.
Results:
The
highlights
significant
emotional
psychological
toll
on
underscores
importance
institutional
support
systems.
Findings
suggest
that
enhancing
through
training,
mental
health
resources,
robust
communication
channels
is
essential
for
future
preparedness.
Conclusions:
provides
valuable
insights
into
experiences
emphasizes
need
sustained
ensure
well-being
efficacy
personnel
settings
BMC Nursing,
Journal Year:
2025,
Volume and Issue:
24(1)
Published: Jan. 10, 2025
Abstract
Background
Addressing
the
growing
challenge
of
nurse
retention
requires
coordinated
actions
at
national
and
global
levels
to
improve
recruitment,
policies,
investments
in
nursing
work
environment.
The
environment,
defined
as
"organizational
characteristics
a
setting
that
facilitate
or
constrain
professional
practice",
is
critical
influencing
whether
nurses
decide
leave
their
jobs.
This
study
investigates
impact
differentiated
practices
–
which
involved
tailoring
roles
responsibilities
based
on
nurses’
training,
skills,
experience
Dutch
hospitals
investigated
environment
turnover
intention
(i.e.,
intentions
organization).
We
also
explored
mediates
this
relationship.
Methods
A
multicenter
longitudinal
cohort
was
conducted
across
19
between
2019
2023.
Nursing
professionals
participated
via
digital
surveys
administered
before
(T0)
after
(T1)
were
introduced.
assessed
using
Practice
Environment
Scale
Work
Index.
multilevel
analysis
with
random
intercept
fixed
slope
used
evaluate
nurses'
intentions.
Results
received
5411
responses
our
questionnaire
4259
T0
1152
T1.
showed
that,
while
overall
improved,
particularly
dimensions
staffing
resource
adequacy
,
collegial
nurse–physician
relationships
participation
hospital
affairs
there
no
significant
improvements
foundation
for
quality
care
managers'
ability,
leadership,
support
.
Additionally,
did
not
significantly
intention,
nor
mediate
Conclusions
first
explore
unique
effects
practice
differentiation
mediated
by
findings
suggest
can
enhance
certain
aspects
more
systemic
integrated
approach
required
sustained
improvements.
Future
research
should
include
longer
term
studies
fully
understand
complex
relationship
accompanying
mechanisms
practices,
intention.
Trial
registration
Clinical
trial
number
applicable.
International Journal of Nursing Studies Advances,
Journal Year:
2024,
Volume and Issue:
7, P. 100232 - 100232
Published: Aug. 10, 2024
Multiple
factors
can
fuel
nurses'
intention
to
leave
their
employing
hospital
or
profession.
Job
dissatisfaction
and
burnout
are
contributors
this
decision.
Sociodemographic
work
context
also
play
a
role
in
explaining
leave.
Journal of Clinical Nursing,
Journal Year:
2025,
Volume and Issue:
unknown
Published: Jan. 14, 2025
ABSTRACT
Aim
The
objectives
of
this
study
were
to
determine
the
prevalence
burnout
risk
and
intention‐to‐leave
among
intensive
care
unit
(ICU)
nurses
analyse
association
these
with
workload
work
environment.
Design
A
cross‐sectional
survey
working
in
ICUs
was
conducted
France
between
15
January
2024
April
alongside
a
longitudinal
assessment
during
same
period.
Methods
ICU
nurse
assessed
using
Nursing
Activities
Score
(NAS).
Maslach
Burnout
Inventory
scale
hospital
binary
question.
total
1271
61
units
completed
questionnaire
14,134
NAS
per
patient
1885
included
study.
Results
median
overall
by
site
64.7%
[P25:
53.3–P75:
72.7]
for
broad
definition
20.7%
[13.3–27.3]
reported
an
intent‐to‐leave
their
job.
score
135.9%
[121.4–156.9]
scores
exceeding
100%
73.9%
[62.8–80.3].
significant
found
better
environment
all
dimensions
as
well
below
associated
lower
(OR
=
0.69,
95%
CI:
0.50–0.88
definition)
job
0.68,
0.50–0.92).
Conclusion
This
associations
intention
leave
ICUs,
mainly
due
and,
lesser
extent,
nurses.
Implications
Profession
and/or
Patient
Care
In
era
shortages
absenteeism,
it
is
crucial
institutions
retain
nursing
staff.
Our
results
should
encourage
managers
take
action
improve
keep
workloads
manageable
decrease
Reporting
Method
article
follows
STROBE
guidelines
reporting
studies.
or
Public
Contribution
No
public
contribution.
Healthcare,
Journal Year:
2025,
Volume and Issue:
13(7), P. 692 - 692
Published: March 21, 2025
Understanding
how
work
environments
affect
nurses'
turnover
intentions
is
crucial
for
improving
retention
and
organizational
stability.
Research
on
factors
influencing
nursing
in
Italy
limited
despite
its
significant
impact
healthcare
sustainability
today.
This
study
aims
to
identify
the
individual,
interpersonal,
job-related
quit
among
nurses,
examining
mediating
role
of
job
satisfaction.
Guided
by
Job
Demands-Resources
(JD-R)
theory
Social
Exchange
Theory
(SET),
this
cross-sectional
applied
structural
equation
modelling
(SEM)
analyse
theoretical
relationships.
Researchers
collected
data
between
August
2022
December
2023
via
an
online
survey
sent
nurses
different
settings
across
Italy.
tested
a
hypothesised
mediation
model
using
SEM
analysis,
demonstrating
good
fit
indices.
A
total
1745
responded.
The
findings
reveal
that
high
demands-physical,
mental,
emotional
workloads-were
significantly
associated
with
increased
dissatisfaction
intentions.
Conversely,
resources,
including
decision-making
autonomy,
inspiring
leadership,
positive
leader-member
exchanges,
were
linked
greater
satisfaction
retention.
Contrary
expectations,
did
not
mediate
relationship
demands/resources
could
be
explained
strong
direct
effect
Additionally,
younger
more
likely
report
higher
Identifying
potential
quitters
at
early
stage
essential
organizations.
contributing
nurse
developing
effective
strategies.
emphasizes
need
organizations
prioritize
supportive
enhance
well-being,
Journal of Clinical Nursing,
Journal Year:
2025,
Volume and Issue:
unknown
Published: March 25, 2025
To
investigate
the
factors
influencing
turnover
intention
among
nurses,
and
to
examine
association
between
psychological
distress
across
different
types
of
workplace
bullying
exposure.
A
cross-sectional
study
was
conducted
with
188
registered
nurses
in
Hong
Kong,
recruited
through
convenience
sampling.
Data
collection
took
place
from
April
2020
September
2021.
Quantile
regression
analysis,
which
captures
relationships
that
may
be
overlooked
by
ordinary
least
squares
regression,
employed
explore
varied
levels.
This
analysis
examined
associations
demographic
work-related
characteristics,
work
events,
environment
features,
affective
states
quantiles
ranging
0.05
0.95.
revealed
only
indirect
or
direct
exposure
positively
associated
at
25th
percentile,
while
both
forms
were
significantly
all
percentiles.
The
absence
violence
reporting
procedures
highest
quantile.
Depressive
symptoms
5th,
50th
Additionally,
exposed
exhibited
higher
levels
compared
those
either
form
alone
without
Exposure
bullying,
procedures,
depressive
contribute
improve
nurse
retention
workforce
sustainability,
healthcare
organisations
should
implement
targeted
interventions
address
risk
varying
These
findings
underscore
need
for
develop
enforce
strategies
aimed
preventing
providing
comprehensive
mental
health
support
establishing
effective
mechanisms
violence.
No
patient
public
involvement.
