The relationship between subjective compliance with isolation precautions and moral sensitivity in novice nurses: cross-sectional study.

BACKGROUND: Increasing compliance with isolation precautions is important in reducing hospital-acquired infections and their consequences. It is not possible to achieve and maintain nurse compliance through supervision, control, pressure, or training. Therefore, nurses must personally demand compliance with isolation precautions. This study aimed to determine the relationship between compliance with isolation precautions and the moral sensitivity levels of nurses who have just started working. METHODS: This study employed a descriptive and cross-sectional research design. The study population consisted of 456 new nurses recruited during the pandemic. All of the new nurses who volunteered to participate in the study and completed the questionnaires completely were included in the study and 398 nurses constituted the sample of the study. Data were collected from 398 out of 456 novice nurses who agreed to participate in the study. The population coverage rate was 87.28%. Participants were selected using convenience sampling method. The data collection tools included an Introductory Information Form, The Isolation Compliance Precautions Scale (TIPCS), and the Moral Sensitivity Questionnaire (MSQ). Descriptive statistics, correlation analyses, and regression models were used to analyze data. FINDINGS: The mean score of the MSQ was high (mean ± SD = 90.49 ± 25.94; median (P25-P75) = 84 (range, 74-97), and the score for TIPCS was high (mean ± SD = 79.29 ± 7.68; median (P25-P75) = 82 (range, 76-85)). No correlation was found between MSQ and TIPCS (p > 0.05). According to the regression analysis, although the MSQ did not correlate with TIPCS, compliance with isolation measures was found to increase as the conflict subscale of moral sensitivity increased (ß= -0.36, CI= -0.55 to -0.16; p < 0.001). Choosing the profession willingly had a positive correlation with compliance with isolation measures (ß = 5.3, CI = 2.4 to 8.3; p < 0.001). In addition, starting the profession at an early age had a positive correlation with compliance with isolation measures (ß= -0.49, CI= -0.8 to -0.17; p = 0.002). CONCLUSION: The conflict sub-dimension of moral sensitivity is an important factor in nurses' compliance with isolation measures, and conducting necessary training and other studies to improve nurses' moral sensitivity may increase their compliance with isolation measures.

The role of psychological capital in the relationship between nurses' job satisfaction and turnover intention.

PURPOSE: To find out whether psychological capital has a mediating role in the relationship between job satisfaction and turnover intention on nurses. DESIGN AND METHODS: This study is a cross-sectional descriptive study. 466 nurses participated in this study. Data were collected via paper-and-pencil format using Minnesota Satisfaction Questionnaire, Psychological Capital Questionnaire and Turnover Intention Scale. CONCLUSIONS: Our findings revealed effects of poor psychological capital among nurses. The effect of psychological capital was statistically significant and it partially mediated job satisfaction and turnover intention. PRACTICE IMPLICATIONS: Initiative sand training programs should be planned to improve nurses' attitudes towards psychological capital levels.

Predicting work performance and life satisfaction of nurses and physicians: The mediating role of social capital on self-efficacy and psychological resilience.

PURPOSE: To examine the mediating role of social capital in the effects of self-efficacy and psychological resilience on nurses' and physicians' work performance and life satisfaction. DESIGN AND METHODS: In this cross-sectional study, data were collected using an online questionnaire. FINDINGS: Social capital had 0.04 indirect effects of general self-efficacy and psychological resilience on work performance, and accounted for 48% and 35% of the total effect, respectively. Social capital had 0.11 and 0.07 indirect effects of general self-efficacy and psychological resilience on life satisfaction, and accounted for 16% and 19% of the total effect, respectively. PRACTICE IMPLICATIONS: The study suggests the existence of social capital when nurses' and physicians' self-efficacy and psychological resilience affect their work performance and life satisfaction.

How do family supportive supervisors affect nurses' thriving: A research before and during COVID-19 pandemic.

Nurses need psychological resources (supervisor support), as well as formal support from their organizations, which help them combat the demands from work and home and be more thrive at work. Family supportive supervisor behaviors have been demonstrated above and beyond general levels of supervisor support in reducing work-family conflict and improving well-being. In line with this, first aim is to examine the effects of Covid-19 pandemic on nurses' perceived family supportive supervisor behaviors, work-to-family conflict, psychological well-being, and thriving. Second aim is to test the effects of nurses' perceived family supportive supervisor behaviors on their thriving through work-to-family conflict and psychological well-being. This study was designed as cross-sectional and analytical. A total of 511 nurses from Nigeria and Turkey participated in the study. Parametric tests and Structural Equation Analysis were employed to analyze the data. During Covid-19 pandemic, the scores of nurses' perceived family supportive supervisor behaviors and thriving decreased while the scores of their work-to-family conflict increased significantly. Results confirmed the negative effects of Covid-19 pandemic on nurses. Furthermore, results showed that family supportive supervisor behaviors had positive effect on thriving by decreasing work-to-family conflict and increasing psychological well-being. This study is one of the very first study examining the effects of family supportive supervisor behaviors on nurses' work-to-family conflict, psychological well-being and thriving. Results of this study indicate that nurses need family supportive supervisors to be more thrive at work. Therefore, formal family friendly policies and implications improving family supportive supervisor behaviors are recommended in organizations.

"I'm a hero, but ": An evaluation of depression, anxiety, and stress levels of frontline healthcare professionals during COVID-19 pandemic in Turkey.

PURPOSE: It was aimed to evaluate depression, anxiety, stress symptoms of health professionals during the COVID-19 pandemic and to reveal the risk factors. DESIGN AND METHODS: Four hundred and sixteen professionals participated in this study. Data were collected online by Depression-Anxiety-Stress Scale. FINDINGS: A statistically significant, positive relationship was determined between professionals' perceptions of COVID-19 risk and scale scores. PRACTICE IMPLICATIONS: The professionals involved in the struggle against the COVID-19 have high levels of depression, anxiety, stress. It is recommended to revise the content to enable individuals to increase skills in coping with similar situations and to take measures to protect their health.

A study on the relationship between nurses' compulsory citizenship behaviours and job stress.

AIM: To determine whether there is a relationship between compulsory citizenship behaviours and job stress among nurses working at public hospitals. BACKGROUND: Nurses may face strong pressure from their managers or peers to perform role behaviours beyond what is found in their job definition. When mandated, these extra duties are called compulsory citizenship behaviours. METHOD: This descriptive study included 569 nurses who work in three hospitals. Data were analysed using descriptive statistical analyses, linearity test, Pearson's correlation analysis, simple linear regression analysis and parametric and nonparametric tests. RESULTS: There was a significant, strong and positive relationship between the nurses' job stress and compulsory citizenship behaviours. Statistically significant differences were found between the nurses' job stress scores according to the institution and unit they worked in and their professional experience duration. CONCLUSION: This study found that nurses display compulsory citizenship behaviours and experience job stress at a high level. A significant relationship was found between these two variables. IMPLICATIONS FOR NURSING MANAGEMENT: Special training programmes should be held informing managers and nurses about the negative outcomes of compulsory citizenship behaviours and positive outcomes of organisational citizenship behaviours. Appropriate opportunities and resources should be provided to cope with stress in hospital settings.