The Role of Emotional Regulation in the Relationship between Nurses' Creative Style and Innovation Behaviors: A Cross-Sectional Study.

Innovation is crucial to an effective healthcare system, and nurses are key figures in the innovation process. A potential factor behind innovation in nursing is the creative style of nurses. Creativity is an essential component of innovation. However, the relationship between creative style and innovation is complex and involves many different factors. Among them, given the nature of the nursing profession, we propose emotional regulation, or the ability to effectively manage one's emotions. In this study, we hypothesize that two specific emotion-regulation strategies, positive reappraisal and putting into perspective, play a role in the relationship between nurses' creative style and innovative behaviors. We tested a moderated mediation model using cross-sectional data from 187 nurses working in 3 university hospitals in Bojnord, Iran, in 2019. Our results show that positive reappraisal completely mediates the relationship between creative style and innovative behaviors, while putting into perspective moderates the relationship between positive reappraisal and innovative behaviors. These results suggest that nurses with a flair for creativity may be able to implement innovative behaviors in the workplace due to their ability to understand work-related situations and events positively. This may be especially true for nurses who can adopt alternative viewpoints. Our study discusses these findings by highlighting the importance of emotional regulation mechanisms in transforming nurses' creativity into effective innovation. Finally, we provide suggestions for healthcare organizations to promote innovation as an added value in the healthcare environment and services provided.

From another perspective: narrative medicine and healthcare providers' narratives during the COVID-19 pandemic / Desde otra perspectiva: la medicina narrativa y las narrativas de los proveedores de salud durante la pandemia de COVID-19 / De outra perspectiva: medicina narrativa e narrativas de profissionais de saúde durante a pandemia da COVID-19

Contrasting COVID-19 is widely debated but often treated from a clinical or, at most,managerial perspective. Less attention is instead assigned to a narrative view of the problem. How-ever, the stories of those who combat this pathogen teach us the need to use storytelling strategiesto counteract the effects of the disease on patients and its consequences on healthcare providers.This contribution aims to address the COVID-19 issue from the perspective of narrative medicine,first by defining it and then by reporting some healthcare professionals' experiences. It intends tohighlight the importance that medicine has not only on the patient but also on healthcare profes-sionals. It offers a brief review of some of their narratives, focusing on experiences with differenttones and struggles and emphasizing the importance of narrative in one's work in supporting pa-tients. In addition, this contribution also aims to reason that not everything can be solved withwords, as they help but do not solve everyday problems.(AU)

La lucha contra el COVID-19 es ampliamente debatida, pero a menudo se trata desdeuna perspectiva clínica o, como mucho, gerencial. En cambio, se asigna menos atención a una visiónnarrativa del problema. Sin embargo, las historias de quienes combaten este patógeno nos enseñanla necesidad de utilizar estrategias de narración para contrarrestar los efectos de la enfermedad enlos pacientes y sus consecuencias en los proveedores de atención médica. Esta contribución tienecomo objetivo tratar el tema del COVID-19 desde la perspectiva de la medicina narrativa, repor-tando experiencias de los proveedores de atención médica y destacando la importancia que tieneno solo para el paciente sino también para los proveedores de atención médica. Ofrece un breverepaso de algunas de sus narraciones, centrándose en las experiencias con diferentes tonos y luchasy destacando la importancia que la narrativa tiene en el propio trabajo de apoyo a los pacientes.Además, este artículo también quiere razonar que no todo se puede resolver con palabras, ya queayudan pero no resuelven los problemas cotidianos.(AU)

A luta contra a COVID-19 é amplamente debatida, mas frequentemente tratada de umaperspectiva clínica ou, no máximo, de gestão. Em vez disso, é dada menos atenção a uma visãonarrativa do problema. No entanto, as histórias daqueles que combatem este patogéneo ensinam-nos a necessidade de utilizar estratégias narrativas para contrariar os efeitos da doença nos doentese as suas consequências nos prestadores de cuidados de saúde. Esta contribuição visa tratar a ques-tão da COVID-19 da perspectiva da medicina narrativa, relatando experiências de prestadores decuidados de saúde e salientando a importância que tem não só para o doente mas também para osprestadores de cuidados de saúde. Oferece uma breve panorâmica de algumas das suas narrativas,concentrando-se em experiências com diferentes tons e lutas e salientando a importância da narra-tiva no próprio trabalho de apoio ao paciente. Por fim, este documento também quer raciocinar quenem tudo pode ser resolvido com palavras, uma vez que estas ajudam mas não resolvem problemasquotidianos.(AU)

Burnout in Intensive Care Nurses during the COVID-19 Pandemic: A Scoping Review on Its Prevalence and Risk and Protective Factors.

BACKGROUND: The COVID-19 pandemic has strained hospitals and healthcare workers engaged in combating the virus with limited knowledge and resources. Intensive care unit (ICU) nurses are among the healthcare workers most affected by the pandemic and are at risk for developing burnout syndrome. OBJECTIVE: The present study aims to explore burnout symptoms prevalence among ICU nurses and to identify the individual, organizational, and contextual risk, and protective factors of burnout in ICU nurses during the COVID-19 pandemic. METHODS: A scoping review was conducted by searching PubMed, Scopus, and Web of Science. Only papers with empirical data and referred to ICU nurses were included. A total of 350 initial results were yielded, and 40 full texts were screened. Twelve papers constituted the final sample in the analysis. RESULTS: High levels of symptoms of burnout (emotional exhaustion, depersonalization, and reduced personal accomplishment) were registered among ICU nurses during the COVID-19 pandemic. Increased workload, lack of equipment, social stigma, and fear of contagion emerged as key risk factors. Social support from leaders and colleagues, professional recognition, use of personal protective tools, and witnessing patients' successful recovery emerged as major protective factors. CONCLUSIONS: The results may inform the development of timely actions to counter burnout in ICU nurses during this COVID-19 pandemic and in a post-COVID-19 scenario.

Workload and Mental Well-Being of Homeworkers: The Mediating Effects of Work-Family Conflict, Sleeping Problems, and Work Engagement.

OBJECTIVE: Based on the Conservation of Resources theory, this cross-sectional study investigates the relationship between workload experienced by employees when working at home and their mental well-being. Work-family conflict, sleeping problems, and work engagement are proposed as mediators. METHODS: A sample of 11,501 homeworkers was drawn from the sixth wave of the European Working Condition Survey data set. RESULTS: Unlike the expected, the higher the workload, the higher the mental well-being of employees. However, as expected, high workload was correlated with lower well-being when indirect effects through work-family conflict, sleep problems, and work engagement were considered. Similarly, the total effect of workload on mental well-being was negative. CONCLUSIONS: The study suggests that organizations should pay more attention to the amount of workload experienced by their homeworkers because it may be harmful to their health and well-being.

Working Remotely During the COVID-19 Pandemic: Work-Related Psychosocial Factors, Work Satisfaction, and Job Performance Among Russian Employees.

Background: The spread of COVID-19 has forced organizations to quickly offer remote work arrangements to employees. Objective: The study focuses on remote work during the first wave of the pandemic and describes how Russian employees experienced remote work. The research has three main objectives: (1) to investigate the influence of gender and age on employees' perceptions of remote work; (2) to investigate the relationship between remote work and psychosocial variables, such as remote work stress, remote work engagement, and family-work conflict; (3) to examine whether and how much such psychosocial factors are related to remote work satisfaction and job performance. These objectives were the basis for developing six hypotheses. Design: A cross-sectional study involved 313 Russian employees. Data were collected using an online survey distributed in April and May 2020. The hypotheses were tested using ANOVA, correlations, and multiple linear regression analyses. Results: Women experienced more stress and more engagement when working remotely; older employees perceived remote work as a less positive experience; opinions about remote work and remote work engagement were positively related to remote work satisfaction; leader-member exchange (LMX) was a significant predictor of job performance. Conclusion: During the lockdown, remote work was perceived as a positive experience. We discuss some practical implications for organizations and managers.

Not All Remote Workers Are Similar: Technology Acceptance, Remote Work Beliefs, and Wellbeing of Remote Workers during the Second Wave of the COVID-19 Pandemic.

Although a large part of the world's workforce engaged in mandatory Work from Home during the COVID-19 pandemic, the experience was not the same for everyone. This study explores whether different groups of employees, based on their work and organizational characteristics (i.e., organizational size, number of days per week working from home, working in team) and personal characteristics (i.e., remote work experience, having children at home), express different beliefs about working remotely, acceptance of the technology necessary to Work from Home, and well-being. A study was conducted with 163 Italian workers who answered an online questionnaire from November 2020 to January 2021. A cluster analysis revealed that work, organizational, and personal variables distinguish five different types of workers. ANOVA statistics showed that remote workers from big companies who worked remotely several days a week, had experience (because they worked remotely before the national lockdowns), and worked in a team, had more positive beliefs about working remotely, higher technology acceptance, and better coping strategies, compared to the other groups of workers. Practical implications to support institutional and organizational decision-makers and HR managers to promote remote work and employee well-being are presented.

The Implementation of a Remote Work Program in an Italian Municipality before COVID-19: Suggestions to HR Officers for the Post-COVID-19 Era.

This case study describes the implementation stages and some outcomes of a remote work program that was adopted in an Italian municipality before the COVID-19 pandemic. This research used a qualitative case study approach, proposing a semi-structured interview with 14 staff members (six remote-worker employees, their respective managers, and two intermediate-level managers) about the experience with the remote work program. In addition, two researchers attended two preparatory program meetings. The evidence shows that, even before the COVID-19 pandemic, remote work was mainly performed at home, for one or two days a week. Together with their manager, remote workers decided the tasks to perform remotely and the criteria to monitor remote work. Furthermore, employees appreciated the remote work program, perceiving themselves to be more productive in their work. Elements of this case study may be relevant for companies that aim to move from an emergency to a more planned remote work.

Work From Home During the COVID-19 Outbreak: The Impact on Employees' Remote Work Productivity, Engagement, and Stress.

OBJECTIVE: The COVID-19 pandemic made working from home (WFH) the new way of working. This study investigates the impact that family-work conflict, social isolation, distracting environment, job autonomy, and self-leadership have on employees' productivity, work engagement, and stress experienced when WFH during the pandemic. METHODS: This cross-sectional study analyzed data collected through an online questionnaire completed by 209 employees WFH during the pandemic. The assumptions were tested using hierarchical linear regression. RESULTS: Employees' family-work conflict and social isolation were negatively related, while self-leadership and autonomy were positively related, to WFH productivity and WFH engagement. Family-work conflict and social isolation were negatively related to WFH stress, which was not affected by autonomy and self-leadership. CONCLUSION: Individual- and work-related aspects both hinder and facilitate WFH during the COVID-19 outbreak.

Personal Initiative, Passive-Avoidant Leadership and Support for Innovation as Antecedents of Nurses' Idea Generation and Idea Implementation.

PURPOSE: This study aims to explore the role of individual (work engagement, personal initiative), group (transformational, transactional, passive-avoidant leadership) and organisational factors (support for innovation climate) in fostering the two components of nurses' innovative behaviours, idea generation and idea implementation. DESIGN AND METHOD: A cross-sectional study was conducted in an Italian public hospital, in two departments that had been created by merging other departments. A self-report questionnaire was completed by 118 nurses. Hierarchical regression analysis was used to test the hypotheses. FINDINGS: Respondents reported a high frequency of idea generation followed by idea implementation. Personal initiative and passive-avoidant leadership were significantly and positively related to nurses' idea generation and idea implementation. Support for innovation was positively related to idea implementation. Transactional and transformational leadership did not show any relationships with the two innovative work behaviours. CONCLUSIONS: This study shows that nurses' innovative work behaviour is a complex and multi determined behaviour, influenced by individual, group, and organisational factors. It also shows that low levels of passive-avoidant leadership may contribute to innovation. CLINICAL RELEVANCE: Healthcare policies and strategies are needed to support a leadership style that allows space for autonomy, and that, together with support for innovation and personal initiative, facilitates nurses' idea generation and idea implementation.

The Ethical Leadership Scale (ELS): Italian adaptation and exploration of the nomological network in a health care setting.

AIM: To validate the Ethical Leadership Scale by Brown, Treviño and Harrison (2005) in Italian language, and assess, in health care setting, whether ethical leadership is related to leader-member exchange and also job satisfaction, work engagement, cynicism and organisational service climate. BACKGROUND: Ethics is a key component in health care professions, and leaders have to encourage ethical behaviour. Unfortunately, no instrument is currently validated in Italy and the associations between this construct and the proposed measures have been understudied. METHODS: A cross-sectional study was conducted in a large organisation offering health care services. All employees were invited to fill an online survey. The answers of 637 respondents, working in 48 centres for elderly and disabled people, were examined with exploratory and confirmatory factor analyses and aggregated at the centre level to test the association among the examined measures. RESULTS: The 10 items on the ethical leadership scale load on a single factor, negatively related to cynicism and positively related to the other examined variables. CONCLUSION: The proposed scale is a reliable tool to assess the ethical leadership of Italian health care managers and nurse leaders. IMPLICATIONS FOR NURSING MANAGEMENT: The scale allows to assess and monitor ethical leadership in health care workplaces. Supporting ethical leadership may stimulate employees' work attitudes and promote organisational service climate.

Revisiting the Women Workplace Culture Scale: Validation and Psychometric Properties of a Three-Factor Structure in an Iranian Study Sample.

This paper describes the validation process of the Persian version of the Women Workplace Culture Scale and provides information about the perception of this culture in an Iranian working environment. A 30-item Persian version of the Women Workplace Culture (WWC) Questionnaire was administered to women working in public departments of the city of Bojnord, Iran (N = 200). As a result of a theory- and data-driven bottom-up empirical approach, a reduced 10-item three-dimensional scale was achieved entailing (I) perceived societal barriers for career development, (II) perceived organizational barriers, and (III) sexual harassment. This parsimonious solution showed satisfactory values of reliability, factorial validity and convergent-discriminant validity analysis based on correlations with the unidimensional 10-item Perceived Stress Scale and the 12-item Career Success Questionnaire. The scale can be used to measure women workplace culture in Iran and other Persian-speaking, Islamic-Arabic countries. It can also constitute a starting point for organizational diagnosis in projects aimed to enhance working women's occupational health and societal participation.