Nurses' Personality Traits and Perceived Work Environments During Public Health Emergencies: Implications for Nursing Workforce Planning.

Background: The nursing workforce faces substantial challenges, particularly in the aftermath of the COVID-19 era. Developing an effective strategy for workforce maintenance and the strategic deployment of nurses is crucial. Purpose: This study aimed to explore and categorize nurses' personality traits, with a focus on analyzing differences in their perceptions of the nursing work environment. Participants and Methods: Between January 2023 and February 2023, a multi-center cross-sectional study was carried out involving nurses from 12 tertiary hospitals actively engaged in frontline COVID-19 response duties. Through cluster sampling, surveys were distributed among eligible nursing staff, comprising a general information questionnaire, the Chinese Big Five Personality Questionnaire-Short Form, subjective evaluations of emergency nursing management, and the Chinese Nursing Work Environment Scale for Public Health Emergencies. Various statistical analyses, such as descriptive analysis, cluster analysis, non-parametric tests, and general linear model analysis, were employed to investigate the correlation between personality types and the perception of nursing work environments. Results: The analysis encompassed 1059 valid questionnaires, reflecting the experiences of frontline nurses. The majority of these nurses possessed 1-5 years of experience, held junior professional titles, volunteered for their roles, and served as attending nurses. Categorization based on personality traits revealed three groups: resilient (35.60%), ordinary (16.15%), and distressed (48.25%) types. Significantly distinct perceptions of nursing work environments emerged among these categories, with resilient and ordinary types expressing notably higher satisfaction compared to the distressed group (H value = 256.487, p < 0.001). Conclusion: This study illustrates the connection between nurses' perceived working environment and their personality traits. Nursing managers should factor in nurses' personality traits when choosing and deploying frontline responders during public health emergencies. Prioritizing resilient-type nurses and crafting a supportive work environment that aligns with nurses' characteristics is indispensable for an effective emergency response.

The Chinese Version of the Work Control Scale for Nurses: Modifying the Translation and Psychometric Testing.

PURPOSE: The aim of the study was to modify and test the psychometric properties of the Chinese version of the work control scale (C-WCS). METHODS: The translated scale was administered to 840 nurses in Shanghai. Validity was assessed in terms of content validity and construct validity using exploratory factor analysis and confirmatory factor analysis. Internal consistency and test-retest reliability were estimated using Cronbach α and the intraclass correlation coefficient. RESULTS: Psychometric analyses of the C-WCS indicate high reliability and good content and construct validity. CONCLUSION: The C-WCS has good psychometric properties and can be used as a valid tool for measuring work control among nurses in China. The C-WCS will help to further explore the correlations between perceived work control and organizational quality indicators such as nurses' satisfaction, job stress, well-being, or intention to stay. It can also be used in nursing outcome studies of work control strategies.

Nurses' intention to stay: The impact of perceived organizational support, job control and job satisfaction.

AIM: To propose a theoretical model of intention to stay (ITS) and examine the effects of perceived organizational support, job control and job satisfaction on ITS. DESIGN: Cross-sectional multicentre survey. METHODS: The survey was conducted from January 2017-July 2017 and comprised 3,240 clinical nurses from nine tertiary hospitals in eastern, central and western China, with 2,352 effective responses. Structural equation modelling was used to analyse the relationship between ITS and its correlative factors. RESULTS: The hypothesized model was supported. Job control, perceived organizational support and job satisfaction significantly and directly affected nurses' ITS. Furthermore, job control and perceived organizational support showed indirect effects on ITS, which was mediated by job satisfaction. Perceived organizational support could positively influence job control to have a further impact on job satisfaction and ITS. CONCLUSION: Based on a large sample of Chinese tertiary hospital nurses, this study proposed and verified a theoretical model of nurses' ITS, revealing that organization characteristics, work characteristics and affective response to work can have an impact on ITS. IMPACT: This study was the first to examine the relationships among perceived organizational support, job control, job satisfaction and ITS, enriching the theoretical model of ITS. Nurse managers can improve nurses' ITS by enhancing their perceived organizational support, job control and job satisfaction.

The relationship between psychological capital and innovation behaviour in Chinese nurses.

AIM: To explore the serial-multiple mediation of job control and perceived organisational innovation climate between psychological capital and innovation behaviour among Chinese nurses through structural equation modelling. BACKGROUND: Nurses' innovation not only promotes the development of the nursing industry but also improves the quality of care and promotes patient prognosis. Thus, it is essential to clarify the factors affecting nurses' innovative behaviour and to provide a theoretical basis for improving nurses' innovative behaviour. METHODS: A cross-sectional study was conducted among 4,677 Chinese nurses from 18 hospitals. The PCQ-R, Nurses' Job Control Scale, the Nurses' Organizational Innovation Climate Scale, and the Nurses' Innovation Behaviour Scale were used to conduct a questionnaire survey. RESULTS: According to the serial-multiple mediation, the mediating role of job control and perceived organisational innovation climate between psychological capital and innovative behaviour is significant. (Z = 7.25, p < .05). CONCLUSIONS: Higher psychological capital can promote nurses' innovation behaviour. Therefore, improving psychological capital can enhance the innovation behaviour of nurses. IMPLICATIONS FOR NURSING MANAGEMENT: It is essential to change hospital working environments for enhancing the innovation behaviour of health professionals. Managers could promote nurses' innovative behaviour by strengthening nurses' psychological capital.

The effectiveness and implementation of mentoring program for newly graduated nurses: A systematic review.

BACKGROUND: Newly graduated nurses suffer from occupational stress during the transition from school to employment as a result of inadequacy, interpersonal relationships, and the overwhelming workload. Mentoring programs have proved effective in facilitating this transition. OBJECTIVES: To evaluate the effectiveness of a mentoring program on the mentor, mentee, and organization. METHODS: The Cochrane Library, Medline, Ovid, Elsevier, Embase, CINAHL, CBM, CNKI, and WanFang Data databases were searched to identify relevant publications in English or Chinese up to October 2014. DESIGN: This is a systematic review. RESULTS: This review identified nine potentially eligible studies, and the methodological quality levels of the included studies were all ranked as level B. These studies revealed that the turnover rate can be decreased through a mentoring program. Additionally, mentoring can enhance nursing competency and establish a supportive workforce environment, resulting in positive outcomes. CONCLUSION: This review reveals that a mentoring program has positive effects on the mentors, mentees, and organizations. A successful mentorship program should include rigorous mentor selection and adequate training. Additionally, potential barriers such as time constraints and scheduling limitations should be taken into consideration during implementation.