Mediator effects of psychological empowerment between ethical climate and innovative culture on performance and innovation in nurses.

AIMS: This study investigates the effects of ethical climate and innovative culture on the hospital nurses' job performance and innovative behaviour with the mediating factor of psychological empowerment. BACKGROUND: Hospital nurses have an opportunity to embrace innovative behaviours and increase their performance through a positive ethical climate and innovative culture. Understanding nurses' psychological empowerment in the workspace context that impacts innovation has not been a focus for hospital leadership. METHODS: A cross-sectional study based on a questionnaire design was used for data collection and analysis. The data are collected through a voluntary survey-selected by a convenience sampling method-of 393 nurses from University Hospital. The Structural Equation Model and Bootstrap method test the study's hypotheses. A STROBE checklist was used for reporting. RESULTS: Ethical climate and innovative culture predict job performance and innovative behaviour with the mediating role of psychological empowerment. Moreover, psychological empowerment decreases the predictive power of ethical climate and innovative culture separately but increases the nurses' job performance and innovative culture. CONCLUSIONS: Ethical climate and innovative culture significantly positively affect job performance and innovative behaviour. Additionally, the mediating effect of psychological empowerment increases job performance and innovative behaviour more than the effects of ethical climate and innovative culture. IMPLICATIONS FOR NURSING MANAGEMENT: Nurses need to be prepared to practice safely, accurately and compassionately by translating moral values into rules of the nursing profession, where innovation increases at an astonishing rate. Nurse leaders and hospital managers should establish ethical norms as the consensus of ultimate criteria of validity of the rational analysis of tasks or particular nursing practice concepts, with an innovative culture by empowering nurses exceedingly in their workplace.

Role of affective commitment in the relationship between emotional labor and life satisfaction in nurses.

PURPOSE: This study investigated relationships between hospice nurses' emotional labor, life satisfaction, and affective commitment (moderator). We started with the assumption that displaying real emotions rather than faking them may increase life satisfaction. DESIGN AND METHODS: The study utilized a cross-sectional survey data analysis. A total of 322 nurses participated in the study. Hayes' process examined the moderation relationship predicting emotional labor and life satisfaction. FINDINGS: The results showed that emotional labor partially affected life satisfaction. However, those effects varied at different levels of affective commitment and interestingly diminished at a high level. PRACTICE IMPLICATIONS: Nurse leaders should understand and transform the surface emotional setting of nurses to more profound acting emotions and then to natural emotional responses, which otherwise can generate emotional conflict causing unsatisfactory life.

The relationship between the perception of chronic disease care and health-related quality of life in adults with chronic kidney disease.

OBJECTIVES: In this study, it was aimed to determine the chronic disease care assessments and health-related quality of life (HRQoL) levels in adults with chronic kidney disease (CKD) undergoing hemodialysis and to reveal the relationship between chronic disease care assessment and HRQoL. METHODS: A single-center cross-sectional design has been used. Data were collected from 105 adults with CKD, who undergoing hemodialysis. Patient Evaluation Chronic Illness Care (PACIC) scale and Kidney Disease Quality of Life Short Form-36 (KDQOL-36) were used to obtain data. RESULTS: The mean scale scores of PACIC were low (2.66 ± 0.891). Although participants achieved high HRQoL scores on the symptoms subdimension of the KDQoL-36 scale, they got low scores on the subdimensions of mental health, physical health, and burden of disease. Participants' HRQoL is affected significantly by gender, age, educational level, working status, income, and presence of comorbidity (especially diabetes), diagnosis time of CKD, and hemodialysis time at the hospital (p < 0.05). A positive and statistically significant relationship was found between PACIC and subdimensions of KDQoL-36 (p < 0.05). DISCUSSION: The results can be a guide for improving the quality of chronic disease care in healthcare institutions. To improve this, patients' evaluations on this issue should be taken into account.

Development and Validation of the Turkish Version of the Attitude Toward Professional Autonomy Scale for Nurses.

Autonomy in nursing practice is one of the recurring fields in literature of research. For nurses to be autonomous is considered to have a great importance on the quality of healthcare services. This study aimed to examine the validity and reliability of the Turkish version of the Attitude Toward Professional Autonomy Scale for Nurses. This methodological study adopted a descriptive cross-sectional design. The study was done in a secondary care hospital. Sample group includes 199 nurses that work at a secondary care hospitals. It was carried out while culturally adjusted and it also included two-way translations of English version of the Attitude Toward Professional Autonomy Scale for Nurses. To evaluate its validity, LISREL statistics software was used to make confirmatory factor analysis. Internal consistency was evaluated by using Cronbach's α and total-item correlations. Average age of the sample group was found 28.35 ± 6.16. Confirmatory factor analysis yielded t-scores, which were significant for all the 18 items (p < .05). Fit indices of the model, resemblance rate chi-square statistics were identified as 𝜒 2/df = 198.01/132 = 1.50. The Cronbach's alpha of the scale (.918) was indicative of strong internal consistency. The scale demonstrated strong validity and internal consistency. This scale can be used to assess perceptions of nursing practices that enhance the quality of nursing care.

The effect of role-related stressors on nurses' burnout syndrome: The mediating role of work-related stress.

PURPOSE: This study sought to investigate the effects of role conflict, role ambiguity, and workload on burnout syndrome among clinical nurses working in university hospitals and the mediating role of work-related stress in these effects. DESIGN AND METHODS: Cross-sectional questionnaire-based survey was conducted. Data from 386 nurses were evaluated. The research variables were analyzed using statistical methods such as factor analysis, correlation analysis, regression analysis, Sobel tests, and bootstrapping method. FINDINGS: It was determined that role conflict, role ambiguity, workload, and work-related stress affect nurses' burnout significantly and work-related stress has a mediator role between burnout and the independent variables. PRACTICE IMPLICATIONS: Nurses' burnout syndrome can be prevented if managerial practices to reduce the sources of role-related stressors and work-related stress are implemented by managers.

The mediating role of social support in the effect of perceived organizational support and psychological empowerment on career satisfaction in nurses.

PURPOSE: This research was to investigate the mediating role of social support in the effect of perceived organizational support and psychological empowerment on career satisfaction in nurses. DESIGN AND METHODS: This predictive study was carried out with 442 nurses in 2019. The research variables were analyzed factor analysis, correlation analysis, regression analysis, Sobel tests. FINDINGS: The study, it was determined that social support had a partial mediating role in the effect of perceived organizational support on career satisfaction and that, similarly, social support had a partial mediating role in the effect of psychological empowerment on career satisfaction. PRACTICE IMPLICATIONS: The variables of perceived organizational support, psychological empowerment and social support are important in increasing career satisfaction in the nursing profession, which has professional roles and responsibilities.

Validity and reliability of Evidence-Based Practice Leadership Scale and Evidence-Based Work Environment Scale in Turkish.

PURPOSE: This study aims to evaluate the validity and reliability of the Evidence-Based Practice Leadership Scale (EBPLS) and Work Environment Scale (EBPWES) translated into Turkish so that they are used in nursing research. DESIGN AND METHODS: This methodological study was conducted with nurses. Language and content validity, item analyses were used to test the validity and reliability of the scales. FINDINGS: The confirmatory factor analysis results demonstrate that t values of each item in both scales are significant (P < .05). All model and data fit indices are higher than the acceptable level. Thus, CFA has shown that the scales with model-data fit are valid. PRACTICE IMPLICATIONS: The characteristics of nurse leaders and the suitability of the working environment are crucial for the maintenance of evidence-based practices. EBPLS and EBPWES will be effective and reliable tools in our country and an effective tool for contributing to the maintenance and development of evidence-based practices. The analyses indicate that the Turkish versions of the EBPLS and the EBPWES are acceptable, valid, and reliable for Turkish nurses.