Individual-level positive psychological capital that enhances managers' transformational leadership effectiveness on nurse career success.

AIMS: This study investigated the impact of nurse managers' transformational leadership on the subjective career success of staff nurses, particularly through exploring potential variations in this relationship based on nurses' positive psychological capital. BACKGROUND: Amid a challenging nursing environment, nurses' perceptions of career success affect their individual psychological satisfaction and improve work performance. Human resource strategies often include factors for workers' subjective career success, e.g., managers' transformational leadership and individual-level positive psychological capital. METHODS: This cross-sectional study collected survey data in 2021 from 348 staff nurses in 40 wards of a Korean tertiary hospital. The survey instruments included the Transformational Leadership tool, the Subjective Career Success Inventory, and the Psychological Capital Questionnaire. Multilevel hierarchical regression analysis and a simple slope test were used to examine moderating effects. The STROBE checklist was used for reporting. RESULTS: Nurses reported significantly higher subjective career success when they worked in units where unit managers' transformational leadership was greater. This relationship strengthened when nurses had high positive psychological capital. DISCUSSION: To enhance staff nurses' perceptions of career success, both managers' transformational leadership and individual nurses' positivity should be emphasized in nursing practice and education. IMPLICATIONS FOR NURSING AND NURSING POLICY: Comprehensive efforts to highlight managers' transformational leadership and staff nurses' positive psychological capital can enhance subjective career success, which in turn improve nurses' job performance and intention to stay. Nursing policymakers should value transformational leadership among managers so nurses can achieve their subjective goals. An organization-wide institutional system should be developed so nurses can receive support to strengthen their positivity. Future research should include interventions to foster managers' leadership and nurses' positive capital.

Poor dietary behaviors among hospital nurses in Seoul, South Korea.

BACKGROUND: Nurses reportedly practice unhealthy behaviors due to unfavorable work schedules. Korean nurses are particularly vulnerable to dietary and health behaviors due to high patient-to-nurse ratios; however, there are few studies on Korean hospital nurses' health behaviors. PURPOSE: To investigate the dietary and health behaviors of Korean hospital nurses according to their work schedule type. METHOD: This was a cross-sectional descriptive study using survey data from 340 hospital nurses. Nurses' dietary and health behaviors were evaluated across different work schedules and compared to the general Korean female population. RESULTS: Nurses with rotating night shift schedules were more often underweight than nurses without night shifts and had more unhealthy dietary behaviors, such as skipping breakfast and eating late night snacks. Nonetheless, Korean nurses practiced healthy behaviors, such as engaging actively in physical activity. CONCLUSIONS: Hospitals should create policies to provide healthy schedules for nurses to mitigate the negative effects of rotating and night shifts. However, these management-led measures will be effective only if individual nurses realize and take responsibility for their health behaviors and choices.

Knowing in Nurses' Belief and Attitude about Patient Activation: A Validation of the Korean Clinician Support for Patient Activation Measure Using Rasch Analysis.

BACKGROUND: Patient engagement is considered a critical factor in improving healthcare delivery. This study aimed to test the Korean version of the Clinician Support for Patient Activation Measure (CS-PAM) using Rasch analysis, and to explore nurses' beliefs about patient self-management. METHODS: A cross-sectional, exploratory study design was employed. The staff nurses who were recruited from six hospitals were requested to complete the Korean CS-PAM. Their responses were subsequently subjected to Rasch analysis to validate the Korean CS-PAM. The CS-PAM was paraphrased into Korean using the standardized forward-backward translation method. RESULTS: The internal consistency of the scale had good Cronbach's alpha value. For all items, the infit and outfit statistics fell well within the acceptable range of 0.5-1.5. This measure formed a unidimensional Guttman-like scale that explained 54.7% of the variance. CONCLUSIONS: The Korean version of the CS-PAM showed good psychometric properties and appeared to be consistent with the meaning of the original CS-PAM. However, the items have a somewhat different ranking order when compared to the English and Dutch versions. The instrument might be useful for identifying the supportive beliefs and attitudes of nurses or healthcare providers in order to improve patient activation in healthcare.