An Online Transverse Study of Nurse Leaders' Cultural Humility in Nursing Practice as Perceived by Hospital Nurses.

INTRODUCTION: The term "cultural humility" is often used, but both society and professionals, including nurses, lack a clear understanding of its meaning. This study examined the relationships, predictors, and differences of nurse leaders' cultural humility in nursing practice, as perceived by hospital nurses. METHODOLOGY: A quantitative transverse and correlational study was implemented with a convenience sample of 350 Jordanian registered nurses (RNs). RESULTS: Nurses "agreed" on the presence of nurse leaders' cultural humility in nursing practice, but it was low. Working rotating shifts, holding a Baccalaureate degree in nursing or less, and having graduated from a private university predicted the perceived nurse leaders' cultural humility in nursing practice. Most differences in perceived nurse leaders' cultural humility in nursing practice came from nurses who worked rotating shifts when compared to those who worked day shifts. DISCUSSION: Nurse leaders must practice open communication and embrace a receptive mind-set, as this will help eradicate the tendency of nurse leaders to believe they know "know-it-all."

Educator-to-student incivility in online nursing education during COVID-19 as reported by nursing students: A descriptive cross-sectional study.

BACKGROUND: Educators' incivility in online nursing education is a serious academic issue; much of it is still unknown as it occurs in a less supervised environment. AIM: This study examined variables and differences in educator-to-student incivility in online nursing education during COVID-19, as reported by nursing students. METHODS: Utilizing the Incivility in Online Learning Environments (IOLE) online survey, a cross-sectional design was used to collect data in 2021 from a convenience sample of 163 nursing students studying in different universities in Jordan. Version 25 of the Statistical Package for the Social Sciences (SPSS) was used to generate descriptive and inferential statistics. RESULTS: As reported by nursing students, there was a low degree of incivility among nursing educators in online nursing education, 45(range 23-92), and a moderate frequency in the past 12 months, 63(range 23-92). Around 37.00 % of students thought incivility in online nursing education was a mild problem. On a scale of 0-100, 63.00 % of the students reported the level of nursing educators' civility in online nursing education ranged from 50.00 % to 70.00 % (an average of 60.00 %). Differences in students' reporting of online nursing educators' incivility and its' frequencies were significantly influenced by students' grade point averages (GPA) and genders, respectively. CONCLUSIONS: Although nursing students have a positive sense of civility among their nursing educators, incivility in online nursing education should be zero-level and disclosed and treated at its early signs.

Cross-Cultural Adaptation and Validation of Nursing Stress Scale in Jordanian Nurses.

Background and Purpose: Occupational stress (OS) has been widely acknowledged as a health issue among nurses. OS primarily impacts nurses to a greater extent than other healthcare professionals. The Nursing Stress Scale (NSS) is widely utilized to assess OS levels among nurses from diverse cultural backgrounds. No known study has investigated the psychometric characteristics of the Nursing Stress Scale within the Arab World. This study assessed the psychometric properties and cultural relevance of the Arabic version of the Nursing Stress Scale in a sample of Jordanian nurses. Methods: The present study employed a cross-sectional design to test the psychometrics of the Nursing Stress Scale among 170 nurses working in eight public healthcare centers in the capital of Jordan. An Arabic version of the scale was created by translating the English version. The expert panel confirmed the Arabic scale's content validity and cultural suitability. Exploratory factor analysis and internal consistency were used to evaluate the factorial structure and reliability. Results: In the study, the nurses' mean age was 30 ± 5.5. The content validity of the Arabic version was rated excellent, with a content validity index of 0.85. The results of the exploratory factor analysis yielded a four-factor, 23 items out of the 34 structures that accounted for 65.70% of the variance. The internal consistency reliability of the Arabic version of the Nursing Stress Scale ranged from 0.83 (inadequate emotional preparation) to 0.92 (death and dying). Conclusions: The Arabic version of the Nursing Stress Scale is valid, reliable, and culturally suitable for assessing OS within clinical environments among Jordanian nurses.

Anxiety sensitivity moderates the relationship between internet addiction and cyberchondria among nurses.

Internet addiction and cyberchondria have a bidirectional relationship. However, no known studies have evaluated the moderating role of anxiety sensitivity in that relationship. The study aimed to determine whether anxiety sensitivity moderates the relationship between internet addiction and cyberchondria among Jordanian nurses. Data were collected from 303 nurses using a web-based survey and convenience snowballing sampling methods using a cross-sectional research design. The Internet Addiction Test and the short version of the Cyberchondria Severity Scale were used to assess internet addiction and cyberchondria. Nurses reported mild internet addiction, low anxiety sensitivity, and moderate cyberchondria. Also, these findings suggested that sensitivity to anxious feelings moderates the relationship between internet addiction and cyberchondria. These findings would help nurses use psychosocial interventions for people with internet addiction and cyberchondria by understanding how their anxiety sensitivity promotes their internet addiction and cyberchondria.

The efficacy of mindfulness-based programs in reducing anxiety among nurses in hospital settings: A systematic review.

BACKGROUND: The increasing pressure of their professional duties has led to a notable concern regarding the mounting anxiety levels among nurses. The ongoing discussion revolves around the efficacy of mindfulness as a means to alleviate anxiety in nurses. AIM: This systematic review evaluated the effectiveness of mindfulness in reducing anxiety among nurses. METHODS: The evaluation followed the guidelines of the Preferred Reporting Items for Systematic Reviews and Meta-Analyses. An extensive and comprehensive search was conducted across eight databases to identify studies that utilized randomized controlled trials (RCTs) and were published in English between 2011 and 2022. Independently, two reviewers assessed the validity of the randomized controlled trials using the Consolidated Standards of Reporting Trials criteria. Additionally, two authors independently employed the Risk of Bias in Non-Randomized Studies of Interventions (ROBINS-2) method to evaluate the potential bias in the RCTs. RESULTS: Eight randomized controlled trial studies that were deemed eligible were included in the current analysis. Based on the literature review, it was determined that mindfulness-based training can assist nurses in reducing their anxiety levels. Furthermore, the effectiveness of mindfulness-based programs in enhancing nurses' mindfulness and self-compassion has been firmly established. LINKING EVIDENCE TO ACTION: Based on existing literature, mindfulness-based interventions have proven to be effective in reducing anxiety levels among nurses. However, in order to enhance the overall quality of research, it is necessary to implement more rigorous controlled designs that include randomization. Additionally, larger sample sizes with a diverse range of participants are needed to establish and validate the effectiveness of mindfulness-based programs in alleviating anxiety among nurses. Implementing mindfulness-based training in healthcare organizations can offer numerous benefits. One such advantage is that it can help nurses in reducing anxiety and enhancing their ability to handle the pressures associated with their profession. STUDY REGISTRATION: PROSPERO Protocol registration ID: CRD42023475157.

Nurses’ perceptions of the obstacles and supportive behaviors of end-of-life care in intensive care units / Percepciones de los enfermeros sobre los obstáculos y comportamientos de apoyo de la atención al final de la vida en unidades de cuidados intensivos

Purpose This study examined the Jordanian registered nurses’ perceptions of the obstacles and supportive behaviors of End-of-Life Care in Intensive Care Units and examined the differences in the concepts based on the samples’ demographics. Methods A cross-sectional and comparative study was conducted using a convenience sample of 230 Intensive Care Unit registered nurses in Jordan. Data were analyzed descriptively, and differences were measured using the independent sample t-test, the one-way Analysis of Variance, and Scheffe’s post hoc test. Results The registered nurses’ scored moderately on obstacles (74.98 ± 14.54) and supportive behaviors (69.22 ± 4.84). The commonly perceived obstacle and supportive behaviors to End-of-Life Care in Intensive Care Units s were reported. The perceived obstacles differ based on the registered nurses’ certification as an Intensive Care Units nurse (3.04 ± 0.58 vs. 2.74 ± 0.49, p = 0.008), type of Intensive Care Unit (3.28 ± 0.34 vs. 2.86 ± 0.62, p < 0.001), type of facility (3.16 ± 0.59 vs. 2.77 ± 0.61, p < 0.001), number of beds in the unit (3.07 ± 0.48 vs. 2.69 ± 0.48, p = 0.020), and the number of hours worked per week (3.06 ± 0.56 vs. 2.81 ± 0.60, p = 0.005). In contrast, supportive behaviors only differ based on the registered nurses’ age (3.22 ± 0.69 vs. 2.90 ± 0.64, p = 0.019). Conclusions The common End-of-Life Care perceived obstacle in Intensive Care Units was the lack of nursing education and training regarding the studies concept, which warrants immediate intervention such as on-job training. The common End-of-Life Care perceived supportive behavior in Intensive Care Units was when family members accepted that the patient was dying when nurses offered support to family members; motivational interventions are needed to sustain such behavior. Differences in the perceived obstacles and supportive behaviors should be leveraged for the benefit of patients, nurses, and hospitals. (AU)

Propósito Este estudio examinó las percepciones de las enfermeras registradas jordanas sobre los obstáculos y comportamientos de apoyo de la atención al final de la vida en las Unidades de Cuidados Intensivos y examinó las diferencias en los conceptos basados en la demografía de las muestras. Métodos Se realizó un estudio transversal y comparativo utilizando una muestra de conveniencia de 230 enfermeras registradas en la Unidad de Cuidados Intensivos en Jordania. Los datos se analizaron descriptivamente y las diferencias se midieron mediante la prueba t de muestra independiente, el análisis unidireccional de varianza y la prueba post hoc de Scheffe. Resultados Las enfermeras registradas obtuvieron una puntuación moderada en obstáculos (74,98 ± 14,54) y comportamientos de apoyo (69,22 ± 4,84). Se informaron los obstáculos comúnmente percibidos y los comportamientos de apoyo a la atención al final de la vida en las Unidades de Cuidados Intensivos. Los obstáculos percibidos difieren según la certificación del enfermero registrado como enfermero de las Unidades de Terapia Intensiva (3,04 ± 0,58 vs. 2,74 ± 0,49, p < 0.001), tipo de Unidad de Cuidados Intensivos (3,28 ± 0,34 vs. 2,86 ± 0,62, p < 0.001), tipo de instalación (3,16 ± 0,59 vs. 2,77 ± 0,61, p < 0.001), número de camas en la unidad (3,07 ± 0,48 vs. 2,69 ± 0,48, p = 0,020), y número de horas trabajadas por semana (3,06 ± 0,56 vs. 2,81 ± 0,60, p = 0,005). En contraste, los comportamientos de apoyo solo difieren según la edad de las enfermeras registradas (3,22 ± 0,69 vs. 2,90 ± 0,64, p = 0,019). Conclusiones El obstáculo común percibido en la Atención al Final de la Vida en las Unidades de Terapia Intensiva fue la falta de educación y capacitación de enfermería sobre el concepto de estudios, lo que justifica una intervención inmediata, como la capacitación en el trabajo... (AU)

Nurses’ perceptions of the obstacles and supportive behaviors of end-of-life care in intensive care units / Percepciones de los enfermeros sobre los obstáculos y comportamientos de apoyo de la atención al final de la vida en unidades de cuidados intensivos

Purpose This study examined the Jordanian registered nurses’ perceptions of the obstacles and supportive behaviors of End-of-Life Care in Intensive Care Units and examined the differences in the concepts based on the samples’ demographics. Methods A cross-sectional and comparative study was conducted using a convenience sample of 230 Intensive Care Unit registered nurses in Jordan. Data were analyzed descriptively, and differences were measured using the independent sample t-test, the one-way Analysis of Variance, and Scheffe’s post hoc test. Results The registered nurses’ scored moderately on obstacles (74.98 ± 14.54) and supportive behaviors (69.22 ± 4.84). The commonly perceived obstacle and supportive behaviors to End-of-Life Care in Intensive Care Units s were reported. The perceived obstacles differ based on the registered nurses’ certification as an Intensive Care Units nurse (3.04 ± 0.58 vs. 2.74 ± 0.49, p = 0.008), type of Intensive Care Unit (3.28 ± 0.34 vs. 2.86 ± 0.62, p < 0.001), type of facility (3.16 ± 0.59 vs. 2.77 ± 0.61, p < 0.001), number of beds in the unit (3.07 ± 0.48 vs. 2.69 ± 0.48, p = 0.020), and the number of hours worked per week (3.06 ± 0.56 vs. 2.81 ± 0.60, p = 0.005). In contrast, supportive behaviors only differ based on the registered nurses’ age (3.22 ± 0.69 vs. 2.90 ± 0.64, p = 0.019). Conclusions The common End-of-Life Care perceived obstacle in Intensive Care Units was the lack of nursing education and training regarding the studies concept, which warrants immediate intervention such as on-job training. The common End-of-Life Care perceived supportive behavior in Intensive Care Units was when family members accepted that the patient was dying when nurses offered support to family members; motivational interventions are needed to sustain such behavior. Differences in the perceived obstacles and supportive behaviors should be leveraged for the benefit of patients, nurses, and hospitals. (AU)

Propósito Este estudio examinó las percepciones de las enfermeras registradas jordanas sobre los obstáculos y comportamientos de apoyo de la atención al final de la vida en las Unidades de Cuidados Intensivos y examinó las diferencias en los conceptos basados en la demografía de las muestras. Métodos Se realizó un estudio transversal y comparativo utilizando una muestra de conveniencia de 230 enfermeras registradas en la Unidad de Cuidados Intensivos en Jordania. Los datos se analizaron descriptivamente y las diferencias se midieron mediante la prueba t de muestra independiente, el análisis unidireccional de varianza y la prueba post hoc de Scheffe. Resultados Las enfermeras registradas obtuvieron una puntuación moderada en obstáculos (74,98 ± 14,54) y comportamientos de apoyo (69,22 ± 4,84). Se informaron los obstáculos comúnmente percibidos y los comportamientos de apoyo a la atención al final de la vida en las Unidades de Cuidados Intensivos. Los obstáculos percibidos difieren según la certificación del enfermero registrado como enfermero de las Unidades de Terapia Intensiva (3,04 ± 0,58 vs. 2,74 ± 0,49, p < 0.001), tipo de Unidad de Cuidados Intensivos (3,28 ± 0,34 vs. 2,86 ± 0,62, p < 0.001), tipo de instalación (3,16 ± 0,59 vs. 2,77 ± 0,61, p < 0.001), número de camas en la unidad (3,07 ± 0,48 vs. 2,69 ± 0,48, p = 0,020), y número de horas trabajadas por semana (3,06 ± 0,56 vs. 2,81 ± 0,60, p = 0,005). En contraste, los comportamientos de apoyo solo difieren según la edad de las enfermeras registradas (3,22 ± 0,69 vs. 2,90 ± 0,64, p = 0,019). Conclusiones El obstáculo común percibido en la Atención al Final de la Vida en las Unidades de Terapia Intensiva fue la falta de educación y capacitación de enfermería sobre el concepto de estudios, lo que justifica una intervención inmediata, como la capacitación en el trabajo... (AU)

Global Health Competencies of Undergraduate Nursing Students in Jordan.

ABSTRACT: This study aimed to assess and compare the global health competencies (GHCs) of nursing students in Jordan. GHCs are crucial to ensure the delivery of culturally sensitive care to diverse populations. A cross-sectional survey using the GHC questionnaire was administered to 256 nursing students. Students ranked their ability in health implications of migration, travel, and displacement as the highest domain and health care as a human right and development resources as the lowest. Assessing nursing students' GHCs is important as they pursue their responsibilities toward global health in the future.

Does nursing leaders' humility leadership associate with nursing team members' psychological safety? A cross-sectional online survey.

AIMS: The leader's ability to act with self-awareness, lead with generosity, and consider others' opinions is what defines humility leadership. In recent healthcare literature, there has been extensive exploration of humility leadership and psychological safety, but these studies were non-nursing. It is crucial to understand how humble leaders can empower their staff's psychological safety, as inclusivity is a key aspect of humility leadership and is closely linked to psychological safety. Therefore, this study examined the association between nursing leaders' humility leadership and team members' psychological safety. DESIGN: A quantitative cross-sectional design was used in the current study. METHODS: To assess the studied variables, 245 nursing academics, nurses, and nursing leaders were recruited from different universities and hospitals using the convenience snowball sampling technique, yielding a response rate of 70%. After a pilot study, an online survey using Google Forms was hosted in 2022. FINDINGS: The psychological safety of nursing team members was not found to be associated with the humility leadership of nursing leaders. Despite the participants' reports of their nursing leaders exhibiting humility leadership (mean = 3.57/5, SE = 0.055), the participants also reported that psychological safety was borderline (mean = 3.09/5, SE = 0.041). CONCLUSION: The borderline nursing team members' psychological safety implies that different types of leadership may have an impact on the psychological safety of nursing team members. The lack of association between nursing leaders' humility leadership and the psychological safety of nursing team members highlights the need for further understanding and effort from nursing leaders to establish psychologically safe work environments. IMPACT: This research offers valuable insights into how the humility of nursing leaders impacts the psychological safety of nursing team members. The psychological safety of the nursing team members highlights the specific responsibilities that nursing leaders should assume to establish psychologically safe work environments. PATIENT OR PUBLIC CONTRIBUTION: There was no Patient or Public Contribution, as the sample included nursing academics, nurses, and nursing leaders recruited from different universities and hospitals. IMPLICATIONS FOR PRACTICE/POLICY: A simple intervention that humble leaders can initiate is inclusivity, where subordinates' positive worth, strengths, and contributions are acknowledged. Inclusivity is a characteristic of humility leadership. Improving teams'' psychological safety calls to promote a culture of civility in the workplace. A random and larger sample is needed, including other types of universities and hospitals, using other research designs across other cultures.

Nurses' perceptions of the obstacles and supportive behaviors of end-of-life care in intensive care units.

PURPOSE: This study examined the Jordanian registered nurses' perceptions of the obstacles and supportive behaviors of End-of-Life Care in Intensive Care Units and examined the differences in the concepts based on the samples' demographics. METHODS: A cross-sectional and comparative study was conducted using a convenience sample of 230 Intensive Care Unit registered nurses in Jordan. Data were analyzed descriptively, and differences were measured using the independent sample t-test, the one-way Analysis of Variance, and Scheffe's post hoc test. RESULTS: The registered nurses' scored moderately on obstacles (74.98 ± 14.54) and supportive behaviors (69.22 ± 4.84). The commonly perceived obstacle and supportive behaviors to End-of-Life Care in Intensive Care Units s were reported. The perceived obstacles differ based on the registered nurses' certification as an Intensive Care Units nurse (3.04 ± 0.58 vs. 2.74 ± 0.49, p = 0.008), type of Intensive Care Unit (3.28 ± 0.34 vs. 2.86 ± 0.62, p < 0.001), type of facility (3.16 ± 0.59 vs. 2.77 ± 0.61, p < 0.001), number of beds in the unit (3.07 ± 0.48 vs. 2.69 ± 0.48, p = 0.020), and the number of hours worked per week (3.06 ± 0.56 vs. 2.81 ± 0.60, p = 0.005). In contrast, supportive behaviors only differ based on the registered nurses' age (3.22 ± 0.69 vs. 2.90 ± 0.64, p = 0.019). CONCLUSIONS: The common End-of-Life Care perceived obstacle in Intensive Care Units was the lack of nursing education and training regarding the studies concept, which warrants immediate intervention such as on-job training. The common End-of-Life Care perceived supportive behavior in Intensive Care Units was when family members accepted that the patient was dying when nurses offered support to family members; motivational interventions are needed to sustain such behavior. Differences in the perceived obstacles and supportive behaviors should be leveraged for the benefit of patients, nurses, and hospitals.

Effective clinical nursing leadership in hospitals: barriers from the perspectives of nurse managers.

AIM: The purpose of this study was to identify barriers to effective clinical nursing leadership in Jordanian hospitals from the perspectives of nurse managers (NMs). BACKGROUND: Clinical leadership is about expertise in specialised fields and involving professionals in clinical care. Even though leadership terminology has been used in nursing and healthcare business literature, clinical leadership is still misunderstood, including its barriers. METHOD: This study adopted a qualitative narrative approach and recruited a purposive sample of 19 NMs and two associate executive directors of nursing from two hospitals. Data were collected through two focus group discussions and in-depth interviews and were analysed using content analysis. The study was guided by the 'Consolidated Criteria for Reporting Qualitative Research'. RESULT: Four themes emerged regarding barriers to effective clinical nursing leadership: (1) power differential, (2) inconsistent connectedness with physicians, (3) lack of early socialisation experiences and (4) clinical practice reform is a mutual responsibility. CONCLUSION AND RELEVANCE TO CLINICAL PRACTICE: Barriers are detrimental to effective clinical leadership; they are associated with interdisciplinary and professional socialisation factors. Managers and academicians at all levels should immediately consider these barriers as a priority. Innovative clinical leaders should identify barriers to effective clinical leadership at the early stages. Thus, innovative clinical leadership programmes are warranted.

Thematic Analysis of Mental Health Nurses' Views of Contributing Factors Fueling Workplace Violence in Psychiatric Hospitals: Insights From Unsung Soldiers.

BACKGROUND: Workplace violence against mental health nurses is an international phenomenon that sparks concerns for nurses' safety and mental health. This phenomenon has recently arisen as a crucial concern in the Middle East as it has become pervasive and has negative implications, causing nurses to accumulate psychological and emotional distress. However, no research has yet investigated the contributing factors of this phenomenon in Jordanian psychiatric hospitals from the nurses' perspectives. AIMS: This study aimed to explore the factors contributing to workplace violence in Jordanian psychiatric hospitals from the perspective of mental health nurses. METHOD: An exploratory, qualitative design was utilized. Using audio-recorded, semi-structured, face-to-face interviews, a purposive sample of 24 mental health nurses were interviewed to collect data. Thematic analysis was used to analyze the data. RESULTS: Four overarching themes were identified: Peak Time of Violence, Unavoidable Part of the Job, Poor Organization and Lack of Policy, and Bite the Bullet. CONCLUSION: From nurses' perspectives, an in-depth understanding of factors contributing to workplace violence provides a foundation for developing preventive interventions, improving work environment safety, and promoting nurses' mental health. Prevention strategies and further studies are warranted to limit this phenomenon.

The perceived leaders' authentic leadership, knowledge sharing within the team, and faculty members' creativity: A cross-sectional online survey in nursing academia.

BACKGROUND: There hasn't been much recent research on leaders' authentic leadership, knowledge sharing within the team, and faculty members' creativity. AIM: This study examined the perceived variables and predictors of academic nursing leaders' authentic leadership by their nursing faculty members, knowledge sharing within the team, and nursing faculty members' own creativity. DESIGN: A cross-sectional design using a survey instrument was employed to answer the research questions. METHODS: A convenience snowball sample of 105 academic nursing faculty members who worked at various universities in Jordan was recruited. RESULTS: Academic nursing leaders' authentic leadership, knowledge sharing within the team, and nursing faculty members' creativity were perceived high by nursing faculty members. The highest and lowest means of the three concepts were reported. As evidenced by correlations, knowledge sharing within the team related to nursing faculty members' creativity without affecting academic nursing leaders' authentic leadership. The perceived academic nursing leaders' authentic leadership didn't predict knowledge sharing within the team or faculty members' creativity. CONCLUSIONS: The current research fills critical voids in the reviewed literature. The results augment nursing leadership knowledge in academic settings. Academic nursing leaders' authentic leadership didn't predict knowledge sharing within the team or faculty members' creativity. These findings raise the flag; authentic nursing leadership should be synergized in conducive academic environments with other factors that may promote nursing faculty members' creativity, such as psychological safety and team environment.

COVID-19 era-related e-learning: a cross-sectional web-scale study of cyberchondria, internet addiction and anxiety-related symptomatology among university nursing students.

OBJECTIVE: The study assessed COVID-19 era-related e-learning cyberchondria, internet addiction and anxiety-related symptomatology among nursing students. The relationships, predictors and differences between the studied concepts were measured. DESIGN: In 2021, a quantitative cross-sectional research design using a web survey with a sample size of 333 nursing students yielded a response rate of 70%. RESULTS: Nursing students had a moderate level of cyberchondria, low to moderate internet addiction, a moderate to severe level of anxiety and depression, and a normal stress level. Demographic characteristics, cyberchondria, internet addiction and anxiety-related symptomatology were significantly correlated. Grade point average, age, type of organisation where the students were trained and level of education were significant predictors of the studied variables. Significant differences in the studied concepts were found based on the sample's characteristics such as gender, type of organisations or universities where the students were trained or studied, and age. CONCLUSION: Cyberchondria, internet addiction, depression, anxiety and stress symptomatology are troublesome. Higher education organisations might benefit from examining the variables of interest and investigating the relations between internet addiction and depression and anxiety symptomatology among nursing students. Such research will aid in tailoring treatments to assist vulnerable students by targeting counselling and educational efforts toward building a future generation of nurses with reduced cyberchondria, internet addiction and anxiety-related symptomatology.

Investigating the Prevalence of Computer Vision Syndrome (CVS) Among Undergraduate Nursing Students: A Cross-Sectional Study.

Introduction: During the pandemic, health issues associated with using digital devices and exploring social media, such as Computer Vision Syndrome (CVS), have increased considerably. Objectives: This study looked into CVS and its significance in Jordan and the CVS outcomes of undergraduate nursing students who used digital devices to surf social media during COVID-19. Methods: To assess CVS, a quantitative cross-sectional research design was used. Data were collected in 2022 through an online diagnostic and formative survey utilizing the CVS-Questionnaire (CVS-Q) with 310 undergraduate nursing students from a government and a private university in Jordan. Descriptive statistics and the univariate general linear model were used to analyze the collected data. Results: To report the prevalence of CVS among the studied sample, the median score was 1.80. The median prevalence score was 24.50 (range = 13-31), and 26.75% of participants reported having intense social media searches. For a student in this study to be diagnosed with CVS, they must receive a score of at least 5, and the current sample score was around 2, indicating they didn't have a CVS; however, it was moderate when it occurred. About 26.75% of participants reported having problematic social media searches. Back and neck pain and headaches were the typical signs of CVS. The average daily hours spent using digital devices for social media searches increased during the pandemic utilizing mobile phones, especially among male nursing students. Being a junior student with no social media account and unable to balance study and social media were among the predictors of CVS. Most students used protective tools on their digital devices, such as protective films and phone screens, to prevent or accommodate CVS. Conclusion: There were no prior collected data about CVS in Jordan, and based on the international trend, the COVID-19 pandemic didn't directly contribute to the prevalence of CVS. However, when the CVS occurred, it was moderate, which mandates proactive and prophylactic redesigning of our educational system.

Competency in nursing practice: a concept analysis.

OBJECTIVE: Competency denotes the ability to execute a certain task or action with the necessary knowledge. Competency definitions and measurements are challenging for nursing and other professions due to their multidimensional aspects. This study aimed to clarify the concept of competency in nursing practice and propose an accurate definition. DESIGN: Walker and Avant's approach was used to elucidate the concept of competency in nursing practice. DATA SOURCES: ScienceDirect, PubMed, ProQuest, Scopus and CINAHL were searched from 1 January 2000 to 31 December 2021. ELIGIBILITY CRITERIA: We included studies with the keywords: "concept analysis", "competence", "competency" and "nursing". The search was limited to full-text studies written in English that used theoretical and empirical approaches. DATA EXTRACTION AND SYNTHESIS: We extracted the concept's uses, defining attributes, and the consequences and antecedents of the concept. RESULTS: 60 articles were identified from the search process; after excluding duplicates and works unrelated to the study aim and context following the full-text screening, 10 articles were included in this concept analysis. The common defining attributes of competency were knowledge, self-assessment and dynamic state. Competency in nursing practice had many reported positive consequences that include but are not limited to improved patient, nurse and organisational outcomes. CONCLUSIONS: Nurses can benefit from the result of this analysis in practice to implement professional care, in particular clinical contexts and situations to enhance patients' health.

How does authentic leadership influence the safety climate in nursing?

BACKGROUND: Authentic leadership controls quality care and the safety of patients and healthcare professionals, especially nurses. AIM: This study examined the influence of nurses' authentic leadership on the safety climate. METHODS: In this predictive research, 314 Jordanian nurses from various hospitals were convenience sampled for cross-sectional and correlational design. This research included all hospital nurses with 1 year of experience, at least at the present hospital. SPSS (V.25) conducted descriptive statistics and multivariate analyses. As needed, sample variables' means, SD and frequencies were supplied. RESULTS: The mean scores on the entire Authentic Leadership Questionnaire and its subscales were moderate. The mean score of the SCS was below 4 (out of 5), indicating negative safety climate perceptions. A significant positive moderate association was found between nurses' authentic leadership and safety climate. Nurses' authentic leadership predicted a safe climate. Internalised moral and balanced processing subscales were significant predictors of safety climate. Being woman and having a diploma inversely predicted the nurses' authentic leadership; however, the model was insignificant. CONCLUSION: Interventions are needed to enhance the perception of the safety climate in hospitals. Nurses' authentic leadership increases their perceptions of a positive safety climate, and thus different strategies to build on nurses' authentic leadership characteristics are warranted. IMPLICATIONS FOR NURSING MANAGEMENT: The negative perceptions of the safety climate mandate that organisations create strategies to increase nurses' awareness about the safety climate. Shared leadership, learning environments and information sharing would improve nurses' perceptions of the safety climate. Future studies should examine other variables influencing safety climate with a more extensive and randomised sample. Safety climate and authentic leadership should be integrated into the nursing curricula and continuing education courses.

Attributes, skills and actions of clinical leadership in nursing as reported by hospital nurses: a cross-sectional study.

BACKGROUND: Research shows a significant growth in clinical leadership from a nursing perspective; however, clinical leadership is still misunderstood in all clinical environments. Until now, clinical leaders were rarely seen in hospitals' top management and leadership roles. PURPOSE: This study surveyed the attributes and skills of clinical nursing leadership and the actions that effective clinical nursing leaders can do. METHODS: In 2020, a cross-sectional design was used in the current study using an online survey, with a non-random purposive sample of 296 registered nurses from teaching, public and private hospitals and areas of work in Jordan, yielding a 66% response rate. Data were analysed using descriptive analysis of frequency and central tendency measures, and comparisons were performed using independent t-tests. RESULTS: The sample consists mostly of junior nurses. The 'most common' attributes associated with clinical nursing leadership were effective communication, clinical competence, approachability, role model and support. The 'least common' attribute associated with clinical nursing leadership was 'controlling'. The top-rated skills of clinical leaders were having a strong moral character, knowing right and wrong and acting appropriately. Leading change and service improvement were clinical leaders' top-rated actions. An independent t-test on key variables revealed substantial differences between male and female nurses regarding the actions and skills of effective clinical nursing leadership. CONCLUSIONS: The current study looked at clinical leadership in Jordan's healthcare system, focusing on the role of gender in clinical nursing leadership. The findings advocate for clinical leadership by nurses as an essential element of value-based practice, and they influence innovation and change. As clinical leaders in various hospitals and healthcare settings, more empirical work is needed to build on clinical nursing in general and the attributes, skills and actions of clinical nursing leadership of nursing leaders and nurses.

Differences in humble leadership and team performance in nursing: an online cross-sectional study.

OBJECTIVES: The current study measures the differences in humble leadership and team performance in nursing based on the sample's characteristics. DESIGN: A cross-sectional study. SETTING: In 2022, the current study sample was recruited from governmental and private universities and hospitals using an online survey. PARTICIPANTS: A convenience snowball sample of 251 nursing educators, nurses and students was recruited. RESULTS: A leader's humble leadership, a team's humble leadership and overall humble leadership were at moderate levels. The overall mean team performance was 'working well'. The single male humble leaders, aged more than 35 years and working full-time in an organisation with quality initiatives, have a higher leader's humble leadership. Members of the team aged more than 35 years working full-time in organisations with quality initiatives have a higher team's humble leadership. Team performance in organisations with quality initiatives was higher in resolving many conflicts by compromising between team members, with each one giving in a little. There was a moderate correlation (r=0.644) between the total scores of the overall humble leadership and team performance. Humble leadership correlated significantly but negatively and weakly with quality initiatives (r=-0.169) and the participant's role (r=-0.163). There was no significant correlation between team performance and the sample's characteristics. CONCLUSIONS: Humble leadership has positive outcomes, such as team performance. The shared sample characteristic that sets the differences between a leader's and a team's humble leadership and team performance was the presence of quality initiatives in the organisation. The shared sample characteristics that set the differences in a leader's and a team's humble leadership were working full-time and the presence of quality initiatives in the organisation. Humble leaders are contagious; they will produce creative team members by 'social contagion', 'behavioural similarity', 'team potency' and 'collective focus'. Thus, leadership protocols and interventions are mandated to fuel humble leadership and team performance.

Correlates and predictors of clinical leadership need analysis (CLeeNA) for nurses: A cross-sectional web-based study.

BACKGROUND: Clinical leadership is the process of improving different organizational and patient care processes that achieve high-quality and safety of care outcomes. Clinical leadership is about having the appropriate skills and attributes to manage clinical settings. Nurses need to develop managerial and leadership skills; thus, nurses clinical leadership skills should be developed in all clinical settings. The clinical leadership needs of nurses received limited focus; the concept is still not fully understood. AIM: This study aimed to assess the correlates and predictors of nurses' clinical leadership needs in Jordan. MATERIALS AND METHODS: Using a cross-sectional research design utilizing a purposive sample of 349 nurses were recruited from different hospitals. Pearson correlation coefficients standard multiple linear regressions were mainly used to analyze the data. RESULTS: The "leadership and clinical practice" was the highest mean score of the subscales, while the "financial and service management" was the lowest. At an alpha of 0.05, significant positive moderate correlations were found between nurses' clinical leadership needs and: level of education, age, years of experience in nursing, years of experience in leadership, number of employees under the direct supervision of the leader, and type of the hospitals. At an alpha of 0.01, significant positive weak correlations were found between nurses' clinical leadership needs and: marital status, title, and unit/ward organizational structure. Marital status-separated/divorced/widowed, and years of nursing-4 years or less predicted negatively affect nurses' clinical leadership needs. DISCUSSION AND CONCLUSION: Meeting the clinical leadership needs of nurses will positively contribute to various clinical settings outcomes. Leadership training is needed to enhance nurses' clinical leadership skills and competencies.