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BackgroundNurses suffered an unprecedented number of potentially morally injurious events (PMIEs) during the COVID-19 pandemic. Their long-term associations with organizational well-being remain unknown.Research aimWe aimed to assess whether psychological basic need thwarting characteristic of nurses' episodic memories of PMIEs from the pandemic, either enacted (self-PMIEs) or passively witnessed (other-PMIEs), explained unique burnout and turnover intentions variance 2 years after the events.Research designWe present findings of a quantitative, two-wave longitudinal study (2022, when the pandemic peaked, and 2024, post-pandemic), focusing on comparing the two waves. In 2022, participants were randomly assigned to self-report need-thwarting associated with memories of either self-PMIEs or other-PMIES (quasi-experimental design). During both waves, they filled in questionnaires for burnout, turnover intentions, work-related psychological need satisfaction and socio-demographic factors.Participants and research contextThrough chain-referral methods, we purposively sampled 463 Romanian nurses working in hospitals at the peak of the pandemic in 2022, with 350 remaining in 2024.Ethical considerationsEthical approval was granted by the faculty ethics committee. Participants were fully informed of the research purpose and their rights prior to both waves.FindingsLinear mixed models showed that need-frustration associated with memories of self-PMIEs (assessed in 2022) significantly predicted burnout and turnover intentions in 2024. For memories of other-PMIEs, the relationships became nonsignificant in 2024.ConclusionsEpisodic memories of self-PMIEs continue to contribute to nurses' burnout and turnover intentions 2 years after the events. Organizational efforts for fostering positive retrospective appraisals through counseling services are needed, along with creating a safe climate where ethical misdemeanors may be disclosed and processed without fear of sanctions.
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http://dx.doi.org/10.1177/09697330251366617 | DOI Listing |
BackgroundNurses suffered an unprecedented number of potentially morally injurious events (PMIEs) during the COVID-19 pandemic. Their long-term associations with organizational well-being remain unknown.Research aimWe aimed to assess whether psychological basic need thwarting characteristic of nurses' episodic memories of PMIEs from the pandemic, either enacted (self-PMIEs) or passively witnessed (other-PMIEs), explained unique burnout and turnover intentions variance 2 years after the events.
View Article and Find Full Text PDFJ Healthc Manag
September 2025
dotData, San Mateo, California.
Goal: Employee well-being surveys are essential tools used by healthcare leaders to assess workforce functioning, such as burnout, team dynamics, and perceptions of support, but surveys frequently have low response rates, which may skew results. Research on nonresponse bias is limited because of the difficulty in sourcing data on outcomes of interest from nonrespondents. This study aimed to examine whether nonrespondents and respondents differed on key outcomes of interest to healthcare leaders to understand whether results of an employee well-being survey were valid.
View Article and Find Full Text PDFFront Public Health
September 2025
King Faisal Specialist Hospital & Research Centre, Riyadh, Saudi Arabia.
Introduction: Nurses represent the backbone of global healthcare systems where women typically deliver care and men lead. The Kingdom of Saudi Arabia (KSA) highly relies on foreign female nurses despite Saudisation policies designed to localize its workforce. Yet, in the context of an ambitious 2016-30 national health transformation program to modernize public health in a high-income and rapidly developing country, intersectional inequalities persist for migrant and local nurses in KSA.
View Article and Find Full Text PDFJ Adv Nurs
September 2025
College of Nursing, Brigham Young University, Provo, Utah, USA.
Aim(s): To demonstrate, through an integrative theoretical synthesis, how fully paid parental leave functions as a boundary-management strategy that enhances nurse well-being and retention; thereby supporting sustainable workforce capacity.
Design: Discursive paper.
Methods: Directed literature synthesis (2010-2025) across nursing, organisational psychology, labour economics and health-policy databases; thematic mapping of findings to organisational support theory, ethics-of-care theory and role theory; cross-case comparison of four national leave frameworks.
BMC Health Serv Res
August 2025
Department of Anesthesiology and Reanimation, Faculty of Medicine, Hacettepe University, Ankara, Turkey.
Background: Effective teamwork is essential for patient safety and quality of care in intensive care units (ICUs), where complexity, high cognitive demands, and multidisciplinary collaboration prevail. Despite its critical role, there is a lack of validated instruments specifically designed to assess teamwork effectiveness in ICUs. This study aimed to develop and validate a context-specific tool-the Teamwork Effectiveness Scale in Intensive Care Units (TES-ICU).
View Article and Find Full Text PDF