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Aim: This research aimed to examine the relationship between nurses’ work environment characteristics, their job performance and patients’ satisfaction with nursing care.Method: A cross-sectional, descriptive and correlational design was used. The study included 367 nurses working in internal medicine and surgical wards across three training and research hospitals in Istanbul, along with 538 inpatients. Participants were selected using a proportional quota sampling method. Data from nurses were collected using the Nurse Information Form, the Practice Environment Scale of the Nursing Work Index and the Task Performance Scale. Patient data were obtained using the Patient Information Form and the Newcastle Satisfaction with Nursing Care Scale. Descriptive statistics, intergroup comparison tests and correlation analyses were applied to examine the relationships among variables.Results: Nurses’ perceptions of their work environment were slightly above average while their self-reported job performance and patients’ satisfaction with nursing care were high. Patients’ satisfaction was higher in units where nurses worked an average of ≤45 hours per week, the nurse-to-bed ratio was ≤2 and nurses cared for ≤18 patients per shift (p0.05).Conclusion: This study identifies work-related characteristics of nurses that influence patients’ satisfaction with nursing care and provides useful findings for hospital administrators to improve patients’ satisfaction. It is recommended that administrators who wish to increase patients’ satisfaction ensure that the average weekly working hours of nurses, the nurse-to-bed ratio and the average number of patients cared for per shift are within ideal limits.

Objective: This study aimed to adapt the Patients’ Perception of Nurse–Patient Relationship as Healing Transformations Scale for use in Turkish and to examine its psychometric properties among hospitalized patients. Method: A methodological design was employed. The study included 263 inpatients receiving care in 3 public hospitals across different regions of Türkiye. Data were collected between August 25 and December 10, 2025, using a Patient Information Form and the Patients’ Perception of Nurse–Patient Relationship as Healing Transformations Scale. For the Turkish adaptation, language and content validity were first assessed. Then, confirmatory, exploratory, and confirmatory factor analyses were conducted, respectively. Reliability was evaluated through Cronbach’s alpha and test–retest methods. Results: The content validity index of the scale was 1.00. Two items were removed from the scale because they appeared in both factors. Principal component analysis resulted in a final 15-item, 2-factor structure that explained 80.24% of the total variance. According to confirmatory factor analysis, the scale’s ­ goodness-of-fit values were found to be χ²/df=3.1, RMSEA (root mean square error of approximation) = 0.090, GFI (goodness-of-fit index) = 0.890, AGFI (adjusted goodness-of-fit index) = 0.846, SRMR (standardized mean square residual) = 0.036, NFI (normed fit index) = 0.946, IFI (Incremental Fit Index) = 0.963, CFI (Comparative Fit Index) =0.963, and TLI (Tucker Lewis Index) =0.955. The overall reliability of the scale was α = 0.971. The item-total correlation values of the scale ranged from 0.693 to 0.923. Test–retest analyses showed high correlations, ranging from 0.851 to 0.865 for the subdimensions and 0.876 for the total scale. According to the Turkish version of the scale scores, 96.6% of patients perceived the nurse–patient relationship as healing and transformative. Conclusion: The Turkish version of the scale, with 15 items and 2 factors, is a valid and reliable instrument. It can be used to assess patients’ perceptions of the healing transformation that occurs in the nurse–patient relationship as a nursing care outcome.

Background: In the sustainability of quality systems, monitoring patient safety and satisfaction from the patients' perspective contributes to improving the quality of care and providing care in line with the needs and expectations of patients. Objective: This study aimed to explore the relationship between patients' perceptions of individualized care, patient safety, their experiences with adverse events, and satisfaction with nursing care, and the sequential mediating role of patient safety perception and adverse event experience in the relationship between individualized care and satisfaction with nursing care. Methods: A total of 660 patients from the inpatient units of a public hospital in Türkiye were included in this cross‐sectional study. Data collection was conducted between April and July 2024 using the Individualized Care Scale—Patient version, the Patient Measure of Safety‐30, a question assessing the experience of adverse events, and the Newcastle Satisfaction with Nursing Care Scale. Data were analysed using descriptive and correlation analysis, and the hypothesis model was tested using structural equation modeling. Results: The findings show that individualized care is associated with higher levels of patient satisfaction with nursing care and more positive patient safety perceptions, while also contributing to a lower experience of adverse events. In the final model, it was determined that the patient safety perception mediated the effect of individualized care on nursing care satisfaction among both those who experienced adverse events and those who did not. Conclusions: These results suggest that healthcare institutions should place greater emphasis on strengthening individualized care practices by supporting nurses in planning and delivering care tailored to patients' specific needs. In addition, integrating an individualized care approach into nursing education programs and broader healthcare policies may play a key role in improving patient safety and satisfaction with nursing care.

Purpose: Drawing on Social Exchange Theory (SET), Conservation of Resources (COR) Theory and Signal Theory (ST), this study examined the relationships among psychological capital (PC), learning agility (LA), nurses' perception of talent management (NPTM), individual adaptive performance (IAP) and subjective career success (SCS). It also investigated whether NPTM mediates these relationships. Design/methodology/approach: A cross-sectional, correlational design was used, involving 1060 nurses from eight hospitals in Türkiye. Participants were recruited through convenience sampling. Hypotheses were tested using structural equation modeling (SEM). Findings: The proposed model demonstrated acceptable fit indices. PC showed significant positive effects on NPTM, IAP and SCS. LA had a significant positive effect on IAP and SCS. NPTM also had a significant positive effect on IAP and SCS. In addition, partial mediation of NPTM was observed in the effects of PC on both IAP and SCS. Originality/value: This study provides a comprehensive framework for understanding the complex relationships between the antecedents and outcomes of talent management in nursing. It responds to the call for systems that identify, develop and evaluate nurses' talents to meet the evolving demands of healthcare environments.

The increasing expectations for evidence-based practice in nursing, along with the growing complexity of patient care, have heightened service quality and

Background: Decision‐making structures are a fundamental component of the professional practice environments and are closely associated with nursing excellence. Aim: This study examined the relationships between professional nursing governance, nurses’ perceived care quality and job satisfaction, as well as the mediating role of psychological capital in these relationships. Method: This cross‐sectional, descriptive and correlational study was conducted with 514 nurses working in Istanbul between October 2024 and January 2025. Data were collected face to face and online using the Hess Professional Nursing Governance Index (IPNG) 3.0, the Psychological Capital Questionnaire (PCQ‐12) Short Form, the Nursing Care Quality Assessment Scale and the Nurse Satisfaction Questionnaire. Descriptive and correlation analyses were performed, and the hypothesised model was tested using structural equation modelling. Results: Professional nursing governance was positively related to psychological capital (standardised β = 0.453, p < 0.01), unit‐level perceived nursing care quality (standardised β = 0.311, p < 0.01), hospital‐level perceived nursing care quality (standardised β = 0.328, p < 0.01) and job satisfaction (standardised β = 0.376, p < 0.01). Psychological capital also demonstrated positive relationships with unit‐level perceived nursing care quality (standardised β = 0.339, p < 0.01), hospital‐level perceived nursing care quality (standardised β = 0.362, p < 0.01) and job satisfaction (standardised β = 0.300, p < 0.01). Conclusion: The findings suggest that higher levels of professional nursing governance are associated with stronger psychological capital, more favourable evaluations of care quality and greater job satisfaction among nurses. Psychological capital may represent a potential mechanism underlying the observed associations between professional nursing governance and these outcomes. Implication for Nursing Management: To enhance the effectiveness of nursing management, a practice environment integrated with administrative processes should be established, granting nurses genuine and explicit decision‐making authority. Managers may consider adopting a supportive and facilitative role rather than a supervisory approach, which may be associated with stronger psychological capital, greater professional autonomy, and higher organisational commitment and more favourable nurse outcomes, including higher perceived care quality and job satisfaction.

Background: Nurse managers often operate in environments volatile, uncertain, complex, and ambiguous (VUCA) healthcare environments. Psychological resilience is essential for sustaining effective nursing leadership and ensuring service quality under such conditions. This study examined the associations between nurse managers’ perceptions of work environment characteristics and psychological resilience, with a focus on the mediating role of perceived VUCA environment. Methods: This cross-sectional and correlational study was conducted with 388 nurse managers from seven regions of Türkiye were recruited through online snowball sampling. Data were collected using the Nurse Manager Information Form, the Nurse Manager Practice Environment Scale, the VUCA Scale, and the Brief Resilience Scale. In addition to Pearson’s correlation analysis, direct and indirect effects between variables were analyzed with Hayes PROCESS Macro (Model 4). Results: The direct effect of nurse managers’ overall work environment score on perceived VUCA environment was found to be significantly negative (β=-0.126, p = 0.025), while its effect on psychological resilience was significantly positive (β = 0.180, p < 0.001). Perceived VUCA environment had also a significant negative direct effect on psychological resilience (β=-0.370, p = 0.001). Finally, the indirect effect of the work environment on psychological resilience, partially mediated by the perceived VUCA environment, was statistically significant (β = 0.047, 95%CI [0.002, 0.094]). This finding indicates that a positive perception of the work environment among nurse managers increases their psychological resilience both directly and by reducing their perception of the VUCA environment. Conclusions: The findings of this study highlight the importance of supporting nurse managers in effectively navigating their work environments and enhancing their capacity to adapt to VUCA conditions, thereby enhancing psychological resilience. This study highlights the need for comprehensive strategies that take into account the challenges faced by nurse managers in VUCA environments and transform these challenges into opportunities for development in nursing management. Clinical trial number: Not applicable.

Objective.To examine the relationship between professional competency, work engagement and perceived future employability of nursing students and the mediating role of work engagement. Method:A cross-sectional correlational study was conducted in 2022 among 322 final-year nursing students. Data were obtained via an online survey using the Student Information Form, the Nursing Students’ Professional Competence Self-Assessment scale, the Utrecht Work Engagement scale, and the Perceived Future Employment scale. The data were analyzed using descriptive statistics, Spearman’s and Pearson’s correlations, and multiple linear regression analysis. The mediating role was analyzed with Hayes' PROCESS Model 4. Results:Demographic and academic characteristics, professional competency and work engagement scores of the students explained 53% of the perceived future employability. Professional competency had a direct effect on work engagement and perceived future employability. Moreover, work engagement had a direct effect on the perceived future employability. Although work engagement had a significant effect on the relationship between professional competency and perceived future employability, no mediating role was detected. Conclusion:The study revealed the importance of professional competency and work engagement for nursing students' perception of future employability. It also highlights the role of work engagement and guides future studies aimed at supporting the involvement of nursing students in educational processes. Nurse educators and educational managers should organize educational programs that enhance students' professional competencies and ensure their engagement in nursing.

Aim: This study aims to develop the Professional Fit Scale in Nursing and to test psychometric analyses. Design: This is a scale development and validation study. Methods: This study was conducted in three phases: (1) creation of the items, (2) preliminary assessment of the items, and (3) assessment of the psychometric properties of the scale. The scale was tested using construct validity and reliability analyses after the assessment of content and face validity in accordance with the scale development guidelines. The data were collected between May and September 2021 from nurses working in Istanbul ( n = 720). Results: The final scale included 56 items and 9 subscales, explaining 68.06% of the total variance. CFA showed acceptable fit ( χ ² /df = 2.57; GFI = 0.90; CFI = 0.90; RMSEA = 0.05; RMR = 0.07). Factor loadings ranged 0.592–0.922. Convergent (CR > 0.70; AVE > 0.50) and discriminant validity (MSV < AVE; ASV < MSV) were supported. Internal consistency was high ( α = 0.97), and test–retest reliability was strong (ICC = 0.99). Conclusion: The scale, which was developed, evaluates the professional fit of nurses in nine fields: professional responsibility, interpersonal relations and care, problem solving, coping with stress, professional skills, continuous development, working conditions, professional achievement and professional autonomy. Implications for the Profession and Patient Care: Assessing the professional fit of nurses can contribute to the effective management of the healthcare workforce, increase the quality of nursing services and patient safety, which in turn may increase patient and community satisfaction. Impact: The scale is the first tool to measure nurses' professional fit. The scale demonstrates strong reliability, validity and psychometric properties. The developed scale can be used in identifying job mismatches and implementing improvements, career planning and shaping human resources policies. Patient or Public Contribution: Patients or members of the public were not included in the study.

To determine the relationship between nurses’ work characteristics, their perception of individualized care and quality of care. It is important to evaluate the quality-of-care perceptions of not only patients but also nurses in the planning of interventions to improve the quality of care. A cross-sectional and correlational research design was used and reported according to the STROBE checklist. Data were collected between May and December 2019 from the nurses who work in the inpatient units of two public and two private hospitals. The sample of the study consisted of 749 nurses. Participants completed measures regarding their demographic and work characteristics, in addition to the Individualized Care Scale and Nurse-perceived Quality of Patient Care Scale. In addition to various difference tests, correlation analysis, linear and logistic regression analysis, a descriptive analysis was also conducted. The nurses’ perception of individualized care and the perception of the quality of nursing care were weakly correlated. Some work-related factors affected the perceptions of individualized care. The increase in the monthly working hours, the number of patient beds in the unit, and the state of being sure that the patients can take care of themselves after discharge reduced the quality-of-care perception. Nurses who thought that they provided more individualized care were more likely to evaluate the quality of care as good and excellent. This study reveals that nurses generally perceive their individualized care and the quality of care they deliver as above average. However, notable inconsistencies were observed, particularly in unit-level care assessments and patient discharge readiness. The weak correlation between individualized care perceptions and care quality suggests the influence of additional factors, such as workload, nurse-patient ratios, and working conditions. Supportive work environments and targeted education are essential for improving care quality. Further research is necessary to address these gaps and enhance the consistency of high-quality, patient-centered care. Not applicable.