Ioanna Prasini

Background/Objectives: The quality and safety of care provision have consistently remained central concerns for the management of healthcare organizations worldwide. Nurses’ work environment and occupational behaviors may significantly affect these outcomes. The present study aimed to evaluate the nursing work environment, assess the extent of quiet quitting among nurses, and investigate their impact on the quality and safety of care delivery. Methods: A cross-sectional study was conducted in Greece, and data were collected via an online survey between October and December 2025. Quiet quitting and work environment were measured using the nine-item Quiet Quitting Scale (QQS) and the five-item short form of the Practice Environment Scale of the Nursing Work Index (PES-5), respectively. Multivariable logistic regression analyses were performed using IBM SPSS Statistics 28.0. The level of statistical significance was set at 0.05. Results: The sample included 492 nurses. The overall quiet quitting rating was low to moderate (mean = 2.18, SD = 0.65), and the mean score for the PES-5 was 2.44 (SD = 0.53) indicating a moderate realization of a supportive work environment. More than half of the participants (52.0%, n = 256) rated the quality of care at their unit as good, and 23.6% (n = 116) as fair. Additionally, 33.1% (n = 163) of the nurses described patient safety as good and 28.5% (n = 140) very good. In the multivariable model, lower scores for quiet quitting were significantly associated with higher likelihood of reporting perceived quality of care as good or excellent (adjusted OR = 0.429; 95% CI: 0.310–0.593; p < 0.001) and increased odds of reporting perceived patient safety as good or excellent (adjusted OR = 0.394; 95% CI: 0.281–0.553; p < 0.001). Higher PES-5 scores were linked to more than nine-fold increased odds of reporting good or excellent perceived quality of care (adjusted OR = 9.155; 95% CI: 5.374–15.596; p < 0.001) and an over twenty-fold increase in the odds of reporting good or excellent perceived patient safety (adjusted OR = 22.190; 95% CI: 11.533–42.693; p < 0.001). Conclusions: This study highlighted that low levels of quiet quitting and a more favorable nursing practice environment are important and independent predictors of better perceived quality and safety of care.

'The Lived Experience of Parents Raising a Child with Autism Spectrum Disorder: “Losing Your Way, Being on a Rollercoaster with Ups and Downs”' published in 'GeNeDIS 2024'

'A Phenomenological Study on Transplant Life Post-liver Transplantation in Greece: Reconstructing Identity and Managing a Transformed Body' published in 'GeNeDIS 2024'

Background: Although gaslighting is an alarming issue, the literature on predictors of this phenomenon is scarce. Objective: To examine the association between resilience and gaslighting in the workplace, quiet quitting, and work engagement among nurses. Methods: We conducted a cross-sectional study in Greece during December 2024. We used the Brief Resilience Scale (BRS) to measure levels of resilience in our sample. Moreover, we used the Gaslighting at Work Scale (GWS), the Quiet Quitting Scale, and the Utrecht Work Engagement Scale-3 to measure workplace gaslighting, quiet quitting, and work engagement, respectively. Results: The study population included 462 nurses with a mean age of 36.80 years. We found that resilience protected nurses from workplace gaslighting. After adjusting gender, age, educational level, and work experience, a negative association was found between resilience and GWS score (p < 0.001), loss of self-trust (p < 0.001), and abuse of power (p < 0.001). Moreover, our multivariable analysis identified a negative association between resilience and Quiet Quitting Scale score (p < 0.001), detachment (p < 0.001), lack of initiative (p < 0.001), and lack of motivation (p < 0.001). Additionally, we identified a positive relationship between resilience and work engagement (p < 0.001). Conclusions: Our findings suggested the protective role of resilience against gaslighting in the workplace and quiet quitting in nurses. Moreover, we found that resilience improved nurses’ work engagement. However, the cross-sectional nature of this study cannot imply causality between the study variables, and, thus, further studies are required to clarify the association between resilience, workplace gaslighting, quiet quitting, and work engagement.

Background: Although workplace gaslighting is an alarming issue, literature on predictors of this phenomenon is scarce. Objective: To examine the association between resilience and workplace gaslighting, quiet quitting, and work engagement among nurses. Methods: We conducted an online cross-sectional study with a convenience sample. We collected our data in Greece during December 2024. We used the Brief Resilience Scale (BRS) to measure levels of resilience in our sample. Moreover, we used the Gaslighting at Work Scale (GWS), the Quiet Quitting Scale, and the Utrecht Work Engagement Scale-3 to measure workplace gaslighting, quiet quitting, and work engagement, respectively. Results: The study population included 462 nurses with a mean age of 36.80 years (standard deviation; 10.49). We found that resilience protected nurses from workplace gaslighting. After adjusting for gender, age, educational level, and work experience, a negative association was found between resilience and GWS score (b = -0.427, 95% CI = -0.551 to -0.304, p < 0.001), loss of self-trust (b = -0.387, 95% CI = -0.514 to -0.260, p < 0.001), and abuse of power (b = -0.461, 95% CI = -0.595 to -0.327, p < 0.001). Moreover, our multivariable analysis identified a negative association between resilience and QQS score (b = -0.324, 95% CI = -0.415 to -0.232, p < 0.001), detachment (b = -0.216, 95% CI = -0.325 to -0.107, p < 0.001), lack of initiative (b = -0.419, 95% CI = -0.535 to -0.303, p < 0.001), and lack of motivation (b = -0.396, 95% CI = -0.521 to -0.271, p < 0.001). Additionally, we identified a positive relationship between resilience and work engagement (b = 0.506, 95% CI = 0.312 to 0.700, p < 0.001). Conclusion: Our findings suggested the protective role of resilience against workplace gaslighting and quiet quitting in nurses. Moreover, we found that resilience improved nurses’ work engagement. Appropriate interventions should be implemented to improve nurses’ resilience to increase their work productivity.

Background: The leadership style employed by those in positions with authority could significantly impact employees’ work behavior, either positively or negatively. Objectives: The aim of the study was to examine the impact of engaging leadership on quiet quitting and work engagement among nurses. Methods: A cross-sectional study was conducted in Greece with a convenience sample. Data collection occurred throughout October 2024 via an online survey. We utilized Google forms to create an online version of the study questionnaire, which was subsequently shared in Facebook groups for nurses. We used validated tools to measure our study variables, namely, the “Engaging Leadership Scale-12” for engaging leadership, the “Quiet Quitting Scale” for quiet quitting, and the “Utrecht Work Engagement Scale-3” for work engagement. We applied univariate and multivariable linear regression analyses to identify the association between engaging leadership, quiet quitting, and work engagement. p-values less than 0.05 were considered statistically significant. Results: Our multivariable models showed a negative association between engaging leadership and quiet quitting. Moreover, we found a positive association between engaging leadership and work engagement after the elimination of confounders. Conclusions: Our findings suggest that higher levels of engaging leadership reduce quiet quitting and improve work engagement. Nurses’ managers should adopt engaging leadership to improve nurses’ motivation and, thus, clinical outcomes.

Νurses often experience abusive behavior, such as gaslighting, which has a negative impact on their mental health and leads them to quit their jobs. Background/Objectives: We evaluate the impact of workplace gaslighting on nurses’ job burnout and turnover intention. Methods: We conducted a cross-sectional study with a convenience sample of 410 nurses in Greece. We used the Gaslighting at Work Scale (GWS) to measure levels of workplace gaslighting in our sample. Also, we used the single-item burnout measure to measure job burnout and a six-point Likert scale to measure turnover intention. We constructed multivariable regression models to estimate the independent effect of workplace gaslighting on job burnout and turnover intention. Results: We found positive correlations between GWS and job burnout (r = 0.298, p-value < 0.01) and turnover intention (r = 0.385, p-value < 0.01). We found that workplace gaslighting was associated with job burnout in our sample. Our multivariable linear regression model identified a positive association between the score on the GWS (adjusted b = 0.653, 95% CI = 0.436 to 0.869, p < 0.001) and burnout. Similarly, we found that a higher score on the GWS was associated with a higher turnover intention (adjusted b = 0.616, 95% CI = 0.466 to 0.765, p < 0.001). Conclusions: This study findings indicate that nurses encounter gaslighting behaviors that adversely impact their job burnout and turnover intentions. Healthcare institutions are urged to implement policies that raise awareness about this conduct, facilitate avenues for staff to report it, and exhibit zero tolerance for abusive behaviors, including gaslighting.

The work environment of nurses has consistently been the most important factor affecting the emergence of burnout and their choice to resign from their positions. Objective: To examine the effect of nurse work environment on job burnout and turnover intention among nurses. Methods: A cross-sectional study was conducted during October 2024 in Greece. We used the “Practice Environment Scale-5” to measure nurse work environment. Also, we used the single item burnout measure to measure job burnout, and the single item turnover intention measure to measure turnover intention among our nurses. We created multivariable regression models after adjustment for several demographic and job variables. Results: More than half of nurses (56.7%) reported a high level of turnover intention. Mean score on single item burnout measure (7.78) indicated high levels of burnout in our sample. Multivariable linear regression analysis showed that lower levels of staffing and resource adequacy was associated with increased job burnout (adjusted beta = -0.431, 95% CI = -0.683 to -0.180, p-value = 0.001). Similarly, our multivariable logistic regression model found an independent negative effect of staffing and resource adequacy on turnover intention (adjusted OR = 0.594, 95% confidence interval = 0.421 to 0.840, p-value = 0.003). Conclusion: Our multivariable analysis showed that worse nurse work environment was associated with higher levels of job burnout and turnover intention. Improvement of nurse work environment is essential to reduce job burnout and turnover intention among nurses.

Νurses often experience abusive behavior, which has a negative impact on their mental health and leads them to quit their jobs. Background/Objectives: To evaluate the impact of workplace gaslighting on nurses’ job burnout and turnover intention. Methods: We conducted a cross-sectional study in Greece with a convenience sample of 410 nurses. We used the Gaslighting at Work Scale (GWS) to measure levels of workplace gaslighting in our sample. Also, we used the single item burnout measure to measure job burnout, and a six-point Likert scale to measure turnover intention. We constructed multivariable regression models to estimate the independent effect of workplace gaslighting on job burnout and turnover intention. Results: We found that workplace gaslighting increases job burnout in our sample. Our multivariable linear regression model identified a positive relationship between score on the factor “loss of self-trust” and job burnout (b = 0.484, 95% CI = 0.267 to 0.702, p < 0.001). Similarly, we found a positive relationship between score on the factor “abuse of power” and job burnout (b = 0.660, 95% CI = 0.463 to 0.856, p < 0.001). We found that workplace gaslighting increases nurses’ turnover intention. According to our multivariable logistic regression model nurses with higher score on the factor “loss of self-trust” had also a higher turnover intention (OR = 1.622, 95% CI = 1.307 to 2.013, p < 0.001). Similarly, we found that nurses with higher score on the factor “abuse of power” had also a higher probability of turnover intention (OR = 1.703, 95% CI = 1.390 to 2.088, p < 0.001). Conclusions: Our findings suggested that workplace gaslighting has a negative impact on nurses’ job burnout and turnover intention. There is a need to reduce levels of workplace gaslighting among nurses to improve their work life and productivity.

Background: Innovation is a crucial issue in healthcare services since it can affect job-related variables such as productivity, satisfaction, and burnout. The aim of our study was to examine the impact of innovation support on quiet quitting, innovative behavior, and innovation outputs among nurses. Methods: We conducted a cross-sectional study in Greece during April 2024. We employed a convenience sample of nurses. We followed the reporting of observational studies in epidemiology (STROBE). We used the following instruments: (a) the innovation support inventory (ISI) to measure innovation support; (b) the quiet quitting scale (QQS) to measure quiet quitting; (c) the innovative behavior inventory (IBI) to measure innovative behavior; and (d) the innovation outputs (IO) scale to measure innovation outputs. Our study questionnaire was anonymous, and nurses gave their informed consent to participate. The Ethics Committee of the Faculty of Nursing, National and Kapodistrian University of Athens, approved our study protocol, while we followed the guidelines of the Declaration of Helsinki. Results: Our study population included 328 nurses with a mean age of 42.3 years (standard deviation: 9.7). Among them, 89.9% were females. Our multivariable analysis identified a negative relationship between innovation support and quiet quitting. Moreover, we found that managerial support and cultural support improved several aspects of innovative behavior, such as idea generation, idea search, idea communication, implementation starting activities, involving others, and overcoming obstacles. Additionally, managerial support improved innovation outputs. Conclusions: Our findings suggested the positive impact of innovation support on quiet quitting, innovative behavior, and innovation outputs among nurses. Organizations and nurses’ managers should establish an innovative working environment to improve nurses’ passion, motives, and productivity.