Background: Nurse leaders are essential to safe, high-quality patient care, yet they face significant challenges, including physical and emotional health issues, high stress, and poor work–life balance. These challenges may compromise their ability to lead effectively. A better understanding of how well-being can be promoted among nurse leaders and the knowledge gaps within this literature is needed. Methods: This integrative review was guided by Whittemore and Knafl’s five-step framework. Peer-reviewed articles were identified through PubMed, Scopus, and Academic Search Premier. Studies were screened using predefined inclusion and exclusion criteria and included if they examined well-being among hospital-based nurse leaders in the United States. Data were extracted and synthesized to identify common themes and gaps. Findings: Fifteen U.S. studies published between 2013 and 2023 met inclusion criteria. Nurse leader demographics, personal qualities, and workplace resources emerged as key facilitators for well-being. Gaps in knowledge extended across research methodology and well-being conceptualization and measurement. Conclusions: Future research should prioritize a greater emphasis on the relationship between leader well-being and patient outcomes, consistent measurement of well-being, with greater focus on organizational-level interventions. Strengthening nurse leader well-being may have important implications for workforce stability, leadership effectiveness, and patient care quality. Applications to Practice: These findings may inform strategies to strengthen nurse leader well-being, an essential foundation for effective leadership, workforce stability, improved patient care delivery, and healthier work environments.
BACKGROUND:It is well known that healthcare workers experience poor outcomes associated with workplace stress and secondary trauma from on-the-job events. In order to respond, healthcare systems must evolve. Yet it is unknown how trauma-informed approaches (TIAs) may effectively address system-level factors within healthcare settings. The aim of this study was to: (1) map out the existing knowledge about TIAs integrated within healthcare organizations and (2) map out the reported health impact of TIA integration on healthcare workers. METHODS:A scoping review was conducted using Fink's five-step approach for systematic reviews, with scoping review modifications based on Joanna Briggs Institute guidelines. RESULTS:A total of 6,162 participants from 17 articles published between 2018 and 2024 were included in the retained sample. Key findings indicate: (1) TIA support for healthcare workers is insufficient, necessitating systemic organizational change led by effective leadership, and; (2) TIA integration may protect healthcare workers from trauma and burnout, fostering resilience and well-being. CONCLUSION:TIAs within healthcare were associated with well-being among healthcare workers. Leadership plays an integral role in establishing trauma-informed organizational climates. Further work must be conducted with a large sample of healthcare workers to explore the perceived impact of trauma-informed system-level efforts aimed at promoting hospital staff's well-being.
Background: The Canadian trucking industry employs over 300,000 long-haul truck drivers (LHTD) and has the highest number of worker compensation claims of any industry in Canada. Although studies have shown associations between obesity, decreased workplace productivity, and cognitive impairment in the general population, there is limited information on these relationships among LHTD. This pilot study aimed to: (1) profile LHTD health, demographics, and clinical test scores; (2) examine associations between obesity and workplace productivity; and (3) explore connections between obesity and clinical assessment test scores. Methods: LHTD were recruited from various provincial and federal trucking associations and companies across Canada. In total, 36 LHTD completed a demographic questionnaire that surveyed their work, driving history, and health, followed by a few objective health measures (e.g., height; weight; blood pressure), as well as a battery of cognitive (e.g., Trail Making Test A and B; Montreal Cognitive Assessment; Useful Field of View; Clock Draw Test), visual (e.g., visual acuity; contrast sensitivity), and motor (e.g., Rapid Pace Walk) tests. Results: Over half of the sample (63.9%) were obese (BMI greater than 30.0 kg/m 2 ). Obese LHTD took significantly more sick days ( p = .022), worked significantly more while sick and injured ( p = .006 and p = .039, respectively), had significantly more crashes ( p = .014), and exhibited poorer divided attention/concentration ( p = .014), compared to non-obese LHTD. Conclusions/Applications to Practice: The findings show that obesity can impact worker productivity in LHTD, but the complex interplay between cognition, obesity, and worker productivity warrants further investigation.
BACKGROUND:Research on emotional exhaustion (EE) among Lebanese registered nurses (RNs) during the COVID-19 pandemic is lacking, despite the extensive literature addressing EE within the healthcare workforce. This study explores the relationships between EE, self-confidence in learning (SCL), coping strategies, and perceived organizational support (POS). METHODS:A cross-sectional study analyzed a convenience sample of 82 RNs in medium-to-large acute care settings providing direct COVID-19 patient care. Data were gathered through an online survey that measured sociodemographic, SCL, POS, coping strategies, and EE. Statistical analyses involved descriptive statistics, bivariate analysis, and multiple linear regression to identify EE predictors. FINDINGS:Most participants were female (79.0%), married (56.1%), employed in the private sector (85.4%), and located in Beirut (63.4%). Bivariate analysis indicated that problem-focused coping (β = .32; p = .017) and dysfunctional coping (β = .38; p = .019) were positively associated with EE, while POS (β = -.21; p = .002) and marriage (β = .36; p = .040) were negatively related to EE. The final regression model explained 32% of variance in EE (p < .001), showing that POS (β = -.18; p = .007) and emotion-focused coping (β = -.74; p = .001) were associated with lower EE levels, while problem-focused coping (β = .60; p = .003) correlated with higher EE levels. CONCLUSIONS:POS and emotion-focused coping were protective factors against EE, while problem focus strategies increased EE levels. This highlights the need for enhanced organizational support and tailored coping interventions to mitigate burnout among nurses. APPLICATION TO PRACTICE:Healthcare organizations should prioritize psychological support and resilience training to address EE among nurses. Policies should promote emotion-focused coping and reduce problem-focused coping strategies to enhance workforce well-being and retention.
BACKGROUND:Occupational noise in healthcare settings is a persistent workplace hazard that may adversely affect nurses and other healthcare workers. PURPOSE:This clinical update reviews recent evidence on hospital noise sources, associated health risks, and practical strategies for prevention and management, with emphasis on implications for occupational health nursing practice. METHODS:A narrative review of recent literature was conducted to examine occupational noise exposure in healthcare environments. FINDINGS:Common hospital noise sources include alarms, conversations, patient activity, and equipment. Occupational noise exposure has been linked to hearing-related effects, stress, fatigue, reduced job satisfaction, impaired concentration, and alarm fatigue. Noise-reduction approaches include monitoring, alarm management, acoustic modifications, administrative controls, and staff education, although evidence for many interventions remains limited. CONCLUSIONS:Occupational noise exposure remains an important concern in healthcare settings and may affect worker well-being and aspects of care delivery. Occupational health nurses are well positioned to support monitoring, education, and interdisciplinary prevention efforts. More intervention research is needed to identify feasible, effective, unit-specific strategies.
