Objectives Guided by the Cognitive‐Affective Personality System theory, this study aimed to identify Big Five personality profiles among clinical nurses and test the hypotheses that favorable nursing work‐environment dimensions would be positively associated with subjective well‐being and that these associations would differ across personality profiles. Methods This cross‐sectional study included 1186 nurses from a tertiary hospital in Beijing. Participants completed the General Well‐Being Schedule, the Chinese Big Five Personality Inventory‐15, and the Nursing Work Environment Scale. Latent profile analysis identified personality profiles, and hierarchical regression examined moderation effects. Bonferroni correction was applied across seven moderation models. Results Three personality profiles were identified: resilient (43.17%), cautious (50.08%), and independent (6.75%). All seven nursing work‐environment dimensions were positively associated with subjective well‐being. After Bonferroni correction, personality profile significantly moderated the associations of recognition climate (Δ R 2 = 0.006, p = 0.002) and professional autonomy (Δ R 2 = 0.005, p = 0.006) with subjective well‐being. For recognition climate, the positive association was weaker among cautious nurses than among resilient nurses ( β = −0.140, p < 0.001), whereas independent nurses did not differ significantly from resilient nurses. A similar pattern was observed for professional autonomy: the positive association was weaker among cautious nurses than among resilient nurses ( β = −0.121, p < 0.01), whereas independent nurses did not differ significantly from resilient nurses. No significant moderation was found for the other five work‐environment dimensions. Conclusion Personality profiles showed a selective and small moderating role, with significant moderation involving recognition climate and professional autonomy. In both models, the positive association with subjective well‐being was weaker among cautious nurses than among resilient nurses. Broad improvement of the nursing work environment should remain the primary management priority, while personality‐informed support may be used cautiously as a supporting strategy. Implications for Nursing Management Nursing managers should prioritize broad improvements in the nursing work environment, provide recognition that is specific, timely, supportive, and focused on professional contributions rather than interpersonal comparison, and support professional autonomy with clear decision boundaries, procedural guidance, and accessible supervisory support. Personality‐informed support may be considered cautiously as a supporting strategy.
Background In complex clinical settings, nursing interns often encounter difficulties with time management, leading to decreased efficiency, increased psychological distress, and impaired role transition. However, existing literature has largely treated this population as a homogeneous entity, overlooking the latent heterogeneity in time management dispositions and the specific influencing factors underlying these distinct profiles. Methods This cross‐sectional survey was conducted from May to July 2025. We recruited 291 nursing interns from a tertiary hospital in Anhui Province, China. Latent profile analysis (LPA) was employed to identify distinct time management profiles. Subsequently, multivariate logistic regression was performed to examine factors associated with profile membership. Results Three distinct profiles were identified: Passive Procrastination (16.5%), Guidance‐Dependent (60.1%), and Proactive Planning (23.4%). Using the Proactive Planning Profile as the reference group, multivariate logistic regression indicated that the Passive Procrastination profile was significantly associated with lower Family APGAR scores and self‐efficacy. Furthermore, the Guidance‐Dependent profile was associated with a lack of intention for further education, as well as lower self‐efficacy and Family APGAR scores. Conclusion This study highlights the significant heterogeneity in the time management patterns of Chinese nursing interns. Specifically, the Proactive Planning profile was characterized by a strong intention for further education, high self‐efficacy, and higher family functioning. These findings provide an evidence‐based foundation for developing targeted interventions to address time management challenges in this population. Implications for Nursing Management Nurse managers should replace one‐size‐fits‐all preceptorship with differentiated strategies that build interns’ self‐efficacy, engage families as a supplementary source of support, and provide behavioral guidance rather than motivational reinforcement for interns with procrastination tendencies. Longitudinal and interventional studies are warranted to validate these findings and refine such strategies.
Background Artificial intelligence (AI) technologies are increasingly being integrated into clinical nursing practice. However, nurses with different professional backgrounds may differ in their attitudes toward AI applications. Traditional Chinese medicine (TCM) nurses, whose practice integrates traditional Chinese nursing techniques, may have distinct perceptions and levels of acceptance of AI compared with general clinical nurses. Methods A multicenter cross‐sectional survey was conducted from 10 January to 7 April 2026 in three hospitals and 30 community health service centers in South China. A total of 590 TCM nurses were included. Data were collected using a self‐designed general information questionnaire and standardized scales. Latent profile analysis was performed using the 15‐item scores of the Attitude Scale Toward the Use of Artificial Intelligence Technologies in Nursing as observed indicators. Associations with profile membership were examined using R3STEP to account for classification uncertainty, with simultaneous adjustment for 13 covariates. Results The mean total score for attitudes toward AI applications among TCM nurses was 48.13 ± 13.49. Three latent profiles were identified: the low AI acceptance profile (25.14%), the moderate AI acceptance profile (39.68%), and the high AI acceptance profile (35.18%). R3STEP analyses identified profile‐specific associations of TCM specialist nursing experience, education, professional title, TCM nursing professional level, intelligent‐device use, self‐rated familiarity with AI, AI‐related training, and technology anxiety with profile membership. Conclusions TCM nurses demonstrated three latent profiles of attitudes toward AI applications: low, moderate, and high AI acceptance. Profile membership was associated with several occupational and technology‐related characteristics, with patterns varying across profile comparisons. These findings may inform AI training and implementation that take differences in nurses’ acceptance into account.
Background Compassion fatigue is a widespread professional issue in nursing practice, yet the wider organizational implications of compassion fatigue, especially its association with perceived organizational performance through nurses’ wellbeing, are not fully investigated in the context of Egyptian critical care. Clarifying this pathway is important for designing targeted managerial interventions that can maintain the wellbeing of the staff and the efficiency of the institution. Aim To investigate the mediating effect of nurses’ wellbeing on the relationship between compassion fatigue and perceived organizational performance among critical care and emergency nurses. Method A descriptive correlational cross‐sectional study was undertaken with 111 nurses who worked in intensive care (54.1%), emergency (13.5%), and other inpatient and outpatient units of Alexandria Main University Hospital, Egypt. Three validated data collection instruments were used to collect data between July and September 2024, namely, the Professional Quality of Life (ProQOL) Secondary Traumatic Stress (STS) subscale, used to measure compassion fatigue (10 items, 5‐point Likert scale; α = 0.868); the Organizational Performance Questionnaire, which captures perceived organizational performance (11 items, 5‐point Likert scale; α = 0.944); and the Nurse Wellbeing Scale (17 items, 10‐point Likert‐type scale; α = 0.945). The tools were subject to intensive translation, content validation, exploratory and confirmatory factor analysis (AMOS 23.0), and reliability testing. Associations were examined with Pearson correlation and regression‐based mediation analysis (PROCESS Model 4; 5000 bootstrap samples). Results Most nurses (65.8%) expressed a low degree of compassion fatigue (mean = 2.70 ± 0.74), and 44.1% perceived organizational performance as low (mean = 3.04 ± 0.84). Nurses’ wellbeing was low (mean = 4.02 ± 1.98 on the 1–10 scale), with the largest gaps in physical self‐care interventions, such as exercise, sleep, or mindfulness, and lack of manager–nurse communication about wellbeing. Compassion fatigue had a significant negative correlation with perceived organizational performance ( r = −0.400, p < 0.001) and wellbeing ( r = −0.513, p < 0.001). In the mediation analysis, higher compassion fatigue was significantly associated with lower wellbeing ( B = −2.329, p < 0.001), and that wellbeing was a positive predictor of perceived organizational performance ( B = 0.154, p < 0.001). After accounting for wellbeing, the direct effect of compassion fatigue on perceived organizational performance was nonsignificant ( B = −0.140, 95% CI [‐0.356, 0.077], p = 0.196), whereas the indirect effect through wellbeing was significant ( B = −0.360, 95% bootstrap CI [−0.545, −0.227]), indicating that wellbeing statistically mediated 72.0% of the total effect. Conclusion Nurses’ wellbeing statistically mediated the association between compassion fatigue and perceived organizational performance. Because of the cross‐sectional design, these findings indicate associations rather than causal effects, and longitudinal studies are needed to confirm the pathway. Implications for Nursing Management Systematic, frequent screening for compassion fatigue using instruments such as the ProQOL is recommended, together with organizational‐level interventions that address self‐care deficits such as protected scheduling and resources dedicated to wellbeing. Supporting leadership, creating psychologically safe workplaces, implementing formal peer support networks, and infusing compassion fatigue prevention into education are recommended to support nurse wellbeing and perceived organizational performance, although these recommendations require testing in longitudinal and interventional studies.
Aim(s) To assess patient safety culture in surgical departments, identify factors associated with overall patient safety grade and incident reporting and examine implications for nursing management. Background Evidence on factors associated with the principal outcomes of patient safety culture remains limited. Method(s) A multicentre cross‐sectional study was conducted in surgical departments of three Spanish university hospitals. Hierarchical logistic regression examined factors associated with high overall patient safety grade and incident reporting. Results Of 1340 eligible healthcare professionals, 336 participated (25.1%). Teamwork Within Units was the only strength. Organisational Learning, Communication Openness, Management Support and Teamwork Across Units were independently associated with high overall patient safety grade, with the largest association for Teamwork Across Units (aOR 12.93, 95% CI 3.31–54.67, p < 0.001). Professional experience was associated with incident reporting (aOR 1.03, 95% CI 1.01–1.06, p = 0.009), whereas Organisational Learning showed an inverse association (aOR 0.39, 95% CI 0.15–0.97, p = 0.045). Conclusion(s) Overall patient safety grade and incident reporting are complementary but distinct indicators of patient safety culture. Implications for Nursing Management Our findings may help nurse leaders identify potential areas for improvement and distinguish strategies addressing safety perceptions from those addressing incident reporting.
