Background/Objectives: Machiavellianism has long been associated with unethical tendencies and behaviors. High-Mach people have been stereotyped to choose business-related professions, contrary to low-Mach individuals choosing the helping professions. There has been a clear shift in scholarly focus, such as Machiavellian leadership and Machiavellian personality traits in healthcare. The objective of this narrative literature review was to provide a structured synthesis of empirical evidence on Machiavellianism within healthcare settings, focusing on its prevalence, manifestations, and organizational implications, while identifying conceptual and research gaps in the field. Methods: Literature research was conducted for articles published in PubMed, Scopus, and Google Scholar from 2014 until 2025. Articles written in English, examining Machiavellian traits in healthcare workers and students, were included in this review. Results: The search strategy produced 347 items, of which 11 original studies were included. Machiavellianism was described as a personality trait featuring emotional coldness and manipulativeness for the achievement of one's own ends; individuals exhibiting those traits may prioritize personal gain over collective welfare. Machiavellian tendencies manifesting in organizational culture often lead to a toxic work environment where manipulation might become normalized. Machiavellians show high commitment to their careers, but low commitment to their current organizations, supervisors, and teams. Conclusions: Machiavellianism emerges as a relevant but underexplored personality trait in healthcare, associated with unethical behaviors, reduced organizational commitment, and toxic work environments. Addressing its impact requires ethical leadership development, supportive organizational environments, and early identification during professional training to safeguard workforce well-being and patient safety.

Background: It is essential to train healthcare professionals, particularly nurses, on the procedure of infection prevention and control. Objective: This study aimed to evaluate the effectiveness of the educational process of the Greek national educational program titled "Basic Principles of Infection Prevention and Control". Method and Material: This study utilized a one-group pre-post design to evaluate the effectiveness of an educational program conducted over five cycles (September 20, 2021–November 29, 2022). Trainees completed a pre-evaluation questionnaire, including 45 multiple-choice knowledge questions, and a final 100-question exam at the program's end. The same 45 questions were used to assess knowledge improvement. Statistical analyses, included descriptive statistics and paired samples t-tests, as score differences followed a normal distribution. A significance level of p≤0.05 was applied to determine whether trainees' knowledge significantly improved after the educational program. Results: In the first five educational cycles, a total of 442 trainees completed both the pre-evaluation questionnaire (pre-test) and the final exams (post-test). Of these, 88.5% (391) showed an improvement in their performance, while 10.6% (47) saw a decline. The performance of the remaining 0.9% (4) stayed the same. Conclusion: There is a marked improvement in the overall level of nurses' knowledge regarding infection prevention and control when comparing the post-implementation phase of the educational program with the pre-implementation phase. Implementing educational programs is essential for nurses to continually enhance their knowledge of infection prevention and control, reduce the incidence of healthcare-associated infections and decrease the duration and cost of hospital stays for pediatric and adult patients.

BACKGROUND:Improving the quality of care and patient safety is a global health priority. Before 2025, Greece lacked a comprehensive national strategy to address longstanding challenges such as fragmented service delivery, uneven care quality, and limited safety reporting. In 2023-2024, a multi-stakeholder initiative, led by the Ministry of Health, in collaboration with the WHO Regional Office for Europe, the Agency for Quality Assurance in Health, and the European Commission, supported the development of Greece's first National Strategy for Quality of Care and Patient Safety (2025-2030). METHODS:A multi-method, co-creation approach was adopted, combining a scoping review, a nationwide needs assessment (405 survey responses and 14 interviews), seven regional workshops (348 participants), and a validation process. Over 750 stakeholders, including policymakers, professionals, patients, and academics, were engaged in shaping the strategy. RESULTS:Findings highlighted governance fragmentation, limited monitoring, and a weak patient safety culture. Stakeholders prioritized improved governance, a national safety reporting system, better health worker training, use of digital tools, and greater patient involvement. These informed a strategy structured around three directions: (1) Leadership and governance, (2) Evidence and innovation, and (3) Literacy and engagement. The final framework comprises 47 prioritized actions, including the creation of regional quality departments, a national patient safety system, updated clinical protocols, and integration of patient-reported outcomes and quality training in medical education. CONCLUSION:Greece's co-created strategy offers a model for other countries aiming to advance whole-system approaches to quality of care through participatory, evidence-informed policymaking. The process not only enhanced relevance and ownership, laying a strong foundation for sustainable implementation, but also assured the use of existing resources to build future directions at national, regional, and local levels. Lessons from Greece's experience can guide similar efforts to improve quality and safety across diverse health system contexts.

Background/Objectives: Rapid advancements in reperfusion strategies and optimized medical therapies have significantly improved survival among patients with acute coronary syndromes (ACS). However, a large population still lives with the chronic consequences of the disease, including impaired post-discharge health-related quality of life (HRQOL). This systematic review aimed to identify and summarize the existing evidence regarding the determinants of HRQOL among patients with ACS. Methods: A comprehensive search following Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines was performed in PubMed, Scopus, Web of Science and Science Direct until 20 July 2025. The review protocol was registered with PROSPERO (ID CRD420251157478). Results: From an initial 12,280 articles, 55 were selected. Forty-two studies used a cohort design and thirteen were cross-sectional. All studies were published between 2000 and 2025. Most of the studies were conducted in Europe and America. Common predictors of improved HRQOL were better baseline quality of life, previous exercise behavior, sense of coherence, coping strategies, revascularization during index hospitalization, time passed after ACS and diagnosis of STEMI. The most common factors that worsened HRQOL were female sex, lower educational and financial status, being unemployed, depression, anxiety, the presence of comorbidities and lower social support including having no partner. Conclusions: The findings highlight that post-ACS HRQOL is determined by multiple factors including demographic, clinical and psychological factors. Clinical practice should therefore focus on targeted strategies that optimize modifiable factors, prioritizing early psychological screening and individualized support for high-risk groups, to effectively improve HRQOL and overall quality of care.

Aim. The aim of this study was to translate, culturally adapt, and validate the HERO-36 questionnaire for health professionals in 12 public hospitals in Attica, Greece. Material and methods. Linguistic and conceptual equivalence was achieved through a forward–backward translation process. A pilot test was conducted with 30 participants who completed the questionnaire twice, one week apart. Reliability was assessed through the use of Spearman correlation coefficients and Cronbach’s alpha. Additionally, six professionals practitioners (three nurses and three administrative staff) and a panel of five university experts reviewed the final version to enhance clarity and cultural relevance. Results. The HERO-36 questionnaire translated in Greek demonstrated excellent test–retest reliability (Spearman r>0.89, p < 0.001) and high internal consistency, except for two subscales: “Typical Practices” (α=0.91), “Atypical Practices” (α=0.95), and “Outcome Measures” (α=0.89). Confirmatory factor analysis supported the factorial validity of the original structure. Minor phrasing changes were made to improve understanding and cultural adaptation. Conclusions. The Greek version of the HERO-36 is a reliable and valid tool for assessing leadership and management practices among healthcare professionals during crises. It can be useful for research and team management in Greek hospitals, though further validation with larger, more diverse samples is recommended.

INTRODUCTION:Quality of life measures from the patient's subjective experience are important, since it capture how the treatment affects their daily life, functional abilities, and emotional well-being. This study aimed to measure patients' QoL prior and after Transcatheter Aortic Valve Implantation (TAVI) procedure. METHODS:This prospective study was conducted from November 2022 to December 2024 in a sample of 302 TAVI patients from three public Hospitals in Greece. Patients were recruited and followed up at the point of discharge and six months after discharge. Patient-reported quality of life was recorded using both the generic EQ-5D-5L and KCCQ a disease-specific HRQoL instrument. Descriptive statistical analysis was performed using SPSSv.29. RESULTS:The results of the study indicate excellent clinical outcomes with low mortality rates and low incidence of severe complications. Improvements in TAVI techniques and patient selection have led to decreased mortality rates. Six months follow-up confirms the great clinical outcome, and readmission rates were limited to two cases. From the patients' perspective, the overall outcome was rated as acceptable or favourable by most of them, with movement problems and pain being commonly stated. After discharge, the patients stated better outcomes both regarding their daily living, mobility and psychological state, reporting less stress and depression. CONCLUSION:QoL assessments help determine the true benefit of TAVI beyond just survival rates. Further research is needed to stress the main determinants of QoL in these patients and to guide the everyday clinical practice.

Background: Individuals’ intention to accept vaccination is essential since intention usually predicts final action. Thus, recognizing the factors that influence people’s decision to accept COVID-19 booster vaccination we can improve the coverage rate. Aim: To assess the impact of COVID-19-related burnout and several socio-demographic predictors on booster vaccination intention in the general population. Methods: A cross-sectional study was conducted in Greece using a convenience sample from the general population. We created an on-line version of the study questionnaire with Google forms. We measured COVID-19-related burnout with the COVID-19 burnout scale (COVID-19-BS). We measured the following socio-demographic variables: gender, age, educational level, chronic disease, self-perceived health status, SARS-CoV-2 infection, booster dose, resilience and adverse effects because of COVID-19 vaccination. Results: Multivariable linear regression analysis identified that increased COVID-19-related burnout (coefficient beta = -0.38, p-value <0.001) and increased side effects because of COVID-19 vaccination (coefficient beta = -0.15, p-value <0.001) were associated with decreased booster vaccination intention. On the other hand, increased age (coefficient beta = 0.03, p-value <0.001) was related with increased booster vaccination intention. Moreover, individuals who have not been infected with COVID-19 (coefficient beta = -0.81, p-value <0.001) and those who have received a booster dose (coefficient beta = 2.57, p-value <0.001) had a higher intention to accept a boosted dose. Finally, lower educational level (coefficient beta = 0.10, p-value <0.001) was related with higher booster vaccination intention. Conclusions: COVID-19-related burnout and several socio-demographic variables were associated with booster vaccination intention. Identification of predictors of booster vaccination intention is necessary to improve the vaccination coverage among the vulnerable groups.

This prospective study was conducted in four public tertiary hospitals in Greece. Consecutive cardiac patients (AMI or TAVI) (n=912) were registered and followed up at the point of discharge six months and 12 months after discharge. In case of AMI patients [N=610, mean age=63 (SD=11.8), 78.8% men, 48.8% STEMI], the Heart-QoL score was found 2.33 (SD=0.5) at the point of discharge, 2.61 (SD=0.31) six months after discharge and 2.68 (SD=0.3) twelve months after discharge. In case of TAVI patients [N=302, mean age=81 (SD=5), 50.7% men], the Heart-QoL score was found 1.54 (SD=0.38) at the point of discharge and 2.02 (SD=0.46) six months after discharge. Based on the results of the Danish Heart PREMs instrument (0-3), the majority of patients stated positive experiences during the cycle of care. However, positive experiences regarding the information they received about the psychosocial impact of cardiac issues on their lives (mean and organization (mean 1.03, SD =0.33 for AMI and 1.1, SD=0.35 for TAVI patients), were significantly limited. Results underline the necessity for in depth information of cardiac patients about the psychosocial effects of the disease on their lives and more effective coordination of healthcare.

Background:Emotional intelligence (EI) is a crucial skill in the healthcare industry, closely related to empathy, communication, and stress tolerance. Although EI has been well researched among healthcare workers, there is little information comparing organizational structures. Objective:Our purpose of this study was to examine the EI of medical staff employed by the Armed Forces (military) and National Health System (NHS) hospitals in Athens, Greece, and investigate the connection between EI and professional or demographic traits. Methods:A cross-sectional study was conducted from November 2022 to July 2023 involving 1108 healthcare professionals (nurses and physicians) recruited through convenience sampling. Participants worked in ICUs, surgical, and medical departments of four military and three NHS hospitals in Attica EI was measured using the Greek-validated Wong and Law EI Scale (WLEIS). Bivariate and multivariable linear regression analyses were carried out. Analyses of bivariate and multivariable linear regression were performed. Results:Healthcare professionals in NHS hospitals demonstrated significantly higher EI scores across all dimensions compared to those in military hospitals (p < 0.001). Contrary to several earlier findings, male professionals showed higher values in emotional regulation and overall, EI. Higher EI is related to greater professional experience and permanent work status. Healthcare professionals who were working on rotated shifts reported higher scores for EI compared with those who were working morning shifts. Conclusions:The EI of medical and nursing staff is influenced by work experience, employment stability, and organizational structure. Military hospitals and the hierarchical structures of such hospitals may pose an obstacle to emotional growth and expression. This underscores the necessity of specialized EI training in these settings. Finally, these results highlight the necessity of the development of EI to enhance patient care and teamwork.

AIM:To investigate the impact of nurses' job burnout on their quiet quitting and the mediating effect of job satisfaction on this relationship. METHODS:A cross-sectional study was conducted in Greece. The Quiet Quitting Scale was used to measure levels of quiet quitting. Levels of job burnout were measured with the Copenhagen Burnout Inventory. The Job Satisfaction Survey was used to measure job satisfaction. Multivariable linear regression analysis was employed to control for confounders. The PROCESS macro was used to test the mediating effect of job satisfaction in the relationship between job burnout and quiet quitting. RESULTS:Study sample included 946 nurses. Job burnout was a positive predictor of quiet quitting, while job satisfaction was a negative predictor of quiet quitting. Job satisfaction partially mediated the positive relationship between burnout and quiet quitting. CONCLUSION:Job burnout affected quiet quitting within nurses through the mediating effect of job satisfaction. Effective measures should be taken to decrease nurses' job burnout in order to improve their job satisfaction and thereby reduce their quiet quitting.

Assessing patient-reported outcomes and experiences are increasingly being recognized as key objectives by the research community towards the improvement of management of chronically ill patients and quality of care. In pursuit of this ongoing commitment, the OECD initiated, developed and has been coordinating the international Patient-Reported Indicator Surveys (PaRIS). To coordinate and supervise the conduct of the survey in the different countries, an international consortium was set up. Study populations were defined as physicians practicing in primary care settings and patients of 45 years old and over, corresponded to the aforementioned physicians, who had visited them in the last six months. Data was collected electronically through a central platform developed by the international consortium. To ensure the effective implementation of PaRIS in Greece, a local consortium was set up by volunteers from the CHESME-NKUA as National Project Managers (NPMs), the Ministry of Health as the administrative responsible body for ensuring the funding to OECD, IDIKA SA and ODIPY SA. Nineteen countries and 107,011 patients receiving care in over 1,800 primary care practices, participated in the main survey of PaRIS, in total. In Greece, we collected 104 fully completed questionnaires by primary care practices (response rate: 35.40%) and 2,218 completed questionnaires by patients (response rate: 7.40%). Some of the primary challenges include ensuring the continuity of the project-especially given the OECD's intention to revisit it in four years-enhancing cross-country comparability, refining the professional questionnaire, and making appropriate transcultural adaptations to the patient questionnaires.

Aim: The Stroke Units Necessity for Patients (SUN4P) project aims to provide essential data on stroke healthcare in Greece. Herein, we present results on established quality indicators and outcomes after first-ever stroke occurrences. Methods: This prospective multicenter study included consecutive patients admitted to nine hospitals across Greece in 2019–2021. Descriptive statistics were used to present patients’ characteristics, key performance measures and stroke outcomes. Results: Among 892 patients, 755 had ischemic stroke (IS) (mean age 75.6 ± 13.6, 48.7% males) and 137 had hemorrhagic stroke (HS) (mean age 75.8 ± 13.2, 57.7% males). Of those, 15.4% of IS and 8% of HS patients were treated in the acute stroke unit (ASU) and 20.7% and 33.8% were admitted to the intensive care unit (ICU) or high-dependency unit (HDU), respectively. A total of 35 (4.6%) out of 125 eligible patients received intravenous alteplase with a door-to needle time of 60 min (21–90). The time to first scan for IS patients was 60 min (31–105) with 53.2% undergoing a CT scan within 60 min post presentation. Furthermore, 94.4% were discharged on antiplatelets, 69.8% on lipid-lowering therapy and 61.6% on antihypertensives. Oral anticoagulants (OAC) were initiated in 73.2% of the 153 IS patients with atrial fibrillation (AF). Among the 687 IS patients who survived, 85.4% were discharged home, 12% were transferred to rehabilitation centers, 1.2% to nursing homes and 1.3% to another hospital. Conclusions: The SUN4P Registry is the first study to provide data from a prospectively collected cohort of consecutive patients from nine representative national hospitals. It represents an important step in the evaluation and improvement of the quality of acute stroke care in Greece.

The impacts of the COVID-19 pandemic, as well as the measures to address it, have significantly affected various aspects of life and daily routines for everyone. One of the most important measures in combating the pandemic, the production of vaccines, has not only helped in containing COVID-19 but has also served as a launching pad for the development of new treatments and vaccines for other chronic diseases, such as cancer. The implementation of vaccination programs by governments worldwide has resulted in the reduction of restrictive measures taken by countries and increased the movement of citizens who feel greater security between countries. The aim of this study was to correlate vaccination with the intention to travel, in combination with the reasons for resistance put forth by citizens. The study is based on a quantitative cross-sectional analysis and was conducted among individuals with scheduled appointments at the Nea Filadelfeia Health Center, including healthcare workers and the general population. A total of 150 questionnaires were distributed in printed form at the health center, and 130 fully completed questionnaires were returned. In the general population, the questionnaires were distributed through an online form, and 132 responses were collected. Age, employment status, the level of concern about COVID-19 infection outside of work, and the opportunities offered by vaccination coverage for free travel were found to be independently related to vaccination status. Specifically, older age was associated with a higher likelihood of vaccination. Those who were employed were 4.26 times more likely to be vaccinated compared to those who were not employed. A greater fear of COVID-19 infection outside of work was associated with a higher likelihood of vaccination. A stronger influence of the possibility of free travel after vaccination was related to a higher likelihood of vaccination.

AimTo assess the level of quiet quitting among healthcare workers (HCWs) and identify possible differences between nurses, physicians, and other HCWs. We investigated the impact of sociodemographic variables, job burnout, and job satisfaction on quiet quitting levels.BackgroundThe quiet-quitting phenomenon is not new but has been frequently discussed during the COVID-19 pandemic. Interestingly, the level of quiet quitting among HCWs has not been measured yet.MethodsWe conducted a cross-sectional study with a convenience sample. We measured sociodemographic variables, job burnout, job satisfaction, and quiet quitting. We adhered to STROBE guidelines for cross-sectional studies.FindingsAmong our sample, 67.4% of nurses were quiet quitters, while the prevalence of quiet quitting for physicians and other HCWs was 53.8% and 40.3%, respectively. Multivariable linear regression analysis identified that the levels of quiet quitting were higher among nurses than physicians and other HCWs. Moreover, greater job burnout contributed more to quiet quitting, while less satisfaction implied more quiet quitting. HCWs who work in shifts and those working in the private sector experienced higher levels of quiet quitting.DiscussionMore than half of our HCWs were described as quit quitters. Levels of quiet quitting were higher among nurses. Job burnout and job dissatisfaction were associated with higher levels of quiet quitting.Implications for nursing practice and nursing policyMeasurement of quiet quitting and identification of risk factors are essential to prevent or reduce quiet quitting levels among HCWs. Our study provides information on this field helping managers and organizations to identify quiet quitters within HCWs. Policymakers and managers should develop and implement interventions both at an organizational level and at an individual level.

The aim of the study was to examine the impact of moral resilience on quiet quitting, job burnout, and turnover intention among nurses. A cross-sectional study was implemented in Greece in November 2023. The revised Rushton Moral Resilience Scale was used to measure moral resilience among nurses, the Quiet Quitting Scale to measure levels of quiet quitting, and the single-item burnout measure to measure job burnout. Moreover, a valid six-point Likert scale was used to measure turnover intention. All multivariable models were adjusted for the following confounders: gender, age, understaffed department, shift work, and work experience. The multivariable analysis identified a negative relationship between moral resilience and quiet quitting, job burnout, and turnover intention. In particular, we found that increased response to moral adversity and increased moral efficacy were associated with decreased detachment score, lack of initiative score, and lack of motivation score. Additionally, personal integrity was associated with reduced detachment score, while relational integrity was associated with reduced detachment score, and lack of initiative score. Moreover, response to moral adversity was associated with reduced job burnout. Also, increased levels of response to moral adversity were associated with lower probability of turnover intention. Moral resilience can be an essential protective factor against high levels of quiet quitting, job burnout, and turnover intention among nurses. This study was not registered.

Background: Previous studies have shown that patients with Acute Ischemic Stroke (AIS) treated with recombinant tissue plasminogen activator (rtPA) have better clinical and in several cases economic outcomes than those who are not. However, the cost-effectiveness of rtPA in the Greek setting is totally unknown. This study aims to evaluate the cost-effectiveness of rtPA for the management of AIS in Greece based on real world data (RWD). Methods: A cost-effectiveness model was developed in Microsoft® Excel to examine the clinical and economic impact of rtPA from a Greek third-party payer perspective based on RWD collected during the “Improving Stroke Care in Greece in Terms of Management, Costs and Health Outcomes” project, with the participation of nine Greek hospitals from different cities. The primary outcome of the analysis was the incremental cost-effectiveness ratio (ICER) expressed in euros per quality adjusted life year (QALY). The primary clinical outcome was the mRS value at 3 months. Robustness of the results was tested using both one-way and probabilistic sensitivity analyses. Results: Compared with conservative management, rtPA led to 0.009 incremental QALYs per patient in the first 3 months. The total cost per patient incurred by the rtPA group was 2,196.65€, compared to 2,499.45€ in the conservative treatment group, leading to 302.79€ savings per patient, indicating that rtPA is more effective and costs less than conservative management from a Greek third-party payer perspective. However, probabilistic sensitivity analyses (PSA) showed that there is a significant variability and the probability of rtPA to be cost effective or dominant in the Greek setting is between 58.9%-74.1% within the threshold of one to three times the national GDP per capita. Conclusion: Intravenous rtPA represents a dominant or cost-effective strategy for the management of AIS in Greece. The analysis may have underestimated the potential benefits of rtPA. Although this study provides additional evidence to decision-makers, more data are required to improve the robustness of the conclusion

Physical and mental health problems among post-COVID-19 patients are common, even a year after infection. As there is no prior study available, we investigated the impacts of resilience and social support on anxiety, depression, and quality of life among patients with post-COVID-19 syndrome. We conducted a cross-sectional study with a convenience sample. The measures included the demographic and clinical characteristics of patients, the Brief Resilience Scale, the Multidimensional Scale of Perceived Social Support, the Patient Health Questionnaire-4 (PHQ-4), and the EuroQol-5D-3L. The mean age of patients was 44.8 years. The total PHQ-4 score suggested that 32.8% of patients with post-COVID-19 syndrome experienced severe psychological distress, 32.8% experienced moderate distress, 23% experienced mild distress, and 11.5% had no distress. Moreover, 60.7% of patients had anxiety scores of ≥3 and 69.7% had depression scores of ≥3, indicating possible major anxiety or depression disorder. The mean EQ-5D-3L index value was 0.36, and the mean EQ-5D-3L VAS was 54.1. Multivariable analysis identified that resilience and social support reduced anxiety and depression among patients. Also, we found a significant positive relationship between resilience and social support, and quality of life. Our findings suggest that resilience and social support can be protective by reducing anxiety and depression and improving quality of life among patients with post-COVID-19 syndrome. Policymakers should develop and implement healthcare management programs to provide psychological support to these patients.

As turnover intention is a strong determinant of actual turnover behavior, scholars should identify the determinants of turnover intention. In this context, the aim of this study was to assess the effect of quiet quitting on nurses’ turnover intentions. Additionally, this study examined the impact of several demographic and job characteristics on turnover intention. A cross-sectional study with 629 nurses in Greece was conducted. The data were collected in September 2023. Quiet quitting was measured with the “Quiet Quitting” scale. In this study, 60.9% of nurses were considered quiet quitters, while 40.9% experienced high levels of turnover intention. Multivariable regression analysis showed that higher levels of quiet quitting increased turnover intention. Moreover, this study found that turnover intention was higher among females, shift workers, nurses in the private sector, and those who considered their workplace understaffed. Also, clinical experience was associated positively with turnover intention. Since quiet quitting affects turnover intention, organizations, policymakers, and managers should address this issue to improve nurses’ intentions to stay at their jobs.

Although recent studies suggest a negative relationship between organizational support and turnover intention among nurses, there has been no systematic review on this issue. The aim of this systematic review and meta-analysis was to synthesize and evaluate the association between organizational support and turnover intention in nurses. The review protocol was registered with PROSPERO (CRD42023447109). A total of eight studies with 5754 nurses were included. All studies were cross-sectional and were conducted after 2010. Quality was moderate in five studies and good in three studies. We found a moderate negative correlation between organizational support and turnover intention since the pooled correlation coefficient was −0.32 (95% confidence interval: −0.42 to −0.21). All studies found a negative correlation between organizational support and turnover intention ranging from −0.10 to −0.51. A leave-one-out sensitivity analysis showed that our results were stable when each study was excluded. Egger’s test and funnel plot suggested the absence of publication bias in the eight studies. Subgroup analysis showed that the negative correlation between organizational support and turnover intention was stronger in studies in China and Australia than those in Europe. Organizational support has a moderate negative correlation with turnover intention in nurses. However, data regarding the impact of organizational support on turnover intention are limited. Moreover, our study had several limitations, and thus, we cannot generalize our results. Therefore, further studies should be conducted to assess the independent effect of organizational support on turnover intention in a more valid way. In any case, nursing managers should draw attention to organizational support by developing effective clinical practice guidelines for nurses so as to reduce turnover intention.

Nurses experience high levels of job burnout and low levels of job satisfaction, while the COVID-19 pandemic has deteriorated working conditions. In this context, our aim was to compare levels of job burnout and job satisfaction among nurses and other healthcare workers (HCWs) after the COVID-19 pandemic. Moreover, we investigated the influence of demographics and job characteristics on burnout and satisfaction. We conducted a cross-sectional study with 1760 HCWs during June 2023. We used the single-item burnout measure and the "Job Satisfaction Survey". In our sample, 91.1% of nurses experienced high levels of burnout, while the respective percentage for the other HCWs was 79.9%. Nurses' satisfaction was lower than other HCWs. In particular, 61.0% of nurses experienced low levels of satisfaction, while the respective percentage for the other HCWs was 38.8%. Multivariable analysis identified that nurses, HCWs with an MSc/PhD diploma, shift workers, and those who considered their workplace as understaffed had higher burnout score and lower satisfaction score. Our results showed that the nursing profession was an independent factor of burnout and satisfaction. Several other demographic and job characteristics affected burnout and satisfaction. Policy makers, organizations, and managers should adopt appropriate interventions to improve work conditions.