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The priority intervention to improve work-related quality of life for nurses is to:

The priority intervention to improve work-related quality of life for nurses is to:

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IntroductionSince the early 2000s, workplace bullying has been a serious social problem, with numerous studies conducted on the topic. Bullying is more popular among nurses than among people in other professions [1,2]. Nurses can be subjected to a variety of types of workplace bullying, including personal bullying, job-related bullying, and intimidation-related bullying [3,4]. Workplace bullying has a variety of negative consequences, ranging from low self-esteem [5] to suicide [6].
Turnover purpose is a leading predictor for turnover and refers to the desire to change jobs or careers due to disappointment with one’s current job [21]. To provide high-quality nursing care for patients, it’s critical to not only hire capable nurses, but also to create a work atmosphere that prevents burnout and attrition due to violence and improves nurses’ ProQoL; such a work environment can eventually lead to more years of service and lower human resource management costs.

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Table 1: Nurse participants’ characteristics (n = 2391), Iran Public Hospitals, 2017–2018

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The current state of QWL

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Table 2 displays the mean and standard deviation of the nine dimensions’ ratings, as well as the degree of each factor. On a scale of 1 to 5, the mean score for nurses’ QWL was 2.58, suggesting a low overall level of QWL. Total scores ranged between 1.44 and 4.06 (possible range 1–5). Similarly, mean ratings on all domains ranged from 2.21 to 3.11, with the highest recorded score being “motivation for work” (3.11 0.69) and the lowest being “wages and salaries” (2.21 0.51).
The Tabriz University of Medical Science Ethics Committee approved this research project (IR.TBZMED.REC. 1395.1151–2017/02/15). Participants gave verbal consent before data was collected and after the research goals were clarified. Since the data were obtained using a self-assessment questionnaire and therefore did not require any human data, verbal consent was used. The use of verbal consent was accepted by the Ethics Committee. To maintain confidentiality, questionnaires were completed anonymously.

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The design, intervention, baseline results, and feasibility of a randomized, controlled trial evaluating the effects of palliative care personnel training on nursing home residents’ hospitalizations and health-related quality-of-life are discussed.
The Helsinki University Central Hospital Ethics Committee approved the trial, and the procedures were prepared in compliance with the Declaration of Helsinki. Each participant and her or his closest proxy received detailed information, both orally and in writing, and gave their informed consent. The proxy gave consent on behalf of the resident in cases of moderate-to-severe dementia. The intervention code for the study was ACTRN12617001040358, and it was registered in the Australian New Zealand Clinical Trials Registry.
Open to the public This article is licensed under the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which allows free use, distribution, and replication in any medium as long as you give proper credit to the original author(s) and source, include a link to the Creative Commons license, and indicate if any changes were made.

The priority intervention to improve work-related quality of life for nurses is to: online

If the vision of a transformed health-care system is to be achieved, strong leadership is needed. However, not every nurse aspires to be a leader from the start. From the bedside to the boardroom, the nursing profession must create leaders who will serve as full partners with other health practitioners and be responsible for their own commitments to providing high-quality care while partnering with leaders from other health professions.
Strong leadership would be needed to achieve the vision of a transformed health care system, in addition to the reforms in nursing practice and education addressed in Chapters 3 and 4, respectively. While the public is not used to seeing nurses as leaders, and not all nurses set out to be leaders, all nurses must be leaders in the design, implementation, and assessment of, as well as advocacy for, the ongoing system changes that will be required. Nurses may also need organizational skills and competencies in order to serve as full partners with physicians and other health practitioners in the renovation and implementation of healthcare systems.