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Objective: To examine the scientific evidence about the nursing practice environment in Primary Health Care. Methods: Three-step scoping review. 1) An initial research on CINAHL and MEDLINE. 2) A broader search using the same keywords and search terms in the remaining EBSCOHost platform databases. 3) Search the bibliographical references of the selected articles. The studies selected were from 2007 to 2018. Results: 19 articles were included, most reported findings of the nursing practice environment and results for clients, nurses, nurse managers and the efficiency of organizations, in Primary Health Care. Conclusion: Improving the environment of nursing practice has consequences on the quality of nursing care, with increased results for clients, nursing and Primary Health Care.

Objectives to know the quality of the leadership relationship from the perspective of a chief nurse and nurse, patient satisfaction, the relationship between the quality of the relationship perceived for both and patient satisfaction. Methods a quantitative, transverse and correlational approach. Non-probabilistic convenience sample consists of 15 chief nurses, 342 nurses, 273 patients. Data collected at the Central Lisbon Hospital Center, between January and March 2013, through the LMX-7, CLMX-7 and SUCEH21 scales. Statistical analysis was performed through SPSS ® Statistics 19. Results the chief nurse considers the quality of the leadership relationship good, the nurses consider it satisfactory, patients are considered to be satisfied with nursing care; there is a statistically significant correlation between the quality of the leadership relationship from the perspective of chief nurses and patient satisfaction, there is no statistically significant correlation between the quality of the leadership relationship in the nurse's perspective and satisfaction. Conclusion the chief nurse has a major role in patient satisfaction.

Aim Bring to discussion spiritual leadership and workplace spirituality on a health care system that faces constant challenges and seeks constant adaptations, as a way to guarantee nurses' well‐being and quality of care. Background The work environment has shown to have impact on staff well‐being. Workplace spirituality relates to sense of belonging, motivation and commitment. A spiritual leadership is fundamental to develop workplace spirituality. Evaluation Starting from literature, a reflection on the theme was carried out based on the results of the development of spiritual leadership and workplace spirituality in health care institutions, in professionals and in patients. Key issues Nurses have spiritual needs which need to be also addressed in order to promote the sense of identification with the institutions' vision and goals. A relation between spiritual leadership, workplace spirituality and subjective well‐being is often found in literature, and this is critical evidence towards new management and leadership dynamics and models in health care institutions that should integrate workplace spirituality. Conclusion Nursing leaders are responsible for workplace spirituality facilitation. Nursing leadership and workplace spirituality seem both an answer and way to the change of health institutions management paradigm, but more studies are needed to inform this change in practice. Implications for Nursing Management Workplace spirituality must be promoted in all health care institutions, aiming the humanization of care and teams. Nursing leaders must have spiritual competences and must include the promotion of workplace spirituality in daily agenda as a foundational area in management. The health care institutions' managers should consider the best leaders who should facilitate workplace spirituality.

Objective:To understand the perception of the quality of leadership relationships and the organizational commitment of nurses, and to analyze the influence of this relationship quality. Method: Cross-sectional and correlational study, with a quantitative approach, using a non-probability convenience sampling with 408 nurses. The data were collected through questionnaires at Central Hospital in Lisbon, between January and March 2013. The statistical analysis of the data was carried out using IBM® SPSS® Statistics 19 software. Results: Three hundred forty-two questionnaires were considered valid. The quality of the leadership relationship was satisfactory, and the nurses were poorly committed to the organization. The quality of the leadership relationship was statistically correlated with organizational commitment: there was found a moderate association to affective commitment (r s =0.42, p<0.05), a low association with the normative commitment (r s =0.37, p<0.05), and a very low association with the calculative commitment (r s =0.14, p<0.05). Conclusion: Leadership exerts influence on organizational commitment. An opportunity to improve the quality of the leadership relationship between nurses and their leaders was found, with the consequent possibility of developing organizational commitment.