Aims To examine the associations between unit managers' authentic leadership with job satisfaction and organizational commitment and to investigate whether nurse tenure has a moderating effect on these associations. Background Authentic leaders create trusting relationships with their staff and help nurses become more satisfied with their jobs and committed to their organizations. Because nurses have different perceptions of their working environments based on their tenure, the effectiveness of managerial leadership differ accordingly. Methods This study is a cross‐sectional secondary analysis using survey data from 1,118 staff nurses. To determine the significant tenure range for the associations between authentic leadership, job satisfaction and organizational commitment, the Johnson–Neyman method was used. Results Authentic managerial leadership perceived by staff nurses had positive associations with job satisfaction and organizational commitment. The strengths of these associations were attenuated with nurse tenure and were no longer significant for nurses with more than 20 years of tenure. Conclusions Although authentic leadership in managers was effective, the strengths of its effectiveness varied based on nurse tenure. Implications for Nursing Management According to nurse tenure, differentiated approaches are needed to increase the job satisfaction and organizational commitment of staff nurses.

In addition to maintaining high levels of nurse staffing and skill mix, supportive work environments and competitive wages and benefits could reduce turnover, and ultimately adverse patient outcomes. Health care policy should separate nursing staffing levels for registered nurses and certified nursing assistants.

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Aims To examine the factorial validity of the eHealth Literacy Scale among hospital nurses and to investigate the associations of its components with health‐promoting behaviours and nursing performance quality. Design This cross‐sectional study used survey data of 484 Korean hospital nurses, which were collected between March–May 2016. Methods The three‐factor structure was tested using confirmatory factor analyses. Multiple linear regression was conducted to test associations of the three components' scores with health‐promoting behaviours and self‐rated nursing performance quality. Results The eHealth Literacy Scale supported a three‐factor structure: awareness of internet health resources (awareness), having skills needed to access resources (skills), and the ability to evaluate the quality of internet health resources (evaluation). All the three components were significantly associated with higher quality of nursing performance and better interpersonal relations. Stress management, spiritual growth, and health responsibility were linked with evaluation or skills but physical activity and nutrition were not. Conclusion Strategies to enhance eHealth literacy among nurses could improve nurses' health and further patient care. Training to build nurses' self‐efficacy to evaluate internet health information could improve eHealth literacy and should be developed and examined. Impact To improve nurses' health and patient care, training programs to build nurses' self‐efficacy to access and evaluate internet health information should be developed.

Aim This study investigated the association between nursing work environment and compassion satisfaction among clinical nurses. Background Nursing work environment and compassion satisfaction are important factors for preventing burnout and decreasing clinical nurse turnover. Method This study used a secondary analysis and obtained data from a previous cross‐sectional study. Results The mean scores (mean ± SD) for the nursing work environment and compassion satisfaction were 2.54 ± 0.34 and 33.40 ± 6.69, respectively. As the results of hierarchical regression, staffing and resources (β = 0.175, p = .002) and collegial nurse–physician relationships (β = 0.103, p = .038) were significantly associated with compassion satisfaction. Conclusion Improving the nursing work environment could be an effective way to boost compassion satisfaction among nurses. Therefore, organizational support for adequate human resources and materials and mutual relations among nurses and physicians are needed. Implications for nursing management Improvements to the work environment and the management of human resource may increase compassion satisfaction in clinical nurses.