Background: Managerial factors affect nurses' physical and mental health and willingness to work, especially early in a pandemic. Method:We used multiple-case study of 15 hospitals, comparing management approaches by interviewing 28 nursing directors and their assistants from August to December 2020.Results: Hospitals that accepted COVID-19 patients and hospitals that unexpectedly experienced clusters underwent a nursing provision system organization phase, followed by an adjustment phase to maintain nursing organization function. Two factors aided measure implementation: an emergency system and staff protection policies. Conclusion:Early epidemic management strategies apply across contexts. The hospital's basic attitude is key to effective implementation of the strategies.Implications for Nursing Management: The results suggest that hospitals, nursing directors and nurses can each prepare for future emerging infectious disease epidemics.

Aims The study aimed to determine the influence of learning circumstances (learning inside and outside hospitals, and communication about the nursing practice with colleagues) and on‐the‐job opportunities for professional growth on each dimension of person–environment fit (needs–supplies, demands–abilities, person–organisation and person–group fit) among nurses. Background It is desirable for each dimension of person–environment fit to be high, as it links to many work‐related outcomes. Methods A longitudinal survey using a questionnaire was conducted in February 2019 (Time 1) and October 2019 (Time 2). A simple linear regression analysis and a multiple linear regression analysis were conducted, using data from 324 nurses. Results The results of the simple regression analysis showed that three variables related to learning circumstances at Time 1 were positively related to each dimension of person–environment fit at Time 2. The multiple regression analysis showed on‐the‐job opportunities for professional growth at Time 1 related to person–environment fit at Time 2. Conclusions To achieve high person–environment fit, nurses should be aware of on‐the‐job opportunities for professional growth. Implications for Nursing Management To achieve high person–environment fit, nurse managers should evaluate nurses’ abilities and assign them jobs that would help improve their nursing skills.

Aim Temporary lodging facilities which were non‐medical facilities were established to secure beds for severely and moderately ill patients with COVID‐19, as well as for isolation, non‐contact observation, and care of mildly ill and asymptomatic patients in Japan. This study aims to understand nursing management practices adopted in these facilities by examining cases of their establishment and operation. Methods A multiple‐case study design was used. Interviews for qualitative data collection were conducted from August to October 2020. After analyzing the nursing management practices in four temporary lodging facilities, common points were collated and integrated. Results For the establishment and operation of temporary lodging facilities, a three‐layer structure based on disaster management methods was adopted: headquarters at the helm as overseers, field supervisors in the middle, and frontline nursing staff at the base. The structure had clear roles, facilitated information exchange, and provided efficient and effective nursing care. Field supervisors mainly provided psychological and clinical support for staff and served as information and interprofessional hubs. Conclusion It is recommended that temporary lodging facilities should be organized based on principles of the division of labor. The workforce should comprise nursing staff, and experienced nursing professionals should be recruited to the higher echelons.

Aim: This study developed a Japanese version of the Perceived Fit Scale to measure five dimensions of perceived person-environment fit and tested its validity and reliability.Method: The Perceived Fit Scale, which measures the three dimensions of person-environment fit (needs -supplies, demands -abilities, and person -organization fit) was translated with permission of the authors of the original scale. "Organization" in the person-organization fit scale was replaced with "supervisor" and "group members;" the person-supervisor and person-group fit scales were added. The two surveys were administered to different groups of nurses across different time periods, some of whom were retested. Data from 209 and 434 participants were analyzed.Result: First, exploratory factor analysis identified the five expected factors; then, confirmatory factor analysis indicated a good model fit. The correlations between the concepts presumed relevant and the developed-scale subscales were as hypothesized. Cronbach's alpha ranged from .87 to .97 for each subscale. The intraclass correlation coefficients for each survey ranged from .60 to .78 and from .37 to .54.Conclusion: Despite some issues with test -retest reliability, certain levels of validity and reliability were confirmed for this Japanese version of the Perceived Fit Scale among nurses.