Aim To investigate the relationship between emotional labour strategies and job satisfaction among nurses in Turkey. Background Nursing is one of the professions in which emotional labour is heavily used. The relationship between emotional labour strategies and job satisfaction has many different consequences in nursing. Introduction Although studies have focused on the relationship between emotional labour and job satisfaction among nurses abroad, no studies on the subject have been found in Turkey. Methods A cross‐sectional descriptive design was employed. The study was conducted with 281 nurses working in a university hospital and three public hospitals in Manisa, Turkey. Research data were collected using the Personal Information Form, Emotional Labour Scale and Minnesota Satisfaction Questionnaire. Descriptive statistics and Pearson correlation analysis were used in data evaluation. Results Analyses showed that the type of emotional labour strategy most frequently exhibited by nurses was surface acting. In surface acting, behaviours do not reflect employees’ true feelings. Job satisfaction of nurses was higher than the medium level. A negative correlation was found between deep acting and job satisfaction. In deep acting, employees try to feel the emotions appropriate to the behaviour expected of them. Discussion Nurses’ emotional labour may cause some undesirable consequences. Conclusion Nurses’ emotional labour strategies are related to their job satisfaction levels. Implications for nursing policy Managers should be aware of the emotional labour of nurses and its possible negative consequences. Management strategies that target the negative consequences of emotional labour are important not only for the well‐being of nurses but also for the quality of patient care.

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Aim To assess the validity and reliability of the Caring Culture Survey in a sample of Turkish nurses. Background Health care institutions have increased their focus on the caring culture to improve the satisfaction of both employees and patients. However, there is a lack of valid and reliable tools in Turkish that measure nurses’ perceptions of caring culture. Method This two‐phase psychometric study was conducted by recruiting 240 nurses from one university hospital between August and October 2019. In phase 1, the scale's adaptation was implemented. In phase 2, construct validity was determined by confirmatory factor analysis. Reliability was tested by internal consistency and item–total correlation coefficients. Results Adaptation results showed that the Turkish version of the scale is adequate for linguistic and content validation. Confirmatory factor analysis indicated a significantly good fit for a three‐factor model. Cronbach's alpha coefficient was 0.84 for the overall scale. Conclusion The Turkish version of the Caring Culture Survey showed consistently acceptable psychometric properties of reliability and validity. Implications for Nursing Management The Turkish version of the Caring Culture Survey can be used as an instrument to assess nurses' perceptions of caring culture by health care and nurse managers.

AimTo assess the effectiveness of a training program on perceptions of caring culture among Turkish nurses and investigate the relationships among caring culture, job satisfaction, and intention to leave.BackgroundEvery organisation has its on culture with its vairous components including values, symbols, practices and policies. Healthcare organizations need a favorable caring culture to support nurses and other professional working in the organisation.MethodsThis was a quasi‐experimental trial of an educational intervention conducted between October and December 2020 at a university hospital in Turkey. The sample of the study consisted of 86 nurses. A four‐week training program based on caring culture was provided for the training group. The data were collected using a Personal Information Form, the Turkish version of the Caring Culture Survey, and the Job Satisfaction Scale. Intention to leave was measured with a single question.FindingsThe mean total caring culture and personal caring scores of the training group were significantly higher after the training than before (p < 0.05). There were significant positive correlations between the mean caring culture total and subscale scores of the participants and their total job satisfaction scores. Besides, there were significant negative correlations between the caring culture total and subscale scores of the participants and their intentions to leave, but these relationships were weak or moderate (p < 0.05).ConclusionThis training program based on caring culture can contribute to improving the caring culture perceptions of nurses. Caring culture is positively related to job satisfaction and negatively related to intentions to leave.Implications for nursing and health policyHealthcare organizations should prioritize creating a caring culture and designing initiatives that focus on caring culture. The perceptions of nurses about caring culture should be measured and identified regularly.

Ek 3'te yer alan Hemşirelik Girişimleri Listesi'nin uygulamadaki yansımalarının belirlenmesidir. Gereç ve Yöntemler: Bu araştırma, tanımlayıcı kesitsel tipte bir araştırmadır. Araştırmanın evrenini İzmir ve Manisa illerinde bulunan bir üniversite hastanesi, bir eğitim ve araştırma hastanesi, üç devlet hastanesi ve bir özel hastanede çalışan sorumlu hemşireler oluşturdu (n=130). Örnekleme yöntemine gidilmeden tüm evrene ulaşılması hedeflendi. Araştırmaya katılmaya gönüllü olan 118 (%90,7) sorumlu hemşireye ulaşıldı. Veri toplama aracı olarak "Bilgi Formu" ve Hemşirelik Yönetmeliğindeki "Hemşirelik Girişimleri Listesi" kullanıldı. Veriler araştırmacılar tarafından Eylül 2017-Mayıs 2018 tarihleri arasında toplandı. Etik kurul onayı ve kurum izinleri alındı. Veriler bir istatistik paket programında analiz edildi. Verilerin analizinde sayı ve yüzde değerleri kullanıldı. Bulgular: Araştırmaya katılan sorumlu hemşirelerin yaş ortalaması 39,11±6,33 yıl idi ve %89,8'i kadındı. Sorumlu hemşirelerin %47,5'i Hemşirelik Yönetmeliğindeki Hemşirelik Girişimleri Listesi'nden haberdar olduklarını ve %34,7'si bu listeyi daha önce incelediklerini belirtti. Hemşirelik girişimlerinin uygulanış şeklinin yönetmelikte belirtildiği hâli ve hastanelerdeki uygulama arasındaki benzerliği değerlendirildiğinde; "Hemşirelik kararı ile uygulanır" şeklinde belirtilen girişimlerin en yüksek uyuma (%70,40) sahip olduğu görüldü. Hemşirelik girişimlerinin tümü göz önüne alındığında, genel uyum ise %42,81 olarak hesaplandı. Sonuç: Sorumlu hemşirelerin yarısından fazlasının Hemşirelik Yönetmeliğindeki Hemşirelik Girişimleri Listesi'nden haberdar olmadığı ve incelemediği bulundu. Hemşirelik girişimlerinin uygulamadaki yansımaları değerlendirildiğinde; yönetmelikte belirtilen uygulanış şekli ile hastanelerdeki uygulanış şekli arasındaki farklılıkların (özellikle hemşire ve hekim kararıyla uygulanan girişimlerde) fazla olduğu görüldü. Anah tar Ke li me ler: Hemşirelik; hemşirelik yönetmeliği; hemşirenin rolü ABS TRACT Objective: The purpose of this study is to determine the reflections to application fields of the list of nursing interventions in the nursing regulation. Material and Methods: This is a descriptive cross-sectional study. The universe consisted of responsible nurses working in one university hospital, one education and research hospital, three hospitals affiliated to the Ministry of Health and one private hospital located in Izmir and Manisa provinces (n=130). It was aimed to reach the whole universe. A total of 118 (90.7%) responsible nurses volunteered to participate in the study. Information Form and the Nursing Practices List (NPL) in the Nursing Regulation were used as data collection tools. The data were collected by the researchers between September 2017-May 2018. Ethics approval and institution permits were taken. Data were analysed in a statistical package program. The numbers and percentages were used in analyses. Results: It was found that the mean age of responsible nurses was 39.11±6.33 and 89.8% were woman. 47.5% of nurses sta...