Aim The aim of the study was to examine the effect of perceived organizational support, accountability and nurses' characteristics on missed nursing care under the impact of COVID‐19. Design A cross‐sectional design was used to describe and predict nurses' characteristics. Methods A sample of 536 Registered Nurses participated in the study from eight hospitals in different health sectors in Jordan (three public hospitals, three private hospitals and two teaching hospitals). Results Communication problems had the highest impact on missed nursing care, compared with labour resources and material resources reasons. Higher patient: nurse ratio aggravated by COVID‐19 pandemic, years of experience, satisfaction with the income, perception of accountability and organizational support were among the factors associated with the levels of missed nursing care.

Purpose: The purpose of this review was to discuss the status of evidence related to the assessment of readiness of healthcare facilities for e-health initiatives implementation, specifically the common Electronic Health Record (EHR) systems. Methods: An integrative review approach was utilized. The databases of Google Scholar, Scopus, Science Direct, PubMed, Medline, CINAHL, Ovid, ProQuest, and EBSCO host were searched for related evidence published between 2000 and 2018. Results: Seventeen studies were included in the current review. In terms of methodological approach, the included studies were 7 correlational studies, 5 review papers, 4 qualitative papers, and one mixed methods study. At the current integrative review, the themes of complex healthcare change, and the main theme of e-health readiness assessment were identified. Conclusion: Assessing and reporting the levels of readiness for EHRs implementation are highly recommended as it has a high impact on the critically-needed adoption and usage of the implemented system. Selecting the right tool for the right audience to address readiness is essential in the assessment process which is recommended to be conducted early at the road map of the project implementation. Future research is recommended to address readiness for e-health initiatives at the different settings and different target populations including communities where the healthcare facilities functions and service receivers' readiness.

Electronic health record (EHR) implementation is expanding worldwide to achieve the benefits of that technology, but it is reported in the literature as a “disruptive” change to the work environment in which all health-care workers need to be ready for the change, to enhance adoption and harvest the benefits. Jordan has rolled out a national EHR system. This study explored EHR implementation readiness, levels of realizing the benefits of EHR, and adoption among Jordanian nurses, using a self-report questionnaire at nine governmental hospitals in Jordan. A total of 462 registered nurses participated in the study. Results showed that nurses have moderate levels of readiness for EHR implementation, but higher levels of EHR benefits realization and adoption. All health-care workers’ readiness for EHR implementation must be assessed regularly before, during, and after EHR implementation. Readiness-based roll-out can be used as a strategy in implementing EHR systems. Introducing a large-scale change management program is recommended to assess readiness, guide roll-out plans, enhance EHR implementation readiness, improve benefits realization, and increase EHR adoption levels, to help move health-care systems into the digital era.

Background/Aims In the complex healthcare industry, transformational leadership and emotional intelligence in managers can achieve better outcomes. However, there is a lack of knowledge about the interaction between these two features. This study explored the traits of transformational leadership among the nurse managers in Jordan, focusing on the trait of emotional intelligence in critically-selected demographics. Methods A descriptive correlational research design was conducted. A total of 57 nurse managers from an acute referral hospital in Jordan completed the Multifactor Leadership Questionnaire and the 30-item Trait Emotional Intelligence Questionnaire to measure transformational leadership and emotional intelligence respectively. Demographic data were also collected on participants' age, gender, years of clinical experience and years of managerial experience. Results There was a strong direct relationship between transformational leadership style and emotional intelligence. Male nurses with more than 15 years of clinical experience showed more transformational leadership practices and the highest levels of emotional intelligence among this cohort. Conclusions Emotional intelligence is a vital component of effective transformational leadership, which promotes a healthy work environment and better healthcare outcomes.

Background: Evidence-based nursing practice (EBNP) is considered a major and very important global paradigm shift. Unfortunately, most healthcare providers and researchers embrace the concept of evidence-based practice (EBP) without integrating this concept in clinical settings. The current situation of EBP and new practice guidelines utilization in Jordan are scarce. This policy brief aimed to discusses the process of utilizing nursing EBP in clinical settings in Jordan. Methods: The authors adopted an action plan utilizing a systematic approach to develop and implement specific strategies and policies to integrate EBP in clinical settings in Jordanian hospitals. We present an experience of one country in terms of introducing a policy brief to establish an EBP policy accompanied by developing an EBP unit in the hospital's country. Results: A comprehensive description of this policy is provided with reference to the eminent steps of policy analysis and evaluation. In fact, EBP policies and clinical practice guidelines should keep a live document and revise regularly or as needed. Overall, the authors suggest the development of a unit for EBP to deal with issues related to clinical practice guidelines. Conclusions: Expected outcomes for the introduction of the EBP unit and its policy include increase research utilization and accelerated adoption of new evidence, increase the quality of care provided, increase patient, staff, and managers satisfaction, and decrease staff workload by reducing complications associated with medical errors and outdated interventions.