Aim This study aimed to compare perception of nurses about missed care for the patients before and during the coronavirus disease 2019 (COVID‐19) in Jordan. It also examined how nurses differed in terms of the type of missed care and the factors that contributed to it before and during the COVID‐19 pandemic. Additionally, socio‐demographic factors, including gender, educational level, length of clinical experience, work position, age, and type of shift, were examined to evaluate their association with missed nursing care. Background Missed nursing care refers to omission of any aspect of required patient care. Missed care lowers patient satisfaction and also leads to adverse hospital outcomes. Methods We adopted a cross‐sectional design among 260 nurses working in medical/surgical wards and intensive care units. Views of 130 nurses before COVID‐19 were compared with views of 130 nurses during the COVID‐19 pandemic. We used the Arabic version of the MISSCARE survey. Data were collected between November 2019 and May 2020. Results During COVID‐19, nurses had significantly higher satisfaction levels and lower levels of absence and intention to leave than nurses before the COVID‐19 pandemic. Differences were observed between nurses’ perceptions of missed care before and during the COVID‐19 pandemic. It was observed that missed nursing care increased during COVID‐19. The inadequate number of staff nurses was the main reason for missed care activities among both groups. Additionally, age and shift type were significantly associated with an increased reason for missed nursing care among both groups. Conclusion and implications for nursing Nurses reported higher satisfaction levels and fewer absences and planned departures during this period. Nurse managers should pay attention by maintaining high satisfaction levels and formulating appropriate policies to reduce missed care levels and thus improve patient care quality.

The aim of this study is to evaluate the contribution of self-evaluation, professional status and several demographic factors in predicting burnout among nurses in Jordan. This study was performed on a stratified convenience sample of 350 nurses from 6 hospitals. Modified versions of burnout inventory, self-evaluation scale, and professional status scale were developed, validated and used in this study. Burnout, self-evaluation, and professional status are all found to be at moderate levels. Furthermore, self-evaluation and professional status are found to be important predictors of burnout. On the other hand, although type of hospital and educational level are found to be associated with the level of burnout, overall none of the studied demographic factors was found to be a significant predictor of burnout among nurses in Jordan.

SummaryThis study was conducted to evaluate burnout among nurses and teachers in Jordan, and to explore the differences between them. Several demographic factors were examined to evaluate their effect on burnout levels in both professions. The study adopted a descriptive cross-sectional design and was performed on 240 participants: 120 nurses and 120 teachers. A modified Maslach Burnout Inventory (MBI-modified) was used to assess the three dimensions of burnout. The results of this study showed moderate levels of burnout among both nurses and teachers; however, statistical analysis indicated that nurses had significantly higher levels of burnout than teachers. Moreover, the study showed that gender, marital status and experience significantly affected the level of burnout in teachers, but not in nurses. Educational level did not affect the level of burnout in either group. The study should help in setting proper intervention plans and psychological programs to tackle this important problem in both professions. burnout, nurses, teachers BACKGROUND

Background The nursing profession still needs more attention from decision‐makers to enhance satisfaction and commitment in the work environment. Aims and objectives This study aims to explore the perceived level of job rotation, job satisfaction, job commitment, job turnover and job conflict among nurses who previously had job rotation experience in Jordan. The study also investigates the correlation between studied variables and job rotation approach based on the type of hospitals. Furthermore, it also evaluates the contribution of job rotation, job commitment and many demographic factors in predicting job satisfaction among nurses who had job rotation experience in Jordan. Design The study adopted the cross‐sectional survey design of the correlational type. Methods The study was performed on a stratified convenience sample of 786 nurses from five hospitals in Jordan. The scales used to explore the perceived level of studied variables were obtained from previously published studies, translated to Arabic language and then checked for validity and reliability before being used. Results Results show that job rotation, job satisfaction, job commitment, job turnover and job conflict are all found to be at high levels. Job rotation approach among nurses seems necessary since job satisfaction and job commitment are positively correlated with job rotation. Also, job commitment, job rotation and gender are identified as significant predictors of job satisfaction among nurses in Jordan. Conclusion Nurses who experienced job rotation are found have high levels of job satisfaction and job commitment. However, job turnover is also found to be at high level which should be emphasised. Nurse leaders are advised to apply the job rotation approach by moving nurses between different departments in a planned manner to increase the level of job satisfaction and job commitment.

(1) Background: Workplace violence among healthcare providers (HCPs) is a tangible barrier to patient care. The purpose of this study was to gain insight into physicians’ and nurses’ perceptions of workplace violence and their perceptions of communication skills during the COVID-19 health emergency. We also sought to assess and compare the association between types of workplace violence, communication skills, and several sociodemographic factors of physicians and nurses including gender, marital status, site of work, age, and educational level during this era. (2) Methods: We performed a cross-sectional study of a selected hospital in Jordan using the Arabic version of the workplace violence and communication skills scales for September to November 2020. We included a total of 102 physicians and 190 nurses via a self-reported questionnaire. (3) Results: During the COVID-19 health emergency, physicians (48%) experienced workplace violence more than nurses (31.6%). More than two-thirds of the participants did not formally report any type of violence. Multinomial logistic regression analysis showed that marital status, gender, age, site of work, educational levels, and communication skills were associated with different types of violence among the two samples. (4) Conclusions: A high prevalence of workplace violence is noted among HCPs in Jordan compared with before the pandemic, which highlights the importance of promoting public awareness during crises.