Objective:Job stress and burnout levels of oncology nurses increase day-by-day in connection with rapidly increasing cancer cases worldwide as well as in Turkey. The purpose of this study was to establish job stress and burnout levels of oncology nurses and the relationship in between.Methods:The sample of this descriptive study comprised of 189 nurses that are selected by nonprobability sampling method, employed by 11 hospitals in Istanbul. Survey form of 20 questions, Job Stressors Scale and Maslach Burnout Inventory (MBI) were used during collection of data. Data were evaluated using percentage, Kruskal–Wallis, Mann–Whitney U and Spearman correlation analyses.Results:In the study, there was a positively weak correlation between “Work Role Ambiguity” subdimension of Job Stressors Scale and “Emotional Exhaustion” and “Personal Accomplishment” subdimensions, whereas a positively weak and medium correlation was encountered between “Work Role Conflict” subdimension and “Emotional Exhaustion” and “Depersonalization” subdimensions. A negatively weak correlation was found between “Work Role Overload” subdimension and “Emotional Exhaustion” and “Depersonalization” subdimensions.Conclusion:A significant relationship was established between subdimensions of job stress level and of burnout level, that a lot of oncology nurses who have participated in the study wanted to change their units, because of the high attrition rate.

Aim This study was conducted to determine whether workplace bullying by subordinates and superiors is present among nurse managers and, if so, to identify its causes and impact. Background It is important to understand the bullying in the working environment exposed by the nurses forming a great majority of the health sector and the nurse managers who are directly responsible for providing safe and effective patient care. Methods The qualitative study was conducted with a phenomenological design. The study involved administering 11 open‐ended, semi‐structured, in‐depth interview questions to 25 hospital ward nurse managers between November 2016 and March 2017. The interviews were analysed via content analysis. Results At the end of the study, four themes—“workplace bullying,” “reasons for exposure to workplace bullying,” “impacts of workplace bullying” and “coping methods for workplace bullying”—were discovered. Conclusions The findings revealed that the nurse managers were exposed to bullying in many forms. Implications for Nursing Management It is important to recognize that workplace bullying directly affects the performance of nurse managers in positive and negative ways and to develop strategies to prevent workplace bullying.

A total of 1,795 patients who received care at the outpatient chemotherapy unit were classified using the model. Based on the job analysis, on average, 17.12 nurses per day were needed to care for the patients.

The Turkish version of the Job Performance Instrument was determined to be valid and reliable to measure the performance of nurses. The instrument is suitable for evaluating current nursing roles.

Aim:The purpose of this study is to adapt the English version of the Handover Evaluation Scale to a Turkish nursing sample.Methods: This is a methodological and cross-sectional study. This study was conducted with 192 nurses working in different units in a public hospital between September 2016 and January 2017. A descriptive information form and the Handover Evaluation Scale were used to collect data. First, language validity and content validity were determined regarding the adaptation of the scale. Results:As a result of the adaptation process, it was determined that the scale's structure, which consisted of 10 items and two factors explaining 68.96% of the total variance, was valid and reliable for the Turkish nursing sample. A Kaiser-Meyer-Olkin test and Bartlett's test of sphericity indicated that the sample met the criteria required for factor analysis. The reliability coefficient for the overall scale was 0.92. The testretest reliability results were 0.87 for the overall intraclass correlation coefficient, and the t-test result was P > .05. Conclusion:This adaptation study revealed that the scale is a valid and reliable tool for evaluation of the handover of Turkish nurses. SUMMARY STATEMENTWhat is already known about this topic?• Nurses transfer patient information to other colleagues and healthcare professionals in various ways.• It is important for nurses to complete the handover process effectively, adequately and safely in terms of patient safety.• Handover is a key component for sustaining daily basic clinical practices and a valid measurement tool is required to evaluate the process.What this paper adds?• The revised structure, developed in the present study comprised of two subscales with 10 items, was found to be valid and reliable for the Turkish nursing population.The implications of this paper:• The scale offers a valid and reliable means to evaluate the handover process of Turkish nurses.