These topics for nursing services will provide guidance to managers, particularly to managers of nursing services, in establishing processes to predict nurses' organizational commitment, job satisfaction, performance, intention to leave, and other relevant issues.

Aim This descriptive correlational study aimed to identify nurses’ perceptions of their own disaster preparedness and core competencies. Background As disasters have increased in number and severity in recent years, it is crucial that nurses should be appropriately prepared. There is still limited research on this issue in Turkey. Introduction With changes in disaster policies in the last decade, the need to improve the disaster core competencies of nurses has also increased. Methods A sample of 406 nurses selected with convenience sampling and working in an 1816‐bed capacity university hospital was included in this descriptive correlational study. A single‐item visual scale and the 45‐item Nurses Perceptions of Disaster Core Competencies Scale were used. Results ‘Technical Skills’ scored highest across the subscales of the scale, and ‘Critical Thinking Skills’ scored lowest. When the total and subscale scores were compared by age group, professional experience, working position and prior disaster experience, there were statistically significant differences. Conclusions The Turkish nurses had different levels of disaster core competencies and considered themselves more competent in some areas of disaster preparedness than in others. There are clearly gaps to be filled in disaster preparedness and core competencies in Turkish nurses. Implications for nursing and policy Nurse managers should advocate for increasing disaster preparedness for all nurses. This could be accomplished by offering formal training in disaster preparedness and/or by scheduling regular disaster drills, perhaps using a mix of tabletop exercises with occasional hospital‐wide disaster scenarios. In addition, managers should regularly evaluate nurses’ disaster core competencies to achieve effective preparation plans and training.

A collaborative culture was the most evident culture in private hospitals, but in public hospitals the most dominant culture was a power culture.

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.

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