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Background Practicing nursing students play a critical role in addressing the nursing workforce shortage. Their vocational delay of gratification influences career planning and practice quality. This study aimed to assess the level of vocational delay of gratification among nursing students and identify its influencing factors. Methods A convenience sample of 250 nursing students practicing in three tertiary hospitals in Anhui Province (February–May 2024) was studied. Data were collected using a general information questionnaire, job involvement scale, clinical communication ability scale, and vocational delay of gratification scale. Random forest, independent samples t-test, analysis of variance (ANOVA), and multiple linear regression analyses were applied to identify the key influencing factors. Results There were 39 (15.6%) males and 211 (84.4%) females who participated in this study and the mean score for vocational delay of gratification was (2.843 ± 0.513), the mean score for level of job involvement was (2.468 ± 0.923), and the mean score for ability to communicate with patients was (2.830 ± 1.083).Influencing factors included willingness to upgrade education, whether you are willing to work in nursing after graduation, whether a relative works in a medical facility, ability to communicate with patients, intention to study nursing, level of job involvement( P <0.05). Conclusion Nursing students demonstrated a moderate-to-high level of vocational delay of gratification. Training programs addressing these factors can enhance students’ capabilities, improve internship quality, and support long-term career development. The study conducted in three hospitals in Anhui Province may limit the generalizability of the results due to regional differences in education and practice. Nonetheless, this study provides important insights for optimizing the career development and retention of nursing interns. Trial registration No medical interventions were administered to human participants in this study. Clinical trial number: not applicable. Supplementary Information The online version contains supplementary material available at 10.1186/s12912-024-02572-x.
Background Practicing nursing students play a critical role in addressing the nursing workforce shortage. Their vocational delay of gratification influences career planning and practice quality. This study aimed to assess the level of vocational delay of gratification among nursing students and identify its influencing factors. Methods A convenience sample of 250 nursing students practicing in three tertiary hospitals in Anhui Province (February–May 2024) was studied. Data were collected using a general information questionnaire, job involvement scale, clinical communication ability scale, and vocational delay of gratification scale. Random forest, independent samples t-test, analysis of variance (ANOVA), and multiple linear regression analyses were applied to identify the key influencing factors. Results There were 39 (15.6%) males and 211 (84.4%) females who participated in this study and the mean score for vocational delay of gratification was (2.843 ± 0.513), the mean score for level of job involvement was (2.468 ± 0.923), and the mean score for ability to communicate with patients was (2.830 ± 1.083).Influencing factors included willingness to upgrade education, whether you are willing to work in nursing after graduation, whether a relative works in a medical facility, ability to communicate with patients, intention to study nursing, level of job involvement( P <0.05). Conclusion Nursing students demonstrated a moderate-to-high level of vocational delay of gratification. Training programs addressing these factors can enhance students’ capabilities, improve internship quality, and support long-term career development. The study conducted in three hospitals in Anhui Province may limit the generalizability of the results due to regional differences in education and practice. Nonetheless, this study provides important insights for optimizing the career development and retention of nursing interns. Trial registration No medical interventions were administered to human participants in this study. Clinical trial number: not applicable. Supplementary Information The online version contains supplementary material available at 10.1186/s12912-024-02572-x.
Background Intention to quit among nurses is increasingly recognized as a serious predictor of voluntary turnover. Voluntary turnover on the other hand is a significant factor fueling the shortage of nurses globally which could partly be blamed on negative workplace behaviors including but not limited to workplace bullying. Even though the relationship between workplace bullying and the intention to quit has been studied extensively, little is known about these concepts among nurses in Ghana. Aim The purpose of this study was to establish the relationship between workplace bullying among nurses and their intention to quit the profession in the Upper West Region of Ghana. We also determined the relationship between workplace bullying and depression among nurses. Methods We employed a cross-sectional design with 323 nurses recruited through a multistage sampling technique. Data were collected using a structured questionnaire with a 98.5% (N = 318) response rate. Results Initial descriptive statistics indicate that 64.4% (n = 203) of the nurses had intentions of quitting the job while 52.1% (n = 164) were depressed at various degrees based on scores on the DASS-21. Further analysis shows a positive linear relationship between WPB and intentions to quit. WPB was also correlated positively with depression among the nurses. This implies that an increased incidence of bullying at work is associated with increased intention to quit and depression among the nurses. Conclusions With over 50% of the nurses in this study intending to quit their jobs, it would be incumbent on nurse managers and other leaders at these health facilities to reconsider the work environment, policies, and leadership to prevent actual voluntary turnover. Managers must also fashion pragmatic strategies aimed at reducing stress and promoting the health and well-being of the nurses.
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