Nursing leaders have recognized the need for consistent mechanisms to promote and sustain nursing professionalism. Peer-to-peer feedback and peer review are widely effective for nurse professionalism and self-regulation, patient care outcomes, and retention. Unprofessional behavior has been noted as widespread in health care and the effects on patients, clinicians, and organizations have been well-documented. Approximately 10% of the registered nurses in the United States belong to a collective bargaining unit (CBU) or union. This article will describe how a peer feedback program to address unprofessional behavior was implemented in a Magnet nursing practice with CBU representation.

BACKGROUND: The shortage of nurses threatens the entire healthcare system, and nursing professionalism can improve nurse retention and enhance the quality of care. However, nursing professionalism is dynamic, and the factors influencing its development are not fully understood.
METHODS: A qualitative descriptive study was conducted. Using maximum variation and purposive sampling, 14 southern and northern China participants were recruited. Semi-structured interviews were conducted from May 2022 to August 2023 in face-to-face conversations in offices in the workplace or via voice calls. The interviews were transcribed verbatim and analyzed via thematic analysis.
RESULTS: Three main themes emerged: (1) nourishment factors: promoting early sprouting; (2) growth factors: the power of self-activation and overcoming challenges; and (3) rootedness factors: stability and upward momentum. Participants described the early acquisition of nursing professionalism as derived from personality traits, family upbringing, and school professional education, promoting the growth of nursing professionalism through self-activation and overcoming challenges, and maintaining the stable and upward development of nursing professionalism through an upward atmosphere and external motivation.
CONCLUSIONS: We revealed the dynamic factors that influence the development of nursing professionalism, including \"nourishment factors\", \"growth factors\", and \"rootedness factors\". Our findings provide a foundation for future development of nursing professionalism cultivation strategies. Nursing administrators can guide the development of nurses\' professionalism from many angles according to the stage they are in, and the development of professionalism deserves more attention. In the future, we can no longer consider the development of nursing professionalism solely as the responsibility of individual nurses; the power of families, organizations, and society is indispensable to jointly promoting nursing professionalism among nurses.

Millennial and Generation Z (MZ generation) nurses, the core of the Republic of Korean nursing workforce, are leaving hospitals. We, therefore, aimed to determine the mediating role of communication competence between nursing professionalism and job satisfaction of MZ generation nurses in Republic of Korea. A total of 188 nurses aged 20-39 years belonging to the MZ generation, who had been working in a general hospital for over six months, participated in an online survey from 27 October 2022 to 11 January 2023. Data analysis was conducted using the bootstrapping method with the SPSS PROCESS macro program to confirm the mediating role of communication competence. Job satisfaction, professionalism, and communication skills were significantly positively correlated (r = 0.36-0.72, p < 0.001). Communication competence was found to be a mediating factor in the relationship between professionalism and job satisfaction. The results showed that when professionalism related to job satisfaction, good communication further enhanced job satisfaction. In order to enhance MZ generation nurses\' job satisfaction, it is necessary to improve nursing professionalism and implement training programs to improve communication skills considering generation-specific characteristics.

UNASSIGNED: This study aimed to investigate the effects of nursing professionalism on job embeddedness to stay in hospital nurses.
UNASSIGNED: This cross-sectional survey recruited 438 nurses working at four general hospitals and three small to medium hospitals in K province, South Korea. Data were collected from June 10 to September 10, 2022 using structured questionnaires and then analyzed with IBM SPSS Statistics for Windows, version 25.0.
UNASSIGNED: The scores, out of 5.0, were 3.30 for nursing professionalism, 3.73 for self-efficacy, and 3.15 for job embeddedness. The three variables were different according to participants\' general characteristics. The correlation between self-efficacy and nursing professionalism had a positive correlation to job embeddedness. Nursing professionalism had a mediating effect on the relation between self-efficacy and job embeddedness. Self-efficacy exerted an influence on organizational commitment through the mediating effect of nursing professionalism and is expected to lay the foundation for the promotion of job embeddedness.
UNASSIGNED: To increase nurses\' job embeddedness, nursing and hospital managers must develop and implement programs that help improve nurses\' self-efficacy and nursing professionalism to adjust well in their organization.

UNASSIGNED: Nurses are the frontline force for patient care, and nursing professionalism is a key tool for quality of care. Nursing professionalism and its characteristics should be defined in accordance with the current system.
UNASSIGNED: To determine the level of professionalism in nursing and its associated factors in the South Wollo Public Hospital, Northeast Ethiopia.
UNASSIGNED: A multicenter hospital-based cross-sectional study design was used in South Wollo Zone Public Hospitals from March to April 2022, with 357 nurses selected using a simple random sampling method. Data were collected using a pretested questionnaire, then entered and analyzed using EpiData 4.7 and SPSS 26. Finally, predictors of nursing professionalism were identified using a multivariate logistic regression.
UNASSIGNED: Of the 350 respondents, 179 (51.1%) were women and 171 (48.9%) were men, with 68.6% displaying high levels of professionalism. Being women (adjusted odds ratio [AOR] = 2.93, 95% CI [1.718, 5.000]), having a positive self-image (AOR = 2.96, 95% CI [1.421, 6.205]), having a good organizational culture (AOR = 3.16, 95% CI [1.587, 6.302]), being a member of the nursing association (AOR = 1.95, 95% CI [1.137, 3.367]), and nurses who were satisfied with their job were significantly associated with nursing professionalism.
UNASSIGNED: In this study, the level of nursing professionalism was encouraging but needed more effort. Furthermore, sex, self-image, organizational culture, nursing association membership, and job satisfaction were positive predictors of nursing professionalism. As a result, hospital administrations consider factors that maintain a pleasant institutional working environment to foster a positive self-image and increase job satisfaction.

BACKGROUND: Nursing professionalism plays an important role in clinical nursing. However, a clear conceptual understanding of nursing professionalism is lacking.
METHODS: Walker and Avant\'s strategy was used to analyse the concept of nursing professionalism. We searched electronic databases, including PubMed, Scopus, and CINAHL, for studies published from 1965 to 2021. Quantitative or qualitative studies published in English that focused on nursing professionalism were included in the study.
RESULTS: The three attributes of nursing professionalism are multidimensional, dynamic, and culture oriented. Based on the analysis, nursing professionalism is defined as providing individuals care based on the principles of professionalism, caring, and altruism.
CONCLUSIONS: This study offers a theoretical definition and conceptual model of nursing professionalism that may be applied to develop standardized assessment tools or nursing professionalism training programs.

This study was conducted to check the extent of nursing professionalism, time pressure, infection control, organizational culture, and the infection control practices of nurses, and to assess the factors that impart an influence on their infection control practices. This is a descriptive survey study aimed at the assessment of factors that impart an influence on the infection control practice of nurses by using a structuralized questionnaire. As the result of this study, the infection control practices of nurses have a positive correlation with the time pressure (r = 0.16, p = 0.034) and the organizational culture for infection control (r = 0.29, p < 0.001). Factors that affect the infection control practices included the organizational culture for infection control (β = 0.29, p < 0.001) and time pressure (β = 0.16, p = 0.024), with the explanation power of 10%. It was possible to confirm that the affirmative organizational culture for infection control plays an important role in enhancing the infection control practices of nurses. Accordingly, it is necessary to provide administrative and financial support from the organization, including support by the management and administrators of clinical practices, as well as the provision of required commodities in order for nurses to execute infection control in accordance with the prescribed regulations.

BACKGROUND: Ethical sensitivity is a prerequisite for ethical nursing practices. Efforts to improve nurses\' ethical sensitivity are required to correctly recognise ethical conflicts and for sound decision-making. Because an emerging infectious disease response involves complex ethical issues, it is important to understand the factors that influence public health nurses\' ethical sensitivity while caring for patients with COVID-19, an emerging infectious disease.
OBJECTIVE: This study aims to identify the relationship between nursing professionalism, the organisation\'s ethical climate, and the ethical sensitivity of nurses who care for emerging infectious disease patients in Korean public health centres. Further, it sought to identify factors influencing ethical sensitivity and the mediating effect of the organisational ethical climate to inform guidelines and improve ethical sensitivity.
METHODS: This was a cross-sectional descriptive study.
METHODS: Data were collected from February 3 to 8 March 2021. Participants included 167 nurses caring for patients with COVID-19 in public health centres in South Korea.
UNASSIGNED: This study was approved by the Institutional Review Board of the Chung-Ang University and followed the principles of research ethics.
RESULTS: The factors influencing ethical sensitivity were working at a COVID-19 disease direct response department, nursing professionalism, and organisation\'s ethical climate. The organisation\'s ethical climate showed a partial mediating effect on the influence of nursing professionalism on ethical sensitivity.
CONCLUSIONS: Our findings show that nurses\' ethical sensitivity can be improved by refining the organisation\'s ethical climate and nursing professionalism.

Recent health care developments have emphasized person-centered care, which highlights individualized treatments rather than focusing solely on the nature of a given disease. Thus, we aim to identify the factors and construct a structural equation model for developing person-centered care competency among senior nursing students based on the social cognitive career theory and a subsequent literature review. We use a hypothetical model to examine the factors influencing person-centered care competency, and using a structured questionnaire, and we collect data on self-awareness, the clinical learning environment, clinical practicum adaptation, nursing professionalism, empathy, and person-centered care competency. The participants include 383 third- and fourth-year senior nursing students who had undergone at least one semester of clinical practice in South Korea. SPSS/WIN 26.0 is used to analyze all obtained data, while AMOS 25.0 is used for structural equation modeling. The final model is confirmed to be suitable for explaining and predicting person-centered care competency among participants. Nursing professionalism, empathy, clinical practicum adaptation, self-awareness, and the clinical learning environment explained 38.8% of the total variance among participants. Strategies and interventions designed to enhance person-centered care competency for senior nursing students should particularly focus on nursing professionalism, empathy, clinical practicum adaptation, self-awareness, and the clinical learning environment.

OBJECTIVE: This study was performed to assess the reliability and validity of the Chinese version of the Snizek-revised Hall\'s Professionalism Inventory Scale (C-SR-HPIS).
METHODS: Exploratory factor analysis and confirmatory factor analysis were used to evaluate the construct validity of the C-SR-HPIS. The average variance extracted (AVE) and square root of the AVE were calculated and correlation analyses were performed to test the convergent validity and discriminant validity, respectively. Cronbach\'s alpha (α) coefficient was used to test the internal consistency reliability.
RESULTS: Data for 355 clinical nurses in mainland China were collected. Five factors were extracted, accounting for 58.86% of the total explained variance, and 20 items were selected for the C-SR-HPIS. The confirmatory factor analysis suggested good fitness of the modified model. The AVE was acceptable for convergent validity. The square roots of the AVE of the five factors were larger than their correlation coefficients with other factors, showing suitable discriminant validity. Cronbach\'s α coefficient of internal consistency reliability of the overall scale was 0.76, indicating good reliability of the scale.
CONCLUSIONS: This study demonstrated good reliability and validity of the C-SR-HPIS and provides a quantitative tool for the assessment of nursing professionalism in China.