Jul 2026· Worldviews on Evidence-Based Nursing· Vol 23 4, pp.
e70169
· 0 citations· 30 references
Medicine
TL;DR
Findings indicate that strengthening the knowledge of nurses on EBP can improve QNWL, and policymakers should make EBP competencies part of continuing professional development as well as licensure standards.
Abstract
Background
Modern healthcare systems are experiencing a rapid state of change, and it is evidence-based practice (EBP) that is playing a key role in ensuring safe and quality patient care. While EBP has been correlated with favorable patient outcomes, its predictive association with the quality of nursing work life (QNWL) has not been explored, especially in the Middle East region like Jordan.
Aim
This study evaluated EBP knowledge, attitudes, practices, and barriers among Jordanian nurses and factors that predict QNWL.
Methods
Descriptive, correlational, and cross-sectional research designs have been used. A convenience sample of 198 nurses in five Jordanian hospitals was completed in EBPQ, EBP Barriers Scale, and Brooks' QNWL Scale.
Results
Participants (mean age 29.99; 58.1% female) reported a moderate level of EBP (M = 111.30) or QNWL (M = 153.45). Organizational issues were the greatest challenge to EBP implementation. Higher levels of QNWL had significant relationships with being female, having a bachelor's degree, and working in private hospitals. Of interest, EBP knowledge was one of the predictors of QNWL, followed by educational level.
LINKING EVIDENCE TO ACTION
Findings indicate that strengthening the knowledge of nurses on EBP can improve QNWL. Structured skill-based EBP training and skills development through mentorship should be given priority. Managers should encourage conducive environments with time and resource protection. Policymakers should make EBP competencies part of continuing professional development as well as licensure standards. Future studies should use longitudinal and intervention designs to investigate mechanisms of causal influence and test EBP-oriented workforce strategies.
Evidence-Based Practice (EBP) is a systematic approach to healthcare that integrates the best available research evidence with clinical expertise and patient values, yet its implementation continues to face multifaceted individual and organizational barriers. Objectives: This study aimed to identify individual and organizational barriers to EBP adoption among nurses and to determine whether these barriers are associated with nurses' demographic characteristics. Methods: An analytical, cross-sectional study was conducted at Government Teaching Hospital, Shahdrah, Lahore, and Sir Ganga Ram Hospital, Lahore. Data were collected from 276 nurses using systematic random sampling and a structured, pre-tested questionnaire. Data were analyzed in SPSS version 23 using descriptive statistics (frequencies, percentages, mean, standard deviation) and, to test for associations, the Chi-square test and Spearman's correlation. Results: The most reported barriers were inadequate education/training in research skills (83.0%), insufficient time to implement EBP (81.5%), high workload (80.1%), and lack of resources (77.9%). The Chi-square test showed no significant association between any demographic characteristic (designation, qualification, experience, department, hospital, or research certification) and overall individual or organizational barriers (all p > .05). Age also showed no significant correlation with barrier scores (Spearman's correlation, all p > .05). Conclusion: Barriers to EBP adoption were highly prevalent and consistently reported across the sample, regardless of nurses' demographic characteristics, suggesting these barriers are systemic rather than concentrated in particular groups of nurses. The findings support broad, organization-wide interventions to improve access to resources, EBP education, and organizational culture.
M. Aslam, Arslan Ashraf, Shakeela Bano et al.· Kashmir Journal of Academic...· 0 citations
Nursing professionals showed favourable attitudes toward evidence-based practice; however, organizational and educational barriers continue to hinder its implementation.
Medha Wadhwa, Apurvakumar Pandya, Kruti Gupta et al.· International Journal of Hea...· 0 citations
The study analyzed the Quality of Work Life (QWL) of nursing professionals working in a public hospital designated as a reference center for COVID-19 care in Cuiabá, Mato Grosso, Brazil. This was a quantitative, descriptive, and cross-sectional study conducted with 146 nurses, nursing technicians, and nursing assistants between September and December 2021. Data collection included a sociodemographic questionnaire and another on Quality of Work Life (QWL). The participants were predominantly female, with a substantial proportion holding multiple employment relationships, and the majority consisted of nursing technicians and assistants. The highest-rated QWL dimensions were the social relevance of work and social integration, with professional pride, sense of purpose, and teamwork standing out during the pandemic. Conversely, the lowest scores were observed for compensation, employment benefits, professional autonomy, and work–life balance. Approximately one-third of the participants reported unsatisfactory QWL. The findings indicate that, despite the social recognition of nursing during the pandemic, structural limitations related to working conditions and work organization remained. These results underscore the need for institutional policies aimed at strengthening professional recognition, improving working conditions, and fostering healthier, more participatory, and sustainable work environments.
Jôse Guedes Vieira, Rita Eliana Masaro, Alessandro Vinicius de Paula et al.· Revista de Estudos Interdisc...· 0 citations
Background: The quality of nurses’ work life has received increasing attention because it is associated with workforce sustainability, nurse well-being, and healthcare outcomes. In Indonesian public hospitals, nurses may face resource constraints, high service demands, and organizational pressures that can affect their work experiences. Evidence on the simultaneous contribution of individual, organizational, and psychological factors to Quality of Nursing Work Life (QNWL) in public-hospital nurses remains limited.
Objective: This study aimed to identify factors associated with Quality of Nursing Work Life among staff nurses at Karawang General Hospital, Indonesia.
Methods: An analytical cross-sectional study was conducted from November 2025 to April 2026 among 100 staff nurses working in inpatient wards, intensive care units, emergency departments, and outpatient services. Participants were selected using proportional stratified random sampling across service units. Data were collected using self-administered questionnaires, including the Brooks Quality of Nursing Work Life Survey and adapted instruments assessing workload, managerial support, reward system, work environment, job satisfaction, and organizational commitment. Data were analyzed using descriptive statistics, bivariate tests appropriate to variable type, and multiple linear regression with SPSS version 25.
Results: More than half of the participants reported moderate QNWL (57%), followed by high QNWL (28%) and low QNWL (15%). QNWL was significantly associated with age (p = 0.041), educational attainment (p = 0.032), and length of employment (p = 0.018). Organizational factors were also significantly associated with QNWL, including workload (p = 0.001), managerial support (p < 0.001), reward system (p = 0.005), and work environment (p = 0.003). Psychological factors, namely job satisfaction (p < 0.001) and organizational commitment (p = 0.001), were significantly associated with QNWL. In the adjusted regression model, managerial support had the largest standardized coefficient (β = 0.524, p < 0.001), followed by job satisfaction (β = 0.411, p = 0.001), workload (β = −0.321, p = 0.002), and work environment (β = 0.298, p = 0.004).
Conclusion: Organizational and psychological factors were important correlates of QNWL among staff nurses. Managerial support showed the strongest association in the adjusted model, suggesting that leadership development, structured feedback, workload review, and supportive work-environment initiatives may help create conditions for improved nurses’ work life. Because of the cross-sectional design, the findings should be interpreted as associations and not as causal effects
Background: In professional nursing practice, decision-making style and self-efficacy are important elements that directly impact patient safety, care equality, and healthcare outcomes. Objective: To examine the relationship between decision-making styles and self-efficacy among nurses in Jordanian hospitals. Methods: A cross-sectional design was used. A convenience sample of 150 nurses was recruited from Jordanian private and governmental hospitals in the central region of Jordan (Amman, Zarqa, and Balqa). The General Self-Efficacy Scale and the Nursing Decision-Making Instrument were used to gather data. Results: 88.7% were categorized as intuitively oriented decision makers, and the overall mean score of nurses’ decision-making styles was high (M=3.74/5). Nurses scored highest in the areas of documenting, anticipating the results of nursing interventions, and conducting structured patient evaluations. Additionally, there was a high level of self-efficacy (M=3.36/4), especially in problem-solving skills and handling clinical problems. Self-efficacy and decision-making styles showed a positive correlation (r=0.412, p<0.001). Significant differences in self-efficacy and decision-making styles were found based on age, years of experience, job title, and educational level. Significantly higher scores were reported in older nurses holding postgraduate degrees, more experienced, and having administrative positions. Nurses’ decision-making styles were significantly predicted by years of experience (β=0.24, p=0.021) and self-efficacy (β=0.34, p<0.001). Conclusions: To improve nurses' confidence, clinical reasoning, and decision-making skills, healthcare organizations should encourage continuous professional development, mentorship, and support structural training programs, which ultimately will improve patient care quality and healthcare outcomes.
Rabia S. Allari, Rahaf Abd Al-Salam Ahmad Allaham, Khulood Batarseh et al.· Al-Rafidain Journal of Medic...· 0 citations
Rapid changes in healthcare and digitalization underscore the importance of continuing professional development (CPD) in nursing. However, participation is often limited by high workloads, staffing shortages, and insufficient organizational support. Telenursing is a growing field with specific competence requirements, yet previous research indicates demanding working conditions and limited development opportunities. Further evidence is needed regarding CPD participation, its association with work-related outcomes, and nurses’ perceived CPD needs. The aim of the study was to compare nurse-rated quality of working life and satisfaction with given care among nurses working in telenursing services who had participated in CPD during the previous year and those who had not. A further aim was to explore nurses’ preferences and perceived needs related to CPD activities. A cross-sectional survey among nurses in Sweden’s national healthcare advisory service (1177) measured quality of working life four instruments were used. Emotional thriving was measured using a brief four-item scale. Telenursing working conditions were assessed using a telenursing-specific instrument. Growth opportunities were measured with a six-item factor from the instrument Safety, Communication, Operational Reliability and Engagement and job satisfaction using the four-item Brief Index of Affective Job Satisfaction scale. Satisfaction with given care was measured using the eight-item Satisfaction with Given Care scale. Participation in continuing professional development (CPD) was assessed by self-reported number of CPD days during the past year, including none, and an open-ended question capturing desired areas of competence development. Nurses who had participated in CPD reported significantly higher emotional thriving, as well as higher ratings for management and collegial support and growth opportunities, compared with those not participating in CPD. No group differences were found regarding satisfaction with given care. Identified CPD needs included strengthened clinical knowledge, reflective and self-directed learning, and improved communication skills. Participating in CPD during the previous year is associated with more positive work-related outcomes among telenursing nurses such as thriving, growth opportunities, better management and collegial support but not with nurse-sensitive outcomes such as nurse satisfaction with given care. Nurses described clear preferences and needs for clinically relevant, reflective, and self-directed professional development. Not applicable. This study adhered to the relevant EQUATOR guidelines for observational studies and was reported in accordance with the STROBE. See attached file STROBE_CPD. The research focused exclusively on healthcare professionals’ experiences and working conditions; therefore, no patient-facing activities were included. However, the study was informed by prior literature and organizational feedback to ensure that the research questions were relevant to clinical practice and service delivery.
Annica Björkman, Karin Myrberg, Anna Carin Wahlberg et al.· BMC Nursing· 0 citations
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