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To determine the perceptions and readiness of nurses regarding the integration of artificial intelligence (AI) into healthcare services.
A descriptive cross-sectional study.
Data were collected from 388 nurses across Turkey using an online questionnaire designed to gather sociodemographic information, perceptions (measured by attitudes) and readiness (assessed by AI knowledge and confidence) toward artificial intelligence. Statistical analyses, including independent t-tests and ANOVA, were used to examine group differences. The study adhered to ethical principles and followed the STROBE Statement guidelines for cross-sectional research.
Findings revealed that nurses' knowledge of AI in healthcare was generally limited, though many participants expressed optimism about its potential to improve efficiency, enhance patient care quality and alleviate nurse burnout. However, concerns about patient privacy and ethical challenges were identified as significant challenges to AI integration in healthcare settings.
The study underscores that while nurses recognise the potential benefits of AI, there is a significant need to address their limited knowledge and concerns regarding ethical and privacy issues. Educational initiatives and ethical frameworks are essential to facilitate AI's successful implementation in nursing practice.
This study emphasises the necessity of incorporating AI-related education into nursing curricula and highlights the importance of developing policies that mitigate ethical challenges, thereby preparing nurses for a future that integrates AI into patient-centred care.
The study involved practicing nurses as participants to provide real-world insights into their perceptions and readiness for AI in healthcare, ensuring that findings reflect the practical implications of AI integration in clinical settings.
To explore how nurses working in a high-pressure academic healthcare setting in Saudi Arabia conceptualise, experience and sustain resilience in the face of professional stressors.
A qualitative, descriptive phenomenological study.
Semi-structured interviews were conducted with 17 nurses from diverse clinical and academic backgrounds between March and May 2025. Data were analysed using reflexive thematic analysis, incorporating both inductive and interpretive approaches. Researcher reflexivity and methodological rigour were maintained throughout.
Four major themes were identified: (1) Navigating Emotional Demands, which captured nurses' experiences of compassion fatigue and emotional resilience; (2) Support Systems and Collegial Ties, emphasising peer collaboration and mentorship; (3) Organisational Culture and Leadership, which highlighted the role of managerial support, workload policies and institutional climate; and (4) Adaptive Coping Strategies and Personal Development, including mindfulness, spirituality and continuous learning. These themes demonstrate the multilevel nature of resilience, shaped by personal attributes, interpersonal relationships and systemic factors.
Nurses develop resilience through an interplay of individual, relational and organisational strategies. Supportive leadership, collegial networks and opportunities for professional growth are critical in mitigating stress and preventing burnout. Findings underscore the need for culturally responsive, system-wide interventions that embed emotional safety, reflective practice and mentorship into healthcare settings. Future research should evaluate the impact of resilience-oriented policies on workforce retention and patient care outcomes.
This study aimed to investigate the potential mediating role of turnover intention in the relationship between job burnout and quiet quitting among nurses and shed light on the associations between job burnout, turnover intention and quiet quitting intention.
This study was designed as a descriptive, cross-sectional study.
A total of 317 nurses were selected using convenience sampling approach from a training and research hospital in Turkey. Quiet quitting, job burnout and turnover intention data were collected using the self-reported questionnaires using paper-and-pencil versions. Pearson correlation analysis, independent sample t-test and mediation analysis was conducted with Process v4.3.
Statistically significant associations among job burnout, turnover intention and quiet quitting were found (p < 0.05). Job burnout had a positive effect on turnover intention (β = 0.339, p < 0.001) and quiet quitting (β = 0.245, p < 0.001). Additionally, turnover intention had a positive and significant effect on quiet quitting intention of nurses (β = 0.336, p < 0.001). Moreover, mediation analysis revealed that the association of job burnout with quiet quitting was partially mediated by turnover intention (β = 0.034, 95% CI [0.019, 0.054]).
This study enrich our understanding of the associations among study variables and suggest that focusing solely on job burnout without considering the mediating effects of turnover intention might not be adequate for reducing the quiet quitting intention among nurses.
This study shed light on how job burnout and turnover intention of nurses affect their quiet quitting intention. It has been proven that turnover intention is a significant factor in the relationship between job burnout and quiet quitting. These findings could provide guidance for managers in the administration of nurses.
No patient or public contribution.
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