Aims The study was conducted to evaluate the effects of nurses' work‐related variables and colleague solidarity on their job motivation. Background The motivation of nurses is an important measure in effective and efficient provision of health care services. Methods The sample of this descriptive study included 172 nurses working at a private hospital in Turkey. The Colleague Solidarity Scale for Nurses, Nurses' Job Motivation Scale, and Demographic and Work‐Related Variables Questionnaire were used for data collection. Data were analysed using descriptive statistics, Pearson's correlation and backward multiple regression analysis. Results There was a positive correlation between the scores on the Colleague Solidarity Scale for Nurses and the Nurses' Job Motivation Scale (r: .56, p < .001). Of the nine independent variables evaluated in the multiple regression analysis, five had a significant effect on the job motivation of nurses (R2: .39, p < .001, Durbin–Watson: 2.12). Conclusion The results of the study show that the three sub‐dimensions of the Colleague Solidarity Scale for Nurses, salary and career opportunities were important factors affecting job motivation. Implications for Nursing Management In order to increase nurses' job motivation, nurse managers should work to improve collegial solidarity, create career opportunities and develop salary policies.

Using high-fidelity simulations to facilitate student learning is an uncommon practice in Turkish nursing programs. The aim of the present study was to understand students' perceptions of the use of simulation in nursing courses. Subjects included 36 senior nursing students taking an intensive care course. This study revealed that high-fidelity simulation is an ideal method of promoting learning by helping students transfer theory into practice, build confidence and teamwork, and raise professional awareness.

Team-based learning (TBL) is a learner-centered method widely used in health sciences education. The aim of this action research study was to determine the contribution of TBL to the learning experience of students participating in a nursing leadership course. The study was conducted in 2 cycles over 2 semesters, and TBL was embedded in regular class hours. Results suggest that TBL made positive contributions to student learning.

Organizational silence maintained by professionals working in the healthcare sector could result in various moral dilemmas and might negatively affect patient care. The aim of this methodological study was to develop a scale that measured the organizational silence behaviors of healthcare professionals. During the development of the scale, researchers conducted in-depth interviews with 30 healthcare professionals in order to create a draft pool of 66 scale items. After content validity, a 62 item scale was drafted. In the second stage of development, psychometric properties of the scale were evaluated. The results of the confirmatory factor analysis indicated that adequate fit indices (χ 2 value to degrees of freedom = 3.54; goodness-of-fit index = .92; root mean square error of approximation = .90) were achieved and resulted in a 32 item scale with four subscales. These subscales were assessed using a 5 point Likert scale. The Cronbach's alpha for the scale was .93, and for the subscales, it was as follows: silence climate: α = .91, silence based on fear: = .91, acquiesce silence: α = .93, and silence based on protecting the organization: α = .85. The Organizational Silence Behavior Scale was successfully developed and showed satisfactory validity and reliability. It is usable among healthcare professionals. K E Y W O R D S organizational silence, reliability, scale development, validity