Aim The study aimed to investigate nurses’ second victim experience and quality of support resources in Singapore. Background The second victim phenomenon, broadly described as the suffering of providers including nurses in the face of a clinical error, is often overlooked. Methods A cross‐sectional questionnaire survey was adopted. A total of 1,163 nurses from an acute public hospital in Singapore took part in the study. The Second Victim Experience and Support Tool (SVEST) was employed to assess experience of second victims and the quality of support resources. Results The study results showed that nurses experienced second victim‐related physical, psychological and professional distress. About 31.8% of the participants had turnover intentions, while 9.3% had absenteeism following an error. Nurses who are younger and less experienced were more likely to experience greater second victim response. Among the support options, peer support was rated as the most desirable. Conclusion Nurses, being at the forefront of care delivery, are especially susceptible to being a casualty of the second victim phenomenon. Implications for Nursing Management Acknowledging the second victim phenomenon, together with a strong organizational support, is essential in alleviating the trauma and assisting nurses with reconciliation in the aftermath of an unanticipated error.

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Background The present nursing workforce comprises four generational of nurses working side–by–side. While such a generation blend adds invaluable diversity to the workforce, it also brings added complexity. The study aimed to describe and summarise work values and attitudes of four nursing generations, namely Baby boomers, Generation X, Y and Z. Method A cross-sectional questionnaire study was adopted. A total of 778 nurses from an acute hospital in Singapore completed the online questionnaire. The Work Value and Attitude scale measuring seven constructs (Work Centrality, Non-compliance, Technology Challenge, Work life balance, leadership, Power, and Recognition) was employed for data collection. Results The Cronbach’s alpha was 0.714 for the overall instrument. Statistically significant differences amongst the four generations of nurses emerged in the Work Value and Attitude scale in the construct of non-compliance (p = 0.007), technology challenge (p = 0.027), work-life balance (p < 0.001), and recognition (p < 0.001). No statistically significant differences were noted for the rest of the constructs. Discussion and conclusion The findings of this study highlight that differences in work values and attitudes exist among nurses of different generations. Generation X are less likely to challenge the conventional norm and supervisors. Generation Y and Z are the most tech-savvy generations and can adapt quickly to new technology. There is also a greater emphasis on work-life balance as the generation gets younger. Generation Y and Z nurses perceived that younger nurses do not get due respect and recognition from their colleagues. Acknowledging the generational differences in work values and attitudes can facilitate nursing management to tailor strategies to improve individual and organisation performance while creating a work environment that enhances intergeneration harmony and teamwork.

Background: The present nursing workforce comprises four generational of nurses working side-by–side. While such generation blend adds invaluable diversity to the workforce, it also brings added complexity. The study aimed to describe and summarise work values and attitudes of four nursing generations, namely Baby boomers, Generation X, Y and Z. Method: A cross-sectional questionnaire study was adopted. A total of 778 nurses from an acute hospital in Singapore had completed the online questionnaire. The Work Value and Attitude scale measuring seven constructs (Work Centrality, Non-compliance, Technology Challenge, Work life balance, leadership, Power, and Recognition) was employed for data collection. Results: The Cronbach’s alpha was 0.714 for the overall instrument. Statistically significant differences amongst the four generations of nurses emerged in the Work Value and Attitude scale in the construct of non-compliance (p=0.007), technology challenge (p=0.027), work-life balance (p<0.001), and recognition (p<0.001). No statistically significant differences noted for the rest of the constructs. Discussion and Conclusion: The findings of this study highlights that differences in work values and attitudes exist amongst nurses of different generations. Generation-X are less likely to challenge the conventional norm and supervisors. Generation Y and Z are the most tech-savvy generations and can adapt quicker to new technology. There is also greater emphasis for work-life balance as the generation gets younger. Generation Y and Z nurses perceived that younger nurses do not get the due respect and recognition form their colleagues. Acknowledging the generational differences in work values and attitude can facilitate nursing management to tailor strategies to improve individual and organisation performance while creating a work environment that enhance intergeneration harmony and teamwork.

The coronavirus disease 2019 (COVID-19) pandemic outbreak, which started in 2019, has affected millions of patients globally. 1 Singapore is not spared, being one of the first countries to import COVID-19 cases from China. 2 Nosocomial transmission of SARS-CoV-2 had been reported in various cohort studies of healthcare workers (HCWs), highlighting the importance of effective hospital infection control policies to mitigate risk. 3 In the process of protecting oneself from the SARS-CoV-2 infection, many of our HCWs suffered from skin issues ranging from pressure injuries to other skin-related lesions. While most existing literature surrounding pressure injuries is centred around patients, literature on pressure injuries in HCWs from personal protective equipment (PPE), though scarce, is rapidly emerging as the pandemic continues. A study conducted during the 2013 severe acute respiratory syndrome (SARS) outbreak in Singapore reported more than 50% adverse skin reactions resulting from PPE. 4 The aim of our study is to examine the cross-sectional prevalence of pressure-related injuries among HCWs as a result of N95 masks in a tertiary healthcare institution during the COVID-19 pandemic.An online questionnaire was designed to include all HCWs (doctors, nurses, allied health workers and ancillary staff) who were actively involved in patient care since the start of the COVID-19 pandemic in Singapore. Participation in this survey was optional and voluntary (see Supplementary Materials Appendix 1 in the online version of this article). The questionnaire was disseminated via Survey Monkey, an online survey platform (Momentive Inc, San Mateo, US) and was available for a duration of 3 weeks between July and August 2020. At the time of survey, N95 masks used at our institution were the 3M 8210, 3M 1860, 3M 1860S, 3M 8110S and 3M 1870+. The definition of pressure injury was defined using the standard guidelines from the National Pressure Injury Advisory Panel. 4 Relevant data were collected and analysis using SPSS Statistics software version 24 (IBM Corp, Armonk, US). Univariate analysis was done using t-test for normally distributed continuous variables and chi-square test for categorical variables. Spearman's rank-order correlation (ρ) was used for ordinal variables. Multivariate