Aims We aim to study the effect of role overload, work engagement and perceived organisational support on nurses' job performance, including task performance, interpersonal facilitation and job dedication. Background Many nurses have suffered from role overload at work during the COVID‐19 pandemic. However, the investigations of the influence mechanisms and boundary conditions through and under which role overload is associated with job performance have shown inconsistent results. Methods A total of 595 Chinese nurses were studied from November 2020 to February 2021. Confirmatory factor analysis, maximum likelihood estimation and bootstrapping analysis were used to test the mediating process and the moderating effect. Results Work engagement partly mediated the relationships of role overload with task performance (β = −.253, p < .001, 95% CI: [−.315, −.204]) and interpersonal facilitation (β = −.202, p < .001, 95% CI: [−.261, −.145]); work engagement also fully mediated the relationship between role overload and job dedication (β = −.239, p < .001, 95% CI: [−.302, −.186]). Perceived organisational support moderated the relationships of role overload with task performance, interpersonal facilitation and work dedication (β = −.171, p < .001, β = −.154, p < .001 and β = −.175, p < .001, respectively). Conclusions Work engagement is the linchpin linking role overload to distal outcomes of job performance. Perceived organisational support mitigates the ways in which role overload undermines job performance. Implications for Nursing Management Hospital administrators can minimize the effects of role overload and create a more supportive organisational environment to promote the job performance of nurses.

Aim: To explore the relationship between ethical climate (EC) and nurses' service behaviours (SB) and examine the moderating effect of nurses' employment type.Background: As most public hospitals in China implement the "dual-track system" of nurses' employment, the two different types of nurses, contract-employed nurses and state-employed nurses, receive the different pay for the same work, which results in they providing different SB. It has become critical for hospital administrators and nursing managers to understand better the state of two groups of nurses and to find an effective method to improve the service level of the nursing workforce. Design: Stepwise multiple regression analyses of survey data collected in June andJuly 2017 from Chinese nurses employed in three tertiary hospitals.Methods: Chinese nurses (298 of 350 [85.1%]) were interviewed using the Ethical Climate Scale and Nurses' Service Behaviour Scale. Data were analysed statistically using descriptive statistics, confirmatory factor analysis, correlation coefficients (Pearson), two-tailed t-test and stepwise multiple regression analyses were conducted to test the proposed hypotheses. Data were analysed using SPSS and AMOS.Results: There were statistically significant correlations between EC and nurses' extra-role service behaviour (ERSB) and overall service behaviour and nurses' employment type moderated the proposed relationships.Conclusion: Healthcare institutions should pay more attention to cultivate EC and implement new incentive mechanism to better stimulate nurses to provide ERSB. K E Y W O R D S employment type, ethical climate, extra-role service behaviour, nurse, role-prescribed service behaviour

Background: The three-dimensional model of nurses’ moral sensitivity has typically been studied using a variable-centered rather than a person-centered approach, preventing a more complete understanding of how these forms of moral sensitivity are expressed as a whole. Latent profile analysis is a person-centered approach that classifies individuals from a heterogeneous population into homogeneous subgroups, helping identify how different subpopulations of nurses use distinct combinations of different moral sensitivities to affect their service behaviors. Objective: Latent profile analysis was used to identify three distinct profiles of nurses’ moral sensitivity. Associations of the profiles with service behaviors were then examined. Methods: Five hundred twenty-five nurses from three tertiary hospitals in China were investigated with Moral Sensitivity Questionnaire and Nurses’ Service Behavior Scale. Latent profile analysis was used to analyze the data. Ethical considerations: Approval was obtained from the Ethics committee for biomedical research of Medical College, the Hebei University of Engineering. Results: A three-profile moral sensitivity model provided the best fit to the data. The resulting profiles were low moral sensitivity, moderate moral sensitivity, and high moral sensitivity. There were significant differences in service behaviors among different profiles of moral sensitivity. Conclusion: The results provide a new and expanded view of nurses’ moral sensitivity, which may be used to monitor nurses’ service behaviors comprehensively and to evaluate nursing ethics management strategies.

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Aim To deepen our research on how to develop a more positive life purpose, this study investigates the role of protégés’ self‐concordance and mentor feedback environment in shaping protégés’ life purpose. Method This study was a cross‐sectional study using a sample of nurses. 700 valid questionnaires were collected. Jamovi and Process Macro were used for analysis. Results The positive association between self‐concordance and protégés’ life purpose is stronger when mentor feedback environment is high than when mentor feedback environment is low. Conclusion Protégés’ life purpose can be enhanced by self‐concordance, especially for protégés who work in supportive mentor feedback environment. Implications for nursing management It is important to build a supportive mentor feedback environment. Further, protégés should promote the transformation of extrinsic motivation to intrinsic motivation.