These topics for nursing services will provide guidance to managers, particularly to managers of nursing services, in establishing processes to predict nurses' organizational commitment, job satisfaction, performance, intention to leave, and other relevant issues.

This study found that the reasons for organizational silence and organizational cynicism influence the intention of nurses to leave work. The reasons that lead nurses to become silent, to experience cynicism, and to leave work in healthcare environments should be identified. Programs and activities to replace negative ideas with positive ideas should be implemented.

Nurse managers should support nurses who adopt appropriate conflict management strategies and there should be conflict management programmes that can teach appropriate skills to other nurses.

Many participants reported that they had come to accept mobbing incidents and did not lodge any complaints prior to the study. However, they claimed that they will not tolerate mobbing any longer, and will lodge verbal and written complaints.

Aim: The research was methodologically carried out with the purpose of adapting the Individual Innovation Scale to Turkish and testing its validity and reliability. Methods:The research comprised 273 nurses between January 2013 and January 2014 at three hospitals in Erzurum, Turkey. The Individual Innovativeness Scale was used as a data collection tool. While the data were evaluated, group translation and translation-back translation method were applied within the scope of language validity. The Content Validity Index was used for the validity of the scope by consulting expert opinion. Explanatory factor analysis was done for structure validity. The Kaiser-Mayer Olkin and Bartlett test, Basic Component Analysis and Varimax Rotation were used for exploratory factor analysis. For reliability analysis, Cronbach Alpha, item-total correlation tests and test-retest were conducted, and 27% lower and upper quartiles were tested for item discrimination. Results:The Turkish version of the Individual Innovativeness Scale is composed of 18 items and 3 sub-scales. Item total score correlation values of the scale are between .41 and .62, factor loads are between .49 and .75 and the result of test -retest is statistically significant. Cronbach alpha of the scale was found to be .82 in total and between .72 and .80 in sub-scales. Conclusion:As a result of the study, it was determined that the Individual Innovation Scale applied to nursing is a valid and reliable evaluation instrument.

INTRODUCTION: Nurses who are the most active members of health staff should display high level of organizational citizenship behavior in order to provide more efficient health services. Certain factors like nurse and patient satisfaction, motivation and performances of the nurses promote organizational commitment. Nurses' job satisfaction and commitment to institution reduce the rate of job quitting. AIM: This descriptive and also comparative study was carried out to determine organizational citizenship behavior levels of nurses and effective factors. METHOD: Study population included nurses employed in 11 general hospitals with ≥100 bed capacity and located in European Side of Istanbul Personal Information Form and the Organizational Citizenship Level Scale were used for data collection. Approvals of the relevant ethics committee, and related organizations and also participants' consent were obtained. Study data were analyzed by frequency and percentage distributions, ANOVA, Kruskal Wallis, Tukey HSD and t-test with SPSS 11.5 packet software. RESULTS: Nurses were found to display high levels of organizational citizenship behavior. The factors including organizations, age, position, organizational experience, intentional choice of profession, shift, working type, job satisfaction, and intention to leave from organization were found to be effective on certain organizational citizenship behaviors of nurses. CONCLUSION: Study results indicated that organizational citizenship behavior levels of nurses were affected by certain factors.

This descriptive and cross-sectional study included 561 nurses in hospitals located in Istanbul, Turkey. The Patient Safety Questionnaire was used for data collection. The type of hospital and the amount of education nurses obtained about patient safety and quality improvement were positively associated with patient safety culture. Conversely, the type of work unit negatively affected workers' behaviors and adverse event reporting in terms of patient safety culture.

Aim This research was carried out in a descriptive and relationship‐seeking design to examine the effect on the organizational climate of collegial solidarity among the nurses. Background It is important that nurses work in an organizational climate where they can be in solidarity with their colleagues to offer quality service and to deal with all the problems they face. However, the impact of collegial solidarity on the organizational climate is not yet clear enough. Methods This study was performed with a cohort of 333 nurses working in a university hospital in Turkey. Data were collected using the personal information form, the Colleague Solidarity of Nurses’ Scale and the Organizational Climate Scale. The data were evaluated using Cronbach's α coefficient, frequency and percentage distribution, the Pearson product‐moment correlation coefficient and a simple linear regression analysis. Results A relationship was identified between the collegial solidarity among nurses and the organizational climate. We have determined that collegial solidarity effects organizational commitment, teamwork, supportive climate, stress, negative interaction, human relations, job satisfaction, hierarchy, and the communication and innovative climate. Conclusion Collegial solidarity among nurses has effects on the organizational climate. Implication for nursing policy and health policy It is recommended that executive nurses support the colleague solidarity between nurses in healthcare settings, in particular by reducing stress in nurses, strengthening teamwork and communication and, thus, making the organizational climate more positive.