Our findings add to increasing international evidence that nurses' poor working conditions result in negative outcomes for professionals, patients and health systems. Policymakers need to be aware of the issues regarding nurses' extended work hours, which has been found to contribute to burnout. Urgently, nurse and health administrators need to develop and implement appropriate nursing overtime policies and strategies to help reduce this phenomenon, including measures to overcome the nursing shortage.

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Aim To develop and test the first causal model of thriving at work in Chinese nurses. Background Nurses’ ability to thrive at their work is critical to retain qualified nurses and meet the needs of a constantly changing health environment. However, this is a poorly researched area. Introduction Thriving at work refers to the feeling of vitality and learning at work, which are evidenced to be solidly associated with nurses' development. Only a few factors have been explored regarding the effects of thriving at work. Methods A cross‐sectional study was undertaken using stratified random sampling. This involved 565 nurses from five general hospitals in Dali city, Yunnan Province, People's Republic of China. Data were collected from April to September 2019 using seven instruments. The model was constructed and tested using the Analysis of Moment Structure program and reported using the STROBE checklist. Results All model variables provided direct and indirect effects to the outcome. The final model fitted the empirical data with acceptable indices. Discussion Predicting variables of workplace mindfulness, authentic leadership, workplace violence, organizational justice and years of experience were found to affect thriving at work directly and indirectly. Psychological capital and perceived organizational support mediated the effects between predicting variables to the outcome. Conclusion and Implications for nursing and health policy Recommendations for nursing and health leaders are provided to improve nurses’ thriving at work by building fair, supportive, and safe working environments, improving head nurses’ authentic leadership and cultivating nurses’ mindfulness. Policies need to be promulgated to improve and regulate the nurse–patient ratio and to eliminate violence against Chinese nurses.

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Universities can make a significant contribution to improve population health through encouraging faculty members and universities to focus on health promotion, using a health-promoting framework. This qualitative study explored factors influencing the development of a health-promoting nursing faculty in a Thai university. Data were collected via in-depth interviews of 15 nursing academics and four academic support staff, and fieldwork observations. Data were analyzed using Spradley's ethnographic approach. Findings included informants perceiving that the achievement of a health-promoting educational organization is dependent on a number of contexts, including the presence of the national health policy regarding health promotion, the policies and actions of a university, faculty administrative contexts, organizational culture, ThaiHealth actions and support, profession-related factors, time limitations, the physical environment, and personal factors. Moreover, the development of health-promoting faculty within nursing should be based on the existing support in a university and faculty. Factors impeding such development must determine whether health promotion and well-being are to be achieved as a foundation for faculty work, and the mission of a university within a healthy settings approach.

Objectives: A surgical safety checklist has been a globally implemented and mandated adoption in several countries. However, its use is not mandatory in Thailand. This study aimed to evaluate the perceptions of surgical personnel on surgical complications and safety and to examine the satisfaction and barriers of surgical safety checklist implementation.Methods: A survey study was performed between November 2013 and February 2015 in 61 Thai hospitals. A questionnaire capturing demographics, perceptions related to surgical complications and safety, and the satisfaction and barriers of surgical safety checklist implementation was distributed to surgical personnel.Results: A total of 2024 surgical personnel were recruited. Nearly all of them reported experience or knowledge of an adverse surgical event (99.6%). Most thought that it could be preventable (98.2%) and quality care improvement could help reduce the occurrence of adverse events (97.7%). Overall, respondents reported a high level of satisfaction with the checklist (mean[SD] = 3.79[0.71]). The three areas of highest satisfaction were benefit to the patient (mean [SD] = 4.11[0.69]), benefit to the organization (mean [SD] = 4.05[0.68]), and reduction in adverse events (mean [SD] = 4.02[0.69]). Overall, the barrier for implementation of the checklist was rated as moderate (mean[SD] = 2.52[0.99]). However, the means of barriers in each period, sign in, time out, and sign out, were rated as low (means [SD] = 2.41[1.07], 2.50[1.03], and 2.34[1.01], respectively). Conclusions:The data document that the satisfaction with the checklist are fairly high. However, some barriers were identified. Efforts to increase understanding through more rigorous policy enforcement and strategic support may lead to improving the checklist implementation.

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