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Current Trends in Nursing II

Current Trends in Nursing II

Trends in nursing are multifactorial and associated with changes in society, within the nursing profession, and in other professions. Notably, telehealth and remote nursing contribute to successful healthcare delivery for numerous patients and help reduce stress for nurses due to nursing shortages. Nurses can reach patients, monitor their conditions, and interact with them using computers, audio, visual accessories, and telephones—for example, remote patient monitoring systems. Likewise,...

Current Trends in Nursing I

Current Trends in Nursing I

Current trends in nursing include:

The Professional Nurse

The Professional Nurse

Professional nurses are not limited to bedside care and are taking roles of greater responsibility. A nurse should have a knowledge-based practice, including personal, theoretical, procedural, cultural, and reflexive knowledge. Additionally, nurses must be competent in cognitive, technical, interpersonal, and ethical/legal skills. Some of the best attributes of successful nurses include the following:
Communication skills: These are critical characteristics, especially speaking and listening.

Nursing Evaluation

Nursing Evaluation

The evaluation stage signals the end of the nursing process. The nurse gathers evaluative data to assess whether or not the patient has attained the expected results. Whereas the nurse collects data in the nursing assessment to identify the patient's health concerns, the evaluation stage data determines if the indicated health issues are resolved. Evaluative data collection includes two sections: the data acquired to evaluate patient outcomes and the time criteria for data collection.

Nurses' Legal Responsibilities III

Nurses' Legal Responsibilities III

Nurse-to-nurse relationships are legally required to adhere to professional standards, ensuring a respectful and positive working environment. Professional conduct demands that nurses treat all colleagues respectfully and courteously, fostering a productive, supportive workplace. Nurses must actively eliminate bullying, discrimination, and harassment to maintain a safe and inclusive environment.
Cultivating a culture of collaboration and mutual respect among nurses transcends mere enhancement...

Hospitals-II

Hospitals-II

Hospitals provide inpatient and outpatient services. Inpatient services provide care to patients that stay in the hospital for an extended period, ranging from days to months. Examples of inpatient services include intensive care units, hospital wards, or surgeries. Outpatient services provide care to patients who come to a hospital for a diagnostic or treatment but do not stay overnight —for example, diagnostic tests, surgical procedures, or health education.
Nurses that work in...

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Mindfulness in Motion MIM: An Onsite Mindfulness Based Intervention MBI for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

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Exploring Work Experience, Job Satisfaction, Motivation and Intention to Stay Among Gig and Locum Nurses: A Mixed

Yi Shu Kenric Tan¹, Khun Hean Choy², Joko Gunawan¹

¹Alice Lee Centre for Nursing Studies, Yong Loo Lin School of Medicine, National University of Singapore, Singapore.

Journal of Advanced Nursing

|July 10, 2025

Summary

Temporary registered nurses seek gig work for flexibility and pay, but report low job satisfaction and intent to stay. Addressing career growth and stability is key for retention in locum nursing roles.

Keywords:

gig nursing intent‐to‐stay job satisfaction locum nursing mixed methods motivation at work temporary nursing

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Area of Science:

Nursing
Healthcare Management
Organizational Psychology

Background:

Gig and locum nursing roles are increasingly prevalent.
Understanding the experiences of temporary registered nurses is crucial for healthcare systems.

Purpose of the Study:

To examine job satisfaction, motivation, intent to stay, and work experiences of temporary registered nurses in gig or locum roles.
To identify factors influencing temporary nurses' work experiences.

Main Methods:

A two-phase mixed-methods study involving 111 temporary registered nurses.
Phase I: Quantitative cross-sectional survey on job satisfaction, motivation, and intent-to-stay.
Phase II: Qualitative interviews with 20 nurses to explore work experiences.

Main Results:

Temporary nurses reported higher intrinsic job satisfaction than extrinsic, with low scores for career advancement.
Highest motivation was extrinsic, driven by compensation, yet compensation was perceived as unstable.
Nurses expressed low intent to stay, citing flexible schedules, job autonomy, but also impeded professional growth.

Conclusions:

Gig/locum nursing attracts nurses through flexibility, autonomy, and compensation.
Healthcare organizations should consider flexible schedules and job rotation to improve permanent roles.
Digital platforms may enhance engagement and career development for temporary nurses.