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Aims: This study compares organizational traits of specialized units as compared to those traits in general wards of Jordanian hospitals. Methods: A comparative research design using a survey method was used to conduct the study. The Revised Nursing Work Index (NWI-R) 1 was used to collect data. A convenience sample of 263 Registered Nurses was recruited from 12 units and nine wards located in nine teaching, governmental, and private hospitals in Jordan; the total response rate was 53%. Findings: Wards were better than units in some organizational traits: having a supervisory staff that is supportive for nurses, having enough Registered Nurses (RNs) to provide quality patient care, working with a nurse manager who is considered as a good leader/manager, working with specialized nurses who provide patient care consultations, and having written and up-to-date nursing care plans for all patients. Conclusions: In all clinical settings in general and in units in particular, positive organizational traits should be established and maintained; these are essential milestones that contribute to positive nurse, patient, and organizational outcomes. Units in particular are in need to establish positive organizational traits, especially using supportive leadership styles, hiring adequate and specialized staff, and promoting staff's autonomy.

Predictive genetic testing for children is charged with controversy since development of the bacterial inhibition to test phenylketonuria by Robert Guthrie in 1960s. Hereditary cancer accounts approximately 5% to 10% of all cancer. Predictive genetic testing to detect cancer risk for children in advance is surrounding with many problems and debates. Through review the opponents and proponents of researchers about this debatable issue, the purpose of this position statement is to argue and support predictive genetic testing for children in order to prevention, early detection, and management of cancer. Predictive genetic test for children to detect hereditary cancer is a very important aspect for primary health care centers that focus on prevention of diseases rather than treatment. Based on this review paper, more need to be done in the areas of health care procedures legislations, disease prevention and community awareness when it comes to fighting cancer disease through any type of these pre-symptomatic procedures like predictive genetic testing for children.

Aims: This study aims at comparing hospitals' organizational traits and nurses and hospitals' characteristics between teaching, governmental, and private hospitals in Jordan, as perceived by Registered Nurses (RNs). Methods: The Revised Nursing Work Index (NWI-R) 1 was used to collect data from a convenience sample of 295 nurses who were employed in two teaching hospitals, four governmental hospitals, and three private hospitals. The total response rate of the current study was 59%. Findings: Significant differences were reported between the three types of hospitals in the following nurses and hospitals' characteristics: shift worked, level of education, ages, average daily census, organizational structures, models of nursing care, decision-making styles, and areas of work. Based on means of the subscales, nurses' autonomy and their control over practice settings were the highest in teaching hospitals but the lowest in private hospitals. The strongest nurse-physician relationships were in governmental hospitals but the weakest were in teaching hospitals. Organizational support for nurses was the highest in teaching hospitals but it was the lowest in private hospitals. Based on the individual items of the scale, F-tests revealed that there were significant differences between the three types of hospitals in some organizational traits. Conclusions: There should be useful managerial tools that help in developing positive organizational traits such as improving nurses' autonomy and nurses' control over practice, enhancing nurse-physician relationships, and enhancing organizational support for nurses. These are considered important traits to produce positive outcomes for nurses, patients, and organizations.

The COVID-19 pandemic changed our lives and psychological health; thus, job stressors are escalating, and they warrant immediate interventions, especially providing social supportive behaviors. This study investigated predictors of job stressors and social supportive behaviors in various Jordanian hospitals during the COVID-19 era. Data were collected utilizing a descriptive cross-sectional study and a convenience snowball sample of 392 nurses from different hospitals in Jordan using an online survey in 2022. This study was consistent with Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. Nurses' job stressors occur "occasionally," and social support behaviors occur "once or twice a month." The highest and lowest nurses' job stressors and social support behaviors were ranked were reported. The GLM yielded that the predictors of nurses' job stressors were social support behaviors and work area; these variables explained 19% of nurses' job stressors variance. The GLM yielded that the predictors of social support behaviors were nurses' job stressors, time commitment, nursing care delivery model, and marital status; these variables explained 20% of social support behaviors variance. There are many novel findings in the current study, as time commitment is a significant correlate of social support behaviors and marital status is a predictor of social support behaviors. Assessing and managing nurses' job stressors, including controlling nurses' workload, are urgently mandated. A staffing policy is needed to promote safe practices and positive patient, nurse, and organizational outcomes.

Background and Aims: The incidence of medication errors is growing and resulting in serious patients' consequences such as hospitalization and death. Worldwide, there is a proliferation of studies about medication errors; however, such studies are absent in Jordan. This is the first nursing study about medication errors in Jordan, and this is one of few international comparative studies about the studied concepts. This study described medication errors in Jordan, as perceived by nurses. Methods: A survey method was used to collect data using the Modified Gladstone's Scale of Medication Errors. A convenient sample of 799 nurses was obtained from three types of hospitals at the Capital Amman and the northern part of Jordan. Findings: Medication errors were high in governmental hospitals as compared to those in teaching hospitals. No differences were found across hospitals in regard to the rate of medication errors. In all hospitals, underreporting was evident; however, nurses in private hospitals seemed to underreport medication errors more than nurses in teaching and governmental hospitals. Nurses in wards were at higher risks to commit medication errors more than nurses in Intensive Care Units (ICUs). There were no differences between nurses in ICUs and those in wards in term of the rate of medication errors. In general, nurses were usually sure when to report medication errors using incident reports; however, ICU nurses were slightly higher than ward nurses in this aspect. Conclusions: High rates of medication errors should encourage the reformation process of health care systems. Recognizing medication errors is the first step to reduce, report, and even eliminate them, especially in acute care settings. Findings pinpoint that nurses have to have staff development about various issues related to medication errors, particularly defining and reporting these errors.

Professional autonomy is critical for nursing practice and professional development. A clear understanding of the professional autonomy concept and its applications in the real world is warranted. This paper clarified the "professional autonomy in nursing" concept using Walker and Avant's method and the PRISMA flowchart and checklist to conduct the current analysis. Five electronic databases were searched: PubMed, ScienceDirect, ProQuest, Web of Science, and CINAHL Plus with Full Text. The search yielded 21 articles on "professional autonomy in nursing" between 2019 and 2023—however, six old articles related to measurement tools or instruments. The elements that characterize "professional autonomy in nursing" fall into four categories: shared leadership, professional skills, inter- and intra-professional collaboration, and a healthy work environment. Professional autonomy in nursing is defined as the professional nurse's competency and innovative performance to determine independent or interdependently nursing activities while conserving accountability for decisions and reflecting advocacy and caring. The consequences of the concept are positive outcomes such as high patient satisfaction with provided care, nurses' accountability, empowerment, a sense of self-efficacy, commitment to the profession, career, and organization, as well as high quality of work. The definitions and measurements of "professional autonomy in nursing" have developed over time, which mandates a continued study and analysis of this concept. It is essential to understand the multidimensional nature of the concept in order to offer professional development programs.