The Impact of Professional Holistic Competence, Professional Pride, and Organizational Spirituality on Quiet Quitting Among Intensive Care Nurses

Condition(s) studied

Study summary

The study aims to examine the impact of professional holistic competence, pride, and organizational spirituality on quiet quitting among intensive care nurses.

Eligibility

Primary outcome measure(s)

• Nursing Profession Pride Scale — 1 days
  Nursing Profession Pride Scale: Developed by JaeHee et al. (2020) to measure levels of professional pride among nurses. The scale consists of 27 items and five sub-dimensions. Items are rated on a five-point Likert-type scale (1 = strongly disagree, 2 = disagree, 3 = undecided, 4 = agree, 5 = strongly agree). Total scores range from 27 to 135, with higher scores indicating a higher level of professional pride. The overall Cronbach's alpha coefficient of the scale is 0.92, while the coefficients for the sub-dimensions range from 0.74 to 0.85. The scale was adapted into Turkish by Aydin et al. in 2022; the content validity index was determined to be 0.95, and the Cronbach's alpha value was found to be 0.89.
• The Professional Holistic Competence Scale — 1 days
  The Professional Holistic Competence Scale is a 7-point Likert-type scale developed by Takase and Teraoka (2011). It was adapted into Turkish by Aydin and Hicdurmaz in 2019. The scale consists of two sections, five subscales, and a total of 36 items. The first section (A) contains only the 'General Ability' subscale, which comprises questions regarding general behaviors-not as a nurse, but as an individual. This section consists of seven items in total, scored from 1 (never) to 7 (always). The second section (B) measures competence as a nurse and comprises four subscales: 'Staff Education and Management', 'Ethics-Oriented Practice', 'Nursing Care in the Team', and 'Professional Development'. This section (B) consists of 29 items scored from 1 (not at all competent) to 7 (highly competent). The scale contains no reverse-scored items or cut-off points. The final scale score is determined by simply summing the subscale scores. Higher subscale scores indicate a higher level of general hol
• Organizational Spirituality Scale — 1 days
  Organizational Spirituality Scale: This scale, comprising 21 items across three dimensions, was developed by Milliman et al. (2003) to assess the level of organizational spirituality. It was adapted into Turkish by Çakıroğlu and Aydoğan in 2021, and its reliability coefficient was determined to be 0.88. The scale utilizes a five-point Likert-type rating system with the following response options: 1: Strongly disagree, 2: Disagree, 3: Partially agree, 4: Agree, and 5: Strongly agree.
• Quiet Quitting Scale — 1 days
  Quiet Quitting Scale: Developed by Anand et al. The scale consists of 7 items and a single dimension. It is designed as a 5-point Likert-type scale (1 = strongly disagree/never; 5 = strongly agree/very frequently). The scale contains no reverse-scored items. Higher scores indicate higher levels of "quiet quitting" behavior. The Turkish adaptation of the scale was conducted by Yıldız et al. in 2024; the Cronbach's alpha coefficient was found to be 0.81, the intraclass correlation coefficient for the total score was 0.91, and the Spearman-Brown coefficient for split-half reliability was 0.80.

Trial sites (1)

More Bilecik Seyh Edebali Universitesi trials in Turkey

Other trials for the same condition