Peer review is an essential part in ensuring the quality of papers published in scientific journals. Good reviews are beneficial for both authors and journal editors by providing authors with the opportunity to improve their manuscripts and editors with valuable comments to aid themselves to make their decisions. Despite a plethora of research articles on general guidelines for peer reviewing, it is difficult to find papers on English expressions peer reviewers can use, in particular for nonnative English-speaking peer reviewers. Therefore, this article provides “downto-earth” guidance for non-native English-speaking reviewers to construct better quality reviews. To this end, I suggest useful English expressions to help peer reviewers, whose mother tongue is not English, enhance the quality of their reviews.

Peer review is an essential part in ensuring the quality of papers published in scientific journals. Good reviews are beneficial for both authors and journal editors by providing authors with the opportunity to improve their manuscripts and editors with valuable comments to aid themselves to make their decisions. Despite a plethora of research articles on general guidelines for peer reviewing, it is difficult to find papers on English expressions peer reviewers can use, in particular for nonnative English-speaking peer reviewers. Therefore, this article provides “downto-earth” guidance for non-native English-speaking reviewers to construct better quality reviews. To this end, I suggest useful English expressions to help peer reviewers, whose mother tongue is not English, enhance the quality of their reviews.

PURPOSE: This study was aimed to evaluate the methodological issues and comprehensiveness of workplace bullying instruments and to suggest a taxonomy of psychological abuse. METHODS: Nineteen instruments applied in health care organizations and 469 questionnaire items mainly regarding psychological abuse were collected through a literature review. Three researchers classified the questionnaire items according to a “taxonomy of psychological abuse in the workplace.” RESULTS: Many instruments of workplace bullying were developed in the 2000s using a reflective measurement model, but their psychometric property was not sufficient and the measurement model is questioned. Based on the questionnaire items, the “taxonomy of psychological abuse in the workplace” was modified by adding two new subcategories (unachievable work and unfair treatment) and clarifying some operational definitions. According to the modified taxonomy of 11 (sub)categories, the reviewed instruments assessed 6.5 (sub)categories on average. No instrument measured all (sub)categories. Category 4.2 (disrespect, humiliation, and rejection of the person) was measured in all instruments, followed by Categories 5 (professional discredit and denigration) and 1.2 (social isolation) behaviors. CONCLUSION: The current instruments are not comprehensive enough. It is suggested that the modified taxonomy is verified and guide more reliable and inclusive instruments in the future. Furthermore, a formative measurement model, which defines a bullying as an inventory of different types of behaviors, should be used.
Aggression ; Bullying* ; Classification* ; Delivery of Health Care* ; Hostility ; Psychometrics ; Surveys and Questionnaires

Due to the increase in elderly population, there has been an increase in number of patients with dysphagia in the community. Dysphagia results in aspiration pneumonia and complications such as malnutrition, dehydration in the elderly. These complications increase the hospital admission rates and are often the cause of death. For this reason, the goal of healthcare for elderly with dysphagia living in the community is to select elderly with dysphagia by early screening, maintain adequate nutritious status and prevent future complications. The families of dysphagia elders should be educated and supported in order to successfully care for these patients at home. Severe cases of elderly with dysphagia are to receive health professional service in conjunction with the services from hospital based home care medical center. It also requires governance support so that health professionals such as speech language pathologists will care for dysphagia patients in home.
Aged* ; Cause of Death ; Deglutition Disorders* ; Dehydration ; Delivery of Health Care ; Health Occupations ; Home Care Services* ; Home Care Services, Hospital-Based ; Humans ; Malnutrition ; Mass Screening ; Pneumonia, Aspiration

Purpose: The purpose of this study is to identify the educational needs of virtual reality simulations that can be applied to novice nurses during the waiting period before starting work in a hospital. Methods: A convergent mixed methods was used. The survey data were collected from 230 novice nurses, and a focus group interview was conducted with 6 new nurses. The data were collected from November 2022 to January 2023. Descriptive statistics, a frequency analysis, independent t-test, and an Importance-Performance Analysis were performed using SPSS 24.0. Results: Appropriate topics for virtual reality simulation education were indicated to be medications and intravenous injections, which are high priority topics in quantitative and qualitative research. The novice nurses wanted group activity training three to four times a week for two weeks before beginning work in a hospital. They also wanted an immersive virtual reality system based on a real hospital environment. Conclusion Based on the above results, this study provides basic data for the development of a virtual reality simulation education that can improve the adaptation of novice nurses to clinical practice. A strategy was suggested to utilize the waiting time before beginning work in a hospital as educational time.

Purpose: This study aimed to investigate the relationship between socio-cognitive mindfulness, job stress, social support, and turnover intention among general hospital nurses and identify the factors influencing nurses’ turnover intention. Methods: A descriptive survey was conducted among 218 nurses from five general hospitals located in G metropolitan city. The participants completed a questionnaire measuring the study variables, and the data were analyzed using t-tests, ANOVA, Pearson’s correlation coefficient, and hierarchical multiple regression analysis in SPSS/WIN 28.0. Results: Significant differences were found in turnover intention by gender (t=-2.12, p=.036), family type (t=-3.09, p=.002), work department (F=7.01, p<.001), and work type (t=2.55, p=.011). Socio-cognitive mindfulness was positively related to social support (r=.331, p<.001), and turnover intention was positively related to job stress (r=.347, p<.001). The factors influencing nurses’ turnover intention included job stress (β=.317, p<.001), work department (artificial kidney room: β=-.287, p=.004; emergency room: β=-.219, p=.015), social support (β=-.183, p=.005), and work type (shift work: β=.170, p=.036), respectively. These factors explained 23.4% of the variance. Conclusion The findings indicate the need to develop programs to effectively cope with job stress and implement mentoring systems or psychological support programs to reduce turnover intention among nurses at the organizational level.

Purpose: This study aimed to investigate the relationship between socio-cognitive mindfulness, job stress, social support, and turnover intention among general hospital nurses and identify the factors influencing nurses’ turnover intention. Methods: A descriptive survey was conducted among 218 nurses from five general hospitals located in G metropolitan city. The participants completed a questionnaire measuring the study variables, and the data were analyzed using t-tests, ANOVA, Pearson’s correlation coefficient, and hierarchical multiple regression analysis in SPSS/WIN 28.0. Results: Significant differences were found in turnover intention by gender (t=-2.12, p=.036), family type (t=-3.09, p=.002), work department (F=7.01, p<.001), and work type (t=2.55, p=.011). Socio-cognitive mindfulness was positively related to social support (r=.331, p<.001), and turnover intention was positively related to job stress (r=.347, p<.001). The factors influencing nurses’ turnover intention included job stress (β=.317, p<.001), work department (artificial kidney room: β=-.287, p=.004; emergency room: β=-.219, p=.015), social support (β=-.183, p=.005), and work type (shift work: β=.170, p=.036), respectively. These factors explained 23.4% of the variance. Conclusion The findings indicate the need to develop programs to effectively cope with job stress and implement mentoring systems or psychological support programs to reduce turnover intention among nurses at the organizational level.

Purpose: This study aimed to investigate the relationship between socio-cognitive mindfulness, job stress, social support, and turnover intention among general hospital nurses and identify the factors influencing nurses’ turnover intention. Methods: A descriptive survey was conducted among 218 nurses from five general hospitals located in G metropolitan city. The participants completed a questionnaire measuring the study variables, and the data were analyzed using t-tests, ANOVA, Pearson’s correlation coefficient, and hierarchical multiple regression analysis in SPSS/WIN 28.0. Results: Significant differences were found in turnover intention by gender (t=-2.12, p=.036), family type (t=-3.09, p=.002), work department (F=7.01, p<.001), and work type (t=2.55, p=.011). Socio-cognitive mindfulness was positively related to social support (r=.331, p<.001), and turnover intention was positively related to job stress (r=.347, p<.001). The factors influencing nurses’ turnover intention included job stress (β=.317, p<.001), work department (artificial kidney room: β=-.287, p=.004; emergency room: β=-.219, p=.015), social support (β=-.183, p=.005), and work type (shift work: β=.170, p=.036), respectively. These factors explained 23.4% of the variance. Conclusion The findings indicate the need to develop programs to effectively cope with job stress and implement mentoring systems or psychological support programs to reduce turnover intention among nurses at the organizational level.

Purpose: This study aimed to investigate the relationship between socio-cognitive mindfulness, job stress, social support, and turnover intention among general hospital nurses and identify the factors influencing nurses’ turnover intention. Methods: A descriptive survey was conducted among 218 nurses from five general hospitals located in G metropolitan city. The participants completed a questionnaire measuring the study variables, and the data were analyzed using t-tests, ANOVA, Pearson’s correlation coefficient, and hierarchical multiple regression analysis in SPSS/WIN 28.0. Results: Significant differences were found in turnover intention by gender (t=-2.12, p=.036), family type (t=-3.09, p=.002), work department (F=7.01, p<.001), and work type (t=2.55, p=.011). Socio-cognitive mindfulness was positively related to social support (r=.331, p<.001), and turnover intention was positively related to job stress (r=.347, p<.001). The factors influencing nurses’ turnover intention included job stress (β=.317, p<.001), work department (artificial kidney room: β=-.287, p=.004; emergency room: β=-.219, p=.015), social support (β=-.183, p=.005), and work type (shift work: β=.170, p=.036), respectively. These factors explained 23.4% of the variance. Conclusion The findings indicate the need to develop programs to effectively cope with job stress and implement mentoring systems or psychological support programs to reduce turnover intention among nurses at the organizational level.