Purpose: This study aimed to determine the mediating effect of leader-member exchange (LMX) on the relationship between nursing unit managers’ethical leadership and nurses’turnover intentions. Methods: A cross-sectional nationwide survey was performed using structured questionnaires. A total of 225 clinical nurses working in general tertiary hospitals were recruited through proportional quota sampling; the quota used represented the location of working hospitals in South Korea. Data were collected through an online survey and snowball sampling from June to September 2022 and analyzed using the SPSS 25.0 program. A mediation analysis was performed using a simple mediation model applying the PROCESS macro with 95% bias-corrected bootstrap confidence interval. Results: In bootstrapping, the indirect effect (X→M→Y) was statistically significant (B=-0.77, 95% CI:-1.02 to -0.50). LMX showed a mediating effect on the relationship between nursing unit managers’ethical leadership and clinical nurses’ turnover intention. In this model, the total effect was B=-0.93 (p<.001). Conclusion These findings suggest that LMX must be considered when making a strategy for nursing retention in the hospital setting. Nursing unit managers with ethical leadership could decrease nurses’ turnover intention by improving the LMX.

Purpose: This study aimed to determine the mediating effect of leader-member exchange (LMX) on the relationship between nursing unit managers’ethical leadership and nurses’turnover intentions. Methods: A cross-sectional nationwide survey was performed using structured questionnaires. A total of 225 clinical nurses working in general tertiary hospitals were recruited through proportional quota sampling; the quota used represented the location of working hospitals in South Korea. Data were collected through an online survey and snowball sampling from June to September 2022 and analyzed using the SPSS 25.0 program. A mediation analysis was performed using a simple mediation model applying the PROCESS macro with 95% bias-corrected bootstrap confidence interval. Results: In bootstrapping, the indirect effect (X→M→Y) was statistically significant (B=-0.77, 95% CI:-1.02 to -0.50). LMX showed a mediating effect on the relationship between nursing unit managers’ethical leadership and clinical nurses’ turnover intention. In this model, the total effect was B=-0.93 (p<.001). Conclusion These findings suggest that LMX must be considered when making a strategy for nursing retention in the hospital setting. Nursing unit managers with ethical leadership could decrease nurses’ turnover intention by improving the LMX.

Purpose: This study aimed to determine the mediating effect of leader-member exchange (LMX) on the relationship between nursing unit managers’ethical leadership and nurses’turnover intentions. Methods: A cross-sectional nationwide survey was performed using structured questionnaires. A total of 225 clinical nurses working in general tertiary hospitals were recruited through proportional quota sampling; the quota used represented the location of working hospitals in South Korea. Data were collected through an online survey and snowball sampling from June to September 2022 and analyzed using the SPSS 25.0 program. A mediation analysis was performed using a simple mediation model applying the PROCESS macro with 95% bias-corrected bootstrap confidence interval. Results: In bootstrapping, the indirect effect (X→M→Y) was statistically significant (B=-0.77, 95% CI:-1.02 to -0.50). LMX showed a mediating effect on the relationship between nursing unit managers’ethical leadership and clinical nurses’ turnover intention. In this model, the total effect was B=-0.93 (p<.001). Conclusion These findings suggest that LMX must be considered when making a strategy for nursing retention in the hospital setting. Nursing unit managers with ethical leadership could decrease nurses’ turnover intention by improving the LMX.

Purpose: This study aimed to determine the mediating effect of leader-member exchange (LMX) on the relationship between nursing unit managers’ethical leadership and nurses’turnover intentions. Methods: A cross-sectional nationwide survey was performed using structured questionnaires. A total of 225 clinical nurses working in general tertiary hospitals were recruited through proportional quota sampling; the quota used represented the location of working hospitals in South Korea. Data were collected through an online survey and snowball sampling from June to September 2022 and analyzed using the SPSS 25.0 program. A mediation analysis was performed using a simple mediation model applying the PROCESS macro with 95% bias-corrected bootstrap confidence interval. Results: In bootstrapping, the indirect effect (X→M→Y) was statistically significant (B=-0.77, 95% CI:-1.02 to -0.50). LMX showed a mediating effect on the relationship between nursing unit managers’ethical leadership and clinical nurses’ turnover intention. In this model, the total effect was B=-0.93 (p<.001). Conclusion These findings suggest that LMX must be considered when making a strategy for nursing retention in the hospital setting. Nursing unit managers with ethical leadership could decrease nurses’ turnover intention by improving the LMX.

Neurofibromatosis type 2 (NF2) is an autosomal dominant disease characterized by bilateral vestibular schwannomas and other central nervous tumors such as meningiomas and spinal ependymomas. Symptoms vary according to the age at diagnosis and the location of these tumors. The diagnostic criteria of NF2 have been regularly revised and recently updated in 2022 with a new nomenclature “NF2-related schwannomatosis” to differentiate NF2 from other schwannoma predisposing disorders, such as SMARCB1 (SWI/SNF-related, matrix-associated, actin-dependent regulator of chromatin, subfamily b, member 1)-, LZTR1 (leucine zipper-like transcription regulator 1)-, and 22q-related schwannomatosis. Addition to the clinical features, genetic testing for pathogenic variants in these genes became an important essence to support diagnosis of NF2 and other schwannomatosis, including mosaic conditions.

Neurofibromatosis type 2 (NF2) is an autosomal dominant disease characterized by bilateral vestibular schwannomas and other central nervous tumors such as meningiomas and spinal ependymomas. Symptoms vary according to the age at diagnosis and the location of these tumors. The diagnostic criteria of NF2 have been regularly revised and recently updated in 2022 with a new nomenclature “NF2-related schwannomatosis” to differentiate NF2 from other schwannoma predisposing disorders, such as SMARCB1 (SWI/SNF-related, matrix-associated, actin-dependent regulator of chromatin, subfamily b, member 1)-, LZTR1 (leucine zipper-like transcription regulator 1)-, and 22q-related schwannomatosis. Addition to the clinical features, genetic testing for pathogenic variants in these genes became an important essence to support diagnosis of NF2 and other schwannomatosis, including mosaic conditions.

Purpose: This study aimed to provide a theoretical basis for the handoff communication of operating room (OR) nurses by defining and organizing the concept behind it. Methods: For this study, we analyzed five articles found through a literature search using Walker and Avant’s conceptual analysis. Results: An analysis of OR nurses’ handoff communication shows that its antecedents include individual competencies, performance experience, improving interpersonal relationships, securing the OR environment, and the existence of relevant protocols. Additionally, effective handoff communication possesses attributes such as conciseness and accuracy of verbal communication, the ability to convey information concisely and accurately, OR resource availability and risk factors, timeliness of communication, and structured handoff communication protocols related to surgeries. These factors improve patient safety and result in the consistent communication of patient information, improved teamwork, and increased work efficiency. Conclusion This study can enhance the understanding of handoff communication among perioperative nurses and be used to help develop a systematic protocol. Additionally, it can serve as a foundation for constructing a theory of handoff communication and for formulating guidelines specific to the OR.

Purpose: This study aimed to provide a theoretical basis for the handoff communication of operating room (OR) nurses by defining and organizing the concept behind it. Methods: For this study, we analyzed five articles found through a literature search using Walker and Avant’s conceptual analysis. Results: An analysis of OR nurses’ handoff communication shows that its antecedents include individual competencies, performance experience, improving interpersonal relationships, securing the OR environment, and the existence of relevant protocols. Additionally, effective handoff communication possesses attributes such as conciseness and accuracy of verbal communication, the ability to convey information concisely and accurately, OR resource availability and risk factors, timeliness of communication, and structured handoff communication protocols related to surgeries. These factors improve patient safety and result in the consistent communication of patient information, improved teamwork, and increased work efficiency. Conclusion This study can enhance the understanding of handoff communication among perioperative nurses and be used to help develop a systematic protocol. Additionally, it can serve as a foundation for constructing a theory of handoff communication and for formulating guidelines specific to the OR.

Neurofibromatosis type 2 (NF2) is an autosomal dominant disease characterized by bilateral vestibular schwannomas and other central nervous tumors such as meningiomas and spinal ependymomas. Symptoms vary according to the age at diagnosis and the location of these tumors. The diagnostic criteria of NF2 have been regularly revised and recently updated in 2022 with a new nomenclature “NF2-related schwannomatosis” to differentiate NF2 from other schwannoma predisposing disorders, such as SMARCB1 (SWI/SNF-related, matrix-associated, actin-dependent regulator of chromatin, subfamily b, member 1)-, LZTR1 (leucine zipper-like transcription regulator 1)-, and 22q-related schwannomatosis. Addition to the clinical features, genetic testing for pathogenic variants in these genes became an important essence to support diagnosis of NF2 and other schwannomatosis, including mosaic conditions.

Purpose: This study aimed to provide a theoretical basis for the handoff communication of operating room (OR) nurses by defining and organizing the concept behind it. Methods: For this study, we analyzed five articles found through a literature search using Walker and Avant’s conceptual analysis. Results: An analysis of OR nurses’ handoff communication shows that its antecedents include individual competencies, performance experience, improving interpersonal relationships, securing the OR environment, and the existence of relevant protocols. Additionally, effective handoff communication possesses attributes such as conciseness and accuracy of verbal communication, the ability to convey information concisely and accurately, OR resource availability and risk factors, timeliness of communication, and structured handoff communication protocols related to surgeries. These factors improve patient safety and result in the consistent communication of patient information, improved teamwork, and increased work efficiency. Conclusion This study can enhance the understanding of handoff communication among perioperative nurses and be used to help develop a systematic protocol. Additionally, it can serve as a foundation for constructing a theory of handoff communication and for formulating guidelines specific to the OR.