Objective:To understand the unmet needs of breast cancer survivors and to analyze the influencing factors of unmet need for breast cancer survivors, and to provide evidence for the development of intervention programs to reduce the unmet needs of breast cancer survivors.Methods:A total of 360 breast cancer survivors were surveyed using the Breast Cancer Survivors Unmet Needs Scale to observe the overall score of unmet need for breast cancer survivors, breast cancer survivor scores in different situations, and breast cancer survivors. Factors that were not met by the demand.Results:The overall score of unmet need for breast cancer survivors was (291.18±8.48). The highest score of symptom burden was (125.12±1.57) and the score was 89.37%. There were significant differences in the scores of breast cancer survivors of different ages, marital status, medical insurance forms, affected side, surgical methods, education, occupation, family income, and disease stage( t/ F value was 8.633-294.629, P<0.01). The unaffected factors of breast cancer survivors were education, age, family income, and occupation. The degree of the dependent variable was 36.4%. Conclusions:Breast cancer survivors have a high level of unmet need, and are affected by education, age, family income, and occupation.

Objective:To construct a Nurses′ Growth Mindset Assessment Scale, and to test the reliability and validity of the scale, so as to provide an assessment tool for accurately assessing nurses′growth mindset ability.Methods:From June to October 2021, taking the growth mindset theory as the research framework, at the same time, the related researches on the growth mindset were reviewed and analyzed, the item pool of the scale was comprehensively constructed, and the formal version of the scale was formed through factor analysis, Delphi method and other research methods. A total of 578 nurses from Qilu Hospital of Shandong University and Shandong Provincial Hospital were investigated to test the reliability and validity of the scale by simple sampling method.Results:The constructed formal scale consisted of 31 items and 3 dimensions. The 3 dimensions were self-awareness, attitude towards challenges and resilience to setbacks. The cumulative variance contribution rate was 65.954%. The Cronbach′s alpha coefficient was 0.926, and the Spearman-Brown split-half reliability coefficient was 0.750.Conclusions:Nurses′ Growth Mindset Assessment Scale has good reliability and validity, and can be used to evaluate the nurses′ growth mindset ability.

Objective To establish CRRT nursing quality evaluation index system based on the structure-process-outcome theory, so as to guide clinical nursing and evaluate CRRT nursing quality. Methods Based on structure-process-outcome theory,the evaluation index system was established by literature review,expert group discussion, Delphi method and semi-structural interviews with 10 nursing staff. Results The returning rates of questionnaires in the first and second round expert consultation were 94.29％(33/35) and 97.14％(34/35), respectively. The authority coefficient of the experts was 0.89, and the coordination coefficient of experts' opinion was 0.294. The program included 3 first indexes, 15 second index and 73 items. Conclusions The result of the study can provide evaluation for the clinical nursing operation.

Objective To investigate and analyze the level of the transition shock of newly graduated nurses, and to provide the basis for improving measures to accelerate the transition period of new nurses. Methods A total of 824 new nurses coming from Shandong Province and Heilongjiang Province were recruited and investigated with the Transition Shock of Newly Graduated Nurses Scale ( TSNGNS) . To observe scores of transition shock in new nurses,scores of different conditions in new nurses and influencing factors on transition shock in new nurses. Results The scores of transition shock of new nurses ranged from 85 to 135. The score of physical were the highest of all (28. 96 ± 1. 851), with a percentage of 96. 53%. There were significant differences in different ages, working time, education levels, hospital areas and pre-service training time ( F/t=14. 715, 53. 742, 28. 792, 6. 911, 31. 829, respectively;P <0. 05). The impact factors of transition shock were working time, hospital area, pre-service time and education level. The degree could explain the dependent variable was 23. 2%. Conclusions The transition shock of new nurse is at a high level, and restrains by working time, education level, the hospital area and pre-service training time.

Objective:To explore the current situation of nurses′growth mindset ability and study its related influencing factors, so as to serve as a reference for improving nurses′ growth mindset ability.Methods:This was a cross-sectional survey, and 310 nurses from 5 tertiary hospitals in Shandong Province, Shanghai City, and Guangdong Province were selected as the survey subjects from April to June 2022 using convenience sampling method. The General Information Questionnaire, the Nurses′ Growth Mindset Assessment Scale, the Psychological Adaptability Self-Assessment Scale, the Chinese Big Five Personality Inventory Brief Version and the Team Psychological Safety Atmosphere Scale were used to investigate the growth mindset ability of nurses and its influencing factors.Results:Finally, 307 valid questionnaires were collected. There were 46 males and 261 females, aged 20-50 years old. The scores of the Nurses′ Growth Mindset Assessment Scale were (108.89 ± 29.32) points, the scores of the Psychological Adaptability Self-Assessment Questionnaire were 10.0(0.0, 20.0) points, the scores of the Chinese Big Five Personality Inventory Brief Scale were (162.37±43.82) points, and the scores of the Team Psychological Safety Atmosphere Scale were (55.84 ± 15.12) points. The highest education level ( B = 0.028, P = 0.040), professional title ( B = 0.033, P = 0.032), family economic support ( B = 0.025, P = 0.048), Chinese big five personality ( B = 0.039, P = 0.037), team psychological safety atmosphere ( B = 0.600, P<0.001) and psychological adaptability ( B = 0.313, P<0.001) had a significant effect on nurses′ growth mindset ability. Conclusions:The growth mindset ability of nurses is at the upper middle level, and the educational background, professional title, family economic support, personality characteristics, team psychological safety atmosphere and psychological adaptability of nurses are the significant influencing factors. Hospitals, social and health education systems can combine influencing factors to provide a harmonious working atmosphere for nurses, focusing on the improvement of nurses′ academic qualifications and the promotion of professional titles, cultivating nurses′ psychological adaptability, improving nurses′growth mindset ability, and improving the overall quality of the nursing service team.