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Yayınlar
- MakaleAçık Erişim2026Scopus SJRQ1Nurses’ Workplace Discrimination Experiences and Their Reflections on Career Development: A Qualitative Study
Koroglu Kaba, Nagihan; Apaydin, Emine; Kulakaç, Nurşen
Aim: This study was conducted to examine how nurses experience discriminatory behaviors in the workplace and how these experiences are reflected in their career development. Background: Although discrimination constitutes a significant challenge in nurses’ professional lives, qualitative research examining how these experiences influence their career development processes remains limited. Methods: This phenomenological study was conducted with nurses working in a public hospital in Turkey. Semi-structured individual interviews were conducted with 21 nurses during the study. Participants were selected from various clinical settings through purposive sampling. Data were analyzed using Colaizzi's seven-step content analysis method. Ethics committee approval was obtained for this study. The Consolidated Criteria for Reporting Qualitative Research checklist guided the study reporting. Results: Five main themes with seven subthemes emerged: (1) Discrimination Experiences (types of discrimination, sources of discrimination, emotions/feelings), (2) Reporting Behavior (decision and consequences of reporting, reasons for not reporting), (3) Impact of Discrimination on Career Development (supportive effect, hindering effect), (4) Coping Strategies, and (5) Suggestions for Preventing Discrimination. Discussion: These themes highlight that discrimination is a multidimensional phenomenon and that holistic approaches must be developed at emotional, structural, professional, and institutional levels to cope with it. Conclusion: For some nurses, discrimination acts as a transformative process that supports career development, while for others, it represents a significant barrier to professional advancement. Implications for Nursing/Nursing Policy: The findings highlight the need to strengthen reporting mechanisms, establish a supportive work culture, and implement inclusive institutional policies that promote career development.
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İncele - MakaleYalnız künye2026Scopus SJRQ1Perceived Organizational Support and Nurses' Job Performance: The Indirect Roles of Burnout and Quiet Quitting
Koroglu Kaba, Nagihan; Taskiran Eskici, Gülcan; Tiryaki Sen, Hanife
Perceived organizational support is an important organizational resource that may shape nurses' psychological well-being, workplace engagement, and performance-related outcomes. This study examined the relationship between perceived organizational support and nurses' job performance and explored whether burnout and quiet quitting showed indirect associations consistent with mediation. A cross-sectional correlational study was conducted in a tertiary university hospital in the Black Sea Region of Türkiye. Of 980 eligible nurses, 439 responded (response rate: 44.8%); after excluding 14 questionnaires, 425 nurses were included in the final analysis, representing 43.4% of the eligible population. Data were collected using standardized instruments measuring perceived organizational support, burnout, quiet quitting, and individual work performance. Descriptive statistics, Pearson correlation analysis, and multiple mediation analysis using Hayes' PROCESS macro were performed. Perceived organizational support was positively correlated with job performance (r = 0.27, p < 0.001) and negatively correlated with burnout (r = −0.47, p < 0.001) and quiet quitting (r = −0.37, p < 0.001). Burnout (r = −0.31, p < 0.001) and quiet quitting (r = −0.31, p < 0.001) were negatively correlated with job performance. The total effect of perceived organizational support on job performance was significant (b = 0.23, β = 0.27, p < 0.001). The direct association between perceived organizational support and job performance remained significant even after accounting for burnout and quiet quitting (b = 0.10, β = 0.12, p = 0.025). Significant indirect associations were observed through burnout (b = 0.07, β = 0.08, 95% CI = 0.03–0.12) and quiet quitting (b = 0.06, β = 0.07, 95% CI = 0.03–0.09). These findings suggest that supportive organizational environments may be associated with higher job performance among nurses by reducing burnout and quiet quitting. Given the cross-sectional design, these findings should be interpreted as associations consistent with mediation rather than causal evidence. The study was conducted in a single tertiary university hospital in the Black Sea Region of Türkiye, which may limit generalizability to other settings.
- MakaleAçık Erişim2025Scopus SJRQ3Experiences of Nurse Managers in the 2023 Kahramanmaras, Turkey Earthquakes: A Qualitative Study
Koroglu Kaba, Nagihan; Bal, Betul; Ozturk, Havva
BACKGROUND: Nurse managers play a critical role in disaster response and management; yet research on their experiences in earthquakes remains limited. OBJECTIVE: This study aimed to explore the experiences of nurse managers in the Kahramanmaras, Turkey, earthquakes. METHODS: A phenomenological approach was used to guide this study, exploring the lived experiences of nurse managers who worked during the 2023 earthquakes in Kahramanmaras, Turkey. Purposive sampling identified participants, and data were collected 2-3 months postearthquake, from April to May 2023, via semi-structured interviews conducted via social media. Thematic analysis was applied to analyze the interview data. RESULTS: A total of 11 nurse managers were interviewed for the study. Fifty-five percent were between the ages of 35 and 44, 64% were female and had a bachelor's degree. Five themes emerged from the data: "being unprepared"(predisaster phase), "emotional difficulties,""communication and coordination issues,""resource shortages"(disaster event phase), and "evaluation and professional satisfaction"(postdisaster phase). CONCLUSION: The study found that most nurse managers reported feeling unprepared for the earthquake despite institutional disaster management practices. They struggled with managing their emotions, resource shortages, and communication-coordination issues. These experiences underscore the need for enhanced disaster training and preparedness for nurses. Collaboration among international health organizations, nongovernmental organizations, and governments is essential to develop disaster management plans to optimize nurses as early responders.
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İncele - MakaleYalnız künye2025Scopus SJRQ3The Effects of Laughter Yoga and Mindfulness on Nurses' Fatigue, Work Performance and Attention Levels: A Randomized Controlled Study
Koroglu Kaba, Nagihan; Ozturk, Havva
PURPOSE: This study aimed to determine the effects of laughter yoga and mindfulness on nurses' fatigue, attention levels, and work performance. METHODS: This was a 3-arm, parallel-group, randomized controlled study. Data were collected using the Information Form containing questions about nurses' demographic and professional characteristics, the Chalder Fatigue Scale, the Computerized Sustained Attention Test, and the Individual Work Performance Questionnaire. Nurses completed the tools preintervention, midtest, and postintervention. RESULTS: The study included 101 nurses. At the end of the eight-week interventions, fatigue levels among nurses in the laughter yoga and mindfulness groups were lower compared with the control group (F = 8.805, P < .001). In terms of attention levels, there was no overall difference between the groups; however, in the fourth week only, the hard-level attention scores of the laughter yoga group were higher than those of the control group (F = 5.431, P < .05). Additionally, job performance scores were higher in both intervention groups compared with the control group (F = 9.879, P < .01). Moreover, laughter yoga was more effective than the mindfulness practice in reducing nurses' fatigue and improving their attention levels (P < .05). CONCLUSIONS: Laughter yoga and mindfulness were effective in reducing nurses' fatigue and improving their attention levels and work performance.
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