Abstract: The present study seeks to investigate MNOs leadership style and how it influences their compassion competence and their personal level of compassion at work. This is a cross-sectional study carried out from December 2019 to May 2020 using the method of convenience sampling. The study involved 235 MNOs serving in Greek Military Hospitals. A single questionnaire containing Compassion at Work index, Compassion competence scale, and Multifactor Leadership Questionnaire (MLQ-5X), and socio-demographic and professional data, was used for data collection. A total of 400 printed questionnaires were distributed with a response rate of 58.75%. Data analysis was performed using the statistical package SPSS 22.0. The research showed that the transformational and transactional leadership styles coexist in the Nursing Corps of the Armed Forces with an average value of 2.72(SD=0.70)-2.95(SD=0.54) points and 2.47(SD=0.69)-2.74(SD=0.63) points respectively, while the passive style represented a very small percentage with an average subscale value of 0.88(SD=0.61)-0.94(SD=0.63) points. It was also found that both actual compassion at work and compassion ability had improved with the increase of transformational or transactional leadership style characteristics and amelioration of leadership outcome criteria. On the other side, a deterioration of these was observed with the increase of the passive leadership. Specifically, a higher score in the «Intellectual Stimulation» scale was associated with a higher level of compassion at work in the dimension «Experiencing the suffering of others» (p=0.010/SD=0.14), while higher values on the «Laissez-Faire Leadership» scale were associated with less compassion at work in the same dimension (p<0.001/SD=0.13). Also, a higher score on the «Contingent Reward» scale was associated with more compassion at work in the dimension «Takes appropriate action» (p=0.023/SD=0.16). Furthermore, higher values observed in the «Inspirational Motivation», «Individual Consideration» and «Extra Effort» scales were associated with a better communication ability (p=0.035/SD=0.09, p=0.022/SD=0.12, and p=0.042/SD=0.08 accordingly). Finally, a higher score on the «Effectiveness» scale was associated with higher sensitivity (p=0.049/SD=0.08). Teaching appropriate leadership behavior, promoting a culture of compassion, and continuing to train nurses to manage their emotions should be included in the infrastructure of nursing science.

The exposure of employees to specific risks is usually due to increasing levels of work-related stress, which negatively affects their skills and effectiveness in their job duties, lead-ing to the onset of physical/mental illnesses, mistakes, or even accidents. The aim of this study is to investigate the psychosocial risks experienced by nurses in tertiary hospitals in Greece and their association with their attitudes towards safety and the occurrence of medication errors. The research was conducted in four tertiary hospitals in Greece, with the participation of 514 nurses of all educational levels. Questionnaires were used to collect data on work-related stress, professional burnout, and medication errors. The results highlighted that psychosocial risks, such as high work pressure and lack of support, are directly linked to professional burnout and an increased likelihood of medication errors. The necessity of social support, job autonomy, and work-life balance are underscored as critical factors for reducing stress and improving the quality of care. Specific strategies are proposed to enhance the mental health of nurses and improve working conditions.

Background: Over the past two decades, the Copenhagen Psychosocial Questionnaire (COPSOQ) has been established as a valid instrument to measure psychosocial stress at work. Currently, the COPSOQ international network is responsible for monitoring and improving COPSOQ. In 2019, a new questionnaire was published, and the Greek version is now being validated. Methods: The measurement qualities of the Greek COPSOQ III have been explored in accordance with the usual requirements of a validation study as defined by DIN EN ISO 10075-3. A sample of observations from 2,189 participants surveyed with the COPSOQ in Greece was used to validate the current version with appropriate statistical analyses. Exploratory factor analysis was used to assess the statistical relationships for many scales. Results: With its 108 items and 40 scales, the Greek COPSOQ III includes all psychosocial work factors that have been internationally validated and remain compatible with approximately 72% of the COPSOQ III German version content. In addition to the primary results, congruence with widely used theoretical approaches such as the demand-control (−support) model (DCM) or the job demands-resources model (JDR) is generally satisfactory. In summary, our validation study for the Greek COPSOQ III version showed adequate reliability and validity, which is in line with the findings of the COPSOQ III questionnaire from other European countries, and it is also compatible with the validation of the German COPSOQ III (Lincke, 2021). Our regression analysis revealed that 34 psychosocial work factors (34 “context” scales) could adequately predict the scores of the satisfactory and health scales (6 “outcome” scales). The analysis also revealed the top five (5) predictors (context variables) for each of the six (6) “effect” scales (outcome variables). Conclusions: With the launch of COPSOQ III in Greece, current and new workplace psychosocial aspects could be explored. COPSOQ III (GR) is a beneficial instrument for enterprise research and risk assessment.

Nurses have experienced several psychological and work-related issues during the COVID-19 pandemic including pandemic burnout and job burnout. The aim of the study was to examine the impact of social support and resilience on COVID-19 pandemic burnout and job burnout among nurses. We conducted a cross-sectional study in Greece. Study population included 963 nurses. We measured social support, resilience, COVID-19 pandemic burnout, and job burnout with the Multidimensional Scale of Perceived Social Support, Brief Resilience Scale, COVID-19 burnout scale, and single item burnout measure respectively. Nurses received high levels of social support, while their resilience was moderate. Additionally, nurses experienced moderate levels of COVID-19 burnout and job burnout. Increased social support (adjusted beta = -0.075, 95% CI = -0.125 to -0.024) and increased resilience (adjusted beta = -0.399, 95% CI = -0.491 to -0.308) were associated with reduced COVID-19 pandemic burnout. We found a negative relationship between social support and job burnout (adjusted beta = -0.263, 95% CI = -0.405 to -0.121). A similar negative relationship was found between resilience and job burnout (adjusted beta = -0.529, 95% CI = -0.785 to -0.272). Social support and resilience can act as protective factors against COVID-19 pandemic burnout and job burnout among nurses. Policy makers should develop and implement appropriate strategies to improve nurses’ social support and resilience since they are the backbone of healthcare systems worldwide.

To identify the effect of frailty on loneliness of older adults receiving home care, considering their socioeconomic and homebound status. This cross-sectional study enrolled 218 individuals aged ≥65 years receiving home-based health services “Help at Home” in the Region of Evrytania, Greece, after an open invitation by Municipality authorities from March to June 2022. Tilburg Frailty Indicator (TFI) was used for the evaluation of frailty, UCLA Loneliness Scale version 3 for loneliness and social isolation was accessed through five questions (living alone, frequency of interaction with children, relatives, friends, and participation in social organizations). The mean age of the participants was 81.48 ± 9.06, 61.9% were female, 54.1% experienced high levels of loneliness (UCLA-3 mean 45.76 ±11.10 [range 20-68]), and 46.3% of the participants identified as socially isolated. Also, 58.3% of the individuals were classified as frail (TFI mean 5.95 ± 3.07, [TFI range 0-13], with 57.3% experiencing physical frailty, 43.6% psychological frailty, and 27.1% social frailty. An analysis of covariance (ANCOVA) placing UCLA-3 as the dependent variable revealed that loneliness and across all domains of TFI were significantly higher in participants with frailty (total frailty [yes] 49.27 vs. [no] 40,87 p &lt;0.001) particularly, (physical frailty [Yes]=48.99 vs. [No]=41.42, p &lt;0.001, psychological: 48.60 vs. 43.57 p &lt;0.001 and social: 53.38 vs. 42.94 p &lt;0.001) compared to non-frail individuals, even after adjusting for potential confounding effects (covariates: gender, age, marital status, family status, living status, educational level, annual income, chronic diseases, homebound status, and social isolation). Our data analysis confirmed that frailty is a significant risk factor for higher levels of loneliness among older adults who received home-based healthcare.

Workplace bullying is common among nurses affecting negatively several work-related variables, such as job burnout and job satisfaction. However, no study until now has examined the impact of workplace bullying on quiet quitting among nurses. Thus, our aim was to examine the direct effect of workplace bullying on quiet quitting and to investigate the mediating effect of coping strategies on the relationship between workplace bullying and quiet quitting in nurses. We conducted a cross-sectional study with a convenience sample of 650 nurses in Greece. We collected our data during February 2024. We used the Negative Acts Questionnaire-Revised, the Quiet Quitting Scale and the Brief COPE to measure workplace bullying, quiet quitting and coping strategies, respectively. We found that workplace bullying and negative coping strategies were positive predictors of quiet quitting, while positive coping strategies was a negative predictor of quiet quitting. Our mediation analysis showed that positive and negative coping strategies partially mediated the relationship between workplace bullying and quiet quitting. In particular, positive coping strategies caused competitive mediation, while negative coping strategies caused complimentary mediation. Nurses’ managers and policy makers should improve working conditions by reducing workplace bullying and strengthening positive coping strategies among nurses.