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Communicating a clear, authentic and socially coherent image among nurses and their associations is essential because it helps shape an accurate perception of their role in society. Thus, although each nurse plays a crucial role individually, real transformation in the public perception of the profession requires coordinated and strategic actions by the organisations representing them.
This study explored existing knowledge on how nursing colleges, professional associations and unions communicate with their stakeholders.
A scoping review was performed following the methodological framework proposed by Arksey and O'Malley and the Joanna Briggs Institute. Eight electronic databases were searched, including CINAHL, Cochrane, Dialnet, Scopus, Scielo, PsycINFO, PubMed and Web of Science for both peer-reviewed articles and grey literature (e.g., reports, policy documents), using both MeSH terms and keywords. Data were collected using the Covidence platform, and articles published in English, Spanish, Portuguese and Italian were included. No limitations were applied regarding the publication year of the articles. They were then independently analysed based on their titles, abstracts and full text according to predefined inclusion and exclusion criteria. Conflicts were resolved via discussions with a third reviewer.
In total, 2033 articles were analysed from databases, of which 47 met the inclusion criteria. Eighteen studies used a structured methodology, while 29 were categorised as grey literature. The findings were organised into five key themes: (1) what organisations communicate (e.g., labour conditions, political content, health information); (2) with whom they communicate (e.g., nurses, journalists, political actors, the public); (3) for what purpose (e.g., advocacy, education, recruitment); (4) through what media (e.g., social media, websites, professional journals) and (5) how communication is evaluated (limited but promising insights on effectiveness).
This review provides the first diagnosis of communication management in professional nursing organisations. The lack of communication structures, trained professionals and effective strategies limits the effectiveness of communication among the entities. Studies are necessary to diagnose these shortcomings and design plans to improve the visibility and impact of their messages, positioning nurses as qualified and respected professionals.
A review protocol was developed and registered in the Open Science Framework platform.
Because the research is a scoping review.
To translate, culturally adapt and validate the first Spanish version of the Person-centred Practice Inventory-Care (PCPI-C) instrument.
Cross-cultural adaptation and psychometric validation.
Two-phase research design: (1) the PCPI-C's translation and cultural adaptation from English to Spanish following the ‘Translation and Cultural Adaptation of Patient-Reported Outcomes Measures-Principles Guide of Good Practice’ tool; and (2) a cross-sectional quantitative survey to assess the Spanish version's psychometric properties.
A sample of 200 patients participated to obtain the PCPI-C's Spanish version. No significant issues arose during the translation process or the consulting sessions. No item exhibited an inadequate value following adjustment via the weighted kappa index (−scale-level content validity average of 0.95 for clarity and 0.97 for relevance). Psychometric evaluation revealed acceptable internal consistency (Cronbach's alpha from 0.67 to 0.84) and strong construct validity. Exploratory and confirmatory factor analyses supported a five-dimensional structure consistent with the domain Person-Centred Processes. Fit indices improved after model refinements, achieving CFI = 0.92, SRMR = 0.05 and RMSEA = 0.07. This study's observed psychometric properties confirm that the PCPI-C's Spanish version retains the original instrument's theoretical integrity, while showing strong reliability and validity in the new context.
The PCPI-C's Spanish translation was psychometrically valid when tested with Spanish patients, thus providing a culturally appropriate, psychometrically sound tool to evaluate Spanish-speaking patients' perception of person-centred care.
This study provides a validated instrument that allows for the assessment of person-centred practice in Spanish-speaking clinical environments. It enables healthcare professionals to measure patients' perceptions, track the implementation of person-centred principles and supports international comparative studies, contributing to the development of more ethical and responsive models of care.
Patients participated in cognitive consultations and completed the survey for psychometric testing, ensuring that the translated items were understandable, culturally appropriate and reflective of their experiences of person-centred care.
To explore nurse managers' perceptions at first-line, middle and executive levels regarding their transition to first-line management in two divisions of a highly specialised university hospital in Spain.
A qualitative descriptive study.
A purposive sampling technique was employed to conduct four focus groups and two semi-structured interviews with 31 nurse managers across three hierarchical levels in two divisions of a highly specialised university hospital in Spain. Participants included two Chief Nursing Officers, four Nursing Directors and 25 first-line nurse managers. Data were analysed thematically.
Three themes emerged: ‘Bridging the Readiness Gap: Training, Role Clarity, and Institutional Alignment’, revealing the lack of structured transition plans, role ambiguity and gaps in managerial skills, such as human resources, financial management and leadership; ‘Fighting Loneliness: A Common Challenge in Care Management’, highlighting the isolation of first-line nurse managers due to the absence of structured mentorship and peer support; ‘Clinical Expertise as a Cornerstone: The Role of Prior Experience in Nurse Management’, examining how clinical expertise facilitates leadership transitions but also presents challenges, particularly for managers promoted within their teams, where authority negotiation and role redefinition become critical.
Findings underscore the need for structured training and mentorship to address role ambiguity, enhance managerial competencies and support nurse managers' transitions through targeted education.
Structured transition programmes focusing on role clarity, training and institutional alignment can ease transitions, boost leadership confidence and enhance peer collaboration. Providing mentoring and training tailored to first-line nurse managers can improve team dynamics, support professional integration and strengthen organisational cohesion.
Tailored educational interventions are essential in supporting nurse managers' transitions. Structured mentorship and targeted training enhance leadership readiness, adaptability and institutional alignment, strengthening healthcare leadership, efficiency and patient care quality.
No patient or public contribution.
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