The Impact of Professional Holistic Competence, Professional Pride, and Organizational Spirituality on Quiet Quitting Among Intensive Care Nurses

The study aims to examine the impact of professional holistic competence, pride, and organizational spirituality on quiet quitting among intensive care nurses.

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Key information

Conditions

Intensive Care (ICU) Nurse Quitting

Age range

18 year and older

Sex eligibility

All sexes

Study type

Observational

Primary location

Bilecik Seyh Edebali University

Bilecik, 11000, Turkey (Türkiye)

About this study

The concept of "quiet quitting," which has been increasingly discussed in the field of nursing in recent years, is defined as employees withdrawing from efforts beyond their job descriptions, performing work only at the level of minimum requirements, and experiencing a decline in organizational commitment. Quiet quitting becomes particularly evident in units such as intensive care, where workloads are heavy, emotional demands are high, and support resources are limited. Understanding how professional holistic competence, professional pride, and organizational spirituality influence quiet quitting is crucial for developing strategies to prevent nurses from disengaging from their work.

Who can participate

Healthy volunteers accepted: Yes

Only the study team can determine whether someone qualifies for participation.

Inclusion criteria

Nurses who have been working in intensive care units for at least one year
Nurses who have voluntarily agreed to participate in the study

Exclusion criteria

Those not on duty during the survey period (including those on sick leave, on leave, or enrolled in training programs)
Nurses who have been away from their duties for more than six months

Treatment and study plan

Primary outcomes

Nursing Profession Pride Scale

Time frame: 1 days

Nursing Profession Pride Scale: Developed by JaeHee et al. (2020) to measure levels of professional pride among nurses. The scale consists of 27 items and five sub-dimensions. Items are rated on a five-point Likert-type scale (1 = strongly disagree, 2 = disagree, 3 = undecided, 4 = agree, 5 = strongly agree). Total scores range from 27 to 135, with higher scores indicating a higher level of professional pride. The overall Cronbach's alpha coefficient of the scale is 0.92, while the coefficients for the sub-dimensions range from 0.74 to 0.85. The scale was adapted into Turkish by Aydin et al. in 2022; the content validity index was determined to be 0.95, and the Cronbach's alpha value was found to be 0.89.
The Professional Holistic Competence Scale

Time frame: 1 days

The Professional Holistic Competence Scale is a 7-point Likert-type scale developed by Takase and Teraoka (2011). It was adapted into Turkish by Aydin and Hicdurmaz in 2019. The scale consists of two sections, five subscales, and a total of 36 items. The first section (A) contains only the 'General Ability' subscale, which comprises questions regarding general behaviors-not as a nurse, but as an individual. This section consists of seven items in total, scored from 1 (never) to 7 (always). The second section (B) measures competence as a nurse and comprises four subscales: 'Staff Education and Management', 'Ethics-Oriented Practice', 'Nursing Care in the Team', and 'Professional Development'. This section (B) consists of 29 items scored from 1 (not at all competent) to 7 (highly competent). The scale contains no reverse-scored items or cut-off points. The final scale score is determined by simply summing the subscale scores. Higher subscale scores indicate a higher level of general hol
Organizational Spirituality Scale

Time frame: 1 days

Organizational Spirituality Scale: This scale, comprising 21 items across three dimensions, was developed by Milliman et al. (2003) to assess the level of organizational spirituality. It was adapted into Turkish by Çakıroğlu and Aydoğan in 2021, and its reliability coefficient was determined to be 0.88. The scale utilizes a five-point Likert-type rating system with the following response options: 1: Strongly disagree, 2: Disagree, 3: Partially agree, 4: Agree, and 5: Strongly agree.
Quiet Quitting Scale

Time frame: 1 days

Quiet Quitting Scale: Developed by Anand et al. The scale consists of 7 items and a single dimension. It is designed as a 5-point Likert-type scale (1 = strongly disagree/never; 5 = strongly agree/very frequently). The scale contains no reverse-scored items. Higher scores indicate higher levels of "quiet quitting" behavior. The Turkish adaptation of the scale was conducted by Yıldız et al. in 2024; the Cronbach's alpha coefficient was found to be 0.81, the intraclass correlation coefficient for the total score was 0.91, and the Spearman-Brown coefficient for split-half reliability was 0.80.

Sponsors and collaborators

Lead sponsor

Bilecik Seyh Edebali Universitesi

Other

Registry information

Important dates

Study start: 2026
Primary completion: 2026
Study completion: 2026
First posted: Sep 23, 2026
Registry last updated: Sep 23, 2026

OpenTrials presents study information sourced from ClinicalTrials.gov. The official registry record should be consulted for the latest information.

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This listing is for discovery and informational purposes only. It is not medical advice, does not guarantee that a study is recruiting, and does not determine eligibility. Contact the study team and a qualified healthcare professional when considering participation.

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