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Background: Mentoring in nursing is crucial for supporting newly qualified nurses, enhancing retention and promoting professional development. Despite its significance, limited research has explored nurse mentors' perspectives and their own development through mentoring.

Aim: To explore how a structured mentoring intervention influences nurse mentors' clinical teaching behaviour, self-efficacy and experiences of their professional role development.

Design: A convergent mixed-methods study was conducted during a mentorship intervention across healthcare units in hospitals and municipalities in northern Sweden and Norway.

Methods: Forty-one experienced registered nurses participated as nurse mentors. Quantitative data were collected via validated instruments on clinical teaching behaviour and self-efficacy before and twice after the intervention. Qualitative data were collected through post-intervention focus group interviews. Quantitative data were analysed using Wilcoxon signed rank test; qualitative data were analysed using qualitative content analysis. Findings were triangulated to identify convergence and divergence.

Results: Nurse mentors reported personal and professional growth, especially in relationship-building, mentoring skills and role clarity. Results showed consistently high ratings in clinical teaching behaviour and self-efficacy, with an increase in clinical teaching behaviour scores post-intervention.

Conclusions: Structured mentoring interventions support nurse mentors' development, improving clinical teaching practices and reinforcing their professional identity—key factors in nurse retention.

Implications for the Profession: The findings highlight the need for sustained nurse mentor support and tailored mentorship frameworks to ensure effective, long-term mentoring in nursing.

Impact: What problem did the study address? Mentoring is essential for supporting newly qualified nurses, improving retention and fostering their professional development. Most mentorship research focuses on mentees, with limited insight into nurse mentors' perspectives and development.

What were the main findings? Nurse mentors experienced development in several areas throughout the intervention, particularly in building relationships, fostering meaningful mentoring skills and refining their role as nurse mentors. Where and on whom will the research have an impact? This study can inform policy and practice by contributing knowledge on the development of sustainable mentoring frameworks. These frameworks support the formation of collaborative and stable work groups in clinical settings, enhancing nurse retention, professional development and the overall quality of patient care. Reporting Method: This study adhered to the Good Reporting of A Mixed Methods Study (GRAMMS) guidelines, by O'cathain et al. as recommended by the EQUATOR network. Patient or Public Contribution: No patient or public contribution.

Background: Women with disabilities face heightened vulnerability to domestic violence and often encounter multiple barriers to seeking help. However, empirical evidence on help-seeking behaviour among this group in low-resource settings remains limited.

Objective: The study assessed factors associated with help-seeking among women with disabilities following exposure to domestic violence in Uganda using nationally representative data.

Methods: We analysed data from 2006, 2011, and 2016 Uganda Demographic and Health Surveys. Disability status was determined using Washington Group Short Set of Questions on functional difficulties. The sample comprised women with disabilities aged 15–49 who reported experiencing domestic violence. Descriptive statistics and logistic regression models estimated associations between socio-demographic characteristics and help-seeking, accounting for sampling weights, clustering, and stratification.

Results: Help-seeking among women with disabilities remained low over time. In 2016, only about two in five women (43%) who experienced domestic violence reported seeking help. Employment and age were strongly associated with help-seeking. Employed women with disabilities were six times more likely to seek help than their unemployed peers (AOR = 6.68; 95% CI: 1.53–29.23). Younger women were less likely to seek help than older women. No significant associations were observed for education, wealth, or place of residence.

Conclusions: Employment and older age emerged as important enablers of help-seeking among women with disabilities who are experiencing domestic violence. Strengthening and implementing age-appropriate and inclusive labour policies that promote economic participation and awareness of support services for women with disabilities may enhance their access to domestic violence services in Uganda and similar low-resource settings.

Background: The main aim of this study is to investigate the connection between a high workload and health-related quality of life among in-home care workers in northern Sweden during the COVID-19 pandemic. We also investigate whether social support and control at work can prevent poor health due to high workload.

Methods: A cross-sectional survey was conducted during the pandemic, with 629 (response rate 33 per cent) of an estimated 1,900 in-home care workers responding. Results were compared with a nearly identical survey conducted prior to the pandemic in which 1,154 (response rate 58 per cent) of an estimated 2000 in-home care workers responded. Psychosocial factors were measured using QPSNordic and health-related quality of life using EuroQol 5 Dimensions (EQ-5D). EQ-5D responses were translated into quality-adjusted life year (QALY) scores. Propensity scores were used with absolute risk differences.

Results: During the pandemic, staff with high workload had a statistically significantly (6.2%) lower QALY score (confidence interval 2.2%–10.3%) compared to staff with a normal workload. This was also the case for the usual activities and the anxiety/depression dimensions of EQ-5D. These risk differences were greater, but not statistically significant, during the pandemic than before. The combination of a normal workload and a high degree of control over one’s work appeared to protect against a low QALY score, while social support at work did not seem to be protective.

Conclusions: High workload is related to poorer health-related quality of life. This is mainly attributable to anxiety/depression. In-home care organisations need to manage workload better to prevent poor health among staff during strained situations such as a pandemic. The results of our study indicate that in-home care organisations should increase their readiness to promote opportunities for staff to maintain a high degree of control over their work, in order to counteract variations in workload that ultimately appear to have a negative impact on HRQoL.

Background: Research consistently underscores the importance of mentoring and a supportive work environment for nurse retention and well-being. Previous research on nurse mentoring has primarily focused on mentees' perspectives. Research is scarce on the prerequisites for mentoring from the perspective of mentors—experienced registered nurses who guide and support their new colleagues, mentees.

Aim: To explore nurse mentors' perspectives on the prerequisites for mentoring, following their participation in a mentoring intervention.

Design: Qualitative study design with an inductive approach using focus group interviews as a data collection method.

Methods: A total of 19 experienced registered nurses, appointed as mentors, were interviewed in four focus groups and one individual interview, in May and June 2022, following the conclusion of the intervention period. Focus groups consisted of three to six participants. The transcribed interview data were analysed using qualitative content analysis.

Results: The main theme identified in the results was that mentors needed organisational structure and leaders' support to facilitate the mentoring process. Participants underscored the necessity of a comprehensive support system that spans the entire mentoring process, as described in three themes: creating foundations for mentoring; navigating mentoring challenges in everyday work routines; and post-mentoring reflection and learning.

Conclusions: This study underscores the importance of integrating mentoring into daily healthcare routines by addressing barriers and facilitators, such as organisational structure and support from first line leaders. Key results highlight the need for pre- and post-mentoring phases to create a sustainable, continuous learning process. Further research should focus on developing sustainable frameworks for implementing mentoring.

Implications for the Profession: Policies should explicitly support the dual role of experienced registered nurses as both caregivers and mentors, acknowledging the demands on their time and responsibilities. Policymakers should integrate mentoring frameworks into nursing roles. This could play a critical role in stabilising the work environment.

Aim: To investigate early career progression and national insurance use in young adults with paediatric coeliac disease.

Methods: We performed a register study of a population born in Sweden between 1976 and 1992. Coeliac disease was diagnosed before 15 years of age. The comparison population was matched 4:1 by sex, region of residence at birth and birth year/month. We analysed education, employment, income, job position and national insurance use (sickness benefits, parental leave benefits and social welfare provision) at 25 and 30 years of age.

Results: We identified 1812 individuals with coeliac disease (6888 comparison population) at 25 years of age and 263 individuals (984 comparison population) at 30 years of age. No statistically significant differences were seen in education, employment, income, job position, use of parental leave benefits or social welfare provision. More individuals with coeliac disease used sickness benefits at age 25 years (OR 1.34 [95% CI 1.12–1.59]).

Conclusion: In this register study, we showed that coeliac disease diagnosed in childhood does not cause disadvantages on career progression on a population level. However, findings suggest that coeliac disease increases the risk for sickness benefit use.

Background: Home care services, with the aim to support older adults in their homes, faced intense external pressure to create sustainable working conditions for staff during the COVID-19 pandemic. Studies have indicated elevated burnout and stress among residential care staff, and it is likely that similar challenges exist in home care services. Overall, the consequences for staff's work environment and health under the extremely strained conditions of the COVID-19 pandemic merit closer examination. Therefore, the aim is to illuminate home care workers’ experiences of their work environment and health risks while supporting older adults during the COVID-19 pandemic.

Methods: To gain an in-depth understanding of personal experiences during the pandemic, five focus group interviews (FG) were held in northern Sweden during spring 2022. Open-ended questions were delivered via a semi-structured interview guide. Thematic analysis was used to guide data analysis.

Results: Expanded and unclear responsibilities characterized the work environment during the pandemic. This was summarized into four sub-themes: my own health was jeopardized; a wind of change towards more responsibility; struggling between being a lifeline and being contagious; and organization and management as facilitators or hindrances.

Conclusions: The findings underscore the importance of management strategies and organizational preparedness to support staff’s mental health and mitigate challenges during crises. The health risks associated with increased workload, stress, and mental burdens were evident in the narratives. The study emphasizes the need to strive for a good work environment, set priorities to reduce workloads and mental stress, and incorporate time for recovery among staff during crises. It is also of great importance that different authorities in healthcare and social care create effective cooperation so that information, knowledge, and policies are effectively disseminated to frontline staff who have the concrete responsibility for our elderly.

I min artikel beskriver jag hur man kan använda kvalitetsjusterade levnadsår (QALY) för att undersöka problem relaterade till arbetslivet. Tre olika arbetslivsrelaterade utmaningar (riskexponeringar) presenteras vilka är arbetslöshet, oro för arbetslöshet och hög arbetsbelastning (hos hemtjänstpersonal). En enkät med 967 deltagare (39% i svarsfrekvens) användes för de första två problemen medan en enkät med 1154 hemtjänstanställda (58% i svarsfrekvens) användes för arbetsbelastningsproblemet. Arbetslöshet med en försämrad QALY på 9.6% var riskexponeringen med störst påverkan på QALY medan oro för arbetslöshet försämrade QALY med 6.2% och hög arbetsbelastning med 3.5% vid jämförelse mot ingen exponering. Mina resultat visar på att QALY är ett användbart mått för att studera hur hälsan påverkas av sociala problem däribland arbetslivsrelaterade utmaningar.

Background: The in‑home work environment is the main work environment for home care workers, but it has only been sparsely studied. Our aim was to investigate the in‑home work environment for home care workers by exploring challenges that arise regardless of a pandemic and by investigating Covid‑19–specific challenges.

Methods: Two cross‑sectional studies were conducted, one before (2017) and one during the pandemic (2021/2022) in three Swedish regions (Jämtland/Härjedalen, Västerbotten and Västernorrland), in which 1,154 (58%) out of 2,000 and 629 (33%) of 1,900 invited home care workers participated, respectively. Participants responded to a question‑naire asking about 10 problems associated with the in‑home work environment as well as Covid‑19–related chal‑lenges. Comparisons were conducted between regions and between study years using univariable analyses.

Results: Daily problems with the in‑home work environment were common before the pandemic, and they increased statistically significantly during the pandemic for, among other things, non‑ergonomic beds (29% vs. 37%), impractical bathrooms (40% vs. 50%), indoor smoking (24% vs. 31%), and pets (19% vs. 25%). There were major con‑cerns about the risk of getting infected with Covid‑19 for both staff (42%) and the home care recipients (50%). There were statistically significant differences between regions, e.g. many problems were more common in the Västerbotten region than in the other two regions during the pandemic, while challenges with protective equipment was most common in the Västernorrland region.

Conclusions: In‑home work environment problems are common for home care workers and worsen in a more strained situation. Efforts are needed to strengthen the work environment for home care workers.

Purpose: The Workplace Dialogue is a digitalized method directed at managers. The purpose of this study was to explore managers’ experiences of using the digital Workplace Dialogue in cases of employee ill-health.

Design/methodology/approach: The Workplace Dialogue provides an easy and accessible method for managers, including text, short films, client examples and concrete guides that provides support in how managers can act in the event of ill-health, for example, by creating dialogue and adjustments at work. A total of five public and private organizations participated in a cohort study, implementing and using the Workplace Dialogue for one year. We interviewed 22 managers to explore their experiences of using the Workplace Dialogue. The interviews were analyzed using Qualitative Content Analysis.

Findings: The experiences of using the Workplace Dialogue are presented in one overall theme: Supports and strengthens managers’ leadership and ability to handle and act on work-related health, and four sub-themes: Requires organizational legitimacy, Facilitates management of work-related health, Strengthens manager–employee collaboration and Contributes to leadership development. The Workplace Dialogue was described as a method that contributed to better work-related health by emphasizing the early identification of problems. Manager–employee collaboration was improved, and responsibilities were made clearer. Using the method enabled personal development among managers. Some prerequisites were pointed out, such as a need for time and support from the organization.

Originality/value: The Workplace Dialogue can support managers in addressing and acting on cases of employee ill-health.

Background: The global nursing workforce is facing a critical challenge, with an increasing number of nurses leaving the profession. Research consistently underscores the importance of mentoring and a supportive work environment for nurse retention and well-being. However, research is scarce on the prerequisites for mentoring from the perspective of the mentors—experienced nurses who guide and support their new colleagues.

Methods: A collaborative action research project in northern Sweden and northern Norway developed and tested a mentoring intervention designed to support registered nurses in healthcare settings across hospitals and municipalities in the regions. As part of the evaluation phase, the aim of this present qualitative study was to explore nurse mentors’ perspectives on the prerequisites for mentoring, following their participation in the mentoring intervention. A total of 19 experienced nurses, appointed as mentors, were interviewed in focus groups in May and June 2022, following the conclusion of the intervention period. The transcribed data were analyzed using qualitative content analysis.

Results: Preliminary results indicate that mentors required structured leadership and support throughout the mentoring journey. They emphasized the importance of a comprehensive support system covering the entire mentoring process. These findings suggest that a more organized and supportive framework is essential for fostering sustainable mentoring practices. Further results will be presented at the congress.

Conclusions and Clinical/Policy Implications: Addressing barriers such as time constraints, workload, and lack of leadership support, are essential for integrating mentoring into the daily routine. Policies should acknowledge the dual role of experienced nurses as both caregivers and mentors and promote a collaborative community of practice.