Intensive Care (ICU)NCT07836218
The Impact of Professional Holistic Competence, Professional Pride, and Organizational Spirituality on Quiet Quitting Among Intensive Care Nurses
An observational study of Intensive Care (ICU) and Quitting, run by Bilecik Seyh Edebali Universitesi at 1 site in Turkey (Türkiye).
Trial summary
The study aims to examine the impact of professional holistic competence, pride, and organizational spirituality on quiet quitting among intensive care nurses. Read more about this study
- Who is it for?
- Ages 18 years and olderHealthy volunteers can take part
- Conditions the study is for
- Intensive Care (ICU), Quitting, Nurse
- How many people
- 350 participants
- Where
- 1 siteTurkey (Türkiye)
- Study dates
- 1 Mar 2026to 30 Dec 2026
- Phase
- Observational
- Are there results?
- Not yet: the study is under way
Key requirements
Who can take part, as listed by the sponsor. Only the study team can confirm whether you are eligible, so take this list to your doctor.
- Ages 18 years and older
- All sexes
- Healthy volunteers accepted
- Adult, Older adult
Study population: Nurses who have been working in intensive care units for at least one year
Who may be able to join
- Nurses who have been working in intensive care units for at least one year
- Nurses who have voluntarily agreed to participate in the study
Who cannot join
- 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
Trial locations and contacts
1 site in 1 country. Contact the study team or a site near you to ask about taking part.
Turkey (Türkiye)1 site
Bilecik Seyh Edebali University
Bilecik, Bilecik, 11000
About this study
The study aims to examine the impact of professional holistic competence, pride, and organizational spirituality on quiet quitting among intensive care nurses.
Read the detailed description
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.
- Conditions
- Intensive Care (ICU), Quitting, Nurse
- Keywords
- "Quiet Quitting", "Organizational Spirituality", "Nursing Profession Pride", "Professional Holistic Competence", intensive care nurses
What is being measured
The primary outcome is the main question the study is designed to answer.
Nursing Profession Pride Scale
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.
Measured: 1 days
The Professional Holistic Competence Scale
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
Measured: 1 days
Organizational Spirituality Scale
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.
Measured: 1 days
Quiet Quitting Scale
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.
Measured: 1 days
Timeline
From the start of the study to its completion; the mark is today. Estimated dates are the sponsor’s plan.
- First posted23 Sep 2026
- Study start1 Mar 2026
- Primary completion30 Dec 2026 (estimated)
- Study completion30 Dec 2026 (estimated)
Resources
- Official record on ClinicalTrials.govThe registry entry this page is built from, with its full change history.
- Other trials for Intensive Care (ICU)Studies of the same condition, open and under way.
- What the trial phases meanHow a treatment moves from first tests in people to approval.
More details
For doctors and researchers: how the study is designed, who runs it, and its registry IDs.
Study design
- Study type
- Observational
- Observational model
- Other
- Time perspective
- Cross-sectional
- Enrolment
- 350 participants (estimated)
Sponsor and investigators
- Lead sponsor
- Bilecik Seyh Edebali Universitesi
- Sponsor type
- University, hospital or other
- Responsible party
- Principal investigator, Semanur Bilgiç, Bilecik Seyh Edebali Universitesi
IDs, dates and publications
- ClinicalTrials.gov ID
- NCT07836218
- Sponsor's protocol ID
- sessiz istifa
- Status last verified
- Sep 2026
- First submitted
- 15 Sep 2026
- Last updated
- 23 Sep 2026
- Results posted
- No
- Data monitoring committee
- No
- FDA-regulated drug
- No
- FDA-regulated device
- No
Study at a glance
From the registry record, last updated by the sponsor on 23 Sep 2026. Recruitment status is as the sponsor reported it: confirm with the study team.
- Official title
- The Impact of Professional Holistic Competence, Professional Pride, and Organizational Spirituality on Quiet Quitting Among Intensive Care Nurses
- ClinicalTrials.gov ID
- NCT07836218
- Acronym / sponsor ID
- sessiz istifa
- Conditions
- Intensive Care (ICU), Quitting, Nurse
- Keywords
- "Quiet Quitting", "Organizational Spirituality", "Nursing Profession Pride", "Professional Holistic Competence", intensive care nurses
- Study type
- Observational
- Recruitment status
- Enrolling by invitation
- Enrolment
- 350 participants (estimated)
- Lead sponsor
- Bilecik Seyh Edebali UniversitesiUniversity, hospital or other
- Study start
- 1 Mar 2026 (actual)
- Primary completion
- 30 Dec 2026 (estimated)
- Study completion
- 30 Dec 2026 (estimated)
- First posted
- 23 Sep 2026 (actual)
- Results
- Not posted in the source record
Clinical summary
The research question as the sponsor registered it. This describes what the study plans to test, not what it found.
The study aims to examine the impact of professional holistic competence, pride, and organizational spirituality on quiet quitting among intensive care nurses.
Detailed description
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.
Study design
- Observational model
- Other
- Time perspective
- Cross-sectional
Who may qualify
- Ages
- 18 years and older
- Sex
- All
- Healthy volunteers
- Accepted
- Age groups
- Adult, Older adult
- Study population
- Nurses who have been working in intensive care units for at least one year
Key inclusion criteria (2 listed)
- Nurses who have been working in intensive care units for at least one year
- Nurses who have voluntarily agreed to participate in the study
Key exclusion criteria (2 listed)
- 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
Eligibility is decided by the study team after screening; this overview does not establish that a patient qualifies. Full inclusion and exclusion criteria.
Primary outcome
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.
Results and safety
This study is still under way. Results are not available in the source record yet.
Research links
- Official record on ClinicalTrials.govLast updated by the sponsor 23 Sep 2026.
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Referral and contact
AzTrials does not enrol participants or take referrals. Contact the study team or a site listed below; they decide who can take part.
The record lists no contact. Use the official record to reach the sponsor.
1 site in 1 country: see every site and its status.
Questions about this trial
What is this clinical trial studying?
An observational study of Intensive Care (ICU) and Quitting, run by Bilecik Seyh Edebali Universitesi at 1 site in Turkey (Türkiye).
The full registered description is in the About this study section and the official record.
Who may be eligible to take part?
The sponsor lists 2 inclusion and 2 exclusion criteria. Eligibility is decided by the study team after screening, so read the full criteria and contact a listed site.
Is this clinical trial currently recruiting?
The record says: enrolling by invitation, as of the sponsor's last update on 23 Sep 2026. Status can change between updates, so confirm with the study contact before making plans.
Where is the study taking place?
The record lists 1 site in Turkey (Türkiye). Whether a site is taking part right now should be confirmed with that site. See every site.
What are the possible benefits and risks?
They depend on the study and the treatment, and no study can promise a benefit. The study team explains the known risks during informed consent, before anyone joins; the record itself does not list them.
Are results available for this study?
This study is still under way. Results are not available in the source record yet.
How can a doctor refer a patient or contact the research team?
The record lists no contact. The official record names the sponsor, who can be asked directly. AzTrials does not enrol participants or take referrals.
What does the primary outcome measure?
Nursing Profession Pride Scale (time frame: 1 days). The study lists 4 primary outcomes in all. It is what the study was designed to measure, not a finding.
Where can I read the original study information?
Does a listing mean the treatment is approved or proven to work?
No. A listing means the study is registered. It does not show that the treatment is safe, works, or is approved by a regulator.
How often is this information updated?
AzTrials copies changed records from ClinicalTrials.gov every night and reloads the whole registry every week. The sponsor last updated this record on 23 Sep 2026.