Participants in the experimental group will receive a structured productivity training program lasting three weeks and totaling 20 hours. The training covers topics such as the concept of productivity in nursing, time and stress management, process improvement, teamwork, leadership, the use of digital tools, and coping with job stress. Each week, various teaching methods including lectures, case analyses, simulations, practical exercises, group work, and brainstorming sessions will be used. The program aims to enhance participants' cognitive, affective, and practical competencies related to productivity and stress management in nursing practice.

Participants in the control group will not receive any training during the study period. They will complete the same pre-test, post-test, and follow-up assessments as the experimental group. After the completion of data collection, the productivity training materials will be made available to control group participants to ensure ethical fairness.

The intervention consists of a structured productivity training program designed for nurses, delivered over three weeks (total 20 hours). The program includes interactive theoretical and practical sessions covering topics such as:

The concept and scope of productivity in nursing, Time and stress management, Process improvement and teamwork, Leadership and performance support mechanisms, Coping with job stress and building psychological resilience, Use of digital tools and technology to enhance efficiency. Various teaching methods are employed, including lectures, simulations, case analyses, group discussions, applied exercises, and brainstorming. The program aims to improve nurses' cognitive, affective, and practical skills related to productivity, while reducing perceived job stress.

Nurses' attitudes toward productivity will be assessed using the Nurses' Attitudes Toward Productivity Scale (NAPTS), developed and validated by Göktepe and Baykal (2012).

The scale consists of 39 items and five subscales: professional commitment, working conditions, job demands, teamwork, and rewarding.

Items are rated on a 5-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree).

Total and subscale scores are converted to a 0-100 scale, with higher scores indicating a more positive attitude toward productivity, and lower scores indicating a negative attitude toward productivity.

Minimum score: 0 Maximum score: 100

Perceived job stress levels of the participants will be assessed using the Perceived Job Stress Scale (PJSS), originally developed by Cohen and Williamson (1988) and adapted into Turkish by Baltaş (1998).

The scale consists of 15 items rated on a 5-point Likert scale. The total score is calculated by taking the mean score of the 15 items.

Based on the mean score, stress levels are categorized into six groups:

A (3.5-4.0) B (1.0-1.3) C (1.4-1.9) D (2.0-2.5) E (2.6-3.1) F (3.2-3.4) Higher scores indicate higher perceived job stress. Stress levels classified as A, B, E, and F are considered stress levels that may negatively affect work efficiency and threaten health, whereas C represents stress levels suitable for individuals who prefer low challenge, and D represents the optimal stress level for health and productivity.

Minimum score: 1.0 Maximum score: 4.0