Variables		Measurement scale or question	Range	Reliability and validity
Demographic status/socioeconomic status		Age, sex, years worked as a nurse, highest educational background in nursing, marital status, annual income, etc.	–	–
Organizational work environment factors	Practice environment	PES‐NWI consists of five subscales: nurse participation in hospital affairs; nursing foundations for quality of care; nurse manager ability, leadership and support of nurses; staffing and resource adequacy; and collegial nurse–physician relations. Respondents are asked to indicate the extent to which they agree that the item is present in their current job.	Range of subscales and composite: 1–4. Subscale scores were calculated as the mean of items included in the subscale after the numbers were reversed: “strongly agree (=4),” “agree (=3),” “disagree (=2),” and “strongly disagree (=1).” The composite score was calculated as the mean of the 5 subscale scores.	Acceptable reliability and validity were shown (Ogata et al., 2018).
	Followership	Fourteen items based on ideas of followership were newly established (Chaleff, 2009; Kellerman, 2008; Kelly, 1992).	The response set of each scale ranges from “rarely (=1)” to “almost always (=5).” (In this study, the sum of 14 items’ response sets was calculated as the total score. Range: 14–70.)	Reliability and validity were tested (Nagai et al., 2016; Fujinami et al., 2016). Cronbach's α of the 13 items was more than 0.90. It was developed in Japanese.
	Competencies of interprofessional practice	The Chiba Interdisciplinary Competency Scale (CICS) has 6 subscales: Attitudes and beliefs as a professional; Team management skills; Actions for accomplishing team goals; Providing care that respects patients; Attitudes and behaviours that improve team cohesion; and Fulfilling one's role as a professional.	Range: 29–145. The total score for all 29 scales was calculated. Each scale ranges from “Disagree (=1)” to “Agree (=5)” on a 5‐point Likert scale. Higher scores imply higher competency of interprofessional collaborative practice.	Reliability and validity were confirmed (Sakai et al., 2017).
	Organizational culture	Competing Values Framework (CVF). Subscales: clan; adhocracy; hierarchy; and market.	Each of the 4 dimensions ranges from “Strongly disagree (=1)” to “Strongly agree (=5)” on a 5‐point Likert scale. The mean score across the 4 scales was calculated.	Reliability and validity of the original version of CVF (Quinn et al., 1991; Helfrich et al., 2007) were confirmed. Although some Japanese studies have translated and used this scale (e.g., Sasaki et al., 2017), reliability and validity of the Japanese version are not well examined yet.
	Bullying	An item of the Negative Acts Questionnaire Revised (Einarsen et al., 2009; Tsuno et al., 2010) was used to capture self‐labelled bullying experience. Question: “Have you been bullied at your current hospital during the past 6 months?”	The response set ranges from “none (=1)” to “almost every day (=5)” on a 5‐point Likert scale.	The Japanese version of Negative Acts Questionnaire Revised (Tsuno et al., 2010) had acceptable reliability and validity.
Nurse Outcomes	Self‐reported health statusa	To determine nurses’ overall health status, a single item to assess self‐rated health condition in the past 30 days was included.	Ranges from “healthy (=1)” to “not healthy (=5)” on a 5‐point Likert scale.	This is an original item for this study.
	Accumulated fatiguea	To asses nurses’ accumulated fatigue, a single item of self‐rated accumulated fatigue in the past 30 days was included.	Ranges from “I don't feel tired (=1)” to “I'm always tired, even on holidays (=4)” on a 4‐point Likert scale.	This is an original item for this study.
	Psychological distressa	Six items from the Kessler Psychological Distress Scale (K6) were included to measure psychological distress in the past 30 days (e.g., feeling so sad that nothing can cheer you up).	Range: 0–24. The total of 6 items was used as the K6 score. The response set ranges from “all of the time (=4)” to “none of the time (=0)” on a 5‐point Likert scale. Higher scores mean higher levels of psychological distress.	K6 in Japanese has acceptable reliability and validity (Furukawa et al., 2007).
	Burnouta	The Japanese Burnout Scale (JBS). The subscales were the same as those of the Maslach Burnout Inventory: emotional exhaustion (EE), depersonalization (DP), and personal accomplishment (PA).	Ranges: 5–25 for EE; 6–30 for DP; and 6–30 for PA. Response set ranges from “never (=1)” to “always (=5)” on a 5‐point Likert scale.	Reliability and validity of the JBS were confirmed by Kubo et al. (1992).
	Job satisfactiona	Vertical 100‐mm visual analogue scale (VAS)	Range: from “not satisfactory (=0)” to “satisfactory (=100).”	This is an original item.
	Psychological Empowermentb	Subscales of the Psychological Empowerment Instrument: meaning; competence; self‐determination; and impact.	Range of each subscale: 3–21. The mean scores for all 12 scales were calculated. Each scale ranges from “very strongly disagree (=1)” to “very strongly agree (=7) on a 7‐point Likert scale.	Reliability and validity were confirmed (Katsuyama, 2000).
	Intent to leaveb	Question: “Will you leave your current hospital within the next year or not?”	Range: from “will remain (=1)” to “will leave (=4)” (4‐point response set).	This is an original item.
	Resignationb	Whether the participants had resigned from the hospital or not. Directors of Nursing were asked the IDs of nurses who had resigned from the current hospital at the end of fiscal year.	Yes (resign) or No (continue to work).	N/A–Exact action done by staff nurses, nurse managers and CNOs.
	Quality of nursing careb	Vertical 100‐mm VAS	Range: from “not high quality (=0)” to “high quality (=100).”	This is an original item.

Abbreviations: CICS, Chiba Interdisciplinary Competency Scale; CVF, Competing Values Framework; JBS, Japanese Burnout Scale; DP, depersonalization; EE, emotional exhaustion; PA, personal accomplishment; K6, Kessler Psychological Distress Scale; PES‐NWI, Practice Environment Scale of the Nursing Work Index; VAS, visual analogue scale.

^a Health and satisfaction outcomes.

^b Performance‐related outcomes.