[Reshaping the Value of Nursing: Toward a Sustainable Future].

Under population aging and rising healthcare demand pressures, the nursing workforce has become even more critical to healthcare system stability. However, Taiwan is currently facing a "dual crisis". Nearly 40% of newly licensed nurses do not enter clinical practice, creating a substantial annual workforce gap, while current staff continue to exit the profession at a high rate due to overwork and poor work-life balance. This vicious cycle poses an existential threat to the foundations of healthcare. It is worth noting that this problem is not unique to Taiwan. Similar challenges have been widely observed worldwide in the aftermath of the COVID-19 pandemic, where many nurses left their positions due to burnout (Buchan & Catton, 2023). Fortunately, the government and nursing organizations have been actively advancing targeted reforms. Related initiatives, ranging from legislative advocacy for shift-based nurse-to-patient ratios to the implementation of self-scheduling, target greater nursing workforce flexibility, improved work-life balance, and enhanced retention. Taiwan's experience with such initiatives show the beneficial effects of phased implementation, team communication, and digital tools on efficiency and transparency. However, challenges remain, including traditional workplace culture, fairness concerns, and technological gaps. Although intelligent scheduling shows potential, it will require cultural transformation and managerial support to succeed. On a deeper level, the nursing dilemma is not merely a matter of workforce numbers, but also a structural challenge associated with professional undervaluation. The longstanding undervaluation of nursing labor has eroded professional worth and dignity. This concern resonates with the American Nurses Association's (2024) "Economic Value of Nursing". Enhancing sense of "psychological ownership" in nurses can effectively reduce turnover intention. This includes strengthening self-efficacy, professional identity, and sense of belonging in nurses to assure them that they "have a place" (Chang et al., 2022). While short-term incentives remain necessary, they are insufficient to attract new entrants. Thus, systemic reforms that affirm the value of nursing are essential to ensuring the visible dignity and long-term worth of the profession. We firmly believe the sustainable development of nursing depends not only on government policy and hospital reform but also on renewed societal recognition of the value of nurses and the nursing profession. Only by establishing and maintaining clear career pathways, fair compensation systems, and supportive working environments can new talent be attracted and the current workforce retained. This is both the aspiration of the nursing profession and a vital investment in safeguarding the health and well-being of the people of Taiwan.