Types of direct and indirect effects.

Background
The World Health Organization (WHO) recommends Early Essential Newborn Care (EENC) to improve newborn outcomes. However, uptake remains suboptimal in many low-resource settings. Organisational factors, such as implementation climate, are crucial but understudied in relation to EENC implementation.
Objective
To explore how implementation climate mediates the relationship between knowledge, attitudes, and EENC practices.
Design
Multi-site, cross-sectional study.
Setting
Twelve tertiary maternity hospitals in China (December 2022–April 2023).
Participants
433 nurse-midwives.
Methods
Validated questionnaires were use to assess knowledge, attitudes, practices, and perceived implementation climate related to EENC. Path analysis and logistic regression were employed to explore direct and indirect relationships.
Results
A total of 69.3% participants reported good EENC practice. Significant predictors included good knowledge (adjusted odds ratio [AOR] = 2.75; 95% confidence interval [CI]: 1.76–4.31), positive attitudes (AOR = 2.00; 95% CI: 1.17–3.41), in-service training (AOR = 1.88; 95% CI: 1.17–3.02), holding a middle leadership role (AOR = 2.24; 95% CI: 1.20–4.17), and perceived workload. Nurse-midwives who reported heavier workloads were 48% less likely to hold positive attitudes towards EENC (AOR = 0.52; 95% CI: 0.28–0.94), which subsequently affected their EENC practice. The mean score of implementation climate was moderately favorable (3.30 ± 0.77), with the lowest in the rewards domain (3.02 ± 1.11). A one-point increase in climate score was associated with significantly higher odds of a positive attitude (AOR = 4.56; 95% CI: 2.98–6.99). Implementation climate influenced EENC practice indirectly through attitudes (RMSEA = 0.039).
Conclusions
This study highlights the importance of both individual factors and organizational climate in shaping EENC practices. To improve EENC implementation, healthcare systems should prioritize enhancing the implementation climate through leadership support, establishing appropriate reward systems, and addressing workload challenges. Additionally, integrating EENC training into continuous professional development programs and strengthening support for mid-level leadership are key strategies.