Introduction Nurses represent the cornerstone of hospital-based healthcare delivery. As the largest group of frontline healthcare professionals, they are responsible for continuous patient monitoring, medication administration, care coordination, and emotional support. However, the increasing complexity of inpatient care—driven by aging populations, comorbid conditions, rapid technological advancements, and resource limitations—has led to escalating nurse workloads, which contribute to fatigue, job dissatisfaction, and patient safety concerns (1–3). When workloads exceed safe limits, nurses experience cognitive overload and physical exhaustion, conditions that can impair clinical judgment and responsiveness. Numerous studies have indicated a strong association between nurse workload and adverse patient outcomes, including falls, medication errors, and mortality (4–6). Overburdened nurses are less likely to adhere to care protocols, perform adequate patient assessments, or detect early signs of deterioration, leading to preventable complications. Furthermore, workload-related stress has been linked to increased absenteeism and turnover, further compounding staffing shortages and reducing continuity of care. In light of these challenges, nurse managers are increasingly tasked with implementing evidence-based strategies that optimize resource allocation, ensure safe staffing levels, and promote equitable distribution of duties. Two modifiable and practical components of workforce management—shift scheduling and task delegation—have emerged as pivotal tools for alleviating workload pressures and enhancing staff well-being (7–9). Shift optimization involves systematic redesign of nurse work schedules to ensure adequate rest between shifts, minimize consecutive night duties, and align staffing patterns with patient acuity trends (10). Proper shift planning not only reduces circadian disruption and fatigue but also improves alertness, job satisfaction, and performance. In parallel, structured task delegation ensures that nursing responsibilities are clearly delineated and assigned based on training level, licensure, and demonstrated competencies (11,12). This prevents over-reliance on senior staff, allows for better use of support personnel, and reduces role ambiguity. Despite widespread theoretical endorsement in the global literature, the practical and context-specific application of these managerial strategies within Indonesian hospital settings remains underexplored. Factors such as regional staffing norms, limited human resources, and varying institutional policies may influence their feasibility and effectiveness. Therefore, this study aims to evaluate the real-world impact of an integrated nursing management intervention—combining shift optimization and task delegation—on alleviating nurse workload in inpatient care units. Conducted across diverse hospital settings in Ambon, Ternate, and Sorong, the study seeks to generate actionable insights that support strategic workforce planning and sustainable nurse deployment in Indonesian healthcare institutions. Method This study employed a quantitative pre- and post-test design to assess the effectiveness of a structured nursing management intervention in reducing perceived workload among hospital-based nurses. The design enabled direct comparison of outcome measures before and after the implementation of shift optimization and task delegation strategies, offering empirical insight into their practical utility. The research was conducted in inpatient wards of selected public and private hospitals located in the eastern Indonesian cities of Ambon, Ternate, and Sorong. These urban health institutions serve a diverse patient population and operate under varying resource constraints, thus providing a representative environment for assessing workforce management interventions in real-world settings. The study was carried out over a period of 18 months, from March 2023 to August 2024, allowing sufficient time for baseline assessment, intervention training, implementation, and post-intervention evaluation. Participants The study sample comprised 340 registered staff nurses (RNs) working in medical, surgical, and mixed inpatient wards. A purposive sampling approach was adopted to ensure participants had comparable workloads and exposure to patient care complexities. Inclusion criteria included: full-time employment status; a minimum of six months of continuous service at the study site to ensure familiarity with work patterns; and voluntary participation with informed consent. Exclusion criteria involved nurses currently enrolled in administrative, academic, or long-term leave roles. The final sample reflected a broad demographic range in terms of age, gender, and years of experience, enabling generalizability across nursing roles within Indonesian hospital systems. Ethical Approval Ethical clearance for this research