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Aim To analyse the moderating effect of role clarity on the relationship between social support (supervisor and colleagues) and job satisfaction. Background The social support of supervisors and co‐workers and the clarity of roles are important antecedents of job satisfaction. According to the Conservation of Resources theory, the interaction of the instrumental nature of role clarity and social support would result in higher levels of job satisfaction in nursing. Methods Through a convenience sample, a final sample of 191 participants (64.92% registered nurses, 35.08% nursing assistants) was obtained from a private hospital complex in Portugal. Hierarchical linear regression models were carried out to check the moderating function of role clarity. Results Regression models showed the moderating effect of role clarity. Nursing staff with high social support from their supervisors and peers showed higher scores in job satisfaction when role clarity was high. Conclusion An adequate description of roles, through clear and detailed information regarding expected functions, responsibilities and behaviour, allows the effect of social support from supervisors and co‐workers on job satisfaction to be stronger. Implications for nursing practice Strategies such as defining responsibilities, setting clear expectations and role analysis allow a reduction in sources of uncertainty in jobs. Training in communication and feedback skills would improve the social support given by supervisors and colleagues. Implications for nursing policy Hospital boards and nurse managers should be aware of the importance of clarifying roles, responsibilities, and functions of each professional category and hierarchical level for the provision of adequate quality of care.

Social support from the supervisor and work engagement (vigor and absorption) are important determinants of the affective bond of nursing professionals with their health organizations. Training and formation of the supervisors in leadership and coaching styles, and labor resources at work would permit increasing the levels of affective commitment in the health units.

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Aim: The aim was to examine to what extent structural empowerment (access to opportunities, support, information, and resources), and global empowerment predict job satisfaction in a sample of nursing staff from the south of Portugal. Design: A cross-sectional correlational study was made. Methods: Of 205 professional nursing surveyed, a final sample of 151 participants was selected from two public hospitals. To measure structural and global empowerment and work satisfaction, Portuguese versions of the Conditions for Work Effectiveness Questionnaire (CWEQ-II) and Job Satisfaction Scale were used. We used STATA software and an alpha level of 0.05 for all statistical levels to analyse the common variance method (CMV), correlations, and hierarchical multiple regressions. Results: All dimensions of structural empowerment (access to opportunities, information, resources, and support) and global empowerment were positively and significantly (level of significance 95%) related to job satisfaction. Regression models showed that job satis faction was significantly predicted by access to opportunities and global empowerment. Conclusion: Working conditions characterized by empowerment and opportunities for growth and development are important determinants of job satisfaction among nurses. Man agers should make an effort to provide opportunities to learn and put into practice new knowledge and skills in the workplace, increasing empowerment levels and job satisfaction in nursing staff.

The aim of the study was to verify the mediator role of work engagement between supervisor social support and affective organizational commitment. A cross-sectional and correlational study using questionnaires was conducted. We obtained a convenience sample of 267 participants from 403 nurses from two public hospitals (66.25% response rate). Participants were required to be registered nurses without a supervisor position and to have worked for at least 1 year in the same ward in a public hospital. The mediator role of work engagement was examined using path analysis and bootstrapping method (bias-corrected confidence intervals). Results showed that affective organizational commitment was positively and significantly predicted by supervisor support, vigor, and absorption. Supervisor support had both a direct effect and an indirect effect, through vigor and absorption, on affective organizational commitment. Social support from supervisors allows an increase both in nurses’ engagement and their desire to remain in the organization.

El objetivo de este estudio fue analizar el impacto del estrés de rol (ambigüedad y conflicto) sobre la satisfacción laboral a través del empowerment psicológico en el trabajo. Se obtuvieron datos de una muestra de 314 trabajadores del sur de Portugal (M = 35.59, DE = 10.66). edad edadEl 69.75% de los participantes fueron mujeres. Los resultados mostraron que el efecto del conflicto de rol fue directo sobre la satisfacción laboral, mientras que el efecto de la ambi güedad fue mediado por las dimensiones autodeterminación y significado del empowerment psicológico. Las intervenciones en las empresas deben centrarse en la prevención del estrés de rol y en el aumento del empowerment psicológico. Palabras clave: ambigüedad de rol, conflicto de rol, empowerment psicológico, satisfacción en el trabajo, path analysis. Role stress and psychological empowerment as antecedents of job satisfactionThe aim of this study was to examine the impact of role stress (ambiguity and conflict) on job satisfaction through psychological empowerment in the workplace. Data was collected from 314 workers from southern Portugal (M = 35.39, SD =10.66; 69.75% women) age ageResults indicated that role conflict had a direct effect on job satisfaction, while the impact of role ambiguity on job satisfaction was totally mediated by meaning and self-determination. Psychosocial interventions in companies should focus on prevention of role stress and pro motion of psychological empowerment in the workplace.

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