Aim The objective of this study was to verify the mediating role of work engagement between self‐efficacy and affective organizational commitment on the basis of the Job Demands‐Resources Model in a sample of Spanish nursing staff. Background Affective organizational commitment is a key element, both for the permanence of nursing staff and for the provision of an excellent quality of care of health organizations. However, the relationships between self‐efficacy, work engagement and affective commitment to the organization have been little explored within the nursing context. Methods A total of 527 nursing professionals from Spanish public hospitals in Andalusia were surveyed, obtaining a convenience sample of 324 participants (52.96% nurses, 47.04% nursing assistants). The mediating role of work engagement was examined using structural equation modelling and the bootstrapping method. Results The results showed that affective organizational commitment was positively predicted by self‐efficacy and work engagement. Work engagement had a direct effect on affective organizational commitment, while the effect of self‐efficacy on affective commitment was totally mediated by work engagement. Conclusions The results give empirical support to the Job Demands‐Resources Model, which raises the mediating role of work engagement between self‐efficacy (personal resource) and affective organizational commitment (organizational result). Implications for nursing practice Health organizations should be aware that a greater perception of efficacy beliefs and work engagement strengthens the affective bond with the organization, thus improving the corporate image of the health institution. Implications for nursing policy Policy changes are necessary to create work environments that enhance the self‐efficacy of nursing staff and generate high levels of work engagement, such as flexible training plans and informal support groups.

The aim of this study was to explore the effect of work engagement, as an intermediary variable, on the relationship between self-efficacy, and job satisfaction and affective organizational commitment as individual indicators of quality of working life (QWL). A cross-sectional correlational design was utilized assessing a convenience sample of 321 nursing staff. All participants were employed in public hospitals and had more than five months of professional experience in the same hospital. Mediation analysis was performed using path analysis and bootstrapping confidence intervals (percentile-corrected). Work engagement partially mediated the relation between self-efficacy and job satisfaction, and fully mediated the relation between self-efficacy and affective organizational commitment. Self-efficacy seems to be an important predictor of QWL in nursing staff, although its effect is partially mediated (e.g., job satisfaction) or fully mediated (e.g., affective commitment) by work engagement.

Aim: This study aimed to analyse the mediator effect of role ambiguity between social support from supervisor and colleagues and job satisfaction in Portuguese nursing staff.Background: Few studies have analysed the processes through which social support increases job satisfaction in the nursing context.Design: A cross-sectional design using questionnaires.Method: A total of 124 registered nurses and 130 certified nursing assistants participated in the study. Mediation analysis was performed by calculating percentile confidence intervals (10,000 resamples).Results: Mediation analysis revealed a partial mediation between social support and job satisfaction through role ambiguity. The direct effect was greater in the case of supervisor support.Conclusions: Social support is a crucial resource in the nursing work context with a beneficial effect on well-being (e.g. reducing role stress) and job satisfaction.Implications for Nursing Management: Managers of hospitals and health units can establish the organizational bases to facilitate this process, considering the importance of the role of the supervisors and colleagues in the provision of high levels of instrumental and socio-emotional support.

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While the importance of teacher job satisfaction is well documented, the processes and mechanisms by which educational institutions manage to influence the satisfactions of their members are not. Studies on the organizational elements associated with satisfaction have focused on isolated factors without the common umbrella of a consolidated theoretical model. Based on Kanter's theory of power in organizations, we aimed to analyze the mediator role of psychological empowerment between structural empowerment and job satisfaction in a sample of 267 university teachers in southern Spain. A cross-sectional study was carried out, utilizing questionnaires for data collection and convenience sampling. Percentile confidence intervals, based on 5000 resamples, were calculated to test the mediation model. Results showed that a two-way