A model of abusive supervision, self-efficacy, and work engagement among Chinese registered nurses: The mediating role of self-efficacy

Abstract

Abusive supervision could negatively influence individual work attitudes, behaviors, and work outcomes. Self-efficacy and work engagement can help to increase nursing performance. But few studies have attempted to determine the specific mechanism between them in China. The objective is to analyze the levels of abusive supervision, self-efficacy, and work engagement, and to explore the relationship between these three variables among Chinese clinical registered nurses. A predictive, cross-sectional quantitative survey was performed in a convenience sample of 923 Chinese clinical nurses. The instruments included the Demographic Data Questionnaire, Abusive Supervision Scale, Self-efficacy Scale and Work Engagement Scale. A total of 702 valid questionnaires were returned, yielding a favorable response rate of 76.1%. The level of abusive supervision was at the mid-low level, with a mean of 1.55. The nurses presented a relative high level of self-efficacy (M = 4.97) and work engagement (M = 5.01). A statistically significant negative correlation between abusive supervision and self-efficacy (r = −0.21, p < 0.01). A statistically significant negative correlation between abusive supervision and work engagement (r = −0.32, p < 0.01), and a statistically significant positive correlation between self-efficacy and work engagement (r = 0.43, p < 0.01). Abusive supervision had a directly negative effect on self-efficacy (β = −0.23, p < 0.01) and work engagement (β = −0.24, p < 0.01). Self-efficacy positively predicted work engagement (β = 0.41, p < 0.01). The results indicated that abusive supervision could negatively predict nurses’ work engagement directly and that abusive supervision could also indirectly influence work engagement partly through the mediation of self-efficacy. Nursing managers should take effective measures to prevent and control the abusive management and leadership behavior of head nurses, and improve nurses’ self-efficacy, so that nurses can experience full respect, support, and self-confidence. They can devote themselves to work with the greatest enthusiasm.

Examining the nexus between situational factors and job performance through the mediating role of work engagement and self‐efficacy

“…As evidenced by previous research studies, this article is unique and provides new insights regarding the role of supervisor support, work engagement, and self‐efficacy, particularly in the cultural context of Pakistan. The findings of this study are consistent with prior studies of Xu et al (2022), Sun et al (2022), Rabiul et al (2022) and Uppathampracha and Liu (2022).…”

Abusive Supervision and Its Relationship With Nursing Workforce and Patient Safety Outcomes: A Systematic Review

“…Among them, two studies reported a significant decrease in moral courage among nurses who worked with abusive nurse managers. 34,41 Sun et al 46 demonstrated a significant negative influence of abusive supervision on nurses’ self-efficacy, while Mostaf 41 reported a negative effect of abusive supervision on nurses’ moral efficacy. However, one study found no effect of abusive supervision on role ambiguity.…”

“…Job satisfaction Ng et al 43 Significantly decreased Pyc et al 40 Significantly decreased Rodwell et al 45 Significantly decreased Sharif Nia et al 29 Significantly decreased 3. Work engagement Sun et al 46 Significantly decreased Osei et al 38 Significantly decreased 4. Public service motivation Ng et al 43 No change Behavior or performance-based outcomes 5.…”

“…Four studies attributed increased job dissatisfaction to a higher perception of abusive supervision. 29,40,43,45 Other studies associated abusive supervision with decreased work engagement, 38,46 but not with public service motivation. 43 Behavior/performance-based outcomes.…”

Job Resources and Core Self-Evaluation as Predictors of Nurse Engagement and Patient-Safety Outcomes: A Longitudinal Study

“…Moreover, this study indicates that core selfevaluation is an independent predictor of nurses' work engagement. Several studies have demonstrated that a strong sense of self-efcacy (often described as a component of core self-evaluation) can help nurses continue to engage in clinical practice when they experience job stress and problems [7,43]. Important information about the role of core selfevaluation in explaining work engagement among nurses needs to be included, as earlier studies almost focused on job satisfaction [44].…”