Competence Development and Collaborative Climate as Antecedents of Job Performance, Job Commitment and Uncertainty: Validation of a Theoretical Model across Four Hospitals

Abstract

Knowledge is lacking regarding how organizational factors are associated with uncertainty in patient treatment. Thus, the aim of the current study was to investigate how competence development and collaborative climate relates to job performance and job commitment, and further whether job performance and job commitment relate to uncertainty. Additionally, we examined whether these associations differed between four different hospitals. We applied data from 6445 hospital workers who provided care to patients. Basic statistics and structural equation modelling (SEM) were used to test the validity of the theoretical model developed in the study and the hypothesized associations. All hypothesized paths between the latent variables were significant and in accordance with the model across the four hospitals. The current study has implications for practical human resource management and indicates that competence development should be strengthened at the individual level and collaborative climate should be strengthened at the ward level. Strengthening competence development and collaborative climate can increase job performance and job commitment of individual workers and reduce uncertainty during care in hospital settings.

Competencies of the public servant and their impacts: a study in Brazil

“…While previous literature has suggested a positive relationship between selfcompetence and organizational commitment (e.g. Battistelli et al, 2015) and that competencies lead to greater organizational commitment (Jensen et al, 2022), we verified that it was not found in our research. This finding suggests that the commitment of public servants may be influenced by specific characteristics of the Brazilian public sector, such as rigidity resulting from legislation and bureaucracy, as well as stability (Vieira et al, 2021).…”

“…In this sense, Donkor (2021) highlight that competence produces individuals who expand economic growth in both the public and private spheres. Jensen et al (2022) demonstrated the existence of connections between competency development and organizational commitment. Organizational commitment and job satisfaction, in turn, indicate having a significant relationship with each other (Rodrigo et al, 2022).…”

“…In this sense, Donkor (2021) highlight that competence produces individuals who expand economic growth in both the public and private spheres. Jensen et al. (2022) demonstrated the existence of connections between competency development and organizational commitment.…”

“…We initially present the direct relationships between the dimensions of competencies and organizational commitment, based on the conception that individual competencies (Otoo, 2019) directly influence the employee's commitment to the organization (Jensen et al, 2022). Next, we present the connection between the constructs of organizational commitment and job satisfaction, based on the understanding that organizational commitment can play the role of an antecedent to job satisfaction (Morrow, 2011).…”

“…Additionally, among existing competencies, Otoo (2019) highlights that self-competence, teamwork competence, change competence, communication competence (CC) and ethical competence are key competencies that impact both at the organizational and individual levels. Jensen et al (2022) demonstrated that individual competencies are among the elements that can contribute to employees being more committed to their work. In turn, Gadomska-Lila and Rogozinska-Pawełczyk (2022) highlighted the existence of a positive relationship between the constructs of organizational commitment and job satisfaction.…”