Mediating role of work engagement in the relationship between job resources and personal resources with turnover intention among female nurses

Shahpouri, S; Namdari, Kourosh; Abedi, Ahmad

doi:10.1016/j.apnr.2015.10.008

Cited by 80 publications

(96 citation statements)

References 42 publications

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“…Recent works show that this is a reliable scale (Boamah & Laschinger, 2016;Shahpouri, Namdari, & Abedi, 2016), and in this study, we found Cronbach's alpha = .80 (M = 2.91, SD = .94).…”

Section: Dependent Variablessupporting

confidence: 73%

Specific stressors relate to nurses' job satisfaction, perceived quality of care, and turnover intention

Bautista

Lauria

Contreras

et al. 2019

Int J of Nursing Practice

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Aims To determine which stressor has the highest occurrence and what stressors are related to nurse outcomes, such as job satisfaction, perceived quality of care, and turnover intention. Background Numerous stressors have been identified in nursing practice, but it is unclear if specific stressors are related to nurse outcomes. Design The study used a cross‐sectional and descriptive‐correlational research design. Methods In July and August 2017, survey data were collected from 427 staff nurses employed in a large tertiary‐level private hospital in Metro Manila, Philippines. The Nursing Stress Scale was used to measure stress frequency. Structural equation modelling was used to determine the relationship of stressors and nurse outcomes. Results Exploratory and confirmatory factor analyses indicate nine Nursing Stress Scale factors. Workload is the most frequent stressor. Moreover, workload was negatively related to job satisfaction and perceived quality of care. Workload and conflict with nurses were positively related to turnover intention. Conclusions The Nursing Stress Scale has a different factor structure based on a survey of nurses in the Philippines. Only workload and conflict with nurses were related to specific nurse outcomes. Nurse managers should identify and mitigate stressors experienced by nurses since these can lead to turnover and poor quality of care.

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“…Recent works show that this is a reliable scale (Boamah & Laschinger, 2016;Shahpouri, Namdari, & Abedi, 2016), and in this study, we found Cronbach's alpha = .80 (M = 2.91, SD = .94).…”

Section: Dependent Variablessupporting

confidence: 73%

Specific stressors relate to nurses' job satisfaction, perceived quality of care, and turnover intention

Bautista

Lauria

Contreras

et al. 2019

Int J of Nursing Practice

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show abstract

“…The results support all hypotheses, confirming previous studies that job resources were negatively related with turnover intention (Bakker et al 2003;Shahpouri et al 2015;Shaufeli & Bakker 2004), job resources were positively related with job embeddedness (Bergiel et al 2009), and job embeddedness was negatively related to turnover intention (Crossley et al 2007;Mitchell et al 2001;Ramesh & Gelfand 2010). With regard to Hypothesis 4 that posited job embeddedness as the mediator in the relationship between JD-R and turnover intention, the analysis additionally shows a decrease in the direct effect of JD-R.…”

Section: Discussionsupporting

confidence: 81%

Diversity in Unity: Perspectives from Psychology and Behavioral Sciences

Ariyanto¹,

Muluk²,

Newcombe³

et al. 2017

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“…; Shahpouri et al. ; Simpson ). In addition, work engagement has been related to other important attitudes and work behaviours in nursing personnel, such as job satisfaction, effective performance or the quality of hospital care (García‐Sierra et al.…”

Section: Introductionmentioning

confidence: 99%

Self‐efficacy and organizational commitment among Spanish nurses: the role of work engagement

Orgambídez-Ramos

Borrego

Aguado

2019

International Nursing Review

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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.

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Mediating role of work engagement in the relationship between job resources and personal resources with turnover intention among female nurses

Cited by 80 publications

References 42 publications

Specific stressors relate to nurses' job satisfaction, perceived quality of care, and turnover intention

Specific stressors relate to nurses' job satisfaction, perceived quality of care, and turnover intention

Diversity in Unity: Perspectives from Psychology and Behavioral Sciences

Self‐efficacy and organizational commitment among Spanish nurses: the role of work engagement

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