Prediction Model for Nursing Work Outcome of Nurses: Focused on Positive Psychological Capital

Abstract

The purpose of this study was to construct and test a structural equation model on nursing work outcomes based on Youssef and Luthans' positive psychological capital and integrated conceptual framework of work performance. Methods: This study used a structured questionnaire administered to 340 nurses. Data were analyzed using structural equation modeling. Results: Positive psychological capital showed indirect and direct effects on job satisfaction, retention intention, organizational citizenship behavior, and nursing performance. While, the nursing work environment had direct and indirect effects on job satisfaction and nursing performance, it only had indirect effects on intention to work and organizational citizenship behavior. Additionally, a mediating effect on retention intention and organizational citizenship behavior was found between job satisfaction and nursing performance variables. Conclusion: The nursing organization needs to build a supportive work environment and reinforce positive psychological capital to improve nursing performance. Additionally, it needs to actively manage the necessary parameters involved in the stages of job satisfaction, retention intention, nursing performance, and organizational citizenship behavior of nurses. The findings propose the continuous management of nursing personnel based on nurses' attitude outcome, behavioral intention, behavioral outcome, and stage of role performance.

Investigation of the relationship between psychological resilience and job performance in Turkish nurses during the Covid‐19 pandemic in terms of descriptive characteristics

“…The fact that approximately 86% of the nurses participating in the study stated that they did their job enthusiastically may have contributed to the achievement of such a result. Our study results are in line with the results of Supriadi et al's ( 2020 ) and Lee and Kim's ( 2020 ) studies. On the other hand, there was no significant difference between the mean scores the nurses obtained from the Job Performance Scale in terms of their descriptive characteristics such as sex, marital status, age, having or not having a positive diagnosis of Covid‐19 and doing or not doing their job enthusiastically.…”

“…However, in the present study, no significant difference was found between the participants' psychological resilience levels in terms of variables such as sex, marital status and being or not being diagnosed with Covid-19. In this regard, our results are consistent with Han and Kim's (2020) studies. On the other hand, there was no significant difference between the mean scores the nurses obtained from the Job Performance Scale in terms of their descriptive characteristics such as sex, marital status, age, having or not having a positive diagnosis of Covid-19 and doing or not doing their job enthusiastically.…”

Influence of gender role conflict, resilience, and nursing organizational culture on nursing work performance among clinical nurses

“…간호업무성과는 간호사의 업무에 대한 전문성을 바탕으로 역할 을 합리적으로 수행하여 간호조직의 목표를 능률적으로 수행하는 정도로서 (Ko, Lee, & Lim, 2007), 간호업무성과 저하는 생산성과 효율성을 떨어뜨리며 간호조직의 발전을 저해할 뿐만 아니라 환 자 측면에도 좋지 않은 결과를 가져온다 (Kim & Lim, 2018). 실무 경험이 많은 간호사가 간호업무를 능숙하게 수행하여 간호업무성 과가 높으며 (Kim & Lim, 2018;Ko et al, 2007), 동료관계에 대 한 만족, 직무만족, 이직의도, 조직시민행동, 임파워먼트, 근무환경 등이 간호업무성과와 관련이 높은 것으로 보고되고 있다 (Ko et al, 2007;Lee & Kim, 2020 (Yom, Noh, & Kim, 2014 (Ko et al, 2007;Lee & Kim, 2020). 지금까지의 연구는 주로 개 인적 차원의 요인들이 간호업무성과에 미치는 영향을 연구하거나 (Jang, Lee, Song, & Kim, 2018;Jo & Sung, 2018) 조직적 차원 에서의 간호조직문화와 간호인력 확보수준 등이 간호업무성과에 미치는 영향에 대한 연구 (Han, 2002;Ko & Kim, 2008;Yom et al, 2014)…”

Psychological capital and organizational citizenship behavior among nurses during the COVID-19 epidemic: Mediation of organizational commitment

“…Although many studies believed that psychological capital and organizational commitment had a positive impact on nurses' organizational citizenship behavior (Taghinezhad et al, 2015;Lee et al, 2020), few studies have explored how this impact works, especially during the COVID-19 epidemic. In order for nursing managers to better promote nurses' organizational citizenship behavior and improve overall nursing performance during the COVID-19 epidemic, it is necessary to clarify the mechanism between nurses' psychological capital, organizational commitment and organizational citizenship behavior.…”

“…Nurses' organizational citizenship behavior is a spontaneous behavior, which is not within the requirements of the organizational system and is not caused by the formal salary system, but can maintain and enhance the social and psychological environment of the organization, and promote the completion of task performance (Jin et al, 2022). Some studies found that nurses' organizational citizenship behavior may be affected by their psychological capital and organizational commitment, and ultimately affect nursing organizational performance (Taghinezhad et al, 2015;Lee et al, 2020). The job demands-resources (JD-R) model also pointed out that personal resources (such as psychological capital) can jointly stimulate workers' motivation (such as organizational commitment), which has a positive impact on employees' job performance (such as organizational citizenship behavior) (Bakker et al, 2017).…”