Resilience in nurses in terms of perceived social support, job satisfaction and certain variables

Öksüz, Emine; Demiralp, Meral; Mersin, Sevinç; Tüzer, Hilal; Aksu, Miray; Sarıkoç, Gamze

doi:10.1111/jonm.12703

Cited by 52 publications

(54 citation statements)

References 44 publications

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“…28 Also, resilience showed a partial mediation in the associations of emotional exhaustion and depersonalization with psychological distress among Chinese female nurses. 29 Although some work stress factors influence the resilience level of nurses, 30 , 31 the mediation effect of resilience in the ERI-fatigue relation has not been reported among nurses to our best knowledge.…”

Section: Introductionmentioning

confidence: 96%

<p>Effort-Reward Imbalance, Resilience and Perceived Organizational Support: A Moderated Mediation Model of Fatigue in Chinese Nurses</p>

Liu

Wang

et al. 2020

RMHP

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Purpose Fatigue undermines nurses’ well-being and work performance worldwide. Work stress is a critical factor that causes nurses’ fatigue, but the solutions are not well known. This study aimed to identify the moderated mediation model of fatigue involving effort-reward imbalance (ERI), resilience and perceived organizational support (POS) in Chinese nurses. Methods In a cross-sectional investigation conducted in Liaoning Province of China, 996 nurses completed the self-administered measurements of fatigue, ERI, resilience and POS. Moderated mediation was tested using the PROCESS procedure. The “pick-a-point” method was adopted to assess conditional effect on fatigue. Results The indirect effect of ERI on fatigue through resilience was significant (a×b = 0.119, BCa 95% CI: 0.094 to 0.146), indicating a partial mediation of resilience. POS moderated the association of resilience with fatigue ( β = −0.056, p = 0.006). The higher the level of POS was, the stronger the resilience-fatigue association became. Thus, the mediating role of resilience in the ERI-fatigue association was gradually increased with the increase of POS level (low POS: 0.073; moderate POS: 0.095; high POS: 0.116). Conclusion Resilience could partially mediate the ERI-fatigue association. POS could act as a moderator that enhanced the association of resilience with fatigue. A moderated mediation model of fatigue was demonstrated in Chinese nurses. Managers should establish a balanced social reciprocity, and improve nurses’ resilience and POS in order to decrease nurses’ fatigue.

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Section: Introductionmentioning

confidence: 96%

<p>Effort-Reward Imbalance, Resilience and Perceived Organizational Support: A Moderated Mediation Model of Fatigue in Chinese Nurses</p>

Liu

Wang

et al. 2020

RMHP

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“…Nurse job satisfaction and well‐being are closely related to patient quality of care, patient safety and outcomes and organisational performance (Hayes & Bonnet, ; Oates, Jones, & Drey, ; Santos, Castanheira, Chambel, Amarante, & Costa, ), and are thus important issues in nursing management. Nurse job satisfaction and well‐being are related to both personal characteristics, including age, gender and education level, and workplace characteristics, including years of work experience, workload and task requirements and significance (Oates et al, ; Öksüz et al, ; Saber, ). Furthermore, job satisfaction is associated with well‐being in nurses (Gurková, Čáp, Žiaková, & Ďurišková, ; Sparks, Corcoran, Nabors, & Hovanitz, ).…”

Section: Introductionmentioning

confidence: 99%

“…and significance (Oates et al, 2017;Öksüz et al, 2018;Saber, 2014). Furthermore, job satisfaction is associated with well-being in nurses (Gurková, Čáp, Žiaková, & Ďurišková, 2012;Sparks, Corcoran, Nabors, & Hovanitz, 2005).…”

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confidence: 99%

Factors influencing well‐being in clinical nurses: A path analysis using a multi‐mediation model

Kim

Park

Kim

et al. 2019

Journal of Clinical Nursing

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Aims and objectives To test a hypothetical path model estimating the influence of resilience and gratitude disposition on well‐being in Korean clinical nurses and to verify the mediating effects of burnout, compassion satisfaction and job satisfaction using a multi‐mediation model. Background To improve the well‐being of nurses, it is necessary to consider their personal and work‐related characteristics comprehensively. Design A descriptive cross‐sectional design was used. Methods A total of 310 clinical nurses participated in this study. A structured questionnaire was used to collect data. A path analysis using a multi‐mediation model was performed using AMOS 23.0 to test the hypothetical path model. This study adhered to the STROBE guideline. Results The model's fit indices were adequate. Resilience and gratitude disposition both had significant direct effects on well‐being. Resilience and gratitude disposition had significant indirect effects on well‐being through the effect of burnout, compassion satisfaction and job satisfaction. Resilience, gratitude disposition, burnout, compassion satisfaction and job satisfaction explained 68.3% of the total variance of well‐being. Conclusions Intervention programmes considering these factors may be useful to improve nurses’ well‐being. Relevance to clinical practice Nurses’ well‐being should be assessed along with resilience, gratitude disposition, burnout, compassion satisfaction and job satisfaction. To improve the well‐being of clinical nurses, systematic and integrated intervention programmes need to be developed and applied, with consideration for a variety of factors related to well‐being.

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“…In addition to the variables identified in this study, a measure of self-efficacy must be included in future research that attempts to explicate the SD-nexus-to-cycle escalation. Other variables from both the communication and the nursing disciplinary literatures may also be related and should be included in future research such as learned helplessness, resilience, flexibility, and support-seeking (Moreland et al, 2015; Öksüz et al, 2019). Once a set of factors has been determined that predict escalation, interventions can be developed and evaluated by examining whether the training improves self-efficacy, TCP stress reaction and persecution, nonconfrontative conflict style, and other personal characteristics—and whether that improvement prevents SD.…”

Section: Discussionmentioning

confidence: 99%

“…The literature shows a consensus that low job satisfaction is a predictor of job turnover (Ahmad & Oranye, 2010; Hwang et al, 2009; MacKusick & Minick, 2010; Sabei et al, 2020). Predictors of job satisfaction include supportive work environments (Lee et al, 2020; Noh, 2017; Wyatt & Harrison, 2010), interpersonal relationships with other nurses (Moreland et al, 2015; Öksüz et al, 2019), and delivering quality patient care (Sabei et al, 2020; Utriainen & Kyngas, 2009). These three factors are thwarted when individuals experience SD (Nicotera et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

Expanding structurational divergence theory by exploring the escalation of incompatible structures to conflict cycles in nursing

Malterud

Nicotera

2020

Management Communication Quarterly

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Intractable workplace conflicts that impede individual and organizational success are common, yet little is understood about how such cycles are formed. Structurational divergence (SD) theory explains intractable conflict cycles resulting from incompatible meaning structures. SD-nexus is the interpenetration of equally compelling but incompatible structures, creating unresolvable conflicts, thus escalating the SD-nexus to the SD-cycle of intractable conflict: unresolvable conflict, immobilization, and erosion of development that perpetuates the unresolvable conflicts. The presence of both SD-nexus and SD-cycle is diagnosed as SD. SD has been studied in nursing, contributing to negative occupational outcomes (e.g., burnout, bullying, role conflict, low job satisfaction, and high turnover). No research has examined how SD-nexus escalates to SD-cycle. This study presents an exploratory secondary analysis of data from a previous study. Communication-related variables that are significantly correlated with SD were used to determine which may be associated with SD-nexus-to-SD-cycle escalation. Results suggest that nonconfrontational conflict management style and taking conflict personally may escalate SD. Future research examining these variables, along with self-efficacy and other variables gleaned from the literature, is recommended.

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Resilience in nurses in terms of perceived social support, job satisfaction and certain variables

Abstract: Nurse managers can use the results to plan interventions that improve resilience among nurses.

Cited by 52 publications

References 44 publications

<p>Effort-Reward Imbalance, Resilience and Perceived Organizational Support: A Moderated Mediation Model of Fatigue in Chinese Nurses</p>

<p>Effort-Reward Imbalance, Resilience and Perceived Organizational Support: A Moderated Mediation Model of Fatigue in Chinese Nurses</p>

Factors influencing well‐being in clinical nurses: A path analysis using a multi‐mediation model

Expanding structurational divergence theory by exploring the escalation of incompatible structures to conflict cycles in nursing

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