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

Abstract

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.

Structure Please; Continuous Improvement and Employee Consequences in a Dynamic Task Environment

“…Such positive effects can also be expected when CI is implemented with the explicit aim to improve employees' working conditions [34,37]. Lower job demands, and in this dynamic task environment, lower stress, as well as related higher work engagement, are of particular importance given the contemporary concerns about the consequences of nurses' high workloads [38][39][40][41][42][43][44].…”

A psychological health support scheme for medical teams in COVID-19 outbreak and its effectiveness

“…They were also more motivated, persistent and engaged in their work. [33][34][35][36] Social support is another powerful buffer against the adverse effects of emergency stressors and traumatic events, with better social support preventing and reducing the incidence and severity of post-traumatic stress disorder. 37 Moreover, both self-efficacy and social support play an essential role in reducing and ameliorating the adverse effects of traumatic events.…”

The Development and Validation of the Healthcare Professional Humanization Scale (HUMAS) for Nursing

“…Several different focuses and studies have reported the need to seek a consensus with respect to the term, the humanization of care, which would contribute systematically to its development in the field of health [2]. In this respect, previous studies have agreed that the humanization of care is built upon people’s needs in the care relationship [4,10,11,16], for which purpose healthcare professionals must be committed to their work [17,21,22,23], which is promoted if they possess certain characteristics [27,28,29,34,39,40,46].…”

“…If the main objective of the humanization of care is to offer the best possible care and satisfy patients’ needs, contact with healthcare professionals committed to that objective is indispensable. Some characteristics seem to be linked to it (Figure 1), for instance, it may be essential for these professionals to be committed to their work, which has already been demonstrated to achieve better results in patient care [21,22,23].…”

“…One element strongly associated with commitment to work, such as caregiving, is self-efficacy [23], understood as the healthcare professional’s skill in successfully managing complex and stressful situations [23,24]. Expectations concerning self-efficacy depend upon four factors: Achievements in work, vicarious and imaginary experiences, verbal persuasion and physiological and emotional states [25,26].…”