The role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses' turnover intention and patient satisfaction

Simone, Silvia De; Planta, Anna; Cicotto, Gianfranco

doi:10.1016/j.apnr.2017.11.004

Cited by 315 publications

(380 citation statements)

References 95 publications

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“…High levels of affective commitment with an organization are also considered as one of the main traits of nurses who are engaged at work (De Simone et al. ; García‐Sierra et al. ; Simpson ).…”

Section: Introductionmentioning

confidence: 99%

“…, p. 74), and is considered to be an important predictor of both organizational commitment, as well as the intention to abandon a company (De Simone et al. ; García‐Sierra et al. ; Shahpouri et al.…”

Section: Introductionmentioning

confidence: 99%

“…Personal resources include optimism, resilience, self‐esteem or self‐efficacy (De Simone et al. ; García‐Sierra et al. ; Schaufeli ).…”

Section: Introductionmentioning

confidence: 99%

“…Nurses perceived as effective experience higher levels of engagement at work (De Simone et al. ; García‐Sierra et al. ; Schaufeli ).…”

Section: Introductionmentioning

confidence: 99%

“…) and lower intention of leaving the organization (De Simone et al. ; Peng et al. ; Shahpouri et al.…”

Section: Introductionmentioning

confidence: 99%

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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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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

“…Personal resources include optimism, resilience, self‐esteem or self‐efficacy (De Simone et al. ; García‐Sierra et al. ; Schaufeli ).…”

Section: Introductionmentioning

confidence: 99%

“…Nurses perceived as effective experience higher levels of engagement at work (De Simone et al. ; García‐Sierra et al. ; Schaufeli ).…”

Section: Introductionmentioning

confidence: 99%

“…) and lower intention of leaving the organization (De Simone et al. ; Peng et al. ; Shahpouri et al.…”

Section: Introductionmentioning

confidence: 99%

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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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Factors Influencing Perioperative Nurse Turnover: A Classic Grounded Theory Study

Mayes¹,

Cochran²

2023

AORN Journal

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Perioperative nurse turnover rates range from 12% to 18.8%, and approximately 75% of perioperative managers reported at least one vacancy in 2021. Perioperative leaders are challenged to mitigate nurse turnover effectively because factors contributing to a nurse's decision to leave their job are not well defined. The purpose of this qualitative study using classic grounded theory was to explore perioperative nurses' turnover decision-making processes. We used social media to recruit participants and then conducted 26 interviews to collect data. We completed comparative analysis of the data and developed the Perioperative Nurse Turnover Decision-Making Theory, which describes the influence of the dimensions of perioperative nurse well-being (ie, physical and emotional well-being, career development, work-life balance, compensation, workplace culture) on their decision to leave an OR position. Perioperative leaders should consider the nurses' decision-making process when developing and implementing interventions aimed at reducing turnover.

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Human resource management at the intensive care unit: A pragmatic review and future research agenda for building a learning health system

Rietdijk,

van der Kuy,

den Uil

2023

Learning Health Systems

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Recently, the importance of efficient and effective health care has been recognized, especially during the acute phase of the Coronavirus Disease‐2019 (COVID‐19) pandemic. Intensive care units (ICUs) have faced an immense workload, with massive numbers of patients being treated in a very short period of time. In general, ICUs are required to deliver high‐quality care at all times during the year. At the same time, high‐quality organizational goals may not be aligned with the interests, motivation, and development of individual staff members (eg, nurses, and doctors). For management of the ICU, it is important to balance the organizational goals and development of the staff members (“their human capital”), usually referred to as human resource management. Although many studies have considered this area, no holistic view of the topic has been presented. Such a holistic view may help leadership and/or other stakeholders at the ICU to design a better learning health system. This pragmatic review aims to provide a conceptual model for the management of ICUs. Future research may also use this conceptual model for studying important factors for designing and understanding human resources in an ICU.

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The role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses' turnover intention and patient satisfaction

Cited by 315 publications

References 95 publications

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

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

Factors Influencing Perioperative Nurse Turnover: A Classic Grounded Theory Study

Human resource management at the intensive care unit: A pragmatic review and future research agenda for building a learning health system

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