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RESEARCH PRODUCT
Organisational and individual resources as antecedents of older nursing professionals’ organisational commitment : Investigating the mediating effect of the use of selection, optimisation and compensation strategies
Monika E. Von BonsdorffMerja MiettinenDeborah McpheeMika VanhalaMika VanhalaHanna Salminensubject
career management self-efficacyhoitoalaCareer managementoptimisation and compensation (SOC) theoryeducationnursing professionselectionNursing shortageJob SatisfactionStructural equation modelingsairaanhoitajatomatoimisuushenkilöstöjohtaminen03 medical and health sciences0302 clinical medicineResource (project management)Nursinghigh-involvement work practices (HIWPs)Surveys and QuestionnairesHealth carenurse retentionHumansikääntyvät työntekijät030212 general & internal medicineGeneral Nursingtyössä jatkaminen030504 nursingSalaries and Fringe Benefitsbusiness.industryCompensation (psychology)General MedicineSelf Efficacyorganisational commitmentCross-Sectional StudiesWorkforceSurvey data collection316 Nursing0305 other medical sciencePsychologybusinessdescription
Aim and objectives To investigate how organisational and individual resources are linked to older (50+) nursing professionals’ organisational commitment, and to examine the possible mediating role of the active use of selection, optimisation and compensation (SOC) strategies. Background Many healthcare organisations need to find ways to retain their older nursing professionals due to nursing shortage. Design To test a set of hypotheses, cross-sectional survey data (n = 396) were used. Data were analysed using correlation analysis and partial least-squares structural equation modelling. STROBE Statement for cross-sectional studies has been followed in this study. Results The results exhibited that both individual and organisational resources and the active use of SOC strategies were positively associated with older nursing professionals’ organisational commitment. The active use of SOC strategies had a partially mediating role in the relationship between individual resource (career management self-efficacy) and organisational commitment. Similarly, career management self-efficacy partially mediated the association between organisational resources (perceived high-involvement work practices) and organisational commitment. Conclusions Regarding the retention of older nursing professionals, attention should be paid to both individual and organisational resources and the active use of SOC strategies. Relevance for clinical practice By providing opportunities to actively use SOC strategies and by paying attention to career management self-efficacy among older nursing professionals, nursing managers may influence the retention of the older nursing workforce. Similarly, supportive organisational practices can support older nursing professionals’ career management self-efficacy and their organisational commitment. peerReviewed
| year | journal | country | edition | language |
|---|---|---|---|---|
| 2021-01-01 |