Mediating the role of work engagement between personal resources (self-efficacy, the big five model) and nurses’ job performance

Linking Frontline Employee Self-Efficacy to Customers Service Performance in Healthcare Industry: A Dynamic Capability Perspective

Purpose

In the complex and rapidly changing healthcare environment, the dynamic capabilities of frontline employees (FLEs) to integrate resources and adapt to environmental changes are crucial. This study aims to investigate the relationship between FLEs' self-efficacy, dynamic capabilities (including sensing capability and reconfiguring capability), and their impact on service performance.

Methods

Data were collected from a matched sample of 123 doctors and 762 corresponding consumers from two medical aesthetic hospitals in China. SPSS and SmartPLS are used to test the proposed model.

Results

The findings indicate that FLEs' self-efficacy positively influences their service performance through the mediation of dynamic capabilities. Moreover, while the direct impact of FLEs' sensing capabilities on service performance was found to be insignificant, it was observed that these capabilities indirectly affect service performance through reconfiguring capabilities.

Conclusion

This study presents theories and arguments on the role of self-efficacy and dynamic capabilities in improving service performance. These findings contribute to a deeper understanding of how FLEs cultivate the dynamic capability of resource integration, offering valuable insights for the attainment of sustainable competitive advantages.

Examining regulatory focus in the acceleration and deceleration of engagement and exhaustion cycles among nurses

BACKGROUND

Given that emotional exhaustion and nurse engagement have significant implications for nurse well-being and organizational performance, determining how to increase nurse engagement while reducing nurse exhaustion is of value.

PURPOSE

Resource loss and gain cycles, as theorized in conservation of resources theory, are examined using the experience of emotional exhaustion to evaluate loss cycles and work engagement to evaluate gain cycles. Furthermore, we integrate conservation of resources theory with regulatory focus theory to examine how the ways in which individuals approach work goals serves as a facilitator to the acceleration and deceleration of both of these cycles.

METHODOLOGY/APPROACH

Using data from nurses working in a hospital in the Midwest United States at six time points spanning over 2 years, we demonstrate the accumulation effects of the cycles over time using latent change score modeling.

RESULTS

We found that prevention focus was associated with the accelerated accumulation effects of emotional exhaustion and that promotion focus was associated with the accelerated accumulation effects of work engagement. Furthermore, prevention focus attenuated the acceleration of engagement, but promotion did not influence the acceleration of exhaustion.

CONCLUSION

Our findings suggest that individual factors such as regulatory focus are key to helping nurses to better control their resource gain and loss cycles.

PRACTICE IMPLICATIONS

We provide implications for nurse managers and health care administrators to help encourage promotion focus and suppress prevention focus in the workplace.

Transformational leadership and work engagement as mediators on nurses' job performance in healthcare clinics: work environment as a moderator

PURPOSE

This study aims to investigate the mediating effect of transformational leadership (TL) and work engagement (WE) on health-care clinic nurses' performance and the crucial role of these variables in the work environment (WEV).

DESIGN/METHODOLOGY/APPROACH

Data were collected from 353 nurses working across various health-care clinics in the United Arab Emirates. This study used descriptive correlational statistics from the Statistical Package for the Social Sciences, the Pearson correlation coefficient, confirmatory factor analysis for model validity, Cronbach's alpha for reliability and path analysis to determine the results.

FINDINGS

The relationship between TL and job performance among nurses in health-care clinics was strongly influenced by WE. In addition, a moderate WEV increased the positive influence of TL on job accomplishment. Furthermore, there were no statistically significant differences between the participants' demographics characteristics and the main variables of the study.

PRACTICAL IMPLICATIONS

Health-care management can support and enhance nurses' job performance through TL, create a more structured WEV and support WE.

ORIGINALITY/VALUE

This study involves a specific investigation into WE as a mediator, WEV as a moderator and the effect of TL on nurses' job performance.

Performance of village midwives in detecting neonatal emergency through self efficacy and work engagement as mediation: Cross-sectional study in Pamekasan Regency, Indonesia

Backgrounds

The government's strategy in reducing the high infant mortality rate (IMR) in Indonesia is to place midwives in the village and use the Integrated Management of Young Infants (MTBM) guidelines that integrate all steps through early detection and effective treatment. Midwives have not shown maximum performance in neonatal coverage and neonatal complications, each of which has not reached the target. This study aims to analyze the effect of self-efficacy and work engagement on task performance in the Pamekasan Public Health Center Work Area.

Designs and methods

This research was conducted as an analytic study with a cross-sectional study. A sample of 151 village midwives in each Puskesmas' working area, was then analyzed and interpreted to test the model with SEMPLS.

Results

Directly self-efficacy has no effect on performance (t statistic 0.315 < 1.96; p-value 0.753 > 0.05), self-efficacy affects work engagement (t statistic 13.98 > 1.96; p-value 0.000 < 0.05), while work engagement has an effect on performance (t statistic 11.426 > 1.96; p-value 0.000 > 0.05). Indirectly, self-efficacy will affect performance if it is through work engagement (t statistic 7.392 > 1.96; p-value 0.000 > 0.05).

Conclusion

The findings show that self-efficacy and work engagement can help improve the performance of village midwives in detecting neonatal emergencies.

The relationship between work practice environment and work engagement among nurses: The multiple mediation of basic psychological needs and organizational commitment a cross-sectional survey

Background

Previous researchers have demonstrated that the work practice environment influences nurses' engagement; however, few studies have explored the mechanisms that explain the links between them.

Objectives

To examine whether basic psychological needs and organizational commitment mediate the relationship between the work practice environment and work engagement.

Methods

A cross-sectional survey was conducted with a sample of 893 nurses from 14 cities in Sichuan Province of China between November 2021 and December 2021. Data were collected online using the Chinese version of the Practice Environment Scale of the Nursing Work Index, Basic Needs Satisfaction in General Scale, Organizational Commitment Scale, and Utrecht Work Engagement Scale. The Pearson correlation analysis and multiple mediation model were used to analyze the data.

Results

The Pearson correlation analysis showed that work practice environment, basic psychological needs, and organizational commitment were positively associated with work engagement. The positive relationship between work practice environment and work engagement was mediated by basic psychological needs and organizational commitment [B = 0.505, SE = 0.032, 95% CI (0.442, 0.566)].

Conclusions

The study substantially contributes to the existing knowledge by revealing the mechanisms of fostering work engagement among nurses and explaining why the work practice environment influences work engagement.

Job performance in healthcare: a systematic review

BACKGROUND

Healthcare organisations face major challenges to keep healthcare accessible and affordable. This requires them to transform and improve their performance. To do so, organisations must influence employee job performance. Therefore, it is necessary to know what the key dimensions of job performance in healthcare are and how these dimensions can be improved. This study has three aims. The first aim is to determine what key dimensions of job performance are discussed in the healthcare literature. The second aim is to determine to which professionals and healthcare organisations these dimensions of job performance pertain. The third aim is to identify factors that organisations can use to affect the dimensions of job performance in healthcare.

METHODS

A systematic review was conducted using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) statement. The authors searched Scopus, Web of Science, PubMed, and Google Books, which resulted in the identification of 763 records. After screening 92 articles were included.

RESULTS

The dimensions - task, contextual, and adaptative performance and counterproductive work behaviour - are reflected in the literature on job performance in healthcare. Adaptive performance and counterproductive work behaviour appear to be under-researched. The studies were conducted in different healthcare organisations and pertain to a variety of healthcare professionals. Organisations can affect job performance on the macro-, meso-, and micro-level to achieve transformation and improvement.

CONCLUSION

Based on more than 90 studies published in over 70 journals, the authors conclude that job performance in healthcare can be conceptualised into four dimensions: task, contextual and adaptive performance, and counterproductive work behaviour. Generally, these dimensions correspond with the dimensions discussed in the job performance literature. This implies that these dimensions can be used for further research into job performance in healthcare. Many healthcare studies on job performance focus on two dimensions: task and contextual performance. However, adaptive performance, which is of great importance in constantly changing environments, is under-researched and should be examined further in future research. This also applies to counterproductive work behaviour. To improve job performance, interventions are required on the macro-, meso-, and micro-levels, which relate to governance, leadership, and individual skills and characteristics.

A study on the mechanisms of strengths-based psychological climate on employee innovation performance: a moderated mediation model

Purpose

This paper aims to adopt a moderated mediation model to examine the mediation roles of employee engagement and hindrance time pressure; the moderation roles of personality in the relationship between strengths-based psychological climate and employee innovation performance.

Design/methodology/approach

Applying snowball sampling and a self-administered survey, the data were collected from employees and immediate supervisors working in Chinese small-medium-sized enterprises. The PROCESS macro for SPSS was applied to examine the moderated mediation model.

Findings

The results show that a strengths-based psychological climate significantly influences employee engagement and hindrance time pressure, which, in turn, affects employee innovation performance. Both extroversion and emotional stability moderate the relationship between strengths-based psychological climate, employee engagement and hindrance time pressure but also the indirect effect of strengths-based psychological climate on employee innovation performance through employee engagement and hindrance time pressure.

Research limitations/implications

Drawing on job demands and resources models, this research focusses on maximizing employee strengths instead of weaknesses and includes both two intermediating mechanisms in-between strengths-based psychological climate and innovation performance. Personality variables are applied as moderators, as the study assumes the effectiveness of the strengths-based interventions may vary depends on individual differences.

Practical implications

This study proposes that a strengths-based psychological climate may shift focusses from employee weakness to strengths to maximise their talents. Also, personality variables are suggested to be considered in the related human resource practices (e.g. hiring and performance appraisal) to increase the fit between employees, their jobs and the organisations.

Originality/value

This study develops a moderated mediation model to investigate the possible mediating mechanisms and boundary conditions in relation to the impact of strengths-based psychological climate on employee innovation performance.

Revisiting the Happy-Productive Worker Thesis from a Eudaimonic Perspective: A Systematic Review

The happy-productive worker thesis (HPWT) is considered the Holy Grail of management research, and it proposes caeteris paribus, happy workers show higher performance than their unhappy counterparts. However, eudaimonic well-being in the relationship between happiness and performance has been understudied. This paper provides a systematized review of empirical evidence in order to make a theoretical contribution to the happy-productive worker thesis from a eudaimonic perspective. Our review covers 105 quantitative studies and 188 relationships between eudaimonic well-being and performance. Results reveal that analyzing the eudaimonic facet of well-being provides general support for the HPWT and a much more comprehensive understanding of how it has been studied. However, some gaps and nuances are identified and discussed, opening up challenging avenues for future empirical research to clarify important questions about the relationship between happiness and performance in organizations.

Self-Efficacy and Research Capacity of Clinical Nurses in China

BACKGROUND

Research capacity is essential to nursing profession development. Literature about the research capacity of Chinese nurses is scarce, especially regarding self-efficacy.

METHOD

A cross-sectional design with a cluster random sample of 780 clinical nurses was recruited from five tertiary hospitals in China. Self-reported data were collected with a Demographic Data Form, General Self-Efficacy Scale, and Self-Rating Scale of Nurses' Research Capacity.

RESULTS

The majority (60.9%) of the nurses' research capacity was at a low level. A positive correlation was found between self-efficacy and research capacity among clinical nurses (r = .287, p < .01). Multiple linear regression analyses indicated that educational level, self-efficacy, support level, and position were predictors that explained 31.9% of the variance of research capacity.

CONCLUSION

Chinese nurses' research capacity is insufficient. Educational level, self-efficacy, support level, and position contributed to nurses' research capacity. Nurse administrators should engage in improving Chinese nurses' self-efficacy to facilitate research capacity. It is necessary to develop continuing education to enhance Chinese nurses' research capacity. [J Contin Educ Nurs. 2019;50(11):509-516.].