The effects of psychological capital and work engagement on nurses’ lateness attitude and turnover intentions

The relationship between psychological capital and self-directed learning ability among undergraduate nursing students-a cross-sectional study

Background

Psychological capital has become a prominent focus in positive psychology, highlighting the positive influence of higher psychological capital on individuals. Self-directed learning ability is a fundamental skill for students, vital for enhancing academic performance and professional development, and is integral to the continuous learning process of nursing students. Recognizing the relationship between psychological capital and self-directed learning ability is crucial for the progress and development of undergraduate nursing students.

Objective

This study aims to investigate the correlation between psychological capital and self-directed learning ability in undergraduate nursing students, as well as to explore the factors that influence these variables.

Methods

A cross-sectional survey was conducted with 667 full-time undergraduate nursing students from a nursing school in Taizhou, China. Psychological capital and self-directed learning ability were assessed using the Psychological Capital Questionnaire and Self-Directed Learning Scale, respectively. Correlation and stepwise multiple regression analyses were then carried out to evaluate the relationship between psychological capital and self-directed learning ability among the participants.

Results

The study revealed that the psychological capital score averaged at 103.24 ± 15.51, while the self-directed learning scale score averaged at 230.67 ± 27.66. Variations in psychological capital scores were noted based on factors including grade level, being an only child, growth environment, monthly living expenses, parental education level, voluntary selection of nursing major, and club experience. Similarly, differences in self-directed learning scores were associated with factors such as grade level, gender, parental education level, and voluntary selection of nursing major. Moreover, a positive correlation was identified between the overall psychological capital scores and the total self-directed learning ability scores among nursing students. Notably, the multiple regression analysis highlighted that optimism and resilience played significant roles as predictors of self-directed learning ability.

Conclusion

Psychological capital is positively correlated with the self-directed learning ability of nursing students, with optimism and resilience identified as crucial predictors. Nursing educators can utilize strategies rooted in positive psychology and perseverance to improve the self-directed learning ability of nursing students.

Registered nurses' psychological capital: A scoping review

AIMS

The aim was to examine the extent and scope of empirical research concerning registered nurses' psychological capital.

BACKGROUND

In a time of global nursing shortage, identifying variables that could positively contribute to the retention of the nursing workforce is essential. Prior research has shown that psychological capital correlates positively with employees' better performance and well-being.

DESIGN

A scoping review.

DATA SOURCES

A systematic literature search was conducted in the following databases: PubMed, CINAHL, PsycINFO, Web of Science and Scopus covering the period from 1 January 2005 to 7 May 2023.

REVIEW METHODS

The JBI methodological guidance for scoping reviews was followed. The results were summarized narratively.

RESULTS

A total of 111 studies reported in 114 peer-reviewed articles were included. Studies were carried out across 20 countries, with the majority from China (45), Australia (nine), Pakistan (nine), Canada (eight), South Korea (eight) and the United States (eight). A positive correlation was found between registered nurses' psychological capital and desirable work-related outcomes, such as work engagement, commitment and retention intention.

CONCLUSION

A comprehensive overview of research evidence suggests that psychological capital is associated with many positive work-related outcomes and might therefore be a valuable resource for reducing nurse turnover.

Factors inhibiting adaptation to nursing care, the neglected loop in the mental health of intensive care unit nurses: A qualitative study

BACKGROUND

As intensive care unit (ICU) nurses mainly care for critically ill patients, they face many professional challenges, including communicating with patients and working with various devices. Therefore, they need to adapt to the existing conditions, thereby providing high-quality care. Explaining factors inhibiting adaptation to nursing care among ICU nurses.

MATERIAL AND METHODS

This is a qualitative study conducted using a conventional content analysis approach in a health center affiliated to Shahroud University of Medical Sciences, Iran. This hospital was equipped with an air ambulance and four ICUs and was also considered as the regional trauma center in the Northeast of Iran. Data were collected using semi-structured face-to-face interviews (from January 2020 to April 2021) and then analyzed using Graneheim and Lundman's (2004) qualitative content analysis method.

RESULTS

It was shown that factors inhibiting adaptation to nursing care among ICU nurses consist of three main categories including "personal barriers to adaptation", "dominant management", and "educational concerns".

CONCLUSION

To adapt more and as a result to improve the mental health of nurses, it is important to know the barriers to adaptation. Efficient management, paying attention to nurses' issues, and practical training constitute key elements affecting the adaptation to critical nursing care. Therefore, it is necessary to take measures to ensure adaptation in this group of health workers. Thus, an environmental approach of health promotion has social experience and organizational development.

The Effect of Work Engagement and Perceived Organizational Support on Turnover Intention among Nurses: A Meta-Analysis Based on the Price-Mueller Model

Aim

To elaborate on the relationship between work engagement, perceived organizational support, and the turnover intention of nurses by analysing some potential moderators.

Background

Nurses' turnover intention is negatively impacted by their level of work engagement and perceptions of organizational support. However, it is challenging to reach a consistent conclusion.

Methods

Data were acquired from six electronic databases. Each study was evaluated using the quality assessment tool for cross-sectional studies of the Agency for Healthcare Research and Quality (AHRQ). STATA 15.0 was used to analyse the data, and a random effects model was used. The groups that included two or more studies were added to the moderator analysis.

Results

A total of 40 study articles involving 23,451 participants were included. The turnover intention of nurses was inversely associated with work engagement (coefficient: -0.42) and perceived organizational support (coefficient: -0.32). A substantial moderating role was played by cultural background, economic status, working years, and investigation time (P < 0.05).

Conclusion

Work engagement and organizational support significantly reduced turnover intention among nurses. Considering the acute shortage of nurses worldwide, nurses with lower wages, fewer working years, and lower levels of work engagement should be given more attention and support from their organizations. Implications for Nursing Management. The meta-analysis suggested that managers should give their employees a more organizational support and promote their work engagement to motivate nurses' retention intention and maintain a stable workforce with little employee turnover.

Relationship between nurses' psychological capital and satisfaction of elderly cancer patients during the COVID-19 pandemic

INTRODUCTION

As a special vulnerable group, the physical and mental health of elderly cancer patients has attracted much attention. However, few studies have focused on the impact of nurses' mental state on the mental health of elderly cancer patients during the COVID-19 pandemic. In response to this literature gap, this study aims to explore the impact of nurses' psychological capital on the satisfaction of elderly cancer patients. The job demands-resources model (JD-R) is used to further investigate how work engagement and job resources of nurses affect this relationship.

METHODS

The questionnaire survey was used to collect data, participants included 230 elderly cancer patients and their nurses from a tertiary first-class cancer hospital in China. Partial least squares structural equation modeling (PLS-SEM) was conducted with SmartPLS 3.3.9.

RESULTS

Nurses' psychological capital has a significant positive impact on the satisfaction of elderly cancer patients during the COVID-19 pandemic. Nurses' work engagement is an important mechanism for their psychological capital to affect the satisfaction of elderly cancer patients. In addition, nurses' job resources positively moderate the relationship between their psychological capital and work engagement. The positive relationship between psychological capital and work engagement of nurses is stronger when they have abundant job resources.

DISCUSSION

These findings suggest that healthcare organizations should take the psychological capital of medical staff as an important means to improve their competitive advantage. It can improve the quality of medical services to obtain good performance by effectively developing and managing the psychological capital of medical staff. In addition, healthcare organizations should recognize the importance of providing adequate job resources for medical staff.

Relationship between nurses’ psychological capital and satisfaction of elderly cancer patients during the COVID-19 pandemic

Introduction

As a special vulnerable group, the physical and mental health of elderly cancer patients has attracted much attention. However, few studies have focused on the impact of nurses’ mental state on the mental health of elderly cancer patients during the COVID-19 pandemic. In response to this literature gap, this study aims to explore the impact of nurses’ psychological capital on the satisfaction of elderly cancer patients. The job demands-resources model (JD-R) is used to further investigate how work engagement and job resources of nurses affect this relationship.

Methods

The questionnaire survey was used to collect data, participants included 230 elderly cancer patients and their nurses from a tertiary first-class cancer hospital in China. Partial least squares structural equation modeling (PLS-SEM) was conducted with SmartPLS 3.3.9.

Results

Nurses’ psychological capital has a significant positive impact on the satisfaction of elderly cancer patients during the COVID-19 pandemic. Nurses’ work engagement is an important mechanism for their psychological capital to affect the satisfaction of elderly cancer patients. In addition, nurses’ job resources positively moderate the relationship between their psychological capital and work engagement. The positive relationship between psychological capital and work engagement of nurses is stronger when they have abundant job resources.

Discussion

These findings suggest that healthcare organizations should take the psychological capital of medical staff as an important means to improve their competitive advantage. It can improve the quality of medical services to obtain good performance by effectively developing and managing the psychological capital of medical staff. In addition, healthcare organizations should recognize the importance of providing adequate job resources for medical staff.

The relationship between disaster preparedness, psychological capital, and coping style among nurses: A cross-sectional study from China

PURPOSE

To find the relationship between psychological capital, coping style, and disaster preparedness in public hospital nurses.

DESIGN AND METHODS

A cross-sectional study of 515 registered nurses from a public hospital in northeast Sichuan Province, China who were enrolled to complete self-reported questionnaires sent through the WeChat app.

RESULTS

Disaster preparedness and psychology capital (r = 0.73, p < 0.01), disaster preparedness and coping style (r = 0.55, p < 0.01), and psychological capital and coping style (r = 0.56, p < 0.01) were positively correlated. Psychological capital (B = 1.81, p < 0.01) and coping style (B = 0.87, p < 0.01) accounted for 50% of disaster preparedness. Coping style partly mediated the effect of psychological capital on disaster preparedness (ab: 0.33, 95% confidence interval [CI]: 0.21-0.45).

PRACTICAL IMPLICATIONS

The level of psychological capital of nurses can provide an objective reference for administrators to establish intervention strategies and to promote positive psychological resources among nurses.

The impact of organizational commitment on turnover intention of substitute teachers in public primary schools: Taking psychological capital as a mediator

This research aimed to explore the impact of organizational commitment on turnover intention of substitute teachers in public primary schools in Xuzhou, and applied psychological capital as a mediator variable to establish a research model. A questionnaire was conducted with 400 substitute teachers using convenience sampling. The results show that organizational commitment has a negative yet significant effect on turnover intention. It also shows positive impact on psychological capital. Furthermore, psychological capital is shown to negatively impact turnover intention, while having a mediating effect between organizational commitment and turnover intention.

The linkage between high performance work systems on organizational performance, employee voice and employee innovation

Purpose

The purpose of this paper is to examine the influence of high performance work systems (HPWSs) on employee voice, employee innovation and organization performance in a service organization. The study examines the mediating roles of employee voice on HPWSs and organizational performance.

Design/methodology/approach

An online survey was distributed to 600 professional staff and a total number of 360 respondents returned the survey. The hypotheses are tested through the use of the variance-based structural equation modeling (SEM) technique.

Findings

These findings indicate that the HPWS has a significant impact on employee innovation and organization performance. The empirical evidence does not support the relationship between HPWS and employee voice and also employee voice does not mediate the relationship between HPWS and organization performance in a human resource (HR) service organization.

Research limitations/implications

Employee voice does not empirically mediate the relationship between HPWS and organization performance; other factors can be further explored. Future research should employ other theories of strategic human resource management (SHRM) to further explore more factors that influence the HPWS on employee innovation, employee voice and organization performance.

Practical implications

The organization should respond to employee voice through aforementioned rather than the use of traditional, strategic and operational methods or tools believed to be the best approach to employee issues.

Originality/value

This study builds a solid empirical investigation that contributes to the HPWS existing body of knowledge. It is also significant as it is one of the few studies that examine the link between HPWS and job outcomes, like employee voice, employee innovation and organizational performance, in an HR service organization and also employee voice as a mediator on HPWS and organizational performance.

Service employees’ workplace fun and turnover intention: the influence of psychological capital and work engagement

Purpose

As a way of addressing how best turnover intention among service employees can be reduced through workplace fun, this study aims to examine how psychological capital (PsyCap) and work engagement, respectively, moderates and mediates the relationship between workplace fun and turnover intention in a moderated mediation.

Design/methodology/approach

Using cross-sectional quantitative design, data were collected by means of questionnaires and convenience sampling. The hypotheses were tested with 482 service employees from the hospitality industry in Ghana using PROCESS macro.

Findings

The findings depict that work engagement mediates the relationship between workplace fun and turnover intention among service employees. Also, PsyCap moderates the workplace fun–engagement relationship, in addition to the workplace fun–work engagement–turnover intention relationship. Specifically, both relationships are stronger for employees with high PsyCap.

Practical implications

The authors would like to conclude that as frontline employees are usually subjected to stressful conditions, monotonous working environments and emotional labor, which affect the quitting intention, incorporating fun into the workplace will strategically help frontline employees to be engaged in their work and reduce their intentions to quit.

Originality/value

With a focus on a developing economy, this work is novel in exploring possible factors that may help increase work engagement and reduce turnover intention among service employees.

The Effects of Psychological Capital and Internal Social Capital on Frontline Hotel Employees’ Adaptive Performance

This study examines the relationship between psychological capital, social capital, and adaptive performance in China’s lodging industry. Recent research has revealed that the production attributes of internal social capital can explain adaptive performance, and that psychological capital affects the relationship attributes of social capital. This raises the question of whether social capital might mediate between psychological capital and adaptive performance. Therefore, this study examined data from a sample of 304 hotel employees in China, using internal social capital as a mediating variable. The results confirmed that psychological capital has a significant positive impact on adaptive performance. Social capital also plays a mediating role partially between psychological capital and adaptive performance. The findings of this study contribute to the theoretical framework of psychological capital and adaptive performance and provide a new approach to human resource management in the lodging industry and other dynamically competitive service industries.

Mitigating Effect of Psychological Capital on Employees' Withdrawal Behavior in the Presence of Job Attitudes: Evidence From Five-Star Hotels in Malaysia

High turnover rate is one of the striking features of the hotel industry and one of the most significant challenges. High turnover rate causes substantial costs for recruitment, selection and training in hotels, on the other hand, it also leads to negative consequences such as the decline of organizational performance and service quality. Thus, it is necessary to search for the root causes of turnover and put forward solutions. This study was designed to examine the impact of psychological capital (PsyCap), organizational commitment (OC), and job satisfaction (JS) on turnover intention among hotel employees. Additionally, it aimed to test the mediating roles of job satisfaction (JS) and organizational commitment (OC). The data were obtained from 228 hotel customer-contact employees with a time lag of two weeks in three waves in Kuala Lumpur based on convenience sampling. A series of structural equation modeling analyses were utilized to investigate hypothesized relationships. The results reveal that there exists a significant and negative impact of PsyCap on employees' turnover intention and this correlation is partially mediated through two job attitudes. That is to say, to retain hotel talents, five-star hotel management should take proper measures to help employees obtain and maintain positive psychological resources such as PsyCap, on the other hand, how to cultivate positive job attitudes and strengthen their sense of identification and belonging for their organizations is supposed to be more focused on.

Impact of public health education on undue fear of COVID-19 among nurses: The mediating role of psychological capital

This study looked into the mechanism through which health education can reduce the fear of being infected with COVID-19 because health education helps individuals to improve their knowledge and attitudes towards a disease. The spread of COVID-19 has escalated the level of fear among public and nurses. Nevertheless, the mechanism that contributes to minimize the fear towards this pandemic remains unexplored. A cross-sectional survey was adopted to test the relationships among public health education, psychological capital, and fear of COVID-19. In total, 243 responses were obtained via online survey from nurses. The results revealed that public health education can reduce one's fear of COVID-19. Psychological capital emerged as a strong explanatory mechanism for the phenomenon. Drawing on spillover theory, public health education seems to reduce fear of COVID-19 with the mediating role of psychological capital. Limitations and future directions are at the end of this paper. The study outcomes revealed that organizations should focus on educating nursing staff to overcome fear of COVID-19. One way to induce positivity among nursing staff is by holding trainings.

How to Reduce Employees' Turnover Intention from the Psychological Perspective: A Mediated Moderation Model

Background

The hospitality industry is deemed a great generator of global GDP and employment. However, high rates of voluntary turnover have gradually undermined global service organizations and brought huge losses to them. Nowadays, the hotel sector continues to be plagued by high turnover rates.

Purpose

A research model investigating job attitudes (job satisfaction and organizational commitment) as mediators of the impact of psychological capital (PsyCap) on turnover intention and also examining position as a moderator between job attitudes and turnover intention was proposed and tested.

Methods

This study collected data from 406 employees selected from four-star and five-star hotels in the southwest region of China. Online survey questionnaires and a purposive sampling technique were employed in this study. Structural equation modeling was utilized to evaluate the direct, mediating, and moderating effects.

Results

The results showed that organizational commitment and job satisfaction fully mediated the association between PsyCap and turnover intention. Moreover, position played a moderating role on the effect of the aforementioned two job attitudes on turnover intention.

Conclusion

The findings implied that hoteliers should focus on employees’ PsyCap and job attitudes in order to mitigate serious turnover issues in the hotel sector in China. Besides, the fact that position resulted in disparity impacts in the formation of turnover intention was evidenced.

Older Worker Identity and Job Performance: The Moderator Role of Subjective Age and Self-Efficacy

Older Worker Identity consists of the internalization of negative beliefs and attitudes towards aged employees by these same people. This research aims to explore the moderator role both of subjective age and self-efficacy in the relationship between older worker identity and job performance. The study was conducted with a panel design, including a sample of +40 Spanish workers (n = 200), with two waves (4-months interval). The findings supported the moderator role of subjective age in the relationship, while it failed to support the moderator role of self-efficacy. These findings underline that workers who actively manage their subjective age perceptions could age successfully at work. The implications of this study for counseling practices are discussed.

Nurses' psychological empowerment: An integrative approach

AIM

To investigate the role of psychological empowerment as a mediator between authentic leadership and organisational citizenship behaviours (OCB), tardiness, absenteeism and intent to leave.

BACKGROUND

Despite the extensive literature on predictors and outcomes of psychological empowerment, there is a lack of studies on the nursing profession using an integrative model, simultaneously focusing on the effects of authentic leadership and psychological empowerment on OCB, and time-related misbehaviours.

METHOD

Data were collected from 172 nurses in 28 Israeli public hospitals from questionnaires, and tardiness and absenteeism records. We tested our model using structural equation modelling (SEM).

RESULTS

Nurses' perceptions of their head nurses as authentic leaders positively predicted psychological empowerment, while psychological empowerment positively predicted their OCB, tardiness and intent to leave the hospital. Psychological empowerment partially mediates the relationship between the nurses' perceptions of their head nurses as authentic leaders and OCB, tardiness and intent to leave the hospital.

CONCLUSIONS

Nurses' psychological empowerment and their head nurses' authentic leadership may increase the nurses' OCB, while simultaneously holding opposing behaviours.

IMPLICATIONS FOR NURSING MANAGEMENT

Nursing management should use the study measures to evaluate factors that can affect their nurses' effectiveness, including developing training programs to increase nurses' OCB.

Work Engagement among Rescue Workers: Psychometric Properties of the Portuguese UWES

Rescue workers have a stressful and risky occupation where being engaged is crucial to face physical and emotional risks in order to help other persons. This study aims to estimate work engagement levels of rescue workers (namely comparing nurses, firefighters, and police officers) and to assess the validity evidence related to the internal structure of the Portuguese versions of the UWES-17 and UWES-9, namely, dimensionality, measurement invariance between occupational groups, and reliability of the scores. To evaluate the dimensionality, we compared the fit of the three-factor model with the fit of a second-order model. A Portuguese version of the instrument was applied to a convenience sample of 3,887 rescue workers (50% nurses, 39% firefighters, and 11% police officers). Work engagement levels were moderate to high, with firefighters being the highest and nurses being the lowest engaged. Psychometric properties were evaluated in the three-factor original structure revealing acceptable fit to the data in the UWES-17, although the UWES-9 had better psychometric properties. Given the observed statistically significant correlations between the three original factors, we proposed a 2nd hierarchal structure that we named work engagement. The UWES-9 first-order model obtained full uniqueness measurement invariance, and the second-order model obtained partial (metric) second-order invariance.