Kim Eunkyung, Lee Ji Yea, Lee Seung Eun
College of Nursing, Eulji University Uijeongbu Campus, 712, Dongil-ro, 11759, Uijeongbu-si, Gyeonggi-do, South Korea.
College of Nursing, Yonsei University, 50-1 Yonsei-ro, Seodaemun-gu, 03722, Seoul, South Korea.
BMC Nurs. 2023 Jun 5;22(1):191. doi: 10.1186/s12912-023-01331-8.
Nurses' work engagement has received extensive attention due to its positive impacts on individual and organizational outcomes, including patient safety and quality care in healthcare organizations. Although nurse managers' leadership and a variety of resources have been identified as important factors of nurses' work engagement, these relationships have not been well understood in Korean nursing contexts. The purpose of this study was to examine the associations among nurse managers' leadership, resources, and work engagement among Korean nurses after controlling for nurses' demographic and work-related characteristics.
This is a cross-sectional study using data from the fifth Korean Working Conditions Survey. Using a sample of 477 registered nurses, we employed hierarchical linear regression analyses. Nurse managers' leadership, job resources (organizational justice and support from peers), professional resources (employee involvement), and personal resources (meaning of work) were examined as potential predictors of nurses' work engagement.
We found that nurse managers' leadership (β = 0.26, 95% confidence interval [CI] = 0.17-0.41) was the strongest predictor of nurses' work engagement, followed by meaning of work (β = 0.20, 95% CI = 0.07-0.18), organizational justice (β = 0.19, 95% CI = 0.10-0.32), and support from peers (β = 0.14, 95% CI = 0.04-0.23). Employee involvement was not a statistically significant predictor of nurses' work engagement (β = -0.07, 95% CI = -0.11-0.01).
Our findings suggest that comprehensive approaches are required to promote nurses' work engagement. Considering that nurse managers' leadership was the strongest predictor of nurses' work engagement, nurse managers should demonstrate supportive leadership behaviors such as acknowledging and praising their unit nurses' work performance. Furthermore, both individual- and organizational-level strategies are necessary for nurses to be engaged at work.
护士的工作投入因其对个人和组织成果的积极影响而受到广泛关注，这些成果包括医疗保健机构中的患者安全和优质护理。尽管护士长的领导能力和各种资源已被确定为护士工作投入的重要因素，但在韩国护理环境中，这些关系尚未得到充分理解。本研究的目的是在控制护士的人口统计学和工作相关特征后，检验韩国护士中护士长的领导能力、资源与工作投入之间的关联。
这是一项横断面研究，使用了第五次韩国工作条件调查的数据。我们以477名注册护士为样本，采用分层线性回归分析。将护士长的领导能力、工作资源（组织公正和同事支持）、专业资源（员工参与度）和个人资源（工作意义）作为护士工作投入的潜在预测因素进行检验。
我们发现，护士长的领导能力（β = 0.26，95%置信区间[CI] = 0.17 - 0.41）是护士工作投入的最强预测因素，其次是工作意义（β = 0.20，95% CI = 0.07 - 0.18）、组织公正（β = 0.19，95% CI = 0.10 - 0.32）和同事支持（β = 0.14，95% CI = 0.04 - 0.23）。员工参与度不是护士工作投入的统计学显著预测因素（β = -0.07，95% CI = -0.11 - 0.01）。
我们的研究结果表明，需要采取综合方法来促进护士的工作投入。鉴于护士长的领导能力是护士工作投入的最强预测因素，护士长应表现出支持性的领导行为，如认可和赞扬其科室护士的工作表现。此外，个人层面和组织层面的策略对于护士在工作中保持投入都是必要 的。
