Shen Zhou-Min, Wang Yang-Yang, Cai Yi-Min, Li Ai-Qun, Zhang Yu-Xin, Chen Hong-Jiao, Jiang Yuan-Yuan, Tan Juan
Department of Nursing, Hunan Provincial People's Hospital, The First Affiliated Hospital of Hunan Normal University, Changsha, 410005, People's Republic of China.
Department of Nursing, Hunan Normal University, Changsha, 410013, People's Republic of China.
BMC Nurs. 2024 Mar 22;23(1):194. doi: 10.1186/s12912-024-01705-6.
This study aims to investigate the relationship between psychological resilience, thriving at work, and work performance among nurses, as well as analyse the mediating role of thriving at work in the relationship between psychological resilience and the work performance of nurses. The findings are intended to serve as a reference for nursing managers to design tailored work performance intervention programs.
Using convenience sampling, 308 clinical nurses were selected from a tertiary hospital in Changsha City, Hunan Province, China, from February to April 2023. The Connor-Davidson Resilience Scale (CD-RISC), the Thriving at Work Scale, and the Work Performance Scale were employed for the questionnaire survey. Pearson correlation analysis was used to explore the relationship between psychological resilience, thriving at work and work performance. The SPSS 26.0 software's 'Process' plugin was utilised for mediation effect analysis.
Significantly positive correlations were found between psychological resilience and thriving at work (r = 0.806, P < 0.01), thriving at work and work performance (r = 0.571, P < 0.01) as well as psychological resilience and work performance (r = 0.572, P < 0.01). Psychological resilience significantly predicted work performance positively (β = 0.558, t = 11.165, P < 0.01), and this prediction remained significant when thriving at work (the mediating variable), was introduced (β = 0.371, t = 4.772, P < 0.01). Psychological resilience significantly predicted thriving at work positively (β = 0.731, t = 20.779, P < 0.01), and thriving at work significantly predicted work performance positively (β = 0.256, t = 3.105, P < 0.05). The mediating effect size of thriving at work between psychological resilience and work performance was 33.49% (P < 0.05).
Thriving at work plays a partial mediating role between psychological resilience and work performance. The level of work performance among clinical nurses was relatively high. Nursing managers can enhance thriving at work by fostering psychological resilience among clinical nurses, thereby further improving their work performance to ensure high-quality and efficient nursing care.
本研究旨在探讨护士的心理韧性、工作蓬勃发展与工作绩效之间的关系，并分析工作蓬勃发展在心理韧性与护士工作绩效关系中的中介作用。研究结果旨在为护理管理者设计针对性的工作绩效干预方案提供参考。
采用便利抽样法，于2023年2月至4月从中国湖南省长沙市一家三级医院选取308名临床护士。使用Connor-Davidson心理韧性量表（CD-RISC）、工作蓬勃发展量表和工作绩效量表进行问卷调查。采用Pearson相关分析探讨心理韧性、工作蓬勃发展与工作绩效之间的关系。利用SPSS 26.0软件的“Process”插件进行中介效应分析。
心理韧性与工作蓬勃发展之间存在显著正相关（r = 0.806，P < 0.01），工作蓬勃发展与工作绩效之间存在显著正相关（r = 0.571，P < 0.01），心理韧性与工作绩效之间也存在显著正相关（r = 0.572，P < 0.01）。心理韧性对工作绩效有显著正向预测作用（β = 0.558，t = 11.165，P < 0.01），当引入工作蓬勃发展（中介变量）后，这一预测作用仍然显著（β = 0.371，t = 4.772，P < 0.01）。心理韧性对工作蓬勃发展有显著正向预测作用（β = 0.731，t = 20.779，P < 0.01），工作蓬勃发展对工作绩效有显著正向预测作用（β = 0.256，t = 3.105，P < 0.05）。工作蓬勃发展在心理韧性与工作绩效之间的中介效应量为33.49%（P < 0.05）。
工作蓬勃发展在心理韧性与工作绩效之间起部分中介作用。临床护士的工作绩效水平相对较高。护理管理者可以通过培养临床护士的心理韧性来提高其工作蓬勃发展水平，从而进一步提高他们的工作绩效，确保高质量、高效率的护理服务。
