Laboratory of Psychology EA4139, University of Bordeaux, Bordeaux, France.
Department of Pathophysiology and Transplantation, Università degli Studi di Milano, Milan, Italy.
J Health Organ Manag. 2024 Jul 16;38(5):682-704. doi: 10.1108/JHOM-03-2023-0087.
Healthcare organizations require more proactive behaviors from nursing professionals. However, nurse managers' proactivity has rarely been analyzed in the literature and little is known about the antecedents and consequences of their proactive behavior at work. This study examines the relationships between job characteristics (i.e. job autonomy and job variety), psychological empowerment, proactive work behavior and job effectiveness indicators (i.e. innovative work behavior, job performance). We tested a model in which psychological empowerment and proactive work behavior sequentially mediate the relationship between job characteristics and job effectiveness.
DESIGN/METHODOLOGY/APPROACH: A cross-sectional study was conducted among nurse middle managers from a French hospital ( = 321). A hypothetical model was developed based on existing theory. Structural equation modeling was used to test the hypotheses.
Results show that psychological empowerment and proactive work behavior fully mediate the relationship between job characteristics and innovative work behavior, and partially mediate the relationship between job characteristics and job performance.
ORIGINALITY/VALUE: This study provides insights for understanding how job characteristics can contribute to fostering the proactivity of nurse middle managers and how their proactive work behavior can be positively related to innovative work behavior and job performance. Findings raise several implications for hospital administrators and upper management seeking new ways to enhance nurse middle managers' proactive work behavior and push further their effectiveness at work.
医疗保健组织需要护理专业人员采取更积极主动的行为。然而，文献中很少分析护士管理者的主动性，也很少了解他们在工作中的主动行为的前因后果。本研究考察了工作特征（即工作自主性和工作多样性）、心理授权、主动工作行为与工作效果指标（即创新工作行为、工作绩效）之间的关系。我们检验了一个模型，即心理授权和主动工作行为依次中介了工作特征与工作效果之间的关系。
设计/方法/方法：在法国一家医院对护理中层管理者（n=321）进行了横断面研究。基于现有理论，建立了一个假设模型。采用结构方程模型检验假设。
结果表明，心理授权和主动工作行为完全中介了工作特征与创新工作行为之间的关系，部分中介了工作特征与工作绩效之间的关系。
创新性/价值：本研究为理解工作特征如何有助于培养护理中层管理者的积极性以及他们的积极工作行为如何与创新工作行为和工作绩效产生积极关系提供了见解。研究结果为医院管理者和高层管理人员提供了一些启示，他们正在寻求新的方法来提高护理中层管理者的积极工作行为，并进一步提高他们的工作效果。
