Wilson Lynere, Sheridan Lynn, Alonzo Dennis, Middelton Rebekkah
Department of Nursing, University of Otago, Christchurch Campus, Christchurch, New Zealand.
School of Education, Faculty of Arts, Social Sciences & Humanities, University of Wollongong, Wollongong, New South Wales, Australia.
J Adv Nurs. 2025 Oct;81(10):6893-6906. doi: 10.1111/jan.16804. Epub 2025 Mar 3.
Identifying personal, social and emotional resources relevant to nurses' wellbeing and job engagement is important for addressing workforce shortages and nurse burnout, and turnover.
This study examined the relationships between New Zealand (NZ) nurses' personal resources (resilience, adaptability, self-efficacy, collective efficacy) and their occupational commitment and job engagement.
Participants were 270 New Zealand nurses.
Quantitative research design involving a confirmatory factor analysis was used to provide measurement support and to obtain latent correlations among factors. The final analysis was performed using structural equation modelling. The Job Demands-Resources (JD-R) model was adopted as the conceptual framework for this study.
The personal resources for New Zealand nurses of self-efficacy, adaptability and resilience were generally positively associated with their occupational commitment and job engagement. In addition, New Zealand nurses' collective efficacy was seen as important for managing the demands of the job.
Taken together, findings offer an understanding about the salient personal and collective resources in relation to New Zealand nurses wellbeing and job engagement.
Future research could explore how integrating cultural perspectives can improve job satisfaction and retention among nurses who identify as coming from collectivist cultures. The personal resources used in this study also need to be examined from a Māori perspective to ensure their relevance to the health and wellbeing of Māori nurses.
This study highlights the crucial role of collective support in enhancing job engagement among nurses. It underscores the importance of incorporating a cultural lens in workplace research, showing how collective efficacy can help individual nurses adapt to workplace challenges and reduce their intention to leave amid global nurse shortages.
STROBE. No patient/public contribution.
识别与护士的幸福感、工作投入度相关的个人、社会和情感资源，对于解决劳动力短缺、护士职业倦怠及离职问题至关重要。
本研究探讨了新西兰护士的个人资源（心理韧性、适应能力、自我效能感、集体效能感）与他们的职业承诺和工作投入度之间的关系。
参与者为270名新西兰护士。
采用涉及验证性因素分析的定量研究设计，以提供测量支持并获得各因素之间的潜在相关性。最终分析使用结构方程模型进行。本研究采用工作需求-资源（JD-R）模型作为概念框架。
新西兰护士的自我效能感、适应能力和心理韧性等个人资源通常与他们的职业承诺和工作投入度呈正相关。此外，新西兰护士的集体效能感被视为应对工作需求的重要因素。
总体而言，研究结果有助于理解与新西兰护士的幸福感和工作投入度相关的突出个人和集体资源。
未来的研究可以探索如何整合文化视角，以提高来自集体主义文化背景护士的工作满意度和留职率。本研究中使用的个人资源也需要从毛利人的角度进行审视，以确保它们与毛利护士的健康和幸福相关。
本研究强调了集体支持在提高护士工作投入度方面的关键作用。它强调了在工作场所研究中纳入文化视角的重要性，展示了集体效能感如何帮助个体护士适应工作场所的挑战，并在全球护士短缺的情况下降低他们的离职意愿。
STROBE。无患者/公众参与。
