Wang Xin, Liu Ming, Leung Angela Y M, Zhang Jun-E, Deng Renli, Li Yan, Wang Yan, Dai Hongxia, Jin Xiaoyan, Shang Shaomei
Faculty of Health Sciences and Sports, Macao Polytechnic University, Macao, China.
Peking University Health Science Center-Macao Polytechnic University Nursing Academy, Macao Polytechnic University, Macao, China.
J Nurs Manag. 2025 Apr 8;2025:6259635. doi: 10.1155/jonm/6259635. eCollection 2025.
To strengthen and motivate the nursing workforce, this study explored the relationship between nurses' self-efficacy, job embeddedness, and psychological empowerment, and how this relationship varied across three regions in the Guangdong-Hong Kong-Macao Greater Bay Area of China. A multicenter cross-sectional study surveyed 3806 nurses between March and July 2023 using the Sociodemographic Information Questionnaire, Self-Efficacy Scale, Job Embeddedness Scale, and Psychological Empowerment Scale. A directed acyclic graph was used to expose the minimum sufficient adjustment sets for the influence hypothesized model, which was used as a covariate in the model. Pearson correlation analysis, multiple linear regression, and mediation effect analysis were used to test the relationship between variables. The moderated mediation model was employed to test the moderating effect of regions. The psychological empowerment score of 3806 participants was medium-high level (45.22 ± 6.89); self-efficacy ( = 0.642, < 0.001) and job embeddedness ( = 0.189, < 0.001) directly affected psychological empowerment. Job embeddedness mediated self-efficacy and psychological empowerment ( = 0.300, 95% CI: [0.266, 0.355]), but there was no indirect association between self-efficacy and psychological empowerment among Hong Kong participants ( = 0.024, 95% CI: [-0.079, 0.150]). Specifically, regions of Guangdong-Hong Kong moderated the relationship between self-efficacy and job embeddedness ( = -1.447, < 0.001), and self-efficacy was not significantly associated with job embeddedness ( = 0.147, =0.539) among Hong Kong nurses. Managers should acknowledge the influence and significance of nurses in the current healthcare environment. By truly enhancing nurses' psychological empowerment, organizations can foster a genuine sense of empowerment, thereby promoting nurse leadership and improving nurse retention. Improving nurses' self-efficacy can increase job embeddedness and further increase psychological empowerment. This model needs further validation in regions with different cultural and societal backgrounds. Future interventions can be made by identifying work scenarios that affect nurses' self-efficacy, providing information on self-efficacy and increasing nurses' job embeddedness, which may help to improve their psychological empowerment.
为了加强和激励护理人员队伍，本研究探讨了护士的自我效能感、工作嵌入性和心理授权之间的关系，以及这种关系在中国粤港澳大湾区三个地区之间的差异。一项多中心横断面研究于2023年3月至7月期间，使用社会人口学信息问卷、自我效能量表、工作嵌入性量表和心理授权量表，对3806名护士进行了调查。使用有向无环图来揭示假设影响模型的最小充分调整集，并将其用作模型中的协变量。采用Pearson相关分析、多元线性回归和中介效应分析来检验变量之间的关系。采用调节中介模型来检验地区的调节效应。3806名参与者的心理授权得分处于中高水平（45.22±6.89）；自我效能感（r = 0.642，p < 0.001）和工作嵌入性（r = 0.189，p < 0.001）直接影响心理授权。工作嵌入性在自我效能感和心理授权之间起中介作用（β = 0.300，95%CI：[0.266，0.355]），但在香港参与者中，自我效能感与心理授权之间没有间接关联（β = 0.024，95%CI：[-0.079，0.150]）。具体而言，粤港澳地区调节了自我效能感与工作嵌入性之间的关系（β = -1.447，p < 0.001），并且在香港护士中，自我效能感与工作嵌入性没有显著关联（β = 0.147，p = 0.539）。管理者应认识到护士在当前医疗环境中的影响和重要性。通过真正增强护士的心理授权，组织可以培养一种真正的授权感，从而促进护士领导力并提高护士留职率。提高护士的自我效能感可以增加工作嵌入性，并进一步增强心理授权。该模型需要在不同文化和社会背景的地区进行进一步验证。未来的干预措施可以通过识别影响护士自我效能感的工作场景、提供自我效能感信息以及增加护士的工作嵌入性来进行，这可能有助于提高他们的心理授权。
