The Impact of Nurses’ Psychological Well-Being on Organiza-tional Commitment: The Mediating Role of Work Engagement and the Moderating Role of Perceived Organizational Support
,
Abstract
Background: Post-COVID-19 pandemic showed a marked increase in nurse resignations, which has exacerbated pressure on healthcare systems globally. Mental health and Perceived Organizational Support have emerged as critical factors influencing nurses' commitment to their organizations in the post-pandemic era. We aimed to explore the complex relationships between psychological well-being, work engagement, organizational commitment, and perceived organizational support within the Vietnamese healthcare context.
Methods: The research employed a cross-sectional quantitative approach. The questionnaire was distributed through Google Forms during March and April 2024, providing valuable insights into the studied phenomena within Vietnam's unique socio-cultural landscape. Convenience and snowball sampling were used to gather data. Upon completion of data collection, a total of 302 valid observations were obtained. The analysis was conducted using PLS-SEM.
Results: Work Engagement mediates the Psychological Well-being - Organizational Commitment relationship; Perceived Organizational Support moderates the Psychological Well-being - Organizational Commitment relationship; Perceived Organizational Support also moderates the mediation of Work Engagement between Psychological Well-being and Organizational Commitment. This study enhances the understanding of how Psychological Well-being and Work Engagement influence nurses’ Organizational Commitment and highlights the role of Perceived Organizational Support as a key organizational resource in shaping these mechanisms. Furthermore, Organizational Commitment is linked to demographic variables such as age and monthly income, with age being a positive predictor and monthly income a negative predictor.
Conclusion: Healthcare managers can promote Nurses’ Organizational Commitment by employing strategies to enhance their Psychological Well-being, Work Engagement, and Perceived Organizational Support.
2. NSI Nursing Solutions (2024). 2024 NSI National Health Care Retention & RN Staffing Report. www.nsinursingsolutions.com
3. KOSIS (2022). Korean Statistical Information Service. Survey on Health and Medical Personnel. https://kosis.kr/eng/
4. Dewanto A, Wardhani V (2018). Nurse turnover and perceived causes and consequences: a preliminary study at private hospitals in Indonesia. BMC Nurs, 17(Suppl 2):52. https://doi.org/10.1186/s12912-018-0317-8
5. Lương P, Dương L (2024). “Reduce the load” for medical staff. Https://nhandan.vn/giam-tai-cho-nhan-vien-y-te-post807663.html
6. Ministry of Health (2022). In 18 months, 9,680 medical staff resigned or quit their jobs: The Ministry of Health pointed out 4 main reasons. https://moh.gov.vn/tin-tong-hop/-/asset_publisher/k206Q9qkZOqn/content/18-thang-co-9-680-nhan-vien-y-te-xin-thoi-viec-bo-viec-bo-y-te-chi-ra-4-nguyen-nhan-chinh
7. Schaufeli WB, Bakker AB (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. J Organ Behav, 25 (3):293-315.
8. Demerouti E, Bakker AB, Nachreiner F, Schaufeli WB (2001). The job demands-resources model of burnout. J Appl Psychol, 86 (3):499-512.
9. Van den Broeck A, Vansteenkiste M, De Witte H, Lens W (2008). Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction. Work Stress, 22 (3):277-294.
10. Jaiswal A, Sengupta S, Panda M, et al (2024). Teleworking: role of psychological well-being and technostress in the relationship between trust in management and employee performance. Int J Manpower, 45 (1):49-71.
11. Salmela-Aro K, Upadyaya K (2018). Role of demands-resources in work engagement and burnout in different career stages. J Vocat Behav, 108:190-200.
12. Chen S, Tang L (2024). EFL teachers’ engagement: The impact of well-being and emotion regulation. Heliyon, 10 (5).
13. Kundi YM, Aboramadan M, Elhamalawi EM, Shahid S (2020). Employee psychological well-being and job performance: exploring mediating and moderating mechanisms. Int J Organ Anal, 29 (3):736-754.
14. Jain P, Duggal T, Ansari AH (2019). Examining the mediating effect of trust and psychological well-being on transformational leadership and organizational commitment. Benchmarking, 26 (5):1517-1532.
15. Saridakis G, Lai Y, Muñoz Torres RI, Gourlay S (2020). Exploring the relationship between job satisfaction and organizational commitment: an instrumental variable approach. Int J Hum Resourc Manag, 31 (13):1739-1769.
16. Bakker AB, Schaufeli WB, Leiter MP, Taris TW (2008). Work engagement: An emerging concept in occupational health psychology. Work Stress, 22 (3):187-200.
17. Al-Dossary RN (2022). Leadership style, work engagement and organizational commitment among nurses in Saudi Arabian hospitals. J Healthc Leadersh, 14:71-81.
18. Hakanen JJ, Schaufeli WB, Ahola K (2008). The Job Demands-Resources model: A three-year cross-lagged study of burnout, depression, commitment, and work engagement. WorkStress, 22 (3):224-241.
19. Eisenberger R, Huntington R, Hutchison S, Sowa D (1986). Perceived organizational support. J Appl Psychol, 71 (3):500.
20. Singh R, Zhang Y, Wan M, Fouad NA (2018). Why do women engineers leave the engineering profession? The roles of work–family conflict, occupational commitment, and perceived organizational support. Hum Resour Manag, 57 (4):901-914.
21. Kim D, Moon CW, Shin J (2018). Linkages between empowering leadership and subjective well-being and work performance via perceived organizational and co-worker support. Leadersh Organ Dev J, 39 (7):844-858.
22. Alshaabani A, Naz F, Magda R, Rudnák I (2021). Impact of perceived organizational support on OCB in the time of COVID-19 pandemic in Hungary: employee engagement and affective commitment as mediators. Sustainability, 13 (14):7800.
23. Albalawi AS, Naugton S, Elayan MB, Sleimi MT (2019). Perceived organizational support, alternative job opportunity, organizational commitment, job satisfaction and turnover intention: A moderated-mediated model. Organizacija, 52 (4):310-324.
24. Cantiello J, Fottler MD, Oetjen D, Zhang NJ (2015). The impact of demographic and perceptual variables on a young adult’s decision to be covered by private health insurance. BMC Health Serv Res, 15:195.
25. Ashraf MA (2020). Demographic factors, compensation, job satisfaction and organizational commitment in private university: an analysis using SEM. J Glob Responsib, 11 (4):407-436.
26. Gerards R, de Grip A, Baudewijns C (2018). Do new ways of working increase work engagement? Pers Rev, 47 (2):517-534.
27. Moqbel M, Nevo S, Kock N (2013). Organizational members’ use of social networking sites and job performance. Inf Technol People, 26 (3):240-264.
28. Brislin RW (1976). Comparative research methodology: Cross-cultural studies. Int J Psychol, 11 (3):215-229.
29. Hair Jr JF, Hult GTM, Ringle CM’ et al (2021). Partial least squares structural equation modeling (PLS-SEM) using R: A workbook. Springer Nature.
30. Hair J, Hult GTM, Ringle C, Sarstedt M (2021). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). ed. Sage publications.
31. Bagozzi RP, Yi Y (1988). On the evaluation of structural equation models. J Acad Mark Sci, 16:74-94.
32. Henseler J, Ringle CM, Sinkovics RR (2009). The use of partial least squares path modeling in international marketing. In: New challenges to international marketing. Ed(s): Emerald Group Publishing Limited, pp. 277-319.
33. Kock N (2015). Common method bias in PLS-SEM: A full collinearity assessment approach. Int J e-Collab, 11 (4):1-10.
34. Fornell C, Larcker DF (1981). Structural Equation Models with Unobservable Variables and Measurement Error: Algebra and Statistics. J Marketing Res, 18 (3):382-388.
35. Hair JF, Ringle CM, Sarstedt M (2011). PLS-SEM: Indeed a silver bullet. J Mark Theory Pract, 19 (2):139-152.
36. Sarstedt M, Ringle CM, Hair JF (2021). Partial least squares structural equation modeling. In: Handbook of market research. Ed(s): Springer, pp. 587-632.
37. Hobfoll SE (2001). The influence of culture, community, and the nested‐self in the stress process: Advancing conservation of resources theory. Appl Psychol, 50 (3):337-421.
38. Hobfoll SE (1989). Conservation of resources: A new attempt at conceptualizing stress. Am Psychol, 44 (3):513-524.
| Files | ||
| Issue | Vol 54 No 7 (2025) | |
| Section | Original Article(s) | |
| DOI | https://doi.org/10.18502/ijph.v54i7.19157 | |
| Keywords | ||
| Psychological well-being Work engagement Organizational commitment Perceived organizational support | ||
| Rights and permissions | |
|
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License. |
