A1 Journal article (refereed)
Organisational and individual resources as antecedents of older nursing professionals’ organisational commitment : Investigating the mediating effect of the use of selection, optimisation and compensation strategies (2021)


Salminen, H., von Bonsdorff, M., Vanhala, M., McPhee, D., & Miettinen, M. (2021). Organisational and individual resources as antecedents of older nursing professionals’ organisational commitment : Investigating the mediating effect of the use of selection, optimisation and compensation strategies. Journal of Clinical Nursing, 13(15-16), 2420-2430. https://doi.org/10.1111/jocn.15785


JYU authors or editors


Publication details

All authors or editorsSalminen, Hanna; von Bonsdorff, Monika; Vanhala, Mika; McPhee, Deborah; Miettinen, Merja

Journal or seriesJournal of Clinical Nursing

ISSN0962-1067

eISSN1365-2702

Publication year2021

Publication date19/05/2021

Volume13

Issue number15-16

Pages range2420-2430

PublisherWiley-Blackwell

Publication countryUnited Kingdom

Publication languageEnglish

DOIhttps://doi.org/10.1111/jocn.15785

Publication open accessOpenly available

Publication channel open accessPartially open access channel

Publication is parallel published (JYX)https://jyx.jyu.fi/handle/123456789/75884


Abstract

Aim and objectives
To investigate how organisational and individual resources are linked to older (50+) nursing professionals’ organisational commitment, and to examine the possible mediating role of the active use of selection, optimisation and compensation (SOC) strategies.

Background
Many healthcare organisations need to find ways to retain their older nursing professionals due to nursing shortage.

Design
To test a set of hypotheses, cross-sectional survey data (n = 396) were used. Data were analysed using correlation analysis and partial least-squares structural equation modelling. STROBE Statement for cross-sectional studies has been followed in this study.

Results
The results exhibited that both individual and organisational resources and the active use of SOC strategies were positively associated with older nursing professionals’ organisational commitment. The active use of SOC strategies had a partially mediating role in the relationship between individual resource (career management self-efficacy) and organisational commitment. Similarly, career management self-efficacy partially mediated the association between organisational resources (perceived high-involvement work practices) and organisational commitment.

Conclusions
Regarding the retention of older nursing professionals, attention should be paid to both individual and organisational resources and the active use of SOC strategies.

Relevance for clinical practice
By providing opportunities to actively use SOC strategies and by paying attention to career management self-efficacy among older nursing professionals, nursing managers may influence the retention of the older nursing workforce. Similarly, supportive organisational practices can support older nursing professionals’ career management self-efficacy and their organisational commitment.


Keywordsageing employeesnursing sectornursescontinuing at workindependent initiativehuman resource management

Free keywordscareer management self-efficacy; high-involvement work practices (HIWPs); nurse retention; nursing profession; optimisation and compensation (SOC) theory; organisational commitment; selection


Contributing organizations


Related projects


Ministry reportingYes

Reporting Year2021

JUFO rating2


Last updated on 2024-03-04 at 20:16