A re‐examination of the individual differences approach that explains occupational resilience and psychological adjustment among nurses

Abstract

Aims:This study re-examines the validity of a model of occupational resilience for use by nursing managers, which focused on an individual differences approach that explained buffering factors against negative outcomes such as burnout for nurses. Background: The International Collaboration of Workforce Resilience model (Rees et al., 2015, Frontiers in Psychology, 6, 73) provided initial evidence of its value as a parsimonious model of resilience, and resilience antecedents and outcomes (e.g., burnout). Whether this model's adequacy was largely sample dependent, or a valid explanation of occupational resilience, has been subsequently un-examined in the literature to date. To address this question, we re-examined the model with a larger and an entirely new sample of student nurses. Methods: A sample of nursing students (n = 708, Age M(SD) = 26.4 (7.7) years), with data examined via a rigorous latent factor structural equation model. S U PP O RTI N G I N FO R M ATI O N Additional supporting information may be found online in the Supporting Information section at the end of the article. How to cite this article: Heritage B, Rees CS, Osseiran-Moisson R, et al. A re-examination of the individual differences approach that explains occupational resilience and psychological adjustment among nurses. J Nurs Manag.

Investigating the Resilience of Nurses During the COVID-19 Pandemic A Cross-Sectional Survey from Lebanon

“…Enhancing nurses' con dence in their capabilities and control over their own functioning is therefore crucial for nurses as they navigate crises. This is supported by evidence suggesting that personal characteristics such as adaptability, control, coping, hope, self-e cacy, and skill recognition are major contributors to high resilience among nurses [9][10][11][12][13][14][15][16][17][18][19][20][21][22][23][24][25][26][27][28]. Nurses will need extra support and empowerment by their line managers during a pandemic.…”

“…It is de ned as the ability to overcome di culties and cope successfully with stressful events [9]. As such, building resilience in risk-elevated and demanding settings has been proposed as an effective way to enhance employee well-being [10][11]. High resilience has been closely linked to reduced burnout and lower nurse turnover [10][11][12].…”

“…As such, building resilience in risk-elevated and demanding settings has been proposed as an effective way to enhance employee well-being [10][11]. High resilience has been closely linked to reduced burnout and lower nurse turnover [10][11][12]. Additionally, research on resilience has highlighted its role in improving quality of care and enhancing patient satisfaction [9].…”

“…Literature emphasizes the signi cant relationships between nurses' wellbeing, resilience and turnover intention [10][11][12]. It is evident that the various occupational stressors and high workload in the healthcare sector negatively in uence the physical, mental and professional wellbeing of nurses [19].…”

Resilience of nurses at the epicenter of the COVID-19 pandemic in Lebanon

“…Resilience, defined as the ability to overcome difficulties and cope successfully with stressful events [ 5 ], is receiving research attention due to its role in mitigating the effects of workplace stressors. As such, building resilience in risk-elevated and demanding settings has been proposed as an effective way to enhance employee well-being [ [6] , [7] , [8] ]. High resilience has been closely linked to reduced burnout and lower nurse turnover [ [6] , [7] , [8] , [9] ].…”