<p>The Relationship Among Organizational Identity, Psychological Resilience and Work Engagement of the First-Line Nurses in the Prevention and Control of COVID-19 Based on Structural Equation Model</p>

Abstract

Purpose To explore how the organizational identity and psychological resilience affect work engagement of the front-line nurses in the prevention and control of coronavirus disease 2019 (COVID-19) and to establish the relationship model based on these factors. Material and Methods Convenience sampling was applied to collect questionnaire samples from 216 nurses (from 12 cities in 6 provinces). General information questionnaires, organizational identity scale (OIQ), psychological resilience scale (CD-RISC), and Utrecht Work Engagement Scale (UWES) were used as tools for data collection. Results Both organizational identification and psychological resilience had a positive impact on work engagement (r=0.457~0.669). The structural equation model indicated that psychological resilience had a significant partial mediating effect on the relationship between organizational identity and work engagement; the mediating effect value was 0.25, the overall effect value of work engagement was 0.73, and the mediating effect accounted for 34.2%. Conclusion Our results revealed that organizational identity could directly affect nursing. It can also indirectly affect nurses’ work engagement through the intermediary role of psychological resilience. In face of the COVID-19 epidemic, hospitals and nursing managers could improve the level of nurses’ job involvement by improving organizational identity, which in turn may have a positive effect on psychological resilience.

Healthcare worker resilience during the COVID‐19 pandemic: An integrative review

“…A total of 191 articles were screened for inclusion criteria between the two searches; 32 were selected for this review (Figure 1 ). The studies were conducted from countries worldwide, including China ( n = 11) (Cai et al, 2020 ; Hu et al, 2020 ; Huang et al, 2020 ; Leng et al, 2020 ; Li et al, 2020 ; Liang et al, 2020 ; Lin et al, 2020 ; Liu et al, 2020 ; Lyu et al, 2020 ; Ou et al, 2020 ; Pang et al, 2021 ), Italy ( n = 1) (Catania et al, 2020 ), Iran ( n = 2) (Afshari et al, 2021 ; Meybodi & Mohammadi, 2020 ), France ( n = 1) (Altmayer et al, 2020 ), Japan ( n = 1) (Awano et al, 2020 ), Saudi Arabia ( n = 1) (Balay‐odao et al, 2021 ), the United States, ( n = 3) (Barzilay et al, 2020 ; LoGuidice & Bartos, 2021 ; Resnick, 2020 ), Singapore ( n = 1) (Goh et al, 2020 ), India ( n = 2) (Jose et al, 2020 ; Nathiya et al, 2021 ), Turkey ( n = 3) (Kılınç & Çelik, 2020 ; Yıldırım et al, 2020 ; Yörük & Güler, 2020 ), the Philippines ( n = 1) (Labrague & de los Santos, 2020 ), Canada ( n = 1) (Lapum et al, 2020 ), Spain ( n = 2) (Lorente et al, 2020 ; Luceño‐Moreno et al, 2020 ), the United Kingdom ( n = 1) (Roberts et al, 2021 ) and Ethiopia ( n = 1) (Tsehay et al, 2020 ). A summary of the articles included in this integrative review and their results can be found in Table 1 .…”

“…Overall, resilience scores among frontline healthcare workers during the COVID‐19 pandemic in the studies reviewed were in the moderate range (CD‐RISC range = 35.54–92.77) (Afshari et al, 2021 ; Cai et al, 2020 ; Jose et al, 2020 ; Kilinc & Celik, 2020; Leng et al, 2020 ; Li et al, 2020 ; Lin et al, 2020 ; Lyu et al, 2020 ; Nathiya et al, 2021 ; Ou et al, 2020 ; Pang et al, 2021 ). In two studies conducted in Asia, physicians had higher resilience scores than nurses (Awano et al, 2020 ; Lin et al, 2020 ), and support staff had the highest resilience scores (mean = 73.48) compared with doctors (mean = 67.78) and nurses (mean = 64.86) (Lin et al, 2020 ).…”

“…Work engagement had a moderate correlation with nurse resilience ( r = 0.491, p < 0.01) (Lyu et al, 2020 ). One nurse reported that building resilience while working during the pandemic was essential (Resnick, 2020 ).…”

“…The findings from this review confirmed what has been reported in previous studies in terms of the existence of an inverse relationship between resilience and burnout (Colville et al, 2015 ; Guo et al, 2018 ; Rushton et al, 2015 ). The articles included in this review also provided insight on the strength and direction of the relationships between resilience and other variables including work engagement ( r = 0.491, p < 0.01) (Lyu et al, 2020 ), social support ( r = 0.424, p < 0.001) (Kılınç & Çelik, 2020 ), PTSD ( r = −0.412, p < 0.01) (Luceño‐Moreno et al, 2020 ), anxiety ( r = −0.27, p < 0.001) (Awano et al, 2020 ) and depression ( r = −0.43, p < 0.001) (Awano et al, 2020 ) during the COVID‐19 pandemic. These results can inform future studies of interventions aimed at increasing resilience to improve mental health outcomes in healthcare workers, which could also improve patient outcomes.…”

Pandemic fatigue and clinical nurses’ mental health, sleep quality and job contentment during the covid‐19 pandemic: The mediating role of resilience

“…During the COVID-19 pandemic, fostering resilience in nurses led to them having less fear of the disease and less psychological distress, emotional exhaustion and depression, as well as improving their quality of life (Labrague, 2021;Roberts et al, 2021;Yoruk & Guler, 2021). Other studies have associated resilience with sustained clinical performance and job engagement (Lyu et al, 2020). Further, resilience partially moderated the effects of the various pandemicrelated stressors on nurses' experience of psychological distress (Lorente et al, 2021).…”