Mental well-being, work engagement, and work-related and personal resources among nurse managers: A structural equation model

Hult, Marja; Terkamo‐Moisio, Anja

doi:10.1016/j.ijnsa.2023.100140

Cited by 9 publications

(6 citation statements)

References 34 publications

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“…This statistically significant relationship is in line with some previous research results (Freeney and Fellenz, 2013; Romppanen and Häggman-Laitila, 2017; Watanabe and Yamauchi, 2019). On the contrary, Hult and Terkamo-Moisio (2023) emphasize that nurses' work engagements support their mental well-being. There is no consensus regarding the causality between these two variables in the current literature.…”

Section: Discussionmentioning

confidence: 94%

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Toxic leadership, mental well-being and work engagement among nurses: a scale adaptation study and structural equation model approach

Celebi Cakiroglu,

Tuncer Unver

2023

JHOM

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PurposeAlthough the background on positive and supportive leadership styles and their positive effects is constantly increasing, it is known that negative and destructive leadership styles are less researched. Thus, examining the toxic leadership behaviors of nurse managers and the effects of these on nurses has a critical significance. When the measurement tools evaluating toxic leadership are examined, it is seen that there is a need for measurement tools that evaluate the toxic leadership behaviors of nurse managers. This study's purpose is to psychometrically examine the Turkish version of the Toxic Leadership Behaviors of Nurse Managers (ToxBH-NM-TR) Scale and test the hypothesized conceptual model that includes the relationships between toxic leadership, mental well-being and work engagement.Design/methodology/approachThis quantitative research was carried out in psychometric, correlational and cross-sectional design. A total of 559 nurses were included in the study by using the convenience sample method. The ToxBH-NM-TR Scale, Warwick–Edinburg Mental Well-Being Scale and Utrecht Work Engagement Scale (UWES) were used to measure the latent variables of the study. The data were collected between June and October 2020 with the online survey method. IBM SPSS Statistics 24 and Amos 21 statistical programs were used to analyze the data.FindingsThe scale-content validity index of the ToxBH-NM-TR was 0.88. Confirmatory factor analysis results showed that the fit indices were acceptable. The ToxBH-NM-TR had high internal consistency and temporal stability. In addition, the relationships between the latent variables of the study were in the expected direction and statistically significant (p < 0.001). The hypothesized conceptual model showed an acceptable or good fit to the data. Mental well-being partially mediated the relationship between toxic leadership and work engagement. The study showed that the ToxBH-NM-TR is a valid and reliable instrument and provided evidence that confirmed the hypothesized conceptual model.Research limitations/implicationsThe first of these is the fact that managers' toxic leadership behaviors were determined based on nurses' self-report. For this reason, participants' potential prejudices may have affected the results of the study. The second limitation concerns the data collection technique. Using face-to-face data collection techniques during the COVID-19 pandemic could create a danger/risk for the health of nurses, researchers and patients. Therefore, the nurses in this research were reached through an online survey on social media platforms. The participants of the study were limited to those who had access to social media. Finally, some socio-demographic and professional characteristics of the participants may be a confounding variable for the model. For this reason, this conceptual model needs to be validated on other samples in different countries to increase the generalizability of the research results.Practical implicationsThe characteristics of this leadership style should be understood, and its effects on employees and organizations should be evaluated by screening regularly to prevent the development of toxic leaders and to eliminate the harmful effects of their behavior. The nurses should respond decisively to the forces that cause them to submit in order not to encourage a toxic leadership style. Healthcare institutions should develop procedures and take a proactive approach to destructive and negative leadership behaviors and practices. In addition, nurse managers should get feedback by using informal networks and 360-degree assessment tools and evaluate whether their leadership has a toxic function by regularly screening the effects of their leadership.Originality/valueThe results of this study offer important implications for nurses, managers and healthcare institutions and can be useful in gaining awareness about the negative effects of a toxic leadership style. In addition, the study provides a valid and reliable scale that will enable the identification of managers with this leadership style to prevent the development of toxic leaders and eliminate the harmful effects of their behavior.

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Section: Discussionmentioning

confidence: 94%

“…, 2014; Greenier et al. , 2021; Hult and Terkamo-Moisio, 2023). However, despite all these discussions, it has been determined that there is a relationship between these two concepts (mental well-being and work engagement) in studies (Çankır and Şahin, 2018; Garg and Singh, 2020; Greenier et al.…”

Section: Theoretical Framework and Hypothesis Developmentmentioning

confidence: 99%

Toxic leadership, mental well-being and work engagement among nurses: a scale adaptation study and structural equation model approach

Celebi Cakiroglu,

Tuncer Unver

2023

JHOM

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“…Further, Ding et al have revealed that work engagement is crucial to achieving nurses’ subjective well-being [ 16 ]. Another previous study revealed work engagement’s significant direct effect on mental well-being [ 17 , 18 ]; all these studies led us to predict that work engagement would positively affect nurses’ well-being (H3).…”

Section: Introductionmentioning

confidence: 86%

Nurses’ job crafting, work engagement, and well-being: a path analysis

Han

2023

BMC Nurs

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Background Nurses’ well-being is a topic of interest at both individual and organizational levels. Studies that explore the relationship between nurses’ job crafting, work engagement, and well-being are scarce. Therefore, the purpose of this study was to confirm the effect of job crafting and work engagement on nurses’ well-being. Methods This cross-sectional survey study involved 207 nurses within a week in July 2022 across two centers, among whom the response rate was 99%. Three following instruments were used in the survey: the 14-item well-being scale, the 12-item job crafting scale, and the 9-item Utrecht Work Engagement Scores (UWES). Path analysis was performed and goodness of fit was evaluated. Results Job crafting and work engagement were strongly correlated with well-being, and nurses’ well-being was affected by job crafting and work engagement. Path model fit indices were adequate. The mediating effect of work engagement on the relationship between job crafting and well-being revealed that task job crafting influenced psychological well-being through work engagement (Effect: 0.15, 95% confidence interval [CI]: 0.08–0.22, p = 0.001). Furthermore, relational job crafting influenced social well-being through work engagement (Effect: 0.22, 95% CI: 0.11–0.38, p = 0.001). Conclusion The study’s findings can help strategize human resource management programs to enhance relational job crafting to improve nurses’ social well-being and enhance task job crafting to improve their psychological well-being. Furthermore, through job crafting, improved human resource policies can enhance work engagement and improve nurses’ well-being.

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“…H1 states that social support in the workplace and number of support networks are directly related to reality gaps and work engagement. This is because while reducing transition shock ( Cao et al, 2021 ), social support in the workplace also increases work engagement ( Hult & Terkamo-Moisio, 2023 ; Minghui et al, 2018 ). The number of support networks was assumed to be another factor for social support.…”

Section: Introductionmentioning

confidence: 99%

“…H6 states that work engagement is directly and positively associated with mental health. Work engagement predicts employees’ perceived health and psychological well-being ( Hult & Terkamo-Moisio, 2023 ; Koyuncu et al, 2006 ). Thus, the researchers set up six hypotheses and created a hypothetical model.…”

Section: Introductionmentioning

confidence: 99%

Path Model of Reality Gap on the Mental Health of Novice School Nurses in Japan

Kagotani,

Asakura

2024

SAGE Open Nursing

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Introduction Mental health is a serious concern among novice school nurses in Japan. Numerous novice school nurses with various health problems experience high stress levels, affecting their mental health. They may be experiencing reality shock, a known risk factor for burnout and turnover, or its factor, the “reality gap.” Objective This study aimed to examine the hypothetical model by which the reality gap affects the mental health of novice school nurses. Methods This cross-sectional study conducted a self-administered questionnaire survey, and responses were obtained from 102 novice school nurses. A path model was created based on a hypothetical model. Results After several revisions on the hypothesis model, a modified path model was generated (CFI = .98, TLI = .93, RMSEA = .06). The path model showed that reality gaps negatively affected work engagement, work engagement positively affected intention to stay, and intention to stay positively affected mental health. Reality gap was also directly negatively associated with mental health. Having various support networks reduced the effects of reality gaps on mental health. Additionally, social support in the workplace boosted work engagement. Conclusion Unique from other studies, this study contributed to understanding the effects of reality gaps on mental health. School managers and administrators should establish a support system that enables school nurses to receive various supports from within and outside the school. In addition, novice school nurses should take advantage of networks and support inside and outside school to reduce reality gaps and grow as professionals.

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Mental well-being, work engagement, and work-related and personal resources among nurse managers: A structural equation model

Cited by 9 publications

References 34 publications

Toxic leadership, mental well-being and work engagement among nurses: a scale adaptation study and structural equation model approach

Toxic leadership, mental well-being and work engagement among nurses: a scale adaptation study and structural equation model approach

Nurses’ job crafting, work engagement, and well-being: a path analysis

Path Model of Reality Gap on the Mental Health of Novice School Nurses in Japan

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