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
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
Published inJournal of Clinical Nursing
DisciplineJohtaminenGerontologia ja kansanterveysBasic or discovery scholarshipManagement and LeadershipGerontology and Public HealthBasic or discovery scholarship
© 2021 The Authors. Journal of Clinical Nursing published by John Wiley & Sons Ltd.
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. ...
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- Kauppakorkeakoulu 
Related funder(s)Academy of Finland; Finnish Work Environment Fund
Funding program(s)Research costs of Academy Research Fellow, AoF; Academy Research Fellow, AoF; Others; Others, AoF
Additional information about fundingThis study was funded by the Finnish Work Environment Fund (grant number 115192) and the Academy of Finland (grant numbers 294530, 307114 and 303920).
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