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dc.contributor.authorSalminen, Hanna
dc.contributor.authorvon Bonsdorff, Monika
dc.contributor.authorVanhala, Mika
dc.contributor.authorMcPhee, Deborah
dc.contributor.authorMiettinen, Merja
dc.date.accessioned2021-05-24T09:34:02Z
dc.date.available2021-05-24T09:34:02Z
dc.date.issued2021
dc.identifier.citationSalminen, 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. <i>Journal of Clinical Nursing</i>, <i>13</i>(15-16), 2420-2430. <a href="https://doi.org/10.1111/jocn.15785" target="_blank">https://doi.org/10.1111/jocn.15785</a>
dc.identifier.otherCONVID_86989382
dc.identifier.urihttps://jyx.jyu.fi/handle/123456789/75884
dc.description.abstractAim 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.en
dc.format.mimetypeapplication/pdf
dc.language.isoeng
dc.publisherWiley-Blackwell
dc.relation.ispartofseriesJournal of Clinical Nursing
dc.rightsCC BY 4.0
dc.subject.othercareer management self-efficacy
dc.subject.otherhigh-involvement work practices (HIWPs)
dc.subject.othernurse retention
dc.subject.othernursing profession
dc.subject.otheroptimisation and compensation (SOC) theory
dc.subject.otherorganisational commitment
dc.subject.otherselection
dc.titleOrganisational and individual resources as antecedents of older nursing professionals’ organisational commitment : Investigating the mediating effect of the use of selection, optimisation and compensation strategies
dc.typearticle
dc.identifier.urnURN:NBN:fi:jyu-202105243143
dc.contributor.laitosKauppakorkeakoulufi
dc.contributor.laitosSchool of Business and Economicsen
dc.contributor.oppiaineJohtaminenfi
dc.contributor.oppiaineGerontologia ja kansanterveysfi
dc.contributor.oppiaineManagement and Leadershipen
dc.contributor.oppiaineGerontology and Public Healthen
dc.type.urihttp://purl.org/eprint/type/JournalArticle
dc.description.reviewstatuspeerReviewed
dc.format.pagerange2420-2430
dc.relation.issn0962-1067
dc.relation.numberinseries15-16
dc.relation.volume13
dc.type.versionpublishedVersion
dc.rights.copyright© 2021 The Authors. Journal of Clinical Nursing published by John Wiley & Sons Ltd.
dc.rights.accesslevelopenAccessfi
dc.relation.grantnumber307114
dc.relation.grantnumber294530
dc.relation.grantnumber115192
dc.relation.grantnumber303920
dc.subject.ysosairaanhoitajat
dc.subject.ysohoitoala
dc.subject.ysotyössä jatkaminen
dc.subject.ysohenkilöstöjohtaminen
dc.subject.ysoomatoimisuus
dc.subject.ysoikääntyvät työntekijät
dc.format.contentfulltext
jyx.subject.urihttp://www.yso.fi/onto/yso/p8452
jyx.subject.urihttp://www.yso.fi/onto/yso/p13751
jyx.subject.urihttp://www.yso.fi/onto/yso/p24905
jyx.subject.urihttp://www.yso.fi/onto/yso/p12871
jyx.subject.urihttp://www.yso.fi/onto/yso/p15870
jyx.subject.urihttp://www.yso.fi/onto/yso/p4637
dc.rights.urlhttps://creativecommons.org/licenses/by/4.0/
dc.relation.doi10.1111/jocn.15785
dc.relation.funderSuomen Akatemiafi
dc.relation.funderSuomen Akatemiafi
dc.relation.funderTyösuojelurahastofi
dc.relation.funderSuomen Akatemiafi
dc.relation.funderAcademy of Finlanden
dc.relation.funderAcademy of Finlanden
dc.relation.funderFinnish Work Environment Funden
dc.relation.funderAcademy of Finlanden
jyx.fundingprogramAkatemiatutkijan tutkimuskulut, SAfi
jyx.fundingprogramAkatemiatutkijan tehtävä, SAfi
jyx.fundingprogramMuutfi
jyx.fundingprogramMuut, SAfi
jyx.fundingprogramResearch costs of Academy Research Fellow, AoFen
jyx.fundingprogramResearch post as Academy Research Fellow, AoFen
jyx.fundingprogramOthersen
jyx.fundingprogramOthers, AoFen
jyx.fundinginformationThis 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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