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To examine the relationships among perceived organisational support, perceived job security, self-efficacy and job engagement among newly recruited nurses and the mediating role of perceived job security and self-efficacy in the relationship between perceived organisational support and job engagement.
Cross-sectional study.
This study employed a multicentre cross-sectional survey design and used the Perceived Job Security Scale, General Self-Efficacy Scale, Perceived Organisational Support Scale and Job Engagement Scale to survey 536 newly recruited nurses (from September 2023 to April 2024). Structural equation modelling was used to test the effects of perceived organisational support, perceived job security and self-efficacy on job engagement.
In the study model, perceived organisational support, perceived job security and self-efficacy all directly affect job engagement among newly recruited nurses. Additionally, perceived organisational support can be used to predict job engagement through self-efficacy and perceived job security.
Perceived organisational support, job security and self-efficacy are positive predictors of job engagement among newly recruited nurses. Furthermore, perceived job security and self-efficacy mediate the relationship between perceived organisational support and job engagement.
Newly recruited nurses, as key agents in clinical nursing practice, play a crucial role in reducing nursing errors and improving work efficiency. The results of this study show that perceived organisational support, perceived job security and self-efficacy positively predict job engagement among newly recruited nurses. Clinical nursing managers and educators should assist newly recruited nurses in enhancing their perceived organisational support to foster job engagement by bolstering their perceived job security and self-efficacy.
This study adhered to the STROBE guidelines.
No patient or public contribution.
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