Abstract
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. Many healthcare organisations need to find ways to retain their older nursing professionals due to nursing shortage. 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. 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. Regarding the retention of older nursing professionals, attention should be paid to both individual and organisational resources and the active use of SOC strategies. 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.
Highlights
The healthcare and social sectors in OECD countries employ more employees than ever before (OECD, 2019a)
We investigate the significance of both perceived human resource management (HRM) practices and career management self-efficacy for older (50+) nursing professionals’ commitment and the possible mediating role of SOC strategies
Perceived competencies in the current job were measured with one question regarding one's own estimation of which the following options best described his/her own competencies in their current job: 1) ‘I need additional training in order to perform well in my current job’; 2) ‘my skills are appropriate for my current work demands’; and 3) ‘I have the potential to carry out more challenging tasks’ (Lehto & Järnefelt, 2000)
Summary
The healthcare and social sectors in OECD countries employ more employees than ever before (OECD, 2019a). In this paper we focus on organisational and individual resources, and their role in organisational commitment among older nursing professionals and the possible mediating role of selection, optimisation and compensation (SOC) strategies Organisational resources, such as human resource management (HRM) practices, can support older employees prolonging their work careers (Bal & De Lange, 2015; Chand & Markova, 2018). Providing opportunities to actively use selection, optimisation and compensations strategies through human resource management practices and by strengthening self-efficacy beliefs can positively contribute to the retention of older nursing professionals. Alternative ways to do their own work while substituting for the potential loss of physical functioning (Müller, Weigl, et al, 2013) Organisational resources, such as HRM practices, can ease older employees to actively use SOC strategies (von Bonsdoff et al, 2018; Moghimi et al, 2017). Organisational commitment, understood as an employee's attachment to one's own employer organisation (see, e.gPerreira et al, 2018; Porter et al, 1974), is important for the prevention of early retirement of older nursing professionals (Kwok et al, 2016), and for the effective performance of healthcare organisations (Hisel, 2019)
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