Relationship Between Occupational Identity and Work Engagement Among Professional Caregivers: The Mediating Role of Psychological Capital.

OBJECTIVE

The theoretical basis of this research is the Job Demands-Resources (JD-R) model and the Conservation of Resources (COR) theory. This research aims to explore the mediating role of psychological capital in the relationship between occupational identity and work engagement among professional caregivers.

BACKGROUNDS: Amidst China's evolving social landscape, driven by a rapidly aging population and the implementation of 'unaccompanied ward' policies, hospitals are progressively professionalizing and standardizing nursing tasks previously performed by family members. This shift has triggered a surge in demand for professional caregivers. However, the stability of this workforce is severely undermined by a confluence of systemic and occupational challenges, which collectively hinder improvements in service quality.

METHODS

This cross-sectional survey was conducted in Sichuan Province, China, from January to February 2024. Data were collected via the Occupational Identity Scale (OIS), Utrecht Work Engagement Scale (UWES), and Psychological Capital Questionnaire (PCQ-24). The study was conducted among professional caregivers, and 296 valid questionnaires were included in the analysis. Mediation analysis was performed via structural equation modeling. Indirect effects were evaluated through bootstrapping. Data analysis was performed using the statistical programs SPSS 26.0 and AMOS 24.0.

RESULTS

Professional caregivers' occupational identity was positively related to work engagement (r = 0.667, p < 0.001) and psychological capital (r = 0.574, p < 0.001). Professional caregivers' work engagement was also positively related to their level of psychological capital (r = 0.613, p < 0.001). Psychological capital played a partial mediating role in the association between occupational identity and work engagement, and the mediating effect was 1.147 (95% CI [0.758, 1.682]), accounting for 36.42% of the total effect.

CONCLUSION

Our findings reveal that occupational identity is positively associated with work engagement among professional caregivers, both directly and indirectly through its link with psychological capital. This suggests that psychological capital may play a meaningful role in the connection between occupational identity and work engagement. Therefore, efforts to strengthen both occupational identity and psychological resources may be relevant for supporting workforce engagement. To promote higher work engagement among professional caregivers, managers may consider developing psychological capital alongside ensuring adequate professional resources and security.

IMPLICATION FOR NURSING MANAGEMENT: Given that professional caregivers' work commitment is intrinsically linked to the quality of patient care, nursing managers are encouraged to recognize professional caregivers as pivotal stakeholders in the delivery of safe care. By integrating existing strategies that ensure adequate professional resources and job security, managers may bolster caregivers' occupational identity and psychological capital. Such an approach holds the potential not only to fortify workforce stability but also to empower employees to engage proactively and autonomously in patient care, ultimately safeguarding patient safety. These findings offer specific suggestions for nursing management practices.