Mediating role of job satisfaction in relationship between individual and organizational factors with work performance among Arab nurses in Saudi Arabia

Background: Saudi Arabia's healthcare is dominated by nurses. They provide basic and specialized healthcare and are patients' first contact. To consistently and effectively fulfill corporate goals, employees must maintain or increase their work performance and efficiency Nurse administrators and managers must identify the variables affecting nurses' performance and the degree of that effect to choose which variables to control so nurses may work at their best. The performance of nurses in healthcare organizations affects continuity of care and patient's family outcomes. Work performance and their determinants have been insufficiently explored in Saudi Arabia, making it necessary to identify them and design performance monitoring and improvement measures by considering the role of job satisfaction. Since the study sought a holistic view of human and organizational issues, the findings could help policymakers and nurse administrators establish a management model for Saudi Arabia. Objective: The primary goal of the current study was to examine how individual and organizational factors related to nurses' work performance in Saudi Arabia and how job satisfaction as a profession mediated these relationships. Methods: Using a self-administrated questionnaire, a cross-sectional study design was used for the research. Saudi Arabian nurses employed by public hospitals constitute the population of this study. In this study, a multi-stage random sampling strategy was employed to choose a representative sample from the target population. The overall sample size was determined using OpenEpi to be n= 1149 for the cluster design. All research tools were adopted in accordance with the available literature and later translated into Arabic utilizing a forward-backward method. A pilot study was conducted to evaluate the dimensionality and internal consistency of the research questionnaires after they had been validated by a panel of experts. The demographic variables were evaluated with descriptive statistics including mean and standard deviation as well as frequency analysis using SPSS 25. For inferential statistics, structural equation modeling with PLS-SEM was used. Results: Most respondents (72.9%) were female, between the ages of 40 and 49, with 11 to 15 years of work experience, and 51.4% held a bachelor's degree. Results showed that leadership skills significantly improved nurses' work performance (β=0.057, p=0.01). there was positive and significant influence of motivation (β =0.245, p<0.001), knowledge sharing (β=0.096, p<0.001) on nurse work performance, while job stress negatively impacted (β=-0.074, p=0.001). According to the of effect size results, job satisfaction had the largest effect size at f 2=0.420, followed by nursing culture at f 2=0.109, and motivation at f2=0.082 on nurse’s job performance. In this study job satisfaction partially mediates the relationship between all factors except burnout on nurse’s work performance and job satisfaction fully mediates the relationship between burnout on nurse’s work performance. Conclusion: This study gives a beginning point for additional research in various regions of Saudi Arabia and the Middle East. In the current study, work experience and education boost job satisfaction and productivity. The personal and organizational factors were also found to positively contribute to nurses' job satisfaction and work performance. This study shows a mediation role of nurses' job satisfaction on relationship between individual and organizational factor with work performance.

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