Research Information System
Journal of Health Organization and Management, pp.1-17, 2025 (SSCI, Scopus)
Purpose – This study investigates the mediating role of job satisfaction in the relationship between quality of work life, organizational commitment and job performance among nurses – a population often overlooked in mediation-based research models. By simultaneously examining two critical outcomes (organizational commitment and job performance), this study proposes a novel framework that integrates quality of work life and job satisfaction into a unified model of occupational well-being and performance. Design/methodology/approach – A cross-sectional survey was conducted with 401 nurses employed at a large healthcare campus. Data were analysed using a two-stage mediation model to evaluate both direct and indirect relationships. In the first stage, the direct effects of quality of work life on organizational commitment and job performance were assessed. In the second stage, the mediating role of job satisfaction was tested using bootstrapped confidence intervals. Findings – Findings revealed that job satisfaction fully mediates the relationship between quality of work life and organizational commitment, and partially mediates the relationship between quality of work life and job performance. These results suggest that improvements in nurses’ quality of work life enhance organizational commitment and job performance primarily through increased job satisfaction. Practical implications – This study highlights the importance of healthcare administrators and policymakers prioritizing initiatives aimed at improving workplace conditions such as fair compensation, professional support and a positive work environment. Enhancing these factors can promote greater job satisfaction, organizational commitment and performance among nurses, thereby contributing to the overall sustainability and effectiveness of healthcare systems. Originality/value – While previous studies have typically examined the relationships among quality of work life, job satisfaction, organizational commitment and job performance independently or in isolated pairs, this study makes a novel contribution by positioning job satisfaction as a central mediating mechanism within a comprehensive model. Uniquely, the model simultaneously tests two critical outcomes-organizational commitment and job performance – within a single analytical framework. Moreover, by focusing on nurses – an occupational group often underrepresented in mediation-based occupational research – the study enhances its relevance and addresses a significant gap in the literature. By empirically demonstrating how improvements in quality of work life, via job satisfaction, lead to tangible organizational outcomes, the study offers new insights with direct implications for healthcare management and policy development.