2025 Volume 62 Issue 2 Pages 34-44
Objective: To examine the impact of workplace learning, as a resource in the motivational process of the job demands-resources model, affects the willingness of individual nurses and the entire department to continue working.
Methods: The hypothesized model was tested using data from 2,007 nurses collected through a self-administered, anonymous questionnaire survey (response rate: 68.4%). Multilevel structural equation modeling (SEM) was used for the analysis.
Results: At the individual level, workplace learning as a work resource and workplace learning as an individual resource significantly and positively influenced the willingness of nurses to continue working through work engagement. Additionally, at the individual and group levels, workplace learning as a work resource had a direct and significant positive effect on their willingness to continue working.
Conclusion: Workplace learning functions as a resource in the motivational process of the JD-R model and is suggested to enhance individual nurses’ willingness to continue working. Additionally, workplace learning as a work resource directly increase the willingness of individual nurses and the entire department to continue working.
