Based on the Job Demands–Resources theory, this research investigates how organisational resources shape employee resilience and, in turn, influence work engagement among nurses in the Lithuanian healthcare sector. The paper explores three organisational resources: co-worker support, staffing and recruitment adequacy, and dignified treatment for healthcare employees. Data were collected through a survey (n = 443) from nurses employed in public and private healthcare institutions and analysed using Partial Least Squares Structural Equation Modelling. The results indicate that co-worker support (β = 0.328, p < 0.001) and dignified treatment (β = 0.270, p < 0.001) are significant positive aspects of developing employee resilience, while staffing and recruitment adequacy did not have an impact on employee resilience. Employee resilience demonstrated a strong positive effect on work engagement (β = 0.488, p < 0.001). These findings help to understand the relations and structural antecedents of nurse resilience, demonstrating that social and interpersonal resources have a strong influence on employee engagement. The study has practical implications for healthcare human resource management in contexts of systemic workforce shortage and high occupational demand.
Staniškienė et al. (Wed,) studied this question.
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