1. Introduction
Following the prevalence of COVID-19 in China in 2019 and the confirmation of its pandemic, the pandemic became an international concern in January 2020 [
1]. Nurses’ mental health was at risk during this crisis due to the high workload and stress they endured. The increasing trend in cases and deaths associated with the coronavirus, fear of transmission of the virus to the family, increased workload, lack of equipment, shortages and, in some cases, lack of specific drugs or appropriate treatment are factors affecting the occurrence of mental health issues in this group [
2,
3]. In acute cases, these problems have even led to suicides among nurses in countries such as India and Italy [
4,
5], which shows the importance of this structure. In addition, this group’s continuous mental health problems can have devastating effects on the process and performance of their professional activities [
6,
7]. In Iran, COVID-19 has also become widespread, causing mental health problems for healthcare professionals [
8].
Therefore, recognizing the factors affecting nurses’ mental health to intervene and improve their results can be especially important in this period when the intensity of tension and stress is much higher than usual. In addition, mental health may also act as a mediator in predicting job performance through antecedent variables [
9]; this highlights the need for further research on the effects of this variable.
Self-compassion is one of the newest approaches as a topic of empirical interest among researchers [
7,
10], and it has appeared as a structure concerned with employee mental health and well-being in both organizations and hospitals [
11,
12,
13,
14,
15,
16]. The explanation of such relationships can be explained by Gilbert’s regulatory model [
17] and Key Resources Theory (KRT) [
18,
19]. However, there have been studies undertaken on self-compassion and its adverse impacts, such as avoidance and anxiety attachment, and its positive impacts, such as stress management, work performance, organizational social behaviors and job retention [
10,
15,
20]. Research into this structure and its connections with critical processes and outcomes is still in the initial phase.
Another important factor that has been proposed to promote mental health and job performance and has been mentioned in related research to the structure of compassion is the work engagement of employees. However, the relationship between these variables needs further study. Work engagement is a structure that has been considered in organizational studies and in the field of hospitals to maintain nurses’ high job performance in stressful situations [
21]. According to Kahn [
22], work engagement is a motivational concept that gives workers vigor and enthusiasm to perform their work tasks [
23]; therefore, it leads to higher job performance and greater employee satisfaction [
24]. This variable requires motivational resources that are related to employees’ mental health at the workplace. Therefore, high work engagement means having work motivation, and in previous research, it has been linked to fewer mental health problems and less mental health shame among staff and business students [
25,
26].
Another remarkable point is that some research has looked into and confirmed the impact of compassion on workplace engagement [
27,
28]. However, there are only a few scattered studies in relation to self-compassion and its effect on work engagement [
26,
29], whose possible impact can be based on the Self-Determination Theory (SDT) [
26,
30]. In this context, it seems that the research has not specifically examined the relationship between self-compassion and work engagement, and there are no accurate results. Therefore, examining this relationship in the present research can help expand the theoretical foundations in this field. Based on the mentioned relationships, in addition to examining the direct effect of self-compassion and job engagement on job performance, the present study also investigates the mediating role of mental health. This has not been studied so far.
According to social role theory (SRT), it is important to explore psychological behaviors and expectations, which can be different between men and women under the influence of social norms [
19,
31]; therefore, it is essential to investigate gender differences.
This study aimed to investigate the effects of self-compassion and work engagement on job performance through mental health and the moderating role of gender among nurses in the ICU of three coronavirus hospitals in Isfahan, Iran, within a cross-sectional study.
5. Discussion
The study aimed to examine the role of mental health as a mediator and gender as a moderator in the influence of self-compassion and work engagement on the job performance of ICU nurses in hospitals in Isfahan, Iran. This study investigated the path coefficients and their significance using AMOS24 software (version 24). Findings can expand the role of mental health in the impact of job performance antecedents (self-compassion and job conflict) in stressful situations such as pandemics in the occupational group of nurses. This research advances our understanding of the elements that influence mental health and occupational success as well as, by providing empirical evidence, emphasizing the need for interventions to promote these elements among nurses. The results of the model implemented by AMOS24 and the validity of the research hypotheses are as follows.
According to research theories, nurses’ self-compassion improves their mental health, work engagement and job effectiveness. Data analysis validated hypotheses 1, 2 and 5, revealing that self-compassion in nurses had a favorable impact on mental health (β = 0.54,
p < 0.001), work engagement (β = 0.42,
p < 0.001) and job performance (β = 0.51,
p < 0.001). It is positively effective and meaningful and is consistent with previous studies [
10,
15,
26,
29,
44]. These results showed that nurses who were more self-compassionate had higher mental health status. Self-compassion as a positive characteristic and a valuable positive source of coping in times of intensified stress, such as the COVID-19 condition, could have a positive effect on mental health and protect nurses’ mental health. In addition, self-compassion could have a positive effect on job performance by overcoming mental barriers and reducing the fear of failure because self-compassion acts by thinking about stressful situations in a way that reinforces adaptation. People who have more self-compassion are unlikely to use avoidant coping strategies by accepting responsibility for negative events. In fact, instead of running away and creating distractions, they face the situation and, by accepting it, try to provide the best reaction in those situations [
79]. According to the meaning of self-compassion, people who are more compassionate towards themselves have more kindness towards themselves in the time of COVID-19, see that it is a global problem that has caused all nurses with more workload and stress, do not consider it a personal problem, and they are less prone to rumination and anxiety, which leads to the prevention of mental health problems. They also, by accepting problems and situations and not being afraid of failing to perform challenging tasks, show better job performance than people who have less self-compassion. Examining the effect of self-compassion on work engagement also showed that self-compassion can promote work engagement. This can be in line with SDT theory and psychological sources of motivation. Self-compassion, as it can strengthen intrinsic motivation and is more associated with a positive cognitive reconstruction coping strategy, can result in a lack of focus on negative emotions, optimism, happiness and a positive affect [
18,
19,
79]. Under COVID-19 conditions, when working is stressful, these positive emotions and motivation, as the main preconditions for work engagement, are able to increase work engagement in people who have more self-compassion.
Work engagement was found to have a favorable influence on nurses’ mental health and job performance, which is consistent with Hypotheses 3 and 4 and earlier research [
24,
26,
80]. There are two views on the impact of work engagement on mental health; on the one hand, some researchers have confirmed work engagement as a predictor of mental health [
40] and on the other hand, some claim the dark effects of work engagement on mental health and job performance. In the study by Shimazu et al. [
49], they confirmed only the dark aspect of work engagement in the short term on mental health, and no negative effects on mental health and performance were witnessed. The present study also showed that nurses who have more engagement at work are more likely to put forth more effort, which leads to increased performance, while at the same time, improving their mental health. Thus, work engagement through the motivational mechanism is able to positively predict mental health and job performance.
The results of the structural equation model and its significance for Hypothesis 6 also showed that mental health has a positive and significant effect on nurses’ job performance (β = 0.23,
p < 0.001). This is consistent with previous research [
9,
26,
81]. There are also meta-analytic studies that have confirmed a negative association between job performance and adverse mental health outcomes [
82]. This could be explained considering that mental disorders that manifest as depression and other emotional disorders lead to reduced productivity and job performance due to a severe reduction in work ability [
83]. Therefore, nurses who have better mental health also show better job performance.
In addition to the direct effect of the variables of self-compassion and work engagement on nurses’ job performance, the study of the mediating role of mental health in relation to hypotheses 7 and 8 showed that this variable can to some extent mediate the relationship of self-compassion and work engagement on job performance and finally these variables were able to predict 63% changes in job performance through direct and indirect paths (R
2 = 63%). Confirmation of the mediating effect means that the impact of work engagement and self-compassion on job performance can be justified by considering the impact they have on mental health. Self-compassion overcomes mental barriers due to self-kindness and acceptance of problems, and work engagement reduces depression and anxiety by motivating and energizing, thereby maintaining the concentration of people in their job and preventing a reduction in performance, as job performance could reduce when people have mental health problems. Results of the gender moderation role in relation to hypothesis 9 revealed that the effects of self-compassion and work engagement on mental health, and the mental health influence on job performance, were effective and significant in both gender categories, with insignificant differences observed between the two groups (Z < 1.96). This result is consistent with some previous studies. The role of gender moderation in self-compassion relationships with its consequences, such as emotional well-being among the adolescent population and health behaviors in the general population, has been investigated in studies that have not been confirmed [
53,
84].
This result shows that apart from gender, the effect of self-compassion and work engagement has been able to positively and significantly affect the mental health of nurses, and their mental health status has a positive and significant effect on their job performance. Therefore, strategies to strengthen these two predictor variables will be effective for both gender groups to promote mental health. The direct effects of self-compassion and work engagement on job performance, as well as the effect of self-compassion on work engagement, were significantly different (Z > 1.96) in the two sex classes (impact coefficients were higher in men than women), and the direct work engagement effect on job performance was not significant in women (β = 0.058, p > 0.05).
The regression coefficients among men indicate that self-compassion and work engagement in stressful conditions have led to improved performance and work engagement, while for women, they have only led to the promotion of mental health. It may be due to women’s lower perceptions of their performance and success in return for their efforts compared to men. Men appear more optimistic, active and responsive to problems than women because women are emotional and have negative expectations about problems [
85,
86], which can lead to different behavioral outcomes between the two categories. In addition, some women perceive a “glass ceiling” in an organization, and it has been empirically shown that this negatively affects women’s perceptions of their job success [
55]. Although women are more likely than men to participate in service occupations such as nursing, due to the unfair conditions mentioned in the workplace and different social and family roles between men and women [
87], gender can affect work engagement and relationships. Studies have also shown the effect of gender on work engagement among nurses [
78] and IT staff in India [
88], and have examined and confirmed the role of gender moderation in predictors of work engagement [
89]. The result of this section can also be due to the presence of a mental health variable as a mediator, which may play the role of a complete mediator in the group of women. Therefore, in the field of formulating and applying strategies to promote job performance in female nurses, other variables that can be the main predictors of job performance and mental health in this gender group should be identified and examined, and also mediation role of mental health should be examined separately in two group of gender.
As can be seen in the mean of the variables (
Table 2), the mental health of the ICU nurses who participated in the study (mean: 2.79) is not in good condition, which determines the urgency of the investigation and action in this field. The study by Zakeri et al. [
8] showed that the incidence of GAD (generalized anxiety disorder) and PTSD (post-traumatic stress disorder) were high among workers in the healthcare field in Iran. In the research conducted in other countries, the results indicate a low level of mental health among nurses [
90]. In addition, results of the difference in mental health status in the two gender groups showed that women’s mental health is poorer than men’s, as shown proven in China and other countries [
90,
91]. The theoretical literature states that the difference in the rate of depression between men and women can be due to the use of different coping styles in stressful situations as well as differences in the level of perceived social support. Women are more likely to respond to stressful situations with more anxiety and rumination, which is strongly associated with depression [
92]. Research by Thapar et al. [
93] also found that adolescent girls experience twice as much anxiety as their male peers.
6. Implications
Despite the limitations of this study, it provided a fundamental insight into the effects and relationships of self-compassion, work engagement and mental health on nurses’ job performance during COVID-19 conditions. Strengthening self-compassion for nurses is useful and important given their working conditions, especially in situations where their work stress could increase due to pandemic conditions, war conditions, or natural disasters such as floods and earthquakes. The results of nurses’ inability to manage their stress, as experience and studies in the last two years have shown, have worsened their physical and mental problems (heart attack, depression), decreased job performance, increased frequent mistakes in performing tasks, leaving work and suicide among this stratum. Due to the occupational nature of nurses, it is necessary to consider the factors that can improve their mental health and ability to overcome stress in order to maintain their physical and mental health, in addition to improving their job performance. Therefore, based on the insight presented by this study in Hypotheses 1 and 2, self-compassion has led to better mental health and job performance. In terms of the hypothesis, the positive effect of self-compassion on work engagement was confirmed. Based on these findings, psychologists should maintain and promote nurses’ mental health and job performance, and should pay more attention to their self-compassion. Therefore, in critical COVID-19 pandemic situations in hospitals, self-compassion can act as a potential shield in a hospital when nurses experience emotional distress in caring for patients because compassion is a useful response of a person to the sufferings and problems of others [
7]. Some people are more self-compassionate than others, either naturally or for other reasons [
84]. Therefore, this feature can be used as one of the selection criteria for nurses to work in the ICU in hospitals. In addition, providing appropriate treatment plans, such as a mindful self-compassion program, can be useful to strengthen nurses’ self-compassion [
33]. According to the findings in relation to Hypotheses 3 and 4, human resource managers in hospitals should consider strengthening the work engagement of nurses as a strategy to strengthen mental health and performance [
29,
42]. They should use different and new methods such as mindfulness interventions, job crafting, using appropriate leadership styles and appropriate nursing workload adjustment to increase nurses’ work engagement.
This study makes an essential contribution by looking into the impact of mental health in predicting job success through self-compassion and work engagement (Hypotheses 6, 7 and 8). Zakeri et al. [
8] emphasize the need to provide counseling programs and training in psychological skills to employees to strengthen mental health.
As a result, paying attention to the nurse’s mental health throughout the COVID-19 pandemic should be one of the hospital personnel department’s top objectives. Relevant officials should prevent the occurrence of mental health problems among nurses in order to maintain nurses’ job performance by implementing intervention programs and referring nurses with symptoms to psychologists to treat and receive necessary solutions. In order to improve the mental health of nurses, it is necessary to implement various policies in the workplace and society, such as considering social benefits, increasing salaries and appreciating the community of nurses.
Furthermore, the results of the gender moderating function regarding Hypothesis 9 revealed that the effects of self-compassion and work engagement on nurses’ job performance were greater in males than females, but no significant influence was found in other linkages. Because of the lack of significant differences between the two groups in some relationships (the effects of self-compassion and work engagement on mental health, and the mental health impact on job performance), as well as lower average variables in women, which could be attributed to Asian culture and traditional gender roles [
51], it seems to be especially important to help women learn how to empathize with themselves instead of criticizing themselves to increase their mental well-being and how to protect their mental health by promoting motivation and energy to do work.
According to the difference in averages in the two groups, women’s mental health is more at risk than men’s. Therefore mental health programs should pay more attention to women and teach them coping strategies in the face of stress, and women’s mental health status should be monitored carefully, especially during the pandemic. To provide more adaptive strategies for this gender class, more in-depth and comprehensive studies should be carried out. In terms of work engagement, women are less motivated than men to have more engagement at work, which can help HR managers in hospitals to eliminate gender discrimination in promotion, rewards and career paths in order to motivate female nurses to increase their work engagement at work.