Effects of Self-leadership on Job Performance Competency and Organizational Commitment of Insurance Review Nurses: A Nationwide Survey

Purpose: This study aimed to determine the effects of self-leadership on job performance competency and organizational commitment among insurance review nurses. Methods: A nationwide online survey was conducted using structured questionnaires. Participants included 189 insurance review nurses working in advanced general hospitals and general hospitals in South Korea. Data were collected through self-administered questionnaires between August 19 and September 17, 2021. Data analysis was performed using descriptive statistics, independent t-tests, one-way analysis of variance, Pearson’s correlation coeffi ents, and hierarchical multiple regression with SPSS version 23.0. Results: The mean score for self-leadership was 3.64 ± 0.43 out of 5, for job performance competency was 3.10 ± 0.68 out of 5, and for organizational commitment was 4.38 ± 1.09 out of 7. Statistically significant positive correlations were observed among self-leadership, job performance competency, and organizational commitment in insurance review nurses. Hierarchical multiple regression analysis showed that self-leadership explained an additional 13.9 percentage points of variance in job performance competency and an additional 5.3 percentage points in organizational commitment. Self-leadership emerged as a statistically signifi t predictor of both job performance competency and organizational commitment. Conclusion: This study empirically demonstrates that self-leadership has signifi t effects on job performance competency and organizational commitment among insurance review nurses. These fi dings provide empirical evidence relevant to human resource management strategies for insurance review nurses.