Nurses’ digital competency and task performance in Saudi healthcare settings

The mediating role of work engagement within the job demands–resources (JD-R) model

Bibliographic Data

ID22424717
AuthorsHamza Moafa (0000-0002-3611-2050, King Saud University), Ahmed Nahari (0000-0003-3068-8443, King Saud Medical City, corresponding author), Monir M Almotairy (0000-0001-9770-6744, King Saud University)
Year2026
Volume26
Issue1
Publication date2026-03-20
Open AccessYes
TypeARTICLE
VenueBMC Medical Education (JOURNAL)
Journal identifiersISSN: 1472-6920 • E-ISSN: 1472-6920
PublisherSpringer Science and Business Media LLC (PUBLISHER)
DOI10.1186/s12909-026-09043-8
PMID41862893
OpenAlexW7138885939
LanguageEN
References cited46

BACKGROUND: Rapid digital transformation in healthcare requires nurses to effectively use digital communication tools and apply technology safely in clinical practice. Despite this need, limited evidence exists on how nurses’ digital competency functions as a job resource that enhances work engagement and task performance, particularly in Saudi Arabia. Thus, this study examined the relationships between digital competency, work engagement, and task performance among nurses working in Saudi Arabia. METHODS: A cross-sectional study using convenience sampling was conducted among 122 direct care nurses. Data were collected using the Digital Competence Questionnaire, Utrecht Work Engagement Scale, and Individual Work Performance Questionnaire. Descriptive statistics, correlation analyses, multiple regression, and mediation analyses were performed. RESULTS: Most participants were female (76.2%) and aged 29 years or younger (32%). Nursing experience varied, with 32% reporting 1–5 years of experience and 28.7% reporting more than 15 years. The majority held a bachelor’s degree or lower (86.1%) and were Saudi nationals (67.2%). Nearly half worked rotating shifts (49.2%), and 43.4% were employed in public hospitals. Participants reported moderate levels of digital competency (M = 3.52, SD = 1.12) and task performance (M = 3.31, SD = 1.03), while work engagement was relatively higher (M = 4.47, SD = 1.54). Work engagement was positively associated with digital competency (r = .254, p = .005) and strongly associated with task performance (r = .481, p < .001). Digital competency was also positively related to task performance (r = .394, p < .001). Saudi nationality was the only sociodemographic variable significantly associated with work engagement, with Saudi nurses reporting higher engagement (r = .242, p = .008). Both digital competency and work engagement were significant predictors of task performance, and work engagement partially mediated the relationship between digital competency and task performance. CONCLUSION: Digital competency can enhance nurses’ task performance directly and indirectly through increased work engagement. Strengthening nurses’ digital skills may therefore promote engagement and improve performance outcomes. These findings highlight the need for organizational strategies that prioritize digital competency to support workforce effectiveness and sustain high-quality nursing care in digitally evolving healthcare systems.

Digital health · Employee engagement · Health care · Job design · MEDLINE · Work engagement · E-Learning and COVID-19 · Educational Leadership and Innovation · Nursing education and management

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