Improving Work Engagement Research Articles

Effects of self-rated workload and nurse staffing on work engagement among nurses: A cross-sectional survey.

To analyse net effects of self-rated workload and nurse staffing (nurse-to-patient ratio and staff skill mix) on work engagement among clinical nurses. Improving nurses' engagement is necessary to enhance patient outcomes, so factors that influence engagement should be explored. A cross-sectional study was conducted in 1,428 registered nurses from 145 units of 11 hospitals. A hierarchical linear model was used to analyse the data. Self-rated workload had a negative effect on engagement (β=-0.353, p<.001, effect size (f2 )=14.20%), while only one index of skill mix (percentage of nurses with≤5 work years) had a significant effect on engagement, which was positive (β=0.258, p<.05, f2 =8.50%). These two variables explained 22.7% of the variance of engagement at the unit level (R2 between =22.7%, p<.05). No significant effect of staffing on self-rated workload was found. Self-rated workload had more effect on engagement than did staffing, and factors that influence self-rated workload need to be explored. Balancing the mix of experience levels in nursing teams may improve work engagement. Managers should pay attention to multiple strategies to motivate nurses to engage in work in clinical practice.

In the Moment.

In the fast-paced world of nursing, it is so very easy to shift into “automatic” mode. The sheer number of tasks and timed interventions leaves little time for a nurse to just stop and think. This unrelenting pace of activity can negatively affect the health of nurses and potentially the patients in their care according to Rushton and colleagues, in their work, “Mindful Ethical Practice and Resilience Academy: Equipping Nurses to Address Ethical Challenges.” The ability of frontline nurses to be resilient in such a complex environment and to handle ethical challenges effectively is the focus of their research.Mindfulness is defined as the practice of being aware of what is happening in the present moment mentally, emotionally, and physically.1 The practice of mindfulness can be viewed as a critical self-protection tool. Research shows that being in the moment, or regular mindfulness practice, actually develops the region of the brain that helps with problem-solving and increases awareness during stressful situations.2 Mindfulness can also help with reducing some of the physical impact of stress and improve overall life enjoyment.3Rushton and colleagues found additional benefits from structured mindfulness practice in that it improves a nurse’s ability to handle ethical challenges and improves resilience. Their work also showed that mindfulness practice appears to have a positive impact on the work environment by improving work engagement, turnover intentions, and burnout. These findings highlight the need for mindfulness to be a joint effort between nurses and health care organizations, not just an individual task. We all need to practice being “in the moment.”

Improving Work Engagement Through Compensatory Satisfaction and Psychological Well-Being

Abstract: Improving Work Engagement Through Compensatory Satisfaction and Psychological Well-Being. Objecticves: This study aims to identify the effect of compensation and psychological well-being on work engagement for private elementary school teachers during the pandemic. Methods: This study employed a quantitative approach with multiple linear regression analysis. The data retrieval technique used a Instrument developed from the utrech work engagement scale, a ryff psychological well-being scale and a compensation scale. Sample selection was done by using purposive cluster sampling technique. Research sampel is 408 teachers of private elementary schools in Karawang Regency. Findings: The results of this study confirm that: (1) Compensation had a significant effect on teachers work engagement, (2) Psychological well-being had a significant effect on teachers work engagement, and (3) Compensation and psychological well-being simultaneously affected teachers work engagement by 50.6%. Conclusions: It is concluded that work engagement is influenced by compensation and psychological well-being. Therefore, these two variables need to be considered in increasing teacher work engagement. Keywords: psychological well-being, compensation, work engagement. Abstrak: Meningkatkan Keterlibatan Kerja Guru Melalui Kepuasan Kompensasi dan Kesejahteraan Psikologis. Tujuan: Penelitian ini bertujuan untuk mengidentifikasi pengaruh kompensasi dan kesejahteraan psikologis terhadap keterlibatan kerja guru di masa pandemi. Metode: Penelitian ini menggunakan pendekatan kuantitatif dengan analisis regresi linier berganda. Instrumen dikembangkan dari utrech work engagement scale, ryff psychological well-being scale dan skala kompensasi. Pemilihan sample dilakukan dengan teknik purposive cluster sampling. Sampel terdiri dari 408 guru SD swasta di Kabupaten Karawang. Temuan: Hasil penelitian ini mengkonfirmasi bahwa: (1) kompensasi berpengaruh signifikan terhadap keterlibatan kerja guru, (2) kesejahteraan psikologis berpengaruh signifikan terhadap keterlibatan kerja guru, dan (3) kompensasi dan kesejahteraan psikologis secara simultan berpengaruh terhadap keterlibatan kerja guru sebesar 50.6%. Kesimpulan: Disimpulkan bahwa keterlibatan kerja dipengaruhi oleh kompensasi dan kesejahteraan psikologis. Karenanya, kedua variabel tersebut perlu diperhatikan dalam meningkatkan keterlibatan kerja guru. Kata kunci: kesejahteraan psikologis, kompensasi, keterlibatan kerja. DOI: http://dx.doi.org/10.23960/jpp.v11.i2.202116

The pathways from self-control at school to performance at work among novice kindergarten teachers: The mediation of work engagement and work stress

Novice kindergarten (KG) teachers often encounter various challenges that may prevent them from performing satisfactorily during the transition from school to work. In Hong Kong, this issue has become more salient under the Free Quality Kindergarten Education Scheme which induces heavier workload and higher expectation on teachers’ performance. Self-control is a crucial factor that facilitates individuals’ performance via promoting positive thoughts, emotion, and behavior as well as preventing the negative counterparts. In this research, we examined the hypotheses that novice KG teachers’ pre-existing self-control would predict better subsequent job performance through promoting work engagement and preventing work stress. Students from an early childhood education (ECE) higher diploma program reported their self-control at the final semester of the program. Those working in the ECE classrooms after graduation rated their work engagement and work stress at the end of the first month of the new semester, and those who retained in the job also reported their job performance at the end of the first semester (final N = 117, 96.6% females). The results of mediation model fully supported our hypotheses. These findings suggest that enhancing self-control, improving work engagement and reducing work stress could be promising ways to facilitate novice KG teachers’ job performance during the school-to-work transition period.

Engagement among physicians fighting COVID-19: the mediating role of autonomy.

BackgroundKeeping and improving work engagement among physicians fighting COVID-19 is important to healthy medical systems. In line with the job demands-resources model, optimism was expected to positively relate with job resources, leading to higher work engagement. However, the underlying mechanism between optimism, autonomy and work engagement has not been explored.AimsTo examine whether optimism has a positive impact on work engagement via autonomy among physicians fighting COVID-19 in China.MethodsThis study was conducted among physicians in March 2020. A convenience sample was used to recruit physicians from the Wuhan Leishenshan Hospital and Wuhan Jinyintan Hospital. One hundred and four Chinese physicians working in the COVID-19 epidemic completed a survey measuring levels of autonomy, optimism and work engagement. The PROCESS macro (model 4) was used to test hypotheses about mediation.ResultsThis current study found that optimism was related to increased autonomy, and autonomy was related to increased work engagement. The results of the bias-corrected bootstrap method suggested the indirect effect of optimism on work engagement via autonomy (Effect = 0.16, SE = 0.08, lower level confidence interval = 0.04, upper level confidence interval = 0.37), indicating a mediated relationship, in which autonomy is one mechanism to explain the link between optimism and increased work engagement.ConclusionsThis study follows an observational design, with in-depth analysis of the relationship between optimism, autonomy and work engagement. When management implements strategies to improve work engagement among physicians working in the COVID-19 epidemic, the mediating impact of autonomy on the association between optimism and work engagement should be considered.

Job crafting, workplace civility and work outcomes: the mediating role of work engagement

PurposeThe antecedents and consequences of work engagement have been extensively discussed and analyzed in the previous literature; however, identifying cost-effective measures that can sustain work engagement to boost work outcomes has received sparse attention in the Indian information technology (IT) context. This study aims to provide new insights concerning the associations of job crafting and workplace civility with work engagement and its corresponding outcomes, such as change perception, general life satisfaction and intention to quit.Design/methodology/approachHypotheses were tested using structural equation modeling on data obtained from 369 software developers in India using questionnaire surveys.FindingsResults confirmed that work engagement partially mediated the association of job crafting and workplace civility with the perception of change and general life satisfaction. The negative associations of job crafting and workplace civility with the intention to quit were also partially mediated by work engagement. The findings can be used to inform human resources strategies to boost work engagement and subsequent work outcomes.Research limitations/implicationsThe results of this empirical work will offer insights to managers who are looking for cost-effective interventions and behaviors aimed at increasing work engagement and, consequently, achieving effective work outcomes.Originality/valueThis study contributes by empirically testing the application of novel employee-driven practices in improving work engagement and work outcomes, particularly in the context of IT companies in India.

The Relationship between Perceived Organizational, Perceived Supervisor Support, and Need Achievement to Work Engagement of School Organization

Purpose: Many scholars studied the effect of perceived organizational support and perceived supervisor support against work engagement, but the results have shown inconclusive. This study aims to investigate the positive effect of perceived organizational support and perceived supervisor support mediated by need achievement motivation against work engagement. Design/Methodology/Approach: The data was collected using questionnaires to associates (teachers, non-teachers, management) of an outstanding school in Jakarta, and they were recruited as respondents using a purposive sample method. Partial least square-structural equation modeling (PLS-SEM) analysis was conducted by SmartPLS to analyze the data. Findings: The study finds that perceived organizational support and perceived supervisor support need achievement motivation as mediator positively and significantly affect work engagement. Perceived organizational support has positively and significantly affected work engagement directly, but perceived supervisor support does not directly affect it. Practical implications: Practically, this research shown that to improve work engagement by POS and PSS should motivate first the associates on how to achieve the best performance by setting outstanding career opportunities or higher key performance index as challengeable goals. Originality/value: This research contributes to the job demand-resources’ theory when organizations and supervisors show support to their associates by giving job resources, it needs to improve their motivation to achieve the best performance, otherwise, this improvement can not be utilized to reduce job demand and finally cannot improve the work engagement.

Predictors of work engagement: Drawing on job demands–resources theory and public service motivation

AbstractThe scholarship on work engagement has proliferated in the past several decades, building a solid body of evidence for its role in positive achievements at, and attitudes to, work. Similarly, public service motivation (PSM) became a permanent fixture in the public sector management research, having generated insights on predisposition to serving the public and its impact on performance of civil servants. However, there is limited evidence on the relationship between PSM and work engagement. To address this gap, we surveyed 218 civil servants occupying mid‐level management positions in the civil service of a small European country of Moldova. Using moderation analysis, we find that higher PSM strengthens the positive impact of some job resources, such as perceived social impact on work engagement, whereas lower PSM makes the negative effect of some job demands, such as red tape, more pronounced. This highlights the importance of PSM in work engagement of mid‐career managers, and its role as both an enhancer and a coping mechanism.We find that high public service motivation (PSM) strengthens the positive relationship between work engagement and job resources, whereas low PSM makes the negative impact of job demands on work engagement more pronounced. To improve work engagement, public agencies should help employees understand how their individual efforts contribute to the overall prosocial impact of the public service.

Workaholism, Work Engagement and Child Well-Being: A Test of the Spillover-Crossover Model.

This study examines how working parents’ work attitudes (i.e., workaholism and work engagement) are associated with their child’s psychological well-being. Based on the Spillover-Crossover model (SCM), we hypothesize that (a) work-to-family spillover (i.e., work-to-family conflict and facilitation) and (b) employee happiness will sequentially mediate the relationship between parents’ work attitudes and their child’s emotional and behavioral problems. A cross-sectional survey was conducted among Japanese dual-earner couples with pre-school child(ren). On the basis of valid data from 208 families, the hypothesized model was tested using structural equation modeling. For both fathers and mothers simultaneously, workaholism was positively related to work-to-family conflict, which, in turn, was negatively related to happiness. In contrast, work engagement was positively related to work-to-family facilitation, which, in turn, was positively related to happiness. Fathers’ and mothers’ happiness, in turn, were negatively related to their child’s emotional and behavioral problems. Results suggest that parents’ workaholism and work engagement are related to their child’s emotional and behavioral problems in opposite ways, whereby parents’ spillover and happiness mediate this relationship. These findings support the SCM and suggest that decreasing workaholism and improving work engagement may not only improve employees’ happiness, but also decrease their child’s emotional and behavioral problems.

Kursi Lantai dan Penataan Layout Meningkatkan Work Engagement dan Produktivitas Pekerja Pembuatan Atap Alang-Alang

Pekerja pembuatan atap alang-alang bekerja dengan sikap kerja duduk di lantai dengan punggung sedikit membungkuk. Intervensi dengan pemberian kursi lantai sebagai alas saat kerja serta dilakukan penataan layout proses produksi. Penelitian ini bertujuan untuk meningkatkan work engagement dan produktivitas pekerja pembuatan atap alang-alang di Gianyar. Rancangan penelitian yang digunakan adalah eksperimental dengan randomized pre-posttest control group design melibatkan 16 sampel penelitian yang dipilih secara random. Subjek penelitian dibagi menjadi dua yaitu kelompok kontrol adalah pekerja yang bekerja seperti biasa dan kelompok perlakuan adalah pekerja yang bekerja dengan menggunakan kursi lantai dan penataan layout proses produksi. Work engagement didata menggunakan kuesioner UWES 17 dan produktivitas didata berdasarkan jumlah atap alang-alang yang dihasilkan. Analisis data menggunakan uji parametrik dengan nilai ?=0,05 untuk data yang berdistribusi normal dan uji non-parametrik untuk data yang tidak berdistribusi dengan normal. Hasil penelitian menunjukkan perbedaan yang bermakna pada work engagement dan produktivitas (p&lt;0,05). Pada kelompok kontrol rerata skor work engagement 50,75 dan produktivitas 0,067, sedangkan pada kelompok perlakuan rerata skor work engagement 71,12 dan produktivitas 0,015. Pemberian kursi lantai dan penataan layout proses produksi terbukti dapat meningkatkan work engagement sebesar 40,13% dan meningkatkan produktivitas sebesar 34,60%. Dapat disimpulkan bahwa penerapan ergonomi berupa pemberian kursi lantai dan penataan layout proses produksi terbukti dapat meningkatkan work engagement dan produktivitas kerja pada pekerja pembuatan atap alang-alang.

Psychological and work-related factors predicting work engagement in Malaysian employees.

Past research on work engagement has focused almost exclusively on either psychological or work-related factors in almost wholly separate literature. There is therefore a need to examine how these factors collectively influence work engagement. To determine levels of work engagement and to identify psychological and work-related characteristics predicting work engagement in employees in Malaysia. We recruited 5235 employees from 47 public and private organizations in Malaysia who responded to an online health survey. We assessed work engagement with the 9-item Utrecht Work Engagement Scale (UWES-9) and psychological distress using the 6-item Kessler scale. We performed multiple linear regression to determine predictors of work engagement. Employee mean age was 33.8 years (standard deviation [SD] ± 8.8). The mean work engagement score on the UWES-9 was 3.53 (SD ± 0.94). Eleven of 18 variables on multiple regression predicted work engagement, F(18, 4925) = 69.02, P < 0.001, R2 = 0.201. Factors that predicted higher work engagement were age, marital status, education level, job type, job permanency, longer sleep duration, lower psychological distress and no history of workplace bullying. Key factors associated with poorer work engagement in Malaysian employees include inadequate sleep, psychological distress and a history of workplace bullying. These are modifiable factors that individuals and employers can target to improve work engagement, ideally tailored according to occupational type.

WORKPLACE SPIRITUALITY AND WORK ENGAGEMENT AMONG HIGH SCHOOL TEACHERS IN BANDA ACEH

Work engagement is vivacious for teachers to improve and maintain the quality of education. One of the factors that can improve work engagement is workplace spirituality. The study aimed to determine the relationship between workplace spirituality and work engagement of High School teachers. This study used a quantitative method with a cluster random sampling technique and the sample size was based on Isaac and Michael table with a 5% error level with 120 participants who work as civil servant High School teachers in Banda Aceh. The scales used in this study are an adaptation of Workplace Spirituality Scale developed by Milliman, Czaplewski, and Ferguson and adaptation of Utrecht Work Engagement Scale (UWES) by Schaufeli, Salanova, GonzalezRoma, and Bakker. The result of data analysis using the Pearson Product-Moment Correlation test showed a correlation coefficient of .397 with p-value = .000 (p &lt; .05). The hypothesis was confirmed so it can be concluded that there was a significant positive correlation between workplace spirituality and work engagement of High School teachers. It means the higher the workplace spirituality of teachers, the higher the work engagement of teacher will be and vice versa. The results showed that the majority of workplace spirituality and work engagement of High School teachers in Banda Aceh classified into “high” category.

An evaluation of job crafting as an intervention aimed at improving work engagement

Orientation: In the construction industry, a lack of engagement by employees can have serious and costly health and safety consequences. Research purpose: The aim of this study was to evaluate whether a job-crafting intervention could improve the work engagement of individuals employed in the construction industry. Motivation for the study: Because of tight deadlines and stringent requirements, managers in the construction industry are often unable to reduce the demands on, or increase the resources available to, their employees. Hence, if employees are to increase their work engagement, they need to exert personal agency by recrafting their own jobs. Research approach/design and method: A quasi-experimental research approach was used. One group of employees ( n = 33) completed the pre- and post-measures and participated in a 1-day job crafting training session. A comparison group ( n = 22) only completed the measures, at the same intervals. Main findings: At the post-intervention measurement point, participants exposed to the intervention showed significantly higher levels of work engagement than those in the comparison group. Across the entire sample, changes in work engagement were correlated with changes in job-crafting behaviours but were not, however, correlated with changes in job demands and resources. Practical/managerial implications: Job-crafting interventions have the potential to enable employees to proactively improve their work engagement. Contribution/value-add: The study findings support a relatively rich literature, which suggests that employees who take a proactive role in crafting their job-related tasks and environments tend to take on psychologically fulfilling activities and will be more engaged in their work.

Insights about mental health aspects at intralogistics workplaces – A field study

The present field study investigated mental health aspects at intralogistics workplaces, as cognitive and social demands have largely changed in this branch. Within a cross-sectional, mixed methods study design, forty-one intralogistics employees completed a survey about their working conditions and mental states. Further, nine workers participated in a systematic, qualitative group interview to obtain intralogistics specific job resources and job demands. The results were compared to known mechanisms from a long-established psychological model (the Job-Demands and Resources model, JD-R model) to evaluate if these general assumptions still apply at modern working conditions. As expected and in line with the JD-R model, regression analyzes supported that job resources predicted work engagement (p < .05) and job demands predicted burnout symptoms (p < .001) even at modern intralogistics workplaces. However, no interaction effects (Job Demands X Job Resources) were found. The qualitative interviews highlighted several job demands and job resources, which were reported as especially relevant for modern intralogistics workplaces by the participants. Based on the findings, practical recommendations were evolved for the improvement of mental health at intralogistics workplaces. Job resources, for example process transparency or respectful and esteeming leadership behavior, can be increased in order to improve work engagement. Job demands, for example task interruptions, excessive time pressure or profuse exposure to physical stress should be controlled to reduce burnout symptoms.

Effects of a Job Crafting Intervention Program on Work Engagement Among Japanese Employees: A Randomized Controlled Trial.

ObjectiveThe current randomized controlled trial investigated the effectiveness of a job crafting intervention program on work engagement as the primary outcome and job crafting as the secondary outcome among Japanese employees.MethodsParticipants who met the inclusion criteria were randomly assigned to an intervention group (n = 138) or a control group (n = 143). The job crafting intervention program provided only to the intervention group consisted of two 120-minute group sessions with e-mail or letter follow-up. Outcomes were assessed at baseline and at 3-month and 6-month follow-up in both groups.ResultsIn the total sample, the job crafting intervention program showed a non-significant effect on work engagement at both 3-month and 6-month follow-up. Also, job crafting did not improve significantly. However, the program showed a significant intervention effect on work engagement (p = 0.04) with small effect size (Cohen’s d = 0.33 at 3-month follow-up) of workers in a lower job crafting subgroup.ConclusionThe job crafting intervention program may not be sufficiently effective to improve work engagement and job crafting for the entire sample of participants. However, it may be effective for workers in lower job crafting subcategories.Clinical Trial RegistrationUMIN Clinical Trials Registry (www.umin.ac.jp/ctr/), identifier UMIN000026668.

Is work engagement associated with healthier dietary patterns? A cross-sectional study

ObjectivesWork engagement is defined as a positive, fulfilling feeling about one's job and is associated with higher productivity and morale. We performed a cross‐sectional study to investigate whether work engagement is related to healthier dietary behaviors among Japanese workers.MethodsThe present study was part of the Japanese Study of Health, Occupation, and Psychosocial Factors Related to Equity. A validated food frequency questionnaire was used to evaluate daily nutritional intake. The following seven nutrients were considered: salt intake, dietary fat (saturated fatty acids, monounsaturated fatty acids, and polyunsaturated fatty acids), dietary fiber, folate, and isoflavone. Multivariable linear regression analysis was performed, adjusting for job stress, psychological distress, and other confounders. The baseline survey inquired about work engagement among 2,233 employees of 12 workplaces in Japan, representing a range of industries.ResultsThe mean age of the sample was 43.4 ± 9.7 years and 89.7% of the participants were male. The mean score of work engagement was 2.9 ± 1.0. Higher work engagement was significantly positively associated with higher salt intake (β = 0.17, SE = 0.06, P = .006), monounsaturated fatty acids (β = 0.29, SE = 0.13, P = .03), polyunsaturated fatty acids (β = 0.28, SE = 0.09, P = .001), dietary fiber (β = 0.23, SE = 0.09, P = .012), and folate (β = 10.2, SE = 2.9, P = .005) consumption, but not saturated fatty acid (β = 0.16, SE = 0.11, P = .13) or isoflavone (β = 0.64, SE = 0.36, P = .072).ConclusionThe present study suggested that higher work engagement is associated with a healthier pattern of dietary behaviors among workers. Improving work engagement may be a novel target for workplace health promotion.

The effects of a two-minute original exercise program supported by the workplace unit on the workers' work engagement: the "Bipoji" exercise.

[Purpose] This study examined whether workplace support of an exercise program would increase the workers’ engagement. [Participants and Methods] Employees at two facilities of the Kyoto Industrial Health Association (the Uji branch and the headquarters) were recruited. A survey of 238 employees was conducted. A seminar was held, at the facilities, about the “Bipoji” exercise program and afterward the participants underwent different procedures. The Uji branch (the support group) supported the continuation of the program for two months. At the headquarters (the control group), the individual decided whether to continue the program. Data were collected at the time of the seminar (the baseline) and two months later. A questionnaire measured work engagement using the Utrecht Work Engagement Scale. [Results] At the follow-up, data were collected from 65 people (60.2%) from the support group and 97 people (74.6%) from the control group. The average change in the Utrecht Work Engagement Scale scores was 1.7 and −1.2, for the support group and the control group, respectively. When adjusted for background factors, the change was 1.6 and −1.2, for the support group and the control group, respectively. This indicates a significant increase in work engagement for the support group. [Conclusion] These results suggest that a workplace exercise program can improve work engagement.

The role of neuroleadership in work engagement

Orientation: Research communicated in this article contributes to the fields of neuroleadership and work engagement, and explores the use of Integral Theory’s All Quadrants All Lines (AQAL) four-quadrant model. It also applies the General Method of Theory-Building research in applied disciplines. Research purpose: The aim of this article is to determine the role that neuroleadership plays in improving work engagement. Motivation for the study: Human resource development lacks focus in theoretical research because of a lack of clarity of the connections between research and practice and a lack of interest in abstract theoretical issues (Storberg-Walker, 2006 ). Recent technological advances providing an insight into the biological and physiological bases of social interaction have presented new information on being engaged at work. Research approach/design and method: The researcher applied the General Method of Theory-Building in applied disciplines to structure the qualitative research approach (Lynham, 2002 ). Main findings: Findings deduced from the case study show how organisations apply work engagement. Findings from meta-triangulation and bracketing present an EngageInMind framework for neuroleadership and work engagement. Overall findings confirmed that the EngageInMind framework is relevant and can be applied. Findings further include the review of the application in business and recommendations for improvement. Practical/managerial implications: The insights derived from this research propose that neuroleadership improves work engagement through its psychological, neurobiological, sociological and organisational dimensions, as presented in the EngageInMind framework. Contribution/value-add: The EngageInMind framework is the key contribution of this article.

From organisational justice to turnover intention among community nurses: A mediating model.

To identify the situation of organisational justice, organisational support, work engagement and turnover intention among community nurses and clarify the relationship among them. Nurse shortage has become a worldwide issue, and the shortage of community nurses is more serious. Nurse turnover is one important factor for this situation. While previous studies about turnover intention mostly focused on hospital nurses, few involved community nurses. A descriptive, cross-sectional design was adopted. Questionnaire investigation was implemented among 410 community nurses to collect data about organisational justice, organisational support, work engagement and turnover intention. Structural equation modelling was applied to test the hypothesised model. The STROBE statement for observational studies was followed. Results showed the average score of turnover intention was 2.50±0.75. The final model indicated: (a) work engagement had a direct negative effect on turnover intention; (b) organisational support had both direct and indirect effects on turnover intention, and the indirect effect was mediated by work engagement; and (c) organisational justice had an indirect effect on turnover intention mediated by organisational support. Turnover intention could be reduced directly or indirectly by improving work engagement, organisational support and organisational justice. This study provides evidence for community health centre managers and policymakers to improve the level of nurses' engagement and to retain more nurses in primary healthcare service.

PENGARUH KEPEMIMPINAN ETIS(ETHICAL LEADERSHIP),BUDAYA ORGANISASI, DAN PENGHARGAAN(REWARDS) TERHADAP KETERIKATAN KERJA(WORK ENGAGEMENT) ACCOUNT REPRESENTATIVE (AR) PADA KPP PRATAMA DI LINGKUNGAN KANWIL DJP ‘X’

Employee engagement has become an important issue in human resource management because employee engagement is a key driver in realizing organizational goals. Engaged workers can provide sustainable differentiation for the organization and become a significant competitive advantage.&#x0D; This study aims to examine the influence of ethical leadership, organizational culture, and rewardsto work engagement. The object of this research is the Account Representative (AR) at the tax officeson ‘X’ Regional Tax Offices which amounted to 165 people.&#x0D; This research is a type of quantitative research that is descriptive. From the nature of the problem this research is correlational research. Data processing is done using the SPSS version 16 application.&#x0D; The results showed that ethical leadership, organizational culture, and appreciation had a significant and positive influence on work engagement.&#x0D; From the results of this study it is suggested that organizations give serious attention to efforts to realize the character of ethical storage in their managers, build and implement organizational culture, and develop various forms of appreciation for employee performance, both financial and non-financial awards in order to improve work engagement of employees