Levels Of Work Engagement Research Articles

Investigating the managerial effects of workcations (work(plus)vacations) on digital nomad employees: Workcation satisfaction, work engagement, innovation behavior, intention to stay, and revisit intention

Despite the widespread adoption of workcations (work+vacations) in corporations, their managerial value in the post-pandemic era is questionable owing to the increasing shift toward in-person work by many companies. This research note explored the managerial effects of workcations from the perspectives of employees who have experienced them. In Study 1, we qualitatively identified the positive and negative effects of workcations, including increased levels of work engagement, enhanced innovation in tasks, and heightened security concerns. Building on the positive outcomes identified, for Study 2, we developed and tested a research model to reveal that workcation satisfaction improves work engagement, leading to increased intention to stay with the organization, innovative behaviors among employees, and a desire to engage in future workcation.

Factors associated with work engagement among specialist nurses in china: a cross-sectional study

BackgroundThe positive impacts of work engagement among specialist nurses on retention, organizational commitment, and quality of care are well-documented. However, there is a lack of research on the specific differences in work engagement among specialist nurses. Therefore, the purpose of this study is to assess the level of work engagement among specialist nurses in China and identify its influencing factors.MethodsA descriptive cross-sectional study was conducted in China from April to July, 2023, with 724 nurses selected from 22 hospitals through convenience sampling involved. The survey was conducted by using self-administered general information questionnaires and work engagement scales. Questionnaire Star was employed as the online data collection tool. The collected data was analyzed by using descriptive statistics and stepwise regression analysis to draw meaningful conclusions from the study.ResultsAmong specialist nurses in Xiamen, China, who had a response rate of 97.10%, an average work engagement score is 140.35 (SD=18.17), with the highest score for the work attitude at 4.65 (SD=0.52) and the lowest score for the work recognition at 4.09 (SD=0.85). It was shown through regression analysis that factors such as career satisfaction, involvement in challenging case discussions, marital status, gender, presence of promotion advantage and title accounted for 14.5% of the total variance in the model and were significant explanatory variables that could predict work engagement.ConclusionIt is shown that specialist nurses in Xiamen, China have a high level of work engagement. It is imperative for nursing managers to prioritize the work engagement of specialist nurses, provide the specialist nurses with ample development opportunities and room for growth, and effectively promote the overall development of specialist nurses by improving work engagement in various aspects.

The Influence of Quality of Work Life on Work Engagement: The Mediating Role of Burnout, Supervisor Support, and Career Identity

This study aims to explore the relationship between burnout, supervisor support, career identity, quality of work life, and work engagement among nurses at Indriati Solo Baru Hospital, Sukoharjo, Central Java, Indonesia. A quantitative research method was employed, including descriptive analysis and Structural Equation Modeling-Partial Least Squares (SEM-PLS) analysis, using the SmartPLS application. The findings indicate that burnout and supervisor support are significantly correlated with the level of work engagement, while career identity exerts a strong influence on work engagement. Moreover, quality of work life is proven to play a crucial role as a mediator in the relationship between these variables. The practical implications of this study emphasize the importance of prioritizing the quality of work life, providing leadership training for supervisors, and developing employees' career identities to enhance work engagement

The knowledge, attitudes, and practices of arteriovenous access assessment among hemodialysis nurses: A multicenter cross-sectional survey.

Hemodialysis nurses' cannulation technique, monitoring, and management methods can affect patients' vascular access longevity. An arteriovenous access assessment comprises a medical history and vascular assessment through physical examination and surveillance. However, further exploration is needed to fully understand hemodialysis nurses' knowledge, attitudes, and practices (KAP) in this area. Between June and July 2023, we recruited hemodialysis nurses from 21 cities in Guangdong Province using a convenience sampling method. Four questionnaires-the General Data Questionnaire, the KAP Scale of Arteriovenous Access Assessment among Hemodialysis Nurses, the Utrecht Work Engagement Scale, and the NASA Task Load Index-were utilized for data collection through the Questionnaire Star platform. Of the 530 hemodialysis nurses participating in the study, 458 (86.4%) had a valid response. The participants demonstrated moderate knowledge and practice levels regarding arteriovenous access assessment and exhibited positive attitudes. We identified several factors related to arteriovenous access assessment that predict KAP in hemodialysis nurses. These factors included years of experience as a hemodialysis nurse, whether a nurse's knowledge of physical examination was sufficient to meet clinical needs, whether a nurse had received training in performing physical examination, whether a nurse's department regularly checked the quality of physical examination, and nurses' levels of work engagement and mental workload. All factors explained 32.4% of the variance in participants' KAP regarding arteriovenous access assessment. Improving hemodialysis nurses' assessment of arteriovenous access is crucial to ensure optimal patient care. Dialysis center managers and educators should prioritize understanding hemodialysis nurses' KAP of arteriovenous access assessment and any factors influencing these areas.

Stress and work engagement among nurses in intensive care units: Palestinian perspective

PurposeWork engagement denotes to a state of positive and affective motivation of elevated power joined with high educational levels and a great concentration on occupation and it is negatively affected by psychological problems. This study aims to assess the stress and work engagement among Palestinian nurses working in intensive care units.Design/methodology/approachA cross-sectional design was adopted. A convenience sample consisting of 225 intensive care nurses from governmental hospitals was recruited to participate. Data collection used the Nursing Stress Scale and Utrecht Work Engagement Scale-9, and demographic data were used to gather data throughout the period from February 10 to March 30, 2023.FindingsFindings demonstrated that nurses’ stress levels were high (M = 105.9 ± standard deviation [SD] = 11.91). Concerning work engagement, the nurses endorsed moderate work engagement levels with a mean of 3.7 (SD = 0.4). Regarding work engagement subscales, the mean of vigor was 3.7 (0.6), dedication with a mean of 3.7 (0.6) and absorption with a mean of 3.7 (0.6). Also, the findings showed that stress, gender and monthly income were predictors of work engagement (p < 0.05).Research limitations/implicationsDespite the significant results, this study had the following limitations: the design was cross-sectional, which limits the ability to explore the cause and effect of the study variables, thus longitudinal studies are recommended. In addition, the study adopted a self-reported questionnaire based on participants’ understanding, culture and work context which could influence their responses.Originality/valueThe intensive care nurses had high stress levels and moderate work engagement. Stress, gender and monthly income were predictors of the work engagement. Thus, interventions should be encouraged to minimize stress, which has a significant influence on work engagement.

The relationships between certified nursing assistants' voice behaviour and job satisfaction, work engagement and turnover intentions: A two-wave survey study.

Whereas voice behaviour has been identified as a key precursor to safe and high-quality patient care, little is known about how voice relates to key workforce outcomes. This study aimed to investigate the relationships between certified nursing assistants' perceived promotive voice behaviour (speaking up with suggestions for future improvement) and prohibitive voice behaviour (speaking up about problems or potentially harmful situations) and their self-reported levels of job satisfaction, work engagement and turnover intentions. Dutch certified nursing assistants were recruited for a two-wave survey study through non-random convenience sampling. The final sample contained 152 respondents. The data were analysed using multiple linear regression analyses. In all analyses, the dependent variable at time one was controlled for. Certified nursing assistants' promotive and prohibitive voice behaviour at time one were found to be positively related to their level of job satisfaction at time two while controlling for job satisfaction at time one. No relationships with work engagement or occupational turnover intentions were found. While previous research has found positive effects of voice on patient safety outcomes and team and organizational improvements in care organizations, we demonstrate that voice is also related to a key workforce outcome, that is, certified nursing assistants' job satisfaction. Recognizing the interplay between voice behaviour and job satisfaction underscores the importance of creating work environments where certified nursing assistants feel able and willing to make their voices heard-with ideas and suggestions, as well as information regarding problems and concerns. Three certified nursing assistants have contributed to the development of the survey.

The Effect of Empowering Leadership Characteristics of School Principals According to Teachers' Perceptions on Teachers' Psychological Ownership and Work Engagement

This study examines the effect of school principals' empowering leadership according to teachers' perceptions of teachers' psychological ownership and work engagement. The study sample consists of 463 teachers. The relational survey model, one of the quantitative research methods, was used in the study. Empowering Leadership Scale, Psychological Ownership Scale and Work Engagement Scale were used to collect the data. As a result of the research, according to teachers' perceptions, the empowering leadership levels of school principals and teachers' psychological ownership and work engagement levels were found to be high. Teachers' psychological ownership and work engagement levels show significant differences according to age, seniority, and education level variables. A significant positive relationship was found between the empowering leadership of school principals and teachers' psychological ownership. A medium-level positive significant relationship was found between the empowering leadership of school principals and teachers' work engagement. Empowering leadership characteristics of school principals significantly positively affect teachers' psychological ownership and work engagement. The study emphasized the role of empowering leadership in understanding teachers' work engagement and psychological ownership. Based on the results, school principals are recommended to demonstrate empowerment leadership behaviors to build an understanding of teachers' work engagement and psychological ownership.

Work engagement and sense of coherence as predictors of psychological distress during the first phase of the COVID-19 pandemic in Chile

ObjectivesThe aim of this study was to analyse the relationship between sense of coherence, work engagement, and work environment variables as predictors of the level of psychological distress during the first phase of the COVID-19 pandemic in Chile. MethodsCross-sectional descriptive study collected between April 22 and December 16, 2020, using non-probabilistic snowball sampling. The study variables and instruments were socio-demographic variables, work engagement (UWES-9 scale), sense of coherence (Antonovsky SOC-13 scale), and psychological distress (GHQ-12 scale). Multivariate analysis and binary logistic regression were performed including the scores of the three questionnaires and other variables such as effectiveness, safety, stress, health perception, and sex. Finally, the CHAID technique was applied to create a segmentation tree. Results72.7 % of participants had high levels of psychological distress, more predominantly among women, with work stress and low sense of coherence acting as the most influential mediators in generating psychological distress, and even more so when both were combined. Low work engagement and the availability of safe and effective means to prevent infection were predictors of psychological distress among workers. ConclusionDuring the first phase of the COVID-19 pandemic, factors that contributed to psychological distress in the Chilean population were identified. These included a fair or poor perception of health, being a woman, work-related stress, availability of safety measures, low level of work engagement, and low level of sense of coherence. Identifying these factors may help prevent similar effects in future phases of the current pandemic or in future pandemics.

Work Engagement: A Descriptive Qualitative Study on the perception of teachers

Work engagement is a state of mental motivation that allows workers to achieve success in the workplace. However, due to high work demands and exhaustion, teachers might find it difficult to engage in work. Teachers can develop work engagement if they intervene in the barriers that prevent them from doing their work by providing facilitators. The aim of this study was to describe teachers' perceptions of work engagement at different stages of education. A descriptive qualitative study was designed. Four focus groups were conducted with a total of 26 Spanish teachers. Three main themes and six sub-themes emerged from the analysis of the data: (1) Causes of the generation of work engagement: personal facilitators and facilitators of the environment; (2) Barriers to generating work engagement: individual and environmental; (3) Effects of work engagement: positive consequences and negative consequences. These findings indicate that there are several facilitators and barriers that promote and/or hinder the generation of work engagement in Spanish teachers. However, it should be noted that the study presents transferable results for other countries dealing with similar issues. In conclusion, training teachers in certain skills would improve their ability to solve complex situations and increase their levels of work engagement.

Impact of Employees' Rumination on Work Engagement: Mediating and Moderating Roles of Emotional Intelligence

Objectives: Work engagement is critical in organizational development as it improves and enhances performance and innovative behavior. Work engagement could be influenced by individual traits, work environment, and other factors. Hence, a need was felt to investigate whether and how rumination, as a personality trait, influences work engagement. Methods: This study expanded on previous research on rumination and work engagement by introducing emotional intelligence to build mediating and moderating models. The study focused on rumination affecting work engagement and explored emotional intelligence for its role in mediating and moderating the relationship between rumination and work engagement. A questionnaire was distributed to a sample of 930 employees of Chinese central enterprises were identified to investigate the relationship between rumination, emotional intelligence, and work engagement. The findings were calculated on Ruminative response scale, Work-engagement scale, and Emotional intelligence scale, Results: Results showed that rumination had a significant negative predictive effect on work engagement (β = –0.35, P &lt; 0.001). Moreover, emotional intelligence mediated (B = –0.39, P &lt; 0.001) and moderated (B = –0.16, P = 0.024) the effect of rumination on work engagement. Conclusion: This study enriches the understanding of work engagement by quantitatively demonstrating the influence of emotional intelligence on the relationship between rumination and work engagement. This study has implications for enterprises to improve the level of mental health and work engagement among their employees.

Exploring the relationships between resilience, burnout, work engagement, and intention to leave among nurses in the context of the COVID-19 pandemic: a cross-sectional study

BackgroundNurses have faced significant personal and professional stressors during the COVID-19 pandemic that have contributed to increased rates of burnout, intention to leave, and poorer work engagement. Resilience has been identified as a critical factor influencing job outcomes; however, the dynamics of this association have not yet been investigated within the context of the Thai workforce. The study objective was to determine the associations between resilience and job outcomes, including burnout, intention to leave, and work engagement among nurses working in Thailand during the COVID-19 pandemic.MethodsThis cross-sectional study gathered data from a sample of 394 registered nurses employed across 12 hospitals. The research instruments comprised the Connor–Davidson Resilience Scale (CD-RISC), the Maslach Burnout Inventory-Health Services Survey (MBI-HSS), a questionnaire assessing the intention to leave the job, and the Utrecht Work Engagement Scale (UWES). To determine the associations among the measured variables, multivariate logistic regression analyses were conducted.ResultsOne-third of nurses experienced emotional exhaustion and depersonalization, and about half experienced reduced personal accomplishment; one-tenth of nurses intended to leave their job. Nurses who exhibited higher levels of resilience were found to have a significantly reduced likelihood of experiencing high emotional exhaustion, depersonalization, and a diminished sense of personal accomplishment. Conversely, these nurses were more likely to report higher levels of work engagement than their less resilience.ConclusionThe COVID-19 pandemic offers important lessons learned about promoting the well-being of the nursing workforce and protecting against adverse job outcomes. While we identified resilience as a significant predictor of several nurse outcomes, other work environment factors should be considered. Government and hospital administrations should allocate resources for individual and organizational-level interventions to promote resilience among frontline nurses so that hospitals will be better prepared for the next public health emergency and patient and nurse outcomes can be optimized.

Impact of clinical pathway implementation satisfaction, work engagement, and hospital-patientrelationship on quality of care in Chinese nurses.

This study aimed to investigate how clinical pathway implementation satisfaction, work engagement, and hospital-patient relationship impact the quality of care that is provided by nurses in public hospitals. Clinical pathways are recommended as a form of quality improvement by broader healthcare systems and are widely used in the world. Nurses are the most involved group of healthcare professionals in the implementation of clinical pathways in public hospitals. So, it is important to investigate how their satisfaction with the process affects the quality of care they provide and influencing factors. This descriptive cross-sectional study surveyed nurses practicing across seven tertiary public hospitals in Sichuan Province, China, online. The survey consisted of a questionnaire for the general characteristics of the participants and four Chinese maturity scales validated by previous studies: clinical pathway implementation satisfaction scale, work engagement scale, hospital-patientrelationship perception scale, and quality of care scale. The bootstrap method was used to test a moderated mediation model using Hayes' PROCESS macro models 4 and 8. We followed STROBE guidelines to prepare the study report. A total of 880 nurses filled out the questionnaires, 821 of which were regarded as valid. Clinical pathway implementation satisfaction had a positive effect on quality of care (B=0.873, P<0.001). Work engagement played a mediation role between nurses' clinical pathway implementation satisfaction and the quality of care (effect=0.080, Boot 95% CI=[0.023, 0.142]). This mediation model was moderated by the hospital-patientrelationship (P < 0.01). Clinical pathway implementation satisfaction may enhance the quality of care by work engagement of nurses. Moreover, a good hospital-patientrelationship can enhance the positive impact of nurses' satisfaction on work engagement and health service quality. Public hospital managers need to pay attention to nurses' evaluation of and perceptions toward clinical pathway implementation and then take corresponding measures to improve their satisfaction to enhance the quality of care. At the same time, the government, society, and hospitals also need to foster good hospital-patient relationships to ensure that nurses have a high level of work engagement that aids in providing high-quality care services.

Exploring Relationship of High-performance Work System with Knowledge Workers' Work engagement through Indirect and Indirect Effects

This research work was undertaken to examine how the implementation of a high-performance work system (HPWS) affected the level of work engagement in Indian knowledge workers by observing the both direct and indirect effects. Research was carried out involving 202 knowledge workers from India. The study employed an online survey to gather information from the participants, and the data was obtained through a structured questionnaire. According to the study's findings, Indian knowledge workers recognized and valued the advantages of an HPWS (High Performance Work System) that embraced employees’ participation in important decisions, receive ongoing training and development, access pertinent information and knowledge, and have access to a well-structured performance evaluation system. Furthermore, the study demonstrated that Indian knowledge workers also acknowledged their level of engagement in their work, indicating a willingness to take on challenges, voluntarily assist colleagues and supervisors, and fully engage with their tasks. In general, HPWS reported for 35 per cent of the variability in job engagement and exhibited a positive connection with work assignment. The study's findings also showed that HPWS reported for 31 per cent of the alteration in psychological contract fulfillment, 22 per cent of the variance in workers' perceived organizational support in terms of resources, and 33 per cent of the variance in organizational identity among Indian knowledge workers. Notably, constructs like ‘psychological contract fulfillment,’ ‘organizational identity’ and ‘perception of job resources’ influenced the Indian knowledge workers’ ‘work engagement.’ Also, findings showed that in the context of Indian knowledge workers, factors such as the ‘psychological contract fulfillment,’ ‘perception of job resources,’ and ‘organizational identity’ played a role as partial mediators between High-Performance Work Systems (HPWS) and knowledge workers’ ‘work engagement.’ Moreover, 'job satisfaction' acted as a perfect intermediary or mediator between 'fulfillment of psychological contract' and 'work engagement'.

A Path Model of Psychological Well-Being of Teachers During the Covid–19 Pandemic: A Positivist and Constructivist Viewpoint

The study determined the influence of burnout, self-awareness, and work engagement on teachers' psychological well-being. Moreover, it aimed to find the best-fit model to explain teachers' psychological well-being. A total of 300 College teachers in private education institutions participated in the study and were selected using the purposive sampling technique. Sets of adopted survey questionnaires were utilized in obtaining data from the respondents. The mean and standard deviation, Pearson r correlation, multiple regression analysis, and structural equation modeling were utilized as statistical tools in the study. The results revealed that the degree of burnout, level of self-awareness, and level of psychological well-being of teachers were moderate. On the other hand, the teachers had a high level of work engagement. Moreover, there was a directly proportional relationship between self-awareness and psychological well-being, and work engagement and psychological well-being. However, an inverse relationship was observable between burnout and teachers' psychological well-being. Further, burnout, self-awareness, and work engagement significantly predicted teachers' psychological well-being. Furthermore, the hypothesized model showed that both burnout and work engagement, directly and indirectly, affected teachers' psychological well-being through self-awareness acting as a mediator. Hence, the hypothesized model was a good fit for explaining teachers' psychological well-being.

Work Engagement Relationship With Nurse Intention Turnover At Porsea Hospital

Work engagement can be one of many predictors of turnover intention in nurses. Turnover intention can be minimized, so that it can reduce the nurse turnover rate in a company. The purpose of this study was to determine the relationship between work engagement and nurse turnover intention. This study used a cross-sectional design with chi-square test. This research was conducted in September – December 2023, with 140 nurses as the sample. The sampling technique used in this study was stratified random sampling. Based on the results of the analysis between turnover intention and work engagement has got p-value = 0.001 (p &lt;0.05) was obtained and the results of the analysis between the characteristics of nurses and turnover intention showed has got p-value = 0.244 -0.831 (p &lt;0.05). The conclusion of this study is that there is a significant relationship between turnover intention and work engagement at Porsea Hospital and there is no relationship between nurse characteristics and the incidence of nurse turnover intention at Porsea Hospital. It is expected that the hospital management can maintain a good level of work engagement in hope it can reduce nurse turnover rates. Hospitals can facilitate various things that support work engagement, such as a good environment, adequate compensation, and feedback the work of nurses.

A Systematic Analysis of Inclusion Teachers' Work Engagement: An In-Depth Study of Inclusion Teachers' Dedication, Passion, and Teachers’ Appreciation of Inclusion

Work engagement of inclusion teachers is a crucial factor affecting the quality of education for children with special needs in regular school settings. The role of the inclusion teacher is not only limited to the delivery of learning materials, but also includes dedication, passion, and appreciation for the special needs of these children. The method used is a Systematic Literature Review (SLR) which allows for a detailed examination of structured data search steps in the context of aspects of work engagement in inclusive teachers. Searches were conducted through databases such as Google Scholar, Semantic Scholar, Mendeley, and ResearchGate. The literature reviewed is limited to the years 2012-2022. Literature search keywords include Teachers' Work Engagement, Inclusive Teachers, and Inclusive Teachers' Vigor, Dedication, and Absorption. The results show that the dedication of inclusive teachers plays a key role in creating a learning environment that supports the development of children with special needs. Passion and appreciation of responsibility also contribute to determining the quality of education provided. Inclusive teachers with high levels of work engagement are considered important change agents in improving the quality of education for children with special needs.

Clinical nurse managers' leadership styles and staff nurses' work engagement in Saudi Arabia: A cross-sectional study.

Effective nurse leadership enhances nurse welfare, improves patient care, and increases organisational success. A lack of adequate, supportive leadership significantly contributes to many nurses leaving the profession. Nurse managers need to prioritise engagement and retention as significant focus areas to address the nursing shortage in Saudi Arabia and accomplish the national program's objectives. To examine the correlation between the leadership styles of clinical nurse managers and staff engagement. This study used a descriptive, cross-sectional, correlational design. The leadership styles of clinical nurse managers were evaluated using the Multifactor Leadership Questionnaire (MLQ-5X). Work engagement was assessed using the Utrecht Work Engagement Scale (UWES). Questionnaires were distributed to 450 nurses in four public hospitals in western Saudi Arabia. Non-probability convenience sampling was used to collect the data. A total of 278 nurses from a range of clinical areas participated in the survey, which revealed that the leadership styles of clinical nurse managers positively or negatively impact nurse work engagement. Most clinical nurse managers exhibit transformational leadership, followed by transactional, then passive-avoidant styles. Respondents displayed a high level of work engagement, emphasising the positive impact of transformational and transactional leadership on work engagement outcomes. The findings showed significant differences in leadership styles and work engagement levels between Saudi and non-Saudi nurses across various dimensions. Understanding the effect of leadership styles employed by nurse managers on work engagement can positively impact staff retention rates and the quality of patient care. Nurse managers should participate in training programs to enhance their practical leadership skills to enhance the work engagement levels of nurses. Nurse work engagement can be improved by establishing training programs that promote effective leadership and highlight the significance of various leadership styles and their subsequent impact on nurse work engagement. Nursing students should receive education on leadership styles. Nursing leaders should be given access to mentoring programs and opportunities for career advancement to support the introduction of effective leadership styles.

EMPLOYABILITY SKILLS AND CAREER COMPETENCIES AS PREDICTORS OF WORK ENGAGEMENT AMONG TECHNICAL-VOCATIONAL TEACHERS

&lt;p&gt;This study explores the relationship between employability skills, career competencies, and work engagement among Technical Vocational teachers. A descriptive-correlational study using a structured survey method of data collection involved 182 Technical Vocational teachers. Data analysis revealed very high levels of communication skills, personal and professional advancement, adaptability, and other key areas of employability skills. Career competencies, including computer and language skills, and work ethics, also scored very high. Work engagement indicators such as vigor, dedication, and absorption were notably very high. The correlation analysis highlighted significant relationships between specific employability skills and work engagement, with communication skills showing a strong association. Similarly, career competencies like knowledge and skills were significantly correlated with work engagement. Multiple regression analysis indicated that knowledge and skills, teamwork and leadership, and communication skills significantly predict work engagement. The study provides insights into how specific skills and competencies contribute to higher levels of work engagement, emphasizing the importance of these areas in professional development. &lt;/p&gt;&lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/soc/0758/a.php" alt="Hit counter" /&gt;&lt;/p&gt;

THE MEDIATING EFFECT OF INTERPERSONAL COMMUNICATION ON THE RELATIONSHIP BETWEEN THE SELF-EFFICACY AND WORK ENGAGEMENT OF PUBLIC ELEMENTARY SCHOOL TEACHERS

The purpose of this study was to determine the mediating effect of interpersonal communication on the relationship between the self-efficacy and work engagement of teachers. Utilizing quantitative, non-experimental design via correlational technique, data were obtained from 300 respondents of the study who are teachers among public elementary schools in Baganga North and South District, province of Davao Oriental. The researcher utilized the Raosoft software for determining the number of respondents and an online survey mode of data collection. The researcher also utilized the statistical tools mean, Pearson r, and Medgraph using the Sobel z-test. From the results of the study, it was found that there is a very high level of self-efficacy, work engagement, and interpersonal communication among teachers. Also, results revealed that there is a significant relationship between self-efficacy and work engagement of teachers but showed no significant relationship between self-efficacy and interpersonal communication of teachers and between interpersonal communication and work engagement of teachers. Also, interpersonal communication has no significant mediating effect on the relationship between the self-efficacy and work engagement of teachers in public elementary schools.&lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/soc/0658/a.php" alt="Hit counter" /&gt;&lt;/p&gt;

Work Engagement and Employee Health in the Post-Pandemic Reality

Abstract Purpose The main aim of the article was to find out the level and structure of work engagement, employee health ratings, their relationship to each other, and whether the form of work performed (remote vs. hybrid work) differentiates health ratings among surveyed employees in a post-pandemic reality. Methodology The study used mixed methods. The survey was empirical in nature. The survey was conducted in 2023 among 402 employees doing remote and hybrid work using the -UWES-17 tool and questions diagnosing the assessment of their own health. The research method was a diagnostic survey using an online questionnaire. In addition, 20 in-depth interviews were conducted. Findings The results indicate that the form of work performed does not differentiate health evaluation among the surveyed employees. Differences are seen only between the dimensions of engagement (vigor, dedication to work, absorption) and the components of health evaluation (health status, physical condition). A relationship was confirmed only between vigor and health status and physical condition and between the dimension of dedication and physical condition. Originality This article makes an important contribution to the field of research on the importance of employee engagement and health in flexible work arrangements (remote work and hybrid work).