Levels Of Work Engagement Research Articles

The associations among nurse work engagement, job satisfaction, quality of care, and intent to leave: A national survey in the United States

ObjectivesEmployee work engagement, job satisfaction, quality of care, and intent to leave are critical indicators for healthcare organizational performance. This study aimed to analyze the current state of nurses’ work engagement and its factors to examine the associations among nurses’ work engagement, job satisfaction, quality of care, and intent to leave in the United States (US). MethodsThis is a quantitative descriptive cross-section design. Data were collected online from the US registered nurses from March to September 2022. Measures comprised the Utrecht Work Engagement Scale, the demographics, and questions regarding job satisfaction, perceived quality of care, and intent to leave. ResultsNine hundred nurses participated in the online survey. Among the participants, 79.2% reported holding a specialty certification, 59.4% scored high/very high on job satisfaction, 82.2% expressed high/very high on the perceived quality of nursing care, and 28.4% conveyed likely/very likely to leave in the following year. Nurses’ work engagement was positively associated with nurses’ job satisfaction and their perceived quality of care but negatively associated with intent to leave. More certified nurses reported high or very high job satisfaction than non-certified nurses. As for demographics, the linear regression analysis showed that nurses who were older, identified as White, and held doctorate degrees reported higher levels of work engagement in comparison to their counterparts. ConclusionsThis study shows that nurses’ work engagement is associated with their job satisfaction, perceived quality of care, and intent to leave. Nurses’ work engagement in this study is lower than in other studies, especially before the COVID-19 pandemic, which may indicate a possible association with the COVID-19 impact. Because nurses’ work engagement is significantly associated with job satisfaction, nurse leaders need to find ways to promote nurses’ job satisfaction and retention.

Work Engagement: Psychological Well-Being dan Perceived Organizational Support Perawat di Daerah 3T

Nurses are one of the health professions that have a big responsibility in providing care and treatment to patients. However, the success of the nursing profession is inseparable from the level of work engagement of nurses towards the profession they are engaged in. Work engagement is a concept that describes the extent to which an employee feels attached to his job, the organization where they work, and the personal satisfaction he feels from his job. This study aims to examine the effect of psychological well-being and perceived organizational support on the work engagement of nurses at puskesmas with ASN status in the 3T area of X District, East Indonesia. The population in this study were puskesmas nurses who worked in X District, Eastern Indonesia with ASN status. The sampling technique used was purposive sampling. The measurement tool used consists of three scales, namely the work engagement scale, the perceived organizational support scale and the psychological well-being scale. The analysis technique used in this study uses multiple linear analysis. The results of the analysis show a value of p = 0.000 (p <0.01), which indicates that psychological well-being and perceived organizational support can very significantly affect work engagement. The first minor hypothesis test has a significance value of 0.000 <0.01, which means that psychological well-being has a positive and very significant effect on work engagement. The results of the second minor hypothesis test have a significance value of 0.003 <0.01, meaning that perceived organizational support has a positive and very significant effect on work engagement. These findings indicate that when the psychological well-being of nurses is in good condition, the level of work engagement they have will also be good.

Evidências de Efetividade de Intervenção com Lideranças Engajadoras na Fisioterapia Hospitalar

Abstract Evidence-based positive interventions contribute to the promotion of workers’ well-being. Accordingly, an intervention was carried out with 11 physiotherapist engaging leaders from a hospital in Porto Alegre to promote their engagement at work as a protection factor. A mixed transformative-sequential study was carried out, consisting of four phases with three stages of assessment. The effectiveness of the intervention was investigated using the Jacobson-Truax Method, evaluating the effects of the intervention on Engagement at Work, Perceived Social Support, Dispositional Hope, Gratitude, and Anxiety. The intervention integrated epistemological assumptions from the Job Demand-Resources Model and the Basic Psychological Needs Theory. The main result was the increased levels of work engagement, which strengthened positive psychological states, and had an anxiety-reducing effect during the COVID-19 pandemic. This study provides relevant contributions to positive development in mental health protection at work.

Influence of work engagement and self-efficacy of nurses on clinical practice ability in burn intensive care unit

Objective: To analyze the influence of work engagement and self-efficacy of nurses on clinical practice ability in burn intensive care unit (BICU), and to explore its potential pathways of action. Methods: A cross-sectional survey was conducted. From May to October 2020, a total of 30 hospitals with BICU in China were selected by stratified sampling method. Among BICU nurses who met the inclusion criteria, their clinical practice ability, work engagement, and self-efficacy were evaluated by self-evaluation scale of oriented problem-solving behavior in nursing practice (OPSN), Utrecht work engagement scale (UWES), and general self-efficacy scale (GSES), respectively. The total scale scores of each index and the average item scores were recorded. The self-designed general data questionnaire was used to investigate the nurses' gender, age, marital status, education background, working years, professional title, and the economic region of the hospital that they belonged to. The total scale scores of the above-mentioned three evaluation indexes were compared after the classification of nurses according to general data, and the data were statistically analyzed with independent sample t test or one-way analysis of variance. Pearson correlation analysis was used to analyze the correlation between the total scale scores of the three evaluation indexes. Based on the total scale scores of the above-mentioned three evaluation indexes, a structural equation model was established, the mediation analysis of the relationship among the three evaluation indexes and the pathway analysis of the structural model were conducted, and the Bootstrap method was used to verify the pathways of action. Results: A total of 401 questionnaires were distributed, and 337 valid questionnaires were returned, with a valid return rate of 84.04%. The total scale scores of clinical practice ability, work engagement, and self-efficacy of 337 nurses were 98.2±11.7, 67.7±18.6, and 26.6±5.6, respectively, and the average item scores were 3.9±0.5, 4.5±1.2, and 2.7±0.6, respectively. Among the 337 nurses, the majority were female, aged 40 or below, married, and had a bachelor's degree with work experience of ≤10 years; both nurses with professional nurse title and nurses from the Southeast region accounted for about 50%. There were statistically significant differences in the total scale score of clinical practice ability among nurses with different ages, education backgrounds, working years, and professional titles (with F values of 3.26, 4.36, 3.12, and 2.80, respectively, P<0.05). There was statistically significant difference in the total scale score of work engagement among nurses with different working years (F=4.50, P<0.05). There were statistically significant differences in the total scale score of self-efficacy among nurses with different ages, working years, and professional titles (with F values of 4.91, 4.50, and 2.91, respectively, P<0.05). The total scale score of nurses' work engagement was significantly positively correlated with the total scale score of clinical practice ability and the total scale score of self-efficacy (with r values of 0.30 and 0.51, respectively, P<0.05). The total scale score of nurses' self-efficacy was significantly positively correlated with the total scale score of clinical practice ability (r=0.37, P<0.05). The model had good adaptability, and the intermediary model was established. Nurses' work engagement had a significantly positive effect on both self-efficacy and clinical practice ability (with β values of 0.54 and 0.16, respectively, P<0.05), and nurses' self-efficacy had a significantly positive effect on clinical practice ability (β=0.29, P<0.05). Work engagement had a direct effect on self-efficacy and clinical practice ability, and self-efficacy had a direct effect on clinical practice ability and played a mediating role between work engagement and clinical practice ability. Bootstrap validation showed that self-efficacy played a significantly mediating role in the influence of work engagement on clinical practice ability (with effect size of 0.16, with 95% confidence interval of 0.08-0.24, P<0.05), accounting for half of the total effect of work engagement on clinical practice ability (with effect size of 0.32). Conclusions: BICU nurses have an above-average level of clinical practice ability, a medium level of self-efficacy, and a high level of work engagement. Work engagement and self-efficacy are positively correlated with clinical practice ability. Work engagement can directly affect clinical practice ability or indirectly affect clinical practice ability through the mediating role of self-efficacy.

Junior doctors receiving supervisor and peer support are more work-engaged professionals who express their voice for quality improvement

Purpose In daily practice, junior doctors can contribute to quality improvement by providing innovative suggestions for change, referred to as voice behavior. Junior doctors are more likely to engage in voice behavior when they receive sufficient support from supervisors and peers. Such support has also been associated with less burnout and more work engagement. However, whether less burned-out and more work-engaged junior doctors demonstrate more voice behaviors in the face of sufficient supervisor and peer support is unclear. Therefore, we studied whether and how associations of supervisor and peer support with junior doctors’ voice behaviors are mediated by burnout and work engagement. Materials & methods Participants were 301 junior doctors that completed a web-based survey including validated questionnaires on supervisor and peer support, burnout, work engagement, and voice behavior. Results Supervisor and peer support were associated with lower levels of burnout and higher levels of work engagement. Work engagement, but not burnout, mediated the associations of supervisor and peer support with voice behaviors. Conclusions Junior doctors who received more supervisor or peer support were more work-engaged and reported more voice behaviors. Thus, supervisor and peer support should be cultivated to facilitate junior doctors’ roles as work-engaged professionals in quality improvement.

The association between appreciative management and work engagement among health- and social care professionals: A cross-sectional study.

The importance of work engagement has been emphasised due to the increasing demand for health- and social care and the shortage of skilled labour. Improving organisational and managerial factors is important when enhancing professionals' work engagement. The association between management and work engagement has only been established in previous studies at a general level, but the association between appreciative management and work engagement has not received equivalent research interest. This study aimed to describe the association between appreciative management and work engagement among health- and social care professionals. The study used a cross-sectional survey design. The data were collected in five health and social services centres in one city in Finland from September to October 2022 using the Appreciative Management Scale 2.0 and the Utrecht Work Engagement Scale-9. A total of 182 health- and social care professionals participated. The data were analysed using correlations, linear regression analyses, independent samples t-tests and two-way analyses of variance (ANOVAs). A moderate association was found between appreciative management and work engagement and its dimensions of vigor, dedication and absorption. Systematic management had the strongest association and equality had the weakest association with work engagement. Among the dimensions of work engagement, appreciative management had the strongest association with vigour and the weakest association with absorption. Appreciative management and work type predicted 18% of the variance in work engagement. Full-time employees reported higher levels of work engagement and all its dimensions than did part-time employees. The results indicate that appreciative management and full-time work predict work engagement among health- and social care professionals. Due to this positive association, it is important to promote managers' appreciative management skills by educating them to understand how appreciative management enables and supports professionals' vigour, dedication and absorption in health- and social care.

Thriving in the New Normal: Exploring the Link Between Employees' Well-Being and Work Engagement

The global COVID-19 pandemic has had a profound impact on organizations, necessitating adaptations to ensure business continuity. In light of the new normal working conditions, this study focused on examining employees' work engagement and well-being. The theoretical framework of this study drew upon William Kahn's (1990) work engagement theory and Diener's (1984) theory of subjective well-being. To assess these constructs, the researcher utilized instruments developed by Pradhan and Hati (2019), Prawitz et al. (2006), Rich et al. (2010), Kuok and Taormina (2017), and May et al. (2004), which were distributed to 100 employees working in restaurants in Cagayan de Oro City. A descriptive correlational design was employed, utilizing statistical tools such as frequency, mean, percentage, and standard deviation to determine the level of work engagement and well-being. Additionally, multiple regression analysis was used to identify the factors that predict work engagement. The study's findings revealed that employees demonstrated high levels of well-being and work engagement. Notably, the physical, mental, and emotional dimensions of well-being were the most significant predictors of work engagement. The study highlights the importance of conducting further empirical investigations to examine the impact of employees' financial well-being on their work engagement in the new normal.

HUBUNGAN KETERIKATAN KERJA TERHADAP SELF-CONTROL PADA ANGGOTA POLRI DI SATBRIMOB POLDA SULTRA

This study aims to determine the level of work engagement and self-control among members of the Indonesian National Police, as well as the relationship between work engagement and self-control. The subjects in this stuffy were members of the National Police at the Mobile Brigade Police Of the Southeast Sulawesi Regional Police with a total of 80 respondents using the accidental sampling technique. This study uses a type of quantitative research, and it was found: 1) work engagement experienced by respondents was at a moderate level with a percentage 0f 87,5% totalling 70 respondents. The level of self-control of respondents is in the medium category with a percentage of 58.75%, which is 47 respondents. 2) There is a positive relationship between work engagement and self-control in respondents with a significant level of 0.05 of 0.049 indicating that they are in the low category.

HUBUNGAN KETERIKATAN KERJA TERHADAP SELF-CONTROL PADA ANGGOTA POLRI DI SATBRIMOB POLDA SULTRA

This study aims to determine the level of work engagement and self-control among members of the Indonesian National Police, as well as the relationship between work engagement and self-control. The subjects in this stuffy were members of the National Police at the Mobile Brigade Police Of the Southeast Sulawesi Regional Police with a total of 80 respondents using the accidental sampling technique. This study uses a type of quantitative research, and it was found: 1) work engagement experienced by respondents was at a moderate level with a percentage 0f 87,5% totalling 70 respondents. The level of self-control of respondents is in the medium category with a percentage of 58.75%, which is 47 respondents. 2) There is a positive relationship between work engagement and self-control in respondents with a significant level of 0.05 of 0.049 indicating that they are in the low category.

The influence of workday experience on smartphones uses in commuting from work to home

Employees spend on average one third of their day at work, with the majority of them commuting to work on a daily basis. However, empirical evidence on how work-related attitudes (e.g., work engagement), as well as after work state (e.g., recovery from work) result in risky behaviors while commuting (e.g., smartphone use) and how they connect with road transport safety is still scarce. In this study, we hypothesized that daily work experience, i.e., recovery, work engagement, and exhaustion, can affect the use of smartphones while commuting from work. Hundred forty-six employees completed a diary twice a day for up to five consecutive workdays (n = 572 situational observations). Multilevel analyses revealed that work engagement mediated the relationships between specific recovery dimensions (e.g., psychological detachment and relaxation) and smartphone use for different purposes, i.e., texting, talking on the phone, and use of social media. High levels of recovery and work engagement lead to more frequent use of smartphones while commuting from work. On days employees felt more exhausted they reported engaging less frequently in risky driving/commuting behaviors. Results provide a starting point for research on the effect of workday experience on road transport safety. Additionally, the study proposes practical implications for the prevention of distracted commuting and other risky behaviors.

Revolutionizing work-life balance: Unleashing the power of telecommuting on work engagement and exhaustion levels

Revolutionizing work-life balance: Unleashing the power of telecommuting on work engagement and exhaustion levels

Work engagement and associated factors among healthcare professionals in the post-pandemic era: a cross-sectional study.

With the shift of strategy in fighting COVID-19, the post-pandemic era is approaching. However, the "hard times" for healthcare systems worldwide are not yet ending. Healthcare professionals suffer negative impacts caused by the epidemic, which may seriously threaten their work motivation, concentration, and patient safety. Investigating the status and factors associated with Chinese healthcare professionals' work engagement in the post-pandemic era. A cross-sectional study was conducted to investigate healthcare professionals from 10 hospitals in Hunan Province. Data were collected using demographic characteristics, Generalized Anxiety Disorder-2, Patient Heath Qstionaire-2, Utrecht Work Engagement Scale, Work-Related Basic Need Satisfaction Scale, National Aeronautics and Space Administration-Task Load Index, and self-compassion scale. Descriptive and multiple linear regression analyses explored the factors associated with work engagement. A total of 1,037 eligible healthcare professionals participated in this study, including 46.4% of physicians, 47.8% of nurses, and 5.8% of others. The total mean score of work engagement was 3.36 ± 1.14. The main predictor variables of work engagement were gender (p = 0.007), years of work experience (p < 0.001), whether currently suffering challenges in the care of patients with COVID-19 (p = 0.003), depression (p < 0.001), work-related basic need satisfaction (p < 0.001), and mindfulness (p < 0.001). Healthcare professionals have a medium level of work engagement. Managers need to pay attention to the physical and psychological health of healthcare professionals, provide adequate support, help them overcome challenges, and acknowledge their contribution and value to improve their work engagement, enhance the quality of care and ensure patient safety.

An Assessment of Employee Engagement: Understanding Organisation with Employees to Increase High Performance

Human resource management (HRM) is a critical component of every firm that focuses on the success of each individual employee. Employee contentment is now regarded to assist employees in performing at a higher level. The new aims of this study is to assess the degree of work engagement and the effect of job insecurity and ethical leadership on work engagement. To quantify work engagement, the aspects of work engagement were measured using a survey approach. Job instability and ethical leadership are also used in this study to investigate how they affect work engagement. This study was carried out through a survey with a data collection instrument in the form of a questionnaire containing a series of structured questions. The questionnaire includes statements that describe the dimensions and variables that were investigated. In this study, the population consists of 225 employees from the Faculty of Economics and Business at Universitas Jenderal Soedirman. The researchers used stratified proportional random sampling. Simple regression analysis and moderated regression analysis were used in this study. The highest level of work engagement found in the opportunity and corporate support dimensions, followed by the job dimension, and the lowest level is found in the organisational dimension.

The role of general work engagement and well‐being for vacation effects and for vacation fade‐out

AbstractOur study examines individual differences in vacation‐related well‐being gains by investigating general work engagement and general well‐being as moderators. We examined the effect of vacation on employees' affective well‐being (negative activation and vigor) concerning three different vacation effects (change in affective well‐being over time): “vacation effect (during)” (before‐during vacation), “vacation effect (after)” (before‐after vacation), and “fade‐out effect” (during‐after vacation). A sample of 144 employees completed at least four out of five questionnaires: general (4 weeks before), pre‐vacation (3 days before), on‐vacation, Post‐1 (first day after), and Post‐2 (2 weeks after). Regarding vacation effects, affective well‐being was higher during and after vacation than before. After work resumed, gains in affective well‐being faded out (Exception: Negative activation did not differ from its level during vacation). Work engagement moderated vacation effects (during) and fade‐out effects: Employees with lower levels of work engagement benefitted more while on vacation but experienced a greater fade‐out. Lower levels of general well‐being were related to increases in affective well‐being during and after vacation. Well‐being did not moderate fade‐out effects. Our findings underscore the importance of work engagement and general well‐being for vacation‐related well‐being gains and the importance of work engagement for the sustainability of vacation effects.

The effect of perceived stress for work engagement in volunteers during the COVID-19 pandemic: the mediating role of psychological resilience and age differences.

Volunteers played an important role throughout the COVID-19 pandemic. This study investigated the characteristics of perceived stress, psychological resilience and work engagement among 910 Chinese volunteers of different ages in the first month of pandemic in Gansu province, China. The present study tested the correlations between perceived stress and work engagement, the mediating role of psychological resilience in the relationship and the differences among age groups. The results of this study showed that work engagement and psychological resilience increased with the age of the volunteers. Work engagement and resilience levels were higher in middle adulthood than in early adulthood. As predicted, perceived stress negatively predicted work engagement. A mediation analysis showed that psychological resilience partially explained the correlations between perceived stress and work engagement. Specifically, the mediating effect of psychological resilience in early adulthood was significant, but not in middle adulthood. Overall, this study demonstrates that work engagement increased with age and was negatively predicted by perceived stress, showing these factors were important for volunteers' work during COVID-19. Further, for those in early adulthood, psychological resilience mediated this relationship-highlighting another age difference among volunteers during COVID-19.

Can a supportive supervisor be a treasure for teachers? A multilevel analysis of the relationship between perceived supervisor support, work engagement, and burnout

AbstractIn this study, we examined the relationships between perceived supervisor support, work engagement, and burnout levels of teachers by using multilevel analysis. We assumed that a high level of perceived supervisor support would relate positively to work engagement but negatively to burnout. We also suggested that work engagement would mediate the relationship between perceived supervisor support and burnout. The participants of the study consisted of 796 teachers from 87 schools located in the center of Elazig province in eastern Turkey. According to multilevel structural equation modeling analysis, we found that perceived supervisor support is positively related to work engagement but negatively to burnout at the teacher and school levels. We carried out a series of Sobel tests for multilevel mediation analyses and identified the presence of a mediating role in the relationship between perceived supervisor support and burnout at both levels of work engagement in general. In conclusion, this study indicates that perceived supervisor support can be a significant resource for teachers' well‐being.

Work engagement mediation of job security, job embeddedness, and turnover intention within the South African mining sector

The study investigated the role of work engagement in the relationships between job security, job embeddedness, and turnover intention within the South African mining sector. Mining employees who work on the surface (n = 203; males = 53%; females = 45%; White = 45%; Black = 38%; 52% with more than two years of service) completed measures of job security, job embeddedness, work engagement and turnover intention. The results of the structural equation modelling analysis revealed that work engagement played a mediating role in the relationship between job security, job embeddedness and turnover intention. Specifically, employees who reported higher levels of work engagement were more likely to feel secure in their jobs, become more embedded in their work and were less likely to leave. Post-hoc analysis demonstrated that gender and ethnicity did not explain statistically significant variance in the latent variables. These findings suggest that implementing human resource practices that promote work engagement and job embeddedness is crucial for enhancing job security and increasing employee retention within the organisation.

Os ciclos de engajamento no trabalho de servidores públicos federais

Abstract Civil servants have different levels of work engagement throughout their working lives. These variations are the work engagement cycles, which occur based on available resources and work environment demands. This study describes the work engagement cycles of federal civil servants based on their professional life histories, highlighting the demands and resources of the work environment in their professional trajectory. Using the job demands-resources (JD-R) model and the cognitive maps methodology, it was possible to identify a positive cycle of work engagement, a reinforcing cycle (related to opportunities and appreciation), and two disequilibrium cycles, one related to dysfunctional productivity and the other to administrative discontinuity. The analysis of the engagement cycles allowed the identification of work environment resources that interfere in the engagement of public servants in different ways. Finally, the concept of “coping cycle” was used as a subsidy of policies for disengaged servants.

Effects of Job Demands, Job Resources and Psychological Capital on Work Engagement among Nurses in Bangladesh

The level of work engagement of nurses has indisputable contributions to patient service in the health care sectors. The Job Demands-Resources (JD-R) model predicts job demands and resources related to work engagement but has not previously been tested in the specific context of registered nurses of Bangladesh using psychological capital as a mediator. The main objective of this study is to investigate the impacts of job demands, and job resources on the work engagement of nursesof public hospitals in Bangladesh where psychological capital plays the role of mediator. A comprehensive review will be presented based on the most recently selected literature from an academic journal and relevant online platforms. However, as mentioned in the conceptual analysis, it will contribute to the literature by providing expanded knowledge of the job aspects associated with the work engagement of nurses and will confirm the importance of monitoring nurses' work engagement and psychological capital to improve patient satisfaction with nursing care in Bangladesh. Besides, the conceptual configuration of this study will help healthcare managers and policymakers of healthcare services that could serve as input for planning purposes. Furthermore, the conceptual model may possibly be able to assist nurses in practicing their ability with the responsibility to handle certain situations with the nursing staff coordinator's supervision.

Work engagement among health professionals in public health facilities of Bench-Sheko zone, southwest Ethiopia

BackgroundThe level of health professional work engagement affects retention, burnout, job satisfaction, patient satisfaction, and outcomes; however, there is a paucity of evidence that benefit health professional work engagement. Therefore, this study aimed to assess work engagement and associated factors among health professionals at public health facilities in the Bench-Sheko zone in southwest Ethiopia.MethodsFacility-based cross-sectional study was conducted among 605 health professionals from 29 March to 29 April 2021. A simple random sampling technique was used to select the participants. Data were collected using a self-administered questionnaire. Linear regression was fitted and those variables with p-value < 0.2 in simple linear regression were entered into multiple linear regression analysis. Unstandardized β-coefficient with 95% CI and p-value < 0.05 were used as the cut of points to determine the factors associated with work engagement.ResultsMean score percentage of work engagement was 71.8%. Health center staff (β = 0.31; 95% CI: 0.22, 0.40), married professionals (β = 0.10; 95% CI: 0.005, 0.17), co-worker support (β = 0.06; 95% CI: 0.004, 0.11), role clarity (β = 0.14; 95% CI: 0.07, 0.21), reward (β = 0.10; 95% CI: 0.05, 0.15), resilience (β = 0.14 95%; CI: 0.07, 0.21), self-efficacy (β = 0.24; 95% CI: 0.16, 0.31) and optimism (β = 0.20; 95% CI: 0.15, 0.26) were positively associated with work engagement. On the contrary, cognitive demand (β= -0.06; 95% CI: -0.11, -0.01) was negatively associated with work engagement.ConclusionIn this study, health professionals had a moderate level of work engagement. Health facilities shall improve their culture of co-worker support, role clarity, reward, resilience, self-efficacy, and optimism to enhance work engagement. Future researchers shall be done further studies to evaluate the relationship between cognitive demand and work engagement among health professionals.