Utrecht Work Engagement Scale Research Articles

The psychometric properties of the Utrecht Work Engagement Scale on a Zimbabwean population

Orientation: Work engagement has been found to be related to positive job attitudes such as job involvement, job satisfaction, organisational commitment, and low turnover intention.Research purpose: The primary goal of this study was to test the psychometric properties of the Utrecht Work Engagement Scale (UWES) on a Zimbabwean sample.Motivation for the study: The UWES is a widely used measure of work engagement. Therefore, there is a need to assess the reliability and construct validity of the UWES in a Zimbabwean sample owing to the paucity of studies on its psychometric properties in this setting.Research approach/design and method: A cross-sectional survey research design was employed (N = 304). A non-probability sample of 304 participants from selected security organisations was studied. The UWES was used to measure work engagement, and its reliability was evaluated using SPSS. Construct validity was assessed through confirmatory factor analysis (CFA) using LISREL.Main findings: Moderately high levels of reliability were found for the UWES subscales. A poor model fit with the data was found for first-order measurement models through CFA.Practical/managerial implications: The UWES demonstrated a reasonable fit for the 9-item scale CFA model tested in this study. Moderately high reliability coefficients were recorded for all the subscales of the UWES.Contribution/value-add: The study promotes the use of reliable and valid instruments in Zimbabwe by confirming the psychometric properties of the UWES.

Millennial Employees’ Performance: The Role of Psychological Well-being and Work Engagement

This study aims to determine the effect of psychological well-being and work engagement partially and simultaneously on the performance of millennial generation employees. The method use a quantitative approach. Sampling using non-probability sampling technique through google form with a total of 367 millennial generation employee respondents who work in Jabodetabek. The psychological well-being was measured by Ryff's Psychological Well-being (RPWB) - NFSH totaling 18 items. Work engagement was measured by Utrecht Work Engagement Scale-9 (UWES-9) with a total of 9 items. Employee performance was measured by Individual Work Performance Questionnaire (IWPQ) totaling 18 items. Data processing using Jamovi 2.4 software with multiple linear regression models. Hypothesis testing results show that psychological well-being variables has no effect on employee performance. While the work engagement variable has a positive effect on employee performance. Simultaneously, psychological well-being and work engagement have positive effect on employee performance of millennial generation in Jabodetabek by 6,55%.

The relationship between coaching behaviors by situational leaders and new employee engagement

Purpose Research suggests that leaders influence employee engagement and their connection to the organization, their manager and their team. However, the influence of leadership behaviors on new employees requires further investigation. Design/methodology/approach This nonexperimental, cross-sectional, quantitative, exploratory study examined Situational Leadership II (SLII) behaviors, specifically the Coaching (S2) style and new employee engagement. New employees that had worked with medium-sized organizations (100 to 999 employees) for less than a year were surveyed using the Leadership Action Profile II (LAPII; The Ken Blanchard Co., 1979) and the Utrecht Work Engagement Scale-9 (UWES-9; Schaufeli and Baker, 2003). Regression analysis was used to determine the degree to which the SLII leaders’ behaviors explained new employee engagement. The research question and hypotheses explored the gap between SLII behaviors and new employee engagement. Findings The findings of this research indicated a positive relationship between the SLII leadership style of Coaching (S2) and new employee engagement. It is important to engage new hires in order to reduce turnover. Originality/value The SLII leadership style of Coaching (SW) was studied and in relation to new employee engagement. New hire engagement (those working for an organization for less than a year) is not an area that has been studied in relation to coaching in medium sized organizations and this article contributes to the literature.

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.

The association between psychological reactions, resilience, and work engagement among Palestinian critical care nurses in West Bank.

This study aimed to assess the association between psychological reactions (e.g., stress, anxiety, and depression), resilience, and work engagement among Palestinian critical care nurses in the West Bank and examine the correlation of psychological reactions and resilience with work engagement. Work engagement is associated with psychological reactions and resilience, particularly among critical care nurses. There is a lack of studies on work engagement and these factors in Palestine. A cross-sectional, descriptive correlational design was adopted. A convenience sample consisting of 273 critical care nurses from private and governmental hospitals was recruited to participate. Depression, Anxiety, Stress Scale-21 (DASS-21), Connor-Davidson Resilience Scale-25 (CDRS-25), Utrecht Work Engagement Scale-9 (UWES-9), and demographic data were used to collect data during the period from March 20 to May 20, 2023. Findings demonstrated that 53.9% of the nurses reported mild-to-moderate levels of depression, 49.8% reported moderate-to-severe levels of anxiety, and 49.1% reported moderate-to-severe levels of stress. Additionally, 57.5% and 52.7% of them had low resilience and work engagement, respectively. Moreover, work engagement negatively correlated with depression (r=-0.796, P<0.01), anxiety (r=-0.654, P<0.01), and stress (r=-0.796, P<0.01), while positively correlated with resilience (r=0.42, P<0.01) and gender (r=0.121, P<0.05). Depression, anxiety, stress, resilience, and gender were the main predictors of work engagement. The majority of the nurses suffered from depression, anxiety, and stress. Additionally, more than half of the participants had low resilience and work engagement. Moreover, increased depression, anxiety, and stress were correlated with decreased work engagement, while high resilience and gender as being female positively correlated with high work engagement. Policymakers and hospital administrators should develop interventions to improve critical care nurses' resilience and minimize psychological reactions, which have a significant influence on work engagement. Future studies should be conducted to examine the effectiveness of these interventions.

Perspectives on perceived workplace age discrimination and engagement: The moderating role of emotion regulation

ABSTRACT Engaging workers with their work is fundamental for employee wellbeing and performance. Perceived age discrimination in the workplace is a factor that may influence workers’ engagement. The present study aimed to analyze the moderating role of emotion regulation in the relationship between perceived age discrimination and work engagement. Survey data were collected from a sample of 453 Portuguese workers of various age groups, between 18 and 65 years-old. Four instruments were used in this study: (a) a sociodemographic questionnaire; (b) the Workplace Age Discrimination Scale (WADS); (c) the Emotion Regulation Scale and (d) the reduced version of the Utrecht Work Engagement Scale (UWES-9). Results show that perceived workplace age discrimination negatively impacts work engagement. Further, results suggest that emotional regulation exacerbates the negative relationship between perceived age discrimination and work engagement. The progressively aging workforce is creating challenging issues to organizations, from a human resource management perspective. Age management strategies to address perceived age discrimination and work engagement are needed.

Relationship between resilience at work, work engagement and job satisfaction among engineers: a cross-sectional study

BackgroundWorkplace challenges can negatively affect employees and the organization. Resilience improves work-related outcomes like engagement, satisfaction, and performance. Gaps exist in studying resilience at work, particularly in relation to engagement and satisfaction. Therefore, this study aims to investigate relationship between Resilience at Work, Work Engagement and Job Satisfaction among engineers in an Egyptian Oil and Gas Company.MethodsIt was a cross-sectional study. The target population was the engineers who are working in Egyptian Oil and Gas Company. The study was performed on 100 engineers. Participants were enrolled by simple random sampling technique via an online questionnaire. The study was conducted from May 2023 to the end of September 2023. The data were collected in the duration of June to August 2023. Data was obtained through a structured and personally accomplished questionnaire, which was disseminated electronically via email. The questionnaire comprises of personal information, work experience, a Resilience at Work scale consisting of 20 items, the Utrecht Work Engagement Scale with nine items to evaluate work engagement, and the 20-item Short-Form Minnesota Satisfaction Questionnaire was utilized to determine employee satisfaction. The bivariate analysis employed independent samples t-test and Mann-Whitney U test. The associations between scores were measured by Spearman rho correlation. Simple linear and multiple linear regressions were used to predict work engagement and job satisfaction.ResultsA statistically strong positive correlation was observed among all the aspects of work engagement, including vigor, absorption, and dedication. This study demonstrated a significant correlation between resilience and work engagement (r = 0.356, p < 0.05). There was a strong correlation between resilience and job satisfaction (r = 0.608, p < 0.05). A significant moderate correlation was determined between job satisfaction and work engagement (r = 0.396, p < 0.05). Both gender with a female coefficient of -15.517, and resilience with a coefficient of 0.235 significantly predicted work engagement. Whereas, the significant predictors of job satisfaction were resilience (β = 0.294), and work engagement (β = 0.283).ConclusionsResilience greatly affects work engagement and job satisfaction. Thus, organizations need to promote resilience in employees to create a positive work environment and increase productivity.

Dampak rasa syukur pada keterlibatan kerja sukarelawan: Peran mediasi modal psikologis

This research is crucial to comprehend and enhance volunteer work engagement in non-profit organizations, emphasizing the mediating role of psychological capital to guide organizations in building and sustaining volunteer contributions by understanding the mechanisms through which gratitude influences work engagement. This study aims to determine the role of psychological capital on gratitude and work engagement in volunteers. The research design used quantitative methods with purposive sampling with 250 respondents, dominated by female respondents with an average age of 18-21 years. Data collection used three questionnaires: 24 items Psychological Capital Questionnaire scale (PCQ), 17 items Utrecht Work Engagement Scale (UWES) and 11 items Gratitude Questionnaire (GQ-6). The validity uses Confirmatory Factor Analysis (CFA) with Lisrel 8.7 and the hypothesis is tested by regression analysis with mediators using PROCESS by Hayes in SPSS Ver. 26. The results showed psychological capital (optimism, hope, self-efficacy, resilience) significantly mediates gratitude and work engagement relationships in volunteers.

WORKPLACE WELLBEING AND WORK ENGAGEMENT AMONG GENERATION Z EMPLOYEES IN PT X: THE ROLE OF PSYCHOLOGICAL CAPITAL AS A MODERATOR

This research aims to examine the role of psychological capital as a moderator in the relationship between workplace well-being and work engagement. Researchers used three measuring tools, namely: the Workplace Well-being Questionnaire (WWQ), the Utrecht Work Engagement Scale (UWES-9), and the Psychological Capital Questionnaire. The subjects in this research were employees from one of the manufacturing companies, namely PT X, and they totaled 144 participants. The method employed was non-experimental quantitative, utilizing convenience sampling (a non-probability sampling techniques) for data collection and employing Moderated Regression Analysis (MRA) for analysis. The results obtained by the researchers indicated that psychological capital plays a role in strengthening the relationship between well-being at work and work engagement. It is hoped that this research can help companies to facilitate, direct and improve work engagement.

THE ROLE OF PSYCHOLOGICAL CAPITAL AND JOB RESOURCES ON WORK ENGAGEMENT AMONG GENERATION Z EMPLOYEES

This study aimed to examine the role of psychological capital and job resources on work engagement among Generation Z employees. The number of samples in this study was 137 Generation Z employees at one of the companies dominated by Generation Z employees. This research used a non-experiment quantitative approach by using the Utrecht Work Engagement Scale, Psychological Capital Questionnaire, and Job Demands-Resources Questionnaire. Data were analyzed using simple linear regression. The results showed that psychological capital and job resources had a positive significant effect on work engagement. In this research, it is known that the psychological capital dimension that had the biggest impact on the work engagement of Generation Z employees is resilience. This research also found that the job resources dimension that had the biggest impact on the work engagement of Generation Z employees is feedback This study implied that psychological capital and job resources are two important tools to increase work engagement among Generation Z employees.

Effect of nutritional guidance on employee work ability, work well-being and quality of life (RAVI trial): Study protocol for a randomized controlled trial

BackgroundThe minority of working-age Finns eat according to the national and Nordic nutritional guidelines and increasing numbers of health problems affect the Finnish workforce. Coincidently recruiting new workers in the more rural areas of Finland, such as Satakunta, has been problematic. To optimize the use of the existing workforce, health promotion interventions focusing on nutrition have been suggested to improve the health and well-being of the current working age Finns. Methods and analysisThe aim of this RCT study is to assess the effectiveness of a 12-month multifactorial nutritional guidance intervention to improve work ability (performance), work well-being, health-related quality of life, work productivity, sickness absence, dietary intake and eating habits. In total, six small or medium-sized companies and their employees (n = 170) from the Satakunta region will be recruited. Companies will be randomized 1:1 to a 12-month multifactorial nutritional guidance intervention group (INT) or a control group (CG). Comprehensive measurements are taken before randomization (baseline) and at the end of the 12-month study period. Primary outcomes (work ability, work well-being and health-related quality of life) are measured with Work Ability Index, Utrecht Work Engagement Scale short questionnaire and EQ-5D. Dietary intake and eating habits are measured with 3-day food records and Food Frequency Questionnaire (FFQ). DiscussionThis study will provide nationally important data on how workplace nutrition guidance affects work-related outcomes, quality of life, and nutritional and overall health status among working age Finns.

Leading with Integrity: Revealing the Nexus in Private Sector Dynamics between Ethical Leadership and Employee Engagement

With a focus on the south-northern region of the Punjab, Pakistan this quantitative correlational study explores the relationship between work engagement and ethical leadership in private enterprises within a developed geographic area. Based on the theoretical framework of ethical leadership theory by Brown et al. and the conceptual dimensions of work engagement by Schaufeli and Bakker, this study uses survey data from the Ethical Leadership Scale (ELS) and the Utrecht Work Engagement Scale (UWES) to examine 150 conveniently sampled employees. The results, which were obtained using Pearson correlation analysis in SPSS V.24, provide strong evidence against the null hypothesis and show a substantial link between ethical leadership and total job engagement. Furthermore, particular job engagement dimensions—such as vigor, devotion, and absorption—show strong connections with ethical leadership in south-northern private enterprises. As a result, the results highlight the significance of ethical leadership in encouraging higher levels of employee engagement at work, offering insightful information to private enterprises looking to maximize worker productivity and results. In order to favorably impact the many aspects of work engagement and enhance the general well-being and productivity of employees in the private sector, especially in the south-northern region in Punjab, Pakistan the study suggests making strategic investments in ethical leadership.

What really matters for returning to work after breast cancer? A 6-month exploratory study

ABSTRACT Return to work (RTW) after breast cancer (BC) may significantly impact on women recovery and quality of life. Literature hightlighed several factors associated to RTW after BC but there is still some concern about prognostic factors influencing work resumption after BC treatments. The present study aims to explore which baseline factors are associated with RTW at 6-month after BC surgery. The participants in this 6-month prospective study were 149 patients who underwent breast cancer-related surgery and accessed an Oncology Clinic for cancer therapy from March 2017 to December 2019 in Northern Italy. Participants filled in a battery of questionnaires at baseline, and they were asked whether they had returned to work at 6-month follow-up. Psychological measurements included job stress (Job Content Questionnaire), work engagement (Utrecht Work Engagement Scale), quality of life (World Health Organization Quality of Life- BREF), anxiety and depression (Hospital Anxiety and Depression Scale), resilience (Connor – Davidson Resilience Scale − 10 item) and personal expectations about RTW (ad-hoc single item). Moreover, sociodemographic, clinical, and work-related data were collected. Independent t-test and Chi-square test were used for comparisons among variables; logistic regression model was used to explore predictors of RTW. A total of 73.9 percent returned to work at6-month after surgery. In the multivariate model, chemiotherapy (B = −1.428; SE = 0.520) and baseline women’s expectations about their RTW (B = −0.340; DS = 0.156) were significant predictors of RTW. These results suggest that careful individual clinical and psychological screening of risk factors at baseline can prevent from occupational disability and long sickness absence.

Exploring the Impact of Mindfulness on Work Engagement in the Education Sector

The research aims to investigate how mindfulness impacts work engagement through the lens of meaningfulness at work. The research aims to be beneficial for the scientific field of organisational psychology and can serve as a valuable resource for organisations looking to manage human resources from a positive psychology standpoint. This research uses a quantitative approach with a non-experimental research design, and is a type of correlational research. This study is about human resources professionals who work in the education field. Quota sampling is the method used for the sample. Also, subjects were chosen from teachers at all levels, from elementary to high school, with as many topics as possible coming from 150 teachers. The Mindful Attention Awareness Scale (MAAS), the Utrecht Work Engagement Scale (UWES), and the Work and Meaning Inventory (WAMI) scale are the three types of study tools that have been shown to be valid and reliable. A study of 150 teachers in East Java found that mindfulness had a significant negative effect on work participation through meaningful mediation. This effect was 47.8%. When the teacher's mindfulness is low, work engagement will be high, and when it's high, mindfulness will be low, work engagement will be high. There are a lot of things that can change the effects of these three variables. Some of these are teacher welfare, which includes benefits, salary, and job security, and teaching experience, which is linked to the number of years worked as a teacher.

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.

Do Internal Capabilities Affect Competitive Advantage? The Case of a Regional Owned Company

AbstractThis research aims to get an overview of the factors affecting organizational competitive advantage and to obtain insights into the most influential factors concerning organizational competitive advantage. This research used the Integrated Talent Management Scale, Utrecht Work Engagement Scale-9, Employee Satisfaction Scale, Employee Performance Scale, and Competitive Advantage Scale. This research followed a quantitative approach. Then the data used in this research was primary data. The researchers gathered data without intervention. This research followed the variance-based structural equation modeling with partial least squares (SEM-PLS) and used SMART PLS as a tool. This research collected 108 types of data by distributing surveys and using the Likert scale. The sampling method in this research was done through non-random sampling and purposive sampling. The questionnaires were distributed to a Jakarta regional owned enterprise. This research found that employee engagement has no impact on employee satisfaction or employee performance in a regional owned company, and employee satisfaction has no impact on competitive advantage in a regional owned company. Keywords:organization, competitiveness, advantage, factors

Growth Mindset in Higher Education: Exploring Academic Buoyancy's Mediating Effect on Students' Academic Engagement and Psychological Well-being

This research investigates the effects of growth mindset and academic buoyancy on academic engagement and psychological well-being. The study involved 314 psychology students (220 females and 94 males) from a private university in Malang, Indonesia, who were selected through stratified random sampling. The research instruments utilized were the growth mindset inventory, academic buoyancy scales, Utrecht work engagement scale, and flourishing scale. Data were analyzed using structural equation modeling (SEM). The results reveal that a growth mindset significantly impacts academic engagement, psychological well-being, and academic buoyancy. Furthermore, academic buoyancy has a considerable influence on both academic engagement and psychological well-being. Importantly, academic buoyancy was identified as a significant mediator of the effects of growth mindset on academic engagement and psychological well-being. These findings have notable implications for the fields of psychology and education. However, future studies employing longitudinal or experimental approaches and incorporating diverse data sources are needed to further elucidate these relationships.&#x0D; Keywords: academic buoyancy, engagement, growth mindset, psychological wellbeing 

Similarities and Differences Between Study Addiction and Study Engagement and Work Addiction and Work Engagement: A Network Analysis

AbstractThis study aimed to investigate the relationships between symptoms of study addiction and their relationships with dimensions of study engagement. We used two samples in which study addiction was measured with the Bergen Study Addiction Scale and study engagement was measured with the Utrecht Work Engagement Scale for Students. The samples comprised Norwegian (n = 1107) and Polish (n = 776) students. The networks featured three clusters of nodes (two clusters of the study addiction symptoms and one cluster of the study engagement dimensions). Study addiction clusters were connected with study engagement cluster through positive edges between absorption and study addiction symptoms, negative edges which vigor shared with conflict and problems, and negative edge between dedication and mood modification. Among the symptoms of study addiction, problems, conflict, and withdrawal were the most central and salience, tolerance, and mood modification were the least central. Moreover, conflict was the most predictable and relapse was the least predictable symptom of study addiction. The results from the present study are similar to those of previous studies on work addiction and support the notion that study addiction may be a precursor to work addiction. Although based on cross-sectional data, the nuanced differences between work addiction and study addiction networks are discussed as they lay a foundation for further investigation of the potential differences in transition mechanisms from healthy engagement to compulsive behavior.

Impact of Demographic and Work-Related Variables on Job Engagement of Dental Faculty Members of Kerala, India.

This research aimed to examine the association of job engagement among dental faculties in Kerala with certain sociodemographic and job-related factors. Job engagement levels were assessed using the Utrecht Work Engagement Scale, and comparisons were performed using the Mann-Whitney U-test and Kruskal-Wallis test. The findings revealed significant differences in job engagement based on the type of college, level of autonomy, and provision for time-bound cadre promotions. It also provided insights into the nonsignificant effects of gender, age, experience, and income on job engagement. The study contributes to the existing literature on employee engagement and provides valuable insights for organizations aiming to improve employee productivity and overall performance. Future research can build upon these findings to explore additional factors influencing job engagement and expand the understanding of work engagement in different contexts.

Relationship between job demands, work engagement, emotional workload and job performance among nurses: A moderated mediation model.

To explore the mediating effect of work engagement and the moderated mediating effect of emotional workload on the relationship between job demands and job performance among nurses. Nurses work in a high-demand situation that could affect their job performance. However, previous studies have reported an inconsistent relationship between job demands and job performance. The underlying mechanism of how job demands influence job performance remains unclear. An online cross-sectional survey was conducted with a convenience sample of 893 nurses from 14 cities in Sichuan Province between November and December 2021. Data were collected using the Job Demands Scale, Job Performance Scale, Utrecht Work Engagement Scale, and emotional workload subscale of the Questionnaire on the Experience and Evaluation of Work. Bootstrap and simple slope methods were used to test a moderated mediation model using Hayes' PROCESS macro. The STROBE reporting guidelines were utilized. Job demands had a positive effect on job performance, and this effect was mediated by work engagement. Emotional workload moderated the indirect relationship between job demands and job performance. Specifically, the positive effect of job demands on job performance via work engagement was attenuated in nurses with a high emotional workload. This study sheds light on the complex relationship between job demands and job performance. Work engagement and emotional workload deserve more attention to improve nurses' performance. Policymakers and nurse managers should make efforts to develop and implement strategies to foster nurses' work engagement, reduce their emotional workload, and further help nurses efficiently deal with job demands.