Utrecht Work Engagement Scale Research Articles

Association between Perceived Organizational Support for Infection Prevention and Work Engagement during the COVID-19 Pandemic among Japanese Workers: A Prospective Cohort Study.

Although the correlation between perceived organizational support (POS) and work engagement has been investigated in several studies, the relationship between health-focused POS and work engagement has not been clarified. We prospectively evaluated the influence of workers’ POS for infection prevention (POS-IP) on employees’ work engagement. This prospective cohort study was conducted from December 2020 (baseline) to December 2021 (1-year follow-up) using a self-administered internet questionnaire. At follow-up, there were 18,560 respondents, and after excluding 6677 respondents who had changed jobs or retired since baseline or who were self-employed; thus, 11,883 participants were included in the analysis. We asked participants a single question on POS-IP and the three-item Utrecht Work Engagement Scale (UWES-3), and then analyzed the relationship between POS-IP at baseline and UWES-3 at follow-up using multilevel regression analysis. Work engagement at follow-up was significantly higher in the groups with “low”, “high”, and “very high” POS-IP at baseline as compared with the “very low” group (all, p < 0.001). A dose-response relationship was also observed between the POS-IP categories at baseline and work engagement at follow-up (p for trend < 0.001). During the COVID-19 pandemic, POS-IP can increase work engagement after 1 year.

Structural equation modelling analysis on relationships of job demands and resources with work engagement, burnout and work ability: an observational study among physicians in Dutch hospitals

ObjectiveTo investigate to what extent work engagement mediates the relationships of job resources with work ability, and to what extent burnout mediates the relationships of job demands and resources with...

The impact of nurses' sense of security on turnover intention during the normalization of COVID-19 epidemic: The mediating role of work engagement.

COVID-19 pandemic has entered a normal stage in China. During this phase, nurses have an increased workload and mental health issues that threaten the sense of security. Poor sense of security may have a considerable impact on turnover intention through low work engagement. It was challenging to maintain the nurse workforce. Fewer studies have been conducted on the effect of nurses' sense of security on their turnover intention in that phase. This study aimed to investigate the interrelationship between nurses' sense of security, work engagement, and turnover intention during the normalization phase of the epidemic in China and to explore the impact of sense of security on turnover intention. A cross-sectional survey was conducted from September 2020 to May 2021 in Guangdong Province, China. Data were collected online using Sense of Security Scale for Medical Staff (SSS-MS), Utrecht Work Engagement Scale (UWES), and Turnover Intention Scale. Pearson's correlation analysis was used to assess the correlation between sense of security, work engagement, and turnover intention. The hypothesis model used multiple linear regression models and the bootstrapping procedure to analyze the relationship between these variables. Data were collected from 2,480 nurses who met the inclusion criteria. Over half(64.5%) of nurses had a high and very high turnover intention. After controlling the demographic and working variables, sense of security (β = 0.291, P < 0.001) had a direct positive effect on work engagement. Sense of security (β = -0.447, P < 0.001) and work engagement (β = -0.484, P < 0.001) had a direct negative effect on turnover intention. Sense of security and all of its components were associated with turnover intention through the partially mediating effects of work engagement. Nurses' turnover intention was at a high level during the normalization phase of the epidemic. Sense of security and its components act as positive resources to reduce turnover intention by improving work engagement. Policy makers and managers may pay attention to the needs of nurses' sense of security, which may be a new perspective to help managers reduce their turnover intention and stabilize the nurse team.

Occupational stress and work engagement among primary healthcare physicians: a cross-sectional study.

Brazil's Family Health Strategy is based on a primary healthcare model, which is considered to have case resolution capacity, with physicians at its center. To evaluate the levels of occupational stress and work engagement among primary healthcare physicians. Cross-sectional study conducted in 2017, in São José do Rio Preto, São Paulo, Brazil. A non-probability sample including 32 physicians from family health teams was used. Three self-applied instruments were used: a scale developed by the researchers seeking sociodemographic and professional variables, the Work Stress Scale and the Utrecht Work Engagement Scale. Female professionals (59.4%), permanent employees (56.3%), workload of 40 hours per week (59.4%) and 3-10 years of acting in primary care (68.8%) were more prevalent. Six professionals (19.4%) exhibited significant stress (score ≥ 2.5). The main stressors were lack of prospects for career growth (2.9 ± 1.3), form of task distribution (2.7 ± 1.0), poor training (2.7 ± 1.2) and insufficient time to perform the job (2.6 ± 1.2). Levels of work engagement ranged from 4.3 to 4.6 and were rated as high in all dimensions. Physicians with occupational stress had average levels of work engagement, whereas those without occupational stress had high levels of work commitment. A notable percentage of the physicians were experiencing occupational stress. The physicians had high levels of work engagement. Occupational stress was negatively correlated with work engagement, and it significantly compromised physicians' levels of work engagement and interfered with their positive relationship with the work environment.

THE INFLUENCE OF GENDER ON WORK ENGAGEMENT

An increased interest in work engagement has emerged in recent years. Within this field, a number of crucial questions remain unanswered. Relatively little is known about the influence of gender on work engagement. Results obtained from different studies show inconsistent outcomes therefore it is still needed to examine them. In many organizations last different stereotypes about men and women. For instance, women are more sensitive and empathic, and men are more competitive and goal-oriented. There is still inconsistency among studies and no clear answer to the question “Does gender influence work engagement?”. Most studies have focused on work engagement in general, but few studies have investigated the impact of demographic factors such as gender, age, education, or years of employment. There were found various results in different sectors and countries, therefore it is important to pay attention also to these factors. Talking about gender, especially the role of women in different cultures may significantly influence work engagement which should be taken into consideration. This research explores the link between work engagement and gender in retail. The survey was distributed to 3467 participants, of whom 73,1 % (N=2535) participants completed a questionnaire and the data were used in this research. The data collected were quantitative. The questionnaire consisted of 20 questions that respondents answered on a five-point Likert scale (1 strongly disagree – 5 strongly agree). The questions in the questionnaire are based on a literature review and well-known surveys: Utrecht Work Engagement Scale (UWES-9) and Gallup Q12 and other questions that focus on engagement in the team, the role of the manager, work itself and the last one focused on the company vision. The result yielded no statistically significant relationships between gender and work engagement. Our findings can be compared to the results of earlier studies that there is no statistically significant difference in work engagement between men and women. On the other hand, some studies argue that there is a difference in work engagement based on gender, either little or in some cases significant. This research has several implications for theory and practice. At the theoretical level, it complements research about demographic factors, in this case, gender, and its influence on work engagement in retail. HRD needs to create a strategy to increase their employees' engagement, but in retail not necessary based on gender differences. This research required addressing several limitations. Firstly, the findings are not generalizable beyond retail. The research was conducted only in one country. Future research will have to confirm whether there are any differences between other sectors and other countries. Among side findings, this research revealed the highest and lowest-rated questions, which need to be further examined in future research.

The mediating role of professional commitment between the clinical learning environment and learning engagement of nursing students in clinical practice: A cross-sectional study

BackgroundPrevious studies have shown that learning engagement can significantly predict nursing students' academic achievement. Nursing educators put considerable effort into assessing and promoting students' engagement in school. However, nursing students' learning engagement in clinical practice has seldom been explored. ObjectivesTo investigate nursing students' learning engagement and influencing factors in clinical practice and examine the effects of the clinical learning environment and professional commitment on learning engagement, specifically to verify the mediation effect of professional commitment. DesignA cross-sectional study. SettingsThe participants were from five hospitals in Jining, Shandong, China. ParticipantsA total of 318 nursing students who were at the end of clinical practice training (>8 months) were included in this study. MethodsThe Utrecht Work Engagement Scale for Students, the Clinical Learning Environment for Nursing Scale, and the Professional Commitment Scale were used for data collection. Regression and mediating analyses were used to explore the influencing factors of clinical learning engagement and the potential mediating role of professional commitment. ResultsThe participants experienced moderate levels of engagement in clinical learning. The clinical learning environment indirectly affected nursing students' learning engagement in clinical practice through professional commitment. Night shifts and educational background also contributed to learning engagement. ConclusionsThe findings provide new perspectives on promoting nursing students' clinical learning engagement. Professional commitment might be an important mediating variable in nursing education. There is a need to take steps to improve professional commitment of nursing students.

Work engagement, emotional disorders and conflict management styles in paediatric nurse: A mediating effect model.

The mediating role of emotional disorders between conflict management styles and work engagement was explored based on constructing structural equation models in paediatric nurses. A cross-sectional study. According to a cross-sectional survey, 300 paediatric nurses were selected from three tertiary hospitals (Chang sha, China), the data were collected using demographic questionnaires, the Rahim Organizational Conflict Inventory-II, Depression, Anxiety and Stress Scales and the Utrecht Work Engagement Scale. The Structural Equation Model was employed to investigate the mediating role of emotional disorders between conflict management styles and work engagement. Among conflict management styles, emotional disorders and work engagement, the associations were all significant (p < .05). In the mediation models, emotional disorders partially mediate the relationships between conflict management styles and work engagement (indirect effect 0.095, p < .01; direct effect -0.330, p < .01; total effect -0.330, p < .01) and between conflict management styles and work engagement (indirect effect 0.095, p < .01; direct effect 0.329, p < .01; total effect 0.424, p < .01).

Work engagement scale: Validating the Japanese UWES-9 standard through an automotive industry sample.

The Utrecht Work Engagement Scale (UWES) is widely used as a psychometric assessment scale to measure work engagement by relative evaluation. Determining standard values for absolute evaluation would make it more useful. The merit of absolute evaluation is that it can offer an objective evaluation to personnel members regardless of their status in the organization. This study examines the criteria for absolute evaluation of the Japanese version of UWES-9 and creates a database for the evaluation of work engagement. To examine the evaluation criteria for the total points of UWES-9 for 417 automotive industry workers, responses were validated via a one-way analysis of variance and receiver-operating characteristic analysis, using the scales of "worthwhileness of work" and "level of job satisfaction" in the Brief Job Stress Questionnaire with similar work engagement concepts. In both scales, the ability to predict was at its highest when divided into the high work engagement group (wherein the total points of UWES-9 are 21 points and above). In the relative evaluation, 24 points from the average of the total points of UWES-9 is the standard. In the absolute evaluation, the lower standard around 21 points is probable.

Integrating leadership with work engagement in nursing: A correlational study

This study aimed at determining the relationship between leadership and the work engagement of nurses. This descriptive-correlational study was designed with 325 purposive nurse samples from participating three selected Philippine institutional provinces collected between March and June 2020 using Multifactor Leadership Questionnaire (MLQ) and Utrecht Work Engagement Scale (UWES) instruments. Mainly perceived as having moderate level transformational (216 or 66.5%), transactional (214 or 65.8%), and passive-avoidant (227 or 69.8%) leadership, nurses were specifically regarded as highly inspirational motivators (score=8.22; SD+1.873) and content with standard performance (management-by-exception, score=8.09; SD+1.995) than being passive-avoidant (score=7.02; SD+1.916). Using IBM SPSS v.26, the study utilized a chi-square test of association which found out that all three nurses’ leadership styles and their factors were statistically significant with their overall work engagement (p=.000) and its domains namely, vigor (p=.000), dedication (p=.000), and absorption (p=.000) with moderate-, relatively strong-, and strong associations. Nurses’ multifactorial leadership and work engagement were suggestive interrelated characteristics that demonstrate an increasing level of leadership congruent with a higher level of work engagement. Hence, this study offers a remarkable hypothetical underpinning nurses’ opportunity to assume leadership roles and functions to improve their overall work engagement.

Psychometric Properties of the Utrecht Work Engagement Scale (UWES-9) in a Sample of Active Health Care Professionals in Spain.

The impact of the COVID-19 pandemic on the working, personal and health conditions of health professionals has been highlighted, although it is necessary to verify whether certain instruments used in research on this topic have sufficient psychometric support for their use. This need was the main motivation for undertaking the present study. We aimed to analyse the psychometric properties of the Utrecht Work Engagement Scale (UWES-9) in a sample of active health care workers during the pandemic. A cross-sectional study was conducted from March to August 2020 with 2326 active health care workers (78.7% women). The instruments that were applied included the UWES-9 scale, the Sense of Coherence scale (SOC-13), the Goldberg General Health Questionnaire (GHQ-12) and an item on self-perceived health. The three-factor structure related to the correlation of pairs of errors presented the best fit. The reliability of the UWES-9 was highlighted by the adequate internal consistency of the items, the existence of invariance according to gender, and its convergent and discriminant validity. The findings of this work support the use of the UWES-9 to assess the work engagement of health personnel during the COVID-19 pandemic and identify it as an adequate measure of this psychological variable and the constructs that comprise it.

Keterikatan Kerja dan Intensi Turnover pada Karyawan Generasi Y

This research aimed to determine the correlation between work engagement with turnover intention among generation Y employees. The research hypothesis proposed that there was a negative correlation between work engagement with turnover intention among generation y employees. The participants in this study were 411 generation Y employees. This research was a quantitative study with non-probability sampling technique. The data was collected by distributing online scales which are Utrecht Work Engagement Scale-9 (UWES-9) and Turnover Intention Scale Six Items (TIS-6). From the try-out of scales, the reliability of coefficients on UWES-9 was .91 and TIS-6 was .78. The data was analyzed using Pearson Product Moment Correlation technique because the data was normally distributed. The result of the analysis test showed that work engagement has a negative correlation with turnover intention with r = -.63; p .01. Based on the result, it can be concluded that there was a significant negative correlation between work engagement with turnover intention among generation y employees.

Teachers’ Work Engagement: The Role of Perceived Organizational Support and Meaningful Work

This research aimed to determine the effect of perceived organizational support and meaningful work on engagement. The design used was cross-sectional research with the respondents of honorary public 107 Elementary School teachers in Pangandaran Regency. Furthermore, simple random sampling was used and data collection were conducted through three measuring scales, namely Perceived Organizational Support Scale (SPOS), The Work and Meaning Inventory (WAMI), and Utrecht Work Engagement Scale (UWES). Data analysis used multiple linear regression to show the effect of the two variables on work engagement. Therefore, perceived organizational support and meaningful work have a fairly strong role (=.541) in affecting engagement.

The potential association of musculoskeletal pain with presenteeism and work engagement among intensive care unit nurses: a cross-sectional study

Aim: Work-related musculoskeletal disorders and associated musculoskeletal pain among intensive care nurses are important, as these factors may be related to presenteeism and work engagement. The aim of this study was to investigate the potential association of musculoskeletal pain with presenteeism and work engagement among intensive care nurses. &#x0D; Material and Method: This descriptive study was carried out with members of the Turkish Society of Critical Care Nurses. All the participants completed a questionnaire, which included questions about general demographic data and occupational musculoskeletal exposures (Occupational Safety and Health Administration [OSHA] Ergonomic Assessment Checklist). To measure pain, work engagement and presenteeism, the following instruments were used: The Brief Pain Inventory Short Form (BPI SF), Utrecht Work Engagement Scale (UWES-17) and Stanford Presenteeism Scale-6 (SPS-6). This study was performed in 2021, and the questionnaire was distributed via email to the database of Turkish Society of Critical Care Nurses. &#x0D; Results: Our study was completed with 153 intensive care unit nurses. Among the study population, 76.5% (n=117) of the nurses had chronic musculoskeletal pain, 80% of whom had exposure to lifting heavy weights. There was a weak negative correlation between pain and work engagement, as shown by the BPI SF pain interference subscale and the vigour subscale of the UWES-17 (p=0.04, r=-.166). There was also a weak negative correlation between pain and presenteeism according to the BPI SF pain interference subscale and SPS-6 (p=0.04, r=-.193). There was no statistically significant association between workplace ergonomic exposures, presenteeism, work engagement and the presence of chronic musculoskeletal pain. &#x0D; Conclusion: Neither chronic musculoskeletal system pain nor pain intensity was significantly correlated with work engagement, occupational musculoskeletal exposures or presenteeism. However, musculoskeletal pain-related effects on daily activities of living had a negative impact on work engagement (vigour) and presenteeism.

Psychometric properties of the Utrecht Work Engagement Scale for Students (UWES-S) in the Taiwanese context

Academic engagement in recent years has become the focus of determining student learning and achievement. However,despite this growing awareness that has revolutionized academic policies and educational approaches, literature on engagement in the academic context is still in its infancy. This study seeks to remedy this through the confirmation of the Utrecht Work Engagement Scale for Students’ (UWES-S) promising psychometric properties and by providing empirical evidence on the relationship between academic engagement, personality traits, and social media addiction, a determinant that has yet to be explored. Our findings indicate that of the five personality traits analyzed, agreeableness had the strongest negative correlation with academic engagement, and perhaps equally as striking is the positive, albeit insignificant, association between social media and academic engagement. Furthermore, the most informative and least informative items for academic engagement were identified using IRT analysis. Finally, this study also addresses several gaps in the literature by determining that the one-factor construct of the UWES-S is an adequate measure of academic engagement compared to its three-factor counterpart and by demonstrating the measurement invariance of the UWES-S across gender, class year, and academic major in our sample of Taiwanese undergraduates.

The Mediating Role of Work Engagement in the Relationship between Executive Functioning Deficits and Employee Well-Being.

Executive functioning and its related components have been found to promote well-being. However, there is a limited understanding of the underlying mechanism. Drawing from the job demands–resources and PERMA models, the present study examined the hypothetical mediating role of work engagement in the relationship between executive functioning deficit and well-being among 314 working adults in Malaysia. Participants answered a survey consisting of the Executive Skills Questionnaire-Revised (ESQ-R; a new measure of executive functioning deficits for working adults), Utrecht Work Engagement Scale, Employee Well-Being Scale, and Self-Rated Creativity Scale. Pearson correlation analysis showed that the ESQ-R score was negatively associated with all other target variables, while the latter was positively related to each other. Moreover, supporting the hypotheses, the results of mediation analysis using PROCESS macro found that work engagement mediated the negative relationship between executive functioning deficits and well-being after statistically controlling for the creativity score. The findings not only replicate the beneficial role of executive functioning in employees’ well-being but also shed light on the underlying process of the relationship. Implications and directions for future studies are discussed.

Job resources and work engagement: the mediating role of basic need satisfaction

Contemporary work psychology indicates that improving the functioning of employees and organizations takes place not only through the prevention of harmful factors but also through the development of positive attitudes towards work. According to the job demands-resources model, it can be assumed that resources are an important factor leading to work engagement. However, the authors of this concept also suggest that the role of resources is also to meet needs. In turn, according to the self-determination theory, the key to the development of intrinsic motivation and thus also work engagement is the satisfaction of basic needs. Therefore, hypotheses argue that resources in the form of the influence at work, possibilities for development, and social community at work are positively related to work engagement. And also that the satisfaction of basic needs, respectively autonomy, competence, and relatedness, are the mediators of these relationships. Data were collected among 200 workers aged 18-35, employed to work in direct contact with customers. Job resources were measured with the Copenhagen Psychosocial Questionnaire (COPSOQ II) subscales. Basic psychological need satisfaction was measured with the Basic Psychological Needs Satisfaction and Frustration Scale at Work. Work Engagement was measured with the Utrecht Work Engagement Scale. Regression analyses with mediation effects were performed for 3 models. It has been shown that Influence at work is a predictor of Work engagement and this relationship is mediated by Autonomy satisfaction. Possibilities for development are positively related to Work engagement, in this relationship, the mediator is Competence satisfaction. In the relationship between the Social community at work and Work engagement, the mediator is the relatedness satisfaction. The results have confirmed hypotheses regarding the mediating role of need satisfaction in the relationship between job resources and work engagement. Despite the limitations of the study, the results obtained confirm and develop the job demands-resources and self-determination theories. Med Pr. 2022;73(5):407-16.

The Effect of Holistic Nursing Competence on Work Engagement, Self-Reflection and Insight in Nurses.

This study aimed to examine the effects of holistic nursing competence on work engagement, self-reflection and insight in nurses. This descriptive and cross-sectional study was conducted with 309 nurses working in Turkey. Data were collected using the "Descriptive Information Form", "Holistic Nursing Competence Scale (HNCS)", "Utrecht Work Engagement Scale (UWES)", and "Self-Reflection and Insight Scale (SRIS)". Pearson correlation analysis and multiple linear regression analysis were used to analyze the data. We found that the HNCS had a moderate positive relationship (r = 0.411, p < 0.05) with the UWES, and a weak positive relationship (r = 0.324, p < 0.05) with the SRIS. In the model established by multiple regression analysis, the effect of the HNCS, age, marital status, position, and performing the profession willingly on work engagement explained 33.7% of the variance. In another established model, the effect of the HNCS, gender, and having children on self-reflection and insight explained 11.5% of the variance. Our findings revealed the effect of holistic competence on nurses' positive attitudes about their work engagement and self-reflection in practice. We recommended developing awareness-based programs for nurses to increase their holistic nursing competence.

The Impact of Leadership Styles on Employee Engagement from the Point of View of Government Agencies Employees in Tabuk City

The goal of this research is to find out how leadership styles and employee engagement were linked in Tabuk government organizations. In this study, the researcher used the quantitative approach and collected data by online questionnaire consisting of (45) items, (28) items from Multifactor Leadership Questionnaire (Form 5X) and (17) items from Utrecht Work Engagement Scale (UWES-17). SPSS version 23 was used to analyze a total of 71 replies (n=71) from various government entities working in Tabuk. The findings revealed that leadership styles and practices have a considerable impact on employee engagement in Tabuk's government entities. All coefficient Correlations are significant at the 0.01. From the results of the linear regression coefficient, so according to our findings, there is a direct correlation between leadership styles and employee engagement. The researcher recommended the need to develop developmental programs for comprehensive leadership patterns in order for government agencies to reach the highest rates of employee engagement.

Contributing or Clocking In: A Study of Work Engagement

While organizations benefit from lower operating costs resulting from higher quality and quantity of work when employees are engaged in their work, (Risher, 2018). This study used the Utrecht Work Engagement Scale (Schuafeli &amp; Bakker, 2004) to uncover the work engagement levels of county extension agents at one University. Findings suggest Extension agents report Florida Extension agents reported possessing high levels of self-perceived work engagement. These findings were consistent with other previous research (Abbott, 2017; Weyrauch, 2010) which likewise found Extension agents often or very often report dedication.

WORK ENGAGEMENT OF DENTISTS AND DENTAL ASSISTANTS IN PRIMARY HEALTHCARE CORPORATION IN QATAR

Background: Work engagement is a positive, signicant, work-related mental state that involves enthusiasm, dedication, and attention, and it has been shown to have a direct impact on care quality. Employees who are more involved in their work, usually experience less job stress and anxiety than those who are not; increased levels of work engagement can improve dental team performance, job satisfaction, emotional wellness, and minimize the likelihood of turnover. to evaluate work engagement of PHCC dentists and dental assista Objective: nts in Qatar. Method: An electronic questionnaire was emailed to the whole population of PHCC (217) dentists and (192) dental assistants distributed over 27 health centers and obtained from Dentistry Department data base after securing approval. Study design: quantitative, correlational, and cross - sectional study using instruments reecting sociodemographic variables and Utrecht Work Engagement Scale (UWES) that consists of three constructs: vigor, dedication, and absorption (Schaufeli et al (2002)). Results: 187 out of 409 dentists and dental assistant replied to the survey with response rate of 46%. 66.8% of respondents were males, 79.1% were married, 68.4% of participants were below 45 years, 51.9% had less than 5 years of work experience with PHCC. 80.2 % had general satisfaction with the profession, and 43.9% had thoughts of leaving the profession. Conclusion: PHCC general dentists and dental assistants demonstrated average and above of work engagement levels with total mean score of (3.99± 1.15 SD), Dental specialists (3.74±1.29 SD), GP dentists (4.22 ± 1.21 SD), dental assistants (3.95 ± 1.02 SD).