Utrecht Work Engagement Scale Research Articles

Exploring the Relationship between Work Engagement and Turnover Intention among Nurses in the Kingdom of Bahrain: A Cross-Sectional Study

Background & Aim: Employees’ engagement is a significant organizational competence. Turnover intention is an institutional concern that needs critical analysis of identifying its predictors. Studies have supported the relationship between nurses’ engagement and their desire to leave the organization. This study aims to explore the relationship between work engagement and turnover intention among nurses working in the Kingdom of Bahrain. Methods: A cross-sectional design was used for this study. A group of 922 nurses from a major tertiary hospital in the Kingdom of Bahrain was invited to complete the online self-administered survey. The work engagement was assessed using the Utrecht Work Engagement Scale (UWES). The turnover intention was assessed using the 3-item TI Scale based on Mobley et al. survey. The study was conducted in December 2019. Results: 610 nurses completed the survey on a response rate of (66.2%). The result suggests that nurses expressed high level of work engagement Mean ± Standard Deviation [M = 4.85, SD ± 0.70], and low level of turnover intention [M = 2.29, SD ± 0.94]. Pearson correlation revealed a significant negative relationship between work engagement and turnover intention at p < 0.01. Furthermore, male staff have higher intention to leave. Those working in ambulatory division have higher work engagement than nurses working in critical care division. Conclusion/practical implication: It’s paramount for the nurses’ leaders and human resource development practitioners to focus on work engagement dimensions, and developing effective interventions to improve it, which eventually decreases nursing staff’s turnover intention. Retention is more preferable than recruiting, employing, and training new staff. This study confirms the significant relationship between work engagement and turnover intention among nurses.

Accounting student burnout and engagement: The role of major satisfaction in mitigating or enforcing functional and dysfunctional behavior

This study begins by establishing the nature of the debatable relationship between student burnout and engagement in an accounting context and investigates the impact of student major satisfaction as an antecedent factor for accounting student burnout and engagement. Hence, a survey of 280 students was conducted using Maslash Burnout inventory-student survey, Utrecht Work Engagement Scale and the Academic Major Satisfaction Scale for Students. The results partially support the argument that student engagement is independent and is a distinct concept from burnout. Furthermore, student major satisfaction was found to significantly impact both concepts. The results can be important for an appropriate university intervention in mitigating or enforcing these behaviors.

Субъективная важность работы и распределение времени: связь с субъективным благополучием и увлеченностью работой при различных требованиях на рабочем месте

Background. Investigating imbalance between the subjective importance of different life spheres and the time and energy devoted to them is a common task in counseling and psychotherapy. The aim of the study is to reveal the relationship between the the subjective importance of work and the time / effort devoted to it, with general well-being, work engagement and motivation under different levels of job demands. Procedure and methods. 286 students assessed the importance of five life spheres (work / study, family, personal life, friends, health) and the time and energy given to them, then filled Self-Regulation of Behavior Questionnaire, a modified version of the Action / State Orientation Questionnaire and Cognitive Emotion Regulation Questionnaire. 1,200 people assessed spheres of life using the same approach, then filled Satisfaction With Life Scale, Scale for Positive And Negative Experiences, the Utrecht Work Engagement Scale, a brief version of the Emotional Burnout Scale, the Workaholism Scale, Professional Motivation Questionnaire, Job Demands and Resources Questionnaire. Results and conclusions. Positive emotions, work engagement and intrinsic motivation are higher both in those reporting greater subjective importance of work, and in those reporting greater contribution of time and effort to this work (β=0,12-0,42, p&lt;0,01). However, the time and energy devoted to work is less strongly associated with positive emotions, work engagement and intrinsic motivation under high and uncoordinated job demands (β=-0,14 — -0,09, p&lt;0,05). Life satisfaction is higher, and negative emotions and emotional burnout at work are lower in those reporting higher importance of work, but this correlation is weaker for those who spend a lot of time and energy on work (β=-0,15 — -0,09, p&lt;0,01). A greater contribution of effort and time to work, but not subjective importance of work, is also associated with workaholism (β=0,29, p&lt;0,01).

Увлеченность работой и благополучие при работе в клинике тяжелых соматических заболеваний: роль личностных особенностей у врачей- клиницистов и сотрудников лабораторий

The contemporary stage of the organizational psychology development is characterized by the interest in differentiating different states at the workplace and in searching for the personal and organizational resources that contribute to a greater engagement in work and prevent the risk of the emotional burnout, the dependence upon work, the disbalance between work and life, etc. The present study aims at detecting personal predictors of ill-health in doctors at the workplace who personally work with patients with severe somatic diseases, and laboratory staff doctors who work with the same patients without any constant personal contact. 180 doctors working with patients with severe somatic diseases (94 clinicians and 86 laboratory employees) filled out the life satisfaction scale, the Utrecht work engagement scale, the emotional exhaustion subscale of the burnout scale, the Dutch scales of job boredom and work addiction, the big five personality test (the second version) and the Millon clinical multiaxial inventory (the third version). According to the results, the differences between the clinicians in the direct contact with patients and the laboratory employees are about a higher level of workaholism in the former, especially in fresh clinicians. That can be explained by both personal and organizational potentials that contribute to coping with stress in this sample. The personal features of the clinicians correspond to their professional choice and development including the propensity for a positive self-presentation, dominance, and the importance of attention and appreciation. The pedantry and thoroughness characteristic of the laboratory employees can contribute to their professional success, while the avoidant personal pattern and self-defense pattern are consistent with their preference for a laboratory work. The data are in favour of the functional opposite of workaholism and boredom, the former with a higher level of empathy and pedantry, and the latter — with that of a lower level. In the both groups, a depressive pattern of personality is associated with a greater boredom at the workplace, the emotional exhaustion and the general dissatisfaction with life; moreover, the risk of the emotional exhaustion is higher in case of unstable emotions and a low dynamism. Thus, a high level of workaholism in the group of the clinicians indicates the importance of the prevention of the dependence on work in the employees who directly contact patients with severe somatic diseases, especially in fresh clinicians with a high level of dominance, empathy and pedantry. In other words, it is important to those who are usually successful at work and do not seek any psychological help) as well as those who are prone to an avoidant or dependent pattern of personality which also leads to the work-life disbalance.

CAREER ADAPTABILITY, ENGAGEMENT AND JOB SATISFACTION: A PSYCHOLOGICAL NETWORK IN THE MILITARY EDUCATION CONTEXT

ABSTRACT Purpose: Evidence indicates that career adaptability and engagement are characteristics that improve coping with challenges inherent in a military career. Job satisfaction appears as a variable that interacts with both because it improves the maintenance of performance. The objective of this paper is to examine a psychological network (PN), including these variables. Originality/value: The interaction among these is well documented in the literature; nevertheless, it has not been researched in the context of military education. Information on the network can provide important insights for the development of strength-based training directed towards highly influential behaviors and attitudes of students. Design/methodology/approach: The research design was sectional and based on a quantitative analysis framework. A total of 962 male students from the second (n = 323; 33.6%), third (n = 345; 35.9%), and fourth (n = 294; 30.6%) years of the Academia Militar das Agulhas Negras (Aman), between 18 and 26 years old, completed our survey. Instruments included a demographic questionnaire, Job Satisfaction Scale, Career Adaptabilities Scale, and Utrecht Work Engagement Scale for Students. PNs were estimated for the complete sample and also for every academic year. Findings: One of our main findings indicates that the PN tends to lose connections across the academic years, especially considering job satisfaction and engagement items. Aman students might experience a natural process of disconnection from the academic environment and, therefore, constructs showing, for example, engagement for students lose configuration as a graphical community. A longitudinal study is needed in order to confirm differences detected among students from different years.

Relationship between Work Improvement and Work Engagement in Financial Industry: Examination Based on the Level of Sense of Coherence

In this study, we aimed to clarify the relationship between workplace improvement and work engagement based on the level of sense of coherence. An anonymous self-administered questionnaire survey was conducted on 1,845 regular employees in a financial industry (valid response rate, 78.5%). The questionnaire included the Japanese Sense of Coherence (SOC), Japanese Utrecht Work Engagement Scale (UWES-J), and Mental Health Improvement & Reinforcement Research of Recognition (MIRROR). Multiple linear regression analysis was performed with the total score of UWES-J as the dependent variable and the MIRROR items as the independent variables for each group with high and low SOC levels. Two MIRROR items namely, "It is easy to take a substitute vacation after work on holidays" and "In the workplace, the abilities and ingenuity of each person are utilized", were the negative factors common to the two groups. On the other hand, in the low-SOC-level group, the items "The work policy is decided in a way that everyone is satisfied with", "When the work breaks, I can go home without worrying about other people", and "The superior gives proper explanations about everything to his subordinates" showed negative relationships. In the high-SOC-level group, "The work environment (e.g., air conditioning and lighting) can be adjusted according to the wishes of workers", "No overtime day is set or utilized", "I am allowed to commute to work avoiding crowded times and routes", and "The superiors are trying to make everyone's work proceed smoothly" showed negative relationships. Depending on the level of SOC, workers' desire for workplace improvement related to UWES-J scores differed.

Factors Related to Attitudes toward Responses to Stress Survey in Stress Check Program in Financial Industry

The purpose of this study is to clarify the factors related to attitudes toward responses to a stress survey in the Stress Check Program, which is used to screen for workers with high psychosocial stress at the workplace. An anonymous self-administered questionnaire survey was conducted on 1,800 regular staff member of a financial industry (valid response rate: 72.0%). The questionnaire items were the brief job stress questionnaire (BJSQ), the sense of coherence (SOC-13), the Japanese version of the Utrecht work engagement scale (UWES-J), attitudes toward responses to the stress survey, and the concerns of subjects regarding the stress check program. The stress in interpersonal relationships at the workplace in the BJSQ, "concerns about leaking results to the company", "concerns about receiving persistent calls for an interview", and "concerns about a disadvantageous treatment by the company" were positively related to 'writing general truths', whereas the support from the boss in the BJSQ and the subscales of SOC-13 were negatively related to 'writing general truths'. The stress in interpersonal relationships at the workplace and "concerns about receiving persistent calls for an interview" were positively related to 'writing falsehoods', but the "dedication" in UWES-J was negatively related to 'writing falsehoods'. To obtain authentic answers in the stress survey, it is important (1) to smooth relationships at the workplace, (2) to devise operation systems such as an interview guidance, and (3) to provide support that enhances the ability of workers to cope with stress and work engagement.

The Impact of Demographic Influences on Work Engagement for Front of House Female Hotel Employees

The demographic influences affecting the wellbeing of front of house (FoH) female employees who are employed in hotels. The work engagement subscales, vigour, dedication and absorption were measured against the participants’ age, level of education and marital status. A cross-sectional survey was done from a sample (n = 100) of female participants. A biographical questionnaire and The Utrecht Work Engagement Scale (UWES) were administered. Significant relationships were found on the vigour, dedication and absorption subscales. FoH female employees younger than 35, those with tertiary education and those without life partners displayed higher levels of wellbeing. Therefore work engagement levels vary with regards to age, marital and educational status. Human resource specialists for hotels could measure work engagement and apply it through in-house policies and supportive practices as well as defend these practices regarding their FOH female employees as female employees are the majority of employees within the hospitality industry. The workforce in South Africa is characterized by demographic diversity. The variances of work engagement are imperative as it enhances the guest experience and improves productivity and ultimately increases financial turnover for the hotels who operate in a very competitive market.

Insomnia is associated with worry, cognitive avoidance and low academic engagement in Argentinian university students during the COVID-19 social isolation

ABSTRACT An increment in mental health problems related to social isolation strategies was evinced in several populations, however few investigations address this problem in students. This study aimed to analyze the relationship between insomnia, worry, coping strategies, and academic engagement in subjects pursuing a university degree in Argentina during the first month of compulsory social isolation against the COVID-19 pandemic. Self-report online questionnaires were administered to 584 participants: Insomnia Severity Index, Penn State Worry Questionnaire, Coping Responses Inventory, Utrecht Work Engagement Scale for Students. Demographic data was recorded. Statistics included bivariate and multivariate techniques. Prevalences of 45% for subthreshold insomnia, 23% for moderate insomnia, and 4% for severe insomnia were found. The severe insomnia group presented higher levels of worry and cognitive avoidance strategies. Insomnia was also associated with daytime concerns. The group without insomnia was more vigorous in their academic engagement. Being physically active was associated with lower sleep problems. Insomnia prevalence is high in socially isolated university students. Cognitive avoidance coping strategies are associated with worry, which leads to an alert state that makes sleep difficult. These findings should be taken into account by academic institutions to define their pedagogic strategies.

The Effect of Work Engagement and Mindfulness on Organizational Behavior

The aim of this study was to determine the effect of work engagement and mindfulness on positive organizational behavior. A total of 203 participants, 73 females (36.0%) and 130 males (64.0%) working in different positions and levels in the Ministry of Youth and Sports in September 2020 participated in the study voluntarily. The Utrecht Work Engagement Scale, Mindfulness Scale, Positive Organizational Behavior Scale were used in the study. In the analysis of the data; Skewness and Kurtosis, multiple linear regression analysis, Pearson Moments Multiplication Correlation Coefficient, Multiple Linear Regression Analysis and descriptive statistics were used. The work engagement, mindfulness levels of the participants were high and their positive organizational behavior levels were at the acceptable level. It was determined that there was a significant relationship between all the scales and their sub-dimensions. In addition, it was concluded that 37% of optimism, 21% of psychological resilience, 34% of hope and 47% of self-efficacy were explained by vigor, absorption, concentration and mindfulness.

Sanayi Sektöründe Çalışan Y Kuşağı Üretim İşçilerinde Çalışma Değerleri ile Örgüte Duygusal Bağlılık Arasındaki İlişkide İşe Bağlanmanın Düzenleyici Rolü

This study focuses on the effects of work engagement and work values that are thought to be effective in providing the affective organizational commitment of Generation Y production workers in industry within the framework of the changes in working life. The data of the research were collected from a total of 516 Generation Y production workers (women %12,8, men %87,2) in two large-scale enterprises operating in the field of food and beverage production in the province of İzmir, Turkey. Work values were assessed through Lyons, Higgins, Chris and Duxbury’s (2010) Lyons Work Values Survey (LWVS). Next, to assess work engagement, Utrecht Work Engagement Scale (UWES) developed by Schaufeli, Salanova, González-Romá and Bakker (2002) was used. Last, 6 items of Meyer and Allen’s (1991) Organizational Commitment Questionnaire (OCQ) related to affective commitment were used to assess affective organizational commitment. According to the results of the study, work engagement was found to have a regulatory role in three out of four dimensions of work values (intrinsic-present oriented, extrinsic-present oriented, and extrinsic-future oriented, with intrinsicfuture oriented not found) and affective organizational commitment. In line with these findings, to ensure the affective organizational commitment of Generation Y production workers in industry, it is suggested to create an organizational environment that enables work engagement while giving importance to work values.

The construct of subjective occupational well-being: Russian sample testing

Subjective occupational well-being, as shown by the authors of this article, is one of the key conditions for occupational health and career longevity in our time. Along with this, existing models associate the achievement of occupational well-being with the realisation of aspirations for personal self-development and autonomy subject to professional competence and favourable emotional and psychosomatic states prevailing in a comfortable working environment. However, these models do not take into account the social and occupational relevance of actors as a factor in their occupational well-being, although any professional occupation is initially aimed at obtaining the results required by society. Any activity, the results of which do not meet the expectations and requirements of society, become unclaimed, the demand for its participants is lost, and the problem of their subjective occupational wellbeing becomes irrelevant. Therefore, it would be incorrect to consider the assessment of personal occupational well-being without correlating it with the assessment of personal social and occupational relevance. As shown in the article, human well-being should also be considered in ethnocultural terms. In this regard, the aim of the present study was to provide a theoretical and empirical justification for the construct of subjective occupational well-being, including the component of social-occupational relevance, using a Russian sample. To verify this point, we conducted an empirical study that involved 285 employees of Russian territorial tax authorities. Their employment records in the tax service ranged from 1 to 34 years, with less than three years in 18% of the sample. Their age range was 22-62 years, with 25% of the sample on the right side of thirty. The sample included 70% of women and 30% of men. The study used The Professional Demand Questionnaire (Kharitonova, 2014), The Occupational Well-Being Inventory (Rut, 2016), The Prevalent Positive Emotional State Questionnaire (Kulikov, 2003), and the single-scale questionnaires - The Utrecht Work Engagement Scale (UWES-17) and Dutch Boredom Scale (DUBS) in Russian adaptation (Schaufeli, Diystra, Ivanova, 2015). The research methods included factor analysis (principal component analysis, varimax rotation) and one-way analysis of variance (ANOVA). The results of the factor analysis showed that the newly proposed construct of subjective occupational well-being included three independent but, at the same time, interrelated components. The first component (27% of the variance explained) contained a set of self-esteems of the employees that reflected their awareness of their social and occupational relevance (I, as a competent and sought-after professional). The second component (19%) contained self-esteems that reflected the sustainable dominance of positive emotional states among the employees. And the third component (14%) contained self-esteems that reflected the degree to which the employees realised their aspirations for professional growth, satisfaction with their professional achievements and relationships in the work team. Two areas of further research on the problem of subjective occupational wellbeing are considered relevant. One area is the further elaboration of the ideas of the resource approach for developing and maintaining employees subjective occupational well-being (Schaufeli, Bakker, Van Rhenen, 2009). The other area is research in the framework of cross-cultural and cross-occupational approaches (Brauchli et al., 2013).

Relationship between perceived organizational support and work engagement in Mexican workers

Introduction: The organizational support and the work engagement are important elements aligned with the psychology perspective of occupational health. Understanding the interaction between both variables in a context little explored as México and Latin America give an interesting contribution to its analysis.&#x0D; Objective: Analyze the relationship between perceived organizational support and work engagement in Mexican workers.&#x0D; Method: Cross-sectional and correlational design were employed in this study. A regression analysis was performed on the data obtained of the Survey Perceived Organizational Support (SPOS) and Utrecht Work Engagement Scale (UWES) in their short and Spanish version. The sample consisted of 292 Mexican workers of the tertiary sector.&#x0D; Results: Spearman correlation showed significant but weak correlations only between one dimension of perceived organizational support (satisfaction of socio-affective needs) and two dimensions of work engagement: vigor (rho = 0.33, p &lt; 0.01) and dedication (rho = 0.28, p &lt; 0.01).&#x0D; Conclusions: The evidence found does not support an important relationship between the two variables unlike previous studies, but those were made in different contexts to Latin America and some were related to other variables. So, it is proposed to investigate relationship of perceived organizational support with the engagement considering other variables as mediating.

RNs' Perceptions of Engagement and Communication in the Workplace.

This study examines nurses' perceptions of communication and engagement in the workplace. Work engagement and communication are both important concepts in the healthcare environment. Inferential analyses were conducted using the Utrecht Work Engagement Scale and Farley's Communication Assessment Questionnaire, along with descriptive and bivariate analyses. Job vigor was negatively associated with the level of informed communication and indirect communication, whereas greater job dedication was found to be associated with more informed communication. Additionally, a statistically significant correlation between years of experience and vigor and absorption was noted, although age did not demonstrate the same relationship. Ultimately, nurse characteristics played an important role in the perception of communication in the work environment and in job enthusiasm. Nurse administrators must create a culture that values communication and communicate skillfully using various methods to meet the needs of different employees.

Study Engagement in University Students: a Confirmatory Factor Analysis of the Utrecht Work Engagement Scale with Greek Students

Study Engagement in University Students: a Confirmatory Factor Analysis of the Utrecht Work Engagement Scale with Greek Students

Burnout, resilience and work engagement among Dutch intensivists in the aftermath of the COVID-19 crisis: A nationwide survey.

The COVID-19 crisis put a strain on intensive care resources everywhere in the world increasing the risk of burnout. Previously, the prevalence of burnout among Dutch intensivists was found to be low. Engagement and resilience among intensivists have not previously been studied quantitatively, however, both are related to burnout and provide a possible way to mitigate burnout. Our objective was to study burnout and its association with work engagement and resilience among Dutch intensivists in the aftermath of the COVID-19 crisis. An online questionnaire was sent to all Dutch intensivists. The questionnaire consisted of questions on personal and work-related characteristics and validated questionnaires: the Maslach Burnout Inventory, the Utrecht Work Engagement Scale, and the Resilience Evaluation Scale. The response rate was 27.2% with 162 evaluable responses. Thirteen respondents (8.0%) were classified as having burnout, 63 (38.9%) respondents were reporting high work engagement. Burnout was found to be negatively associated with both work engagement and resilience. In the aftermath of the 2020 COVID-19 crisis, we found a raised prevalence of burnout among intensivists, however this is still low in international comparisons. Intensivists with burnout scored low on resilience and low on work engagement.

The relative importance of reputation and pride as predictors of employee turnover in an academic medical center.

Past research shows a dual role of organizational reputation in an employment context. Prospective and current employees are affected by public perceptions of their employer, as affiliation with an employer widely known for its positive achievements boosts organization-based self-esteem whereas a poor reputation leads to decreased self-esteem and disassociation. Another key construct is engagement, which relates to employee enthusiasm and their attitude toward the organization and their interest in finding employment elsewhere. The current study examined relationships between engagement, organizational pride, perceived departmental and institutional reputation, and turnover intentions in employees at an academic medical center. Participants were 241 faculty, staff, and trainees (63.9% women) in a clinical department at an academic medical center who completed an anonymous online survey that contained the Utrecht Work Engagement Scale, as well as questions about pride, reputation, and turnover intentions. Relationships between engagement, organizational pride, perceived departmental and institutional reputation, and turnover intentions were explored. To determine whether employee engagement mediates the relationship between various predictors and turnover intentions, exploratory mediation models were examined. All of the variables were significantly correlated with each other. Perception of departmental reputation was more strongly associated with engagement, pride, and turnover intentions than was institutional reputation. Engagement fully mediated the relationship between perceived institutional reputation and turnover intentions and partially mediated relationships between departmental reputation and turnover intentions and between pride and turnover intentions. The findings suggest that perception of one's department may be more important to engagement and pride than perception of the larger institution. Furthermore, relationships between pride and reputation and turnover intentions in an academic medical center appear to be, at least partially, mediated through engagement. In contrast to common practice, turnover reduction efforts might be more effective if they enhance perceived departmental, rather than institutional, reputation.

Psychological Flexibility and Its Relationship to Distress and Work Engagement Among Intensive Care Medical Staff.

Intensive care settings place specific work-related demands on health care professionals that may elicit stress and negatively influence occupational health and work engagement. Psychological flexibility has emerged as a promising construct that could help explain variation in reported health. Understanding the role of psychological flexibility in occupational psychological health among intensive care medical staff may potentially guide the development of effective interventions. Thus, the present study evaluated the relationships between psychological flexibility (Work-related Acceptance and Action Questionnaire), distress (Perceived Stress Scale, General Health Questionnaire) and work engagement (Utrecht Work Engagement Scale) in a sample of 144 health care professionals from one adult (ICU, N = 98) and one pediatric (PICU, N = 46) intensive care unit. In addition to cross-sectional analyses, a subset of data (PICU, N = 46) was analyzed using a longitudinal design. Results illustrated that higher levels of distress were associated with lower levels of work engagement. Furthermore, psychological flexibility was related to greater work engagement, and psychological flexibility had a significant indirect effect on the relationship between distress and work engagement. Lastly, increased psychological flexibility over time corresponded with increased work engagement. Although tentative, the results suggest the importance of psychological flexibility for work engagement in health care professionals within intensive care settings.

The Influence of Physical Activity, Anxiety, Resilience and Engagement on the Optimism of Older Adults.

The purpose of this study was to learn how physical activity, anxiety, resilience and engagement can influence optimism in older adults. An observational, quantitative, descriptive and transversal design was used with non-probabilistic sampling. A descriptive statistical analysis of the sample, Cronbach’s alpha test of internal consistency and linear correlation using Pearson’s correlation coefficient (r) were performed. In addition, a t-Student test, analysis of variance (ANOVA), Kolmogorov–Smirnov test of normality and Levene test of homogeneity, as well as a multivariate linear regression model, were conducted. Participants who had not engaged in physical activity showed an increased total anxiety and significantly greater decrease in concentration compared to those who had engaged in physical activity. The Revised Life Orientation Test (LOT-R), Utrecht Work Engagement Scale (UWES) and resilience of participants who had not engaged in physical activity were significantly lower than those of the participants who had engaged in physical activity. Those with a partner showed significantly lower decreases in concentration compared to single women. Regarding UWES, the current scores and dedication of couples were significantly higher than singles, as for resilience. In addition, the levels of pessimism in participants living on the coast were significantly higher compared to those living inland; in addition, a greater number of days with less anxiety is seen in those who performed physical activity. A multivariate linear regression model, F(7, 349) = 30.6, p < 0.001, explained 38% of the variance of LOT-R; those attending a public center had a lower LOT-R than those who did not, and high values of anxiety were associated with low levels of LOT-R, while high values of resilience were associated with high values of LOT-R. The results from the study provide support for future programs for older adults, in order to be able to determine in a much more precise way the objectives of programs intended for users of this age group.

The Relationship Among Organizational Identity, Psychological Resilience and Work Engagement of the First-Line Nurses in the Prevention and Control of COVID-19 Based on Structural Equation Model.

PurposeTo explore how the organizational identity and psychological resilience affect work engagement of the front-line nurses in the prevention and control of coronavirus disease 2019 (COVID-19) and to establish the relationship model based on these factors.Material and MethodsConvenience sampling was applied to collect questionnaire samples from 216 nurses (from 12 cities in 6 provinces). General information questionnaires, organizational identity scale (OIQ), psychological resilience scale (CD-RISC), and Utrecht Work Engagement Scale (UWES) were used as tools for data collection.ResultsBoth organizational identification and psychological resilience had a positive impact on work engagement (r=0.457~0.669). The structural equation model indicated that psychological resilience had a significant partial mediating effect on the relationship between organizational identity and work engagement; the mediating effect value was 0.25, the overall effect value of work engagement was 0.73, and the mediating effect accounted for 34.2%.ConclusionOur results revealed that organizational identity could directly affect nursing. It can also indirectly affect nurses’ work engagement through the intermediary role of psychological resilience. In face of the COVID-19 epidemic, hospitals and nursing managers could improve the level of nurses’ job involvement by improving organizational identity, which in turn may have a positive effect on psychological resilience.