Utrecht Work Engagement Scale Research Articles

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

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

Burnout and Professional Engagement during the COVID-19 Pandemic among Nursing Students without Clinical Experience: A Cross-Sectional Study.

Burnout affects many healthcare professionals, especially nurses, causing serious health problems and disrupting the work environment. Academic burnout may also be experienced, leading students to feel unable to cope with their education. As a result, they may lose interest and even consider abandoning their studies. Hence, burnout syndrome can affect both the mental health and the professional future of those affected. To evaluate academic burnout in nursing students who had no clinical experience before starting their practical training, a cross-sectional study involving 212 third-year nursing students at the University of Granada was conducted. Data were collected using the Granada Burnout Questionnaire, the Utrecht Work Engagement Scale, the NEO Five-Factor Inventory, the Hospital Anxiety and Depression Scale, and the Fear of CoronaVirus-19 Scale. High levels of burnout were present in 37.8% of the students. Moreover, 21.5% and 8.7% had borderline cases of anxiety or depression, respectively. Another 30.8% and 9.2%, respectively, were considered likely to present these conditions. According to the predictive models of burnout dimensions obtained, neuroticism is a predictor of all three burnout dimensions. Furthermore, anxiety, depression, extraversion, responsibility and engagement are predictors of some dimensions of the syndrome. Many nursing students present high levels of burnout, which is related to certain personality variables and to the presence of anxiety and/or depression. The level of professional engagement is inversely associated with the impact of burnout. The participants in this study have normalised their return to the pre-pandemic study routine (in-person classes), and fear of COVID-19 was not a significant predictor of any dimension of burnout.

Professional Identity Makes More Work Well-Being Among In-Service Teachers: Mediating Roles of Job Crafting and Work Engagement.

Though the positive association between well-being and professional identity among employees is well-document, the internal mechanism underlying this association is known little. Guided by self-determination theory (SDT) and the job demands-resources (JD-R) model, this study examined the roles of job crafting and work engagement in mediating the association between professional identity and workplace well-being. We surveyed 2090 teachers (including Primary, Middle, and High School teachers) (M age = 39.42years; SD = 8.72). Teachers completed a series of questionnaires, such as the Teachers' Professional Identity Scale, Employee's Workplace Well-being Scale, Job Crafting Scale, and Utrecht Work Engagement Scale. We controlled age, teaching age, and gender covariates to get conservative predictions. Multiple mediation analyses were utilized in this study to prove that: (a) professional identity was positively linked to workplace well-being; (b) both job crafting and work engagement take mediator roles in associating the relationships between professional identity and workplace well-being; and (c) a serial indirect pathway (professional identity → job crafting → work engagement → workplace well-being) emerged. These findings explore the factors that affect well-being and point to potential ways in enhancing teachers' workplace well-being even when the task is severe.

The Role of Job Crafting in mediating the effect of servant leadership and employee engagement: An Empirical Study of the Service Sector in Malaysia

In Malaysia, there has been relatively little empirical study on servant leadership, particularly in relation to job engagement and job crafting. Research has found that leadership has a significant impact on employee engagement, which in turn influences organizational performance. In order to better understand how servant leadership affects employee engagement, this study looks at how job crafting, as mediating factor, influences the former two variables in the Malaysian service industry. An online survey was used in this study to purposively sample 154 employees of the service industry in the Klang Valley, Malaysia. Servant Leadership Measures (SL-7), Work Crafting Questionnaire (JCQ), and Utrecht Work Engagement Scale (UWES-9) are the respective instruments utilized in this study to assess servant leadership, job crafting, and employee engagement. The data was analyzed using the partial least squares structural equation modeling (PLS-SEM) method, and the findings demonstrated that servant leadership and job crafting significantly increase employee engagement in the service industry. A partial mediation analysis of the link between servant leadership and employee engagement showed that job crafting mediates this association positively. The results indicate that servant leadership is a successful leadership style that raises employee job engagement and nurtures their enthusiasm for work through job crafting. The study's findings are significant in that they give practitioners and organizations insight into the need for the servant leadership idea in various circumstances. This is due to its capacity to promote organizational and employee growth. In addition to fostering great team dynamics, servant leadership has the power to completely reshape cultures and organization.

Changes in work conditions and well-being among healthcare professionals in long-term care settings in the Netherlands during the COVID-19 pandemic: a longitudinal study

BackgroundHealthcare professionals working in long-term care facilities reported heavy job demands and a lack of job resources during the 2019 coronavirus disease (COVID-19) pandemic. However, how job demands and resources in these facilities changed during the pandemic, and how possible changes affected professionals’ work-related well-being, remains unclear. Thus, we explored changes in job demands and resources in the face of surging COVID-19 infection rates, and investigated associations of these changes with changes in burnout and work engagement, among healthcare professionals working in long-term care facilities in the Netherlands.MethodsThis longitudinal study was conducted with healthcare professionals working in five long-term care facilities in the Netherlands. Data were collected in early and late 2021, when infection rates in long-term care facilities were low and high (mean, 29.1 and 275.4 infections/day), respectively. In total, 173 healthcare professionals completed the validated Job Demands and Resources Questionnaire, Copenhagen Burnout Inventory, and Utrecht Work Engagement Scale at both timepoints. We performed paired-samples t tests to examine changes in job demands and resources, and fixed-effects linear regression analyses to examine associations of within-person changes in job demands and resources with those in burnout and work engagement.ResultsHealthcare professionals perceived increased workloads, associated with increased burnout and decreased work engagement during the study period. Within-person increases in perceived collegial support were associated positively with work engagement and negatively with burnout symptoms.ConclusionsHealthcare professionals in long-term care facilities perceived increased workloads in the wake of surging infection rates during the COVID-19 pandemic, resulting in increased burnout and decreased work engagement. These changes in burnout and work engagement were also perceived in response to declining collegial support. Efforts to protect the work-related well-being of healthcare professionals working in long-term care facilities in the pandemic context that focus on workload reduction and the promotion of collegial support may be most beneficial.

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

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

Work Engagement in Portugal´s National Continues Care Network Professionals

The national network of integrated continuing care is one of the most recent responses of the Portuguese National Health System. It is therefore crucial to carry out studies that assess this response, but also focus on the professionals who ensure the provision of care on a daily basis. Knowledge about work engagement of professionals is essential to improve the quality of these organizations. Work Engagement is an indicator of the relationship between the professionals and the work environment and is an important factor in performance and productivity. The aim of this study was to evaluate levels of engagement among these professionals. The data collection instrument consisted of a sociodemographic and professional questionnaire, and the Utrecht Work Engagement Scale short version (UWES-9) by Schaufeli and Bakker (2003), translated and adapted for the Portuguese population by Sinval et al. (2018). In a universe of about 1000 professionals from different units, 240 individuals were studied. The results obtained show that professionals have high work engagement values. There were statistically significant differences in the means of work engagement, taking into account the sociodemographic variables, marital status (F=-4.28; p=0.006) and age group (F=3.476; p=0.009) and socio-professional, classification in the remuneration (t=-5.015; p&lt;0.001), professional experience (t=-3.343; p&lt;0.001) and professional category (F=6.385; p=0.002). Regression analyses that showed a R square determination coefficient value, obtained, 12,4% of the variance in work engagement can be explained by the demographic and job features variables.

Teachers' professional identity and job burnout: The mediating roles of work engagement and psychological capital

AbstractTeacher burnout refers to teachers’ inability to cope with work stress smoothly. Previous studies have revealed that job burnout is negatively related to professional identity; however, little is known about the mechanism underlying the relationship between teacher professional identity and job burnout. This study tested the mediating effects of work engagement and psychological capital in the relationship between professional identity and job burnout. A descriptive correlational design was employed. Measures included the Professional Identity Scale, Utrecht Work Engagement Scale, Psychological Capital Questionnaire, and Professional Quality of Life Scale. A total of 3147 primary and secondary school teachers in China, of which 2220 were women (70.5%) and 927 were men (29.5%), with an average age of 39 years (SD = 8.74), completed the questionnaire survey. SPSS PROCESS macro (version 21) was used to explore the mediating roles of work engagement and psychological capital in the relationship between professional identity and job burnout. Professional identity, work engagement, and psychological capital significantly negatively affected job burnout. Work engagement and psychological capital, when occurring in parallel or sequentially, partially mediated the relationship between professional identity and job burnout. Job burnout among teachers with high professional identity can be eliminated by increasing work involvement and promoting exercise to improve their psychological capital. These findings provide implications for preventing burnout among teachers in the future.

Worksite exercise intervention for hospital health care providers: Outcomes and resource utilization of a pilot study

ObjectivesWorkplace exercise has been demonstrated to improve health outcomes and productivity. Hospital staffs may have a large potential to benefit from workplace exercise; however, implementation of workplace exercise faces the challenges of the workflow in hospitals. This study aimed to explore the economic and productivity consequences of a 12-week exercise intervention for hospital health care providers in a Danish hospital department. MethodsThe outcome measures included the costs of providing the intervention, sick leave, self-reported quality of life (EQ-5D-5 L), work engagement (Utrecht Work Engagement Scale), and employees’ workplace social capital. Ordinary Least Squares and Generalized Linear Models were employed to assess whether the extent of participation in the intervention was associated with the outcome measures. ResultsA total of 80 participants completed an average of 9 sessions during the 12-week study period, at an estimated mean cost of €77 per person. Increasing number of exercise sessions was associated with improvements on the pain domain of the EQ-5D-5 L (mean (SD) -0.2570 (0.723), p = 0.0049), and with improved work engagement (by 4.6%) over the intervention period. We found no significant associations between exercise session participation and the other outcome measures. ConclusionsThe pilot study demonstrates relatively high acceptance of a worksite exercise program at a hospital, at a relatively low cost, with several important directions in outcomes. Further work should explore whether these results can be replicated in a larger, randomized trial.

The Relationship Between Nurses’ Work Effectiveness and Work Engagement

Background: Nurses significantly contribute to the healthcare system, constituting the highest number of healthcare staff. A positive attitude or mindset at work increases the ability to carry out the organization’s duties, tasks, and plans. This study investigates the relationship between work effectiveness and work engagement of nurses in the selected hospitals affiliated with Iran University of Medical Sciences (IUMS), Tehran City, Iran, in 2021. Methods: This descriptive cross-sectional study has employed a correlational design. A total of 255 nurses working in selected hospitals affiliated with IUMS were recruited through proportionate stratified sampling. The study data were collected using the utrecht work engagement scale (UWES) and conditions for work effectiveness questionnaire II (CWEQ-II). Statistical analyses involved descriptive statistics, the independent t-test, analysis of variance, the Pearson correlation, and regression in SPSS software, version 22. The significance level was set at P&lt;0.05. Results: The Mean±SD work effectiveness among nurses was found to be 37.31±7.41, indicating their medium-to-high work effectiveness. Also, their Mean±SD work engagement was 68.96±15.48, indicating the high work engagement of nurses. There was also a significant positive relationship (r=0.656, P&lt;0.001) between the total work effectiveness score and work engagement. The results showed that the “support” dimension of work effectiveness exhibited the highest correlation with work engagement (r=0.606, P&lt;0.001). Also, the “absorption by work” dimension of work engagement had the highest correlation with work effectiveness (r=0.653, P&lt;0.001). Conclusion: According to the study results, increasing the work effectiveness of nurses necessitates the creation of a positive attitude and perspective through managerial actions.

Impact of Job Crafting Intervention on Psychological Empowerment, Work Engagement, and Affective Well-being in Teachers

Organizations are under a lot of pressure to survive in the ever-changing world of competition. Human resources are a critical aspect for which there is no substitute. Job crafting is a component that can assist employees to improve the positive aspects of their work while reducing the negative aspects' impact. The study's main goal is to see how a job crafting intervention affects employees' psychological empowerment, work engagement, and affective well-being. It is a quasi-experimental design including both experimental and control groups. The population consists of teachers. Job crafting intervention was provided to the employees. It consists of six core elements including three sessions and pre-post testing taking a total of the six-week time period. Pre-testing and post-testing were done by using the Job Crafting questionnaire developed by Tims et al. (2012), Psychological Empowerment Scale (Spreitzer, 1995), Utrecht Work Engagement Scale (UWES; Schaufeli et al., 2006) and Job-related Affective Well-being Scale, JAWS (Van Katwyk et al., 2000). A paired sample t-test was run to see the effect of job crafting intervention on job crafting, psychological empowerment, work engagement, and affective well-being. The results were positive and significant. The relationship between job crafting, psychological empowerment, work engagement, and affective well-being was also assessed and there was a positive and significant correlation. The job crafting training can make it achievable to initiate employees’ active job crafting behavior and work engagement. Employers should recognize the need to assist and motivate staff to maximize their resources and meet their challenges.

Criteria for detection of possible risk factors for mental health problems in undergraduate university students.

Developing approaches for early detection of possible risk clusters for mental health problems among undergraduate university students is warranted to reduce the duration of untreated illness (DUI). However, little is known about indicators of need for care by others. Herein, we aimed to clarify the specific value of study engagement and lifestyle habit variables in predicting potentially high-risk cluster of mental health problems among undergraduate university students. This cross-sectional study used a web-based demographic questionnaire [the Utrecht Work Engagement Scale for Students (UWES-S-J)] as study engagement scale. Moreover, information regarding life habits such as sleep duration and meal frequency, along with mental health problems such as depression and fatigue were also collected. Students with both mental health problems were classified as high risk. Characteristics of students in the two groups were compared. Univariate logistic regression was performed to identify predictors of membership. Receiver Operating Characteristic (ROC) curve was used to clarify the specific values that differentiated the groups in terms of significant predictors in univariate logistic analysis. Cut-off point was calculated using Youden index. Statistical significance was set at p < 0.05. A total of 1,644 students were assessed, and 30.1% were classified as high-risk for mental health problems. Significant differences were found between the two groups in terms of sex, age, study engagement, weekday sleep duration, and meal frequency. In the ROC curve, students who had lower study engagement with UWES-S-J score < 37.5 points (sensitivity, 81.5%; specificity, 38.0%), <6 h sleep duration on weekdays (sensitivity, 82.0%; specificity, 24.0%), and < 2.5 times of meals per day (sensitivity, 73.3%; specificity, 35.8%), were more likely to be classified into the high-risk group for mental health problems. Academic staff should detect students who meet these criteria at the earliest and provide mental health support to reduce DUI among undergraduate university students.

A video processing and machine learning based method for evaluating safety-critical operator engagement in a motorway control room

In safety-critical automatic systems, safety can be compromised if operators lack engagement. Effective detection of undesirable engagement states can inform the design of interventions for enhancing engagement. However, the existing engagement measurement methods suffer from several limitations which damage their effectiveness in the work environment. A novel engagement evaluation methodology, which adopts Artificial Intelligence (AI) technologies, has been proposed. It was developed using motorway control room operators as subjects. Openpose and Open Source Computer Vision Library (OpenCV) were used to estimate the body postures of operators, then a Support Vector Machine (SVM) was utilised to build the engagement evaluation model based on discrete states of operator engagement. The average accuracy of the evaluation results reached 0.89 and the weighted average precision, recall, and F1-score were all above 0.84. This study emphasises the importance of specific data labelling when measuring typical engagement states, forming the basis for potential control room improvements. Practitioner summary: This study demonstrates an automatic, real-time, objective, and relatively unobtrusive method for measuring dynamic operator engagement states. Computer vision technologies were used to estimate body posture, then machine learning (ML) was utilised to build the engagement evaluation model. The overall evaluation shows the effectiveness of this framework. Abbreviations: AI: Artificial Intelligence; OpenCV: Open Source Computer Vision Library; SVM: Support Vector Machine; UWES: Utrecht Work Engagement Scale; ISA Engagement Scale: Intellectual, Social, Affective Engagement Scale; DSSQ: Dundee Stress State Questionnaire; SSSQ: Short Stress State Questionnaire; EEG: electroencephalography; ECG: Electrocardiography; VMOE: Video-based Measurement for Operator Engagement; CMU: Carnegie Mellon University; CNN: Convolutional Neural Network; 2D: two dimensional; ML: Machine learning.

Servant leadership behaviour of head nurse assessment and its linkage with nurse work engagement in China.

To assess the servant leadership behaviour of head nurse and its linkage with nurse work engagement in China. A cross-sectional study. A anonymous investigation with the stratified cluster randomized sampling of nurse was conducted in Hunan Province of China in December 2020. We administered the Perceived Head Nurse Service Leadership Behaviour Scale and the Chinese version of Utrecht work engagement scale to survey, and analyse its relationships by multiple linear regression. A number of 890 nurses participated in this study. The average score of the perceived servant leadership of head nurse reported by nurses was 78.90 ± 14.04, which was at a medium level. Among its six dimensions, the dimension of promote nurse development scored highest (16.04 ± 2.84), while the dimension of dedication scored lowest (11.39 ± 2.46). Official nurses reported higher perceived servant leadership scores of head nurses than those who were employed and temporary nurses (b = 1.727, 95% CI: 0.054-3.400); nurses in tertiary hospitals reported higher perceived servant leadership scores of head nurses than nurses in primary and secondary hospitals (b = 2.703, 95% CI: 0.305-5.100); and lower perceived servant leadership scores were associated with nurses' job overtime (b = -4.935, 95% CI: -6.891 to -2.978). Nurses' perceived servant leadership of head nurses were positively associated with nurses' work engagement (r = 0.336, p < .05). Multiple linear regression analysis indicated that the perceived servant leadership of head nurse affected nurses' work engagement strongly (b = 0.585, 95% CI: 0.479-0.691). The servant leadership behaviour of head nurse in China was at the medium level, which was positively associated with nurses' work engagement. Further research should improve the power of the servant leadership behaviour of head nurse by integrating additional training, policies and support. It is time to consider the servant leadership behaviour of head nurses and its linkage with nurses' work engagement in China seriously, and address the policies, guidelines, curriculum, and practice culture. The study was conducted to explore the situation of servant leadership behaviour of head nurses and its linkage with nurses' work engagement in China, which did not include input from the public or the intended participants.

Causal Modelling of Factors Influencing Quality of Nursing Care in China

The quality of nursing care is essential and contributes to restoring people’s health and well-being, especially when people are hospitalized. Various factors relating to the quality of nursing care have been identified, including nursing shortages. However, in China, there has been little research undertaken on factors influencing nursing care quality. This cross-sectional study aimed to develop and test the Chinese Model of Quality Nursing Care. A multi-stage, proportional stratified random sampling was used to recruit 784 registered nurses in three affiliated hospitals of a medical university in the People’s Republic of China. Eight Instruments were used for data collection: a demographic data form, the Good Nursing Care Scale, the Nurse Staffing Item, the Practice Environment Scale of the Nursing Work Index, the 3-item Utrecht Work Engagement Scale, the Psychological Empowerment Scale, the High-performance Work Systems Scale, the 8-item Survey of Perceived Organizational Support. In addition, the Analysis of Moment Structure software program was used to test the hypothesized model. Results indicated that the modified model fitted the empirical data and explained 31% of the variance in the quality of nursing care. Nursing practice environment, psychological empowerment and work engagement had positive direct effects on the quality of nursing care, with the nursing practice environment having the strongest total effect. Nursing practice environment, high-performance work systems, and perceived organizational support indirectly positively affected the quality of nursing care through psychological empowerment and work engagement. Unexpectedly, the patient-to-nurse ratio had no significant influence on the quality of nursing care. The results support the need for hospital managers to take action to improve the organizational support and work environment and create high-performance work systems to retain more nurses and midwives to enhance the quality of nursing care. The model requires further testing in practice and possible refinement.

TO EXAMINE THE WORK COMMITMENT AND PSYCHOLOGICAL FLEXIBILITY LEVELS OF UNIVERSITY STUFF WHO PARTICIPATE IN YOGA ACTIVITIES AS A RECREATIONAL EXPERIENCE

The aim of this research is to examine the work engagement and psychological flexibility levels of university staff who participate in yoga activities. In this study, a random design with the pretest-posttest control group, which is one of the real experimental designs, was used. The sample of the study consisted of 24 female staff working at the university. Data collection tools to be used in the research are Utrecht Work Engagement Scale and Psychological Flexibility Scales. The study lasted for 12 weeks. Data were analyzed with the SPSS program, and Wilcoxon and Correlation tests were applied. As a result, there is a significant difference between the participants in the experimental group's Psychological Flexibility pre-test and post-test scores. There was no significant difference between the participants in the experiment groups' Work Engagement pre-test and post-test scores. It can be said that regular yoga practices can have positive effects on psychological flexibility as well as increase work engagement. Longer and more frequent applications are recommended.

Factors predicting proactive work behaviors among nurses: A descriptive predictive study.

This study examined the level of proactive work behavior and predictability of education level, work engagement, transformational leadership of nurse managers, and organizational support on proactive work behaviors among nurses. Nurses face many challenges to provide quality nursing care as numbers of patients increase in particular as a result of COVID-19 and human resource shortages worldwide, this includes Myanmar. Proactive work behavior is a critical factor in providing quality nursing care. We collected data from 183 registered nurses in four university-affiliated general hospitals in Myanmar by using stratified random sampling. Instruments included the Utrecht Work Engagement Scale, the Global Transformational Leadership Scale, the Survey of Perceived Organizational Support, and the Proactive Work Behavior Scale. Descriptive statistics and multiple regression were used to analyze data. Findings are reported according to the STROBE checklist. The overall level of proactive work behavior was perceived as moderate. Transformational leadership and work engagement were significant predictors of proactive work behaviors of nurses, explaining 33.0% of the total variance. Findings provide that both transformational leadership and work engagement are significant predictors of proactive work behaviors which are important for improving the quality of patient care and organizational outcomes. Nurse administrators and hospital directors should encourage nurses to voice ideas for improving the standard of work, provide opportunities for generating ideas, support resources for taking charge and preventing problems whilst also supporting the promotion of nurse managers' transformational leadership and nurses' work engagement.

The Influence of Job Crafting Training on Employee Work Engagement in General Elections Commission Purwakarta

The purpose of this study was to see the influence of job crafting training on employee work engagement in General Elections Commission districts Purwakarta before and after job crafting training. The sample in the study consisted twelve employees of General Elections Commission districts Purwakarta. The research used mixed methods research. The design used in this study is quasi-experimental (i.e., intervention group, N = 6, and a control group, N = 6). The research data were obtained from the UWES-17 (Utrecht Work Engagement Scale) [23]. The data processed with Wilcoxon and Mann-Whitney U statistic test. This study shows that job crafting training enhances work engagement in General Elections Commission district Purwakarta. This study suggests the agencies to provide job crafting training to all employees of General Elections Commission districts Purwakarta as an effort that can be to increase work engagement.

Job Insecurity, Grit and Work Engagement in The Hospitality Industry During Covid-19

This research was conducted to identify the influence of job insecurity and grit toward work engagement on 276 hospitality employees during the COVID-19 pandemic. It consisted of 81 male respondents and 195 female respondents. The sampling technique used was the purposive sampling technique, which has specific criteria. Those criteria are hospitality workers in hotels, the food and beverage industry, administration, marketing, travel, transportation, and housekeeping companies in Jakarta. This research used three measurement tools, namely, the Utrecht Work Engagement Scale (17 items; a = .856), the Job Insecurity Scale (9 items; a = .887), and the Grit Scale (12 items; a = .797). Multiple linear regression was used as a data analysis method. The findings indicated that during the COVID-19 pandemic, job insecurity and grit had an impact on the level of work engagement among hospitality employees. Job insecurity and grit both significantly affect how motivated people are at work in the hospitality industry. Employees’ job insecurity and grit have a positive relationship that can raise the value of work engagement. Therefore, decreasing job insecurity calls for high levels of grit and work engagement to keep employee positions within the organization. The strongest correlation was found between the dimensions of grit (perseverance of effort) and work engagement (dedication). Unlike this research, which was conducted on hospitality workers, the previous research was conducted on general workers. They expected the best performance, including maintaining a friendly smile and offering the best service in all circumstances while the pandemic was ongoing.

A cross-sectional study of clinical emergency department nurses’ occupational stress, job involvement and team resilience

IntroductionThe occupational stress of clinical nurses has drawn increasing attention. It has been proven that occupational stress is related to job involvement, and job involvement affects team resilience. However, research on the relationship between emergency nurses’ occupational stress, job involvement and team resilience is lacking. AimTo explore relationships between occupational stress, job involvement, and team resilience among a sample of emergency nurses and determined significant influencing factors of occupational stress in emergency departments. MethodsIn four hospitals in Shandong, China, 187 emergency room nurses participated in a study. The Utrecht Work Engagement Scale, the Chinese version of the Stressors Scale for Emergency Nurses, and a scale for evaluating the team resilience of medical professionals were used to collect data. ResultsThe overall occupational stress score of nurses working in the emergency departments in Shandong province was 81.07 ± 25.80. The results of Single-factor analysis demonstrated that the scores indicating the occupational stress for emergency nurses differed significantly with respect to age, education level, marital status, children, professional title, work experience and work shift (P < 0.05). Additionally, there is a negative correlation between job involvement and team resilience and occupational stress. Multiple linear regression results showed that the job involvement, team resilience and work shift were statistically significant influencing factors of the level of occupational stress (change R2 = 17.5 %, F = 5.386, P < 0.001). ConclusionsStronger team resilience and more active job involvement resulted in lower occupational stress levels experienced by emergency nurses.