Work Engagement Of Nurses Research Articles

Mediating effect of work engagement between job characteristics and nursing performance among general hospital nurses

Abstract Objective This study aimed to determine the effects of job characteristics and work engagement on the nursing performance of nurses working in general hospitals. Methods Data were collected from 169 nurses who are working in a general hospital in South Korea by using a cross-sectional descriptive survey design. Results Nurses’ job characteristics and work engagement showed positive effects on nursing performance. This effect was magnified when work engagement was used as a mediating variable. Conclusions The findings elucidate the factors influencing job performance and provide managers with important information for developing programs to improve the job skills and work engagement of nurses.

The relationship between HIWPs and nurse work engagement: the role of job crafting and supervisor support

The purpose of this paper is to provide a mediation explanation of the relationship between HRM and nurse work engagement. The study contributes to understanding how high involvement work practices (HIWPs) relate to nurse work engagement by analysing the mediating role played by job crafting. The study also considers the importance of supervisor support as a moderator in the mediated relationship. The study was based on an anonymous online survey of 2,984 nurses employed in Australia. Analysis confirms the hypothesised relationships in that job crafting was found to mediate the positive relationship between HIWPs and work engagement. Further, supervisor support moderated the indirect relationship between HIWPs and work engagement through job crafting, such that the indirect effect was stronger under increasing levels of supervisor support. The results have implications for the importance of HIWPs on job crafting for nurses who carry out many professional roles simultaneously. Furthermore, the research highlights the role that supervisors play in encouraging and managing nurses who take advantage of HIWP opportunities to shape, mould and redefine their jobs.

Work Engagement in Nurses during The Covid-19 Pandemic: A Literature Review

In this research we aim to determine the factors that influence the nurse’ work engagement to be a foundation of knowledge to guide best practice to COVID-19 pandemic healthcare. This review started with identification the main topic in work engagement. The database used in, was Google Scholar and Mendeley were limited to publish from 2019-2021. The review used 3 articles that fit the inclusion criteria. This review found that front-line perceived low stress and work load, but high work engagement. The difference in work engagement of nurses working on the frontlines of the COVID-19 situation depend on their social characteristics and support. In addition, organizational identity could directly affect nursing. It can also indirectly impact nurses’ work engagement through the psychological resilience.

The Effect of Psychological Capital on Work Engagement of Nurse at Pertiwi Hospital in Makassar City

One of the professions that requires high work engagement is a nurse. Psychological capital is one of the factors that can influence a person to feel more attached to the work being done. This study aims to determine whether there is an effect of psychological capital on work engagement of nurses at Pertiwi Hospital Makassar City. The definition of psychological capital in this study uses the theory from Luthans (2007) and work engagement uses the theory from Schaufeli & Bakker (2002). This research was conducted on 71 nurses who worked at Pertiwi Hospital Makassar. The sampling technique used by researchers is cluster random sampling. The data collection tool in this study used a questionnaire in the form of the PsyCap Questionnaire scale to measure psychological capital (PCQ) and the Utrech Work Engagement Scale (UWES) to measure work engagement. Based on research conducted at Pertiwi Makassar Hospital, it can be concluded that psychological capital has a significant positive effect on work engagement, namely high psychological capital will increase work engagement. On the other hand, a low psychological capital will cause a low work engagement.

The effect of perceived organizational support on the work engagement of Chinese nurses during the COVID-19: the mediating role of psychological safety

ABSTRACT The outbreak of COVID-19 undoubtedly aggravated the pressure and workload of nurses’ work, which may bring new challenges to nurses’ work engagement. This study aims to explore the factors of nurses’ work engagement, and it may provide targeted references for clinical intervention. Convenience sampling was used, and 689 nurses from Hebei and Guangxi Province in China were investigated. The results indicated that both perceived organizational support and psychological safety have direct positive impacts on nurses’ work engagement, and psychological safety mediates the relationship between perceived organizational support and work engagement. These findings provide new ideas to help nursing managers better understand how to improve work engagement.

Anforderungen, Ressourcen und Arbeitsengagement Pflegender während der zweiten Welle der COVID-19-Pandemie.

Demands, resources, and work engagement of nurses during the second wave of the COVID-19 pandemic - A cross-sectional study Abstract. Background: Nurses are assigned a key role in managing the COVID-19 pandemic. Of particular importance is their work engagement, depending on job demands and resources. So far, there have only been scattered and first-wave related indications of nurses' job demands, resources and work engagement in Germany during the pandemic. Aim: To systematically assess key job demands, key job resources and work engagement of nursing staff for the second wave of the COVID-19 pandemic, also differentiating between various groups of nurses. Method: The study was realized in a cross-sectional design and included nurses in direct health care settings in Germany. Data was collected with an online questionnaire using valid and reliable measures during the second wave of the pandemic. The dataset for analyses comprised 1027 cases in total. Results: Regarding demands, work overload was even higher than before the pandemic, but work-life interferences were less pronounced. Nurses' resource architecture was not fundamentally changed by the pandemic, but interpersonal relationships and autonomy were rated more positively. Domiciliary care workers assessed demands and resources more positively than nurses in nursing homes or hospitals, whereas nurses caring for COVID-19 patients evaluated demands and resources more critically. Nurses' work engagement was higher during the second pandemic wave than in the first wave, but still low overall. Conclusions: Due to the importance of work engagement for nurses' health and performance and thus the quality of care, demands and resources must be further improved. Starting points are, e. g., fostering team cohesion, strengthening autonomy, and managing workload.

Curvilinear relationship between emotional labour and work engagement in nurses: A correlational study.

To examine if there was a curvilinear relationship between emotional labour and work engagement in Chinese nurses. Emotional labour has both positive and negative effects on work engagement, but the curve relationship between the two has not been tested. Correlational design. Multi-stage stratified random sampling was used to recruit samples, and 528 nurses from 5 tertiary first-class general hospitals were recruited in Henan Province. Data were collected by using Hong and Kim's Emotional Labor Scale for nurse and the Utrecht Work Engagement Scale-9. Curve estimation was used to explore the functional model between emotional labour and work engagement. Results were reported according to the STROBE Statement. The three dimensions of emotional labour, 'emotional control effort in profession', 'patient-focused emotional suppression' and 'emotional pretense by norms', had a function relationship of quadratic (R2 =.57, p<.001), quadratic (R2 =.569, p<.001) and cubic (R2 =.238, p<.001), respectively, with work engagement. There was a one-way increasing quadratic function relationship between 'emotional control effort in profession' and work engagement. However, 'patient-focused emotion suppression' and 'emotional pretense by norms' had an inverted U-shaped curve relationship with work engagement. Below the moderate level, 'patient-focused emotion suppression' and 'emotional pretense by norms' were positively related to work engagement. After a certain level, they were negatively related to work engagement. Our results may provide evidences to manage nurses' emotional labour and improve their work engagement. It seems that encouraging or training nurses to learn and master more strategies of emotional control may improve work engagement. Moreover, nursing managers should fully recognise the positive and negative effects of different levels of emotional suppression and emotional pretense on work engagement, so as to develop targeted management strategies.

Work Engagement in Nurses during the Covid-19 Pandemic: A Cross-Sectional Study.

In some areas of Spain, health services and professionals working in the front line against the Sars-Cov-2 virus have been widely overwhelmed at all levels. Therefore, the objective of this study was to assess the level of work engagement of Spanish nurses during the COVID-19 pandemic. A cross-sectional study was carried out. The sample consisted of 510 active nurses from all over Spain, without age exclusion, who voluntarily accepted to participate in the study. Work engagement was assessed with the 9-item Utrecht Work Engagement Scale (UWES) questionnaire, through an online questionnaire and non-probabilistic snowball sampling. The results showed a mean age of 45.9 years (SD = 10.7 years), most of them women (78.1%), and 58.5% were in primary care. The mean score for the UWES-9 questionnaire was 4.6 points (SD = 1.35). The categorical regression analysis performed revealed an R2 value of 0.75 and a significance of p < 0.01 in the sex, type of unit, and training variables. The Spanish nurses in the sample present high levels of work engagement in all dimensions in general, although the lowest mean scores are found in the vigor dimension, among men, and nurses working in hospital and critical units.

First Line Nurse Managers' Managerial Competency and its Relationship with their Staff Nurses' Work Engagement at Main Mansoura University Hospital.

Background: Managing healthcare complexity and challenges requires competent first-line nurse managers to apply their managerial functions, which are called managerial competency that can impact the achievement of hospitals, especially at the unit level. First line nurse managers are the main individual in building, preserving a healthy work setting, and achieving optimal work engagement of their staffا. Aim: The current study aims to investigate first line nurse managers' managerial competency and its relationship with their staff nurses' work engagement at Main Mansoura University Hospital. Design: A descriptive correlational design was utilized setting: The study was carried out at all general medical and surgical units at Main Mansoura University Hospital (MMUH). Subject: The total sample was 110 staff nurses. Tools: Two tools were utilized in this study, First-Line Nurse Managers' Managerial Competency Scale and Utrecht Work Engagement Scale. Results: The major findings of this study indicated that statistical significant positive relation between staff nurses' perception of their first line nurse managers' managerial competency and their work engagement. The highest percent of staff nurses showed moderate level of managerial competency and work engagement. Conclusion: Based on the results of this study, we can conclude that there is a probability of refining the work engagement of staff nurses through improving their first line nurse managers' managerial competency. Recommendations: First line nurse managers should become aware of changing their functions and responsibilities. Top-line managers should support and encourage first-line nurse managers to participate in continuing education programs. To promote staff nurses' work engagement, it is necessary to improve their first line nurse managers’ managerial competencies.

Effects of Smartphone-Based Stress Management on Improving Work Engagement Among Nurses in Vietnam: Secondary Analysis of a Three-Arm Randomized Controlled Trial.

BackgroundWork engagement is important for employee well-being and work performance. However, no intervention study has investigated the effect of an eMental Health intervention on work engagement among workers in low- and middle-income countries (LMICs).ObjectiveThe aim of the study was to examine the effects of a newly developed smartphone-based stress management program (ABC Stress Management) on improving work engagement among hospital nurses in Vietnam, an LMIC.MethodsFull-time registered nurses (n=949) were randomly assigned to one of 2 intervention groups or a control group. The intervention groups were a 6-week, 6-lesson program offering basic cognitive behavioral therapy (CBT-based stress management skills), provided in either free-choice (program A) or fixed order (program B). Work engagement was assessed at baseline and 3-month and 7-month follow-ups in each of the 3 groups.ResultsThe scores of work engagement in both intervention groups improved from baseline to 3-month follow-up, and then decreased at the 7-month follow-up, while the score steadily increased from baseline to 7-month follow-up in the control group. Program B showed a significant intervention effect on improving work engagement at the 3-month follow-up (P=.049) with a small effect size (Cohen d= 0.16; 95% CI 0.001 to 0.43]). Program A showed nonsignificant trend (d=0.13; 95% CI –0.014 to 0.41; P=.07) toward improved engagement at 3 months. Neither program achieved effectiveness at the 7-month follow-up.ConclusionsThe study demonstrated that a fixed order (program B) delivery of a smartphone-based stress management program was effective in improving work engagement in nurses in Vietnam. However, the effect was small and only temporary. Further improvement of this program is required to achieve a greater effect size and more sustained, longer lasting impact on work engagement.Trial RegistrationUniversity Hospital Medical Information Network Clinical Trials Registry UMIN000033139; tinyurl.com/55gxo253International Registered Report Identifier (IRRID)RR2-10.1136/bmjopen-2018-025138

Work Engagement:: Passion–Role Clarity Connection in a Turbulent Time

Health care team members are practicing under intense physical, emotional, relational, and social pressure during the Covid-19 pandemic. This pressure impacts their physical and mental well-being, and gives rise to questioning, positively and negatively, their reason d'etre and level of work engagement. In this unprecedented time, the practice world has been uprooted, creating serious implications for nurse leaders who work diligently to develop and sustain an engaged nursing workforce. Learning why nurses stay engaged despite adverse and difficult circumstances could generate new workforce development strategies. This article explains how linking passion to professional role clarity could deepen our understanding of nurse work engagement.

Relationship Between Work Engagement, Psychosocial Risks, and Mental Health Among Spanish Nurses: A Cross-Sectional Study.

Background: Exposure to risk factors may lead to health problems of varied nature and to an increased risk of suffering accidents at work.Objectives: The aim of this study was to evaluate the work engagement, psychosocial risks, and psychological well-being of Spanish nurses, analyzing existing relationships, and their associations with self-reported mental health problems of nurses.Methods: To this end, a cross-sectional observational study was carried out with a sample of 1,704 Spanish nurses between January 2019 and January 2020, using a self-administered questionnaire containing sociodemographic variables, the Spanish version of the Copenhagen Psychosocial Questionnaire (CoPsoQ-istas21), the Utrecht Work Engagement Scale (UWES-9), and the General Health Questionnaire (GHQ-12).Results: The Kruskal-Wallis test showed that nurses' perceptions for each of the tests significantly differed among different healthcare areas (p < 0.05). The results indicated that emergency nurses offered higher scores in all dimensions of the CoPsoQ-istas21 and GHQ-12 tests; and in primary care, nurses scored higher in all three dimensions of the UWES-9 test. In addition, self-perceived health and vigor at work were identified as predictive factors of mental health.Conclusions: A high percentage of Spanish nurses perceived a high level of psychosocial risk in the exercise of their duties and nearly 41% could suffer from some mental health-related problem. Primary Care nurses showed higher levels of work engagement and lower perception of psychosocial risks than Emergency nurses. Results may allow to identify a professional profile which is more likely to suffer from psychological distress, as both the working conditions and the work commitment expressed by nurses in their daily work are key elements in assessing the possible psychosocial risks to which they may be exposed.

Relationships between resilience, empathy, compassion fatigue, work engagement and turnover intention in haemodialysis nurses: A cross-sectional study.

To explore the relationships between resilience, empathy, compassion fatigue, work engagement and turnover intention in Chinese haemodialysis nurses. Although several studies explored nurses' turnover intention in multiple hospital wards, fewer studies focused on turnover intention and its predictors among nurses in dialysis care. We conducted a cross-sectional study and adopted a two-stage sampling method to recruit 528 Chinese haemodialysis nurses. Multiple regression analysis was performed to explore the effects of resilience, empathy, compassion fatigue and work engagement on turnover intention. The prevalence of high and exceptionally high levels of turnover intention was 59.1% and 9.0%. Compassion fatigue had the strongest significant effect on turnover intention (β=0.276), followed by work engagement (β=-0.256) and resilience (β=0.193). Haemodialysis nurses in tertiary hospitals reported significant higher levels of turnover intention than those in secondary hospitals (β=0.127). Higher levels of compassion fatigue and lower levels of resilience and work engagement can result in higher turnover intention in haemodialysis nurses. Strategies such as resilience training programme, mindfulness-based intervention and establishing a positive work environment may be effective methods to improve resilience, reduce compassion fatigue, promote work engagement and decrease turnover intention.

Influence of achievement motivation and autonomy on the work engagement of nurses working in emergency and critical care centers

Influence of achievement motivation and autonomy on the work engagement of nurses working in emergency and critical care centers

An Integrative Review of How Healthcare Organizations Can Support Hospital Nurses to Thrive at Work.

Background: Solutions that address the anticipated nursing shortage should focus on thriving at work: a positive psychological state characterized by a sense of vitality and learning, resulting in higher levels of work engagement, commitment, and wellbeing. Purpose: To synthesize international evidence on organizational factors that support hospital nurse wellbeing and to identify how the Social Embeddedness of Thriving at Work Model can support health managers to develop management approaches that enable nurses to thrive. Method: Conduct an integrative review of literature published between 2005–2019. Results: Thematic analysis identified five key themes: (1) Empowerment; (2) Mood of the organization; (3) An enabling environment; (4) Togetherness with colleagues; and (5) Leaders’ connectivity. Conclusions: The Social Embeddedness of Thriving at Work Model supports managers to develop management approaches that enable their nurses to thrive. Health managers should consider strategies to support nurses to thrive at work to improve nurse work engagement and wellbeing.

Psychosocial Risks, Work Engagement, and Job Satisfaction of Nurses During COVID-19 Pandemic.

Context: COVID-19 pandemic is a serious health emergency that has affected countries all over the world. Health emergencies are a critical psychosocial risk factor for nurses. In general, psychosocial risks constitute serious problems as they impact workers' health, productivity, and efficiency. Despite their importance, few studies analyze nurses' psychosocial risks during a health emergency caused by a pandemic or analyze their perception of the emergency and its relation to such risks.Objectives: To analyze the perception of COVID-19 by nurses, especially about measures, resources, and impact on their daily work. Also, to analyze these professionals' psychosocial risks and the relationship between perception of COVID-19 and these risks.Methods: A descriptive correlational study was performed in a convenience sample of 92 nurses from two public hospitals in the Valencian Community (Spain), (74 women, 79.1%), aged 24–63 (M = 43.37, SD = 11.58). Data were collected via an online self-completed questionnaire during the rise of the pandemic from March 29 to April 8, when the number of infections went from 78,797 to 146,690.Results: The measures and resources available about COVID-19 are relatively low, and the impact on their work is high. Similarly, the most prominent psychosocial risks appear to be emotional work and workload. In contrast, nurses' work engagement is medium, and their satisfaction is high. Finally, there seems to be a negative and significant relationship between the information available to nurses, the measures implemented, and resources with some of their psychosocial risks, and a positive one with job satisfaction and work engagement. There is also a positive and significant relationship only between the impact of COVID-19 and their work inequality, but not for other risks.Conclusions: The resources, measures, and information can be a protective factor facing nurses' psychosocial risks, especially during a pandemic. Studying the relationships between psychosocial risk and perception of a health emergency would be relevant and fundamental to protecting and caring for nurses, health professionals, and society.

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.

What Influences Work Engagement Among Registered Nurses: Implications for Evidence-Based Action.

Previous studies evaluating work engagement of nurses revealed work-related factors and nurse demographics affecting work engagement. Low work engagement yields a decrease in productivity, high turnover, loss of revenue, and, most importantly, patient safety concerns. To investigate the relationship between nurse-related and work-related variables associated with work engagement and provide a model that explains work engagement. This study employed an observational, cross-sectional study design, with 201 registered nurses working in acute care hospitals in the United States participating in the study. Four work-related and five nurse-related variables were evaluated and used in the work engagement model. A standard multiple regression was performed using the work- and nurse-related factors regressed onto work engagement. Structural equation model procedures were performed to examine the association between predictive variables and work engagement. Of the 201 participants, just over a third of the participants were over 50years of age (33.5%), female (91.6%), married (68%), had a bachelor of science in nursing (58.1%), and have been a nurse <5years (42.4%). Five of the variables were found to make a unique statistically significant contribution to the variance in work engagement, age (β=.31, p=.001), workload (β=.30, p<.001), Core Self-Evaluation Scale (β=0 .22, p=.002), Coping with Change Scale (β=.20, p=.001), and Maslach Burnout Inventory (MBI)-General Scale score (β=-.17, p=.03). The work engagement model indicated a satisfactory overall model fit of the model (GFI=.996; χ2 (2, N=201)=4.02, p=.135; RMSEA=.07; CFI=.983; NFI=.976). The results of this study confirm a work engagement model that incorporates both nurse- and work-related factors. Overall, the results indicate that the level of work engagement is predicted more by nurse-related factors than by work-related factors.

The effects of automation of a patient-centric service in primary care on the work engagement and exhaustion of nurses

Digitalising patient-centric services to address society’s challenges with an ageing population and healthcare provision is by many seen as important. Studying the effects of the digitalisation on the work engagement of the users of the new systems is vital in this context, especially since previous research has established that the work engagement at work in healthcare is problematic. Work engagement is defined as a positive, fulfilling, affective-motivational state of work related well being, as is closely connected to the experience of resources and demands in the work context. These resources can be for example digital support, experienced demands or empowerment whereas exhaustion is connected to work demand in a workplace. This study contributes to knowledge about the effects of digitalisation on work engagement and exhaustion in the context of patient-centred services and eHealth. Contextual interviews were conducted on site for 5 h with nurses using a new chat function and using telephone for medical advice to patients. Additionally, semi-structured interviews were conducted with all the nurses participating in this digitalisation project to gather more insights into their work engagement in the two work situations. Results were analysed in different themes of areas affected by the digitalisation in the two overarching themes: job demands and job resources. The results show that the change to a chat function when communicating with advice seekers had connection to work engagement in several ways. The nurses experienced less time pressure and emotional pressure, but also a loss of job control and feedback from colleagues working from home.

Job demands, job resources, and work engagement among South African nurses

The study investigated whether job demands and job resources predict work engagement of public and private sector nurses. The sample comprised of 420 South African nurses (females = 88.8%; employed in the private sector = 61.8%; mean age = 38 years, SD = 9.50 years). They completed surveys of job demands (emotional demands, role ambiguity, and workplace violence), job resources (meaningful work, autonomy, career advancement opportunities, and leader–member exchange), and work engagement. Multiple regression analysis revealed that job resources (meaningful work, leader– member exchange, and career advancement) predicted work engagement of nurses in private hospitals. Job demands (emotional demands) and job resources (meaningful work and career advancement) predicted work engagement among nurses in public hospitals. As a job resource, meaningful work accounted for the most variance in the work engagement of both public and private nurses. Leader–member exchange enhanced the work engagement of the private sector nurses. Meaningful work appears to be a job resource to enhance work engagement among nurses in both the public and private sectors.