Predictive roles of organizational and personal factors in work engagement among nurses

Objective:To determine the work engagement levels of hospital nurses and the predictive roles that nurses’personal and organizational characteristics play.Methods:A cross-sectional design was employed in this study,which included 549 nurses working in the Central Philippines.Nurses were selected through purposive sampling,and a self-repor t questionnaire outlining personal and organizational characteristics was employed.The Utrecht Work Engagement Scale(UWES)was applied to gather data about nurse engagement.Results:The dedication score was the highest among the three dimensions of engagement while the vigor score was the lowest.Overall,Filipino nurses experienced an average level of work engagement.We observed significant relationships between a nurse’s age,years of experience in nursing,years in their present unit,and their position at work and their levels of engagement,vigor,sense of dedication,and absorption.Hospital capacity was a negative predictor of vigor,dedication,absorption,and overall work engagement.Fur ther,the type of nursing contract was a negative predictor of vigor and dedication.The type of hospital and the nurse’s position were positive predictors of vigor,dedication,and absorption.Conclusions:Filipino nurses were satisfactorily engaged at work.A number of nurses’personal and organizational characteristics play a predictive role in their work engagement.Thus,nursing administrators must suppor t,develop,and implement activities and measures that engage nurses at work.

The Impact of Spiritual Leadership on Employee’s Work Engagement--A Study Based on the Mediating Effect of Goal Self-Concordance and Self-Efficacy

The average stress of people in China’s workplace is reaching the peak in recent two years.To improve employee’s positive psychological factors,Spiritual leadership has a good performance in this regard.Based on the mediating effect of goal self-concordance and self-efficacy,this paper further studies the impact of spiritual leadership on employee’s work engagement.Through the empirical study,the following conclusions are drawn:(1)Spiritual leadership significantly positively affects the employee’s work engagement.(2)Spiritual leadership has a significant positive effect on goal self-concordance and self-efficacy.(3)Goal self-concordance and self-efficacy have significant positive effects on employee’s work engagement.(4)Goal self-concordance and self-efficacy play a partial mediating role in the process of spiritual leadership’s impact on employees’work engagement.This study found the new mediator which partly revealed the mechanism between the effectiveness of Spiritual Leadership and employee’s work engagement.This study may serve as one of the researches for improving the effectiveness of leaders in organizations and promoting the motivation of employees in the workplace.

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

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.

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.

Work Engagement of Nursery School Nurses and Its Related Factors in Japan

Purpose: This study aimed to clarify nursery school nurses’ work engagement and their pertinent related factors. Method: We conducted a survey of 136 nursery school nurses using an anonymous, self-administered questionnaire. Questionnaires were distributed to 186 people at licensed daycare centers in Ibaraki Prefecture. The following conclusions were obtained by analyzing 136 participants, excluding deficiencies: A multiple regression analysis (forced entry method) was performed. Results: The survey results show that most of the nurses in the nursery school were female, about 90$ were married, and about 70$ had children. Work engagement was generally high compared with other occupations. Moreover, it was influenced by their work-self balance (positive), the meaning of their work, and the leadership of bosses. It was suggested that there is a need for an environment where nurses can maintain a work-life balance, a place where childcare health activities can be carried out, and opportunities to participate in training and liaison meetings for nursery nurses to further enhance work engagement. Conclusion: It was influenced by work self-balance (positive), the meaning of their work, and boss leadership. It is suggested that nursery nurses further enhance their work engagement, and they need an environment where they can maintain a work-life balance, a place where they can engage in health activities in childcare, and opportunities for training and liaison meetings.

Leading for Whom? Teaching-Research Officers' Role Perception and Work Engagement in Chinese Mainland

Purpose:Thepurpose of this article is toanalyzeboth teaching-research officers'(TROs)role perceptions and work engagement,figuring out how their competing roles are balanced to ensure continued work engagement and which roles havegreater benefits to the community and educational reform.Design/Approach/Methods:The study employs a questionnaire,which is composed of an inventory of work role requirements and the Utrecht Work Engagement Scale,to investigate TROs'role perception,work engagement,and their relationship.Findings:TROs'work experience had a complicated relationship with their work engagement.The two strands of the TROs'role orientation co-existed within their daily work and strengthened each other through exerting effects on the dedication and absorption aspects of work engagement.However,TROs concerned with teacher development displayed higher work engagement than those who put a greater emphasis on policy implementation.Originality/Value:The study contributes to current research in three respects.First,it bridges the macro-level trend of education reform with micro-level role internalization of individuals.Second,it broadens our understanding of work engagement by linking it with the subjective perceptions of one's work role.Finally,this Chinese case is expected to enrich international perspectives on teacher leaders in the context of top-down districtwide instructional reform.

Job characteristics and staying engaged in work of nurses: Empirical evidence from Malaysia

Objective: The purpose of this study is to examine the relationship between job characteristics (job autonomy,job feedback,skill variety,task identity,task significance) and work engagement of nurses in Malaysia.Methods: A survey using self-administered questionnaires was used to collect data from a sample of 856 staff nurses working in eight public hospitals in Malaysia.A shortened nine-item version of the Utrecht Work Engagement Scale(UWES-9) was used to measure work engagement.The UWES-9 comprises three dimensions,which was measured with three items each: vigor,dedication,and absorption.Job characteristics (job autonomy,job feedback,skill variety,task identity,task significance) were measured with the corresponding subscales of the Job Diagnostic Survey.Each subscale consisted of three items.Hypotheses were tested using hierarchical regression analysis.Results: Findings indicated that all the five demographic variables (age,marital status,education,organizational tenure,job tenure) were unrelated to work engagement.The results further revealed that job autonomy (β=0.19,P < 0.01),job feedback (β=0.10,P < 0.01),task identity (β=0.13,P < 0.01),and task significance (β=0.08,P< 0.05) were positively related to work engagement.Skill variety (β=0.03,P> 0.05),however,did not affect work engagement.Conclusion: Job autonomy,job feedback,task identity,and task significance are important factors in predicting work engagement.The findings of this study highlighted the need to incorporate these core dimensions in nursing management to foster work engagement.

Who Benefits More from Physical Exercise?On the Relations between Personality,Physical Exercise,and Well-Being

Although employers believe that encouraging and supporting physical exercise activities by purchasing fitness equipment and building sports venues can improve employees’well-being,the utilization rate is rather low.Since most of the evidence of the well-being promotion in the workplace concentrated on the perspectives of organizational factors and psychosocial factors and focused on the reduction of the negative affect of well-being,it is still an open question whether physical exercise has benefits on both negative and positive affect of well-being and who benefits more from physical exercise.Thus,the purpose of this study is to investigate the impact of physical exercise on occupational well-being(job burnout and work engagement)and examine whether effectiveness depends on personality traits.Online questionnaires were distributed.The sample included 671 participants from different enterprises in China.Results showed that the effectiveness of physical exercise was also applicable to well-being in the workplace.Physical exercise was negatively correlated with job burnout and positively correlated with work engagement.The effectiveness was different among employees with different personality traits.Contrary to our expectation,individuals with neuroticism were more likely to improve their work engagement through physical exercise.Extroversion and conscientiousness weakened the benefits of physical exercise.Therefore,differences of effectiveness among different personality traits emphasize the need for a more personalized strategy in physical exercise interventions.

Yearning the Moon with Sixpence in Hand: Exploring the Relation­ship between External Corporate Social Responsibility, Employee Commitment, and Design Thinking

Prior studies have emphasized the positive relationship between corporate social responsibility(CSR)and employee organizational identification,with the argument that external CSR acts could enhance employee commitment,work engagement,and loyalty via perceived prestige.Despite such emphasis,minimal suggestion has been given in terms of how to design and execute a moderate,structural,and sustainable CSR program to bond with employees on a deeper level of emotional connection.The aim of the present study was to highlight the benefits of adopting the design thinking method for investing and practicing external CSR,so as to realize a positive link between employee commitment,financial performance,and social recognition.