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Sawalma AN, Malak MZ, Asfour BY, Khader IA. The association between psychological reactions, resilience, and work engagement among Palestinian critical care nurses in West Bank. Int Nurs Rev 2024. [PMID: 38661531 DOI: 10.1111/inr.12975] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/26/2023] [Accepted: 04/03/2024] [Indexed: 04/26/2024]
Abstract
AIM This study aimed to assess the association between psychological reactions (e.g., stress, anxiety, and depression), resilience, and work engagement among Palestinian critical care nurses in the West Bank and examine the correlation of psychological reactions and resilience with work engagement. BACKGROUND Work engagement is associated with psychological reactions and resilience, particularly among critical care nurses. There is a lack of studies on work engagement and these factors in Palestine. METHODS A cross-sectional, descriptive correlational design was adopted. A convenience sample consisting of 273 critical care nurses from private and governmental hospitals was recruited to participate. Depression, Anxiety, Stress Scale-21 (DASS-21), Connor-Davidson Resilience Scale-25 (CDRS-25), Utrecht Work Engagement Scale-9 (UWES-9), and demographic data were used to collect data during the period from March 20 to May 20, 2023. RESULTS Findings demonstrated that 53.9% of the nurses reported mild-to-moderate levels of depression, 49.8% reported moderate-to-severe levels of anxiety, and 49.1% reported moderate-to-severe levels of stress. Additionally, 57.5% and 52.7% of them had low resilience and work engagement, respectively. Moreover, work engagement negatively correlated with depression (r = -0.796, P < 0.01), anxiety (r = -0.654, P < 0.01), and stress (r = -0.796, P < 0.01), while positively correlated with resilience (r = 0.42, P < 0.01) and gender (r = 0.121, P < 0.05). Depression, anxiety, stress, resilience, and gender were the main predictors of work engagement. DISCUSSION The majority of the nurses suffered from depression, anxiety, and stress. Additionally, more than half of the participants had low resilience and work engagement. Moreover, increased depression, anxiety, and stress were correlated with decreased work engagement, while high resilience and gender as being female positively correlated with high work engagement. CONCLUSION AND IMPLICATIONS FOR NURSING AND HEALTH POLICY Policymakers and hospital administrators should develop interventions to improve critical care nurses' resilience and minimize psychological reactions, which have a significant influence on work engagement. Future studies should be conducted to examine the effectiveness of these interventions.
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Affiliation(s)
- Abdelrahman Nedal Sawalma
- Master in Critical Care Nursing, Faculty of Nursing, Arab American University of Palestine (AAUP), Jenin, Palestine
| | - Malakeh Z Malak
- Community Health Nursing, Faculty of Nursing, Al-Zaytoonah University of Jordan, Amman, Jordan
| | - Bara Y Asfour
- Business Administration Department, Faculty of Administration and Financial Services, Arab American University of Palestine (AAUP), Jenin, Palestine
| | - Imad Abu Khader
- Critical Care Nursing, Faculty of Nursing, Arab American University of Palestine (AAUP), Jenin, Palestine
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Leung ANM, Ho HCY, Hou WK, Poon KT, Kwan JLY, Chan YC. A 1-year longitudinal study on experiencing workplace cyberbullying, affective well-being and work engagement of teachers: The mediating effect of cognitive reappraisal. Appl Psychol Health Well Being 2024. [PMID: 38638056 DOI: 10.1111/aphw.12546] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/22/2023] [Accepted: 04/01/2024] [Indexed: 04/20/2024]
Abstract
Research on experiencing workplace cyberbullying (WCB) and its underlying mechanisms that impact the well-being of teachers is scarce. We propose that cognitive reappraisal, which is a useful and adaptive emotion-regulation strategy for reinterpreting emotion-eliciting situations, is a mediator explaining the inverse relationships between experiencing WCB and well-being. A three-wave longitudinal survey (baseline, T1; 3 months, T2; and 1 year, T3) was conducted with a sample of 444 primary and secondary schoolteachers in Hong Kong, China. Exposure to WCB, cognitive reappraisal, affective well-being and work engagement of participants was assessed. In line with the hypotheses, results showed that cognitive reappraisal mediated the associations between WCB and well-being. WCB at T1 was negatively associated with cognitive reappraisal at T2, which in turn was positively associated with positive affect and work engagement and negatively associated with negative affect at T3. Findings suggest that the intrusive nature of WCB renders its victims emotionally exhausted and helpless, thus negatively impacting the process to reinterpret the situation in a positive light, resulting in undesirable consequences. This study has illuminated WCB's inhibitory mechanism and its long-term detrimental impact. Practical implications are discussed.
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Affiliation(s)
- Angel Nga Man Leung
- Department of Psychology and Centre for Psychosocial Health, The Education University of Hong Kong, Hong Kong, China
| | - Henry C Y Ho
- Department of Psychology and Centre for Psychosocial Health, The Education University of Hong Kong, Hong Kong, China
| | - Wai Kai Hou
- Department of Psychology and Centre for Psychosocial Health, The Education University of Hong Kong, Hong Kong, China
| | - Kai-Tak Poon
- Department of Psychology and Centre for Psychosocial Health, The Education University of Hong Kong, Hong Kong, China
| | - Joyce L Y Kwan
- Department of Psychology and Centre for Psychosocial Health, The Education University of Hong Kong, Hong Kong, China
| | - Ying Chuen Chan
- Department of Psychology and Centre for Psychosocial Health, The Education University of Hong Kong, Hong Kong, China
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Zhi R, Wang Y, Derakhshan A. On the Role of Academic Buoyancy and Self-Efficacy in Predicting Teachers' Work Engagement: A Case of Chinese English as a Foreign Language Teachers. Percept Mot Skills 2024; 131:612-629. [PMID: 38103044 DOI: 10.1177/00315125231222398] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/17/2023]
Abstract
A plethora of scientific evidence has pinpointed that teaching English as a foreign or second language (EFL) is difficult, challenging, and emotionally burdensome. Nevertheless, most English language teachers remain committed to the teaching profession and actively engage in the instructional environment. This has inspired several scholars worldwide to explore what personal, emotional, and psychological factors motivate English language teachers to engage enthusiastically in their workplace. While a large body of studies have to date examined the personal, emotional, and psychological predictors of English language teachers' work engagement, to our knowledge, no inquiry has investigated the role of academic buoyancy and self-efficacy in predicting EFL teachers' work engagement. Furthermore, the potential impact of demographic variables on the interplay between EFL teachers' academic buoyancy, self-efficacy, and work engagement has been disregarded. To bridge this gap, we examined the interplay of these three constructs among Chinese EFL teachers. To do so, we administered three pre-designed questionnaires to 242 EFL teachers working in Chinese schools and universities. The collected data were then analyzed using structural equation modeling (SEM). The outcomes of SEM divulged positive and strong relationships between Chinese EFL teachers' academic buoyancy, self-efficacy, and work engagement. The SEM results also indicated that academic buoyancy and self-efficacy could strongly and favorably predict Chinese EFL teachers' work engagement. Additionally, the study outcomes disclosed that demographic variables, including gender, educational degree, and teaching experience, directly impacted the interplay between Chinese EFL teachers' academic buoyancy, self-efficacy, and work engagement. These results may have significant implications for English teachers, teacher trainers, and educational principals.
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Affiliation(s)
- Ran Zhi
- School of Foreign Languages and Cultures, Nanjing Normal University, Nanjing, People's Republic of China
| | - Yongxiang Wang
- School of Foreign Languages and Cultures, Nanjing Normal University, Nanjing, People's Republic of China
| | - Ali Derakhshan
- Department of English Language and Literature, Faculty of Humanities and Social Sciences, Golestan University, Gorgan, Iran
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Rawson H, Davies S, Ockerby C, Pipson R, Peters R, Manias E, Redley B. Work engagement, psychological empowerment and relational coordination in long-term care: A mixed-method examination of nurses' perceptions and experiences. Nurs Inq 2024; 31:e12598. [PMID: 37656636 DOI: 10.1111/nin.12598] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/03/2023] [Revised: 08/11/2023] [Accepted: 08/22/2023] [Indexed: 09/03/2023]
Abstract
Nurse engagement, empowerment and strong relationships among staff, residents and families, are essential to attract and retain a suitably qualified and skilled nursing workforce for safe, quality care. There is, however, limited research that explores engagement, empowerment and relational coordination in long-term care (LTC). Nurses from an older persons' mental health and dementia LTC unit in Australia participated in this study. Forty-one nurses completed a survey measuring psychological empowerment, work engagement and relational coordination. Twenty-nine nurses participated in individual interviews to further explore these concepts. Although nurses reported high psychological empowerment and work engagement, their relationships with key stakeholders varied. Our findings suggest that nurses in LTC require both supports and opportunities to contribute as active members of the multiprofessional care team that includes tailored education, professional development and positive interactions within the care team. Regular support is needed to enable nurses to feel empowered, foster relationships and communication, and facilitate work engagement. Based on these findings, we suggest that it is important to find ways to ensure that all who provide care perceive that they are part of the whole care team and able to contribute to the care and well-being of people in LTC.
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Affiliation(s)
- Helen Rawson
- Monash Nursing and Midwifery, Monash University, Clayton, Victoria, Australia
| | - Sarah Davies
- Residential Services, Monash Health, Cheltenham, Victoria, Australia
| | - Cherene Ockerby
- Centre for Quality and Patient Safety Research, Monash Health Partnership, Monash Health, Clayton, Victoria, Australia
- School of Nursing and Midwifery, Deakin University, Burwood, Victoria, Australia
| | - Ruby Pipson
- Residential Services, Monash Health, Cheltenham, Victoria, Australia
| | - Ruth Peters
- Residential Services, Monash Health, Cheltenham, Victoria, Australia
| | - Elizabeth Manias
- Monash Nursing and Midwifery, Monash University, Clayton, Victoria, Australia
| | - Bernice Redley
- School of Nursing and Midwifery, Deakin University, Burwood, Victoria, Australia
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Rietdijk WJR, van der Kuy PHM, den Uil CA. Human resource management at the intensive care unit: A pragmatic review and future research agenda for building a learning health system. Learn Health Syst 2024; 8:e10395. [PMID: 38633021 PMCID: PMC11019382 DOI: 10.1002/lrh2.10395] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/29/2022] [Revised: 08/18/2023] [Accepted: 09/10/2023] [Indexed: 04/19/2024] Open
Abstract
Recently, the importance of efficient and effective health care has been recognized, especially during the acute phase of the Coronavirus Disease-2019 (COVID-19) pandemic. Intensive care units (ICUs) have faced an immense workload, with massive numbers of patients being treated in a very short period of time. In general, ICUs are required to deliver high-quality care at all times during the year. At the same time, high-quality organizational goals may not be aligned with the interests, motivation, and development of individual staff members (eg, nurses, and doctors). For management of the ICU, it is important to balance the organizational goals and development of the staff members ("their human capital"), usually referred to as human resource management. Although many studies have considered this area, no holistic view of the topic has been presented. Such a holistic view may help leadership and/or other stakeholders at the ICU to design a better learning health system. This pragmatic review aims to provide a conceptual model for the management of ICUs. Future research may also use this conceptual model for studying important factors for designing and understanding human resources in an ICU.
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Affiliation(s)
- Wim J. R. Rietdijk
- Department of Hospital PharmacyErasmus University Medical CenterRotterdamThe Netherlands
- Department of Institutional AffairsVrije Universiteit AmsterdamAmsterdamThe Netherlands
| | - P. Hugo M. van der Kuy
- Department of Hospital PharmacyErasmus University Medical CenterRotterdamThe Netherlands
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Lee MCC, Ding AYL. The Relationship Between Market Culture, Clan Culture, Benevolent Leadership, Work Engagement, and Job Performance: Leader's Dark Triad as a Moderator. Psychol Rep 2024; 127:887-911. [PMID: 35981716 DOI: 10.1177/00332941221121564] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Benevolent leadership is one of the leadership styles which provides a positive influence on employees. However, the current leadership literature has yet to investigate how benevolent leadership leads to job performance, the processes involved, the relationship between organizational culture and benevolent leadership, and the role of dark side of leaders in affecting this relationship. Using the leader-culture fit framework within an Eastern context, the current study first investigates the relationship between benevolent leadership and job performance through work engagement. The study then compares two contrasting organizational culture (i.e., market culture and clan culture) on benevolent leadership. Finally, the study investigates how leaders' dark triad affects the relationship between organizational culture and benevolent leadership. 374 full-time white-collar employees (Males = 54.01%; Mean age: 32.7 years) from various private organizations within the service industry participated in this study. The results showed that work engagement mediated benevolent leadership and job performance. Market culture showed a negative relationship with benevolent leadership while clan culture showed a positive relationship with benevolent leadership. Benevolent leadership mediated clan culture (but not market culture) and work engagement. Under a high market culture with a high dark triad leader, benevolent leadership is at its lowest level. Under a high clan culture with a low dark triad leader, benevolent leadership is at its highest level. The findings suggest the importance of benevolent leadership within a clan culture (rather than market culture), in aligning with the leader-culture fit framework in increasing employees' work engagement and job performance.
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Affiliation(s)
| | - Alyssa Y L Ding
- Department of Psychology, Sunway University, Petaling Jaya, Malaysia
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Liu M, Liu L, Lv Z, Ma F, Mao Y, Liu Y. Effects of burnout and work engagement in the relationship between self-efficacy and safety behaviours-A chained mediation modelling analysis. J Adv Nurs 2024; 80:1473-1483. [PMID: 37904573 DOI: 10.1111/jan.15925] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/27/2023] [Revised: 10/05/2023] [Accepted: 10/18/2023] [Indexed: 11/01/2023]
Abstract
AIMS To explore the current situation, influencing factors and pathways of safety behaviour of nurses in tumour specialized hospitals, in order to provide a theoretical basis for managers to manage and train nurses, improve their safety behaviour level and ensure medical safety. DESIGN An anonymous cross-sectional survey. METHOD A total of 2147 nurses from Grade A cancer hospitals in 15 provinces of China were selected by a convenient sampling method. Questionnaires were collected through the Questionnaire Star platform. Nurses' safety behaviour was measured using the nurse Safety Behaviour Scale, Self-efficacy by the General Self-efficacy Scale, and nurses' occupational burnout was measured by the occupational Burnout Scale, and work engagement through the the Work Engagement Scale. Structural equation modelling was used to test the relationship among nurses' safety behaviour, general self-efficacy, occupational burnout and work engagement. SPSS25.0 software was used to test the relationship among the safety behaviour of nurses, general self-efficacy, occupational burnout and work engagement. RESULTS The total score of safety behaviour of nurses was 55.45 ± 6.879, the total score of general self-efficacy was 31.39 ± 5.729, the total score of occupational burnout was 44.99 ± 26.587, and the total score of work engagement was 38.48 ± 13.433; the scores of the Nurse Safety Behaviour Scale, Self-Efficacy Scale, and Work Engagement Scale were positively correlated (all p < .001); the occupational burnout scale was negatively correlated with the scores of self-efficacy scale, work engagement scale and nurse safety behaviour scale (all p < .001); Structural equation model analysis shows that self-efficacy and work engagement have a direct positive impact on nurse safety behaviour(β = .103, β = .096, all p < .001); Occupational burnout has a direct negative impact on self-efficacy, work engagement and nurse safety behaviour(β = -.371, β = -.413, β = -.328 all p < .001). Bootstrap analysis showed that occupational burnout and job involvement had a significant chain mediating effect between self-efficacy and the safety behaviour of nurses (95% CI: 0.148-0.21). The total effect of self-efficacy on the safety behaviour of nurses was 0.283 (p < .001, 95% CI: 0.225-0.301), the direct effect was 0.096 (p < .001, 95% CI: 0.042-0.15), and the indirect effect was 0.179 (p < .001, 95% CI: 0.085-0.215), The mediating effect accounted for 63.3% of the total effect size. CONCLUSION Occupational burnout and work engagement play a partial mediating role between self-efficacy and nurse safety behaviour. It is necessary to strengthen training on nurse safety culture awareness, improve the nurse self-efficacy and work engagement, reduce nurse occupational burnout, and thereby improve the level of nurses' safety behaviour.
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Affiliation(s)
- Man Liu
- Department of Thoracic Surgery, National Cancer Center/National Clinical Research Center for Cancer (NCRCC), Cancer Hospital, Chinese Academy of Medical Sciences & Peking Union Medical College, Beijing, China
| | - Lu Liu
- Department of Thoracic Surgery, National Cancer Center/National Clinical Research Center for Cancer (NCRCC), Cancer Hospital, Chinese Academy of Medical Sciences & Peking Union Medical College, Beijing, China
| | - Zhuoheng Lv
- Department of Thoracic Surgery, National Cancer Center/National Clinical Research Center for Cancer (NCRCC), Cancer Hospital, Chinese Academy of Medical Sciences & Peking Union Medical College, Beijing, China
| | - Fengyan Ma
- Department of Thoracic Surgery, National Cancer Center/National Clinical Research Center for Cancer (NCRCC), Cancer Hospital, Chinese Academy of Medical Sciences & Peking Union Medical College, Beijing, China
| | - Yousheng Mao
- Department of Thoracic Surgery, National Cancer Center/National Clinical Research Center for Cancer (NCRCC), Cancer Hospital, Chinese Academy of Medical Sciences & Peking Union Medical College, Beijing, China
| | - Yan Liu
- Department of Thoracic Surgery, National Cancer Center/National Clinical Research Center for Cancer (NCRCC), Cancer Hospital, Chinese Academy of Medical Sciences & Peking Union Medical College, Beijing, China
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Li Z, Yang C, Yang Z, Zhao Y. The impact of middle managers' digital leadership on employee work engagement. Front Psychol 2024; 15:1368442. [PMID: 38605836 PMCID: PMC11008576 DOI: 10.3389/fpsyg.2024.1368442] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/10/2024] [Accepted: 03/14/2024] [Indexed: 04/13/2024] Open
Abstract
Background In the rapidly evolving digital landscape, the role of middle managers in organizational structures and processes is increasingly pivotal. Positioned at the nexus of strategic directives and operational execution, they play an important role in driving digital transformation. This study discusses the under examined domain of middle managers' digital leadership and its impact on employee work engagement in the context of digital transformation. Design Drawing on Social Exchange Theory, this study investigates the influence of middle managers' digital leadership on employee work engagement through the analysis of survey data from 559 respondents across 11 listed companies in Southwest China. It examines the roles of employee empowerment and affective commitment as pivotal mediating variables and investigates the moderating effect of emotional intelligence in these relationships. Research purposes The study aims to elucidate the mechanisms by which middle managers' digital leadership fosters employee work engagement, highlighting the importance of emotional intelligence, empowerment, and affective commitment in this process. Findings The study reveals that middle managers' digital leadership has a significant positive impact on employee work engagement. Employee empowerment and affective commitment serve as mediating factors in the relationship between middle managers' digital leadership and employee work engagement. Emotional intelligence moderates the effect of middle managers' digital leadership on employee empowerment. Meanwhile, emotional intelligence further moderates the chain mediating of employee empowerment and affective commitment between middle managers' digital leadership and employees' work engagement. Implications This research offers valuable insights into the dynamics of leadership and engagement in the digital era, emphasizing the need for organizations to foster digital leadership capabilities in middle management. It provides practical implications for enhancing employee work engagement through strategic digital leadership, emphasizing the role of employee empowerment, affective commitment and emotional intelligence in adapting to digital transformation.
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Affiliation(s)
- Zhenli Li
- School of International Studies, Sichuan University, Chengdu, China
| | - Cuibai Yang
- School of Law, Sichuan University, Chengdu, China
| | - Zhuohang Yang
- Chuan Neng (Hainan) International Industry and Commerce Co., Ltd., Haikou, China
| | - Yunlu Zhao
- School of International Studies, Sichuan University, Chengdu, China
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Aungsuroch Y, Gunawan J, Juanamasta IG, Montayre J. Updating Factors Influencing Nurse Work Engagement in the Hospital Settings: A Systematic Review. J Healthc Leadersh 2024; 16:157-176. [PMID: 38523801 PMCID: PMC10961065 DOI: 10.2147/jhl.s451056] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/21/2023] [Accepted: 02/29/2024] [Indexed: 03/26/2024] Open
Abstract
Background Understanding the factors influencing work engagement among nurses is crucial for ensuring high-quality care and positive patient outcomes. Despite numerous factors associated with nurse work engagement, many were explored before the pandemic, potentially overlooking aspects relevant to the current context. Aim To explore and update factors related to nurse work engagement in the new normal era. Design Systematic review. Data Sources The search was restricted to articles published from 2019 to 2024 in CINAHL, PubMed, Scopus, ScienceDirect, Web of Science, and ProQuest, with full English text. The search was conducted from September 13th to 15th, 2023. Quantitative research articles that examined factors related to work engagement were included. Review Methods Data extraction, quality appraisal, and data analysis were performed in all included studies. Manual content analysis method was used to classify and group the factors. Results Sixty-one research articles were included in the final review. Five key groups of factors were generated from content analysis, including 1) individual-related factors, 2) organizational-related factors, 3) job and role-related factors, 4) work-life balance, and 5) work environment. Conclusion Understanding and addressing these multifaceted factors holistically is essential to develop strategies to sustain optimal engagement levels among nursing staff and improve overall patient care outcomes. Further studies are needed to confirm the findings.
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Affiliation(s)
| | - Joko Gunawan
- Faculty of Nursing, Chulalongkorn University, Bangkok, Thailand
| | - I Gede Juanamasta
- Faculty of Nursing, Chulalongkorn University, Bangkok, Thailand
- Nursing Program, STIKES Wira Medika Bali, Bali, Indonesia
| | - Jed Montayre
- School of Nursing, The Hong Kong Polytechnic University, Hong Kong SAR, People’s Republic of China
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Girardi D, Dal Corso L, Arcucci E, Yıldırım M, Pividori I, Prandi A, Falco A. Hair dehydroepiandrosterone sulfate as biomarker of employees' well-being? A longitudinal investigation of support, resilience, and work engagement during COVID-19 pandemic. Front Psychol 2024; 15:1337839. [PMID: 38572210 PMCID: PMC10987734 DOI: 10.3389/fpsyg.2024.1337839] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/13/2023] [Accepted: 03/06/2024] [Indexed: 04/05/2024] Open
Abstract
Introduction Building on the motivational process of the job demands-resources (JD-R) theory, in the current research we investigated the longitudinal association between supervisor support/resilience as job/personal resources, work engagement (WE) and hair dehydroepiandrosterone sulfate, or DHEA(S), as a possible biomarker of employees' well-being. Methods In the context of the COVID-19 pandemic, 122 workers completed two self-report questionnaires (i.e., psychological data): the former at Time 1 (T1) and the latter three months afterwards, at Time 2 (T2). Participants also collected a strand of hair (i.e., biological data) at T2. Results Results from path analysis showed that both SS and resilience at T1 were positively related to WE at T2, which, in its turn, was positively related to hair DHEA(S) at T2. Both SS and resilience at T1 had a positive indirect effect on hair DHEA(S) at T2 through WE at T2, which fully mediated the association between job/personal resources and hair DHEA(S). Discussion Overall, results are consistent with the motivational process of the JD-R. Furthermore, this study provides preliminary evidence for the role of hair DHEA(S) as a biomarker of WE, a type of work-related subjective well-being that plays a central role in the motivational process of the JD-R, leading to favorable personal and organizational outcomes. Finally, the article outlines practical implications for organizations and professionals to foster WE within the workplace.
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Affiliation(s)
- Damiano Girardi
- FISPPA Section of Applied Psychology, University of Padua, Padua, Italy
| | - Laura Dal Corso
- FISPPA Section of Applied Psychology, University of Padua, Padua, Italy
| | - Elvira Arcucci
- FISPPA Section of Applied Psychology, University of Padua, Padua, Italy
| | - Murat Yıldırım
- Department of Psychology, Agri Ibrahim Cecen University, Ağrı, Türkiye
- Department of Psychology, Nottingham Trent University, Nottingham, United Kingdom
- Department of Social and Educational Sciences, Lebanese American University, Beirut, Lebanon
| | - Isabella Pividori
- Department of Agricultural, Environmental and Animal Sciences, University of Udine, Udine, Italy
| | - Alberto Prandi
- Department of Agricultural, Environmental and Animal Sciences, University of Udine, Udine, Italy
| | - Alessandra Falco
- FISPPA Section of Applied Psychology, University of Padua, Padua, Italy
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Duignan M, Drennan J, Mc Carthy VJC. Work characteristics, job satisfaction and intention to leave: a cross-sectional survey of advanced nurse practitioners. Contemp Nurse 2024:1-13. [PMID: 38489485 DOI: 10.1080/10376178.2024.2327353] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/01/2023] [Accepted: 03/01/2024] [Indexed: 03/17/2024]
Abstract
BACKGROUND Advanced Nurse Practitioners (ANPs) are highly skilled health care professionals with the potential to play a major role in improving the quality and accessibility of health care services. However, there is emerging evidence of disquiet among nurse practitioners who often work in suboptimal work environments. Therefore, it is important to understand the elements that contribute to ANPs' job satisfaction and retention in healthcare services. AIM To examine the effects of commitment to the workplace, work engagement, and influence at work on job satisfaction and intention to leave of ANPs. METHODS A total of 153 ANP's on the advanced practice section of the Nursing and Midwifery Board of Ireland register completed a web survey between July and August 2020. Independent variables (commitment to the workplace, work engagement, and influence at work) were measured using the Copenhagen Psychosocial Questionnaire (COPSOQ). Multivariable logistic regression models were used to investigate the association between dependent and independent variables. RESULTS Participants who reported higher levels of influence at work and higher levels of commitment to the workplace were also satisfied in their job (OR 1.05, 95% CI 1.01-1.09, p = 0.025), (OR 1.10, 95% CI 1.06-1.14, p < 0.001) respectively. Additionally, ANPs with higher levels of commitment to work were significantly less likely to leave their role (OR 0.94, 95% CI .92-.96, p < 0.001). CONCLUSION Healthcare organisations can improve job satisfaction and decrease intention to leave by creating environments in which ANPs are supported by their colleagues and supervisors, and facilitate their practice to the full extent of their capabilities.
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Affiliation(s)
- Martin Duignan
- Health Service Executive, Our Lady's Hospital, Navan, Co., Meath, Ireland
- School of Nursing and Midwifery, University College Cork, Cork, Ireland
| | - Jonathan Drennan
- School of Nursing, Midwifery and Health Systems, University College Dublin, Ireland
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Fukuya Y, Asaka Y. Work engagement influencing factors of Japanese midwives working in prenatal medical centers. Eur J Midwifery 2024; 8:EJM-8-10. [PMID: 38469115 PMCID: PMC10926299 DOI: 10.18332/ejm/183805] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/18/2023] [Revised: 02/07/2024] [Accepted: 02/20/2024] [Indexed: 03/13/2024] Open
Abstract
INTRODUCTION There have been significant changes in the work environment of midwives, such as the establishment of prenatal medical centers and shared wards for obstetrics and other departments. These changes in the work environment pose a psychological burden on midwives. Under these circumstances, the concept of work engagement is essential for overcoming the ensuing difficulties. However, no studies have yet investigated midwives working in prenatal medical centers in Japan. This study examined the factors affecting work engagement among midwives working in prenatal medical centers in Japan. METHODS A cross-sectional survey of 498 midwives working at prenatal medical centers nationwide was conducted. Data were analyzed using the Mann-Whitney U test or Kruskal-Wallis test, correlation analysis using Spearman's rank correlation coefficient, and multiple regression analysis as linear regression. RESULTS The median of work engagement score was 3.00 (IQR: 2.40-3.60). The multiple linear regression analysis showed that professional identity (β=0.494, p<0.001), resilience (β=0.243, p<0.001), presence of in-hospital midwifery in the facility (β=0.138, p<0.011), and age (β=0.085, p=0.021) were significant. The adjusted R2 value was 0.490 (p<0.001). CONCLUSIONS These results offer management insights into improving work engagement among midwives working in prenatal medical centers in Japan. The proposed measures include hospital/ward administrators establishing the professional identity of midwives and providing them with opportunities to demonstrate their expertise, for instance, within in-hospital midwifery systems at perinatal medical centers.
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Affiliation(s)
- Yuki Fukuya
- Department of Maternal and Child Nursing/Midwifery, Course of Nursing, Graduate School of Medicine, Mie University, Tsu, Japan
| | - Yoko Asaka
- Department of Maternal and Child Nursing/Midwifery, Course of Nursing, Graduate School of Medicine, Mie University, Tsu, Japan
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Bareket-Bojmel L, Icekson T, Toshav-Eichner N, Sela Y. Waiting for the Boss's Blue Checkmark to Appear: Supervisor's Attentiveness, Negative Emotions, and Work Engagement During Instant Messaging at Work. Cyberpsychol Behav Soc Netw 2024. [PMID: 38457649 DOI: 10.1089/cyber.2023.0354] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/10/2024]
Abstract
In organizations, employees actively manage the immediacy with which they respond to instant messages to cope with mobile connectivity overload caused by continuous interactions. This research conducted a naturalistic observational design to examine real-life mobile connectivity behaviors in organizations and measure their occupational well-being consequences. Specifically, we focused on the use of a feature (WhatsApp's blue checkmark) that enables senders to know precisely when recipients choose to read their messages. In the study, 192 participants sent important messages to their supervisors through WhatsApp. The study used Confirmatory Factor Analysis and moderation analyses to explore the relationship between supervisors' attentiveness (indicated by WhatsApp's blue checkmark), negative emotions, work engagement, and the quality of leader-member exchange (LMX). Drawing on the perspective of 'digital well-being,' we investigated the role of relationship quality between supervisors and employees (LMX) as a moderator. We hypothesized that relationship quality would buffer against negative feelings and decreased work engagement when employees await a response after sending important messages to their supervisors. Indeed, supervisor's inattentiveness was positively correlated with negative affect and negatively correlated with employee engagement. Surprisingly, we found that employees with strong relationship quality (high LMX) with their supervisors experienced lower work engagement while waiting for an indication that their message had been read. These results suggest that timely indications of message read by supervisors play an important role in mitigating negative emotions and fostering higher work engagement among employees.
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Affiliation(s)
| | - Tamar Icekson
- School of Behavioral Sciences, Peres Academic Center, Rehovot, Israel
- Department of Management, School of Education, Ben-Gurion University of the Negev, Beer-Sheva, Israel
| | | | - Yaron Sela
- The Research Center for Internet Psychology, Reichman University, Herzliya, Israel
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Htet HY, Abhicharttibutra K, Wichaikum OA. Factors predicting proactive work behaviors among nurses: A descriptive predictive study. Int Nurs Rev 2024; 71:101-107. [PMID: 37302103 DOI: 10.1111/inr.12856] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/25/2022] [Accepted: 05/25/2023] [Indexed: 06/13/2023]
Abstract
AIM 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. BACKGROUND 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. METHODS 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. RESULTS 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. CONCLUSION 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. IMPLICATIONS FOR NURSING AND HEALTH POLICY 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.
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Affiliation(s)
- Hsu Yee Htet
- Nursing Instructor, Midwifery Training School, Myeik, Department of Human Resources for Health, Myanmar and MNS Student, Faculty of Nursing, Chiang Mai University, Chiang Mai, Thailand
| | | | - Orn-Anong Wichaikum
- Faculty Member, Faculty of Nursing, Chiang Mai University, Chiang Mai, Thailand
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15
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Kuha S, Rissanen S, Harmoinen M, Vähänikkilä H, Kanste O. The association between appreciative management and work engagement among health- and social care professionals: A cross-sectional study. Scand J Caring Sci 2024; 38:210-219. [PMID: 37577811 DOI: 10.1111/scs.13202] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/16/2023] [Revised: 06/29/2023] [Accepted: 07/29/2023] [Indexed: 08/15/2023]
Abstract
BACKGROUND 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. AIM This study aimed to describe the association between appreciative management and work engagement among health- and social care professionals. METHODS 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). RESULTS 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. CONCLUSION 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.
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Affiliation(s)
- Suvi Kuha
- Research Unit of Health Sciences and Technology, Faculty of Medicine, University of Oulu, Oulu, Finland
| | - Sanna Rissanen
- Research Unit of Health Sciences and Technology, Faculty of Medicine, University of Oulu, Oulu, Finland
| | - Merja Harmoinen
- Faculty of Social Sciences, Health Sciences, Nursing Science, Tampere University, Tampere, Finland
| | - Hannu Vähänikkilä
- Northern Finland Birth Cohorts, Arctic Biobank, Infrastructure for Population Studies, Faculty of Medicine, University of Oulu, Oulu, Finland
| | - Outi Kanste
- Research Unit of Health Sciences and Technology, Faculty of Medicine, University of Oulu, Oulu, Finland
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Boelhouwer IG, van Vuuren T. Psychological capital and work functioning of workers with recurrent or metastatic cancer beyond return to work. Palliat Support Care 2024:1-7. [PMID: 38420715 DOI: 10.1017/s1478951524000233] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/02/2024]
Abstract
OBJECTIVES The existing studies among workers with a past cancer diagnosis have rarely focused on workers confronted with cancer recurrence or metastases specifically, so knowledge is lacking. The aim of this study, therefore, was to investigate the work functioning (work ability, burnout complaints, and work engagement) of workers with recurrent or metastasized cancer. Furthermore, the association of psychological capital (hope, optimism, resilience, and self-efficacy) with work functioning was studied. METHODS Data from a survey study among workers 2-10 years past cancer diagnosis were used (N = 750); 73% reported a diagnosis of breast cancer and 27% a diagnosis of cancer other than breast cancer. Analysis of variance was used to compare participants with and without cancer recurrence or metastases regarding work functioning (work ability, burnout complaints, and work engagement) and psychological capital (hope, optimism, resilience, and self-efficacy). Multivariate regression analyses were used to analyze the association of type of cancer and psychological capital with work functioning among workers with cancer recurrence or metastatic cancer (n = 54), controlling for age. RESULTS Work ability is significantly lower among workers with cancer recurrence or metastases (controlling for age); however, burnout complaints and work engagement are at comparable levels. Among workers with cancer recurrence or metastases, a higher level of hope is positively associated with work ability and work engagement, and a higher level of hope or resilience is negatively associated with burnout complaints. SIGNIFICANCE OF RESULTS Among workers with cancer recurrence or metastases, work ability needs attention. Furthermore, especially the element hope of psychological capital is important to focus on because of the association with more favorable work functioning in general. The clinical psycho-oncological practice may benefit from these insights in guiding this vulnerable group of workers who are living with active cancer and many uncertainties.
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Affiliation(s)
- Ingrid G Boelhouwer
- Department of Applied Psychology, Amsterdam University of Applied Sciences, Amsterdam, The Netherlands
| | - Tinka van Vuuren
- Faculty of Management, Open Universiteit, Heerlen, The Netherlands
- Loyalis Knowledge & Consult, Heerlen, The Netherlands
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Alonso MS, Lima MCP, Dias A, Camacho-Vega JC, García-Iglesias JJ, Ruiz-Frutos C, Bernardes JM, Gómez-Salgado J. Psychological distress among Brazilian workers during the initial stage of the COVID-19 pandemic: a descriptive study. Front Public Health 2024; 12:1283310. [PMID: 38439755 PMCID: PMC10910103 DOI: 10.3389/fpubh.2024.1283310] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/25/2023] [Accepted: 01/31/2024] [Indexed: 03/06/2024] Open
Abstract
Background COVID-19 pandemic imposed drastic and abrupt changes to working environment and organization and that might have caused additional negative effects on mental health. Thus, this study aimed to quantify and assess the severity of psychological distress experienced by Brazilian essential and nonessential workers during the first months of the COVID-19 pandemic. Methods This descriptive study included 2,903 participants who answered an online questionnaire between April and May 2020. The research questionnaire was translated and culturally adapted to the Brazilian population from a questionnaire developed and validated for the Spanish population. Variables were analyzed using simple and cumulative percentage distributions and measures of central tendency and dispersion. The Wilson score interval was used to calculate confidence interval (CI) for the main outcome, psychological distress. Results It was observed a high prevalence (72.6%) of psychological distress among the study's participants. They also presented a median risk perception score of 60 (out of a maximum of 90), and their greatest concern was transmitting the virus to family members, close contacts or patients. Furthermore, it was found a lower sense of coherence and work engagement among the participants than those observed in previous studies conducted in other countries. Conclusion Almost three quarters of the study's participants were classified as presenting psychological distress. Thus, it is imperative to provide mental health remotely delivered interventions to workers during public health events that require prolonged social distancing measures.
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Affiliation(s)
- Melissa Spröesser Alonso
- Public/Collective Health Graduate Program, Botucatu Medical School, São Paulo State University (UNESP), Botucatu, Brazil
| | - Maria Cristina Pereira Lima
- Public/Collective Health Graduate Program, Botucatu Medical School, São Paulo State University (UNESP), Botucatu, Brazil
| | - Adriano Dias
- Public/Collective Health Graduate Program, Botucatu Medical School, São Paulo State University (UNESP), Botucatu, Brazil
| | - Juan Carlos Camacho-Vega
- Department of Architectural Construction II, Higher Technical School of Building Engineering, University of Seville, Seville, Spain
| | - Juan Jesus García-Iglesias
- Faculty of Labour Sciences, Department of Sociology, Social Work, and Public Health, University of Huelva, Huelva, Spain
| | - Carlos Ruiz-Frutos
- Faculty of Labour Sciences, Department of Sociology, Social Work, and Public Health, University of Huelva, Huelva, Spain
- Safety and Health Postgraduate Programme, Universidad Espíritu Santo, Guayaquil, Ecuador
| | - João Marcos Bernardes
- Public/Collective Health Graduate Program, Botucatu Medical School, São Paulo State University (UNESP), Botucatu, Brazil
| | - Juan Gómez-Salgado
- Faculty of Labour Sciences, Department of Sociology, Social Work, and Public Health, University of Huelva, Huelva, Spain
- Safety and Health Postgraduate Programme, Universidad Espíritu Santo, Guayaquil, Ecuador
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Kusik D, Tokarz A, Kłosowska J. Antecedents of Workaholism and Work Engagement: A Motivational Perspective in Research on Heavy Work Involvement. Psychol Rep 2024:332941241231718. [PMID: 38339814 DOI: 10.1177/00332941241231718] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/12/2024]
Abstract
In this perspective article, we propose encompassing the motivational perspective to enrich future studies on two forms of heavy work involvement (HWI): workaholism and work engagement. Based on the holistic definition of motivation, we build a theoretical instrumentation that includes four motivational categories that are presented and characterized by relevant key terms: I. Activation and energy of action; II. Action orientation and action realization; III. Competencies and cognitive processes; IV. Work environment and the context of action. We use these categories in an analysis of the latest contemporary research which has investigated the motivational determinants of both workaholism and work engagement. Our analysis shows that studies in this perspective are in the initial stages; we propose examples of theories and models as well as important precise questions embedded in each I-IV motivation category that can stimulate future research directions. The concluding comments include three main recommendations for future research on HWI.
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Affiliation(s)
- Diana Kusik
- Institute of Psychology, Jagiellonian University, Krakow, Poland
| | | | - Joanna Kłosowska
- Institute of Psychology, Jagiellonian University, Krakow, Poland
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Ten Hoeve Y, Drent G, Kastermans M. Factors related to motivation, organisational climate and work engagement within the practice environment of nurse practitioners in the Netherlands. J Clin Nurs 2024; 33:543-558. [PMID: 37864377 DOI: 10.1111/jocn.16914] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/04/2023] [Revised: 08/04/2023] [Accepted: 10/09/2023] [Indexed: 10/22/2023]
Abstract
AIM To explore motivation, organisational climate, work engagement and related factors within the practice environment of nurse practitioners. BACKGROUND Motivation in the workplace, organisational climate and work engagement are important to motivate nurse practitioners and prevent early exit. However, little is known about related factors. DESIGN A cross-sectional design using a digital survey with multiple-choice and open-ended questions. Data were collected from 1 November 2019 to 30 March 2020. METHODS The survey contained demographic and job-related data, instruments on motivation in the workplace, organisational climate and work engagement. Three open-ended questions were added to invite respondents to tell about their next career step, (dis)satisfaction with salary and additional comments. Quantitative data were not normally distributed (Kolmogorov-Smirnov test). Kruskal Wallis tests and Mann-Whitney U tests were used to test the relationship between independent and dependent variables. Answers on the open-ended questions were coded and categorised in themes. The STROBE checklist was followed. RESULTS In total 586 questionnaires were completed. The majority of the respondents were female (85%), and their mean age was 47 years (range 26-66 years). Aged 45 or over, more work experience, working in nursing homes, experiencing more autonomy, collaboration with other nurse practitioners, a firmly anchored position, satisfaction with salary and developmental opportunities contributed positively to the practice environment. Answers on the open-ended questions supported the quantitative results. CONCLUSIONS Work motivation, organisational climate and work engagement are positively related to a large variety of personal and work-related factors. Therefore, policymakers and professional organisations should be aware of the impact of these influencing factors to enhance an inspiring work environment. RELEVANCE TO CLINICAL PRACTICE Awareness of factors that influence nurse practitioners' practice environment can be used as a tool to screen and improve the present work environment.
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Affiliation(s)
- Yvonne Ten Hoeve
- Health Sciences-Nursing Research, University Medical Center Groningen, Groningen, The Netherlands
| | - Gerda Drent
- Master Advanced Nursing Practice, Hanze University of Applied Sciences, Groningen, The Netherlands
| | - Marijke Kastermans
- Master Advanced Nursing Practice, Hanze University of Applied Sciences, Groningen, The Netherlands
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Scheepers RA, Boxem AJ, Blezer MMJ. Junior doctors receiving supervisor and peer support are more work-engaged professionals who express their voice for quality improvement. Med Teach 2024; 46:204-210. [PMID: 37506220 DOI: 10.1080/0142159x.2023.2240000] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 07/30/2023]
Abstract
PURPOSE In daily practice, junior doctors can contribute to quality improvement by providing innovative suggestions for change, referred to as voice behavior. Junior doctors are more likely to engage in voice behavior when they receive sufficient support from supervisors and peers. Such support has also been associated with less burnout and more work engagement. However, whether less burned-out and more work-engaged junior doctors demonstrate more voice behaviors in the face of sufficient supervisor and peer support is unclear. Therefore, we studied whether and how associations of supervisor and peer support with junior doctors' voice behaviors are mediated by burnout and work engagement. MATERIALS & METHODS Participants were 301 junior doctors that completed a web-based survey including validated questionnaires on supervisor and peer support, burnout, work engagement, and voice behavior. RESULTS Supervisor and peer support were associated with lower levels of burnout and higher levels of work engagement. Work engagement, but not burnout, mediated the associations of supervisor and peer support with voice behaviors. CONCLUSIONS Junior doctors who received more supervisor or peer support were more work-engaged and reported more voice behaviors. Thus, supervisor and peer support should be cultivated to facilitate junior doctors' roles as work-engaged professionals in quality improvement.
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Affiliation(s)
- Renée A Scheepers
- Department of Socio-Medical Sciences, Erasmus School of Health Policy and Management, Erasmus University of Rotterdam, The Netherlands
| | - Aline J Boxem
- Department of Pediatrics and the Generation R Study Group (Na-29), Erasmus Medical Center, University Medical Center, Rotterdam, The Netherlands
| | - Meike M J Blezer
- Foundation of the Young Doctor, Utrecht, The Netherlands
- Department of General Practice, Intellectual Disability Medicine of the Erasmus Medical Center, Rotterdam, The Netherlands
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Morales-García WC, Vallejos M, Sairitupa-Sanchez LZ, Morales-García SB, Rivera-Lozada O, Morales-García M. Depression, professional self-efficacy, and job performance as predictors of life satisfaction: the mediating role of work engagement in nurses. Front Public Health 2024; 12:1268336. [PMID: 38362215 PMCID: PMC10867221 DOI: 10.3389/fpubh.2024.1268336] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/27/2023] [Accepted: 01/02/2024] [Indexed: 02/17/2024] Open
Abstract
Background The life satisfaction and job performance of nursing professionals are affected by a multitude of factors, including work engagement, self-efficacy, and depression. The Job Demands-Resources (JD-R) model provides a theoretical framework to explore these relationships. Objective Our study aimed to analyze the primary goal of this research, which is to examine the mediating role of work engagement in the relationship between depression, professional self-efficacy, job performance, and their impact on life satisfaction in nurses, using the JD-R theory as a guide. Methods This cross-sectional study involved 579 participants aged between 21 to 57 years (M = 39, SD = 9.95). Mediation analysis was used to examine the influence of depression, self-efficacy, and job performance on work engagement, and in turn, its effect on life satisfaction. Results Findings indicated that work engagement plays a crucial mediating role between depression, self-efficacy, job performance, and life satisfaction. Interventions to increase work engagement could assist nurses in better managing depression and improving their performance and life satisfaction. Conclusions Our study highlights the need for workplace policies and strategies that foster work engagement and self-efficacy among nurses while effectively managing job demands to prevent depression. Moreover, these findings underscore the importance of the JD-R theory to understand and improve nurses' job satisfaction and performance, and suggest areas for future research, including exploring other potential factors and applying these findings across different contexts and cultures.
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Affiliation(s)
- Wilter C. Morales-García
- Unidad de Ciencias Empresariales, Escuela de Posgrado, Universidad Peruana Unión, Lima, Peru
- Escuela Profesional de Medicina Humana, Facultad de Ciencias de la Salud, Universidad Peruana Unión, Lima, Peru
- Facultad de Teología, Universidad Peruana Unión, Lima, Peru
- Sociedad Científica de Investigadores Adventistas (SOCIA), Universidad Peruana Unión, Lima, Peru
| | - María Vallejos
- Business Sciences Unit, Graduate School, Universidad Peruana Unión, Lima, Peru
- Universidad Peruana Unión, Tarapoto, Peru
| | - Liset Z. Sairitupa-Sanchez
- Escuela Profesional de Psicología, Facultad de Ciencias de la Salud, Universidad Peruana Unión, Lima, Peru
| | - Sandra B. Morales-García
- Departamento Académico de Enfermería, Obstetricia y Farmacia, Facultad de farmacia y Bioquímica, Universidad Científica del Sur, Lima, Peru
| | - Oriana Rivera-Lozada
- South American Center for Education and Research in Public Health, Universidad Norbert Wiener, Lima, Peru
| | - Mardel Morales-García
- Unidad de Posgrado de Ciencias de la Salud, Escuela de Posgrado, Universidad Peruana Unión, Lima, Peru
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Ni YX, Xu Y, He L, Wen Y, You GY. Relationship between job demands, work engagement, emotional workload and job performance among nurses: A moderated mediation model. Int Nurs Rev 2024. [PMID: 38294406 DOI: 10.1111/inr.12941] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/16/2023] [Accepted: 01/08/2024] [Indexed: 02/01/2024]
Abstract
AIM To explore the mediating effect of work engagement and the moderated mediating effect of emotional workload on the relationship between job demands and job performance among nurses. BACKGROUND Nurses work in a high-demand situation that could affect their job performance. However, previous studies have reported an inconsistent relationship between job demands and job performance. The underlying mechanism of how job demands influence job performance remains unclear. METHODS An online cross-sectional survey was conducted with a convenience sample of 893 nurses from 14 cities in Sichuan Province between November and December 2021. Data were collected using the Job Demands Scale, Job Performance Scale, Utrecht Work Engagement Scale, and emotional workload subscale of the Questionnaire on the Experience and Evaluation of Work. Bootstrap and simple slope methods were used to test a moderated mediation model using Hayes' PROCESS macro. The STROBE reporting guidelines were utilized. RESULTS Job demands had a positive effect on job performance, and this effect was mediated by work engagement. Emotional workload moderated the indirect relationship between job demands and job performance. Specifically, the positive effect of job demands on job performance via work engagement was attenuated in nurses with a high emotional workload. CONCLUSION This study sheds light on the complex relationship between job demands and job performance. Work engagement and emotional workload deserve more attention to improve nurses' performance. IMPLICATIONS FOR NURSING AND NURSING POLICY Policymakers and nurse managers should make efforts to develop and implement strategies to foster nurses' work engagement, reduce their emotional workload, and further help nurses efficiently deal with job demands.
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Affiliation(s)
- Yun-Xia Ni
- Department of Cardiology, West China Hospital, Sichuan University/West China School of Nursing, Sichuan University, Sichuan, China
| | - Ying Xu
- Department of Cardiology, West China Hospital, Sichuan University/West China School of Nursing, Sichuan University, Sichuan, China
| | - Li He
- Department of Cardiology, West China Hospital, Sichuan University/West China School of Nursing, Sichuan University, Sichuan, China
| | - Ya Wen
- Department of Cardiology, West China Hospital, Sichuan University/West China School of Nursing, Sichuan University, Sichuan, China
| | - Gui-Ying You
- Department of Cardiology, West China Hospital, Sichuan University/West China School of Nursing, Sichuan University, Sichuan, China
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Alexias G, Papandreopoulou M, Togas C. Work Engagement and Burnout in a Private Healthcare Unit in Greece. Int J Environ Res Public Health 2024; 21:130. [PMID: 38397621 PMCID: PMC10887538 DOI: 10.3390/ijerph21020130] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/29/2023] [Revised: 01/22/2024] [Accepted: 01/23/2024] [Indexed: 02/25/2024]
Abstract
Work engagement represents a positive work-related state of mind characterized by three dimensions: Vigor (high levels of energy and mental resilience during work), Dedication (strong involvement in one's work), and Absorption (complete-joyous immersion in one's tasks). This study aimed to investigate work engagement and burnout in health professionals in a private healthcare unit in Greece. A cross-sectional study was conducted with a sample of 151 professionals, including doctors, nurses, administrative staff, and other health professionals involved in this setting. The study duration was four months (January-April 2022). The questionnaire covered sociodemographic and work-related information, along with the Utrecht Work Engagement Scale and the Maslach Burnout Inventory. Regarding the subdimensions of the Utrecht Work Engagement Scale, participants demonstrated a moderate score in Absorption and medium to high scores in Vigor and Dedication. In terms of burnout, they showed a low score in Depersonalization, a medium score in Emotional Exhaustion, and a high score in Personal Accomplishment. Those with nonpermanent employment contracts scored higher in all dimensions of burnout compared to those with permanent employment contracts. Vigor, Dedication, and Absorption correlated negatively with Emotional Exhaustion and Depersonalization and positively with Personal Accomplishment. Vigor negatively predicted Emotional Exhaustion, Depersonalization, and Personal Accomplishment. In conclusion, healthcare professionals in the private healthcare sector in Greece demonstrate moderate work engagement and experience moderate burnout. There are differences in work engagement and burnout based on sociodemographic and work-related characteristics. Promoting work engagement (especially the dimension of Vigor) is essential to preventing and addressing burnout among healthcare professionals.
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Affiliation(s)
- George Alexias
- Department of Psychology, Panteion University of Social and Political Sciences, 17671 Athens, Greece;
| | - Maria Papandreopoulou
- School of Social Sciences, Postgraduate Programme “Health Care Management”, Hellenic Open University, 26335 Patras, Greece;
| | - Constantinos Togas
- Department of Psychology, Panteion University of Social and Political Sciences, 17671 Athens, Greece;
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Vilser M, Gentele S, Mausz I. Putting PhD students front and center: an empirical analysis using the Effort-Reward Imbalance Model. Front Psychol 2024; 14:1298242. [PMID: 38333427 PMCID: PMC10851940 DOI: 10.3389/fpsyg.2023.1298242] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/21/2023] [Accepted: 12/06/2023] [Indexed: 02/10/2024] Open
Abstract
Introduction A doctorate is associated with numerous challenges for many PhD students, including financial insecurities, little support from supervisors, and time pressure. The present study explores well-being of PhD students via the Effort-Reward Imbalance (ERI) model as well as the potential protective factor resilience. Method A web-based questionnaire survey was conducted among 1,275 PhD students from Germany. Data was collected at two measurement points over a six-week follow-up period. Results As hypothesized, overcommitment was found to mediate the relationship between ERI and perceived stress while no mediation effect was found for work engagement. Resilience strengthened the relationship between ERI and overcommitment, especially for an increasing unfavorable ERI, and counterintuitively did not act as a protective factor. Discussion Theoretical and practical implications are discussed, providing a deeper understanding on the ERI model and the negative coping pattern overcommitment in the context of PhD students.
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Affiliation(s)
- Melanie Vilser
- Center for Leadership and People Management, Department of Psychology, Ludwig-Maximilians-University Munich, Munich, Germany
| | - Selina Gentele
- Center for Leadership and People Management, Department of Psychology, Ludwig-Maximilians-University Munich, Munich, Germany
| | - Irmgard Mausz
- Center for Leadership and People Management, Department of Psychology, Ludwig-Maximilians-University Munich, Munich, Germany
- Department of Business Psychology and HR, International School of Management, Munich, Germany
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25
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Liu Z, Chen C, Yan X, Wu J, Long L. Analysis of the chain-mediated effects of nurses' sense of professional gain and sense of professional mission between psychological resilience and work engagement in 10 general hospitals in Sichuan province. Front Psychol 2024; 15:1309901. [PMID: 38323158 PMCID: PMC10844522 DOI: 10.3389/fpsyg.2024.1309901] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/08/2023] [Accepted: 01/08/2024] [Indexed: 02/08/2024] Open
Abstract
Objective To explore the chain-mediated role of sense of career benefit and sense of career mission in the mechanism of psychological flexibility's effect on nurses' work engagement. Methods Adopting the convenience sampling method, 1032 nurses in 10 general hospitals in Sichuan Province were surveyed by questionnaires using the General Information Questionnaire, Sense of Occupational Benefit Scale, Sense of Occupational Mission Scale, Psychological Flexibility Scale, and work engagement Scale in August-October 2022, and the model of the chained-mediated effect was constructed and validated. Results The total psychological resilience score of nurses in 10 general hospitals in Sichuan Province was (91.29 ± 17.38), the total score of sense of occupational benefit was (137.85 ± 21.02), the total score of sense of occupational mission was (40.27 ± 7.37), and the total score of work engagement was (34.99 ± 9.80). The total score of nurses' work engagement was positively correlated with the total scores of psychological elasticity, sense of professional benefit, and sense of professional mission (all P < 0.05). The direct effect of psychological elasticity on nurses' work engagement was significant, with an effect value of 0.321; the chain mediation effects of occupational benefit and occupational mission as separate mediators and the chain mediation effects of the two were 0.039, 0.032, and 0.062, respectively. Conclusion Nurses' work engagement in 10 general hospitals in Sichuan province is at a medium level, and occupational benefit and occupational mission play a significant role in the mechanism of the psychological elasticity's effects on nurses' work commitment, and the chain mediation effect of occupational mission in the mechanism of psychological elasticity is established. The chain mediation effect in the mechanism was established. Managers should pay attention to nurses with low psychological elasticity, improve their sense of occupational benefit, and enhance their sense of occupational mission in order to further promote the enhancement of work engagement.
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Affiliation(s)
- Zhenfan Liu
- Department of Nursing, Deyang People’s Hospital, Deyang, China
| | - Cui Chen
- Department of Nursing, Deyang People’s Hospital, Deyang, China
| | - Xiaoting Yan
- Department of Nursing, Sichuan Nursing Vocational College, Chengdu, China
| | - Jijun Wu
- Department of Nursing, Deyang People’s Hospital, Deyang, China
| | - Lin Long
- School of Nursing, Sichuan North Medical College, Nanchong, China
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Wang Y. Exploring the impact of workload, organizational support, and work engagement on teachers' psychological wellbeing: a structural equation modeling approach. Front Psychol 2024; 14:1345740. [PMID: 38314257 PMCID: PMC10834696 DOI: 10.3389/fpsyg.2023.1345740] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/29/2023] [Accepted: 12/27/2023] [Indexed: 02/06/2024] Open
Abstract
Introduction This study delves into the intricate relationships among workload, perceived organizational support, work engagement, and psychological wellbeing within the context of 572 secondary school teachers in China. Methods Utilizing structural equation modeling (SEM), this research rigorously examined construct validity and the intricate interrelationships among latent variables. The data were collected and analyzed to determine the associations between workload, perceived organizational support, work engagement, and psychological wellbeing. Results The findings unveiled compelling negative associations between workload and perceived organizational support, workload and work engagement, and workload and psychological wellbeing among the secondary school teachers. Conversely, positive correlations emerged between perceived organizational support, work engagement, and psychological wellbeing. The structural equation modeling analysis demonstrated strong fit indices, affirming robust alignment with the anticipated models. Discussion Mediation analyses further elucidated the significance of work engagement as a mediator in the relationships between workload and psychological wellbeing, as well as between perceived organizational support and psychological wellbeing. These results underscore the pivotal role of work engagement in shaping the impact of workload and organizational support on the psychological wellbeing of secondary school teachers in Chinese educational settings.
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Affiliation(s)
- Yonggang Wang
- School of Public Administration, Southwestern University of Finance and Economics, Chengdu, China
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Liu H, Jameel Ahmed S, Anjum MA, Mina A. Leader humility and employees' creative performance: the role of intrinsic motivation and work engagement. Front Psychol 2024; 15:1278755. [PMID: 38312395 PMCID: PMC10835991 DOI: 10.3389/fpsyg.2024.1278755] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/16/2023] [Accepted: 01/02/2024] [Indexed: 02/06/2024] Open
Abstract
Drawing on the job demand-resource (JD-R) model and self-determination theory (SDT), this study examines the relationship between humble leadership and employees' creative performance, taking into account the sequential mediating role of intrinsic motivation and work engagement. The sequential mediation model was tested using two-wave questionnaire data collected from employees and their supervisors (n = 350) in the telecommunication sector of Pakistan. Data were processed and examined using SPSS and AMOS. The results revealed significant positive relationships among all variables. Further, it was found that intrinsic motivation and work engagement sequentially but partially mediated the positive relationship between humble leadership and creative performance. The theoretical and practical implications are discussed at the end.
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Affiliation(s)
- Haiou Liu
- Yanshan University, Qinhuangdao, Hebei, China
| | | | - Muhammad Adeel Anjum
- Balochistan University of Information Technology, Engineering and Management Sciences, Quetta, Balochistan, Pakistan
| | - Azalim Mina
- Yanshan University, Qinhuangdao, Hebei, China
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Zheng S, Tan S, Tan X, Fan J. Positive Well-Being, Work-Related Rumination and Work Engagement among Chinese University Logistics Staff. Behav Sci (Basel) 2024; 14:65. [PMID: 38247717 PMCID: PMC10813137 DOI: 10.3390/bs14010065] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/01/2023] [Revised: 01/05/2024] [Accepted: 01/16/2024] [Indexed: 01/23/2024] Open
Abstract
Logistics personnel in Chinese universities are facing unbalanced costs and benefit from overloaded work with minimum wages, which impede school development and their well-being. However, the logistics staff population has been neglected in past investigations pertaining to psychological health conditions. The present study aimed to examine the positive well-being, work-related rumination, and work engagement of logistics staff, their correlations, and the factors affecting well-being in 282 Chinese university logistics staff via the Smith Well-being Questionnaire, the Work-Related Rumination Questionnaire, and the Utrecht Work Engagement Scale. The results indicated low levels of well-being and high levels of work-related rumination and work engagement among Chinese university logistics staff. The presence of positive attitudes towards life and work and high levels of work engagement predicts enhanced well-being, while the presence of negative characteristics and work-related rumination predicts decreased well-being. In situations where the working hours and work duties are challenging to change, universities can regularly schedule psychological counselling sessions for logistics staff to improve their well-being.
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Affiliation(s)
- Siyao Zheng
- School of Psychology, Shenzhen University, Shenzhen 518000, China; (S.Z.); (S.T.); (X.T.)
| | - Shuyue Tan
- School of Psychology, Shenzhen University, Shenzhen 518000, China; (S.Z.); (S.T.); (X.T.)
| | - Xiaotong Tan
- School of Psychology, Shenzhen University, Shenzhen 518000, China; (S.Z.); (S.T.); (X.T.)
| | - Jialin Fan
- School of Psychology, Shenzhen University, Shenzhen 518000, China; (S.Z.); (S.T.); (X.T.)
- The Shenzhen Humanities & Social Sciences Key Research Bases of the Center for Mental Health, Shenzhen 518060, China
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Rikos N, Mema E, Triantafyllou C, Kleftonikolou H, Mazaraki E, Gounelas G, Kourlaba G. Professional quality of life, psychological well-being, and work engagement of healthcare professionals in two Greek hospitals during COVID-19: A cross-sectional study. Work 2024:WOR230386. [PMID: 38251089 DOI: 10.3233/wor-230386] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/23/2024] Open
Abstract
BACKGROUND During the COVID-19 pandemic, the mental health of healthcare professionals has emerged as an issue of great concern. OBJECTIVE To investigate the levels of professional quality of life, psychological well-being, and work engagement among healthcare professionals in two Greek hospitals during the COVID-19 pandemic. METHODS A cross-sectional study was conducted in December 2021 in two public hospitals in Greece. To assess the levels of professional quality of life, psychological well-being, and work engagement, respondents completed the Professional Quality of Life Scale Version 5 (ProQOL-V), the Psychological Well-being (PWB) scale, and the Utrecht Work Engagement Scale (UWES-17). RESULTS A total of 150 questionnaires were distributed, and 102 were returned (response rate: 68%). It was found that as burnout levels increased, the levels of work engagement decreased (rho = -0.36, p-value < 0.01). Higher levels of compassion satisfaction were associated with higher work engagement (rho = 0.48, p-value < 0.01). Multivariable analysis revealed that healthcare personnel's contact with patients or service users exposed to or who have experienced traumatic events was associated with less positive relationships with others (and, consequently, lower levels of psychological well-being) (p-value = 0.035). CONCLUSIONS Healthcare professionals in the two public hospitals in Greece, experienced moderate levels of compassion satisfaction, burnout, and secondary traumatic stress during the COVID-19 pandemic. Their psychological well-being was also found to be moderate, and their levels of work engagement were moderate to high. Supporting the physical and psychological well-being of healthcare professionals is essential for their ability to provide high-quality care in times of crisis, such as during the COVID-19 pandemic.
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Affiliation(s)
- Nikos Rikos
- Department of Nursing, School of Health Sciences, Hellenic Mediterranean University, Heraklion, Greece
| | - Erion Mema
- Department of Nursing, School of Health Sciences, Hellenic Mediterranean University, Heraklion, Greece
| | | | - Hellen Kleftonikolou
- Department of Nursing, School of Health Sciences, Hellenic Mediterranean University, Heraklion, Greece
| | - Emmanouella Mazaraki
- Department of Nursing, School of Health Sciences, Hellenic Mediterranean University, Heraklion, Greece
| | | | - Georgia Kourlaba
- Department of Nursing, School of Health Sciences, University of Peloponnese, Tripoli, Greece
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Craven K, De Dios Pérez B, Holmes J, Fisher R, Radford KA. Factors influencing employers' support for employees with acquired brain injuries or mental illness to return to- and stay in work: A qualitative systematic review. Work 2024:WOR230214. [PMID: 38217562 DOI: 10.3233/wor-230214] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/15/2024] Open
Abstract
BACKGROUND People with acquired brain injuries (ABIs) often experience residual limitations and co-morbid mental illnesses that restrict work participation. Employers are key in enabling successful return-to-work and job retention. OBJECTIVE This review aimed to explore employers' perspectives of factors influencing their support for people with ABIs and/or mental illness to return to- and stay in work. Review questions focused on barriers and facilitators to their support, and contextual characteristics present at the time. METHODS Five databases were searched from October 2010 until November 2023 for relevant qualitative studies published in English. Findings from included studies (N = 25) were synthesised using thematic synthesis. RESULTS Included studies focused on employees with ABI or mental illness, rather than dually diagnosed ABI and mental illness. Employers' support was influenced by their awareness/knowledge of- and attitudes towards the employee's condition/illness; their skills and experience in supportive strategies; factors related to provision of work accommodations; and stakeholder influence. Similarities and differences in influential factors were observed across the ABI and mental illness literature. Contextual characteristics related to organisational characteristics, cultural taboo, and involvement of certain stakeholders. CONCLUSIONS ABI survivors (with and without co-morbid mental illness) and their employers may benefit from specialist support and resources to guide them through the return-to-work process. Further research is needed to investigate employers' knowledge of ABI and mental illness and supportive strategies. Exploration of the influence of other stakeholders, socio-demographic characteristics, and contextual factors on employers' return-to-work and retention support for ABI survivors with co-morbid mental illness is warranted.
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Affiliation(s)
- Kristelle Craven
- Centre for Rehabilitation & Ageing Research (CRAR), University of Nottingham, Nottingham, United Kingdom
| | - Blanca De Dios Pérez
- Centre for Rehabilitation & Ageing Research (CRAR), University of Nottingham, Nottingham, United Kingdom
| | - Jain Holmes
- Centre for Rehabilitation & Ageing Research (CRAR), University of Nottingham, Nottingham, United Kingdom
| | | | - Kathryn A Radford
- Centre for Rehabilitation & Ageing Research (CRAR), University of Nottingham, Nottingham, United Kingdom
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Chen IS. Extending the job demands-resources model to understand the effect of the interactions between home and work domains on work engagement. Stress Health 2024. [PMID: 38197865 DOI: 10.1002/smi.3362] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 12/05/2022] [Revised: 10/10/2023] [Accepted: 12/07/2023] [Indexed: 01/11/2024]
Abstract
Scholars have extensively used the job demands-resources model to explain the dynamics underlying work engagement and proposed several versions of the model. However, in theoretical terms, nonwork elements have not been incorporated into the model. This study investigated the roles of home demands and resources in the model by testing the boost/buffer hypotheses for work engagement from the perspective of the work-home interface. We demonstrated that (1) the demands of a domain boost the positive impact of resources drawn from another domain on work engagement, (2) the resources of a domain buffer the negative impact of demands derived from another domain on work engagement; and (3) the buffering and boosting effects of home demands and resources impact work engagement. We conducted a diary study on a group of coffee shop employees in Ireland. The results partially supported the proposed hypotheses but nevertheless indicated support for the cross-domain boost/buffer hypotheses with regard to work engagement. The proposed model may serve as a theoretical foundation for research on issues related to the impact of work and nonwork domains on work engagement.
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Affiliation(s)
- I-Shuo Chen
- School of Management, Anglia Ruskin University, Cambridge, UK
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Mori K, Odagami K, Inagaki M, Moriya K, Fujiwara H, Eguchi H. Work engagement among older workers: a systematic review. J Occup Health 2024; 66:uiad008. [PMID: 38258939 DOI: 10.1093/joccuh/uiad008] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/29/2023] [Revised: 10/13/2023] [Accepted: 11/09/2023] [Indexed: 01/24/2024] Open
Abstract
OBJECTIVES Given current labor force conditions, including population aging, keeping older workers engaged in work and motivated is important. Aging may alter the effects that psychological and environmental factors have on work engagement. We conducted a systematic review to understand the features of work engagement among older workers. METHODS A systematic search was conducted in July 2022 using 4 databases. The review included relevant articles that focused on participants aged 40 years and older. RESULTS Fifty articles were selected for our review, which were grouped into 5 categories: (1) studies examining the relationship between chronological age and work engagement, (2) studies investigating the moderating effects of age on the relationship between job-related psychological factors and work environment factors and work engagement, (3) studies comparing the relationship of job-related psychological factors and work environment factors with work engagement across different age groups, (4) studies exploring the relationship between work engagement and retirement intentions or continued employment beyond retirement age, and (5) other studies discussing work engagement in the context of older workers. Most articles focused on workers in Europe and the United States and used observational study designs. CONCLUSIONS Work engagement increases with age, and is mainly mediated by increased emotional regulation. In addition, age moderates the relationships between various job-related psychological and work-environmental factors and work engagement. Work engagement is associated with working beyond retirement age. Organizations should understand the characteristics of work engagement among older workers and make age-conscious efforts to support them in adapting to social changes.
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Affiliation(s)
- Koji Mori
- Department of Occupational Health Practice and Management, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan, 1-1 Iseigaoka, Yahatanishi-ku, Fukuoka, Kitakyushu 807-8555, Japan
| | - Kiminori Odagami
- Department of Occupational Health Practice and Management, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan, 1-1 Iseigaoka, Yahatanishi-ku, Fukuoka, Kitakyushu 807-8555, Japan
| | - Mizuho Inagaki
- Department of Occupational Health Practice and Management, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan, 1-1 Iseigaoka, Yahatanishi-ku, Fukuoka, Kitakyushu 807-8555, Japan
| | - Kenta Moriya
- Department of Occupational Health Practice and Management, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan, 1-1 Iseigaoka, Yahatanishi-ku, Fukuoka, Kitakyushu 807-8555, Japan
| | - Hidenori Fujiwara
- Department of Occupational Health Practice and Management, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan, 1-1 Iseigaoka, Yahatanishi-ku, Fukuoka, Kitakyushu 807-8555, Japan
| | - Hisashi Eguchi
- Department of Mental Health, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan, 1-1 Iseigaoka, Yahatanishi-ku, Fukuoka, Kitakyushu 807-8555, Japan
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Baethge A, Menhardt AK, Frontzkowski Y, Schilbach M. Two sides of the same coin: motivating and demotivating mediation paths of time pressure and their relationship with strain. Anxiety Stress Coping 2024; 37:86-99. [PMID: 36995928 DOI: 10.1080/10615806.2023.2183389] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/16/2021] [Accepted: 02/18/2023] [Indexed: 03/31/2023]
Abstract
BACKGROUND Time pressure, commonly categorized a challenge stressor, consistently and positively relates to employees' experience of strain. However, regarding its relationship with motivational outcomes such as work engagement researchers have reported positive as well as negative effects. OBJECTIVES Drawing on the challenge-hindrance framework, we introduce two explanatory mechanisms (i.e., a loss of time control and an increase of meaning in work) which may explain both, the consistent findings related to strain (here operationalized as irritation) as well as the diverse findings related to work engagement. METHODS We conducted a two-wave survey with a two-week time-lag. The final sample consisted of 232 participants. To test our hypotheses, we used structural equation modeling. RESULTS Time pressure negatively and positively related to work engagement through loss of time control and meaning in work. Further, only loss of time control mediated the time pressure-irritation relationship. CONCLUSION Results demonstrate that time pressure likely acts motivating and demotivating at the same time, only through different paths. Hence, our study provides an explanation for the heterogeneous findings regarding the relationship between time pressure and work engagement.
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Affiliation(s)
- Anja Baethge
- Department of Psychology, Medical School Hamburg, Hamburg, Germany
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Midje HH, Nyborg VN, Nordsteien A, Øvergård KI, Brembo EA, Torp S. Antecedents and outcomes of work engagement among nursing staff in long-term care facilities-A systematic review. J Adv Nurs 2024; 80:42-59. [PMID: 37519065 DOI: 10.1111/jan.15804] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/01/2023] [Revised: 05/21/2023] [Accepted: 07/12/2023] [Indexed: 08/01/2023]
Abstract
AIM To determine antecedents and outcomes of work engagement (WE) among nursing staff in long-term care (LTC) using the Job Demand-Resources model. DESIGN A systematic review following the Preferred Reporting Items for Systematic Review and Meta-Analysis statement and Synthesis Without Meta-analysis in systematic reviews guideline. A study protocol was registered in PROSPERO (registration number CRD42022336736). DATA SOURCES The initial searches were performed in PsycInfo, Medline, Academic Search Premier, CINAHL and Scopus and yielded 3050 unique publications. Updated searches identified another 335 publications. Sixteen studies published from 2010 to 2022 were included. REVIEW METHODS The screening of titles and abstracts, and subsequently full-text publications, was performed blinded by two author teams using the inclusion/exclusion criteria. When needed, a mutual consensus was obtained through discussion within and across the teams. A descriptive and narrative synthesis without a meta-analysis of the included studies was performed. RESULTS The extent of research on WE in LTC facilities is limited and the factors examined are heterogeneous. Of forty-two unique antecedents and outcomes, only three factors were assessed in three or more studies. Antecedents-in particular job resources-are more commonly examined than outcomes. CONCLUSION Existing literature offers scant evidence on antecedents and outcomes of WE among nursing staff in LTC facilities. Social support, learning and development opportunities and person-centred processes are the most examined factors, yet with ambiguous results. IMPACT Antecedents and outcomes of engagement among nursing staff in LTC facilities have not previously been reviewed systematically. Engagement has been correlated with both more efficient and higher-quality service delivery. Our findings suggest opportunities to improve health and care services by enhancing engagement, whilst at the same time better caring for employees. This study lays the groundwork for more detailed research into the contributing factors and potential results of increasing caregivers' engagement. No patient or public contribution.
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Affiliation(s)
- Hilde Hovda Midje
- Research Group for Health Promotion in Settings, Department of Health, Social and Welfare Studies, University of South-Eastern Norway, Borre, Norway
| | - Vibeke Narverud Nyborg
- Department of Nursing and Health Sciences, University of South-Eastern Norway, Drammen, Norway
| | - Anita Nordsteien
- Centre for Health and Technology, Faculty of Health and Social Sciences, University of South-Eastern Norway, Drammen, Norway
| | - Kjell Ivar Øvergård
- Research Group for Health Promotion in Settings, Department of Health, Social and Welfare Studies, University of South-Eastern Norway, Borre, Norway
| | - Espen Andreas Brembo
- Centre for Health and Technology, Faculty of Health and Social Sciences, University of South-Eastern Norway, Drammen, Norway
| | - Steffen Torp
- Research Group for Health Promotion in Settings, Department of Health, Social and Welfare Studies, University of South-Eastern Norway, Borre, Norway
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Deng KQ, Chen XY, Yuan XM, Ren YR, Luo ZM, Li GY, Deng XK. The effect of nurses' perceived stress on their work engagement and perceived professional benefit during the routine management of the Corona Virus Disease 2019 Pandemic. Work 2023:WOR220498. [PMID: 38160380 DOI: 10.3233/wor-220498] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/03/2024] Open
Abstract
BACKGROUND In a previous study, more attention has been given to the psychological state of doctors than to that of nurses although the workload, working hours, and patient contact time are generally higher for nurses than doctors. The current status of nurses' perceived stress, work engagement, and perceived professional benefit during the routine management of the Corona Virus Disease 2019(COVID-19) pandemic and how their perceived stress affects the other two variables are topics that merit research attention. OBJECTIVE In this study, the status of nurses' perceived stress, work engagement, and perceived professional benefit during the routine management of the Corona Virus Disease 2019 pandemic was investigated to explore whether their perceived stress level has any effect on the other two variables. METHODS The convenience sampling method was adopted, and 669 nurses from the First People's Hospital of Jingzhou were selected to participate in this study. Questionnaires on perceived stress, work engagement, and perceived professional benefit were used in the survey, and the data were processed using the SPSS 20.0 program for the descriptive statistics, independent sample t-test, analysis of variance. RESULTS The total score of the nurses' perceived stress was 18.58±4.37 points. The total scores of their work engagement (43.32±14.01) and perceived professional benefit (140.23±17.75). CONCLUSION The nurses' total perceived stress score was at an upper-middle level, and their total work engagement and perceived professional benefit scores were relatively high. Overall, perceived stress has a negative effect on nurses' work engagement and perceived professional benefit. That is, the higher the pressure perception of nurses, the lower the degree of work engagement and perceived professional benefit.
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Affiliation(s)
- Kai-Qin Deng
- Department of Psychiatry, The First Affiliated Hospital of Yangtze University, Jingzhou, China
- Department of Psychiatry, The First People's Hospital of Jingzhou, Jingzhou, China
| | - Xin-Yuan Chen
- Department of Psychiatry, The First Affiliated Hospital of Yangtze University, Jingzhou, China
- Department of Psychiatry, The First People's Hospital of Jingzhou, Jingzhou, China
- Faculty of Psychology, Beijing Normal University, Beijing, China
| | - Xian-Ming Yuan
- Department of Non-Drug Therapy, Jingzhou Mental Health Center, Jingzhou, China
| | - Yan-Rui Ren
- Department of Psychiatry, The First Affiliated Hospital of Yangtze University, Jingzhou, China
- Department of Psychiatry, The First People's Hospital of Jingzhou, Jingzhou, China
| | - Zhong-Mei Luo
- Department of Psychiatry, The First Affiliated Hospital of Yangtze University, Jingzhou, China
- Department of Psychiatry, The First People's Hospital of Jingzhou, Jingzhou, China
| | - Gang-Ying Li
- Department of Education, Yangtze University College of Arts and Sciences, Jingzhou, China
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Caniëls MCJ, Curseu PL. Satisfied on our own, yet ready to leave together: An actor-partner interdependence mediation model on job satisfaction and turnover intentions in leader-follower dyads. Br J Psychol 2023. [PMID: 38140938 DOI: 10.1111/bjop.12694] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/31/2023] [Accepted: 12/13/2023] [Indexed: 12/24/2023]
Abstract
Drawing on conservation of resources theory and job embeddedness, this study aims to investigate crossovers of positivity and negativiy between leaders and their followers with respect to work-related variables (i.e. work engagement, emotional exhaustion, job satisfaction and turnover intentions). Two waves of multisource data were collected from 244 leader-follower dyads. An actor-partner interdependence model extended to mediation (APIMeM) was used to test two mediation models and examine crossovers between leaders and their followers. Findings show that negative events are positively associated with emotional exhaustion of leaders (followers), which in turn is positively associated with leaders' (followers') own turnover intention as well as that of their followers (leaders). Positive events are positively associated with work engagement of leaders, which in turn is positively associated with leaders' own job satisfaction, but not with the job satisfaction of their followers. In other words, negative events have cross-over effects, while positive events do not. In essence, we found evidence of a crossovered negativity bias. This study is unique in using a dyadic approach to analyse leader-follower crossovers with respect to job satisfaction and turnover intention. This study reveals the mediating and cross-over effects of work engagement and emotional exhaustion on the links between positive (negative) events and work outcomes.
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Affiliation(s)
| | - Petru L Curseu
- Faculty of Management, Open Universiteit, Heerlen, The Netherlands
- Babes-Bolyai University, Cluj-Napoca, Romania
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Zhou F, Long K, Shen H, Yang Z, Yang T, Deng L, Zhang J. Resilience, organizational support, and innovative behavior on nurses' work engagement: a moderated mediation analysis. Front Public Health 2023; 11:1309667. [PMID: 38169753 PMCID: PMC10758450 DOI: 10.3389/fpubh.2023.1309667] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/08/2023] [Accepted: 11/30/2023] [Indexed: 01/05/2024] Open
Abstract
Objectives To investigate the status of nurses' work engagement and the relationship among resilience, organizational support, and innovative behaviors. Methods In this cross-sectional study, we investigated 496 nurses in Hunan, China, from July 2022 to December 2022. A descriptive statistical approach, Pearson's correlation analysis and Hayes' PROCESS Macro Models 4 and 14 were used to analyze the available data. Results The level of work engagement among nurses was found to be moderate. Resilience positively predicted work engagement among nurses. Organizational support played a partially mediating role in the association between resilience and work engagement. Furthermore, innovative behavior played a moderating role in the association between adaptive resilience and work engagement. Conclusion Based on the results, greater attention needs to be paid to nurses' work engagement. A high level of resilience, organizational support, and innovative behavior may increase work engagement among nurses. Nursing leaders can take measures to increase work engagement among nurses by improving nurses' resilience and organizational support, and cultivating innovative behavior.
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Affiliation(s)
- Feiyang Zhou
- Clinical Nursing Teaching and Research Section, The Second Xiangya Hospital of Central South University, Changsha, Hunan, China
- Xiangya School of Nursing, Central South University, Changsha, Hunan, China
| | - Keyu Long
- Xiangya School of Nursing, Central South University, Changsha, Hunan, China
| | - Haiyan Shen
- Clinical Nursing Teaching and Research Section, The Second Xiangya Hospital of Central South University, Changsha, Hunan, China
- Operating room, The Second Xiangya Hospital of Central South University, Changsha, Hunan, China
| | - Zixuan Yang
- Xiangya School of Nursing, Central South University, Changsha, Hunan, China
| | - Tingting Yang
- Xiangya School of Nursing, Central South University, Changsha, Hunan, China
| | - Lu Deng
- Clinical Nursing Teaching and Research Section, The Second Xiangya Hospital of Central South University, Changsha, Hunan, China
| | - Jie Zhang
- Clinical Nursing Teaching and Research Section, The Second Xiangya Hospital of Central South University, Changsha, Hunan, China
- Operating room, The Second Xiangya Hospital of Central South University, Changsha, Hunan, China
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Su W, Xie C. The impact of organizational politics on work engagement-the mediating role of the doctrine of the mean. Front Psychol 2023; 14:1283855. [PMID: 38169877 PMCID: PMC10758697 DOI: 10.3389/fpsyg.2023.1283855] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/28/2023] [Accepted: 11/13/2023] [Indexed: 01/05/2024] Open
Abstract
Introduction Events Theory posits that the perception of organizational politics affects job attitudes. The purpose of this study was to answer the question: does organizational politics have a similar impact on Chinese individuals who adhere to the doctrine of the mean? Methods We collected survey data from 3,059 library personnel in 36 Chinese university libraries and conducted analysis using the Analytic Hierarchy Process. Results The results showed that the perception of organizational politics reduces employee work engagement. However, this impact exhibits heterogeneity. For newly recruited employees and employees aged 50 and above who are nearing retirement, the impact of organizational politics on work engagement is relatively small. Conversely, for employees aged 30-50, organizational politics has a significant negative impact. Furthermore, the doctrine of the mean moderates the impact of organizational politics on work engagement, mitigating its negative effects. Discussion The conclusions offer new insights into enhancing employee work motivation. The library should take more measures to safeguard employee rights to enhance work motivation.
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Affiliation(s)
- Weijian Su
- Economic Research Center, Shandong University of Finance and Economics, Jinan, China
| | - Chengxuan Xie
- Veterans Education College, Tangshan Open University, Tangshan, Hebei, China
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Osmanovic S, Pajic S, Petrovic IB, Portoghese I. Workaholism, work engagement, and burnout among academics in Montenegro: A psychometric network approach. Work 2023:WOR230347. [PMID: 38143414 DOI: 10.3233/wor-230347] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/26/2023] Open
Abstract
BACKGROUND The academic environment is known for its high demands in research, teaching, and administration, that along with increasing publish or perish culture can lead to reduced psychological well-being and mental health issues. OBJECTIVE This study aimed to investigate the associations between workaholism, work engagement, and burnout among academics in Montenegro. METHODS A cross-sectional design was used to develop anonymous online survey. Data was collected from 131 participants employed as teaching and research staff at public and private universities. To measure the variables of interest we used: ultra-short Utrecht Work Engagement Scale (UWES-3), the work-related burnout subscale from the Copenhagen Burnout Inventory (CBI-7) and the Dutch Work Addiction Scale (DUWAS-10). Psychometric network analysis was employed to examine the relationships among variables. RESULTS The findings revealed two distinct clusters: the first containing the dimensions of work engagement and the second containing burnout and the dimensions of workaholism. The two clusters were connected with the dimensions of dedication - burnout having the strongest edge (-0.25 and -0.40). In the cross-sample network the strongest connection was burnout -working excessively (.35). No significant differences in network density (0.80 (12/15 edges)) and global strength (p = 0.159) in the networks of public and private universities were found. CONCLUSION Results of the network centrality and the edge strength analyses suggest that the interventions focused at increasing dedication while not fostering a work environment that encourages working excessively might be the key to preventing and reducing burnout in academia across contexts of public and private universities.
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Jasiński AM, Derbis R, Koopmans L. [Polish adaptation and validation of the Individual Work Performance Questionnaire (IWPQ)]. Med Pr 2023; 74:389-398. [PMID: 38104339 DOI: 10.13075/mp.5893.01419] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/19/2023] Open
Abstract
BACKGROUND The objective of this study was to test the psychometric properties of the Polish version of the Individual Work Performance Questionnaire (IWPQ). MATERIAL AND METHODS The study was conducted on 3 independent samples of 1582, 581 and 40 individuals employed as manual workers, social service and white collar workers. To test the IWPQ structure an exploratory factor analysis was conducted. Multigroup confirmatory factor analysis and invariance test were carried out among subgroups. The reliability was assessed by means of Cronbach's α coefficient (internal consistent) and test-retest (stability over time) method, with a 4-week follow-up. The construct validity of the IWPQ was tested by means of correlation analysis, using work engagement, positive and negative affect at work, and job burnout as the criterion variables. RESULTS The Polish version of the IWPQ displays very good internal consistency, theoretical validity, and test-retest stability. The results of the factor analysis confirmed a 3-factor structure of the questionnaire. Construct invariance across subgroups was confirmed. Task performance was negatively correlated with negative affect at work, job burnout and positively correlated with work engagement and positive affect at work. Contextual performance was negatively related with counterproductive work behaviors, negative affect at work and positively related with work engagement. CONCLUSIONS The Polish version of the IWPQ - like the original scale - consists of 18 items and has 3 subscales. Despite certain limitations the Polish version of the IWPQ shows good psychometric properties and it can be used to measure individual work performance in Polish conditions. Med Pr Work Health Saf. 2023;76(5):389-98.
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Affiliation(s)
| | - Romuald Derbis
- Uniwersytet Opolski / University of Opole, Opole, Poland (Instytut Psychologii / Institute of Psychology)
| | - Linda Koopmans
- TNO, Leiden, The Netherlands (Department of Sustainable Productivity and Employability)
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Grill M. Influence of destructive leadership behaviors on the meaning of work and work productivity. Front Psychol 2023; 14:1295027. [PMID: 38152562 PMCID: PMC10751304 DOI: 10.3389/fpsyg.2023.1295027] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/15/2023] [Accepted: 11/16/2023] [Indexed: 12/29/2023] Open
Abstract
This study aimed to determine the influence of destructive leadership behaviors on employees' meaning of work and work productivity, using a longitudinal research design. Local government organizations in a municipality in Sweden were invited to participate in the study. Self-rated questionnaire data on employees' meaning of work and work productivity was collected at four time points over a period of 18 months, and 582 employees responded to the questionnaire on one or more occasions. A 4-item Destructive Leadership Scale (DLS) was developed and used at the first time point to assess the destructive leadership behaviors of incoherent planning, assigning unnecessary tasks, ambiguous expectations, and autocratic behavior. Latent growth models were used to analyze the influence of destructive leadership on the change in employees' meaning of work and work productivity over the 18-month period. The results show that destructive leadership has a significant negative influence on employees' meaning of work (β = -0.44, p = 0.02) and work productivity (β = -0.46, p = 0.04). The effect sizes were greater than those identified in previous cross-sectional studies, indicating that the effects of destructive leadership may accumulate and become more important over time. Important destructive leadership behaviors include incoherent planning, assigning unnecessary tasks, ambiguous expectations, and autocratic behavior. These behaviors have a significant negative effect on employees' meaning of work and work productivity. Proactive assessment of destructive leadership behaviors is warranted to improve future selection and training of managers.
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Wu C, Cheng S, Wu J, Zhang Y, Lin Y, Li L, Du J, Zhang Y, Lang H. Factors influencing work engagement among male nurses: A structural equation model. Nurs Open 2023; 10:7749-7758. [PMID: 37794567 PMCID: PMC10643843 DOI: 10.1002/nop2.2016] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/01/2022] [Revised: 02/07/2023] [Accepted: 09/17/2023] [Indexed: 10/06/2023] Open
Abstract
AIM To investigate the male nurses' engagement in nursing work and the influencing factors. DESIGN A cross-sectional study. METHODS A cross-sectional survey was conducted in 13 hospitals in China to collect data from 328 male nurses from August to October 2021. A structural equation model design was tested with validated measurement instruments. RESULTS The work engagement of male nurses in China was at a medium level. There was a high correlation of the male nurses' work engagement with career identity (r = 0.764, p < 0.01), career success (r = 0.735, p < 0.01) and social support (r = 0.477, p < 0.01). The linear multivariate regression analysis showed that career satisfaction (β = 0.393), career identity (β = 0.392) and subjective support (β = 0.116) entered regression equation of male nurses' work engagement (all p < 0.05). The structural equation model results showed that career identity and social support were the influencing factors of the male nurses' work engagement and the model explained variation of 66.4% variables. CONCLUSION To know the male nurses' work engagement and influencing factors in China has certain enlightening significance for male nurses themselves and nursing manager. On the one hand, it is necessary to enhance the male nurses' career recognition to nursing work. On the other hand, the society should provide more aid and support to the male nurses. Therefore, the male nurses could devote more into nursing work and promote the nursing development.
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Affiliation(s)
- Chao Wu
- Department of NursingFourth Military Medical UniversityShaanxiChina
| | - Si‐zhe Cheng
- Department of Military Medical PsychologyFourth Military Medical UniversityShaanxiChina
| | - Jing Wu
- Department of NursingFourth Military Medical UniversityShaanxiChina
| | - Yin‐juan Zhang
- Department of NursingFourth Military Medical UniversityShaanxiChina
| | - Ya‐wei Lin
- Department of NursingFourth Military Medical UniversityShaanxiChina
| | - Lu Li
- Department of Anesthesia Intensive Care UnitThe Second Affiliated Hospital, Fourth Military Medical UniversityShaanxiChina
| | - Juan Du
- Department of NursingFourth Military Medical UniversityShaanxiChina
| | - Yu‐hai Zhang
- Department of Health Statistics, School of Preventive MedicineFourth Military Medical UniversityShaanxiChina
| | - Hong‐juan Lang
- Department of NursingFourth Military Medical UniversityShaanxiChina
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Min Y, Wenjing Q, Jizu L, Yong Y, Yanyu G. Work-family conflict, work engagement and unsafe behavior among miners in China. Int J Occup Saf Ergon 2023; 29:1376-1382. [PMID: 36178729 DOI: 10.1080/10803548.2022.2131128] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/14/2022]
Abstract
The present study aims to explore the relationship between work-family conflict and unsafe behavior among underground coal miners, testing the mediating role of work engagement in this relationship. A cross-sectional survey was conducted in Shanxi Province, China from June to August 2020. A total of 580 front-line miners were recruited for this study. Structural equation modeling was used to explore the mechanisms of work-family conflict on unsafe behavior. Findings revealed that time-based conflict, strain-based conflict and behavior-based conflict were positively related to unsafe behavior, and work engagement mediated the relationships between work-family conflict and unsafe behavior. Managers should alleviate miners' work-family conflict, providing effective organizational support to improve the miner's work engagement, and thus reduce their unsafe behavior.
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Affiliation(s)
- Yu Min
- School of Economic & Management, Taiyuan University of Technology, People's Republic of China
| | - Qin Wenjing
- School of Economic & Management, Taiyuan University of Technology, People's Republic of China
| | - Li Jizu
- School of Economic & Management, Taiyuan University of Technology, People's Republic of China
| | - Yan Yong
- School of Economic & Management, Taiyuan University of Technology, People's Republic of China
| | - Guo Yanyu
- School of Economic & Management, Taiyuan University of Technology, People's Republic of China
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Liu Q, Zhao L, Guo X, Zhang Y, Xin C, Gai Y. Leisure crafting and work engagement among Chinese ICU nurses: The multiple mediation effect of recovery experience and humanistic care ability. Int Nurs Rev 2023. [PMID: 38041443 DOI: 10.1111/inr.12914] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/27/2023] [Accepted: 11/11/2023] [Indexed: 12/03/2023]
Abstract
AIMS Based on the conservation of resources theory, this study explored the intermediary role of intensive care unit (ICU) nurses' recovery experience and humanistic care ability between leisure crafting and work engagement. BACKGROUND As the ICU is an important life-saving department, the level of work engagement of nurses directly affect the quality of life and health outcomes of patients. Actively seeking countermeasures to improve the work engagement level of ICU nurses is of great significance to enhancing the nursing quality of the ICU. According to the theory of resource conservation, the resources owned by individuals are limited and must be replenished promptly and effectively to maintain relatively stable physical, mental, and working states. Therefore, determining ways for ICU nurses to supplement the consumed resources effectively and efficiently in a limited time to maintain a high level of work engagement is the main concern of this study. METHODS In this cross-sectional study from January 2023 to March 2023, 478 ICU nurses were recruited by convenience sampling. The survey tools included the Leisure Crafting Scale, the Utrecht Work Engagement Scale-9, the Caring Ability Inventory, and the Recovery Experience Questionnaire. Descriptive data and Pearson correlation coefficients were analyzed via SPSS 26.0 (IBM Corp.). PROCESS v4.0 (by Andrew F. Hayes) Macro Model 6 was applied to analyze the serial multiple mediator models. We used the STROBE checklist to report the results. RESULTS First, the results showed that leisure crafting, humanistic care ability, and recovery experience were positively correlated with work engagement. Second, recovery experience and humanistic care ability played a partially mediating role between leisure crafting and work engagement, respectively. Third, recovery experience and humanistic care ability also had a serial mediation effect between leisure crafting and work engagement. CONCLUSION The findings of the study indicated that improving nurses' active control of leisure time may have particularly positive effects on ICU nurses' work engagement through increasing recovery experience and humanistic care ability. IMPLICATIONS FOR NURSING AND NURSING POLICY Administrators can formulate intervention measures to improve the leisure crafting level of ICU nurses, promote work-life balance, which enhances recovery and supports engagement with patient-focused humanistic care, and have a positive impact on the work engagement of ICU nurses.
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Affiliation(s)
- Qingwei Liu
- Department of Critical Medicine, The Affiliated Hospital of Qingdao University, Qingdao, China
| | - Li Zhao
- Nuclear Medicine Department, The Affiliated Hospital of Qingdao University, Qingdao, China
| | - Xiaojing Guo
- Department of Critical Medicine, The Affiliated Hospital of Qingdao University, Qingdao, China
| | - Yuchen Zhang
- Department of Nursing, The Affiliated Hospital of Qingdao University, Qingdao, China
| | - Chen Xin
- Department of Critical Medicine, The Affiliated Hospital of Qingdao University, Qingdao, China
| | - Yubiao Gai
- Department of Critical Medicine, Head Nurse of the Department of Critical Care Medicine, The Affiliated Hospital of Qingdao University, Qingdao, China
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Lajom JAL, Teo S, de Carvalho Filho MK, Stanway A. Passionate and psychologically-undetached: A moderated-mediated investigation of psychological distress among engaged employees. Stress Health 2023; 39:1026-1036. [PMID: 36827409 DOI: 10.1002/smi.3239] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/03/2021] [Revised: 12/23/2022] [Accepted: 02/17/2023] [Indexed: 02/26/2023]
Abstract
Guided by the effort-recovery model and the dualistic model of passion, we tested a conditional process model that examined the relationships between work engagement, workplace passion, psychological detachment, and psychological distress among Japanese professionals. We conducted an online panel survey across two time points, six weeks apart (N = 202 matched responses) where we measured all the variables at both instances. Findings show that engaged employees become susceptible to psychological distress due to decreased levels of psychological detachment. The moderating role of work passion was partially supported: being obsessively passionate towards work exacerbates this relationship further while contrary to expectations, the moderating role of harmonious passion was not significant. Findings suggest the possibility that engaged employees are less likely to switch off, which predisposes them to ill-being at work, and this becomes apparent among employees with less volitional opportunities in the workplace.
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Affiliation(s)
| | - Stephen Teo
- Edith Cowan University, Perth, Western Australia, Australia
- Northumbria University, Newcastle upon Tyne, UK
| | | | - Alicia Stanway
- Australian Institute of Business, Adelaide, South Australia, Australia
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Yang Y, Yan R, Li X, Meng Y, Xie G. Different Results from Varied Angles: The Positive Impact of Work Connectivity Behavior After-Hours on Work Engagement. Behav Sci (Basel) 2023; 13:971. [PMID: 38131827 PMCID: PMC10740437 DOI: 10.3390/bs13120971] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/12/2023] [Revised: 11/20/2023] [Accepted: 11/22/2023] [Indexed: 12/23/2023] Open
Abstract
With the development of communication technology and the COVID-19 pandemic, it has become increasingly common for employees to maintain work connectivity after-hours, which has a significant impact on their psychological state at work. However, most of the existing studies have not reached a consensus on the impact of work connectivity behavior after-hours on employees' psychological state at work, and the existing studies have led to theoretical and practical disagreements. Based on the Job Demands-Resources model, we built a two-path model of work autonomy and emotional exhaustion to explore the impact of work connectivity behavior after-hours on work engagement. In addition, we compared the differences between different workplace statuses (managers and ordinary employees). Through surveys and analyses of 257 employees, the results show that work connectivity behavior after-hours positively impacts employees' work engagement by increasing managers' work autonomy and reducing ordinary employees' emotional exhaustion. This study not only reveals that work connectivity behavior after-hours positively affects work engagement but also illustrates the differences in impact between managers and ordinary employees; these findings contribute to the development of a consensus on the influence of work connectivity behavior after-hours on employees' psychological state at work, which provides insights for organizations seeking to manage work connectivity behavior after-hours, for example, by adopting different connectivity management strategies for employees with different workplace statuses.
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Affiliation(s)
| | - Rui Yan
- School of Management, Harbin Institute of Technology, Harbin 150006, China
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Wang Y, Tang L, Li L. Corrigendum: Work engagement and associated factors among healthcare professionals in the post-pandemic era: a cross-sectional study. Front Public Health 2023; 11:1332486. [PMID: 38054073 PMCID: PMC10694704 DOI: 10.3389/fpubh.2023.1332486] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/03/2023] [Accepted: 11/06/2023] [Indexed: 12/07/2023] Open
Abstract
[This corrects the article DOI: 10.3389/fpubh.2023.1173117.].
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Affiliation(s)
| | | | - Lezhi Li
- Clinical Nursing Teaching and Research Section, The Second Xiangya Hospital, Central South University, Changsha, Hunan, China
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Bedendo A, Papworth A, Taylor J, Beresford B, Mukherjee S, Fraser LK, Ziegler L. Work-related resources and demands predicting the psychological well-being of staff in children's hospices. Palliat Support Care 2023:1-10. [PMID: 37970659 DOI: 10.1017/s147895152300161x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2023]
Abstract
OBJECTIVES This study assessed the work-related resources and demands experienced by children's hospice staff to help identify staff support systems and organizational practices that offer the most potential to prevent staff burnout and enhance well-being at work. METHODS The relationships between individual and organizational characteristics, work-related resources and demands, and burnout and work engagement outcomes experienced by children's hospice staff were explored using two surveys: the Children's Hospice Staff survey, completed by UK children's hospice staff, and the Children's Hospice Organisation and Management survey, completed by the Heads of Care. We used structural equation modeling to assess the relationships between the variables derived from the survey measures and to test a model underpinned by the Job Demands-Resource (JD-R) theory. RESULTS There were 583 staff responses from 32 hospices, and 414 participants provided valid data for burnout and work engagement outcome measures. Most participants were females (95.4%), aged 51-65 years old (31.3%), and had more than 15 years of experience in life-limiting conditions (29.7%). The average score for burnout was 32.5 (SD: 13.1), and the average score for work engagement was 7.5 (SD: 1.5). The structural model validity showed good fit. Demands significantly predicted burnout (b = 4.65, p ≤ 0.001), and resources predicted work engagement (b = 3.09, p ≤ 0.001). The interaction between resources and demands only predicted work engagement (b = -0.31, p = 0.115). Burnout did not predict work engagement (b = -0.09, p = 0.194). SIGNIFICANCE OF RESULTS The results partly supported the JD-R model, with a clear association between resources and work engagement, even when the demands were considered. Demands were only directly associated with burnout. The findings also identified a set of the most relevant aspects related to resources and demands, which can be used to assess and improve staff psychological well-being in children's hospices in the UK.
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Affiliation(s)
- Andre Bedendo
- Department of Health Sciences, University of York, York, UK
| | - Andrew Papworth
- School for Business and Society, University of York, York, UK
| | - Jo Taylor
- Department of Health Sciences, University of York, York, UK
| | - Bryony Beresford
- School for Business and Society, University of York, York, UK
- Social Policy Research Unit, University of York, York, UK
| | - Suzanne Mukherjee
- School for Business and Society, University of York, York, UK
- Social Policy Research Unit, University of York, York, UK
| | - Lorna K Fraser
- Cicely Saunders Institute of Palliative Care, Policy and Rehabilitation, King's College London, London, UK
| | - Lucy Ziegler
- School of Medicine, University of Leeds, Leeds, UK
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Meng Z, Zhang L, Zan H, Wang J. Psychological resilience and work engagement of Chinese nurses: a chain mediating model of career identity and quality of work life. Front Psychol 2023; 14:1275511. [PMID: 38034289 PMCID: PMC10687206 DOI: 10.3389/fpsyg.2023.1275511] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/10/2023] [Accepted: 11/03/2023] [Indexed: 12/02/2023] Open
Abstract
Aim To investigate how nurses' psychological resilience affects their work engagement and the resulting pathways, namely, the intermediary effect of career identity and quality of work life. Background Psychological resilience is the ability to adapt to new circumstances and overcome difficulties. Work engagement is a positive, perfect emotional and cognitive state in the work process, which has a positive effect on nurses' physical and mental health and career development. The importance of psychological resilience in nursing is growing in popularity. However, few studies have explored the relationship between psychological resilience and nurses' work engagement. Design This is a cross-sectional study. Methods From March to April 2023, 356 nurses in the First Affiliated Hospital of Jinzhou Medical University in China received valid questionnaires. The study was surveyed using the Connor-Davidson, Resilience Scale, the Nursing Career Identity Scale, the Work-Related Quality of Life Scale, and the 15-item Utrecht Work Engagement Scale. Process version 3.5 plug-in SPSS 25 was used to test the mediating effect. Results (1) Psychological resilience was significantly and positively correlated with career identity, quality of work life, and work engagement (r = 0.702-0.803, p < 0.001). (2) Career identity and quality of work life partially mediated the relationship between psychological resilience and work engagement, with effect sizes of 0.2382 and 0.0958, respectively. (3) There was a chain mediation model between psychological resilience and work engagement that had a value of 0.1219. Conclusion Career identity and quality of work life played a chain-mediating role between psychological resilience and work engagement. Thus, in order to enhance the work engagement of clinical nurses, it is necessary for nursing managers to take measures to enhance not only psychological resilience but also their career identity and the quality of work life.
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Affiliation(s)
- Zhixing Meng
- Department of Nursing, Jinzhou Medical University, Jinzhou, China
| | - Lan Zhang
- Department of Nursing, The First Affiliated Hospital of Jinzhou Medical University, Jinzhou, China
| | - Haijing Zan
- Department of Nursing, Jinzhou Medical University, Jinzhou, China
| | - Jingru Wang
- Department of Nursing, Jinzhou Medical University, Jinzhou, China
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Han Y, Sears GJ. Does leader-member exchange ambivalence hinder employee well-being? Exploring relations with work engagement and emotional exhaustion. Stress Health 2023. [PMID: 37942664 DOI: 10.1002/smi.3334] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/29/2023] [Revised: 08/14/2023] [Accepted: 10/05/2023] [Indexed: 11/10/2023]
Abstract
Recent research has introduced the concept of leader-member exchange (LMX) ambivalence and has shown that it can be detrimental to employee task performance. Drawing on self-determination theory and models of LMX development, this research investigates whether LMX ambivalence may also negatively influence employee well-being. In a two-wave field study with 278 employees in a large police organisation, we found that LMX ambivalence was significantly associated with two focal measures of work-related well-being: work engagement and emotional exhaustion, through its influence on psychological need fulfilment. Perceived positive meaning in work was found to buffer the negative effects of LMX ambivalence on psychological need fulfilment and well-being. Overall, these results contribute to the occupational health literature by demonstrating that psychological need fulfilment helps explain why LMX ambivalence negatively affects work related well-being outcomes and underscores the important role of positive meaning in work as a buffer for these relationships.
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Affiliation(s)
- Yu Han
- Faculty of Business Administration, University of Regina, Regina, Saskatchewan, Canada
| | - Greg J Sears
- Sprott School of Business, Carleton University, Ottawa, Ontario, Canada
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