The aim of the present study was to use exploratory and confirmatory factor analysis (CFA) to investigate the factorial structure of the 9-item Utrecht work engagement scale (UWES-9) in a ...multi-occupational female sample.
A total of 702 women, originally recruited as a general population of 7-15-year-old girls in 1995 for a longitudinal study, completed the UWES-9. Exploratory factor analysis (EFA) was performed on half the sample, and CFA on the other half.
Exploratory factor analysis showed that a one-factor structure best fit the data. CFA with three different models (one-factor, two-factor, and three-factor) was then conducted. Goodness-of-fit statistics showed poor fit for all three models, with RMSEA never going lower than 0.166.
Despite indication from exploratory factor analysis (EFA) that a one-factor structure seemed to fit the data, we were unable to find good model fit for a one-, two-, or three-factor model using CFA. As previous studies have also failed to reach conclusive results on the optimal factor structure for the UWES-9, further research is needed in order to disentangle the possible effects of gender, nationality and occupation on work engagement.
The purpose of this study was to determine the relationship between self-efficacy and work engagement of employees of the Child Development Center (YCI) cluster in Semarang Regency during the ...COVID-19 pandemic. The method used in this research is quantitative research with a correlation design. The participants in this study were 50 PPA cluster employees in Semarang Regency who felt the impact of working during the COVID-19 pandemic. This research instrument uses 2 (two) measuring instruments, namely General Self Efficacy (GSE) which has been translated into Indonesian and has been modified so that it can be understood by research subjects belonging to Ralf Schwarzer, et al from Freie University, Berlin (2002) and the Utrecht Work Engagement Scale. (UWES) by Bekker and Leiter (2010). The data analysis technique in this study used the Pearson product-moment correlation test, there was a positive and significant correlation between self-efficacy and work engagement with a correlation coefficient of 0.405 with a significance value of 0.002 (p < 0.005). This means that the higher the level of self-efficacy, the higher the level of work engagement, and conversely the lower the level of self-efficacy, the lower the level of work engagement that is owned. The results of this study can be used as a basis for activities to increase work engagement so as to achieve maximum performance for the success of the organization or company.
Objective: This study aimed to reveal the association between work engagement (WE) and autonomy among nurses certified as gastroenterological endoscopy technicians.Methods: We conducted ...cross-sectional online survey among 1,000 nurses certified as gastroenterological endoscopy technicians. The survey items included personal attributes, job demands, job resources, endoscopy nursing characteristics, the Japanese version of the shortened version of the Utrecht Work Engagement Scale (UWES), and autonomy (professional autonomy scale for nurses).Results: A total of 337 subjects (response rate of 33.7%) were included in the analysis. A multivariate logistic regression analysis, dividing WE into high and low groups and using personal attributes and job resources as independent variables, revealed that autonomy was statistically significantly associated with the high level of WE (odds ratio = 1.04, 95% confidence interval: 1.02–1.05, p < 0.001). There was an interaction where WE increased when the degree of autonomy was high and involvement with patients was sufficient (F,(1, 257) = 6.3, p = 0.013).Conclusion: The results showed that there is a strong association between WE and autonomy among nurses certified as gastroenterological endoscopy technicians. Furthermore, a high degree of autonomy and sufficient involvement with patients were suggested to be influential in further increasing WE.
Although ample evidence has shown that intrapreneurial activities of an employee (i.e. employee intrapreneurship) positively impact organizational outcomes, research on how these activities affect ...employee outcomes is scarce. Based on Job Demands-Resources theory, we hypothesized that employee intrapreneurship builds personal resources over time, which in turn, fosters work engagement. We conducted a two-wave study with a three-month time interval among a sample of public servants (N=351). Results of a latent change score analysis showed that employee intrapreneurship predicted a positive change in employees' personal resources over time, and personal resources predicted higher and more stable experiences of work engagement during the study period. Moreover, we found evidence for a positive gain cycle of employee intrapreneurial behavior, personal resources, and work engagement. The practical implication of our findings is that intervening to increase either one of these constructs can be expected to lead to mutual gains in the others.
•Employees' entrepreneurial behaviors build personal resources over time.•Personal resources stabilize experiences of work engagement over time.•Results provide robust support for core assumptions of the JD-R theory.•A latent change score approach provides novel intra-individual insights.
Penelitian ini bertujuan untuk mengetahui secara empiric gambaran Psychological Capital dan Work Engagement pada karyawan Yayasan Medan Plus Medan. Teknik pengambilan sampel dilakukan dengan ...Purposive Sampling dan didapatkan sebanyak 48 orang. Instrumen penelitian yang digunakan yaitu skala Psychological Capital dan skala Work Engagement. Teknik analisis data yang digunakan statistik deskriptif. Hasil penelitian ini menunjukan dari 48 orang. Hasil penelitian menunjukan dari 48 orang yang memiliki self efficacy dalam kategori tinggi sebanyak 31 orang, sedang 16 orang dan rendah 1 orang. Optimism dalam kategori tinggi sebanyak 30 orang, sedang 18 orang dan rendah 0 orang. Hope dalam kategori tinngi sebanyak 25 orang, sedang 20 orang dan rendah 3 orang. Resiliency dalam kategori tinggi sebanyak 35 orang, sedang 11 orang dan rendah 2 orang. Work Engagement dari 48 orang yang memiliki Vigor dalam kategori tinggi sebanyak 40 orang, sedang 8 orang dan rendah 0 orang. Absorption yang memiliki kategori tinggi sebanyak 38 orang, sedang7 orang dan rendah 3 orang. Dedication dalam kategori tinggi sebanyak 40 orang, sedang 5 orang dan rendah 3 orang.
ABSTRACT
Aims and objectives
To clarify both the potential influencing factors and the current status of front‐line nurses’ work engagement, and thus provide a reference for targeted interventions.
...Background
After coronavirus disease 2019 outbreak, front‐line nurses embraced remarkable potential stress and huge workload when caring for coronavirus disease 2019 patients, which may lead to new challenges to work engagement.
Design
A large sample survey was conducted at the end of February 2020 in a designated hospital treating coronavirus disease 2019 patients in Wuhan, the capital of Hubei Province, in China. t Test, one‐way ANOVA, chi‐squared test, Pearson's correlation and hierarchical multiple regression were performed among 1,040 nurses using SPSS 24.0. The STROBE checklist was followed for observational studies.
Results
The final model interpreted 27.3% of the variance, of which each block could explain 11.7%, 10.3% and 7.9% R2 changes including sociodemographic characteristics, stress and workload, respectively. Work engagement was negatively correlated with stress and workload. The potential influencing factors included sociodemographic characteristics (married, rescue staff, cabin ward), stress (infection control, PPE discomfort) and workload (mental demand, performance, frustration).
Conclusions
Front‐line nurses perceived low stress and workload, but high work engagement, especially in self‐dedication. However, infection control, PPE discomfort and frustration were negatively associated with nurses’ work engagement, while mental demand and good performance were positively associated with nurses’ work engagement. Future interventions focused on decreasing front‐line staff's infection risk and enhancing their self‐confidence may be recommendable to promote their work engagement.
This study examined the effects of exposure to workplace bullying on work engagement and health problems. It is one of the few studies to treat job insecurity as an explanatory factor of the ...bullying-outcome relationship. Specifically, we perceive that job insecurity unfolds through an interpersonal process in which negative experiences, such as bullying, make employees feel less valuable in their workplace. By analyzing the data from employees in Korea using the latent factor approach, the tested mediation model explained that exposure to workplace bullying decreased the work engagement of employees and increased their health problems because of their high level of perceived job insecurity. The relationship between bullying and engagement would not be established without the job insecurity variable, thereby suggesting its indirect effect. Given the partial mediating effect of health problems, job insecurity is identified as an additional underlying mechanism that explains why bullying increases health problems. This finding does not contradict the widespread arguments on the health-impairing effect of workplace bullying. This study contributes to the literature and business practices by identifying an important underlying mechanism that helps us understand the association between exposure to workplace bullying and key work outcomes.
Nurses' voluntary turnover is a worrying global phenomenon which affects service quality. Retaining nursing staff within a hospital is important to eliminate the negative influence of voluntary ...turnover on the quality of care and organisation costs.
This research helps explain nurses' voluntary turnover by analysing the role of self-efficacy, agentic capacities, job satisfaction, and work engagement on hospital turnover intention, and to study the relationships between these variables and patient satisfaction.
This study gathered data from 194 nurses and 181 patients from 22 inpatient wards at two hospitals in southern Italy.
Correlation analysis revealed that job satisfaction, work engagement, self-efficacy and agentic capacities were positively interrelated and negatively correlated with turnover intention. Path analysis showed that self-efficacy, some agentic capacities (anticipation and self-regulation), job satisfaction, and work engagement had direct or indirect effects on nurses' turnover intention, and that job satisfaction exerted a stronger effect on turnover intention. Also, patient satisfaction was positively correlated with nurses' job satisfaction, work engagement, self-efficacy, self-regulation and anticipation and negatively correlated with nurses' turnover intention.
Results highlighted the importance of implementing actions (for example through feedforward methodology and the goal setting technique) to improve self-efficacy, self-regulation skill, work engagement and job satisfaction in order to reduce nurses' turnover intention and increase patient satisfaction with nursing care.
Employee engagement and work engagement Daisuke Kosaka; Hidenori Sato
Annals of business administrative science,
12/2020, Volume:
19, Issue:
6
Journal Article
Peer reviewed
Open access
Engagement as a concept is gaining attention in research and management practices. However, there are several types of engagement depending on whether the focus is on work and jobs or companies and ...organizations. In this paper, we demonstrate the following three points based on comparative analysis of the concepts of work engagement and employee engagement: (a) Both terms are used with the same frequency in academic journals in the field of management, but non-academic sources consistently use “employee engagement,” while medical and nursing articles use “work engagement.” (b) “Work engagement” may be used in this way because the term originated in research of burnout among nurses working in hospitals. (c) While much research does not adequately differentiate the two concepts, they should be treated as distinct concepts due to their distinct origins and the content they measure.
PDF
