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Tuesday, 13 July 2010: 9:10 AM
Learning Objective 1: understand the work engagement among staff nurses.
Learning Objective 2: understand the predictors of work engagement.
Purpose:
Work Engagement has emerged as an important factor influencing employee performance and organizational culture. The purpose of this study was to examine the predictors of work engagement.
Methods:
This was a cross sectional study. A total of 776 direct care professional nurses from one medical center in Southern Taiwan were invited to join the study. In addition to collect demographic information, related work perceptions were measured. Mental Health Scale was used to measure the mental health status. Job Satisfaction Scale was used to measure job satisfaction. Nurses’ practice environment was evaluated by Nursing Work Index-Revised (NWI-R). Three subscales of Maslach Burnout Inventory-Human Services Survey-Taiwanese Version (MBI-HSS-TV) were used to measure the level of emotion exhaustion, personal accomplishment, and depersonalization.Utrecht work engagement scale (UWES-9) was used to measure work engagement. Regression analysis was applied to determining the predictors of work engagement.
Results:
The response rate was 72.6% (n = 563). The work engagement scores varied with the demographic characteristics such as working units, marital status, years of working experience, hospital-given ranks, and age. Mental health, job satisfaction, nurses’ practice environment, level of emotion exhaustion, personal accomplishment, and depersonalization, were significantly correlated with work engagement. Six variables, working unit, age, job satisfaction, nurses’ practice environment, personal accomplishment and emotion exhaustion, totally explained 56% of the variance of work engagement.
Conclusion:
Work Engagement has emerged as an important factor influencing employee performance and organizational culture. The purpose of this study was to examine the predictors of work engagement.
Methods:
This was a cross sectional study. A total of 776 direct care professional nurses from one medical center in Southern Taiwan were invited to join the study. In addition to collect demographic information, related work perceptions were measured. Mental Health Scale was used to measure the mental health status. Job Satisfaction Scale was used to measure job satisfaction. Nurses’ practice environment was evaluated by Nursing Work Index-Revised (NWI-R). Three subscales of Maslach Burnout Inventory-Human Services Survey-Taiwanese Version (MBI-HSS-TV) were used to measure the level of emotion exhaustion, personal accomplishment, and depersonalization.
Results:
The response rate was 72.6% (n = 563). The work engagement scores varied with the demographic characteristics such as working units, marital status, years of working experience, hospital-given ranks, and age. Mental health, job satisfaction, nurses’ practice environment, level of emotion exhaustion, personal accomplishment, and depersonalization, were significantly correlated with work engagement. Six variables, working unit, age, job satisfaction, nurses’ practice environment, personal accomplishment and emotion exhaustion, totally explained 56% of the variance of work engagement.
Conclusion:
Working unit, age and related perception of work such as job satisfaction, nurses’ practice environment, personal accomplishment and emotion exhaustion can predict engagement at work.