Organizational Role Stress and Work Engagement Among Nurses in a Selected Hospital in Cairo

Abstract

Abstract:Health care professionals, with particular regard to nurses, are exposed to several role stressors and demands of workplace that can adversely decrease their work engagement. Work engagement is perceived to inversely correlate with organizational role stress (ORS). The study aimed to investigate the relationship between organizational role stress and work engagement among nurses. A correlational comparative design was utilized in this study. The present study was conducted in all medical units and all surgical units with its specialties at New Kasr El Aini Teaching Hospital. The study sample composed of a convenience sample of both head nurses/charge nurses and staff nurses working in the previous selected departments. It composed of 52 head nurses/charge nurses out of 66 and 140 staff nurses out of a total of 230. Data of the present study were collected through utilizing the following two tools: The Utrecht Work Engagement Scale (UWES) and Organizational role stress-scale" (ORS). Findings of the present study concluded that that there was no statistical significant correlation between total organizational role stress (ORS) and total work engagement, while only significant correlation was found between total work engagement and the following ORS subscales: Inter role distance, role expectation conflict, role over load, role isolation, personal inadequacy and role ambiguity. A statistical significant difference between head nurses and staff nurses mean scores in relation to their levels of organizational role stressors as well as work engagement. The findings of this study can assist hospitals administrators and policy makers to create an attractive working climate in an effort to decrease levels of organizational role stress among nursing staff and increase their engagement. Replication of the present study on various clinical setting and different health care sectors in Egypt would also be worthwhile.

Emotional well‐being and work engagement of nurses who moonlight (dual employment) in private hospitals

“…Similar results were reported from a study among nurses in a Cairo hospital, where staff nurses scored higher on work engagement than head nurses (Seada, 2017) and from a South African study where auxiliary/assistant nurses also scored higher on work engagement than professional nurses (D'Emiljo & Du Preez, 2017). We also found that respondents who considered leaving nursing scored lower on work engagement than those who had not considered leaving the profession.…”

The relationship between organizational dehumanization and work engagement: the mediating effect of nurses’ work stress

“…In addition, psychological or physical abuse, an extremely demanding job, a lack of staff members, a high patient frequency, the ensuing excessive burden, and infection exposure are additional causes that frequently cause nurses to stress [40]. Similarly, Arbabisarjou et al, (2017) and Seada (2017) reported that more than three-quarters of the studied nurses had a moderate stress level in their work [38,41].…”

“…When nurses suffer psychological distress, their work turnover and administrative leave rates increase, which may cause medical mistakes and problems with patient interaction [37]. Among healthcare professionals, nurses face the most significant levels of occupational stress and are particularly vulnerable to various stressors and workplace expectations that may harm their level of involvement at work [38]. This study aimed to determine if nurses' work stress mediated the link between organizational dehumanization and job engagement.…”

Effects of Job Demands, Job Resources and Psychological Capital on Work Engagement among Nurses in Bangladesh

“…Therefore, work engagement can be defined as "a positive, fulfilling, work-related mental state exhibited by an individual who is committed to delivering outstanding work and is represented by vigor, dedication, and absorption Kim et al, 2019;Niswatey, 2022;Seada, 2017). Whereas, vigor refers to the capacity for facing challenges at work and consistently put effort into one's task through energy and mental resilience (Schaufeli, 2017).…”