The work engagement of nurses in multiple hospital sectors in Saudi Arabia: a comparative study

Aboshaiqah, Ahmad E.; Hamadi, Hanadi; Salem, Olfat A.; Zakari, Nazik M. A.

doi:10.1111/jonm.12356

Cited by 50 publications

(66 citation statements)

References 32 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Our study showed that the mean score of work engagement among RN in China was 3.54 (SD = 1.49), indicating that nurses experienced work engagement between only several times a month and once a week. Compared to nurse engagement reported in Spain (Garrosa, Moreno‐Jiménez, Rodrìguez‐Muñoz, & Rodrìguez‐Carvajal, ) and in Saudi Arabia (Aboshaiqah, Hamadi, Salem, & Zakri, ), the mean score of our sample was relatively low, which might be related to their heavy workload due to the serious shortage of RN in China. Regarding the three dimensions of work engagement, dedication had the highest score, followed by absorption and vigor.…”

Section: Discussioncontrasting

confidence: 77%

“…These findings are consistent with some previous reports, whereas they conflict with others. For example, one study found a weak positive relationship between age and work engagement in a sample of 163 nurses (Simpson, ), but in another study, age was found to be a negative predictor (Aboshaiqah et al, ). Our results could be supported by the career development theory (CDT).…”

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

Work engagement and its predictors in registered nurses: A cross‐sectional design

Wan

Zhou

et al. 2018

Nursing & Health Sciences

View full text Add to dashboard Cite

Nurses are key staff members of health-care organizations. Nurse engagement directly influences quality of care and organizational performance. The purpose of the present study was to understand the state of work engagement and explore its predictors among registered nurses in China by using a descriptive, cross-sectional survey design (n = 1065). Work engagement was measured with the Chinese version of the Utrecht Work Engagement Scale. The results showed that the average work engagement of Chinese nurses was 3.54 (standard deviation = 1.49), and that nurses' age (β = .16, t = 5.32), job characteristics (β = .33, t = 9.43), and practice environment (β = .23, t = 6.59) were significant predictors of work engagement. Thus, nurse leaders should be encouraged to shape motivational job characteristics and create supportive practice environment so as to increase nurses' work engagement.

show abstract

Section: Discussioncontrasting

confidence: 77%

Section: Discussionmentioning

confidence: 99%

Work engagement and its predictors in registered nurses: A cross‐sectional design

Wan

Zhou

et al. 2018

Nursing & Health Sciences

View full text Add to dashboard Cite

show abstract

“…This may be ascribed to the fact that longer nursing experience might result in better work status (Aboshaiqah et al. ). When haemodialysis nurses have longer job experience, they can practise more professionally and can be more confident of the care they offer and have more absorption with their work.…”

Section: Discussionmentioning

confidence: 99%

Relationships among social support, empathy, resilience and work engagement in haemodialysis nurses

Cao

Chen

2019

International Nursing Review

View full text Add to dashboard Cite

Aim To describe the levels of work engagement, and to analyse the reciprocal relationships between social support, empathy, resilience and work engagement among haemodialysis nurses in China. Background Work engagement is a critical workplace health indicator. Previous studies have examined work engagement perceived by nurses working in diverse hospital wards, or a specialty area (emergency care or intensive care), no previous studies have highlighted work engagement and its affecting factors among haemodialysis nurses. Methods Participants in the cross‐sectional study were 345 haemodialysis nurses employed in 17 hospitals in Chengdu, China. Hierarchical regression analyses were carried out to analyse the relationships between social support, empathy, resilience and work engagement in haemodialysis nurses. Results Resilience was the strongest positive significant contributor to work engagement, followed by other support and perspective taking (cognitive empathy). Nurses with longer occupational tenure reported higher levels of work engagement. Male nurses also reported greater work engagement than female nurses. Discussion Influence of work engagement was explored by social support, empathy and resilience, reflecting the need of haemodialysis nurses to understand the significance of focusing on their personal and environmental factors. Conclusions Positive resilience, other support and cognitive empathy can result in increased work engagement. Implications for nursing Training programs, such as mindfulness meditation training and empathy skills training, are recommended for nursing managers to enhance resilience and empathic capacity in nurses. Implications for nursing policy Nursing policies should be developed to establish supportive work environments in clinical practice settings and to support the education and training of psychological resilience and empathic capacity in order to foster work engagement.

show abstract

“…7 Moreover, in studies investigating work engagement in medical related fields, such as nurses, no significant difference between the 2 sexes has been found. 8 Similarly, although in our study UWES scores did not differ significantly between married and unmarried participants, marital Table 1 Characteristics of the total sample of the study status has been associated with work engagement in cancer workers including nurses, radiation therapists, allied health, and medical staff. 9 These findings suggest that demographic characteristics may possibly play a different role in work engagement in diverse study populations and settings.…”

Section: Resultsmentioning

confidence: 62%

Residency Training: Work engagement during neurology training

2016

View full text Add to dashboard Cite

Objective: Work engagement, defined as a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption, can ameliorate patient care and reduce medical errors. The purpose of this cross-sectional study was to investigate work engagement among neurology residents in the region of Attica, Greece.Methods: In total, 113 residents participated in this study. Demographic and work-related characteristics, as well as emotional exhaustion and personality traits (neuroticism), were examined via an anonymous questionnaire. Work engagement was measured by the Utrecht Work Engagement Scale.Results: The study sample had a mean age of 34.6 6 3.6 years, ranging from 26 to 45 years. Sixty-two (54.9%) participants were women and 45 (39.8%) were married. After adjusting for sex, emotional exhaustion, and neuroticism, the main factors associated with work engagement were autonomy and chances for professional development. Work engagement is an important indicator of occupational well-being for both employees and organizations. Work engagement is characterized by a positive motivational state of dedication (i.e., being strongly involved in one's work and experiencing a sense of inspiration, enthusiasm, and challenge), vigor (i.e., experiencing high levels of energy and mental resilience while working), and absorption (i.e., being fully concentrated and happily engrossed in one's work). Work engagement can ameliorate patient care and reduce medical errors. Work engagement is considered to be the positive opposite of another core concept in the field of organizational behavior-burnout (i.e., a state of emotional exhaustion [EE], depersonalization, and cynicism toward work, and reduced professional efficacy in response to chronic stressors at work). However, whereas burnout has been extensively studied across different medical specialties in order for investigators to identify its determinants, 3,4 work engagement has been relatively neglected. The evidence regarding the antecedents and consequences of work engagement can be organized in an overall model. According to the Job Demands-Resources (JD-R) model, 2 job resources such as social support from colleagues and supervisors, chances for professional development, performance feedback, and job autonomy can help employees to achieve work goals, reduce job demands (e.g., workload, emotional demands), and stimulate personal growth. Job resources can start a motivational process that may lead to work engagement and consequently to higher performance. Apart from work-related characteristics, personality factors may influence work engagement and can also shape the way employees perceive their work environment and react to it. ConclusionsThe purpose of this cross-sectional study was to study work engagement among neurology trainees. METHODS Procedure and participants. Details about the procedure and the participants have been published. 4 In summary, all 131 neurology trainees of the wider area of Athens working in 18 hospitals were invited...

show abstract

The work engagement of nurses in multiple hospital sectors in Saudi Arabia: a comparative study

Abstract: Nurse leaders should acknowledge that a statement of professional nursing scope of practice is a necessity to encourage and fulfil engagement.

Cited by 50 publications

References 32 publications

Work engagement and its predictors in registered nurses: A cross‐sectional design

Work engagement and its predictors in registered nurses: A cross‐sectional design

Relationships among social support, empathy, resilience and work engagement in haemodialysis nurses

Residency Training: Work engagement during neurology training

Contact Info

Product

Resources

About