Work engagement in nursing: an integrative review of the literature

García-Sierra, Rosa; Castro, Jordi Fernández; Martínez-Zaragoza, Fermín

doi:10.1111/jonm.12312

Cited by 149 publications

(180 citation statements)

References 54 publications

(116 reference statements)

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“…[10] In this context, Chaudhary et al, (2011) underlined, employee engagement has developed as one path for organizations to gauge their interest in human capital. [26] Besides, Sierra et al (2015) proposed that positive work atmosphere, supportive organization and leadership styles are factors that encouraging work engagement. [27] As regarding job insecurity, the result of this study revealed that nurses perceive a lower level of job insecurity, however, affective job insecurity had slightly a higher mean than cognitive job insecurity.…”

Section: Discussionmentioning

confidence: 99%

Nurses’ perception of psychological empowerment and its relationship to work engagement and job insecurity

Hashish

All

Mousa

2018

JNEP

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Background and objective: Psychological empowerment and work engagement are vital factors to consider when managing changes in workplace and enhancing both individual and overall organizational performance and increasing nurses' job security. This study aimed to explore how nurses perceive their psychological empowerment, work engagement, and job insecurity. Further, to investigate whether nurses' perception of psychological empowerment is related to their work engagement and job insecurity. Methods: A descriptive correlational research design was conducted using a convenience sample of nurses (N = 400) working in Damanhur educational hospital, Egypt. Psychological Empowerment Questionnaire, Utrecht Work Engagement Scale, and Job Insecurity Inventory proved valid and reliable to measure study variables.Results: The present study revealed that nurses experienced high psychological empowerment and work engagement and perceive a lower level of job insecurity. A significant positive correlation was found between nurses' perception of psychological empowerment and their work engagement. On the contrary, Job Insecurity was negatively correlated with each of psychological empowerment and work engagement (p < .001). In addition, psychological empowerment and work engagement can significantly predict 6.6%, and 9.3% of job insecurity respectively where the regression model is significant (p < .001). Conclusions: Nurses perceived their work environment as empowering and their work as challenging and stimulating, rending their competence, so they psychologically attached to and engaged in work and feel less job insecurity. Recommendations: Creating an atmosphere of trust and empowering nurses psychologically is inevitable. Hospital managers can adopt strategies that facilitate nurses' engagement and reduce the levels of job insecurity. Positive empowering work climate, social support, and nurse managers leadership styles are factors that foster work engagement and job security.

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Section: Discussionmentioning

confidence: 99%

Nurses’ perception of psychological empowerment and its relationship to work engagement and job insecurity

Hashish

All

Mousa

2018

JNEP

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“…Engagement has been empirically shown to influence nursing performance, with the consequent impact on health care results [5]. From a psychological point of view, engagement leads to subjective wellbeing [6], as it allows an individual to enter a flow state [7] and satisfy basic psychological needs of autonomy and competence [8,9].…”

Section: Introductionmentioning

confidence: 99%

The role of Emotional Intelligence in Engagement in Nurses

Fuentes¹,

Molero²,

Linares³

et al. 2018

Preprint

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1) Background: Aware that engagement in the healthcare field needs high levels of emotional intelligence, we began this study in to the relationship between engagement and emotional intelligence in nurses. The objective of this study was to determine the explanatory value of the components of emotional intelligence for engagement in a sample of nurses, and to identify which of the emotional intelligence components have the greatest explanatory value for dimensions of engagement, by sex.; 2) Methods: The final study sample was made up of 2126 working nursing professionals with a mean age of 31.66 (SD=6.66). To compile the data, an ad hoc questionnaire was used to collect sociodemographic information, and to collect professional and employment information, the Utrecht Work Engagement Scale, and the Reduced Emotional Intelligence Inventory for Adults.; 3) Results: The results show that nurses with higher levels of emotional intelligence also scored more highly in engagement, with the Interpersonal factor being the greatest predictor of engagement.; and 4) Conclusions: This study have significant practical implications for the creation of intervention programs and activities to improve the performance of nurses in the workplace.

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“…Such a low level of work engagement might be problematic for management of staff midwives working on maternity and labor wards. García-Sierra et al [21] highlighted the importance of managers' leadership at the ward level for promoting staff midwives' work engagement. In general, work engagement and burnout were reported to have a crossover effect.…”

Section: Discussionmentioning

confidence: 99%

“…A lack of professional efficacy refers to a tendency to negatively evaluate one's work with recipients such as students, pupils, clients, patients, consumers or delinquents, and is accompanied by feelings of inadequacy toward one's work [32]. Work engagement of staff nurses was reported to comprise four influencing factors (impact of nurse managers, organizational antecedents, individual antecedents, and outcomes of engagement), among which individual antecedents included personal traits and family issues other than professional characteristics [21]. Although work engagement and professional efficacy express a positive attitude toward working, there was some difference in their significance.…”

Section: Discussionmentioning

confidence: 99%

“…Within the same workplace, it has been noted that the burnout of staff and managers shows a crossover reaction [18], and teamlevel burnout and work engagement are related to individual team members' burnout and work engagement [19]. Supervisory relationships have the capacity to empower, inspire and motivate midwives [20], and a recent review in nursing concludes that supervisors' leadership and management influence work engagement of the staff [21]. However, it is unknown whether such a correlation exists for work engagement and burnout between staff midwives and their immediate superiors working on maternity and labor wards.…”

Section: Introductionmentioning

confidence: 99%

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Relationship of High Work Engagement among Staff Midwives with Their Immediate Superiors’ Burnout on Maternity and Labor Wards in Japan

Emiko¹,

Inoue²,

Ohashi³

2017

OJN

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Introduction: Mental conditions for work among workers are related to clinical performance and influenced by colleagues within the same workplace. The aim of study was to examine the work engagement and burnout of staff midwives working on maternity and labor wards and to determine the factors related to high work engagement of staff midwives, including their immediate superiors' work engagement and burnout. Methods: A cross-sectional questionnaire survey was employed in Japan. Questionnaires were distributed to 452 midwives/nurses working on maternity and labor wards of 20 hospitals and responses from 96 staff midwives and 17 of their immediate superiors were analyzed. Work engagement and burnout (exhaustion, cynicism, and professional efficacy) were assessed by the Utrecht Work Engagement Scale and the Maslach Burnout Inventory-General Survey, respectively. To examine the association of work engagement among staff midwives with their ages, marital status and work engagement and burnout of their superiors, logistic regression analysis was conducted. Results: Immediate superiors showed significantly higher level of work engagement than staff midwives, while there was no difference in the burnout. High work engagement of staff midwives was significantly correlated with the professional efficacy (AOR 1.93, 95% CI 1.12 -3.33) and cynicism (AOR 2.01, 95% CI, 1.04 -3.90) of their immediate superiors. There was no correlation of work engagement between them. Conclusions: High work engagement of staff midwives was correlated to high professional efficacy and cynicism of their immediate superiors, suggesting that there might be crossover effects on mental conditions for work between staff midwives and their immediate superiors.

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Work engagement in nursing: an integrative review of the literature

Abstract: Nursing managers and leaders may promote improvements in leadership behaviours and a context of optimism and self-efficacy as a way of increasing work engagement.

Cited by 149 publications

References 54 publications

Nurses’ perception of psychological empowerment and its relationship to work engagement and job insecurity

Nurses’ perception of psychological empowerment and its relationship to work engagement and job insecurity

The role of Emotional Intelligence in Engagement in Nurses

Relationship of High Work Engagement among Staff Midwives with Their Immediate Superiors’ Burnout on Maternity and Labor Wards in Japan

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