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1.
J Prim Care Community Health ; 13: 21501319221101845, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-35603465

RESUMO

BACKGROUND: It is essential to identify the factors that influence the work performance of health professionals working in health care facilities, especially in the context of the COVID-19 pandemic, since these factors have an impact on the quality of medical care provided to the population. OBJECTIVE: This study aimed to analyze the mediating role of work engagement in the relationship between job burnout, professional self-efficacy, life satisfaction, and job performance in Peruvian health care workers. METHODS: Cross-sectional explanatory study, with the voluntary participation of 508 health professionals (physicians and nurses) of both sexes (70.7% women, 29.3% men), and from different health facilities in the city of Lima. All participants were administered the Single Burnout Item questionnaire, the Professional Self-Efficacy Scale (AU-10), the Satisfaction with Life Scale (SWL), the Individual Work Performance Questionnaire (IWPQ), and the Utrecht Work Engagement Scale (UWES-9). Structural Equation Modeling (SEM) was used for data analysis. RESULTS: In the SEM analysis, it was found that for the mediation model the incremental goodness-of-fit indices were significant (χ2 = 2292.313, gl = 659, P < .001, χ2/gl = 2.788). Career self-efficacy (ß = .557, P < .001) and life satisfaction (ß = .289, P < .001) were positive predictors of work engagement. While burnout was a negative predictor (ß = .878, P < .001). The consistent mediation of work engagement of professional self-efficacy, life satisfaction, and burnout had a positive predictor effect on job performance (ß = .878, P < .001). CONCLUSION: Research provides evidence that professional self-efficacy, life satisfaction, and burnout could influence job performance through work engagement.


Assuntos
Esgotamento Profissional , COVID-19 , Desempenho Profissional , Esgotamento Profissional/epidemiologia , Estudos Transversais , Feminino , Pessoal de Saúde , Humanos , Satisfação no Emprego , Masculino , Pandemias , Satisfação Pessoal , Autoeficácia , Inquéritos e Questionários , Engajamento no Trabalho
2.
BMJ Open ; 12(4): e050951, 2022 Apr 12.
Artigo em Inglês | MEDLINE | ID: mdl-35414541

RESUMO

INTRODUCTION: Mental ill health is a major cause of disability. Workplaces are attractive for preventative interventions since most adults work; meanwhile, employers are interested in improving employees' well-being and productivity. Mindfulness-based programmes are increasingly popular in occupational settings. However, there is inconsistent evidence whether mindfulness interventions improve work performance and how effective mindfulness-based programmes are, compared with other interventions, in preventing mental ill health. METHODS AND ANALYSIS: In this online randomised controlled feasibility trial, an anticipated 240 employees will be randomised to either a 4-week light physical exercise course or a mindfulness course of the same duration (1:1 allocation). The primary outcome is work performance, measured using the Work Role Functioning Questionnaire. We aim to evaluate the acceptability, feasibility and procedural uncertainties of a randomised controlled trial in a workplace, calculate an effect size estimate to inform power calculations for a larger trial, and explore whether improved executive function and/or enhanced mental health could be potential mechanisms underlying the effect of mindfulness on work performance. Outcomes will be collected at baseline, postintervention and 12-week follow-up. ETHICS AND DISSEMINATION: Approval has been obtained from Cambridge Psychology Research Ethics Committee. (PRE.2020072). Results will be published in peer-reviewed journals. A lay summary will be disseminated to a wider audience including participating employers. TRIAL REGISTRATION NUMBER: NCT04631302.


Assuntos
Atenção Plena , Adulto , Exercício Físico , Estudos de Viabilidade , Humanos , Saúde Mental , Atenção Plena/métodos , Ensaios Clínicos Controlados Aleatórios como Assunto , Engajamento no Trabalho
3.
Artigo em Inglês | MEDLINE | ID: mdl-35409735

RESUMO

In this study, we analyzed how organization-level demands and organizational-level social support relate to the core dimensions of burnout and work engagement, controlling for individual resources (i.e., proactive coping) and demands (i.e., acute demands) using the Job Demands-Resources Theory. In a sample of 1487 Portuguese firefighters nested within 70 fire brigades, hierarchical linear modeling indicated that: (1) proactive coping was related to lower burnout and higher work engagement, whereas acute demands were related to higher burnout and lower work engagement (for vigor only); (2) proactive coping moderated the relationship between acute demands and vigor; and (3) unexpectedly, social support from colleagues was not related to firefighters' well-being, whereas organization-level demands were related to higher burnout and lower work engagement. These results suggest the need to implement practices and policies to guarantee the relevant conditions for improving the well-being of firefighters, to develop coping strategies in a proactive way, and finally, to enhance support from colleagues.


Assuntos
Esgotamento Profissional , Bombeiros , Esgotamento Profissional/epidemiologia , Humanos , Satisfação no Emprego , Portugal , Inquéritos e Questionários , Engajamento no Trabalho , Carga de Trabalho
4.
BMC Med Educ ; 22(1): 327, 2022 Apr 28.
Artigo em Inglês | MEDLINE | ID: mdl-35484548

RESUMO

BACKGROUND: Burnout is a psychological condition induced by work-related chronic interpersonal stressors. Interventions creating a sense of belonging and collegiality have been proposed as approaches for alleviating burnout. The current study aimed to: (1) explore the relationships between burnout, sense of belonging (relatedness with others), and work engagement; and (2) identify the key elements perceived by undergraduate medical students as positively contributing to collegiality, engagement, and a sense of belonging, in an undergraduate medical training setting. METHODS: An exploratory sequential mixed-methods design using questionnaires and semi-structured individual interviews collected quantitative and qualitative data among undergraduate medical students at Mahidol University, Thailand. The Maslach Burnout Inventory-Student Survey questionnaire was used to measure burnout. The Basic Psychological Need Satisfaction at Work Scale (BPNSS-21) and the Utrecht Work Engagement Scale-Student Version (UWESS-9) measured students' basic psychological needs satisfaction at work and work engagement, respectively. Descriptive statistical analysis and confirmatory factor analysis were performed on BPNSS-21 and UWESS-9 data. Spearman's correlation coefficient was used to identify the correlation between burnout and other factors. Twenty undergraduate medical students participated in the qualitative study. Qualitative analysis was conducted iteratively using constant comparison and the standard principles of primary, secondary, and tertiary coding for thematic analysis. RESULTS: Thai versions of the BPNSS-21 and UWESS-9 showed an acceptable fit for the Thai cultural context. Burnout had significant weak inverse associations with engagement (r = - 0.39, p < 0.005) and basic psychological needs satisfaction (r = - 0.37, p < 0.005). Sense of belonging had a significant weak inverse relationship with burnout (r = - 0.25, p < 0.005). The main themes emerging from qualitative analysis were relevant tasks and learning activities, safety in the learning environment, peer interaction, program design factors, dynamics of collegiality while progressing through medical school, and personal stance and social skills. CONCLUSIONS: Sense of belonging, engagement, and collegiality were related to burnout. The key features for promoting collegiality, the sense of belonging, and engagement were relevant tasks and learning activities, safety in the learning environment, peer interaction, program design factors, dynamics of collegiality while progressing through medical school, and personal stance and social skills.


Assuntos
Esgotamento Profissional , Estudantes de Medicina , Esgotamento Profissional/prevenção & controle , Esgotamento Profissional/psicologia , Esgotamento Psicológico , Humanos , Estudantes de Medicina/psicologia , Universidades , Engajamento no Trabalho
5.
Coimbra; s.n; mar. 2022.
Tese em Português | BDENF - Enfermagem, BDENF - Enfermagem | ID: biblio-1366964

RESUMO

Problemática: A motivação permite ao enfermeiro gestor desenvolver competências num ambiente tão complexo como os sistemas de saúde, marcado pela escassez de recursos materiais e humanos. A relação positiva entre a motivação e o comprometimento organizacional favorece a maximização do desempenho, da produtividade, e da qualidade dos cuidados, assim como a minimização das taxas de absentísmo, do turnover e dos custos em saúde. Objetivos: Analisar os níveis de motivação dos enfermeiros gestores e relacionar o seu impacto sobre as variáveis sociodemográficas, académicas, profissionais, e do comprometimento organizacional. Assim como os fatores facilitadores e dificultadores da motivação para o trabalho. Material e Método: Pesquisa qualitativa, descritiva, transversal, com 16 enfermeiros gestores do serviço público de saúde da região centro de Portugal, utilizou-se um questionário on-line contendo a Multidemiensional Work Motivation Scale e a Escala do Comprometimento Organizacional. Conclusões: observaram-se altos níveis de regulação introjetada no gênero masculino, e grande parte de profissionais com competências organizacionais. A concentração de pós-graduação/especialização demonstrou a busca por capacitação, a habilitação profissional revelou o predomínio de peritos na gestão em enfermagem. O tempo na gestão em enfermagem e gestão do serviço reduz a motivação intrínseca com o passar dos anos. A medida que os participantes apresentam aumento da motivação extrínseca material, menor será a percepção de culpa ou dívida que os obriga a permanecer no serviço. A dimensão identificada foi a mais pontuada colaborando para o comprometimento afetivo ter maior expressão nesta pesquisa.


Assuntos
Organização e Administração , Enfermagem , Engajamento no Trabalho , Motivação , Enfermeiras Administradoras
6.
Front Public Health ; 10: 810145, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-35317512

RESUMO

Objectives: Construction is one of the unsafe industrial sectors, causing a considerable amount of harm to its workforce and organizations globally. Only a handful of research evidence has been found evaluating individuals' cognitive and engagement-related constructs to improve occupational safety. Psychological Capital (PsyCap) can have a promising impact on construction workers' psychological health, possibly leading to positive performance. Limited studies have tested PsyCap and work engagement regarding safety specifically in the context of the construction industry, with non-harmonious findings. Methods: The proposed framework was assessed through the structural equation modeling (SEM) technique along with bootstrapping for mediation analysis. Responses were collected from different states of Malaysia from 345 construction workers. PsyCap dimensions (hope, efficacy, resilience, and optimism) were measured in connection with safety compliance and safety participation, with the mediating role of work engagement. Results: According to findings, hope, optimism, and work engagement have a positive and significant impact on safety compliance. Also, hope, self-efficacy, resilience, optimism, and work engagement have a positive and significant impact on safety participation. Further, self-efficacy and optimism both have a positive impact on work engagement. Conclusions: PsyCap can be a possible predictor for work engagement, which may enhance safety-related behavior. PsyCap should be treated as a multidimensional instrument to enhance occupational safety. In-depth deliberation is needed by the organization while applying PsyCap to enhance employees' work engagement as well as safety behavior. Practical interventions based on interactive training are proposed to enhance construction industry safety. Other industries can also adapt suitable dimension(s) of PsyCap to safety behavior improvements.


Assuntos
Indústria da Construção , Saúde do Trabalhador , Humanos , Otimismo , Autoeficácia , Engajamento no Trabalho
7.
Environ Health Prev Med ; 27(0): 4, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-35289323

RESUMO

BACKGROUND: Global aging continues to progress. The shortage of human resources involved in long-term care (LTC) is a serious problem worldwide. It is necessary to promote the stable employment of foreign care workers. The purpose of this study was to identify which factors, including well-being, work engagement, and original items, contribute to foreign care workers' intent to continue working. METHODS: We conducted an anonymous self-administered questionnaire survey of 259 foreign LTC workers at LTC facilities in Japan. The questionnaire survey items included the Japanese version of the Subjective Well-being Scale (J-SWBS), the Japanese version of the Utrecht Work Engagement Scale (J-UWES), and original items related to educational needs and issues. We used multiple regression analysis to predict variability from correlations among variables. And after that, we conducted a path analysis using structural equation modeling (SEM), and added that the explanatory variables (IV) were well-being, work engagement, and the original item component, and that the outcome variable (DV) was intention to continue working. We set a hypothetical model based on structural equations, corrected by path analysis, and examined its suitability. RESULTS: The number of returned questionnaires for 259 foreign care workers was 147 (response rate 56.7%), and the number of analyzable questionnaires was 129 (valid response rate 49.8%). For intention to continue working, the results of structural equation modeling showed direct effects for satisfaction with low back pain measure guidance (ß = .255), satisfaction with the national examination guidance method (ß = .217), well-being (ß = .046), and work engagement (ß = .026). In work-engagement, there was a direct effect of happiness (ß = .715), willingness to learn good care (ß = 4.849), and confidence in my ability (ß = 2.902,), whilst in well-being, satisfaction with low back pain measure guidance (ß = 1.582) and confidence in my ability (ß = 1.999) were found to have direct effects. CONCLUSIONS: To increase the intent of foreign care workers to continue working, appropriate guidance should be given related to the development of lumbago. In addition, to provide a place and scene where they can learn good care, having a relationship in practice where foreign care workers can feel that their abilities are being utilized, and developing and maintaining educational support that motivates them to learn good care may be effective.


Assuntos
Intenção , Engajamento no Trabalho , Estudos Transversais , Pessoal de Saúde , Humanos , Japão
8.
Artigo em Inglês | MEDLINE | ID: mdl-35270733

RESUMO

The present study answers the call for more studies to investigate the age diversity climate's effect on individual-level outcomes. Building on the social identity approach and social exchange theory, we surveyed 110 Italian employees aged between 18 and 61 years old (M = 46.10, SD = 10.02) and investigated the role of age diversity climate in predicting intentions to quit (H1), job-related wellbeing (H2), and work engagement (H3). Our findings confirmed the hypotheses (H1 and H2), showing the added effect of age diversity climate over and above age, job tenure, role clarity, job demands, job control, perceived support, and perceived job and organizational fit. In fact, age diversity climate accounted for a significant increase in the variance explained for two of the three hypothesized models (i.e., intentions to quit and job-related wellbeing, but not work engagement). To conclude, this study contributes to the existing literature by showing the age diversity climate's predictive value for turnover intentions and job-related wellbeing, and corroborating the importance of supporting age diversity through a variety of Human Resources Management strategies.


Assuntos
Satisfação no Emprego , Reorganização de Recursos Humanos , Adolescente , Adulto , Humanos , Intenção , Pessoa de Meia-Idade , Inquéritos e Questionários , Engajamento no Trabalho , Adulto Jovem
9.
Artigo em Inglês | MEDLINE | ID: mdl-35270797

RESUMO

The aim of the study is to evaluate the mediating role of psychological well-being between the satisfaction/frustration of Basic Psychological Needs (BPN) and Healthy Organisational Outcomes, with a gender perspective. In a sample of 565 workers (65% women, response rate 72%) from two Colombian food companies, using Multigroup Structural Equation Models to test the invariance among gender, the study hypotheses were partially supported. The results show that: (1) psychological well-being fully mediates the relationship between BPN satisfaction and Healthy Organisational Outcomes; and (2) only work engagement mediates the relationship between BPN frustration and Healthy Organisational Outcomes. Specifically, people (women and men) whose basic needs are satisfied experience greater well-being and better Healthy Organisational Outcomes. In contrast, people whose BPN are frustrated experience lower levels of work engagement, which, in turn, influences their Healthy Organisational Outcomes. However, structural differences were observed among the variables, attending to gender, when invariance model grouping by gender was tested. Furthermore, ANOVA by gender found significant differences in the autonomy dimension of frustration and organisational affective commitment, in favour of men. The present study contributes to the scarce research on the role of BPN levels as a relevant driver in the development of psychological well-being and Healthy Organisational Outcomes.


Assuntos
Autonomia Pessoal , Satisfação Pessoal , Feminino , Frustração , Humanos , Masculino , Organizações , Engajamento no Trabalho
10.
Health Serv Res ; 57(2): 385-391, 2022 04.
Artigo em Inglês | MEDLINE | ID: mdl-35297037

RESUMO

OBJECTIVE: To characterize the relationship between learning environments (the educational approaches, cultural context, and settings in which teaching and learning happen) and reliability enhancing work practices (hiring, training, decision making) with employee engagement, retention, and safety climate. DATA SOURCE: We collected data using the Learning Environment and High Reliability Practices Survey (LEHRs) from 231 physicians, nurses, and technicians at 67 Veterans Affairs cardiac catheterization laboratories who care for high-risk Veterans. STUDY DESIGN: The association between the average LEHRs score and employee job satisfaction, burnout, intent to leave, turnover, and safety climate were modeled in separate linear mixed effect models adjusting for other covariates. DATA COLLECTION: Participants responded to a web-only survey from August through September 2020. PRINCIPAL FINDINGS: There was a significant association between higher average LEHRs scores and (1) higher job satisfaction (2) lower burnout, (3) lower intent to leave, (4) lower cath lab turnover in the previous 12 months, and (5) higher perceived safety climate. CONCLUSIONS: Learning environments and use of reliability enhancing work practices are potential new avenues to support satisfaction and safety climate while lowering burnout, intent to leave, and turnover in a diverse US health care workforce that serves a vulnerable and marginalized population.


Assuntos
Esgotamento Profissional , Engajamento no Trabalho , Esgotamento Profissional/epidemiologia , Cateterismo Cardíaco , Estudos Transversais , Humanos , Satisfação no Emprego , Laboratórios , Cultura Organizacional , Reorganização de Recursos Humanos , Reprodutibilidade dos Testes , Inquéritos e Questionários
11.
J Nurs Manag ; 30(4): 901-912, 2022 May.
Artigo em Inglês | MEDLINE | ID: mdl-35293044

RESUMO

AIMS: We aim to study the effect of role overload, work engagement and perceived organisational support on nurses' job performance, including task performance, interpersonal facilitation and job dedication. BACKGROUND: Many nurses have suffered from role overload at work during the COVID-19 pandemic. However, the investigations of the influence mechanisms and boundary conditions through and under which role overload is associated with job performance have shown inconsistent results. METHODS: A total of 595 Chinese nurses were studied from November 2020 to February 2021. Confirmatory factor analysis, maximum likelihood estimation and bootstrapping analysis were used to test the mediating process and the moderating effect. RESULTS: Work engagement partly mediated the relationships of role overload with task performance (ß = -.253, p < .001, 95% CI: [-.315, -.204]) and interpersonal facilitation (ß = -.202, p < .001, 95% CI: [-.261, -.145]); work engagement also fully mediated the relationship between role overload and job dedication (ß = -.239, p < .001, 95% CI: [-.302, -.186]). Perceived organisational support moderated the relationships of role overload with task performance, interpersonal facilitation and work dedication (ß = -.171, p < .001, ß = -.154, p < .001 and ß = -.175, p < .001, respectively). CONCLUSIONS: Work engagement is the linchpin linking role overload to distal outcomes of job performance. Perceived organisational support mitigates the ways in which role overload undermines job performance. IMPLICATIONS FOR NURSING MANAGEMENT: Hospital administrators can minimize the effects of role overload and create a more supportive organisational environment to promote the job performance of nurses.


Assuntos
COVID-19 , Enfermeiras e Enfermeiros , Desempenho Profissional , COVID-19/epidemiologia , Estudos Transversais , Humanos , Satisfação no Emprego , Pandemias , Inquéritos e Questionários , Engajamento no Trabalho
12.
Nutrients ; 14(6)2022 Mar 17.
Artigo em Inglês | MEDLINE | ID: mdl-35334924

RESUMO

BACKGROUND: Work engagement reflects work-related well-being. It is positively associated with health, life satisfaction, work efficiency, income level, and occupational prospects. However, little is known about the relationship between work engagement and diet. METHODS: A cross-sectional study was conducted among female Finnish municipal employees (n = 630) in 2015. Work engagement was assessed using the Utrecht Work Engagement Index. The consumption of healthy and unhealthy food items was determined using a food frequency questionnaire. Sociodemographic factors, health behaviors, depressive and anxiety symptoms were assessed with self-administrated questionnaires. RESULTS: Work engagement had a positive relationship with the daily consumption of healthy food items. This association remained significant even after adjusting for age, education years, financial situation, and physical activity. The frequency of consuming unhealthy food items showed no relationship with work engagement. Anxiety and depressive symptoms decreased linearly with the greater consumption of healthy foods. CONCLUSION: Frequent consumption of healthy food items is associated with higher work engagement, irrespectively of the consumption of unhealthy nutrients. These results encourage health care professionals to recommend healthy food items instead of forbidding unhealthy food, as well as employers to support healthy dietary habits among employees.


Assuntos
Comportamento Alimentar , Engajamento no Trabalho , Estudos Transversais , Dieta , Feminino , Finlândia , Humanos
13.
J Contin Educ Nurs ; 53(3): 115-121, 2022 Mar.
Artigo em Inglês | MEDLINE | ID: mdl-35244461

RESUMO

The level of nurse work engagement affects retention, burnout, job satisfaction, patient satisfaction, and outcomes. However, there is a paucity of evidence identifying the specific personal resources that benefit nurse work engagement and mechanisms to develop personal resources. The purpose of this review was to examine which personal resources affect work engagement, reveal strategies to improve work engagement, and uncover implications for the nursing professional development practitioner. A total of 400 articles resulted from a review of the literature, with 14 studies meeting inclusion criteria. Personal resources varied. Interventions to promote the development of personal resources are described. [J Contin Educ Nurs. 2022;53(3):115-121.].


Assuntos
Esgotamento Profissional , Engajamento no Trabalho , Esgotamento Profissional/prevenção & controle , Humanos , Satisfação no Emprego , Inquéritos e Questionários
14.
Artigo em Inglês | MEDLINE | ID: mdl-35270334

RESUMO

COVID-19 has dramatically affected the mental health and work environment of the educational sector. Our primary aim was to investigate preschool teachers' psychological distress and work engagement during the COVID-19 outbreak, while examining the possible protective role of participating in a mindfulness-based intervention geared to foster compassion (Call2Care-Israel for Teachers; C2C-IT) and emotion regulation. The prevalence of emotional distress, work engagement, and COVID-19 concerns were evaluated in 165 preschool teachers in the early stages of the COVID-19 outbreak in Israel through questionnaires. The findings showed that preschool teachers experienced increased emotional distress. Teachers who had participated in the C2C-IT intervention six months before the pandemic outbreak (N = 41) reported lower emotional distress, higher use of adaptive emotion regulation strategies, and higher work engagement, compared to their counterparts that had not participated in the intervention (N = 124). Emotion regulation strategies mediated the link between participating in CTC-IT intervention and emotional distress and work engagement. Teaching is a highly demanding occupation, especially during a pandemic, thus making it important to invest resources in empowering this population. The findings here suggest that the implementation of a mindfulness-based intervention during the school year can enhance teachers' well-being, even during stressful events such as the COVID-19 pandemic.


Assuntos
COVID-19 , Regulação Emocional , Atenção Plena , Angústia Psicológica , COVID-19/epidemiologia , Pré-Escolar , Humanos , Pandemias/prevenção & controle , SARS-CoV-2 , Professores Escolares/psicologia , Engajamento no Trabalho
15.
Artigo em Inglês | MEDLINE | ID: mdl-35162291

RESUMO

The ability to retain and engage employees is now, more than ever, a major strategic issue for organizations in the context of a pandemic paired with a persistent labor shortage. To this end, teleworking is among the work organization conditions that merit consideration. The purpose of this cross-sectional study is to examine the direct and indirect effects of teleworking on work engagement and intention to quit, as well as the potential moderating effect of organizational and individual characteristics on the relationship between teleworking, work engagement, and intention to quit during the COVID-19 pandemic, based on a sample of 254 Canadian employees from 18 small and medium organizations. To address these objectives, path analyses were conducted. Overall, we found that teleworking, use of emotion, skill utilization, and recognition appear to be key considerations for organizations that wish to increase work engagement and decrease intention to quit, in the context of a pandemic paired with a labor shortage. Our results extend the literature by revealing the pathways through which teleworking, use of emotion, skill utilization, and recognition are linked to work engagement and intention to quit, and by suggesting specific interventions and formation plans that are needed.


Assuntos
COVID-19 , Engajamento no Trabalho , Canadá , Estudos Transversais , Humanos , Intenção , Pandemias , SARS-CoV-2 , Navios , Teletrabalho
16.
Span J Psychol ; 25: e10, 2022 Feb 24.
Artigo em Inglês | MEDLINE | ID: mdl-35197137

RESUMO

In this paper, we evaluate the factorial validity of the Spanish short version of the Utrecht Work Engagement Scale (UWES-9) and assess its predictive validity with respect to self-assessed work performance. A total of 229 employees from educational institutions in Ecuador participated. Using a model comparison analysis, the unidimensional model exhibited an excellent goodness of fit, χ2 = 26.176 (24), p = .344; CFI =1.000; TLI = 1.000; RMSEA = .020; SRMR = .034; it was not improved by more complex models, Three-factor model: χ2 = 22.148 (21), p = .391; CFI =1.000; TLI = 1.000; RMSEA = .016; SRMR = .033. Two-factor model: χ2 = 26.080 (23), p = .297; CFI = 1.000; TLI = 1.000; RMSEA = .025; SRMR = .034). Therefore, it is justified as a unidimensional instrument of work engagement. However, upon analyzing the correlation patterns of the overall score and the work engagement dimensions in relation to the task performance, contextual performance, and counterproductive behaviors, we conclude that, while the unidimensional model exhibits a good fit, the three-factor theoretical approach is substantively superior in that it maintains differential predictive validity for each theoretical dimension.


Assuntos
Engajamento no Trabalho , Desempenho Profissional , Análise Fatorial , Humanos , Psicometria , Reprodutibilidade dos Testes , Instituições Acadêmicas , Inquéritos e Questionários
17.
Artigo em Inglês | MEDLINE | ID: mdl-35206590

RESUMO

With the COVID-19 pandemic having disrupted economies, businesses, and individual activities, it is important to examine how different forms of work affect employee behaviour. This study applies work engagement (the key construct in organisational psychology) as the dependent variable and considers its determinants in the form of stress factors and attitudes toward remote work. A cross-sectional study was conducted. A total of 544 (Female = 58.5%) workers were surveyed: remote (n = 144), hybrid (n = 142), and on-site (n = 258). The selection for the study was purposive. Standardised survey questionnaires were used in the study: UWES-9, Stress Management Standards, and Attitudes toward Remote Work. The obtained results indicate that there were no significant differences between groups in terms of the intensity of work engagement, but work engagement was explained by other variables that are different in each of the studied groups. Relationships and use of social media were the most important factors among remote workers. For on-site workers, the most important factors were control and role definition. For practitioners, the results indicate which aspects of work should be considered in order to maintain high levels of work engagement when employees are transferring to other forms of work.


Assuntos
COVID-19 , Pandemias , COVID-19/epidemiologia , Estudos Transversais , Feminino , Humanos , SARS-CoV-2 , Engajamento no Trabalho
18.
Arch Gerontol Geriatr ; 100: 104657, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-35182990

RESUMO

BACKGROUND: Resilience and optimism have been proposed as psychological resources which may help to cope better with work demands, preventing negative consequences of stress, whereas external locus of control (ELC) is considered an intra-psychic vulnerability factor associated with increased burnout. Noteworthy, the specific role of these overlapping constructs on the prevention of burnout and promotion of work engagement, respectively, remains unclear. OBJECTIVE: The main aim of this study was to compare the differential significance of resilience and optimism, joined with ELC, on the prediction of burnout and work engagement. METHOD: A sample of 265 professional caregivers of dependent older adults was assessed using an extensive standardized protocol. Optimism and ELC were measured using the Palenzuela's Battery of Generalised Expectancies of Control, and the Connor-Davidson Scale was used to estimate resilience. Moreover, the Maslach Burnout Inventory and the Utrecht Work Engagement Scale were used to measure burnout and work engagement, respectively. Different hierarchical regression models were conducted with burnout and work engagement as dependent factors. RESULTS: The results showed that more than half (51%) variance in resilience was accounted by grounded optimism scores. The ELC was the main explanatory factor of burnout, whereas optimism and resilience were the best predictors of work engagement. Finally, even after controlling the effect of resilience, the effect of optimism remained significant for predicting work engagement. CONCLUSIONS: These findings support distinctive role resilience and optimism, two closely related psychological constructs, for promoting work engagement and reducing burnout in professional caregivers of older adults.


Assuntos
Esgotamento Profissional , Resiliência Psicológica , Adaptação Psicológica , Idoso , Esgotamento Profissional/epidemiologia , Cuidadores , Humanos , Otimismo , Inquéritos e Questionários , Engajamento no Trabalho
19.
J Eval Clin Pract ; 28(3): 382-393, 2022 Jun.
Artigo em Inglês | MEDLINE | ID: mdl-35174941

RESUMO

BACKGROUND: Job satisfaction and retention of healthcare staff remains an ongoing issue in many health systems. Huddles have been endorsed as a mechanism to improve patient safety by improving teamwork, collaboration, and communication in teams. AIM: This study aims to synthesises the literature to investigate the impact of huddles on job satisfaction, teamwork, and work engagement in multidisciplinary healthcare teams. METHODS: Five academic databases were searched to conduct a systematic review of peer-reviewed literature published from January 2000 to January 2020. Articles were included if they (1) featured a daily huddle, were conducted in a healthcare setting, and involved a multidisciplinary team and (2) measured variables including job satisfaction, work engagement, or teamwork. Results were reported in accordance with the systematic synthesis without meta-analysis and preferred reporting items for systematic reviews and meta-analysis guidelines. We identified 445 articles of which 12 met the eligibility criteria and are included in this review. RESULTS: All 12 included studies found a predominantly positive impact on teamwork and job satisfaction. None of the studies discussed or reported evidence of the impact of huddles on work engagement. This review highlights the value of a daily multidisciplinary healthcare team huddle in improving job satisfaction and teamwork for the healthcare staff involved. However, there is a dearth of high-quality, peer-reviewed evidence regarding the direct impact of huddles on job satisfaction, teamwork and in particular on work engagement. Further research-particularly controlled studies on adoption, implementation and outcomes for healthcare team culture-is needed to further assess this intervention.


Assuntos
Atenção à Saúde , Engajamento no Trabalho , Comunicação , Humanos , Satisfação no Emprego , Equipe de Assistência ao Paciente , Segurança do Paciente
20.
Nurs Manage ; 53(2): 11, 2022 Feb 01.
Artigo em Inglês | MEDLINE | ID: mdl-35105841

RESUMO

Send us up to 1,000 words on how your DEI efforts improved patient care and/or staff engagement.


Assuntos
Engajamento no Trabalho , Humanos
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