Dataset Information

Job characteristics and staying engaged in work of nurses: Empirical evidence from Malaysia.

ABSTRACT: Objective:The purpose of this study is to examine the relationship between job characteristics (job autonomy, job feedback, skill variety, task identity, task significance) and work engagement of nurses in Malaysia. Methods:A survey using self-administered questionnaires was used to collect data from a sample of 856 staff nurses working in eight public hospitals in Malaysia. A shortened nine-item version of the Utrecht Work Engagement Scale(UWES-9) was used to measure work engagement. The UWES-9 comprises three dimensions, which was measured with three items each: vigor, dedication, and absorption. Job characteristics (job autonomy, job feedback, skill variety, task identity, task significance) were measured with the corresponding subscales of the Job Diagnostic Survey. Each subscale consisted of three items. Hypotheses were tested using hierarchical regression analysis. Results:Findings indicated that all the five demographic variables (age, marital status, education, organizational tenure, job tenure) were unrelated to work engagement. The results further revealed that job autonomy (??=?0.19, P??0.05), however, did not affect work engagement. Conclusion:Job autonomy, job feedback, task identity, and task significance are important factors in predicting work engagement. The findings of this study highlighted the need to incorporate these core dimensions in nursing management to foster work engagement.

SUBMITTER: Othman N

PROVIDER: S-EPMC6839340 | biostudies-literature | 2019 Oct

REPOSITORIES: biostudies-literature

ACCESS DATA

Publications

Job characteristics and staying engaged in work of nurses: Empirical evidence from Malaysia.

Othman Noraini N Nasurdin Aizzat Mohd AM

International journal of nursing sciences 20190918 4

<h4>Objective</h4>The purpose of this study is to examine the relationship between job characteristics (job autonomy, job feedback, skill variety, task identity, task significance) and work engagement of nurses in Malaysia.<h4>Methods</h4>A survey using self-administered questionnaires was used to collect data from a sample of 856 staff nurses working in eight public hospitals in Malaysia. A shortened nine-item version of the Utrecht Work Engagement Scale(UWES-9) was used to measure work engagem ...[more]

PMID: 31728397

Similar Datasets

Project description:This cross-sectional correlational study aimed to understand nurses' perceived overqualification and work engagement, explore their effects on job satisfaction and provide a theoretical basis for hospital management policies in a public comprehensive tertiary hospital in China. Cross-sectional correlational study. The study was conducted in a public comprehensive tertiary hospital in China. The specific location is not disclosed. 584 nurses participated in the study, with a completion rate of 97.3%. The average age of participants was 34.8±6.7 years, with 96.4% being women. 67.8% held a bachelor's degree or higher, and 71.6% had over 5 years of work experience. The Scale of Perceived Overqualification was used to assess nurses' perceptions of their qualifications, demonstrating a high level of reliability with a Cronbach's alpha coefficient of 0.832. Utrecht Work Engagement Scale was used to assess nurses' work engagement, showing internal consistency coefficients (Cronbach's alpha) of 0.683 for the vigour dimension, 0.693 for the dedication dimension and 0.834 for the absorption dimension. Minnesota Satisfaction Questionnaire was used to evaluate nurses' job satisfaction, with internal consistency coefficients (Cronbach's alpha) of 0.765 for the intrinsic satisfaction scale and 0.734 for the extrinsic satisfaction scale. The primary outcome measures included perceived overqualification, work engagement and job satisfaction. The average scores for perceived overqualification, work engagement and job satisfaction were 26.38±3.44, 65.36±14.92 and 74.29±15.04, respectively. Perceived overqualification showed negative correlations with work engagement (r=-0.562, p<0.05) and job satisfaction (r=-0.674, p<0.05). However, work engagement was positively correlated with job satisfaction (r=0.519, p<0.05). Path analysis indicated that perceived overqualification had both a direct (β=-0.06, p<0.001) and an indirect effect (β=-0.35, p=0.015) on job satisfaction, with work engagement partially mediating this relationship. The perception of overqualification among nurses shows a significant correlation with both their work engagement and job satisfaction. This finding suggests that hospital administrators should pay attention to nurses' perceptions of their qualifications and take measures to enhance their job satisfaction. Furthermore, work engagement acts as a mediator between the perception of overqualification and job satisfaction, emphasising the importance of increasing work engagement. Overall, hospitals can improve nurses' work engagement and job satisfaction by providing career development opportunities, establishing feedback mechanisms and fostering work-life balance. Comprehensive management measures focusing on nurses' career development opportunities and levels of work engagement are necessary. Future research could expand the sample size, employ more diverse research designs and integrate qualitative research methods to further explore the factors influencing nurses' job satisfaction and happiness.

Project description:BackgroundTeam-level job crafting has been put forward as a method to promote nurses' mental health. However, a longitudinal association is unclear. Therefore, the objective of this study was to investigate the association between team job crafting at baseline and work engagement, work performance, psychological distress, and intention to leave at three-month and six-month follow-ups among Japanese hospital nurses. Also, whether an increase in the team job crafting during 3 or 6 months was associated with an increase in the work engagement during 3 or 6 months of individual nurses was examined.MethodsA multilevel prospective cohort study was conducted. Data were collected from nurses of five hospitals in Japan at baseline (T1) and follow-ups at 3-months (T2) and 6-months (T3). A total of 2,478 nurses were included. The team job crafting scale for nurses and its three subscales were measured for the independent variables. Ward-means were used as ward-level variables. The dependent variables were work engagement, work performance, psychological distress, and intention to leave. Hierarchical Linear Modeling (HLM) was used to examine the multilevel association. The study protocol was registered at the UMIN Clinical Trials Registry (ID = UMIN000047810) (May 22, 2022).ResultsA total of 460 nurses completed the T1 survey (response rate = 18.6%), and data from 391 nurses nested in 30 wards were included in the analyses. The intraclass correlation coefficients (ICCs) at T1 were 0.02 for work engagement and 0.07 for team job crafting. The HLM revealed that ward-level team job crafting at T1 was not significantly associated with work engagement, work performance, psychological distress, and intention to leave at T2 or T3. The ward-level change (T3-T1) of "crafting for the task considering the team's growth" (subscale for team job crafting) was significantly and positively associated with the change (T3-T1) in work engagement.ConclusionsWard-level team job crafting at baseline did not predict nurses' work engagement, work performance, psychological distress, or intention to leave at a three-month or six-month follow-up. The impact of ward-level team job crafting may attenuate over several months.

Dataset Information

Job characteristics and staying engaged in work of nurses: Empirical evidence from Malaysia.

Publications

Job characteristics and staying engaged in work of nurses: Empirical evidence from Malaysia.

Similar Datasets

OmicsDI is part of the ELIXIR infrastructure

Tweets