The associations among nurse work engagement, job satisfaction, quality of care, and intent to leave: A national survey in the United States

Objectives

Employee work engagement, job satisfaction, quality of care, and intent to leave are critical indicators for healthcare organizational performance. This study aimed to analyze the current state of nurses' work engagement and its factors to examine the associations among nurses' work engagement, job satisfaction, quality of care, and intent to leave in the United States (US).

Methods

This is a quantitative descriptive cross-section design. Data were collected online from the US registered nurses from March to September 2022. Measures comprised the Utrecht Work Engagement Scale, the demographics, and questions regarding job satisfaction, perceived quality of care, and intent to leave.

Results

Nine hundred nurses participated in the online survey. Among the participants, 79.2% reported holding a specialty certification, 59.4% scored high/very high on job satisfaction, 82.2% expressed high/very high on the perceived quality of nursing care, and 28.4% conveyed likely/very likely to leave in the following year. Nurses' work engagement was positively associated with nurses' job satisfaction and their perceived quality of care but negatively associated with intent to leave. More certified nurses reported high or very high job satisfaction than non-certified nurses. As for demographics, the linear regression analysis showed that nurses who were older, identified as White, and held doctorate degrees reported higher levels of work engagement in comparison to their counterparts.

Conclusions

This study shows that nurses' work engagement is associated with their job satisfaction, perceived quality of care, and intent to leave. Nurses' work engagement in this study is lower than in other studies, especially before the COVID-19 pandemic, which may indicate a possible association with the COVID-19 impact. Because nurses' work engagement is significantly associated with job satisfaction, nurse leaders need to find ways to promote nurses' job satisfaction and retention.

Work Engagement Scale: Construct Validity and Reliability in the Colombian Organizational Context

This manuscript shows the results of the evidence of content and internal structure obtained from an instrument to measure work engagement. This instrument is aimed at workers of Colombian labor organizations that belong to different economic sectors (commerce, services, education, and health). The instrument was designed based on the postulates of cognitive theory and is structured into three factors that operationalize the construct: (a) behavioral dimension (15 items), (b) affective dimension (16 items), and (c) cognitive dimension (14 items), for a total of 45 items. The results of the content evidence through expert judgment suggested the elimination of three items, due to ambiguity and lack of clarity, leaving the 42item test. After this evidence, the instrument was piloted in a sample of 460 participants. The item-test correlation analysis recommended the elimination of one item due to its low correlation with the factor. The evidence of internal structure through exploratory factor analysis (EFA) proposed a three-factor structure, with an explained variance of 63%; 9 items were eliminated due to high residual. The fit indicators showed a GFI = .99; and those of residual showed a RMSR =.03 and Kelley = .04; each factor obtained an ordinal Cronbach's Alpha of .95 (behavioral), .97 (affective), and .87 (cognitive). These results indicate precision in the measurement and consistency of the items to measure each of the factors.

Psychometric properties of the Utrecht Work Engagement Scale for Students (UWES-S) in the Taiwanese context

Academic engagement in recent years has become the focus of determining student learning and achievement. However,despite this growing awareness that has revolutionized academic policies and educational approaches, literature on engagement in the academic context is still in its infancy. This study seeks to remedy this through the confirmation of the Utrecht Work Engagement Scale for Students' (UWES-S) promising psychometric properties and by providing empirical evidence on the relationship between academic engagement, personality traits, and social media addiction, a determinant that has yet to be explored. Our findings indicate that of the five personality traits analyzed, agreeableness had the strongest negative correlation with academic engagement, and perhaps equally as striking is the positive, albeit insignificant, association between social media and academic engagement. Furthermore, the most informative and least informative items for academic engagement were identified using IRT analysis. Finally, this study also addresses several gaps in the literature by determining that the one-factor construct of the UWES-S is an adequate measure of academic engagement compared to its three-factor counterpart and by demonstrating the measurement invariance of the UWES-S across gender, class year, and academic major in our sample of Taiwanese undergraduates.

The influence of self-leadership strategies, psychological resources, and job embeddedness on work engagement in the banking industry

This study used a model to determine the combined effect of psychological resources, self-leadership strategies, and job embeddedness on work engagement for employees in the banking sector. A descriptive quantitative research framework was adopted; data were collected from a sample of 303 banking sector employees. The results indicated that self-leadership strategies influence work engagement through psychological resources and job embeddedness. The three constructs combined explained 70.3% of variance in work engagement. Psychological resources have the strongest direct influence on work engagement, and self-leadership is a strong determinant of the psychological resources and moderate determinant of job embeddedness. The study concluded that implementing self-leadership strategies, encouraging the practice of psychological capital, and ensuring strong links and fit (job embeddedness) would aid in enhancing an engaged workforce. The results indicate that accumulating and expanding internal and job resources from psychological capital, self-leadership, and job embeddedness significantly influence work engagement and buffer the effects of job demands.

Psychometric Investigation of the Utrecht Work Engagement Scale-17 Using the Rasch Measurement Model

Work engagement is considered the core factor that affects various outcomes at the organizational and individual levels including absenteeism, turnover rate, profitability, and productivity. Therefore, the concept is drawing substantial attention in the practical and academic fields. There have been several attempts to measure work engagement to enable its effective management. The Utrecht Work Engagement Scale-17 is a representative tool for measuring work engagement, which is used in several organizations worldwide. However, despite its popularity, the validity of the Utrecht Work Engagement Scale-17 is often questioned. Especially in Korea, the Utrecht Work Engagement Scale-17 is one of the most commonly utilized tools to measure work engagement, but there is limited psychometric evidence on its validity. Thus, the present study aimed to test the validity of the Utrecht Work Engagement Scale-17 in a Korean sample, using the Rasch measurement model to examine validity pertaining to different dimensions. The analysis of item fitness to test the content validity of the tool indicated that two of the items require reconsideration. Furthermore, the person-item map to test its substantive validity indicated that the Utrecht Work Engagement Scale-17 did not reflect the level of work engagement adequately in the Korean sample. The Rasch factor analysis conducted to test the structural validity of the tool indicated that the Utrecht Work Engagement Scale-17 comprises three subscales. Finally, the differential item function between male and female participants was examined to gather evidence on the generalizability aspect of the tool's validity. Findings revealed that only 9 out of the 17 items expressed adequate differentiation between males and females.

Conceptualizing Well-Being in Vocational Psychology: A Model of Fulfilling Work

Following from the strengths-based inclusive theory of work (S-BIT of Work), fulfilling work is a central goal of career and work counseling. However, vocational psychologists have yet to develop a comprehensive model of fulfilling work. We addressed this concern by reviewing the literature on well-being, developing the fulfilling work construct, and delineating an operationalized model of fulfilling work. This operationalization contains four components: (a) job satisfaction, (b) meaningful work, (c) work engagement, and (d) workplace positive emotions. These components capture the hedonic, eudaimonic, cognitive, and affective dimensions of fulfilling work. Researchers can adapt these components to different cultures by adjusting their operationalizations and understanding how people interpret and experience fulfilling work in different contexts. Fulfilling work represents the core experience of well-being in the work context and provides a starting point for research on the S-BIT of Work.

The Utrecht Work Engagement Scale for Students (UWES-9S): Factorial Validity, Reliability, and Measurement Invariance in a Chilean Sample of Undergraduate University Students

This brief report examines the within-network construct validity of the UWES-9S in a convenience sample of 1502 Chilean students (52% were female) ranging between 18 and 25 years old. The results of confirmatory factor analysis supported a solution with three related factors that fit significantly better than a one-factor solution. The three subscales (i.e., vigor, dedication, and absorption) and the overall UWES-9S showed satisfactory internal consistency. The results of multiple-group confirmatory factor analysis supported gender invariance. Overall, the UWES-9S was found to be a reliable and valid scale to assess academic engagement in Chilean undergraduate university students.

Brazil-Portugal Transcultural Adaptation of the UWES-9: Internal Consistency, Dimensionality, and Measurement Invariance

The aim of this paper is to present a revision of international versions of the Utrecht Work Engagement Scale and to describe the psychometric properties of a Portuguese version of the UWES-9 developed simultaneously for Brazil and Portugal, the validity evidence related with the internal structure, namely, Dimensionality, measurement invariance between Brazil and Portugal, and Reliability of the scores. This is the first UWES version developed simultaneously for both countries, and it is an important instrument for understanding employees' work engagement in the organizations, allowing human resources departments to better use workforces, especially when they are migrants. A total of 524 Brazilian workers and 522 Portuguese workers participated in the study. Confirmatory Factor Analysis, group comparisons, and Reliability estimates were used. The use of workers who were primarily professionals or administrative support, according to ISCO-08, reinforced the need to collect data on other professional occupations. Confirmatory factor analysis showed acceptable fit for the UWES-9 original three-factor solution, and a second-order factor structure has been proposed that presented an acceptable fit. Full-scale invariance was obtained between the Portuguese and Brazilian samples, both for the original three-factor first-order and second-order models. Data revealed that Portuguese and Brazilian workers didn't show statistically significant differences in the work engagement dimensions. This version allows for direct comparisons of means and, consequently, for performance of comparative and cross-cultural studies between these two countries.

Work Engagement among Rescue Workers: Psychometric Properties of the Portuguese UWES

Rescue workers have a stressful and risky occupation where being engaged is crucial to face physical and emotional risks in order to help other persons. This study aims to estimate work engagement levels of rescue workers (namely comparing nurses, firefighters, and police officers) and to assess the validity evidence related to the internal structure of the Portuguese versions of the UWES-17 and UWES-9, namely, dimensionality, measurement invariance between occupational groups, and reliability of the scores. To evaluate the dimensionality, we compared the fit of the three-factor model with the fit of a second-order model. A Portuguese version of the instrument was applied to a convenience sample of 3,887 rescue workers (50% nurses, 39% firefighters, and 11% police officers). Work engagement levels were moderate to high, with firefighters being the highest and nurses being the lowest engaged. Psychometric properties were evaluated in the three-factor original structure revealing acceptable fit to the data in the UWES-17, although the UWES-9 had better psychometric properties. Given the observed statistically significant correlations between the three original factors, we proposed a 2nd hierarchal structure that we named work engagement. The UWES-9 first-order model obtained full uniqueness measurement invariance, and the second-order model obtained partial (metric) second-order invariance.

One, two or three dimensions of work engagement? Testing the factorial validity of the Utrecht Work Engagement Scale on a sample of Polish employees

Work engagement, as conceptualized by the Utrecht Work Engagement Scale (UWES), is a work-related positive state of mind that is characterized by vigour, dedication and absorption; however, it still remains unclear how many dimensions work engagement comprises. This study tested the factorial validity of 11 different UWES factorial models that are available in the literature using a confirmatory factor analysis approach on a large sample of multi-occupational Polish employees (N = 1420). The two-factor UWES-6, comprising vigour and dedication, was found to be reliable and remained invariant across samples drawn from four different organizational positions. It also presented a better fit than the three-factor UWES-9, which is a scale used as a standard in contemporary research on work engagement. The findings suggest that the three-factor UWES-9 might not be an optimal measure of work engagement in Poland.

Workplace Bullying and Turnover Intention: Exploring Work Engagement as a Potential Mediator

Employees' turnover intentions may entail expensive consequences for companies. The study examined the mediating effect of work engagement in the relationship between workplace bullying and turnover intention. Using a cross-sectional sample of 373 employees, structural equation modeling and mediation analysis showed that perceptions of work- and person-related bullying were linked to low levels of vigor and dedication which in turn were associated with high turnover intention. Work engagement partially mediated the effect of high workplace bullying on high turnover intention. The results were interpreted from a social cognitive perspective and recommendations for practice were made.

Effect of Organizational Justice on Work Engagement in Healthcare Sector of Turkey

Work engagement is a concept that reflects a positive way of thinking that relates to commitment and involvement to one’s organization, his/her enthusiasm and energy. In relevant literature there is a wide range of studies focusing on the relation between work engagement and a set of variables. Thus this study was executed to analyze the effect of organizational justice on work engagement. Implementation stage of the research was conducted on healthcare personnel working in a state hospital in Turkey and data were collected from 414 healthcare employees. Conducted analyses revealed that the correlations between subdimensions of organizational justice and work engagement were positive and in medium level. In the regression analysis which was implemented to measure the effect of subdimensions of organizational justice on work engagement it was identified that subdimensions of organizational justice perception in tandem explained 33 per cent of total variance. It can thus be claimed that climbing organizational justice perception increases in turn in a statistically significant way the work engagement level of the personnel. As regards work engagement, the most significant effect was created by procedural justice subsequently followed by distributive and interactional justice.

Productive Ward: Releasing Time to Care, or capacity for compassion: results from a longitudinal study of the quality improvement initiative

Recent concerns about the poor quality of healthcare and diminishing compassion within patient care have prompted many healthcare organisations to adopt ‘compassion’ and ‘care’ into their value and mission statements. Productive Ward: Releasing Time to Care (PW) is a quality improvement (QI) programme designed to meet the value and mission intentions around quality and compassion. The purpose of this study is to measure the impact that PW has on direct patient care (DPC) times and the capacity of ward-based teams to provide compassionate care. This study used an exploratory longitudinal, cohort design (with an experimental test outcome, using a matched control group) to examine DPC times and ‘engagement’ (the antithesis of ‘burnout’ and ‘compassion fatigue’) amongst ward-based teams involved the PW QI initiative in Ireland. Ward-based teams involved in PW reported higher baseline levels of ‘engagement’ (vigour, absorption and dedication) compared to a control group which remained unchanged after a 12-month period. DPC times improved in just over half the study sites, but no significant changes were observed. No statistically significant relationships between ‘engagement’ and DPC were established. This study demonstrates that PW does not necessarily ‘release time to care’ in every instance and that many factors influence this. Compared to a control group it does, however, show encouraging signs that it may engage ward-based teams, thus creating some of the conditions and capacity in which compassion and quality can flourish.

Work-related well-being

This study aimed to investigate the different dimensions of well-being (namely, work engagement, job satisfaction, and psychological stress) and possible predictors such as personality and perceived organizational support. A cross-sectional survey design was used, with a sample of 490 ambulance personnel in the United Kingdom. Significant correlations were found between the dimensions of job satisfaction, engagement, and stress. The results also supported a hierarchical model with job satisfaction, stress, and engagement loading onto one higher order factor of work well-being. Emotional stability and perceived organizational support were identified as significant predictors of well-being. The findings suggest the importance of measuring the work-related well-being of ambulance personnel holistically and present perceived organizational support as a possible area for interventions to improve well-being.

Content validation: The forgotten step-child or a crucial step in assessment centre validation?

Orientation: Assessment centres (ACs) are a popular method of assessment in South Africa, as they offer a practical link to the required job, directly observed through candidate behaviour. Content is often borrowed from the USA, so research into the applicability of that content in South Africa is justified.Research purpose: This study aimed to determine whether a selected USA-developed virtual assessment centre (VAC) measured what it claims to, and to determine whether the content is suitable for South Africa.Motivation for the study: A solid pre-statistical foundation of content forms the backbone of assessing validity. Content validation analysis is well suited to analysing the relevance of AC simulations in a specific cultural context. Too often content validation is either implied, or insufficiently explained.Research design, approach and method: A content evaluation schedule was developed, consisting of 50 items covering seven content validation dimensions. Thirteen subject matter experts and nine functional experts were tasked to assess an imported VAC using this schedule.Main findings: This study provides support that the VAC appears to measure what it purports to, and that overall, the content is suitable for use in South Africa.Practical/managerial implications: Content created in the USA can be assessed for relevance and applicability for South Africa through content validation.Contribution/value-add: This study contributes to AC literature and assessment methodology by demonstrating the importance and utility of content validation. Importers and developers of AC content may use this study’s techniques to validate content to meet legislative requirements and ensure domain relevance.