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Comparative Study
. 2019 Sep;75(9):1933-1942.
doi: 10.1111/jan.13981. Epub 2019 Mar 24.

Work engagement and perceived work ability: An evidence-based model to enhance nurses' well-being

Marco Tomietto  1   2 , Eleonora Paro  2 , Riccardo Sartori  3 , Rita Maricchio  4 , Luciano Clarizia  2 , Paola De Lucia  2 , Giuseppe Pedrinelli  2 , Rosanna Finos  2 ; PN Nursing Group
Affiliations
Comparative Study

Work engagement and perceived work ability: An evidence-based model to enhance nurses' well-being

Marco Tomietto et al. J Adv Nurs. 2019 Sep.

Abstract
in English, Chinese

Aims: The study aims are (a) to test a model developed to estimate the impact of work engagement on work ability as it is perceived by nurses; (b) to test the parameters between work ability and job satisfaction and between job satisfaction and turnover intention.

Design: Cross-sectional.

Methods: This study involved 1,024 nurses from January - May 2018. The response rate was 70.7%. The Work Ability Index and the Utrecht Work Engagement Scale were used. Path analysis was performed, both in the whole sample and in age categories (<45yy-≥45yy). Model's parameters and fit indexes were estimated.

Results: The comprehensive model was validated through the multi-group approach. Fit indexes were adequate in the general model and in the multi-group testing. Parameters confirmed the association between work engagement and work ability and between work ability and job satisfaction and turnover intention. Parameters highlighted different age-dependent patterns.

Conclusion: This study states the contribution of work engagement to enhance work ability in nursing profession. Findings contribute in understanding motivational dynamics in nurses and they suggest the use of tailored strategies for different age categories. Further research could address the model to deepen generational patterns in work engagement, work ability, and organizational outcomes.

Impact: The study highlights how to address nursing management to improve nurses' motivation and work ability and to improve organizational outcomes. Main findings point out different age-dependent patterns to tailor managerial strategies. Healthcare organizations have new elements to design human resources management and to improve job satisfaction and nurses' retention.

目的: 本研究的目的是:(a)测试一个模型,以评估工作投入对护士工作能力的影响;(b)测试工作能力与工作满意度之间、工作满意度与离职意愿之间的参数。 设计: 分类排列。 方法: 本研究从2018年1月至5月共有1024名护士参与。有效率为70.7%。使用工作能力指数和Utrecht 工作投入量表。对整个样本和年龄段(<45YY-≥45YY)进行了路径分析。对模型参数和拟合指标进行了估计。 结果: 综合模型通过多组方法进行验证。拟合指数在一般模型和多组测试中都是足够的。参数确定了工作投入与工作能力、工作能力与工作满意度、离职意愿之间的关系。参数突出显示了不同的年龄依赖模式。 结论: 本研究阐述了投入对提高护理行业工作能力的贡献。研究结果有助于理解护士的动机动力,并建议针对不同年龄类别使用量身定制的策略。进一步的研究可以解决该模型,以加深工作投入、工作能力和组织结果方面的代际模式。 影响: 本研究重点探讨如何解决护理管理问题,以提高护士的工作积极性和工作能力,改善组织绩效。主要发现指出了不同的年龄依赖模式来调整管理策略。医疗保健机构在人力资源管理设计、提高工作满意度和护士留用率等方面有了新的参考因素。.

Keywords: job satisfaction; nursing; turnover intention; work ability; work engagement.

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References

REFERENCES

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