Page 356 - Encyclopedia of Nursing Research

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and tested the utrecht Work engagement Mackoff and Triolo (2008) found that a char-
Scale (uWeS). The uWeS is a 9- or 17-item acteristic of engaged nurse managers is the
questionnaire with a 7-point Likert scale ability to maintain sight of their impact on N
response set that yields three subscale scores direct patient care.
and a total score that range between 0 and 6. Quantitative studies have also asso-
Higher uWeS scores indicate higher levels ciated nurse engagement with the desire
of work engagement (Schaufeli, Bakker, & to find meaning in life through work.
Salanova, 2006). Tomic and Tomic (2010) reported a posi-
Nurse engagement has been the subject tive correlation between all three aspects
of minimal research. However, when com- of nurse engagement (vigor, dedication,
pared with other occupational groups, nurses and absorption) and two dimensions of
demonstrate relatively high levels of engage- existential fulfillment (self-acceptance and
ment. Although nurses made up only 3.4% self- actualization) among 167 nurses in a
of the 12,631 subjects upon which the uWeS general hospital. Dedication was positively
norm scores were based, nurses’ absorp- associated with self-transcendence, the abil-
tion scores were among the top three occu- ity to find meaning in life by being directed
pational groups (Schaufeli & Bakker, 2003). toward something or someone other than
Palmer, Quinn Griffin, Reed, and Fitzpatrick oneself (Frankl, 1992). In addition, work-
(2010) reported mean dedication scores in the load was negatively associated with vigor
high range (4.96) for a sample of 84 acute care and dedication. Palmer et al. (2010) reported
registered nurses attending a nursing con- a positive association between all three
ference. These same nurses had mean total dimensions of nurse engagement and self-
engagement, vigor, and absorption scores in transcendence among 84 acute care nurses
the high-average range (4.60, 4.52, and 4.39, attending a nursing conference.
respectively). Simpson (2009) found high- The antecedents of nurse engagement
average mean total engagement, dedication, have also been investigated. Simpson (2009)
and absorption scores (4.29, 4.65, and 4.34, reported a significant positive relation-
respectively) for a sample of 167 registered ship between work engagement and overall
nurses working on medical–surgical units job satisfaction and a negative relationship
within six hospitals. between work engagement and turnover
Qualitative studies suggest that nurse cognitions and job search behavior. Multiple
engagement is intimately linked to the choice regression analysis indicated that two ele-
of nursing as a profession. The selection of a ments of job satisfaction (professional status
career in nursing often results from a desire and interaction at work) and one element
to find meaning and purpose in life through of turnover cognition (thinking of quitting)
helping others. When these core values find explained 46% of the variability in work
expression in nursing practice, an inspira- engagement. Results of a study by Laschinger,
tional strength which nurtures engagement Wong, and Greco (2006) indicated a positive
has been described (vinje & Mittelmark, relationship between empowerment and
2007). While working, nurses are exposed nurses’ perceived fit with six areas of work
to human suffering, life-altering events, and life (workload, control, reward, community,
mortality. Nurses who have an expanded fairness, and values). These six areas of work
repertoire of personal responses are more life explained 42% of the variance in work
successful at creating positive meaning and engagement.
personal fulfillment from emotionally chal- With so many positive outcomes and
lenging patient-caring experiences. As a relatively few studies to date, nurse engage-
result, their commitment to and engagement ment is an excellent topic for future research.
with their work increase (Montgomery, 1997). Determining levels of nurse engagement in