Relationships among work engagement, drivers of engagement, and bullying acts in registered nurses working in hospital settings
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Fountain, Donna Marie.
Relationships among work engagement, drivers of engagement, and bullying acts in registered nurses working in hospital settings. Retrieved from
https://doi.org/doi:10.7282/T3NZ89PCExport
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TitleRelationships among work engagement, drivers of engagement, and bullying acts in registered nurses working in hospital settings
Date Created2016
Other Date2016-01 (degree)
Extent1 online resource (viii, 118 p. : ill.)
DescriptionThis study aims to analyze the interrelationships of work engagement, drivers of engagement (psychological meaningfulness, psychological safety, and psychological availability), and bullying acts (personal attacks, attacks on competence and reputation, and attacks on work roles and tasks) among registered nurses (RNs) in hospital settings. No studies have been found regarding these complex psychological factors that influence nurses’ engagement within U.S. hospitals. Because an engaged nursing workforce is key to optimal clinical, employee, and organizational outcomes across healthcare systems, it is vital that hospital and nursing leadership address problems arising from drivers of engagement, and bullying. Method. Rutgers Institutional Review Board (IRB) approval was granted. The Utrecht Work Engagement Scale (UWES- 9), Psychological Conditions Scale (PCS), and Workplace Bullying Inventory (WBI) were used to explore the interrelationships between work engagement, drivers of engagement and bullying acts. A descriptive, correlational survey was conducted among a sample of 210 participants recruited from a randomly selected list of 500 RNs working in hospitals. Results. The psychological drivers of engagement increased RN work engagement. Supervisory role, working more hours per week, in an acute care hospital, and working on specialty care units were related to higher levels of RN work engagement. Lower levels of engagement were associated with staff nurses, working on medical-surgical units, and those working in a specialty hospital. Bullying acts were related to lower levels of drivers of engagement and work engagement. Lastly, drivers of engagement and hours worked above fulltime, medical-surgical units, and hospital type were shown to be independent predictors of RN work engagement. Conclusion. Drivers of engagement and bullying acts were significantly related to work engagement. These findings suggest that psychological drivers of engagement are important predictors of work engagement and bullying had a negative effect on this outcome. Nursing administrators should determine strategies to strengthen workplace conditions that foster the psychological drivers of RN engagement. This study contributes strong evidence that more research is needed.
NotePh.D.
NoteIncludes bibliographical references
Noteby Donna Marie Fountain
Genretheses, ETD doctoral
Languageeng
CollectionGraduate School - Newark Electronic Theses and Dissertations
Organization NameRutgers, The State University of New Jersey
RightsThe author owns the copyright to this work.
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