Antecedents and outcomes of work engagement among nursing staff in long‐term care facilities—A systematic review

Abstract

AimTo determine antecedents and outcomes of work engagement (WE) among nursing staff in long‐term care (LTC) using the Job Demand‐Resources model.DesignA systematic review following the Preferred Reporting Items for Systematic Review and Meta‐Analysis statement and Synthesis Without Meta‐analysis in systematic reviews guideline. A study protocol was registered in PROSPERO (registration number CRD42022336736).Data SourcesThe initial searches were performed in PsycInfo, Medline, Academic Search Premier, CINAHL and Scopus and yielded 3050 unique publications. Updated searches identified another 335 publications. Sixteen studies published from 2010 to 2022 were included.Review MethodsThe screening of titles and abstracts, and subsequently full‐text publications, was performed blinded by two author teams using the inclusion/exclusion criteria. When needed, a mutual consensus was obtained through discussion within and across the teams. A descriptive and narrative synthesis without a meta‐analysis of the included studies was performed.ResultsThe extent of research on WE in LTC facilities is limited and the factors examined are heterogeneous. Of forty‐two unique antecedents and outcomes, only three factors were assessed in three or more studies. Antecedents—in particular job resources—are more commonly examined than outcomes.ConclusionExisting literature offers scant evidence on antecedents and outcomes of WE among nursing staff in LTC facilities. Social support, learning and development opportunities and person‐centred processes are the most examined factors, yet with ambiguous results.ImpactAntecedents and outcomes of engagement among nursing staff in LTC facilities have not previously been reviewed systematically. Engagement has been correlated with both more efficient and higher‐quality service delivery. Our findings suggest opportunities to improve health and care services by enhancing engagement, whilst at the same time better caring for employees. This study lays the groundwork for more detailed research into the contributing factors and potential results of increasing caregivers' engagement.No patient or public contribution.

Updating Factors Influencing Nurse Work Engagement in the Hospital Settings: A Systematic Review

“…We have highlighted the additional antecedents that may not be addressed in the previous systematic reviews. [14][15][16][17] These include 1) a wide-ranging examination of leadership styles (transactional, servant, ethical, humble, and Laissez-faire), 2) a broader scope covering organizational commitment, organizational and nursing culture, social network degree centrality, organizational climate (collaboration and spiritual climate), and hospital type and capacity; 3) detailed consideration of individual socio-demographic characteristics (marital status-married, physical condition, monthly income, number of children, and status and type of employment); 4) examination of individual-psychological characteristics (proactive personality, empathy, and self-compassion); 5) exploration of job-related psychological characteristics (emotional labor, role conflict, psychological violence, work ethics, values, meaningfulness, learning goals, and coping with organizational changes); 6) assessment of job-related skills (communication skills); 7) inclusion of human resource management factors (talent management, promotion focus, basic psychological needs, and Personal and professional resources for nurses to work vigorously -PPR-N); 8) consideration of job-related factors (Flexibility and Task idiosyncratic deals and Implementation of an electronic medical record); and 9) a detailed evaluation of work-life balance (work-family spillover, conflict, enrichment, and quality of work-life).…”

“…A recent systematic review by Midje, Nyborg, Nordsteien, Øvergård, Brembo, Torp 16 analyzed work engagement antecedents deductively using the Job Demands–Resources (JD–R) model, identifying thirty-six unique antecedents categorized into job resources, personal resources, and job demands. Nevertheless, this review predominantly focused on long-term care facilities, which may not adequately represent factors in the general hospital setting.…”

Improving Career Satisfaction Through Reducing Work-Family Conflict Among Nurses: Career Calling as Moderator

“…The nursing profession mostly shows elevated stress levels, extended work periods, and demanding job requirements. Meanwhile, Midje et al (2023) assert that hospitals strategically maintain minimal staffing levels to optimize financial gains without regard for patient volume or the severity of their medical conditions. Nurses express strong discontent with the notion of a "nursing shortage," arguing that it is more accurate to characterize the situation as a scarcity of nurses who are willing to assume the potential risks to their personal well-being, professional licensure, and patient safety that are inherent in these demanding work environments (House et al, 2022).…”