Factors associated with subjective well‐being in cancer workers in Queensland

Poulsen, Michael; Poulsen, Anne A.; Khan, Asaduzzaman; Poulsen, Emma E.; Khan, Shanchita R.

doi:10.1111/j.1754-9485.2012.02368.x

Cited by 18 publications

(18 citation statements)

References 15 publications

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“…Only one of the 16 studies was longitudinal (Hakanen & Schaufeli, 2012), and this study found a positive association between engagement and life satisfaction and a negative association between engagement and exhaustion as well as depressive symptoms. Three studies found a link between engagement and general/psychological health (Freeney & Fellenz, 2013;Poulsen et al, 2012;Simbula, 2010), and one study showed mixed support for the positive relationship between engagement and various dimensions of work ability (Arilia et al, 2012). Three studies found mixed support for a negative association between engagement and dimensions of burnout, particularly emotional exhaustion (Hoigaard, Giske, & Sundsli, 2012;Simbula, 2010;Vera, Salanova, & Martin, 2010).…”

Section: Morale Outcomesmentioning

confidence: 99%

Employee Engagement in the Public Sector: A Narrative Evidence Synthesis

Fletcher

Bailey

Alfes

et al. 2016

AMPROC

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It has been claimed that employee engagement can harness public service motivation in ways that lead to better improve functioning and positive organizational outcomes, and can help address the increasingly complex challenges associated with public service in an era of austerity.Despite this, there has not yet been a systematic review of the literature that would enable researchers to understand more about the antecedent factors and the outcomes of engagement in the public sector. To address this issue, we undertook a systematic narrative synthesis of the empirical research on engagement that yielded 5771 published studies, of which just 59 were conducted in public sector settings and met our inclusion criteria. Studies generally found that motivational features of jobs (such as autonomy), groups (such as social support), management (such as leader consideration), and organizations (such as voice mechanisms) as well as psychological resources were key antecedents of engagement within the public sector; and that engagement was associated with positive employee health/morale and enhanced performance behaviors. The evidence was far from conclusive, suggesting a need for much more rigorous research focused on the specific challenges of public sector settings. We make recommendations for further research on this important topic, particularly with regards to understanding the connection between public service motivation and engagement and the need to examine engagement across different public sector/service contexts.

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Section: Morale Outcomesmentioning

confidence: 99%

Employee Engagement in the Public Sector: A Narrative Evidence Synthesis

Fletcher

Bailey

Alfes

et al. 2016

AMPROC

View full text Add to dashboard Cite

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“…Physical activity after work has been shown to be an important factor in recovery (Rook and Zijlstra, 2006) as well as improving levels of subjective well being (Poulsen et al, 2012). Relaxation is another factor which contributes to the recovery process by diverting attention away from work and reversing the negative consequences of work-related stress (Hahn et al, 2011b).…”

Section: Introductionmentioning

confidence: 99%

Recovery experience and burnout in cancer workers in Queensland

Poulsen

Khan

et al. 2015

European Journal of Oncology Nursing

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“…Hakanen and Schaufeli 202 found that engagement negatively predicted depressive symptoms from time 1 to time 2 (3-year interval) and from time 2 to time 3 (4-year interval) in a sample of dentists. Poulsen et al 205 found that engagement was positively associated with subjective well-being in a sample of cancer workers.…”

Section: General and Psychological Healthmentioning

confidence: 99%

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

Bailey

Madden

Alfes

et al. 2015

Health Services and Delivery Research

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BackgroundRecent studies have suggested engagement is linked with beneficial outcomes for individuals and organisations. Despite growing demand for resources and advice on engagement within the NHS, there has been no systematic evaluation of how engagement strategies can be developed and operationalised within the NHS.Objectives and research questionsTo evaluate evidence and theories of employee engagement within the NHS and the general workforce to inform policy and practice. Four research questions focused on definitions and models of engagement; the evidence of links between engagement and staff morale and performance; approaches and interventions that have the greatest potential to create and embed high levels of engagement within the NHS; and the most useful tools and resources for NHS managers in order to improve engagement.Review methodsEvidence was evaluated using a narrative synthesis approach involving a structured search of relevant academic databases and grey literature. The search yielded a final data set of 217 items, comprising 172 empirical papers, 38 theoretical articles, four meta-analyses and three books. From the grey literature, only 14 items were used in the analysis.Main findingsThere is no one agreed definition or measure of engagement. Existing approaches were grouped under three headings: a psychological state; a composite attitudinal and behavioural construct; and employment relations practice. Most fell under the first category, with the Utrecht Work Engagement Scale being the most prevalent. Most theorising around engagement used the job demands–resources framework. Thirty-five studies considered engagement and morale, and the most consistent finding was a positive link between engagement and life satisfaction, and a negative link between engagement and burnout. Some studies suggested that engagement was positively associated with organisational commitment and job satisfaction and negatively linked to turnover intentions. Of 42 studies that looked at performance and engagement, the strongest support was found for a link between engagement and individual in-role performance and a negative link between engagement and counterproductive performance outcomes. A link between engagement and higher-level performance outcomes was also found. Of 155 studies that explored approaches and interventions that promote engagement, the strongest support was found for the following: positive psychological states including resilience; job-related resources and job design features; positive leadership; perceived organisational support; team-level engagement; training and development. Only a small proportion of studies were based in health-care settings, making the application of evidence to wider contexts limited. Studies identified in the grey literature suggested that the focus of practitioner material was more on wider managerial issues than on psychological factors.ConclusionsThe synthesis highlights the complex nature of the engagement evidence base. The quality of evidence was mixed. Most studies were cross-sectional, self-report surveys, although the minority of studies that used more complex methods such as longitudinal study designs or multiple respondents were able to lend more weight to inferences of causality. The evidence from the health-care sector was relatively sparse. Only a few studies used complex methods and just two had taken place in the UK. The evidence synthesis suggests that employers might consider several factors in efforts to raise levels of engagement including development and coaching to raise levels of employee resilience, the provision of adequate job resources, and fostering positive and supportive leadership styles.FundingThis project was funded by the National Institute for Health Research (NIHR) Health Services and Delivery Research (HSDR) programme.

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Factors associated with subjective well‐being in cancer workers in Queensland

Cited by 18 publications

References 15 publications

Employee Engagement in the Public Sector: A Narrative Evidence Synthesis

Employee Engagement in the Public Sector: A Narrative Evidence Synthesis

Recovery experience and burnout in cancer workers in Queensland

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

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