Nurses Working in Nursing Homes: A Mediation Model for Work Engagement Based on Job Demands-Resources Theory

Hara, Yukari; Asakura, Kouichi; Sugiyama, Shoko; Takada, Naomi; Ito, Yoshimi; Nihei, Yoshihiro

doi:10.3390/healthcare9030316

Cited by 9 publications

(19 citation statements)

References 43 publications

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“…Intrinsic motivation was one of the factors that had a significant effect on work engagement, which supported the results of previous studies [34,68]. In this study, four intrinsic motivation items were investigated as follows: (1) Interested in community medicine, (2) Wanting to practice basic nursing, (3) Interested in gerontological nursing, and (4) Careful nursing care.…”

Section: Impact Of Work Motivation On Work Engagementsupporting

confidence: 84%

Impact of Intrinsic and Extrinsic Motivation on Work Engagement: A Cross-Sectional Study of Nurses Working in Long-Term Care Facilities

Zeng

Takada

Hara

et al. 2022

IJERPH

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Nurses’ work motivation impacts their job satisfaction and work engagement, affecting their quality of care. Work motivation, a personal resource, can be categorized into intrinsic and extrinsic motivation, each of which may function differently in the job demands–resources (JD–R) model. To study the effect of nurses’ intrinsic and extrinsic work motivation on work engagement in long-term care (LTC) facilities, we randomly selected 1200 facilities from 6055 LTC facilities in eastern Japan. Two nurses from each facility completed a self-report questionnaire—newly developed for this study for evaluating intrinsic and extrinsic work motivation—to assess their work engagement, job satisfaction, and work motivation. Multiple regression analysis of 561 valid questionnaires investigated the relationship between work motivation and work engagement, indicating that intrinsic work motivation, job satisfaction, and age had a significant positive effect on work engagement, while extrinsic work motivation had no significant effect. However, half the nurses chose to work because of extrinsic work motivation, explaining the high turnover rate of nursing staff in LTC facilities. Findings indicate the importance of measures to foster nurses’ intrinsic motivation to improve work engagement. Further research should investigate how to improve the intrinsic motivation of nurses working in LTC facilities.

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Section: Impact Of Work Motivation On Work Engagementsupporting

confidence: 84%

Impact of Intrinsic and Extrinsic Motivation on Work Engagement: A Cross-Sectional Study of Nurses Working in Long-Term Care Facilities

Zeng

Takada

Hara

et al. 2022

IJERPH

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“…Alternately, Job resources refer to every aspect of job that is reducing job demands and aiding work engagement. Hara et al (2021) identified salary as the stimulating factors of work engagement among nurses working in nursing homes. Unlike in other countries, China's nurses working in nursing homes are older, maybe a good health status will lead to a better work performance.…”

Section: Introductionmentioning

confidence: 99%

The influence of professional identity on work engagement among nurses working in nursing homes in China

Zhang

Tian³

et al. 2022

J Nursing Management

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Aim To assess the influence of professional identity on work engagement among nurses working in nursing homes in China. Background China is faced with an increasingly ageing population. There is a shortage of adequately trained nursing personnel and a high turnover rate among nurses. Work engagement is a key factor in improving nurses' performance and improving professional identity is critical to increase work productivity and satisfaction. Methods We conducted a cross‐sectional survey of 272 nurses working in nursing homes. And the data were analysed by descriptive analyses, univariate analysis and Multiple regression analyses. Results The overall average work engagement score was 3.99 ± 1.04. Professional identity was the only factor that significantly influenced the ‘vigour’ and ‘absorption’ of nurses. Age, ethnicity and professional identity were significant predictors of ‘dedication’. Conclusions A positive professional identity can lead to a better work engagement among nurses working in nursing homes in China. Implications for Nursing Management To enhance the work engagement of nurses working in nursing homes, nursing leaders should create a respectful and equal work environment, create a favourable image of the industry and the profession and strengthen training to improve the professional identity.

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“…In addition to job satisfaction, the following personal resources were identified as significant direct or indirect predictors of the nursing staff's WE-'sense of coherence' (SOC) (Malagon-Aguilera et al, 2019), 'mindfulness' (Janssen et al, 2020), 'intrinsic work motivation' (Zeng et al, 2022), 'the sense of performing good care', 'willingness to learn good care', 'confidence in my ability' and 'well-being' (Kameyama et al, 2022), 'autonomous clinical judgement' (Hara et al, 2021), and 'trait emotional intelligence' (EI) (Toyama & Mauno, 2017). It should be noted that the significant bivariate correlation between SOC and WE in the study of Malagon-Aguilera et al (2019) was not confirmed by the linear regression model.…”

Section: Personal Resourcesmentioning

confidence: 99%

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

Midje

Nyborg

Nordsteien

et al. 2023

Journal of Advanced Nursing

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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.

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Nurses Working in Nursing Homes: A Mediation Model for Work Engagement Based on Job Demands-Resources Theory

Cited by 9 publications

References 43 publications

Impact of Intrinsic and Extrinsic Motivation on Work Engagement: A Cross-Sectional Study of Nurses Working in Long-Term Care Facilities

Impact of Intrinsic and Extrinsic Motivation on Work Engagement: A Cross-Sectional Study of Nurses Working in Long-Term Care Facilities

The influence of professional identity on work engagement among nurses working in nursing homes in China

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

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