Structural empowerment and work ethics influence on the work engagement of millennial nurses

Abstract

Aim: This study investigated the influence of structural empowerment and work ethics on work engagement among millennial Saudi clinical nurses. Background: No extensive research has been conducted on the structural empowerment, work ethics and work engagement of millennial nurses, especially in Arab countries such as Saudi Arabia.

Relationship between job satisfaction and work engagement in Chinese kindergarten teachers: Vocational delay of gratification as a mediator

“…This study showed that there is a significant positive correlation between vocational delay of gratification and work engagement and that vocational delay of gratification is a significant predictor of work engagement, which confirms the findings of existing studies (Xanthopoulou et al, 2009;Balay-Odao et al, 2021;Liu and Wang, 2021;Zhang et al, 2022). Studies from Shi et al (2021) suggested that vocational delay of gratification, on the one hand, brings positive emotions and helps individuals to expand their awareness and attention, thus making them more focused and dedicated to the work at hand, and on the other hand, increases work engagement by reducing rumination and attention associated with negative emotions.…”

The relationship of work engagement with job experience, marital status and having children among flexible workers after the Covid-19 pandemic

“…Similarly, Chan et al, [ 36 ] demonstrated that work engagement is related to being married. According to Balay‐odao et al,’s [ 106 ] research, marital status influences work engagement of millenial Saudi clinical nurses. It is discovered that married millenial Saudi nurses showed better dedication than single nurses.…”

“…It is discovered that married millenial Saudi nurses showed better dedication than single nurses. In addition, the reason for the high work engagement among married people is deemed to be originated by accountability, high involvement in work and emotional stability of married people and the extra support that they get from their families [ 106 ]. In a similar study conducted after the onset of the Covid-19 pandemic, considerably higher work engagement was noticed in people who were married or living with a partner, with children under 16 years of age, and with a very good perception of health in the last 14 days [ 32 ].…”

“…The existing studies show that in the aftermath of the COVID-19 pandemic, women are overwhelmed by their increased domestic obligations as well as their workloads. In this context, the need to re-examine the variables of work engagement, marital status, job experience and having children, which were examined in the previous studies and which are related, emerged under the changing social and economic conditions in the post pandemic period [ 34 , 39 , 40 , 65 , 106 ]. In this context, this study contributes to filling this gap in the literature.…”

“…In addition, Othman and Nasurdin [ 105 ] argue that age, marital status and education status are not related to work engagement. Zhang et al, [ 65 ] and Balay-Odao et al, [ 106 ] in their study which analyze work engagement after Covid-19 found that marital status had a relationship with work engagement. Therefore, it has been seen that, post pandemic studies regarding work engagement investigates marital status as a significant element.…”