Work engagement, work commitment and their association with well-being in health care
Work engagement, work commitment and their association with well-being in health care
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DOI：
10.1111/j.1471-6712.2011.00888.x
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发表时间：
2011-12-01
影响因子：
1.9
通讯作者：
Kanste, Outi
中科院分区：
文献类型：
--
作者：
Kanste, Outi
其目的是研究工作参与和工作承诺是否可以从经验上加以区分，以及它们如何与福祉相关联。文献和实践中使用的术语被这些术语的互换使用所混淆。只有像Hallberg和Schaufeli的研究那样，利用实证数据系统地研究了工作投入和工作承诺之间的关系。在这项研究中，数据是通过自我报告的问卷从芬兰14个卫生中心和4家医院的医护人员那里收集的。数据包括435个响应。材料进行了分析，使用结构方程模型（SEM）和相关性。在结构方程模型分析中，工作投入和工作承诺维度（组织认同感、为组织服务的意愿、职业承诺和工作投入）各加载在各自的潜变量上，因此数据支持五因素模型。工作投入和工作承诺维度呈正相关，共享2和33%的方差。这些结构也显示出不同的相关性与一些指标的幸福感衡量个人成就，心理健康，心理资源，内部工作动机和愿意留在工作。工作投入与个人成就感呈中度正相关（r = 0.68，p < 0.001）。对组织的认同（r = 0.40，p < 0.001）、为组织努力的意愿（r = 0.44，p < 0.001）和职业承诺（r = 0.37，p < 0.001）与个人成就感呈低度相关。结果支持的概念，工作投入可以从经验上区分工作承诺。它们是不同的，但相互关联的结构，相互补充，描述了对工作的积极态度的不同方面。研究结果可用于医疗保健工作生活质量的干预措施，以及研究判别效度和结构效度。
The aim was to examine whether work engagement and work commitment can be empirically discriminated and how they are associated with well-being. The terminology used in literature and in practice is confused by the interchangeable use of these terms. Only few studies, like Hallberg and Schaufeli's study, have examined the relationships between work engagement and work commitment systematically by using empirical data. In this study, the data were gathered via self-reported questionnaire from the healthcare staff working in 14 health centres and four hospitals in Finland. The data consisted of 435 responses. The material was analysed by using structural equation modelling (SEM) and correlations. The items of work engagement and work commitment dimensions (identification with organization, willingness to exert in organization's favour, occupational commitment and job involvement) loaded on their own latent variables in SEM analysis, so the data supported this five-factor model. Work engagement and work commitment dimensions were positively related, sharing between 2 and 33% of their variances. These constructs also displayed different correlations with some indicators of well-being measured as personal accomplishment, psychological well-being, mental resources, internal work motivation and willingness to stay on at work. Work engagement had moderate positive correlation to personal accomplishment (r = 0.68, p < 0.001). Identification with organization (r = 0.40, p < 0.001), willingness to exert in organization's favour (r = 0.44, p < 0.001) and occupational commitment (r = 0.37, p < 0.001) had low correlations to personal accomplishment. The results support the notion that work engagement can be empirically discriminated from work commitment. They are distinct, yet related constructs that complement each other, describing different aspects of positive attitudes towards work. The results can be utilized in interventions aimed at quality of working life in health care as well as in studies investigating discriminant and construct validity.