Relevant bibliographies by topics / Workforce engagement and Burnout

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Workforce engagement and Burnout'

Author: Grafiati
Published: 4 June 2021
Last updated: 12 February 2022

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Journal articles on the topic "Workforce engagement and Burnout"

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Moeller, Julia, Zorana Ivcevic, Arielle E. White, Jochen I. Menges, and Marc A. Brackett. "Highly engaged but burned out: intra-individual profiles in the US workforce." Career Development International 23, no. 1 (February 6, 2018): 86–105. http://dx.doi.org/10.1108/cdi-12-2016-0215.

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Purpose The purpose of this paper is to use the job demands-resources model to investigate intra-individual engagement-burnout profiles, and demands-resources profiles. Design/methodology/approach A representative sample of the US workforce was surveyed online. Latent profile analysis (LPA) and configural frequency analysis examined intra-individual profiles and their inter-relations. Findings A negative inter-individual correlation between engagement and burnout suggested that burnout tends to be lower when engagement is high, but intra-individual analyses identified both aligned engagement-burnout profiles (high, moderate, and low on both variables), and discrepant profiles (high engagement – low burnout; high burnout – low engagement). High engagement and burnout co-occurred in 18.8 percent of workers. These workers reported strong mixed (positive and negative) emotions and intended to leave their organization. Another LPA identified three demands-resources profiles: low demands – low resources, but moderate self-efficacy, low workload and bureaucracy demands but moderate information processing demands – high resources, and high demands – high resources. Workers with high engagement – high burnout profiles often reported high demands – high resources profiles. In contrast, workers with high engagement – low burnout profiles often reported profiles of high resources, moderate information processing demands, and low other demands. Originality/value This study examined the intersection of intra-individual engagement-burnout profiles and demands-resources profiles. Previous studies examined only one of these sides or relied on inter-individual analyses. Interestingly, many employees appear to be optimally engaged while they are burned-out and considering to leave their jobs. Demands and resources facets were distinguished in the LPA, revealing that some demands were associated with resources and engagement.
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Wong, Venus W., Lisa A. Ruble, Yue Yu, and John H. McGrew. "Too Stressed to Teach? Teaching Quality, Student Engagement, and IEP Outcomes." Exceptional Children 83, no. 4 (July 2017): 412–27. http://dx.doi.org/10.1177/0014402917690729.

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Teacher stress and burnout have a detrimental effect on the stability of the teaching workforce. However, the possible consequences of teacher burnout on teaching quality and on student learning outcomes are less clear, especially in special education settings. We applied Maslach and Leiter’s (1999) model to understand the direct effects of burnout on teaching in general and stress arising from interaction with a specific student on the individualized education program (IEP) outcomes of young children with autism spectrum disorder. We also examined indirect effects through teaching quality and student engagement. The results indicated that one of the three components of burnout—teacher personal accomplishment—was directly related to IEP outcomes, a distal effect, whereas stress was directly related to teaching quality and student engagement, which were more proximal effects. In addition, teacher stress, emotional exhaustion, and depersonalization had indirect effects on IEP outcomes through teaching quality and student engagement.
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Boland, Lori L., Pamela J. Mink, Jonathan W. Kamrud, Jessica N. Jeruzal, and Andrew C. Stevens. "Social Support Outside the Workplace, Coping Styles, and Burnout in a Cohort of EMS Providers From Minnesota." Workplace Health & Safety 67, no. 8 (May 7, 2019): 414–22. http://dx.doi.org/10.1177/2165079919829154.

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Occupational burnout has been linked to the delivery of lower quality of care in some health care professions, including with turnover intentions and absenteeism in emergency medical services (EMS) workers. Thus, studies that identify factors associated with burnout may be integral to optimizing quality and workforce engagement among EMS professionals. A survey was conducted to assess social support outside the workplace, coping styles, and occupational burnout in a cohort of EMS providers from Minnesota. Surveys were returned by 217 providers (54% response), of which 167 had provided data on burnout, social support, and coping styles and were included in the analysis. The mean age was 41 years, 62% were male, and the prevalence of burnout was 17%. After adjustment for age and EMS tenure, the odds of burnout was higher among those characterized as socially isolated as compared with providers who were integrated socially or moderately integrated (odds ratio = 3.52; 95% confidence interval = [1.13, 10.98]). Common coping responses included planning, positive reframing, and active coping, while behavioral disengagement and denial were rarely used. Lack of social networks outside the workplace and frequent use of self-blame, food, or substance use as coping strategies were associated with burnout. Conversely, social integration and use of religion and instrumental support to cope with stressors were associated with reduced burnout.
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Schaufeli, Wilmar B. "Engaging leadership in the job demands-resources model." Career Development International 20, no. 5 (September 14, 2015): 446–63. http://dx.doi.org/10.1108/cdi-02-2015-0025.

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Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Research limitations/implications – The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures (e.g. for work performance). Practical implications – Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership. Social implications – Leadership seems to be a crucial factor which has an indirect impact – via job demands and job resources – on employee well-being. Originality/value – The study demonstrates that engaging leadership can be integrated into the JD-R framework.
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Aparício, Carlos, and Jeniffer Nicholson. "Do preceptorship and clinical supervision programmes support the retention of nurses?" British Journal of Nursing 29, no. 20 (November 12, 2020): 1192–97. http://dx.doi.org/10.12968/bjon.2020.29.20.1192.

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Background: The reasons for nurse shortages are the ageing healthcare workforce, increasing demand for services, employee dissatisfaction, life–work imbalance and burnout. Aim: To review the literature to find out whether there is evidence to support preceptorship and clinical supervision programmes in retaining nurses, and particularly newly qualified nurses (NQNs), in clinical practice. Methods: A search of databases, as well as other sources, was carried out, with six studies selected for data analysis. Findings: Thematic analysis was used to synthesise the results and produced seven themes: increase satisfaction, gain competence and feel more confident; competencies of preceptors and supervisors; framework or model required; the challenge to the programmes; intention to stay and staff retention; voluntary withdrawal from the nursing profession; and further support for development. Conclusion: Training (preceptorship and clinical supervision programmes) is effective in retaining NQNs, increasing satisfaction, improving skills and competency and staff engagement; however, more support for both preceptors/supervisors and NQNs is needed to maximise the success of these programmes in the future.
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Otokiti, Ahmed Umar, Catherine K. Craven, Avniel Shetreat-Klein, Stacey Cohen, and Bruce Darrow. "Beyond Getting Rid of Stupid Stuff in the Electronic Health Record (Beyond-GROSS): Protocol for a User-Centered, Mixed-Method Intervention to Improve the Electronic Health Record System." JMIR Research Protocols 10, no. 3 (March 16, 2021): e25148. http://dx.doi.org/10.2196/25148.

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Background Up to 60% of health care providers experience one or more symptoms of burnout. Perceived clinician burden resulting in burnout arises from factors such as electronic health record (EHR) usability or lack thereof, perceived loss of autonomy, and documentation burden leading to less clinical time with patients. Burnout can have detrimental effects on health care quality and contributes to increased medical errors, decreased patient satisfaction, substance use, workforce attrition, and suicide. Objective This project aims to improve the user-centered design of the EHR by obtaining direct input from clinicians about deficiencies. Fixing identified deficiencies via user-centered design has the potential to improve usability, thereby increasing satisfaction by reducing EHR-induced burnout. Methods Quantitative and qualitative data will be obtained from clinician EHR users. The input will be received through a form built in a REDCap database via a link embedded in the home page of the EHR. The REDCap data will be analyzed in 2 main dimensions, based on nature of the input, what section of the EHR is affected, and what is required to fix the issue(s). Identified issues will be escalated to relevant stakeholders responsible for rectifying the problems identified. Data analysis, project evaluation, and lessons learned from the evaluation will be incorporated in a Plan-Do-Study-Act (PDSA) manner every 4-6 weeks. Results The pilot phase of the study began in October 2020 in the Gastroenterology Division at Mount Sinai Hospital, New York City, NY, which includes 39 physicians and 15 nurses. The pilot is expected to run over a 4-6–month period. The results of the REDCap data analysis will be reported within 1 month of completing the pilot phase. We will analyze the nature of requests received and the impact of rectified issues on the clinician EHR user. We expect that the results will reveal which sections of the EHR have the highest deficiencies while also highlighting issues about workflow difficulties. Perceived impact of the project on provider engagement, patient safety, and workflow efficiency will also be captured by evaluation survey and other qualitative methods where possible. Conclusions The project aims to improve user-centered design of the EHR by soliciting direct input from clinician EHR users. The ultimate goal is to improve efficiency, reduce EHR inefficiencies with the possibility of improving staff engagement, and lessen EHR-induced clinician burnout. Our project implementation includes using informatics expertise to achieve the desired state of a learning health system as recommended by the National Academy of Medicine as we facilitate feedback loops and rapid cycles of improvement. International Registered Report Identifier (IRRID) PRR1-10.2196/25148
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Hungerbuehler, Ines, Kate Daley, Kate Cavanagh, Heloísa Garcia Claro, and Michael Kapps. "Chatbot-Based Assessment of Employees’ Mental Health: Design Process and Pilot Implementation." JMIR Formative Research 5, no. 4 (April 21, 2021): e21678. http://dx.doi.org/10.2196/21678.

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Background Stress, burnout, and mental health problems such as depression and anxiety are common, and can significantly impact workplaces through absenteeism and reduced productivity. To address this issue, organizations must first understand the extent of the difficulties by mapping the mental health of their workforce. Online surveys are a cost-effective and scalable approach to achieve this but typically have low response rates, in part due to a lack of interactivity. Chatbots offer one potential solution, enhancing engagement through simulated natural human conversation and use of interactive features. Objective The aim of this study was to explore if a text-based chatbot is a feasible approach to engage and motivate employees to complete a workplace mental health assessment. This paper describes the design process and results of a pilot implementation. Methods A fully automated chatbot (“Viki”) was developed to evaluate employee risks of suffering from depression, anxiety, stress, insomnia, burnout, and work-related stress. Viki uses a conversation style and gamification features to enhance engagement. A cross-sectional analysis was performed to gain first insights of a pilot implementation within a small to medium–sized enterprise (120 employees). Results The response rate was 64.2% (77/120). In total, 98 employees started the assessment, 77 of whom (79%) completed it. The majority of participants scored in the mild range for anxiety (20/40, 50%) and depression (16/28, 57%), in the moderate range for stress (10/22, 46%), and at the subthreshold level for insomnia (14/20, 70%) as defined by their questionnaire scores. Conclusions A chatbot-based workplace mental health assessment seems to be a highly engaging and effective way to collect anonymized mental health data among employees with response rates comparable to those of face-to-face interviews.
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Lock, Mark J., Amber L. Stephenson, Jill Branford, Jonathan Roche, Marissa S. Edwards, and Kathleen Ryan. "Voice of the Clinician: the case of an Australian health system." Journal of Health Organization and Management 31, no. 6 (September 18, 2017): 665–78. http://dx.doi.org/10.1108/jhom-05-2017-0113.

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Purpose The Voice of the Clinician project commenced during an era when practitioner burnout, dissatisfaction, and turnover became an increasingly global health workforce concern. One key problem is clinical staff not being empowered to voice their concerns to decision-makers, as was found in this case study of an Australian public health organization. The following research question informed the present study: What is a better committee system for clinician engagement in decision-making processes? The paper aims to discuss this issue. Design/methodology/approach The Mid North Coast Local Health District in New South Wales aspired to improve engagement between frontline clinicians and decision-makers. Social network analysis methods and mathematical modeling were used in the discovery of how committees are connected to each other and subsequently to other committee members. Findings This effort uncovered a hidden organizational architecture of 323 committees of 926 members which overall cost 84,729 person hours and AUD$2.923 million per annum. Furthermore, frontline clinicians were located far from centers of influence, just 37 percent of committees had terms of reference, and clinicians reported that meeting agendas were not being met. Practical implications In response to the findings, a technological platform was created so that the board of directors could visually see all the committees and the connections between them, thus creating ways to further improve communication, transparency of process, and – ultimately – clinician engagement. Originality/value The breakthrough idea is that all organizational meetings can be seen as a system of engagement and should be analyzed to determine and describe the points and pathways where clinician voice is blocked.
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Jedwab, Rebecca M., Alison M. Hutchinson, Elizabeth Manias, Rafael A. Calvo, Naomi Dobroff, Nicholas Glozier, and Bernice Redley. "Nurse Motivation, Engagement and Well-Being before an Electronic Medical Record System Implementation: A Mixed Methods Study." International Journal of Environmental Research and Public Health 18, no. 5 (March 8, 2021): 2726. http://dx.doi.org/10.3390/ijerph18052726.

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Implementation of an electronic medical record (EMR) is a significant workplace event for nurses in hospitals. Understanding nurses’ key concerns can inform EMR implementation and ongoing optimisation strategies to increase the likelihood of nurses remaining in the nursing workforce. This concurrent mixed-methods study included surveys from 540 nurses (response rate 15.5%), and interviews with 63 nurses to examine their perceptions of using a new EMR prior to implementation at a single healthcare organisation. Survey findings revealed 32.2% (n = 174) of nurses reported low well-being scores and 28.7% (n = 155) were experiencing burnout symptoms. In contrast, 40.3% (n = 216) of nurses reported high work satisfaction, 62.3% (n = 334) had high intentions of staying in their role, and 34.3% (n = 185) were engaged in their work. Nearly half (n = 250, 46.3%) reported intrinsic motivation towards EMR use. Thematic analysis of focus group interviews revealed two themes, each with three subthemes: (1) Us and Them, detailed the juxtaposition between nurses’ professional role and anticipated changes imposed on them and their work with the EMR implementation; and (2) Stuck in the middle, revealed nurses’ expectations and anticipations about how the EMR may affect the quality of nurse-patient relationships. In conclusion, anticipation of the EMR implementation emerged as a stressor for nursing staff, with some groups of nurses particularly vulnerable to negative consequences to their well-being.
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Kirby, Emma, Alex Broom, Deme Karikios, Rosemary Harrup, and Zarnie Lwin. "Exploring the impact and experience of fractional work in medicine: a qualitative study of medical oncologists in Australia." BMJ Open 9, no. 12 (December 2019): e032585. http://dx.doi.org/10.1136/bmjopen-2019-032585.

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ObjectivesFractional (part-time) appointments are becoming more commonplace in many professions, including medicine. With respect to the contemporary oncological landscape, this highlights a critical moment in the optimisation of employment conditions to enable high-quality service provision given growing patient numbers and treatment volume intensification. Data are drawn from a broader study which aimed to better understand the workforce experiences of medical oncologists in Australia. This paper specifically aims to examine a group of clinicians’ views on the consequences of fractional work in oncology.DesignQualitative, one-on-one semistructured interviews. Interview transcripts were digitally audio recorded and transcribed verbatim. Data were subject to thematic analysis supported by the framework approach and informed by sociological methods and theory.SettingNew South Wales, Australia.ParticipantsMedical oncologists (n=22), including 9 female and 13 male participants, at a range of career stages.ResultsFour key themes were derived from the analysis: (1) increasing fractional employment relative to opportunities for full-time positions and uncertainty about future opportunities; (2) tightening in role diversity, including reducing time available for research, mentoring, professional development and administration; (3) emerging flexibility of medical oncology as a specialty and (4) impact of fractional-as-norm on workforce sustainability and quality of care.ConclusionFractional appointments are viewed as increasing in oncology and the broader consequences of this major shift in medical labour remain unexamined. Such appointments offer potential for flexible work to better suit the needs of contemporary oncologists; however, fractional work also presents challenges for personal and professional identity and vocational engagement. Fractional appointments are viewed as having a range of consequences related to job satisfaction, burnout and service delivery. Further research is needed to provide a critical examination of the multiple impacts of workforce trends within and beyond oncology.
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Dissertations / Theses on the topic "Workforce engagement and Burnout"

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Guarana, Cristiano Levi Oseliero. "The Moderator effect of Organizational Identification on the relationship between Work Context and Workforce Engagement/Burnout." The Ohio State University, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=osu1274294278.

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Schwartz, Sara Laura. "Engaging Our Workforce: How Job Demands and Resources Contribute to Social Worker Burnout, Engagement and Intent to Leave." PDXScholar, 2007. https://pdxscholar.library.pdx.edu/open_access_etds/3090.

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Social worker stress and burnout are pervasive problems that harm workers, organizations, and clients. Past research has identified burnout, a psychological response to work stress, as an important predictor of intent to leave and ultimate turnover. An emerging body of research has examined work engagement, considered to be the opposite of burnout, as a predictor of retention. The problem of burnout and turnover within organizations employing social workers has been addressed in the literature for many years. This dissertation responded to a call in the literature for a greater emphasis on burnout prevention and enhancement of workforce engagement and retention. The three goals of the study were: (1) to measure levels of work engagement; (2) to examine the psychometric properties of two new instruments that measure burnout and engagement; and (3) to use the Job Demands-Resources model to test a hypothesized model of the unique relationships between job demands, resources, burnout, engagement and intent to leave. Survey data were collected from 243 public child welfare workers employed with Oregon's Department of Human Services, Children, Adult and Families Division, Service Delivery Area 2 serving Multnomah County. Findings revealed that half of the workers were highly engaged and that engagement explained 18% of the variance of intent to remain employed. An alternative measure of burnout, the Oldenburg Burnout Inventory, demonstrated good internal consistency, convergent validity with the MBI, and explained 26% of the variance of intent to leave. A series of path analyses indicated support for a partially-mediated model. The findings demonstrate that burnout and engagement mediate the effects that demands and resources have on intent to leave. Supervisor support exerted both direct and indirect effects on intent to leave. The results support the inclusion of work engagement in burnout research, demonstrate the psychometric soundness of two new instruments to measure engagement and burnout, and support the applicability of the Job Demands Resources Model to a sample of social service workers employed in public child welfare. The findings indicate that job demands and resources play an important role in worker intent to leave. Research, education, policy, and practice implications are addressed.
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Jackson-Martin, Jeannette. "Strategies for Catalyzing Workforce Engagement in Warehouse Operations." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3787.

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In 2014, approximately 30% of the global workers viewed experiences in the workplace as positive and fulfilling, which results in increased productivity in the workplace. The purpose of this multiple case study was to explore strategies that some warehouse service center managers used to engage employees to higher levels of productivity. The population comprised of 7 warehouse service center managers in 2 companies located in the Riverport area in Louisville, KY. The conceptual framework for this study encompassed Kahn's employee engagement theory. Data were collected through semistructured interviews, organizational procedure handbooks, and direct observation to prompt detailed information about participants' experiences with employee engagement. The data collected was transcribed and member checking completed to validate the credibility and trustworthiness. Data collected from each source supported theme interpretation through triangulation. Three key themes developed: clear and concise communication, creating supportive manager-employee partnerships, and benefits to include incentives to promote employee engagement such as recognition awards, salary increases, additional time off work, flexibility with work schedules, and tuition reimbursement. The findings revealed warehouse service center managers used strategies to promote employee engagement in the workplace. The implications for positive social change include the potential to give managers new insights to promote employee involvement in the workplace through effective communication, partnership and incentives to create a sustainable organization while contributing to the economy and increasing involvement in the community.
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Zabuska, Anna Jasmina. "Burnout and engagement in music performance students." Thesis, Manchester Metropolitan University, 2017. http://e-space.mmu.ac.uk/619955/.

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This dissertation focuses on burnout and engagement in music performance students. While involvement in music can be detrimental to the health of those involved, it can also foster their well-being. There has been a growing interest in the experiences of music students but there is very little research on aspects of their music-related well-being such as burnout and engagement.1 Not so much is known about the degrees to which students feel burned-out and engaged, and whether their demographic characteristics influence their burnout and engagement. A quantitative study was therefore undertaken to establish the levels of burnout and engagement in this population, and explore potential differences with respect to them between music performance students in Australia, Poland and the UK, and men and women (N=331). With a view to understanding why performance students burn out or become engaged, and what characterises their experiences of burnout or engagement, the mixed-method approach was employed. The results from a quantitative longitudinal study carried out in Australia and the UK (N=124), and the interviews with students classed as burned-out (N=7) or engaged (N=7) were combined to identify the factors underpinning the development of burnout and engagement, and to explore how they are experienced by music performance students. The findings suggest that performance students display comparatively low levels of burnout (although one in 10 could be at risk), and moderate degrees of engagement. The study points to cross-national and sex differences in the levels of music-related well-being experienced by performance students. Burnout develops as a consequence of inadequate motivation underlying involvement in music or limited personal and social resources to support learning. Burned-out students experience problems with their physical health (but devaluation of music may be a protective factor) and their overall psychological well-being is negatively affected. Students are likely to become engaged when music represents their true values, and when they have personal and social resources facilitating their selfactualisation through music. Engagement further fuels students’ proactive approach to learning and resultant progress. The findings form the basis for practical advice for teachers, institutions and students themselves on how students’ music-related well-being could be protected and enhanced.
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Koobair, Leesha. "Management competencies to enhance employee engagement of a new generation workforce." Diss., University of Pretoria, 2018. http://hdl.handle.net/2263/68865.

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The rapid rise of Millennial workers has created complexity for leaders managing the younger cohort. However, there is a lack of academic literature to date that considers the new generation workforce within the context of evolving management competencies for promoting engagement in 21st century organisations. The purpose of this study is to expand the sparse empirical literature on employee engagement within the sphere of generational differences at work by examining (1) the behaviours line managers need to show in order to enhance employee engagement of Millennials, and (2) highlight both effective and ineffective management behaviours in this context. A qualitative research methodology was selected for a more nuanced and theoretical study, aimed at gathering rich insights on manager behaviours, from the perspective of Millennials in the workforce. Data was collected from a diverse sample of 15 Millennial employees, through in-depth semi-structured interviews, using a cross-sectional research design. The data was analysed using thematic analysis to identify patterns which allowed for granular analysis and research on the content of the data. Furthermore, frequency analysis was applied as a statistical method to validate the resultant themes. The research findings contribute to understanding valuable and important manager behaviours for promoting employee engagement of Millennial workers. These findings have practical implications for line managers. The management competency framework derived from the research study serves as an effective management tool that provides managers with guidance on behaviours to adopt and avoid in order to enhance employee engagement.
Mini Dissertation (MBA)--University of Pretoria, 2018.
kr2019
Gordon Institute of Business Science (GIBS)
MBA
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Robinson, Schnarda R. "Engaging a Multigenerational Workforce." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4094.

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The U.S. Office of Personnel Management reported the productivity levels of the American multigenerational workforce decreasing as leaders strive to actively engage employees to improve organizational output. The purpose of this qualitative single case study was to explore what leadership strategies federal government managers use to engage a multigenerational workforce. The conceptual framework consisted of Kahn's employee engagement theory and Strauss and Howe's generational cohort theory. The sample consisted of 3 federal government managers within metro Atlanta, Georgia who had successfully managed a multigenerational workforce, demonstrated through the feedback they received from their employees. Data were collected using face-to-face semistructured interviews and a review and analysis of company documents. Data analysis consisted of applying Yin's 5 step data analysis process, and member checking and methodological triangulation of the data strengthened the trustworthiness of interpretations. Emergent themes included generational differences; strategies for working with multigenerational differences; and strategies for engaging a multigenerational workforce. The most effective strategies involved training, communication skills, and team building. Findings from this study may contribute to social change by providing federal government managers with the framework for understanding and engaging its multigenerational workforce, which can result in promoting positive relationships between coworkers, families, and communities. Positive relationships in the workforce may increase employee morale and motivation and decrease employee turnover and the unemployment rate.
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Kramb, Michael. "How to Navigate in a Generationally Diverse Workforce: A Multi-Case Study on Leaders Who Manage a Multigenerational Team." Ashland University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=ashland1612517688539311.

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García, Sierra Rosa María. "Engagement en enfermería." Doctoral thesis, Universitat Autònoma de Barcelona, 2016. http://hdl.handle.net/10803/392685.

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El objetivo principal de la siguiente tesis fue profundizar en el engagement en el trabajo en enfermería planteando su abordaje desde tres vías, cada una de ellas representada por un artículo. Los tres procedimientos llevados a cabo fueron una revisión integrativa de la literatura, una investigación empírica de diseño cuantitativo de corte transversal y una investigación empírica de diseño cualitativo. Los objetivos de la revisión integrativa fueron revisar de manera crítica la investigación empírica sobre work engagement en enfermería y sintetizar los hallazgos para una mejor comprensión del constructo engagement en el contexto enfermero. Los objetivos de la investigación cuantitativa fueron examinar las relaciones entre las demandas laborales, el control, el soporte social, el burnout y el engagement en enfermeras de hospitalización con el objetivo de profundizar en los procesos psicológicos que conducen a burnout y engagement respectivamente. El objetivo de la investigación cualitativa fue identificar aspectos comunes de las experiencias profesionales de las enfermeras con elevado engagement que nos permitieran desarrollar en profundidad el constructo centrado en la profesión enfermera, para poder aplicarlo así al colectivo contemplando todas sus particularidades. El primer estudio concluyó que el engagement influía en el desempeño profesional de las enfermeras y tenía in impacto en los resultados de salud, no se relacionaba con rasgos de personalidad, y era el resultado de la interacción de factores disposicionales, el aprendizaje a lo largo de la carrera profesional, y los entornos laborales, por lo cual se mostraba susceptible de modificación. El clima laboral positivo, el soporte social por parte de la organización y los estilos de liderazgo de las supervisoras fueron factores que destacaban como potenciadores del engagement en enfermería. La segunda investigación mostró resultados en línea con investigaciones anteriores, por ejemplo el apoyo social como predictor del engagement, y otros que contradecían hallazgos previos, como el control, que no se mostró significativo en una regresión jerárquica del engagement. En la regresión realizada para el burnout, las demandas se mostraron como antecedentes como cabía esperar, sin embargo el resultado más relevante fue el efecto moderador del engagement sobre la relación demandas-burnout. Las conclusiones del tercer artículo fueron que las enfermeras con elevado engagement se manifestaban con energía y dedicación en el trabajo, sin embargo la absorción no parecía ser un aspecto relevante en enfermería. El hecho de tener un engagement elevado no significaba ignorar los aspectos negativos del trabajo y de las organizaciones, sin embargo, la apreciación de aspectos positivos como el disfrutar con el trabajo, el significado de ser enfermera, la recompensa y la autonomía permitían superar el proceso de desgaste del engagement. Esta investigación propuso una nueva definición del constructo engagement como punto de partida para el replanteamiento del constructo engagement en enfermería: “un estado mental positivo, satisfactorio y relacionado con la profesión, caracterizado por vigor, dedicación y recompensa intrínseca”
The main objective of this thesis was to deepen the work engagement in nursing through its approach from three way, each of them represented by an article. The three procedures performed were an integrative review of the literature, an empirical investigation with quantitative cross-sectional design, and a qualitative research. The objectives of this integrative review were to critically review empirical research about work engagement in nursing and to synthesise the findings to better understand this construct within the nursing context. The objectives of quantitative research were to further investigate the engagement by delving into the relationship between the two psychological processes: one leading to engagement and one leading to burnout, by examining the relationship between job demands, control, social support, burnout and engagement in nurses. The objective of the qualitative research was to identify common aspects of professional experiences of nurses with high engagement, that allow us to further develop the construct focused on the nursing profession, and to apply in the collective contemplating all its peculiarities. The first study concluded that engagement influenced nurses’ performance, and therefore, it also had an impact on health-care outcomes. Engagement was not related to a personality trait, but it was a result of the interaction between dispositional factors, personal learning throughout their professional health-care providers’ careers and their work environments; as such, engagement was susceptible to modification. Positive work climate, social support from the organization and the influence of supervisors through leadership styles were factors that stand out as fostering engagement. The second study showed results in line with previous research, such as social support as predictor of engagement, and others that contradicted previous findings, such as control, which was not significant in a hierarchical regression of engagement. In the regression for burnout, demands were as antecedents as expected, however the most important result was the moderating effect of engagement on the demands-burnout relationship. The conclusions of the third article were that the fact of having a high engagement does not mean ignoring the negative aspects of work and organizations. Nurses who maintain high engagement are affected by the negative aspects, however the assessment of positive aspects as enjoy the work, the meaning of being a nurse, reward and autonomy allow to overcome the process of depletion of the engagement. A reconceptualization of the construct, considering the particularities of nursing is proposed, and it could be defined as "a positive, fulfilling state of mind related to the profession, characterized by vigor, dedication and intrinsic reward"
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Rucker, Larra. "The Inclusion of Training on Family Engagement in State-Level ECE Workforce Policy." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/secfr-conf/2019/schedule/32.

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The early childhood education (ECE) workforce provides care and education to young children, birth to age five. Little research examines how teachers are trained to interact with and support families. Policy is identified as a way to increase qualification attainment, however, how policy may best support qualification attainment is widely unstudied. The current study seeks to fill this gap to understand how states differ in order to best support policy advancement. This involves a qualitative policy analysis using emergent techniques for all 50 states. Policies regulating ECE teacher qualification attainment, specifically mentioning family engagement are examined. Results demonstrate that policies regulating family engagement in qualification attainment for the ECE are overall, minimal. Only 30 states include mention of family engagement in policy. This research provides insight into how family engagement is supported in the workforce at a national level, and subsequently, how family engagement is supported throughout individual states.
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Metin, Umit Baran. "The Antecedents And Consequences Of Burnout, Work Engagement And Workaholism." Master's thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12612089/index.pdf.

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The purpose of the present study is to find the relationship between characteristics of working life such as job demands (e.g. workload), and job resources (e.g. colleague support) and job attachments of employees, such as burnout, work engagement, and workaholism. Moreover, the effects of work characteristics on physical health, organizational commitment and work-family balance are investigated. Additionally, the relationship between three major employee attachment styles to work, namely, burnout, workaholism and work engagement was examined. Psychometric qualities of the main study scales were established through a pilot study. Data for the main study were collected from 266 Turkish hotel and health care service employees. The results of regression analyses showed that job demands have effect on burnout and work engagement
whereas job resources are related to increased workaholism and decreased burnout. Work engagement predicted physical well-being, increased organizational commitment, and work-family harmony whereas burnout had a negative effect on these outcomes. Workaholism was related only to organizational commitment. Mediation analyses showed that burnout mediated between job demands, and resources and perceived health, organizational commitment and work-family harmony, whereas work engagement mediated only between job resources and the above consequences. A proposed job stress framework was tested through Job Demand and Resources (JD-R) Model. Structural Equation Modeling results exhibited good fit to the model, thus providing support for employee well-being aspect of JD-R Model. The analyses also showed that burnout, workaholism and work engagement are different constructs. Implications for managers, limitations of the study and suggestions for future studies were presented.
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Books on the topic "Workforce engagement and Burnout"

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Lonnie, Wilson. Sustaining Workforce Engagement. Boca Raton : Taylor & Francis, 2019.: Productivity Press, 2019. http://dx.doi.org/10.4324/9780429442346.

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Sisolefsky, Franziska, Madiha Rana, and Philipp Yorck Herzberg. Persönlichkeit, Burnout und Work Engagement. Wiesbaden: Springer Fachmedien Wiesbaden, 2017. http://dx.doi.org/10.1007/978-3-658-16726-4.

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Fraser, Marlow, ed. The engagement equation: Leadership strategies for an inspired workforce. Hoboken, N.J: Wiley, 2012.

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Frederic, Jacobs, and Drizin Marc, eds. Workforce engagement: Strategies to attract, motivate & retain talent : data, concepts, case studies. 2nd ed. Scottsdale, Ariz: WorldatWork.Press, 2009.

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Council, Corporate Leadership. Engaging the workforce: Focusing on the leverage points to drive employee engagement. Washington, D.C: Corporate Executive Board, 2004.

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The workforce engagement equation: A practitioner's guide to creating and sustaining high performance. Boca Raton, FL: Taylor & Francis, 2012.

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Manion, Jamison J. The Workforce Engagement Equation. Productivity Press, 2018. http://dx.doi.org/10.1201/b12364.

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Leiter, Michael P., and Christina Maslach. Preventing Burnout and Building Engagement, Workbook. Jossey-Bass, 2000.

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Assaad Mounzer MD Ma Acc Facs. Burnout to Engagement: Mindfulness in Action. Balboa Pr, 2018.

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Rice, Christopher, Fraser Marlow, and Mary Ann Masarech. Engagement Equation: Leadership Strategies for an Inspired Workforce. Wiley & Sons, Incorporated, John, 2012.

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Book chapters on the topic "Workforce engagement and Burnout"

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Zhou, Anli Yue, Maria Panagioti, Henry Galleta-Williams, and Aneez Esmail. "Burnout in Primary Care Workforce." In Connecting Healthcare Worker Well-Being, Patient Safety and Organisational Change, 59–72. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-60998-6_5.

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Lonnie, Wilson. "Management and Leadership – The Two Lost Skills." In Sustaining Workforce Engagement, 147–74. Boca Raton : Taylor & Francis, 2019.: Productivity Press, 2019. http://dx.doi.org/10.4324/9780429442346-11.

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Lonnie, Wilson. "Management and Leadership – The Two New Skills." In Sustaining Workforce Engagement, 175–92. Boca Raton : Taylor & Francis, 2019.: Productivity Press, 2019. http://dx.doi.org/10.4324/9780429442346-12.

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Lonnie, Wilson. "Management and Leadership – The Two Key Skills." In Sustaining Workforce Engagement, 193–218. Boca Raton : Taylor & Francis, 2019.: Productivity Press, 2019. http://dx.doi.org/10.4324/9780429442346-13.

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Lonnie, Wilson. "On Motivation." In Sustaining Workforce Engagement, 221–48. Boca Raton : Taylor & Francis, 2019.: Productivity Press, 2019. http://dx.doi.org/10.4324/9780429442346-15.

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Lonnie, Wilson. "Intrinsic Motivation." In Sustaining Workforce Engagement, 249–68. Boca Raton : Taylor & Francis, 2019.: Productivity Press, 2019. http://dx.doi.org/10.4324/9780429442346-16.

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Lonnie, Wilson. "Systems and Systems Thinking." In Sustaining Workforce Engagement, 271–80. Boca Raton : Taylor & Francis, 2019.: Productivity Press, 2019. http://dx.doi.org/10.4324/9780429442346-18.

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Lonnie, Wilson. "System Dynamics and Engagement." In Sustaining Workforce Engagement, 281–306. Boca Raton : Taylor & Francis, 2019.: Productivity Press, 2019. http://dx.doi.org/10.4324/9780429442346-19.

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Lonnie, Wilson. "Background Information." In Sustaining Workforce Engagement, 3–24. Boca Raton : Taylor & Francis, 2019.: Productivity Press, 2019. http://dx.doi.org/10.4324/9780429442346-2.

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Lonnie, Wilson. "Activating the Engagement System." In Sustaining Workforce Engagement, 307–48. Boca Raton : Taylor & Francis, 2019.: Productivity Press, 2019. http://dx.doi.org/10.4324/9780429442346-20.

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Conference papers on the topic "Workforce engagement and Burnout"

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Suárez Barros, Astrid Sofía. "Burnout Syndrome And Engagement: Correlations In Teleworkers." In EDUHEM 2018 - VIII International conference on intercultural education and International conference on transcultural health: The Value Of Education And Health For A Global,Transcultural World. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.04.02.59.

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Artha, Bunga Indira, and Arum Etikariena Hidayat. "Organizational Predictors of Employees’ Burnout and Engagement Experiences." In Proceedings of the 2nd International Conference on Intervention and Applied Psychology (ICIAP 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/iciap-18.2019.67.

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Bennett, Rachel, Martyn Ramsden, and Rob Steer. "Maximizing Safety Case Value With Meaningful Workforce Engagement." In SPE International Conference on Health, Safety, and Environment. Society of Petroleum Engineers, 2014. http://dx.doi.org/10.2118/168488-ms.

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Borges, Elisabete Maria Das Neves, Margarida Abreu, Cristina Queirós, Patricia Baptista, Vanda Felli, and Pilar Mosteiro. "P318 Presenteeism among nurses: burnout and engagement as predictors." In Occupational Health: Think Globally, Act Locally, EPICOH 2016, September 4–7, 2016, Barcelona, Spain. BMJ Publishing Group Ltd, 2016. http://dx.doi.org/10.1136/oemed-2016-103951.633.

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Mulyati, Rina, Fathul Himan, Bagus Riyono, and Fendy Suhariadi. "Regression Model for Work Engagement of Millennial Generation Workforce." In International Conference on Psychology in Health, Educational, Social, and Organizational Settings. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0008591405050515.

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ARGENTERO, PIERGIORGIO, and BIANCA DELL'OLIVO. "BURNOUT AND JOB ENGAGEMENT IN EMERGENCY AND INTENSIVE CARE NURSES." In Proceedings of the International Conference. WORLD SCIENTIFIC, 2008. http://dx.doi.org/10.1142/9789812793478_0029.

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De Sanctis, Sabatino, Andrea Forzan, Davide Scotti, Giuseppe Vannetti, and Darren Matkin. "Promoting Health and Safety Culture at Work Through Workforce Engagement." In SPE International Conference on Health, Safety, and Environment. Society of Petroleum Engineers, 2014. http://dx.doi.org/10.2118/168420-ms.

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Hidayat, Agi Syarif, and Agustina Agustina. "Employee Burnout vs Employee Engagement and Its Impact on Turnover Intention." In 1st International Conference on Accounting, Management and Entrepreneurship (ICAMER 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200305.004.

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Matta-Solis, Hernán Hugo, Rosa Eva Perez-Siguas, and Eduardo Percy Matta-Solis. "BURNOUT AND ENGAGEMENT IN STUDENTS OF A NURSING PROGRAM IN LIMA." In 13th annual International Conference of Education, Research and Innovation. IATED, 2020. http://dx.doi.org/10.21125/iceri.2020.1856.

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Scott, Hannah, and Sven Grieshop. "Active Injury Prevention Campaign: a Case Study in Workforce Safety Engagement." In SPE International Conference and Exhibition on Health, Safety, Environment, and Sustainability. Society of Petroleum Engineers, 2020. http://dx.doi.org/10.2118/199462-ms.

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Reports on the topic "Workforce engagement and Burnout"

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Schwartz, Sara. Engaging Our Workforce: How Job Demands and Resources Contribute to Social Worker Burnout, Engagement and Intent to Leave. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.3089.

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Quiroz González, Eliana Yulieth, Jennifer Tatiana Muñoz Jaramillo, Adriana Patricia Salazar Montes, Fernando Ocampo Rivera, and Nini Yuliana Vanegas Berrio. Engagement y burnout en profesionales de la salud colombianos. Buenos Aires: siicsalud.com, March 2020. http://dx.doi.org/10.21840/siic/160641.

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Caballero Lozada, María Fernanda, Julio César Montoya Rendón, Martha Lucia Fuertes Díaz, and Marilú Avendaño Avendaño. Profesional Médico, Burnout y Engagement una breve mirada desde la subjetividad, teoría psicológica y problemáticas a abordar. Universidad Nacional Abierta y a Distancia, 2018. http://dx.doi.org/10.22490/ecacen.2585.

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Harrison, Jessica. Assessing Generic and Program-Specific Dose-Response Relations Between Engagement in Contemplative Practices and Reductions in Teachers' Occupational Stress and Burnout. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.2105.

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Patricio Javier, Saavedra Morales. PhD supervisors and faculty members might help to avoid burnout as well as enhance engagement and organisational citizenship behaviour (OCB) among PhD students. University of Sussex, January 2019. http://dx.doi.org/10.20919/psych(2019).001.

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Denaro, Desirée. How Do Disruptive Innovators Prepare Today's Students to Be Tomorrow's Workforce?: Scholas' Approach to Engage Youth. Inter-American Development Bank, December 2020. http://dx.doi.org/10.18235/0002899.

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The lack of motivation and sense of community within schools have proven to be the two most relevant factors behind the decision to drop out. Despite the notable progress made in school access in countries in Latin America and the Caribbean, dropping out of school has still been a problem. This paper explores Scholas Occurrentes pedagogical approach to address these dropouts. Scholas focuses on the voice of students. It seeks to act positively on their motivation by listening to them, creating spaces for discussion, and strengthening soft skills and civic engagement. Scholas aims to enhance the sense of community within schools by gathering students from different social and economic backgrounds and involving teachers, families, and societal actors. This will break down the walls between schools and the whole community. This paper presents Scholas work with three examples from Paraguay, Haiti, and Argentina. It analyzes the positive impacts that Scholas' intervention had on the participants. Then, it focuses on future challenges regarding the scalability and involvement of the institutions in the formulation of new public policies. The approach highlights the participatory nature of education and the importance of all actors engagement.
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McKenna, Patrick, and Mark Evans. Emergency Relief and complex service delivery: Towards better outcomes. Queensland University of Technology, June 2021. http://dx.doi.org/10.5204/rep.eprints.211133.

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Emergency Relief (ER) is a Department of Social Services (DSS) funded program, delivered by 197 community organisations (ER Providers) across Australia, to assist people facing a financial crisis with financial/material aid and referrals to other support programs. ER has been playing this important role in Australian communities since 1979. Without ER, more people living in Australia who experience a financial crisis might face further harm such as crippling debt or homelessness. The Emergency Relief National Coordination Group (NCG) was established in April 2020 at the start of the COVID-19 pandemic to advise the Minister for Families and Social Services on the implementation of ER. To inform its advice to the Minister, the NCG partnered with the Institute for Governance at the University of Canberra to conduct research to understand the issues and challenges faced by ER Providers and Service Users in local contexts across Australia. The research involved a desktop review of the existing literature on ER service provision, a large survey which all Commonwealth ER Providers were invited to participate in (and 122 responses were received), interviews with a purposive sample of 18 ER Providers, and the development of a program logic and theory of change for the Commonwealth ER program to assess progress. The surveys and interviews focussed on ER Provider perceptions of the strengths, weaknesses, future challenges, and areas of improvement for current ER provision. The trend of increasing case complexity, the effectiveness of ER service delivery models in achieving outcomes for Service Users, and the significance of volunteering in the sector were investigated. Separately, an evaluation of the performance of the NCG was conducted and a summary of the evaluation is provided as an appendix to this report. Several themes emerged from the review of the existing literature such as service delivery shortcomings in dealing with case complexity, the effectiveness of case management, and repeat requests for service. Interviews with ER workers and Service Users found that an uplift in workforce capability was required to deal with increasing case complexity, leading to recommendations for more training and service standards. Several service evaluations found that ER delivered with case management led to high Service User satisfaction, played an integral role in transforming the lives of people with complex needs, and lowered repeat requests for service. A large longitudinal quantitative study revealed that more time spent with participants substantially decreased the number of repeat requests for service; and, given that repeat requests for service can be an indicator of entrenched poverty, not accessing further services is likely to suggest improvement. The interviews identified the main strengths of ER to be the rapid response and flexible use of funds to stabilise crisis situations and connect people to other supports through strong local networks. Service Users trusted the system because of these strengths, and ER was often an access point to holistic support. There were three main weaknesses identified. First, funding contracts were too short and did not cover the full costs of the program—in particular, case management for complex cases. Second, many Service Users were dependent on ER which was inconsistent with the definition and intent of the program. Third, there was inconsistency in the level of service received by Service Users in different geographic locations. These weaknesses can be improved upon with a joined-up approach featuring co-design and collaborative governance, leading to the successful commissioning of social services. The survey confirmed that volunteers were significant for ER, making up 92% of all workers and 51% of all hours worked in respondent ER programs. Of the 122 respondents, volunteers amounted to 554 full-time equivalents, a contribution valued at $39.4 million. In total there were 8,316 volunteers working in the 122 respondent ER programs. The sector can support and upskill these volunteers (and employees in addition) by developing scalable training solutions such as online training modules, updating ER service standards, and engaging in collaborative learning arrangements where large and small ER Providers share resources. More engagement with peak bodies such as Volunteering Australia might also assist the sector to improve the focus on volunteer engagement. Integrated services achieve better outcomes for complex ER cases—97% of survey respondents either agreed or strongly agreed this was the case. The research identified the dimensions of service integration most relevant to ER Providers to be case management, referrals, the breadth of services offered internally, co-location with interrelated service providers, an established network of support, workforce capability, and Service User engagement. Providers can individually focus on increasing the level of service integration for their ER program to improve their ability to deal with complex cases, which are clearly on the rise. At the system level, a more joined-up approach can also improve service integration across Australia. The key dimensions of this finding are discussed next in more detail. Case management is key for achieving Service User outcomes for complex cases—89% of survey respondents either agreed or strongly agreed this was the case. Interviewees most frequently said they would provide more case management if they could change their service model. Case management allows for more time spent with the Service User, follow up with referral partners, and a higher level of expertise in service delivery to support complex cases. Of course, it is a costly model and not currently funded for all Service Users through ER. Where case management is not available as part of ER, it might be available through a related service that is part of a network of support. Where possible, ER Providers should facilitate access to case management for Service Users who would benefit. At a system level, ER models with a greater component of case management could be implemented as test cases. Referral systems are also key for achieving Service User outcomes, which is reflected in the ER Program Logic presented on page 31. The survey and interview data show that referrals within an integrated service (internal) or in a service hub (co-located) are most effective. Where this is not possible, warm referrals within a trusted network of support are more effective than cold referrals leading to higher take-up and beneficial Service User outcomes. However, cold referrals are most common, pointing to a weakness in ER referral systems. This is because ER Providers do not operate or co-locate with interrelated services in many cases, nor do they have the case management capacity to provide warm referrals in many other cases. For mental illness support, which interviewees identified as one of the most difficult issues to deal with, ER Providers offer an integrated service only 23% of the time, warm referrals 34% of the time, and cold referrals 43% of the time. A focus on referral systems at the individual ER Provider level, and system level through a joined-up approach, might lead to better outcomes for Service Users. The program logic and theory of change for ER have been documented with input from the research findings and included in Section 4.3 on page 31. These show that ER helps people facing a financial crisis to meet their immediate needs, avoid further harm, and access a path to recovery. The research demonstrates that ER is fundamental to supporting vulnerable people in Australia and should therefore continue to be funded by government.
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