Factors Related To Work Engagement Of Oncology Nurses

Objectives:To investigate the predictors of work engagement of oncology nurses from the individual,family and organizational resources levels based on the Conservation of Resources theory and the Job Demands-Resources Model;to construct a structural equation model to systematically explores the mediating role of work-family enrichment of oncology nurses among the relationship between psychological resilience,family functioning,perceived organizational support and work engagement.Furthermore,the relative contribution of psychological resilience,family functioning and perceived organizational support to work-family enrichment was analyzed,which might provide a theoretical basis to construct intervention programs to promote work engagement of oncology nurses.Methods:A cross-sectional design was used with a convenience sampling method in this study.From June 2021 to December 2021,a total of 346 oncology nurses were investigated using an online questionnaire in 8 oncology specialized hospitals and 15 tertiary hospitals in China.The sociodemographic questionnaire,10-item Connor-Davidson Resilience Scale(CD-RISC-10),Family APGAR index(APGAR),Perceived Organizational Support Scale(POSS),WorkFamily Enrichment Questionnaire(WFEQ)and the Utrecht Work Engagement Scale(UWES)were used to measure the general sociodemographic and work-related variables,psychological resilience,family functioning,perceived organizational support,work-family enrichment,and work engagement of oncology nurses,respectively.The SPSS 24.0 and AMOS 24.0 software were used for statistical analysis of the data.The main statistical methods included descriptive analysis,t-test,one-way analysis of variance,Pearson correlation and Spearman correlation analysis.The mediation effect in the structural equation model was tested by using the Bootstrap Hypothesis Test.Moreover,the dominance analysis was conducted.Results:1.The total mean score of work engagement of oncology nurses was(63.80±19.02),the mean score of items was(3.75±1.12),and the mean scores of dimensions in descending order were absorption,dedication,and vigor.The total mean score of psychological resilience was(27.27±6.97),the mean score of items was(2.73±0.67).The total mean score of family functioning was(6.95±2.88),the mean score of items was(1.39±0.58).The total mean score of perceived organizational support was(43.30±12.13),the mean score of items was(3.33±0.93).The total mean score of work-family enrichment was 56.00(13.00),the mean core of items was 4.00(0.93).2.The univariate analysis results showed that work engagement scores of oncology nurses were significantly different in age,marital status,marital age,number of children,professional title,position,years of nursing experience,average number of night shifts,and whether they received psychological training(all P<0.05).3.The correlation analysis results showed that psychological resilience,family functioning,and perceived organizational support were significantly positively correlated with work engagement among oncology nurses(r=0.162-0.707,all P<0.01).Moreover,work-family enrichment and its dimensions were significantly positively correlated to psychological resilience,family functioning,perceived organizational support,and work engagement(r=0.314-0.701,all P<0.01),respectively.4.The structural equation model analysis results showed that psychological resilience and work-family engagement had significant positive direct effects on work engagement.Workfamily engagement had a mediating effect between psychological resilience and work engagement,perceived organizational support and work engagement,respectively,while it had a masking effect between family functioning and work engagement.5.The dominance analysis results showed that psychological resilience,family functioning,and perceived organizational support accounted for 39.38%,19.09%,and 41.53%of the known variance,respectively.Perceived organizational support had the largest relative contribution to work-family enrichment,followed by psychological resilience,and finally family functioning.Conclusions:1.Oncology nurses had a moderate to slightly above average level of work engagement,which needed to be further improved.2.Age,marital status,marital age,number of children,professional title,position,years of nursing work,average number of night shifts,and whether they had received psychological training significantly affected the work engagement of oncology nurses.3.The higher levels of psychological resilience,family functioning,perceived organizational support,and work-family enrichment the oncology nurses had,the higher levels of work engagement they would have.4.Work-family enrichment of oncology nurses had a mediating effect between psychological resilience and work engagement,perceived organizational support and work engagement,and it had a masking effect between family functioning and work engagement.Oncology nurses’ psychological resilience,family functioning,and perceived organizational support indirectly improved their work engagement by increasing the level of work-family engagement.5.Perceived organizational support of oncology nurses had the greatest relative contribution to work-family enrichment,followed by psychological resilience,and finally family functioning.Nursing managers should give more organizational support to oncology nurses as a priority,while developing nurses’ psychological resilience and optimizing their family functions,develop scientific and effective intervention programs at multiple levels of organization,individual and family to improve oncology nurses’ work-family enrichment levels,and which in turn will enhance their work engagement and improve the quality of nursing services.