Mr. Gowhar Rasool
Islamic University of Science and Technology
Jammu and Kashmir
Ms. Partika Jasrothia
Associate @Care India New Delhi
An "engaged employee" is one who is fully involved in, and enthusiastic about, his or her work, and thus will act in a way that furthers their organization's interests. The purpose of this study was to know the work engagement of nurses in their respective work. A survey design tested the model in a random sample of 100 staff nurses in acute care hospitals across Jalandhar. The data, after collection was processed and analysis was made. Relation of work engagement with job embeddedness, work holism and burnout was found out in the study. After the test was applied eight factors were found out among which six were the factors which were the facilitators of work engagement i.e. flow of information”, job engagement factors”, “empowerment”, “parity”, ”egalitarian culture”, “learning culture and two were the hindering factors “dissatisfaction “and ”exploitation”. Further hindering factors were divided in to external & internal factors. External factors were, burdened; less pay, trouble sleep and internal factors were emotional factor, work life imbalance. Various factors which facilitates and inhibits the nurses in order to get engaged in their and helps in understanding the various measure that can be taken to reduce the hindrances at workplace of nurses.
Keywords: Egalitarian Culture, Empowerment, Parity, Dissatisfaction, Exploitation
Academic researchers have defined work engagement as a unique concept. Most scholars agree that engagement includes an energy dimension and an identification dimension (Bakker, Schaufeli, Leiter, & Taris, 2008). Work engagement is a positive, work-related state of well-being or fulfillment characterized by a high level of energy and strong identification with one’s work Kahn was the first scholar to define “personal engagement” as the “…harnessing of organization member’s selves to their work roles: in engagement, people employ and express themselves physically, cognitively, emotionally and mentally during role performances” . Based on this definition a questionnaire was developed that assesses three dimensions: cognitive, emotional and physical engagement .Nowadays there are two different schools of thought with regard to the definition of work engagement. On the one hand Maslach and Leiter assume that a continuum exists with burnout and engagement as two opposite poles. The second school of thought operationalizes engagement in its own right as the positive antithesis of burnout. According to this approach, work engagement is defined as a positive, fulfilling, work related state of mind that is characterized by vigor, dedication and absorption. Vigor is characterized by high levels of energy and mental resilience while working, he willingness to invest effort in one’s work and persistence even in the face of difficulties, dedication by being strongly involved in one’s work and experiencing a sense of significance, enthusiasm, inspiration, pride and challenge and absorption by being fully concentrated and happily engrossed in one’s work, whereby time passes quickly and one has difficulties with detaching oneself from work.
OBJECTIVES OF THE STUDY
• To trace the reasons for variation in the level of work engagement amongst the nurses. • To identify the factors (intrinsic and extrinsic) that contributes hindrance in work engagement. SCOPE OF THE STUDY
Universe/Population of the study
The universe or the population of the study is confined to the four hospitals viz, Guru Nanak...