University Hospitals of Leicester, Leicester, UK.
Int J Health Policy Manag. 2015 Jan 4;4(2):85-90. doi: 10.15171/ijhpm.2015.12. eCollection 2015 Feb.
Employee engagement is the emotional commitment of the employee towards the organisation. We aimed to analyse baseline work engagement using Utrecht Work Engagement Scale (UWES) at a teaching hospital.
We have conducted a cross-sectional study within the National Health Service (NHS) Teaching Hospital in the UK. All participants were working age population from both genders directly employed by the hospital. UWES has three constituting dimensions of work engagement as vigor, dedication, and absorption. We conducted the study using UWES-9 tool. Outcome measures were mean score for each dimension of work engagement (vigor, dedication, absorption) and total score compared with control score from test manual.
We found that the score for vigor and dedication is significantly lower than comparison group (P< 0.0001 for both). The score for absorption was significantly higher than comparison group (P< 0.0001). However, total score is not significantly different.
The study shows that work engagement level is below average within the NHS employees. Vigor and dedication are significantly lower, these are characterised by energy, mental resilience, the willingness to invest one's effort, and persistence as well as a sense of significance, enthusiasm, inspiration, pride, and challenge. The NHS employees are immersed in work. Urgent need to explore strategies to improve work engagement as it is vital for improving productivity, safety and patient experience.
员工敬业度是员工对组织的情感投入。我们旨在使用乌得勒支工作投入量表（UWES）分析教学医院的工作投入基线。
我们在英国国民保健服务（NHS）教学医院内进行了一项横断面研究。所有参与者均为直接受雇于医院的工作年龄的两性人群。UWES 由工作投入的三个构成维度组成，即活力、奉献和专注。我们使用 UWES-9 工具进行了这项研究。结果测量是每个工作投入维度（活力、奉献、专注）的平均得分，以及与测试手册中对照组的总分比较。
我们发现，活力和奉献的得分明显低于对照组（两者均 P<0.0001）。专注的得分明显高于对照组（P<0.0001）。然而，总分没有显著差异。
该研究表明，国民保健服务员工的工作投入水平低于平均水平。活力和奉献明显较低，其特点是精力充沛、心理韧性、投入努力的意愿以及坚持，以及意义感、热情、灵感、自豪感和挑战感。国民保健服务员工全身心投入工作。迫切需要探索提高工作投入的策略，因为这对于提高生产力、安全性和患者体验至关重要。
