Department of Public Health, School of Public Health, College of Health Sciences, Mizan-Tepi University, Tepi, Ethiopia.
Department of Health Systems and Policy, Institute of Public Health, University of Gondar, Gondar, Ethiopia.
BMC Health Serv Res. 2023 Jun 27;23(1):697. doi: 10.1186/s12913-023-09680-5.
The level of health professional work engagement affects retention, burnout, job satisfaction, patient satisfaction, and outcomes; however, there is a paucity of evidence that benefit health professional work engagement. Therefore, this study aimed to assess work engagement and associated factors among health professionals at public health facilities in the Bench-Sheko zone in southwest Ethiopia.
Facility-based cross-sectional study was conducted among 605 health professionals from 29 March to 29 April 2021. A simple random sampling technique was used to select the participants. Data were collected using a self-administered questionnaire. Linear regression was fitted and those variables with p-value < 0.2 in simple linear regression were entered into multiple linear regression analysis. Unstandardized β-coefficient with 95% CI and p-value < 0.05 were used as the cut of points to determine the factors associated with work engagement.
Mean score percentage of work engagement was 71.8%. Health center staff (β = 0.31; 95% CI: 0.22, 0.40), married professionals (β = 0.10; 95% CI: 0.005, 0.17), co-worker support (β = 0.06; 95% CI: 0.004, 0.11), role clarity (β = 0.14; 95% CI: 0.07, 0.21), reward (β = 0.10; 95% CI: 0.05, 0.15), resilience (β = 0.14 95%; CI: 0.07, 0.21), self-efficacy (β = 0.24; 95% CI: 0.16, 0.31) and optimism (β = 0.20; 95% CI: 0.15, 0.26) were positively associated with work engagement. On the contrary, cognitive demand (β= -0.06; 95% CI: -0.11, -0.01) was negatively associated with work engagement.
In this study, health professionals had a moderate level of work engagement. Health facilities shall improve their culture of co-worker support, role clarity, reward, resilience, self-efficacy, and optimism to enhance work engagement. Future researchers shall be done further studies to evaluate the relationship between cognitive demand and work engagement among health professionals.
卫生专业人员的工作投入水平会影响其留任、倦怠、工作满意度、患者满意度和结果；然而，有证据表明，工作投入有益于卫生专业人员。因此，本研究旨在评估埃塞俄比亚西南部本奇-谢科地区公共卫生机构卫生专业人员的工作投入及其相关因素。
于 2021 年 3 月 29 日至 4 月 29 日期间，对来自 29 家卫生机构的 605 名卫生专业人员进行了基于机构的横断面研究。采用简单随机抽样技术选择参与者。使用自填式问卷收集数据。拟合线性回归，简单线性回归中 p 值 < 0.2 的变量将被纳入多元线性回归分析。未标准化β系数及其 95%CI 和 p 值 < 0.05 被用作确定与工作投入相关的因素的切点。
工作投入的平均得分百分比为 71.8%。卫生中心工作人员（β=0.31；95%CI：0.22，0.40）、已婚专业人员（β=0.10；95%CI：0.005，0.17）、同事支持（β=0.06；95%CI：0.004，0.11）、角色清晰度（β=0.14；95%CI：0.07，0.21）、奖励（β=0.10；95%CI：0.05，0.15）、韧性（β=0.14；95%CI：0.07，0.21）、自我效能感（β=0.24；95%CI：0.16，0.31）和乐观主义（β=0.20；95%CI：0.15，0.26）与工作投入呈正相关。相反，认知需求（β=-0.06；95%CI：-0.11，-0.01）与工作投入呈负相关。
在这项研究中，卫生专业人员的工作投入处于中等水平。卫生机构应改善同事支持、角色清晰度、奖励、韧性、自我效能感和乐观主义文化，以提高工作投入度。未来的研究人员应进一步研究评估认知需求与卫生专业人员工作投入之间的关系。
