Exact(6)
High mean scores on all scales indicative for work engagement are.
This suggests that interventions such as introducing sit-stand workstations to reduce sitting times, may be beneficial for work engagement.
No differences between the intervention and control group were found for work engagement, social support at work, and need for recovery.
No significant intervention effects were found for work engagement and the accompanying subscales (i.e. vigour, dedication, and absorption) at three, six and 12 months.
Whilst no systematic differences between gender have been reported in the literature for work engagement, gender differences have been observed in sedentary behaviours between men and women with men reporting significantly higher occupational sitting time than women in some studies [e.g. 6], and other studies reporting women with higher occupational sitting time [e.g. 7].
For work engagement, men were less likely to sit for prolonged periods at work (less than 421 minutes per day or less than 7 hours per day) if they reported experiencing high vigor (i.e. personal energy and resilience, willingness to invest effort).
Similar(54)
However, only the positive effect of job control on dedication remained statistically significant after controlling for the baseline level of work engagement (Time 1).
Significant correlations were found for higher work engagement, job performance and job grade with lower occupational sitting times.
Job and personal resources have been found particularly beneficial for employees' work engagement when job demands are high [ 26].
Objectives: To examine the impact of an education initiative for novice ICU nurses on work engagement for the ICU nursing staff and organisational resource use.
There was no positive effect of age on work engagement for employees with both lower levels of interaction outside organization and lower task significance.
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