ArticleFrontiers in psychology2026
Factors associated with work engagement dimensions among hospital nurses in Beijing: a cross-sectional study.
Article in Frontiers in psychology, 2026. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Not yet cited in PubMed.
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Abstract
Background: Work engagement is closely related to nurses' well-being and workforce stability. This study described work engagement among hospital nurses in Beijing and examined demographic, family-related, and workload-related factors associated with dedication, vitality, and absorption. Methods: A cross-sectional survey was conducted among clinical nurses from nine hospitals in Beijing, China, between May 2023 and October 2024. Eligible nurses completed an anonymous online questionnaire. Work engagement was measured using the Utrecht Work Engagement Scale (UWES-17). Item-average scores for dedication, vitality, and absorption were analyzed as continuous outcomes. Generalized estimating equations were used to account for within-hospital clustering, and variables with Results: Of 2,040 eligible nurses invited, 2,020 returned questionnaires and 2,017 valid responses were included (valid response rate: 98.9%). The mean overall work engagement item-average score was 4.42 ± 1.25; dedication had the highest mean score (4.72 ± 1.27), followed by vitality (4.37 ± 1.29) and absorption (4.22 ± 1.30). Poorer perceived family harmony was consistently associated with lower engagement across all three dimensions. Higher perceived workload, repeated ≥12-h workdays, and undertaking work outside formal duties and responsibilities were also associated with lower engagement across dimensions. Older age, operating-room placement, higher income, and chief nurse title were generally associated with higher engagement. Conclusion: Work engagement among nurses in Beijing was associated with both family context and work demands. Poorer family harmony and heavier workload were the most consistent correlates of lower dedication, vitality, and absorption. Reducing avoidable workload, clarifying role boundaries, and supporting nurses' family lives may help sustain work engagement.
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