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Work engagement in cancer workers in Queensland: The flip side of burnout
Author(s) -
Poulsen Michael G,
Poulsen Anne A,
Khan Asaduzzaman,
Poulsen Emma E,
Khan Shanchita R
Publication year - 2011
Publication title -
journal of medical imaging and radiation oncology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.31
H-Index - 43
eISSN - 1754-9485
pISSN - 1754-9477
DOI - 10.1111/j.1754-9485.2011.02281.x
Subject(s) - burnout , work engagement , medicine , psychological intervention , cross sectional study , work (physics) , family medicine , nursing , clinical psychology , mechanical engineering , pathology , engineering
The study aimed to investigate factors associated with work engagement and burnout in cancer workers in Queensland. Methods: A cross‐sectional survey of 579 cancer workers in Queensland was undertaken. Burnout was measured using the Oldenberg Burnout Inventory (OLBI) and work engagement was measured using the Utrecht Work and Well‐being Survey. Multiple regression analyses were performed to identify explanatory variables that were independently associated with burnout and work engagement. Results: The survey response rate was 57%. Total levels of burnout and work engagement in the sample were 31.1% and 34.5%, respectively. Multiple regression analyses showed that shift work, 6–9 years experience, working >20 hours/week, administrative professional stream and being single were associated with higher levels of burnout. There was a positive association between work engagement and nonshift workers, <5 years experience, medical and allied health workers, and workers >45 years of age. In this study, gender, income, hours of direct patient care, location of the centre in regional centres or within the private setting did not have an independent effect on the levels of burnout or work engagement. There was a negative association between burnout and work engagement ( P < 0.001) Conclusions: Approximately one‐third of the workers sampled reported burnout. Conversely, one‐third reported being highly engaged in their work. Further research is required to study the effectiveness of interventions to improve personal resources and prevent burnout. Understanding the factors associated with work engagement is equally important in designing organisational programs to enhance employee engagement.