Optimizing Multidisciplinary Workforce Sustainability: The Interplay of Job Strain, Workplace Hazards, and...

To examine the prevalence and association between work stress and work engagement among healthcare personnel.

A cross-sectional study was conducted using questionnaires among registered nurses (RNs) and practical nurses and nursing assistants (PNNAs) in a university hospital. The survey comprised three parts: 22 items on general information, 54 items from the Job Content Questionnaire assessing work stress, and 17 items from the Thai version of the Utrecht Work Engagement Scale 17 assessing work engagement. Multivariable linear regression was applied to determine factors associated with total work engagement scores.

Among 694 participants (506 RNs, 188 PNNAs; 91.6% female; mean experience: 13.2 years), 25.7% had high-strain jobs, 61.0% high demand, 39.9% low control, and 51.6% high hazards. PNNAs scored significantly higher than RNs in median overall engagement (76 (59, 87) vs. 67 (51, 81); p < 0.01) and all subdomains: vigor (28 vs. 27; p = 0.02), dedication (21.5 vs. 18; p < 0.01), and absorption (25 vs. 23; p < 0.01). Regression showed high-strain jobs reduced engagement for RNs (β = -12.2, 95% CI: -16.0, -8.5) and PNNAs (β = -16.7, 95% CI: -24.6, -8.9). Greater support increased engagement for RNs (β = 5.0, 95% CI: 1.2, 8.8) and PNNAs (β = 9.2, 95% CI: 1.8, 16.6). High workplace hazards further decreased engagement specifically in RNs (β = -3.9, 95% CI: -7.2, -0.6).

RN experienced higher job stress and hazards, while PNNAs demonstrated greater engagement. Strengthening organizational support may mitigate stress and enhance engagement, guiding strategies to improve work environments and personnel well-being.