背景:工作场所的挑战会对员工和组织产生负面影响。弹性可以改善与工作相关的结果,如参与度,满意,和性能。在研究工作中的韧性方面存在差距,特别是在参与度和满意度方面。因此,这项研究旨在调查工作中的弹性,埃及石油和天然气公司工程师的工作投入和工作满意度。
方法:这是一项横断面研究。目标人群是在埃及石油和天然气公司工作的工程师。这项研究是对100名工程师进行的。参与者通过在线问卷通过简单随机抽样技术进行登记。该研究于2023年5月至2023年9月底进行。数据是在2023年6月至8月期间收集的。数据是通过结构化和亲自完成的问卷获得的,通过电子邮件以电子方式传播。问卷包括个人信息,工作经验,由20个项目组成的工作弹性量表,乌得勒支工作敬业度量表,有九个项目来评估工作敬业度,并使用20项简式明尼苏达满意度问卷来确定员工满意度。双变量分析采用独立样本t检验和Mann-WhitneyU检验。通过Spearmanrho相关性测量得分之间的关联。使用简单线性和多元线性回归来预测工作投入和工作满意度。
结果:在工作投入的所有方面观察到统计学上强的正相关,包括活力,吸收,和奉献精神。这项研究表明,韧性和工作投入之间存在显著相关性(r=0.356,p<0.05)。心理弹性与工作满意度有很强的相关性(r=0.608,p<0.05)。工作满意度和工作投入之间存在显著的中等相关性(r=0.396,p<0.05)。女性系数为-15.517的性别和系数为0.235的弹性都显着预测了工作投入。然而,工作满意度的重要预测因素是弹性(β=0.294),和工作参与度(β=0.283)。
结论:弹性极大地影响工作投入和工作满意度。因此,组织需要提高员工的韧性,以创造积极的工作环境并提高生产率。
BACKGROUND: Workplace challenges can negatively affect employees and the organization. Resilience improves work-related outcomes like engagement, satisfaction, and performance. Gaps exist in studying resilience at work, particularly in relation to engagement and satisfaction. Therefore, this
study aims to investigate relationship between Resilience at Work, Work Engagement and Job Satisfaction among engineers in an Egyptian Oil and Gas Company.
METHODS: It was a cross-sectional
study. The target population was the engineers who are working in Egyptian Oil and Gas Company. The
study was performed on 100 engineers. Participants were enrolled by simple random sampling technique via an online questionnaire. The
study was conducted from May 2023 to the end of September 2023. The data were collected in the duration of June to August 2023. Data was obtained through a structured and personally accomplished questionnaire, which was disseminated electronically via email. The questionnaire comprises of personal information, work experience, a Resilience at Work scale consisting of 20 items, the Utrecht Work Engagement Scale with nine items to evaluate work engagement, and the 20-item Short-Form Minnesota Satisfaction Questionnaire was utilized to determine employee satisfaction. The bivariate analysis employed independent samples t-test and Mann-Whitney U test. The associations between scores were measured by Spearman rho correlation. Simple linear and multiple linear regressions were used to predict work engagement and job satisfaction.
RESULTS: A statistically strong positive correlation was observed among all the aspects of work engagement, including vigor,
absorption, and dedication. This study demonstrated a significant correlation between resilience and work engagement (r = 0.356, p < 0.05). There was a strong correlation between resilience and job satisfaction (r = 0.608, p < 0.05). A significant moderate correlation was determined between job satisfaction and work engagement (r = 0.396, p < 0.05). Both gender with a female coefficient of -15.517, and resilience with a coefficient of 0.235 significantly predicted work engagement. Whereas, the significant predictors of job satisfaction were resilience (β = 0.294), and work engagement (β = 0.283).
CONCLUSIONS: Resilience greatly affects work engagement and job satisfaction. Thus, organizations need to promote resilience in employees to create a positive work environment and increase productivity.