الفهرس 
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Abstract
Work engagement is an important concept for those charged with creating fulfilling
work environments that contribute to organizational productivity. Work engagement
occurs as a result of the match between nurses and their work setting and is evidenced by
the individual’s energy, involvement and positive efficacy while at work. The creation of
healthy work environment is imperative to ensure patient safety, enhance staff recruitment
and retention and maintain organization’s financial viability. Recruiting and retaining
nurses are key issues facing all health care organizations.
Aim of the study:
The study aims to determine the relationship between nurses’ perception of work
environmental factors and their work engagement.
Setting of the study:
This study was conducted in all Intensive Care Units (ICUs) and General In-Patients
Units (GIU) at four Governmental Hospitals (GH) representing four health sector and two
Non-Governmental hospitals (NGH). The governmental hospitals namely are: Alexandria
Main University Hospital represents University sector , El Gomhuria Hospital represents
Ministry of Health sector , El Qabbary Hospital represents General Secretory of
specialized medical centers , Maternity Hospital represents Therapeutic Institutions and
two non-governmental hospitals (NGH) namely: Mabert El Asafra Shark Hospital,
Alexandria Medical Center Hospital. The Hospitals with bed capacity more than 50 beds is
the selection criteria of the study setting.
Subjects of the study:
The subject of the study included:
Simple random sampling includes all nurses who are working in the previously
mentioned units and were available at the time of data collection. The subjects included in
the study were (N=450) that were identified to take part in the survey.
Tools of the study:
The study used two tools for data collection.
Tool (1): Area of work life survey (AWLS)
It was developed by Leiter (2006) to assess nurse’s perception regarding six factors of
organizational context that affect their relationships with their work. It consists of six main
factors with 29 items namely: workload (6-items), control (3-items), reward (4- items),
community (5-items), fairness (6-items), and values (5-items). Responses were measured
on a five point likert scale ranging from (1) strongly disagree to (5) strongly agree.
Tool (2): Utrecht Work Engagement Scale (UWES)
It was developed by Schaufeli and Bakker (2003). It was adopted to assess the work
engagement among nurses. UWES consists of three main dimensions with 17 items
namely: vigor (6-items); dedication (5-tems); Absorption (6-items). Responses were
measured on a seven-point likert scale ranged from (0) never to (6) always.
In addition, demographic and professional data tool was developed by the researcher
regarding: age, sex, educational qualification, working hours, working unit, years of
experience since graduation and years of experience in the current unit.
Method
An official permission was obtained from the faculty of nursing and the
administrators of the identified hospital to collect the necessary data.
The tools were translated into Arabic, and tested for their content validity by jury of
seven experts from the Faculty of Nursing, Alexandria University.
The study tools were tested for their reliability using cronbach’s alpha coefficient.
Both tools were strongly reliable, where cronbach’s alpha coefficient=0.798, 0.918.
Informed consent was obtained from study subjects for participation in the study
after explanation of study aim.
A pilot study for the questionnaires was carried out on 10 % of nurses (N=45) that
wasn’t included in the study subjects in order to check and ensure the clarity of tools,
applicability, feasibility, identify obstacles and problems that may be encountered during
data collection and in the light of the findings of pilot study, no changes occurred in the
tools and tools were put in their final form.
Data collection
Data collection for this study was conducted by the researcher through selfadministered
questionnaire. It was hand delivered to the study subjects in their work
setting, after meeting with the nurses in each unit for about 10 minutes to explain the aim
of the study and the needed instructions were provided before the distribution of the
questionnaire, and completion of the questionnaire took approximately 15-20 minute. The
data collected in a period of more than 2 months from 15-9-2017 to 18-11-2017.
The following were the main results of the present study:
1. There was moderate significant correlation between the dimensions of work
environmental factors (workload, control, reward, community, fairness and values) and
work engagement (vigor, dedication and absorption).
2. The highest percentage of nurses (69.2%) had positive perception of overall work
environmental factors in governmental hospitals and in private hospitals (77.1%).
3. The highest percentage of nurses perceived moderate work engagement in
governmental hospitals (47.1%) and in private hospitals about one- half of nurses
perceived high work engagement (51.4%).