This study examined the role of information, efficacy, and 3 stressors in predicting adjustment to organizational change. Participants were 589 government employees undergoing an 18-month process of regionalization. To examine if the predictor variables had long-term effects on adjustment, the authors assessed psychological well-being, client engagement, and job satisfaction again at a 2-year f...

Dukhanin and colleagues’ taxonomy of metrics for patient engagement at the organizational and system levels has great potential for supporting more careful and useful evaluations of this ever-growing phenomenon. This commentary highlights the central importance to the taxonomy of metrics assessing the extent of meaningful participation in decision-making by patients, consumers and community mem...

Patient engagement has become a primary care research and practice priority. Little guidance exists, however, on how best to engage patients in primary care practice improvement, or how to measure the impact of their engagement. We present an overview of group concept mapping as a method for engaging patients in primary care practice improvement. We detail the group concept mapping process as a...

The present study was aimed at investigating the relationships between students’ perceived classroom achievement goals, school engagement and substance use in terms of smoking and drinking, and at investigating gender differences regarding these issues in a sample of 1,239 Norwegian 10 grade students. A multivariate analysis showed that motivational and affective school engagement was predicted...

OBJECTIVE To assess the prevalence of "best practice" program components across a select sample of organizations, and to explore differences in engagement rates and health risk reduction between organizations using "best-practice" and "common-practice" health management approaches. METHODS Using a retrospective approach, researchers assigned organizations to a "best practice" or "common-pract...

This research aimed to study the level of organizational climate, happiness at work, and organization engagement. It included into relationship between climate employee engagement, as well direct indirect effects on A sample 400 employees was used. The findings revealed following: 1) Organizational Climate (OC) directly influencing Happiness Work (HW) had an influence coefficient 0.92 with a st...

Employee engagement is a human resource facet. Engaged employee the dream of every Chief executive officer. The reason consequence engagement, namely job performance and organizational financial performance. instrument success. This study to present levels engagement. To an insight on through thorough desk research another aim study.