The goal of this observational study was to learn about the relationship between the sociodemographic characteristics or leisure time activities of physicians and their job engagement. The main question it aims to answer was: Do sports or artistic activities increase job engagement among physicians? A survey was administered to physicians, to collect sociodemographic and professional characteristics (including sports and artistic activities), followed by a face-to-face application of the Utrecht Work Engagement Scale (UWES-17).
Study Type
OBSERVATIONAL
Enrollment
130
Marmara University School of Medicine
Istanbul, Turkey (Türkiye)
Evaluation of the Utrecht Work Engagement Scale (UWES-17) scores among physicians based on their engagement in sports activities
Sports activities were categorized as team sports and individual sports. The frequency of activities was inquired as "I participate regularly," "I participate irregularly," or "I do not participate." Weekly activity duration was asked as "5 hours or less" and "more than 5 hours." The UWES-17 scale is compared using mean scores; there is no cut-off value, and higher scores are associated with higher job engagement.
Time frame: january 2024- april 2024
Evaluation of the Utrecht Work Engagement Scale (UWES-17) scores among physicians based on their engagement in artistic activities
Artistic activities were categorized as phonetic, rythmic and plastic art activities. The frequency of activities was inquired as "I participate regularly," "I participate irregularly," or "I do not participate." Weekly activity duration was asked as "5 hours or less" and "more than 5 hours." The UWES-17 scale is compared using mean scores; there is no cut-off value, and higher scores are associated with higher job engagement.
Time frame: january 2024- april 2024
Evaluation of the Utrecht Work Engagement Scale (UWES-17) scores among physicians based on their sociodemographic characterictics
Participants' age, marital status, number of children, years spent in the medical profession, specialties, and academic titles were inquired. The responses were analyzed by comparing them with the UWES-17 scores. The UWES-17 scale is compared using mean scores; there is no cut-off value, and higher scores are associated with higher job engagement.
Time frame: january 2024- april 2024
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