Methods: Data for this study was drawn from a sample of social workers and human service workers using a self-administered survey. The study participants were recruited at a social work field instructor training in the Summer of 2016. Two hundred participants were recruited and 133 participated in the cross-sectional study, yielding a response rate of 66%. The study survey contained several Likert-scale items measuring various workforce dimensions including engagement and various worker well-being outcomes. Hierarchical regression analysis was conducted to examine the relationship between worker engagement, life satisfaction, overall health.
Results: Demographic characteristic variables, tenure, and workload were used as control variables in the regression models. The control variables and engagement were regressed on life satisfaction and overall health. The analysis yielded an overall variance explained of 18% and 15% in the regression models for life satisfaction and overall health, respectively. Employee engagement had a positive and significant relationship with both life satisfaction (β= .41, t= 4.39, p= .01), and overall health (β= .27, t= 2.87, p= .01). No control variables were found to be significant in either model with the exception of workload in the overall health (β= .27, t= 2.87, p= .01) regression model.
Implications: Study findings suggest that worker engagement can positively impact the well-being of employees beyond the work context. Future studies can further this line of research by examining predictors of worker engagement to help inform potential workplace interventions aimed at increasing employee engagement.