Work engagement and workload effect on quality of worklife :Example of 112 emergancy healtcare workers

The aim of this thesis is to investigate the effect of work engagement and workload levels of 112 employees working in emergency health services in Sakarya province on the quality of work life. Study in order to collect data developed by Schaufeli and his colleagues (2002) Utrecht Work Engagement Scale (UWES), developed by Cox in 2003, again the validity and reliability of scale tested by Cox and his colleagues in 2006 and adapted to Turkish by Saygılı as Individual Workload Perception Scale, developed by Stamm (2005) and adapted to Turkish by Yesil and his colleagues (2010) as Quality of Life Scale for Employees (The Utrecht Work Engagement Scale – UWES) and a questionnaire consisting of socio demographic characteristics of the participants were used. The validity and reliability analyses of the obtained data were performed. Descriptive statistical methods, correlation analysis, process macro regression analysis, independent sample t-test, one-way analysis of variance, Kruskal Wallis H test and Mann-Whitney U test were used in the analysis of data by using IBM SPSS 22 program. Data were analyzed at 95% confidence interval (p = 0.05). There is a significant relationship between work engagement, the perception of quality of work life and perception of workload on employees of emergency health services. There are differences in the sub-dimension level of concentration on quality of work life of the level of work engagement. The level of work engagement has a significant effect on the sub- dimension level of concentration on quality of work life and on the level of vigor and devotional dimension on the workload perception. It was concluded that none of the dimensions of the individual workload had a significant effect on the quality of work life, however, workload perception has a mediating effect on the quality of work life and the effect of work engagement levels of employees of emergency health services. Policies and interventions should be defined for high quality of work life in emergency health services, and developer training programs should be organized to increase the level of work engagement for employees.