الفهرس 
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Abstract
Work engagement or employee engagements are terms used to describe a person who is involved and absorbed in their work roles and activities. There is evidence supporting that an organization will benefit significantly by having employees that are engaged in their work. These benefits include staff retention and decreased turnover, decreased absenteeism, and an increase in positive patient outcomes in clinical areas (Pimenta et al., 2023). Additionally, high work engagement encourage readiness to change. Thus, both work engagement and readiness to change are important aspect for successful organization.
A descriptive, correlation design was used for conducting this study. This study was conducted at 40 units in the medical, surgical and pediatric hospitals which affiliated to El fayoum University hospitals. The study subjects were includes all available head nurses and their assistance working in the aforementioned study setting, their total number (80). Data for this study was collected using two tools namely: Utrecht Work engagement scale (WEs) and Readiness to ChangeIn, addition to section for head nurses personel and job characteristics.The field work period was from february 2023 to middle of march 2023all the administration and ethical roles were full field.
The main study results were as following:
- Slightly more than one third (32.5%)of the studied head nurses have high level of (absorption dimension).While, more than half (55.0%)of them have moderate level of (vigor dimension).
- More than half (53.8)% of the studied head nurses have moderate level of perception regarding total work engagement. While, less than one-quarter (21.2)%of them have low level.
- Less than half (40.0)% of the studied head nurses have high level regarding personal valence dimension. As well as, more than half (58.8)% of them have moderate level regarding the dimension managerial support while, more than one third (37.5)% of them have low level regarding change efficacy dimension.
- More than half (51.3)%of the studied head nurses have moderate level of perception regarding total readiness to change.. While, less than one-quarter (20.0)% of them have high level.
- There was highly statistically significant relation between head nurses levels of work engagement and their marital status.While there is no statistically significant relation with their age, gender, education level, current work unit and years of experience.
- There was no statistically significant relation between head nurses’ total levels of readiness to change and their age, gender, marital status, education level, current work unit and years of experience
- There was highly statistically significant relation between total head nurses’ levels of work engagement and their total levels regarding readiness to change
- There were highly significant statistical positive correlations between total work engagement and total readiness to change
Conclusion
In the light of the current study findings, it can be concluded that,
Slightly more than one third of the studied head nurses have high level of absorption dimension. While more than half of them have moderate level of vigor dimension More than half of the them have moderate level regarding total work engagement. As well as, less than half of them had high level regarding personal valence dimension, more than half of them have moderate level of managerial support dimension, more than one third of them have low level of change efficacy dimension and more than half of them have moderate total level of readiness to change. Accordingly, there were highly significant statistical positive correlation between head nurses total level of work engagement and total level of readiness to change.