Psychological Capital and Work–Family Conflict as Predictors of Work Engagement Among Senior Nurses: A Multicenter Cross-Sectional Study in Southwest China

Background Work engagement is a critical indicator of nurses’ motivation, well-being, and care quality. Senior nurses constitute the backbone of the nursing workforce, yet they face increasing occupational demands, role overload, and work–family conflict, which may undermine sustained engagement. Psychological capital has been identified as an important personal resource that enhances work engagement, while work–family conflict represents a major job demand. However, evidence focusing on senior nurses, particularly in less-developed regions of China, remains limited. This study aimed to investigate the level of work engagement among senior nurses in southwestern China and to examine the associations of psychological capital and work–family conflict with work engagement. Design A cross-sectional descriptive study. Methods A multicenter cross-sectional study was conducted between May and July 2025 in 15 hospitals in southwestern China. A total of 814 senior nurses were recruited using convenience sampling. Data were collected using standardized questionnaires, including the Utrecht Work Engagement Scale, the Nurses’ Psychological Capital Scale, and the Work–Family Conflict Scale. Descriptive statistics, Pearson correlation analysis, and stepwise multiple linear regression were performed to identify factors associated with work engagement. Results The mean work engagement score among senior nurses was 72.51 ± 21.06, indicating a high level of engagement. Psychological capital was positively correlated with work engagement ( r  = 0.780, P  < 0.01), whereas work–family conflict showed a significant negative correlation ( r  = − 0.366, P  < 0.01). Regression analysis revealed that psychological capital, job satisfaction, self-rated health status, position (head nurse), and marital status were positive predictors of work engagement, while frequent night shifts and working in emergency or outpatient departments were negatively associated with work engagement (R² = 0.656, P  < 0.001). Conclusion Senior nurses in southwestern China demonstrated a generally high level of work engagement. Psychological capital emerged as the strongest positive predictor, whereas work–family conflict and excessive night shifts adversely affected engagement. These findings highlight the importance of strengthening psychological resources, optimizing work schedules, and providing targeted organizational support to sustain work engagement among senior nurses and promote workforce stability.