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Work engagement: Introduction
... The quality of service in a hospital hinges not only on competent human resources but also on a profound emotional connection to the organization and work, commonly referred to as work engagement. Work engagement is influenced by factors such as job demands and resources (Leiter & Bakker, 2010). According to the Job Demands-Job Resources Model, high job demands coupled with low job/positive resources lead to increased stress and burnout (Leiter & Bakker, 2010). ...
... Work engagement is influenced by factors such as job demands and resources (Leiter & Bakker, 2010). According to the Job Demands-Job Resources Model, high job demands coupled with low job/positive resources lead to increased stress and burnout (Leiter & Bakker, 2010). ...
... Conclusions drawn from the three-box method and research findings indicate that hospital inpatient nurses experience a negative correlation between job stress and job demands with work engagement, a negative correlation between job demands and job resources, and a positive correlation between job resources and work engagement. Consistent with theoretical frameworks by (Leiter & Bakker, 2010) and Robbins (2012) 2. Hypothesis 2: The impact of job demands, job resources, and job stress on the work engagement of inpatient nurses at Hospital X concurrently: accepted. There is a significant relationship among job demands, job resources, and job stress on work engagement, as indicated by the r square value nearing 1. Conclusions drawn from the three-box method and research findings reveal that inpatient nurses at Hospital X face high job demands, high job resources, and medium job stress levels. ...
Work engagement within hospitals may be impacted by job demands and job stress, underscoring the necessity to augment work resources as a protective measure. Initial investigations conducted at Hospital X have revealed a deficiency in work engagement, particularly in the absorption aspect. This study seeks to assess the effects of job demands and job resources on work engagement, with job stress serving as a mediating factor. Employing a quantitative survey methodology with a cross-sectional design, the study involved 104 inpatient nurses as participants. The method used is the Three Box Method and statistical analysis. The findings indicate that work engagement escalates with increased job resources, while higher job demands correlate with decreased work engagement. Furthermore, enhancing job resources has the potential to alleviate job stress, whereas elevated job demands are associated with heightened job stress levels. Notably, work engagement diminishes with escalating job stress. Through the mediation of job stress, job resources, and job demands, there is a discernible impact on work engagement.
... In the current study, we focus on the positive psychological aspect of the JD-R model, which focuses on employee potentials, motives, and capacities and advocates that what is right should be nurtured (Bakker & Daniels, 2012). Emphasising the positive psychological aspect of the model, job resources play both intrinsic motivational roles, as they encourage employees' growth, learning, and development, and extrinsic motivational roles, as they are effective in achieving work goals (Leiter & Bakker, 2010) and constitute the chief dynamics of work engagement. While the original JD-R model identified a limited number of job resources (i.e., autonomy, feedback, and social support) (Demerouti et al., 2001), Schaufeli and Taris (2014) listed close to 30 job resources. ...
... The term "work engagement" was first used in the literature by Kahn (1990), who defined it as the employee's integration and attention to their job on a cognitive, emotional, and physical level. With the JD-R model, the phenomenon has been further investigated and considered an important organisational phenomenon corresponding to the motivational process in organisational life (Bakker & Leiter, 2010). Work engagement is a favourable, fulfilling, and emotionally motivating state of job-related wellbeing and is seen as the antithesis of job burnout (Leiter & Bakker, 2010). ...
... With the JD-R model, the phenomenon has been further investigated and considered an important organisational phenomenon corresponding to the motivational process in organisational life (Bakker & Leiter, 2010). Work engagement is a favourable, fulfilling, and emotionally motivating state of job-related wellbeing and is seen as the antithesis of job burnout (Leiter & Bakker, 2010). Work engagement, which corresponds to a continuous emotional/cognitive state, is characterised by vigour, concentration, and dedication (Schaufeli & Bakker, 2010). ...
This study aims to analyze a multilevel moderating mediation model to test the mediating role of work engagement in the relationship between trust in the principal and teacher passion and the moderating role of servant leadership by using the motivational pathway of the Job Demands-Resources (JD-R) Model. Using data from a sample of 805 teachers in 51 schools, the study employs multilevel structural equation modeling (MSEM) with a Bayesian estimator to examine the structural relationships between the collective constructs of schools, such as trust in principal, passion for work, servant leadership, and teacher passion. The results show that trust in the principal indirectly correlates with teacher passion by promoting work engagement. The current study also reveals that the indirect relationship between trust in the principal and teacher passion through work engagement depends on the level of servant leadership. We conclude by offering various suggestions for school administrators.
... O conceito de engajamento no trabalho remete a um estado positivo que integra sentimentos de inspiração e prazer pela atividade realizada, no qual há um envolvimento intenso do trabalhador em relação a tais atividades (Leiter & Bakker, 2010), implicando em ações e comportamentos mais produtivos. Os estudos sobre esse construto têm se difundido tanto nacional quanto internacionalmente, destacando-o como um aspecto do comportamento organizacional capaz de refletir a identificação de um indivíduo com o trabalho realizado . ...
... Por sua vez, a dedicação envolve um senso de significado, entusiasmo, inspiração e orgulho em relação ao trabalho. É marcada por uma forte identificação com as tarefas realizadas (Leiter & Bakker, 2010). Já a absorção caracteriza-se pela total concentração e imersão nas atividades de trabalho, onde o tempo passa rapidamente e é difícil se desligar do trabalho (Schaufeli et al., 2002). ...
... Para Costa (2021, p. 63), "o entendimento sobre um determinado fenômeno pesquisado envolve o uso de ferramentas de diagnóstico que em seu processo de validação pode segmentar, ou não, o construto pesquisado em dimensões". No caso do engajamento, o autor indica que o construto é analisado a partir de uma, duas ou três dimensões, sendo o último caso o mais usual, discernindo entre as dimensões vigor, dedicação e absorção Schaufeli et al.,2002;Leiter & Bakker, 2010). Note-se que a solução unifatorial é indicada para estudos mais amplos, e a solução trifatorial em pesquisas com mais detalhes (Hallberg & Schaufeli, 2006). ...
Os estudos sobre engajamento têm ganhado espaço no campo do comportamento organizacional, buscando-se compreender as percepções dos trabalhadores em relação a este fenômeno, bem como outros construtos que possam influenciá-lo. Estes últimos, chamados de antecedentes, representam a causa ou o evento que leva à ocorrência de outro fenômeno (Mercali & Costa, 2019), sendo, portanto, construtos correlatos. Neste caso, quando duas variáveis estão correlacionadas, uma mudança em uma variável se associa a mudanças na outra variável (e vice-versa). Outra posição em construtos correlatos é a do consequente, isto é, quando o fenômeno representa um “desfecho”, uma consequência de outro (Mezzomo et al., 2023). A presente pesquisa teve o objetivo de descrever e discutir o engajamento no trabalho, considerando as percepções de jovens aprendizes que atuam em diferentes organizações brasileiras. Tal objetivo permite compreender como cada uma das dimensões do engajamento 98 JOVENS TRABALHADORES: TEORIAS, PESQUISAS E REFLEXÕES NO CONTEXTO BRASILEIRO — vigor, dedicação e absorção — é percebida e avaliada por este grupo de trabalhadores e, a partir desses resultados, formular políticas e práticas de gestão de pessoas nas organizações reforçando e/ou estimulando este importante vínculo entre o indivíduo e o trabalho, o que ganha contornos peculiares no caso de jovens aprendizes, dadas as especificidades de suas tarefas (repetitivas e rotineiras), de seu (frágil) contrato de trabalho, sua (tenra) idade e (pouca ou nenhuma) experiência profissional.
... Engaged employees contribute significantly to the organization's objectives through their heightened focus and energy, leading to increased productivity and efficiency (Kataria et al., 2012), subsequently enhancing OE (Jha et al., 2019). At the same time, in a LOC, employees are more inclined to exhibit heightened motivation, maximizing their efforts and capabilities to fulfill their job responsibilities Leiter and Bakker, 2010). Consequently, they demonstrate more positive attitudes and behaviors (Egan et al., 2004;Sorakraikitikul and Siengthai, 2014), thereby reinforcing their job engagement , ultimately contributing to OE (Potnuru et al., 2021). ...
... Past studies have also affirmed that engaged employees experience positive outcomes at work, such as improved commitment, well-being and performance (Halbesleben, 2010). However, while conceptual models related to WE underscore the employees' capacity to apply their skills effectively to their roles, the practical workplace scenario may fail to provide adequate resources or guidance, impeding the organizational aspirations (Leiter and Bakker, 2010). Consequently, employees' commitment to their roles may diminish, challenging organizational goal achievement (Leiter and Bakker, 2010). ...
... However, while conceptual models related to WE underscore the employees' capacity to apply their skills effectively to their roles, the practical workplace scenario may fail to provide adequate resources or guidance, impeding the organizational aspirations (Leiter and Bakker, 2010). Consequently, employees' commitment to their roles may diminish, challenging organizational goal achievement (Leiter and Bakker, 2010). Thus, exploring the mechanisms through which a LOC may affect OE assumes significance. ...
Purpose-This study aims to examine the impact of learning organizational culture on organizational effectiveness. The study also explores the role of employee work engagement as the intervening mechanism in the learning organizational culture-organizational effectiveness association. Design/methodology/approach-The data were collected from middle and top managers using the survey approach from the manufacturing and services sectors in India. Structural equation modeling and fuzzy-set qualitative comparative analysis (fsQCA) were used to analyze the data. Findings-We found that organizational effectiveness is positively affected by learning organizational culture and that employee work engagement mediates this relationship. Our findings provide an essential building block in the research of learning organizational culture, work engagement and organizational effectiveness. Originality/value-This study establishes linkages among the variables of interest by examining the impact of a learning organizational culture and work engagement on organizational effectiveness. It augments the existing literature on organizational effectiveness by elucidating the role of a learning organizational culture and work engagement as critical enablers of organizational effectiveness. Additionally, the study furnishes empirical evidence demonstrating the mediating role of work engagement in the relationship between a learning organizational culture and organizational effectiveness.
... Theoretical explanations suggest a correlation between work engagement and employee performance (Bakker & Leiter, 2010;Gruman & Saks, 2011). Bakker and Leiter (2010) highlight it as follows; ...
... This energetic focus enhances the quality of their core work responsibilities. They have the capacity and the motivation to concentrate exclusively on the tasks at hand." (Bakker & Leiter, 2010) This implies that individuals who are exceptionally invested in their tasks are more inclined to effectively carry out their duties and make constructive contributions to the overall success of the organization. ...
The purpose of this study was to systematically review the existing literature on the impact of work engagement on job performance. One objective was to examine work engagement and job performance definitions to develop working definitions for both concepts. The primary objective was to investigate gaps using a research gap classification model. Accordingly, key studies regarding the impact of work engagement on job performance were meticulously examined through a systematic literature review with a meta-analysis, which involved investigating research gaps. The study referred to databases such as Google Scholar and ResearchGate to examine the impact of work engagement on job performance, focusing on publications from 2013 to 2023. Initially, 33 documents were referred and only 16 were left after screening as the sample. Tables and graphs were utilized to synthesize research gaps across various domains. According to the gap's classification model, four types were investigated; empirical gap, knowledge gap, methodological gap, and population gap. This study systematically identified and classified research gaps, providing a platform for future investigations that enhance existing knowledge. Considering the limitations of the study, several directions for future research are suggested.
... When employees are engaged, they invest themselves fully in their work, remain highly focused, and are more adept at overcoming work-related challenges (Salanova et al., 2005). Scholars have highlighted work engagement for its positive outcomes, including enhanced organizational commitment, job satisfaction, and increased productivity (Bakker & Leiter, 2010;Christian et al., 2011;Lu et al., 2005). According to Amabile (1988), creativity in employees is driven by internal motivation. ...
... Social exchange theory and leader-member exchange theory suggest that both work engagement and work outcomes stem from social exchange relationships, which are based on expectations of support and resource exchange within organizations (Griffeth et al., 2000;Thrasher et al., 2020). When employers show care for employees, favorable and fair exchanges foster positive work behavior and attitudes, improving work efficiency (Bakker & Leiter, 2010;Christian et al., 2011). Engaged employees are more likely to stay with the organization long-term (Fleck & Inceoglu, 2010) and use their accumulated knowledge, experience, and relationships to enhance work performance. ...
This paper examines the relationship between leaders’ personal traits or leadership traits, creativity, engagement, work performance, and innovative behavior in several Vietnamese universities. The findings aim to help university administrators refine their leadership qualities and styles to enhance these traits and behaviors in their lecturers. Data were primarily collected through survey responses from a convenience sample of 95 instructors employed at Vietnamese universities. The partial least squares structural equation model was used to analyze the data, resulting in findings that supported one of the two proposed hypotheses while the other was unsupported. Due to time constraints, this study is limited to its small sample size. Future research should involve a larger sample size to improve the generalizability of the findings.
... Vigor is described as a high energy at work and investment in actual work, along with a high persistence when facing difficulties; dedication is described as commitment to work, enthusiasm, and pride towards work; and finally, absorption is described as a high focus, concentration at work, associated with difficulties detaching from work (Schaufeli & Salanova, 2014). Studies have shown that WE is related to higher employees' performance, organizational commitment, and lower turnover intentions, absenteeism (Bakker & Leiter, 2010;Borst et al., 2020;Mazzetti et al., 2021;Neuber et al., 2022;Qing & Zhou, 2017). ...
... Liu et al. (2016) emphasize that positive emotions can help individuals build physical, intellectual, psychological, and social resources that benefit themselves and other members of the social system they are in. According to the Broaden-and-Build theory (Bakker & Leiter, 2010;Fredrickson, 2001;Tang et al., 2016), positive emotions/moods broaden one's awareness and cognitive flexibility, creativity, attention, and efficiency, thereby enhancing the ability to perceive a wider range of possibilities. Additionally, Greenhaus and Powell (2006) propose an enrichment path known as the affective path, where positive emotions are transferred from one domain to another through a mechanism called spillover. ...
The aim of this study is to systematically summarize and analyze the relationship between work engagement and work-family enrichment. The study focuses on two aspects: the empirical direction of the relationship and the examination of mediators and moderators. A systematic literature review procedure was applied to search and review articles in four databases. Forty-six studies were included. The systematic literature review revealed that work engagement is more often considered as a predictor of work-family enrichment, rather than vice versa. However, only a few studies analyzed and found evidence of a bidirectional relationship. Additionally, only 11 studies examined the constructs that mediate or moderate the relationship. To provide a summary of the results, a random effects model was employed for meta-analytical investigation. The meta-analytic results revealed a moderate positive relationship between work engagement and work-family enrichment, as well as between work engagement and family-work enrichment. Furthermore, the results indicated that age, gender, and the region where the study was conducted did not moderate these relationships. These findings suggest that human resource specialists should consider investing more in promoting work-family enrichment, which in turn could increase employees' work engagement and vice versa, given the reciprocal nature of the relationship. It is important to note that the main limitation of this review is the use of only general scores of work engagement and work-family enrichment.
... Several theories have been associated in determining the relationship between psychological capital and organizational citizenship behavior. These theories include the concept of Psychological Capital by Luthans et al. (2007), Social Exchange Theory by Homans (1958, and Job Demands Resources Model by Leiter & Bakker (2010). ...
... In the job demands resources (JD-R) model job characteristics are classified into two groups which are job-related demands and job-related resources (Leiter & Bakker, 2010). Job-related demands are the physical, psychological, social or organisational traits of a task, which promote continued physical, cognitive and emotional effort or skills (Schaufeli & Taris, 2014). ...
... Karyawan dengan work engagement yang tinggi ditunjukkan dengan bekerja penuh antusias, semangat tinggi, bertindak profesional, menganggap pekerjaannya sebagai suatu hal yang penting, serta berusaha untuk menghadapi kesulitan dalam bekerja. Apabila karyawan dalam bekerja menunjukkan engagement maka memiliki keinginan untuk berkembang, berkomitmen tinggi, serta mencapai prestasi dalam pekerjaannya pada suatu perusahaan (Bakker & Leiter, 2010). ...
The company has components in supporting productivity, human resources are an important component to develop the company. Employees having work engagement can provide inherent energy and attention and give their best to their work. One of the factors of work engagement is job resources related to job satisfaction, job satisfaction has a positive relationship with work engagement. Employees show a positive level of feelings for the work done. The purpose of this study is to determine the relationship between job satisfaction and work engagement in employees of PT. KI Special Region of Yogyakarta. Respondents from this study were company employees with male and female genders and already had the status of permanent employees. This study uses a quantitative approach with data collection tools using the UWES-9 scale (Utrecht Work Engagement Scale) developed by Bakker and Schaufeli, while the second scale uses JSS (Job Satisfaction Survey) developed by Spector. The participating subjects numbered 50 employees. Data analysis using pearson's product moment. The results of the study showed a positive relationship between job satisfaction and work engagement in employees with r = 0.715 and a significance value of p = 0.00 (p<0.05), so it can be said that the hypothesis in this study was accepted.
... Work engagement is a positive mental state that is associated with the work activities that an individual engages in, as evidenced by the presence of enthusiasm, dedication, and appreciation (Schaufeli et al., 2002). Work engagement is a positive work-related active state of employees in carrying out their work by actively participating and being marked by enthusiasm, dedication, and absorption, as also conveyed by the statement from (Bakker & Leiter, 2010). Engagement is the capacity of an individual to commit both intellectually and psychologically to the organization, as stated by Lockwood (2005). ...
This study examines how workload and organizational communication impact work engagement among air traffic controllers at AirNav Indonesia, Palembang, with interpersonal conflict as an intervening variable. Using a causal quantitative design with a structural equation model, findings show that a high workload negatively affects work engagement through increased interpersonal conflict. In contrast, effective organizational communication enhances work engagement and reduces conflict. Thus, while workload diminishes engagement through conflict, good communication boosts engagement and minimizes conflicts among air traffic controllers.
... PWDs should possess a high level of engagement to enable them to achieve a positive work related state of mind and meaningful employment (Shimazu, Schaufeli, Kamiyama & Kawakami, 2015). Studies have shown that engaged and committed employees will stay strong and focused, thus contributing to corporate success (Leiter & Bakker, 2010). Job resources and personal resources are regarded as the antecedents for work engagement (Bakker & Demerouti, 2007). ...
This study aims to explore the factors of person with disabilities' (PWD) work engagement at individual level specifically the personal resources that enhance their work engagement. The study adopted a qualitative approach. Semi-structured interviews with 11 PWDs working in various public and private sectors in Kuala Lumpur and Selangor were conducted using purposive sampling and snowball sampling. The qualitative data obtained was analysed using Thematic Analysis. From the result of the study, several factors related to personal resources are regarded as important in influencing PWDs work engagement. These personal resources include optimism, resilience, self-efficacy, interest and courage. Additionally, it was discovered that these resources are advantageous for the performance of these workers as they enable them to be more invested and dedicated at work. It is hoped that PWDs will focus on these personal resources when working and that the organisation will recognise the value of these personal resources so that PWD can work more effectively and be more committed to their organisations.
... The study variables (dependent and independent) were adapted from the studies of previous authors Macey and Schneider, (2008); Holbeche and Springett, (2003) and Leiter and Bakker, (2010) suggest the various elements that were used for employee engagement. However, the performance index adapted the measures of Christian et. ...
Employee engagement has become an important challenging task for organisations in recent years. Almost all the industries have given proper space to employee engagement but the banking sector has focused on this aspect with greater emphasis as the turnover rate of employees is comparatively high in this sector. The study therefore examined the effect of employee engagement on performance of microfinance banks in Ilorin Metropolis. This study adopted a descriptive research design via the structured online survey instrument-questionnaire. Population of this study includes 232 staff of Microfinance Banks. The study adopted census study owing to the fact that the entire population cannot be reached and studied. The study was analysed using standard multiple regression analysis. The study found that most of the explanatory variables have positive effect on the performance of microfinance banks in Ilorin. The adjusted R2 regression coefficient of profitability is 0.060. Based on the findings, the study concluded that employee engagement indeed has positive effect on organisational performance. Therefore, the study recommended that the profitability of an organisation is brought about if employees are judiciously supervised. The fundamentals of good leadership should therefore be inculcated into the management staff to ensure that the employees are engaged.
... Organizations should provide training to employees to develop capabilities of accessing information by using the internet (Bruyère et al., 2006). Many previous studies judged that training has a significant impact on sales performance, cost saving, decision-making, and accessibility (Bakker & Leiter, 2010;Dahkoul, 2018;Frayne & Geringer, 2000;Palmen, 2013). Thus, this study hypothesized that: H1: Training is positively associated with perceived sales performance. ...
The aim of this study to address the purposeful question for the managers and researchers is how organizational resources through mobile marketing (M-marketing) capabilities can improve sales performance of organizations. The study considered training, internal marketing, organizational culture and product-related knowledge as organizational resources that enhance perceived sales performance through different M-marketing capabilities like accessibility, cost saving and quick decision making. This research incorporated dynamic capability and resource-based view (RBV) theories to construct the research model. 396 responses were received from SMEs employees from ten big cities of Pakistan and structure equation modelling used to examine the research model. Findings showed that the organizational resources (training, internal marketing, organizational culture and product-related knowledge) and M-marketing capabilities (accessibility, cost saving and quick decision making) significantly impacted the PSP. M-marketing capabilities significantly partially mediate among the relationships of organizational resources and PSP.
... This involvement, or work engagement, can lead to better patient care outcomes, reduced burnout, and enhanced cooperation within healthcare settings [4,5]. It is a positive affective-cognitive state that is proactive and characterized by energy, identification with one's work, and an intense focus that is difficult to break [6]. However, the demanding nature of nursing, fraught with emotional challenges and physical fatigue, can hinder the development of such engagement, leading to high turnover rates and affecting overall healthcare delivery [1]. ...
Background
Work engagement in nursing is pivotal for quality care and workforce stability. Under the healthcare goals of Vision 2030, understanding and improving the engagement of nurses is critical in Saudi Arabia. Yet, the current literature on the work engagement of Saudi nurses is scant, presenting a knowledge gap.
Objective
This study aimed to evaluate work engagement levels among Saudi nurses at King Abdulaziz Hospital, Jeddah, and identify key contributing factors.
Methods
A quantitative cross-sectional study design was utilized. A structured questionnaire assessing demographic information, work-related characteristics, and levels of work engagement using the Utrecht Work Engagement Scale was distributed electronically to 466 Saudi nurses at the hospital in November, 2019. Two hundred twenty-four nurses responded. Data were analyzed using descriptive statistics, Mann-Whitney, Kruskal-Wallis tests, and Spearman's correlation and linear regression analysis to examine relationships between engagement and factors.
Results
The mean engagement score was 66.16%, with absorption scoring the highest. Work engagement was significantly associated with years of experience, work position, and employment status. Engagement was higher in nurses with over 20 years of experience and managers. Income level approached a significant relationship with engagement. Demographic factors did not correlate significantly with engagement.
Conclusion
The study found that work engagement among Saudi nurses was significantly influenced by experience, work position, and employment status. These findings highlight the need for a strategic focus on career development and job satisfaction to boost engagement. Future research should explore interventions that enhance engagement and their effects on healthcare outcomes.
... One of the critical factors driving this trend is the recognition that the contribution of dedicated teachers to student achievement plays an important role (Chan Kim & Mauborgne, 1998;Leroy et al., 2007;Mackenzie, 2000). In addition, teacher work engagement behaviors at school have effects on productivity, contribution to school life, creating opportunities, colleague support, creating a positive school climate, increasing job performance, and low burnout levels (Demerouti & Cropanzano, 2010;Hakanen et al., 2006;Houkes et al., 2001;Leiter & Bakker, 2010;Macey & Schneider, 2008;Sonnentag et al., 2010). Moreover, research has shown that teachers who report high levels of job satisfaction, organizational commitment, organizational citizenship, and satisfaction tend to exhibit higher levels of job engagement (Aydogdu & Asikgil, 2011;Blau & Boal, 1987;Finster, 2013;Fleck & Inceoglu, 2010). ...
Attitudes and behaviors towards work enable teachers to perform organizational roles willingly in the educational process. Teachers who do their jobs with great enthusiasm, passion, and commitment are influential in increasing student success. For this reason, there is a need to investigate the individual and organizational factors that play a role in teachers’ work engagement. Previous research has shown that collective teacher efficacy is one of the critical factors that play a role in teachers’ work engagement. However, researchers need to sufficiently focus on the holistic effects of collective teacher efficacy, organizational commitment, and work engagement in teacher research. This research aims to investigate a newly developed model that explores the direct and indirect links among collective teacher efficacy, organizational commitment, and work engagement. The study involves 414 teachers working in state primary schools in 12 regions of Türkiye. A mediation analysis was conducted using structural equation modeling to assess the accuracy of the proposed model in this study. The results of the analysis demonstrate that organizational commitment is essential in mediating the relationship between collective teacher efficacy and work engagement. This study contributes significantly to the existing literature by offering valuable insights into the influence of collective teacher efficacy on work engagement among teachers in Türkiye. Specifically, it presents crucial findings regarding the impact of collective teacher efficacy on organizational commitment, highlighting the mediating role of this construct in the relationship between collective teacher efficacy and work engagement.
... Engaged employees are more likely to handle problems in the workplace with all their strength. They are more careful and attentive in their work, and more committed to their work they do not want to waste time and avoid distracting things (Halbesleben, 2010;Leiter & Bakker, 2010;Shuck, 2011). In this context of the issue, work engagement is thought to be effective on task performance. ...
The goal of this study is to determine the function of work engagement as a mediating factor in the relationship between job crafting, task performance, and employability in the hospitality sector. A questionnaire was applied and participants were drawn from 209 hotel employees in İstanbul, and Kocaeli, Türkiye. To test these hypotheses, structural equation modeling was implemented. The findings show that job crafting is linked to employability and task performance positively. Furthermore, this research looks into the role of work engagement as a mediator in the links between job crafting, perceived employability and task performance. The findings reveal that there are considerable indirect effects, implying that work engagement is mediated. Thus, our results suggest that job crafting was a positive predictor of perceived employability and task performance and work engagement has a mediator role between those variables in the hospitality sector.
... This is due to the relationship between engagement and motivational processes. When workers show high levels of engagement and motivation, they feel driven to achieve challenging goals to succeed at work (Leiter & Bakker, 2010), which is associated with higher customer service quality, customer loyalty and satisfaction (Salanova et al., 2005) and financial performance (Xanthopoulou et al., 2009). In addition to these benefits, employees experience positive emotions and high job satisfaction (Jeanson & Michinov, 2020), enjoy good physical and mental health, show personal initiative and innovative behaviour (Jason & Geetha, 2021) and are strongly eager to learn (Han et al., 2021), which positively impacts their work (Demerouti et al., 2001). ...
Engagement has been defined as an attitude toward work, as a positive, satisfying, work‐related state of mind characterized by high levels of vigour, dedication, and absorption. Both its definition and its assessment have been controversial; however, new methods for its assessment, including artificial intelligence (AI), have been introduced in recent years. Therefore, this research aims to determine the state of the art of AI in the study of engagement. To this end, we conducted a systematic review in accordance with PRISMA to analyse the publications to date on the use of AI for the analysis of engagement. The search, carried out in six databases, was filtered, and 15 papers were finally analysed. The results show that AI has been used mainly to assess and predict engagement levels, as well as to understand the relationships between engagement and other variables. The most commonly used AI techniques are machine learning (ML) and natural language processing (NLP), and all publications use structured and unstructured data, mainly from self‐report instruments, social networks, and datasets. The accuracy of the models varies from 22% to 87%, and its main benefit has been to help both managers and HR staff understand employee engagement, although it has also contributed to research. Most of the articles have been published since 2015, and the geography has been global, with publications predominantly in India and the US. In conclusion, this study highlights the state of the art in AI for the study of engagement and concludes that the number of publications is increasing, indicating that this is possibly a new field or area of research in which important advances can be made in the study of engagement through new and novel techniques.
... The finding also agreed with the research of Bakker, Demerouti and ten Brummelhuis (2012) and Demerouti and Cropanzano (2010) who found that employees who are engaged at work will equally perform better on the job. The finding also supported the recommendations of previous research by Christian et al., (2011 and Leiter and Bakker (2010) who recommended that the experience of high degrees of work engagement of employees enhances job performance. The finding also supported the assertions by Rana, Pant and Chopra (2019) who argued that employees who are engaged at work are characterized as been vigilant, more engrossed with their job and thus considering work engagement to be positively related to job performance. ...
Launching and managing a vocational business venture is one of the greatest legacy an individual can bequeath for him/herself at this present time in Nigeria. Yet, there is chronic shortage of enterprising individuals and the situation is further compounded by insufficient vocational business educators and instructors who would help to prepare individuals to launch and manage a vocational business ventures and continuously improve their knowledge and skills. A number of vocational business educators perform poorly on the job and has negatively influence the workforce needs of the entrepreneurial sector and vocational business education programme.
... İşine adanmış iş görenlerin enerji seviyeleri yüksektir ve işlerine heyecanla dahil olurlar. Araştırmacılarda, adanmışlığın bir enerji kısmı ve bir de kimlik kısmını barındırdığı konusunda görüş birliği bulunmaktadır (Leiter & Bakker, 2010;Kanısıcak, 2018 Araştırma modeli, varsayım ve hipotezlerden hareket ederek araştırma probleminde yer alan değişkenler arasındaki ilişkileri anlamanın mantık kombinasyonu ve yoludur (Saldamlı, 2016;Taşgit, 2013). Bu kapsamda araştırma kapsamında yer alan algılanan örgütsel destek, işe adanmışlık ve işte kendini yetiştirme arasındaki ilişkilere yönelik olarak yapılan daha önceki araştırmalar ve araştırma hipotezleri dikkate alınarak Şekil 1'de araştırmanın modeli sunulmuştur. ...
Bu araştırmanın amacı, algılanan örgütsel destek ile işe adanmışlık arasındaki ilişkide işte kendini yetiştirmenin aracı rolünün tespit edilmesidir. Araştırmanın örneklemi, Erzincan il merkezinde faaliyet gösteren otel işletmelerinde çalışan personellerden oluşmaktadır. Veriler kolayda örnekleme yöntemi kullanılarak 155 kişiden anket yoluyla toplanmıştır. Araştırmanın veri analizinde SPSS 21 ve AMOS 23 programları kullanılmıştır. Verilerin analizi sonucunda, algılanan örgütsel desteğin işe adanmışlık ve işte kendini yetiştirme üzerinde; işte kendini yetiştirmenin işe adanmışlık üzerinde pozitif ve anlamlı bir etkiye sahip olduğu belirlenmiştir. Ayrıca algılanan örgütsel desteğin işe adanmışlık üzerindeki etkisinde işte kendini yetiştirmenin aracılık rolü olduğu tespit edilmiştir. Elde edilen sonuçlar doğrultusunda yöneticilere, özel sektör temsilcilerine ve araştırmacılara çeşitli öneriler sunulmuştur.
Badan Eksekutif Mahasiswa (BEM) memerlukan work engagement dan psychological well-being untuk berfungsi optimal. Penelitian ini bertujuan untuk mengetahui hubungan antara keduanya pada 71 pengurus BEM FKIP ULM dengan metode kuantitatif dan pendekatan korelasional. Pengumpulan data dilakukan melalui skala psychological well-being dan skala work engagement. Hasil analisis menunjukkan signifikansi 0,000 (p<0,05) dan koefisien korelasi 0,760, mengindikasikan hubungan kuat searah. Temuan ini berguna bagi layanan bimbingan konseling di kampus dalam merancang program manajemen stres dan peningkatan motivasi bagi pengurus organisasi.Abstract: The Student Executive Board (BEM) requires work engagement and psychological well-being to function optimally. This research aims to determine the relationship between the two in 71 BEM FKIP ULM administrators using quantitative methods and a correlational approach. Data collection was carried out through the psychological well-being scale and work engagement scale. The analysis results show a significance of 0.000 (p<0.05) and a correlation coefficient of 0.760, indicating a strong unidirectional relationship. These findings are useful for counseling services on campus in designing stress management programs and increasing motivation for organizational administrators.
In this study, we clarified the characteristics of job satisfaction by occupation and age group based on the survey (n = 2,318) of building construction business sector of the Japanese general contractor. And we also classified them into five groups based on the characteristics of their response tendencies by cluster analysis and discussed the characteristics and improvement measures for each group. Finally, a structural model of the formative factors of employee engagement is presented by structural equation modeling. After clarifying these issues, we examined job satisfaction and employee engagement enhancement.
In the context of the New Normal and the VUCA (volatile, uncertain, complex, ambiguous) era, organisations face adjustments to the changes brought by the COVID-19 pandemic, especially the shifting to new work modes and configurations with their consequences on employees’ wellbeing, in terms of exhaustion, resignation, and quitting tendencies. This study, rooted in the psychology of sustainability and sustainable development, employs a primary prevention perspective to examine a relational factor, the leader–member exchange (LMX), which might shield employees from exhaustion and turnover intention. Specifically, we propose a double-chained mediation model to investigate how high-quality LMX fosters a positive adjustment to employees’ specific work modes, in-person or hybrid work, subsequently reducing employees’ feelings of exhaustion and their intentions to leave the organisation. A convenience sample of 257 Italian employees participated in this study by completing an online self-report survey. Hypotheses were tested using the PROCESS macro in SPSS 25.0 (Model 6). The results indicate that positive LMX and adjustment to the work mode reduce exhaustion and turnover intention; furthermore, they highlight the existence of a more complex dynamic linking LMX to turnover intention through a double-chained mediation of adjustment to the work mode and exhaustion. Indeed, higher LMX quality favours adjustment to the work mode, decreasing employees’ feelings of exhaustion and, in turn, their turnover intention. Specifically, the findings of this study add a novel contribution to the literature on the psychology of sustainability and sustainable development by emphasising the significance of positive LMX in becoming a factor of wellbeing and sustainability in the workplace through the promotion of the adjustment to both in-person and hybrid work modes. Organisations may benefit of this approach to LMX that, through the consideration of employees’ needs, may favour their adjustment to different work modes, thus becoming a sustainable LMX, and a promoter of employees’ wellbeing and retention.
Aims: This study examines the contribution of top management’s transformational leadership behaviors on two targets of nurses’ turnover intention (organization and occupation) by focusing on the indirect (through vigor and dedication) and conditional indirect associations (involving autonomous motivation as a moderator).
Background: Although the issue of nurse turnover has received growing scientific attention, the research is currently silent about the specific targets of turnover intention and more importantly, the potential pathways through which top management’s transformational leadership behaviors relate to each target.
Method: Cross-sectional data from a sample of 426 French–Canadian nurses and structural equation modeling were used to test the proposed model.
Results: Top management’s transformational leadership behaviors distinctly predicted organizational and occupational turnover intention through specific nurses’ states of engagement. While perceived transformational leadership positively predicted vigor, its indirect associations (via dedication) with organizational and occupational turnover intention depend on nurses’ level of autonomous motivation at work.
Conclusion: In times of nurse shortage, the present findings provide insights into how and when top management’s transformational leadership behaviors relate to nurses’ organizational and occupational turnover intention.
Implications for Nursing Management: Healthcare organizations are advised to foster top management transformational leadership behaviors and autonomous motivation to sustain the nursing workforce.
This study investigates the characteristics that may affect an organization’s capacity for innovation. We explored the effects of learning organizations on creativity through employee resilience and work engagement, utilizing a standardized questionnaire administered to 430 Jordanian bank workers. The data were analyzed using WarpPLS, employing partial least squares structural equation modeling (PLS-SEM) (version 8.0). Our findings reveal a significant and positive influence of “learning organization” on innovation, “work engagement,” and worker resilience. Furthermore, employee resilience and job engagement significantly and positively impact innovation. Additionally, employee resilience and workplace engagement significantly mediate the relationship between learning organizations and innovation. This study’s theoretical implications highlight how organizational learning theory can be used to enhance organizational creativity. A complete strategy that considers both organizational strategies and human aspects is necessary to promote innovation.
When organizations or managers utilize personality assessments for their workers, it is crucial to consider not only personality profiles but also the interaction between these profiles and the psychosocial environmental factors in the workplace. The present study aimed to examine the moderating effects of the five-factor model (FFM) of personality traits on the relationship between job demands/resources and work engagement (WE). A cross-sectional online survey was conducted between November and December 2022, targeting full-time workers in Japan. Data were collected from 1500 participants (757 men and 743 women). The survey included demographic variables, job demands and resources (job control, supervisor, and coworker support), WE, and the FFM. The primary statistical analysis was hierarchical regression analysis, which tested the interactions between job demands/resources and each personality trait. Four significant interactions were found: job demands and neuroticism, control and neuroticism, control and conscientiousness, and supervisor support and extraversion. High conscientiousness was associated with higher WE when job control was abundant. Moreover, low levels of both neuroticism and extraversion were linked to higher WE. The results suggest that managers can enhance WE by aligning workplace factors with employee personality traits. These insights can be applied to organizational staffing decisions.
The work environment among child welfare workers (CWW) has often been described as intensive and complex, filled with uncountable negative experiences for CWW. Several authors have also pointed out that measures should be in place to curb these negative workplace experiences. Since most recent publications within the field points to the impact of psychosocial risks on the health and well‐being on CWW, the current scoping review explored the literature to investigate existing intervention studies and provide recommendations for future research. We employed the Preferred Reporting Items for Systematic Reviews and Meta‐Analysis extension for scoping Reviews (PRISMA‐ScR) checklist as a guide for reporting findings. The authors explored five databases and identified a total of nine primary studies investigating health and well‐being intervention among CWW in the review. Based on the intervention focuses of the included studies, three overarching thematic categories were constructed: design team‐based interventions, colleagues/peer interventions, and individual‐centered interventions. Findings showed that more health and well‐being intervention research tailored to the needs of CWW is needed within the field.
Background
Engaged teachers experience a positive, fulfilling, and work-related state of mind related to their work tasks able to affect their well-being positively. Nevertheless, teachers are particularly exposed to burnout risk, which is highly probable to occur during teachers’ professional careers. The current study investigates the mediating effect of burnout, through which work engagement influences subjective well-being.
Methods
Participants were 807 Italian teachers (Female, 91.7%; Mage = 47.54; SD = 9.91). Self-report instruments were administered to evaluate teachers’ burnout (BAT, Burnout Assessment Tool), well-being (WHO-5 Well-being Index), and work engagement (UWES-3, Utrecht Work Engagement Scale).
Results
Findings show that exhaustion (β = −0.2162, p < 0.001) and psychological distress (β = −0.2811, p < 0.001) mediate the relationship between work engagement and well-being (total effect, β = 0.6409, p < 0.001).
Conclusions
These results enable us to gain a deeper understanding of how the phenomenon of burnout impacts teachers’ well-being, allowing us to design training, prevention, and evaluation programs that consider the complex nature of burnout.
Research on remote and hybrid work often overlooks the impact of these arrangements on employee commitment and engagement. While many studies focus on technological challenges or the effects on productivity and work-life balance, few explore how remote work shapes employee attitudes and behaviors, particularly in terms of involvement with the work and commitment to the organization. This chapter addresses this gap by presenting empirical insights into the effects of remote work on these key dimensions. Through a quantitative approach, 211 complete responses were collected via an online questionnaire, using validated scales by Schaufeli and Bakker for engagement and Meyer and Allen for commitment. The results suggest that remote work positively influences employee engagement and organizational commitment by fostering positive social relationships. However, the success of remote work practices depends on their careful implementation and the presence of supportive policies.
An important goal of the Regional Competence Center AKzentE4.0 is to support companies in the Rhineland region in designing their digital transformation in a human-friendly way based on scientific findings. In order to derive evidence-based guidelines for the humane design of AI-supported work, further insights are needed into how the use of AI affects characteristics of humane work design and how this differs from the general use of digital technologies. To this end, a secondary analysis of a questionnaire study conducted in the context of AKzentE4.0 was carried out. The analyzed dataset included responses from N = 825 digital information workers. Two central research questions were analyzed: 1. Does the perception of work engagement differ between users and non-users of AI systems? 2. Which characteristics of human-centered work design predict work engagement when working with AI and are there differences compared to those who do not work with AI?
Practical Relevance: The results show that a human-centered and humane design of AI-supported work should focus on providing meaningful tasks for employees, support from supervisors and preserving employees’ autonomy. Particularly, the aspect of meaningful work can be threatened by technology. For AI systems to be effective in the workplace in terms of maintaining health and promoting learning, care should be taken to ensure that they can support work in a targeted way and do not replace, but rather promote meaningful work tasks. Employees, with the support of their managers, should also be able to control the use of AI systems to maintain greater autonomy and agency.
BACKGROUND: Servant leadership plays a crucial role in fostering employees’ affective commitment within organizations. However, understanding the underlying mechanism through which servant leadership influences affective commitment is important to provide valuable insights into organizational research and practice. OBJECTIVE: This study aims to examine the mediating and moderating role of work engagement on the relationship between servant leadership and affective commitment in social exchange theory (SET). METHODS: Using the quantitative data via the completion of an online survey derived from employees in Indonesian public health institution, 154 useful data were analyzed using partial least squares structural equation modelling (PLS-SEM). Additionally, SmartPLS version 3.2 was utilized for testing the proposed hypotheses. RESULTS: The results of the study show that servant leadership has no significant effect on affective commitment, but significant on work engagement. Also, the finding confirmed that work engagement has a significant effect on affective commitment. Furthermore, the empirical findings highlighted that work engagement fully mediates the link between servant leadership and affective commitment. However, regarding the moderation effect, work engagement does not moderate the relationship between servant leadership and affective commitment. CONCLUSION: Servant leadership, rooted in the philosophy of serving others first, is theorized to have a significant impact on work engagement through the lens of SET. Servant leaders, by prioritizing the needs and development of their employees, foster a supportive work environment characterized by trust and empowerment. In return, employees reciprocate by investing more effort and energy into their work, leading to higher levels of work engagement.
Change in schools often concerns improving education, originating in the aim to align learning and outcomes with societal and labor market needs. Change is often dictated by policy and management, yet generally translated, integrated, and effectuated by education professionals, who see their practice continuously changing. Approaching the matter with a combination of systems approach and social constructivism, this chapter aims to analyze change and improvement in schools from the perspective of educators, who through their daily practice and professionalism constitute and breath school changes. It does so by examining managerialism, self determination theory, and professional identity as a foundation for a more practical approach to team learning. Distributed leadership and other recommendations are provided to bridge tensions and distance between educators, management, and leadership.
The present diary study investigates the impact of daily effort-reward imbalance (ERI), subjective stress and the cortisol awakening response (CAR) as an objective measure on work engagement of top managers and high-level works council members (N = 45) on three consecutive working days. In the scope of psychosocial risk assessment, we argue that focusing on ERI as a generalized work characteristic might be more suitable for work re-design of higher leadership positions because of their highly dynamic and unpredictable psychosocial work characteristics, while at the same time having more access to job resources. The analyses reveal that both baseline and daily ERI, as well as subjective stress, influence work engagement. Our results suggest that interventions to reduce daily levels of ERI may improve the work environment of top managers and works councils by promoting work engagement and related positive health outcomes in the scope of person-centred risk assessment.
Purpose
This research relied on the broaden-and-build (B&B) theory to explore emotional predictors for curiosity-related differences in daily engagement and contextual performance. We tested a moderated mediation model, arguing that daily positive emotions would be related to daily work engagement and contextual performance.
Design/methodology/approach
A total of 586 participants participated in a five-day diary study (n = 2379).
Findings
Multi-level modeling showed that, at the person level of analysis, daily positive emotions were significantly and positively related to daily work engagement and, in turn, daily performance. At the daily level of analysis, the mediation model was moderated by curiosity, such that it became stronger for individuals who scored higher on curiosity.
Originality/value
These findings make relevant theoretical contributions to understanding the power of curiosity for daily emotional dynamics in organizations. Compared to traditional between-person variables, these results also expand knowledge on within-person processes that explain daily work engagement and contextual performance. In sum, this study shows that “curiosity does not kill the cat”; instead, it makes it productive.
Introduction
The motivation process from personal resources to commitment of administrative employees is still little studied. This article uses the Job Demands-Resources model to investigate how the multiplicative effect of personal resources and a goal-oriented climate among public employees influences their satisfaction and engagement at work. Specifically, it proposes a model where the influence of psychological capital on engagement is mediated by job satisfaction and moderated by the goal orientation climate.
Method
A total of 326 employees of the administrative staff of a Spanish Public Administration answered a self-reported survey. Partial Least Square-Structural Equation Modeling (PLS-SEM) approach was used to evaluate the validity and reliability of the data, as well as, to test the hypotheses formulated.
Results
The SEM results show the positive impact of psychological capital on employee engagement, and the mediating role of job satisfaction in this relationship. Furthermore, the existence of a goal-oriented climate negatively moderated the relationship between Psychological Capital and Job Satisfaction, reducing the mediation effect.
Discussion
These findings open new doors for future research in the necessary adaptation of human resource policies to improve the motivation process in the public administration context.
The model of excellencism and perfectionism (MEP) theorizes that the attitude toward goals as characterized in excellencism is desirable over perfectionism. Using the self-determination theory (SDT), this study aims to investigate the varying effects of perfectionism and excellencism on work engagement and performance. The study used a time-lagged multi-phase, multi-source, and cross-sectional online survey to collect responses from 360 corporate employees of Indian companies in the services industry. The results indicate that while both perfectionism and excellencism entail pursuing high standards, they relate differently with performance and work engagement. Interestingly, excellencism and work engagement were significantly associated with performance (p < .001); however, perfectionism was insignificant (p = .989). Perfectionism strengthens work engagement (β = 0.112; p = .013), while excellencism has an insignificant effect (β = 0.035; p = .537). Work engagement fully mediates the perfectionism-performance relationship. This demonstrates that striving for excellence alone is sufficient to achieve positive performance, challenging the traditional belief that one must focus on perfection. Furthermore, perfectionism is positively associated with performance only when employees are engaged and have positive motivation toward work.
Drawing on two theoretical frameworks–positive psychology theory and conservation of resources theory–the relationship and underlying mechanism between team-level service-oriented human resource practice (SO-HRP) bundles and team performance were explored by constructing a team-level serial mediation model. Survey data were collected from 424 employees at 80 branches of five financial holding companies in Northern Taiwan. The team-level serial-mediated model and hypotheses were examined using SPSS version 24 and the PROCESS macro for SPSS. The results indicate that team psychological capital (PsyCap) and team work engagement serially mediated the relationship between SO-HRP bundles and team performance. These results imply that managers should plan and implement SO-HRP bundles in detail, reinforce team PsyCap, and increase engagement within their financial service teams to enhance team performance.
Purpose
This study aims to determine the effect of psychological capital (PsyCap) on innovative work behavior (IWB) by incorporating the mediating role of work engagement and examine the moderating role of transformational leadership in the relationship between PsyCap and IWB.
Design/methodology/approach
Using a correlational design, this research involved 270 nurses from seven public hospitals across Iraq, selected through purposive sampling. Data analysis was conducted using partial least squares structural equation modeling (SmartPLS 3).
Findings
The distinctness of the variables used in this study was confirmed by confirmatory factor analysis. The findings show that a PsyCap had a positive influence on IWB directly and indirectly through the mediating of work engagement, and transformational leadership positively moderates the relationship between a PsyCap and IWB in such a way that with high transformational leadership behavior, the relationship will be strengthened.
Originality/value
By focusing on Iraqi nurses, this study not only contributes to the existing literature on PsyCap and IWB but also underscores the unique contextual challenges faced by health-care professionals in conflict-affected areas. The findings emphasize the importance of nurturing leadership qualities to foster a resilient and innovative nursing workforce in such settings.
Background
Typically, work engagement is positively related to beneficial job outcomes. Earlier studies, however, revealed a “dark side” of work engagement showing negative effects such as more work-family conflict. Using a resource perspective, our study seeks to better understand why and when these negative effects of work engagement occur. Specifically, we test a new model in which the relationship of work engagement with work-family conflict is mediated by organizational citizenship behavior (OCB) and work rumination. Moreover, we argue that employees’ resource-building strategies (i.e., job crafting) and resource levels (i.e., psychological capital) buffer resource depletion due to high work engagement.
Methods
We tested our assumptions in a field study that involved data collected on three measurement points with 523 employees from Nigeria. The measures consist of Utrecht Work Engagement Scale, Organizational Citizenship Behavior Scale, Work Rumination Scale, Psychological Capital Scale, Job Crafting Measure, Work-family Conflict Scale, and demographic variables. Structural Equation Modeling (SEM) was used to test the hypotheses.
Results and discussion
Results from latent structure equation modelling confirm that work rumination mediates the positive relationship between work engagement and work-family conflict. Additionally, our findings suggest that behavioral engagement (i.e.,OCB) and work rumination mediate the relationship between work engagement and work-family conflict. Moreover, psychological capital mitigated the relationships of work engagement with work rumination, but not job crafting. Our study helps to better understand the “dark side” of work engagement and offers implications on how to mitigate its detrimental relationship with work-family conflict.
Engaged employees, especially the frontline professionals in the healthcare sector, play a vital role in overcoming the challenges like Covid-19. This research determines how a sustainable leadership style leads to workplace engagement through the sequential mediation of organizational support and gratitude. It draws on the broaden-and-build theory and endeavors to look beyond traditional leadership philosophies. The findings of the current study will inspire the administration of healthcare institutions to invest resources that foster a supportive environment for their workers by employing sustainable leadership practices that may minimize the negative impacts of overwork faced by frontline personnel during pandemics like COVID-19.
Purpose
This article aims to explore the issue of digital well-being as a resource for achieving overall well-being at work and to assist managers in coping with technological demands during the hybrid mode of work. It describes how managers organize their work using information and communication technologies (ICT). Efforts were also made to determine the patterns of technology usage in a hybrid work environment. The level of technology acceptance, perception, and managers’ attitudes towards technological changes were also considered.
Design/methodology/approach
This research employs a qualitative methodology, and the thematic exploration involves scrutinizing findings obtained from 20 in-depth interviews with managers (white-collar workers) employed in large organizations in Poland and is preceded by a literature review.
Findings
With the increasingly prevalent model of hybrid work, the number and frequency of ICT usage by managers are also on the rise. The findings enhance our understanding of how various behavioral patterns of interaction with information technology among managers shape concentration management, perceptions of technostress, work-life balance, managers’ regeneration practices, and contribute to their digital well-being.
Practical implications
The results indicate the need for organizations to be more mindful of promoting sustainable ICT usage by managers, which can lead to an increase in their digital well-being and prevent the cultivation of an “always-on” culture within the organization. This approach also enables managers to constructively handle the continually increasing technological demands and technostress.
Originality/value
This research significantly contributes to the literature by examining how the utilization of information and communication technologies impacts the digital well-being of managers in a hybrid work environment. Without digital well-being, managers may find it challenging to achieve overall well-being at work, which can, in the long run, result in decreased productivity.
Employee engagement is the concept by which an employee’s intellectual and his emotional attachment to work and organization is measured. Employees of the hotels are to be engaged to reduce employee turnover, enhance customer satisfaction and improved business performance that influences the sustainability of the organization in an aggressively competitive market. Data for the research has been collected from a four and five star category hotels at Kolkata which is analyzed for the role of employee’s personal characteristics, on the employee’s perception on engagement. The finding suggest that employee’s level of educational qualification and there gender have great role in their level of organizational engagement. Suggestions has been provided to improve the employee engagement in the study organizations.
Objective: Admission to university means a change in lifestyles for young people, who are burdened by factors such as emotional problems, stress and must develop the skills to face positively their university studies developing their academic engagement [EA]. In this context, the aim of this study was to determine the relationship between the employment situation and academic engagement in university students. Methods: A quantitative methodology with a cross-sectional correlational design was used. The sample consisted of 429 university students, male and female, selected by a random probabilistic criterion. The Utrecht Work Engagement Scale was used to collect information. The statistical test used corresponds to the Spearman correlation. Results: The main results reveal that the level of EE of university students is average, since 48.5% identified with this level. In the dimension of vigor of the EA, high percentages of university students with a medium level of engagement with a tendency to low and very low levels were found. In the dimension of dedication, university students were characterized by having a medium level with a tendency to high and very high levels, while in the dimension of absorption, university students are characterized by having a medium level of engagement with a tendency to low levels. On the other hand, the employment situation of university students reveals that 69% study and work, while 31% only study. Conclusion: It is concluded that there is a moderate relationship between the employment situation and the EA since the p value obtained is less than the proposed significance value (0.025<0.050).
Önlenemeyen bir hızla artan rekabet her geçen gün çalışanların ve olumlu çalışan davranışlarının desteklenmesini işletmeler için stratejik bir unsur haline getirmiştir. Özellikle belirlenen hedefler doğrultusunda olumlu çalışan davranışlarının oluşturulması ve teşvik edilmesi konusunda mütevazı liderlik kavramı öne çıkan kavramlardan biri olarak görülmektedir. Mütevazı liderlik, çalışanları pozitif etkileyerek onların işlerini daha yüksek motivasyonla gerçekleştirmelerine katkı sağlamaktadır. Dolayısıyla mütevazı liderler, çalışanlarla iyi ilişkiler kurarak, “biz” duygusu oluşturarak ve astlarını doğru şekilde yönlendirerek onların işe olan katkılarını arttırmakta ve çalışanların iş üzerinde inisiyatif almalarını kolaylaştırmaktadırlar. Ayrıca kendilerini ve çalışanlarını doğru ve nesnel olarak değerlendiren mütevazı liderler, çalışanları takdir ederek onların işlerini yüksek coşkuyla yapmalarına katkı sağlamaktadırlar. Bu sayede çalışanlar işletme faaliyetlerinde daha yenilikçi fikirler oluşturabilmekte ve işleri üzerinde inisiyatif alarak daha yetkin çalışanlar haline gelmektedirler. Bu kapsamda, “Mütevazı liderlik ile işe angaje olma arasındaki ilişkide psikolojik güçlendirmenin aracılık rolü var mıdır?” sorusuna örneklem bağlamında yanıt aranması amaçlanmıştır. Dolayısıyla bu araştırmada, çalışanların mütevazı liderlik algıları ile işe angaje olma düzeyleri arasındaki ilişkide psikolojik güçlendirmenin aracılık rolü incelenmiştir. Çalışma ampirik bir araştırma niteliğindedir. Bu araştırmada nicel araştırmalardan ilişkisel tarama yöntemi kullanılmıştır. Araştırmada veri toplama aracı olarak anket tekniği kullanılmıştır. Örneklem, belirlenen imalat sektöründeki işletmelerde görev yapan beyaz yakalı çalışanlar arasından kolayda örnekleme yolu ile seçilmiştir. Verilerin analizinde tanımlayıcı istatistikler (ortalama, standart sapma vb.), Pearson korelasyon analizi ve Bootstrap yöntemini temel alan regresyon analizleri kullanılmıştır. Araştırmanın sonuçlarına göre, mütevazı liderliğin, işe angaje olma ve psikolojik güçlendirme üzerindeki etkisinin pozitif yönlü ve istatistiksel olarak anlamlı olduğu sonucuna ulaşılmıştır. Aracılık etkisi test sonuçlarına göre, mütevazı liderlik ile işe angaje olma ilişkisinde psikolojik güçlendirmenin aracılık rolünün olduğu sonucuna ulaşılmıştır.
This study aims to investigate the prevalence of work engagement among young Vietnamese workers and to examine the influence of demographic factors on their engagement levels. A questionnaire survey was administered to 426 young workers, with 420 valid responses analyzed. The Utrecht Work Engagement Scale-17 was used to measure work engagement, and data were analyzed using descriptive statistics, comparative analyses, and post-hoc tests. Overall work engagement among young workers was average (M = 3.72, SD = 0.903). Male workers exhibited higher levels of dedication (M = 4.19, SD = 1.15) and vigor (M = 3.98, SD = 1.11) compared to females. Older workers (35-40 years) and those with more work experience (>5 years) demonstrated greater absorption and dedication. Significant differences in work engagement were found across age and work experience groups. The study highlights the importance of demographic factors in work engagement among young Vietnamese workers. Tailored organizational strategies that address gender-specific needs, support new hires, and leverage the expertise of experienced employees are recommended to enhance work engagement and productivity.
The increasingly rapid development of education in Indonesia requires strong involvement and engagement of lecturers, including in West Java. In reality, there are still some lecturers who have low involvement and engagement in education at their universities. This study examines the influence of proactive personality and emotional regulation on employee engagement, by considering the moderation of religiosity in this relationship pattern. expertise and knowledge in their field make them not focus on developing the quality of the campus they hold. The population of this study were Muslim lecturers who taught at universities in Bandung City, selected using the purposive sampling method, with 100 respondents. The data obtained was processed using Structural Equation Modeling with Partial Least Square (SEM-PLS). The results of this study show that employee engagement can be influenced by proactive personality and emotional regulation, and this influence is stronger when the lecturer's level of religiosity is high. These findings provide important insights for understanding factors that influence employee engagement in academic contexts.
Decent work was proposed by International Labour Organization (ILO) as an institutional measure to address challenges faced by labor in the current competitive dynamic labor market. This study aims to investigate the impact of “decent work” dimensions on faculty members’ Innovative Work Behaviour (IWB) in higher education institutes. The study also explores the possible role of work engagement in mediating this relationship. Moreover, the study aims to discover the role of job self-efficacy in mediating the relationship between decent work and work engagement. Using the SEM (Structural Equational Modelling) method, we test our model’s hypotheses with data from 224 faculty members working in higher education institutes through the use of questionnaires. Results suggest that “decent work” was a predictor of IWB only through the full mediation of work engagement. Decent work was found to significantly impact job self-efficacy and work engagement. Furthermore, job self-efficacy was found to play an important role in promoting work engagement and acts as a mediating variable in the relationship between decent work and work engagement. Findings encourage education policymakers to implement new strategies and policies to promote higher levels of decent work for faculty members, with greater emphasis on work engagement, to enhance their IWB. This study is one of a few studies conducted in emerging economies that highlight “decent work” as an essential job resource, useful in enhancing work engagement and leading to higher IWB among faculty members in higher education institutions.
Bilgi iletişim teknolojilerinde yaşanan baş döndürücü yenilikler, iletişim alanında da kendisini göstermiş, bu durum örgütler üzerindeki birçok parametreyi de etkilemiştir. Araştırmanın amacı, örgütsel iletişimin (Öİ) işe angaje olma (İAO) üzerindeki etkisinde yaşam tatmininin (YT) aracı rolünü test etmektir. Araştırmada örneklem olarak Karaman Organize Sanayi Bölgesi’nde faaliyetlerini sürdüren ambalaj sektörü çalışanları seçilmiş, ilgili örneklemden yüz yüze anket tekniği kullanılarak veriler toplanmıştır. Araştırmada veri toplama aracı olarak Örgütsel İletişim Ölçeği, İşe Angaje Olma Ölçeği ve Yaşam Tatmini Ölçeği kullanılmıştır. İlgili örneklemden toplanan veriler, SPSS 26 ve Hayes Model 4 programı vasıtasıyla analiz edilmiştir. Analiz sonuçlarına göre, araştırma hipotezlerinin tamamı kabul edilmiştir. Örgütsel iletişim, işe angaje olma ve yaşam tatmini üzerinde anlamlı bir etkiye sahiptir. Buna ek olarak yaşam tatmini ile işe angaje olma arasında da pozitif yönlü ilişki söz konusudur. Son olarak örgütsel iletişimin işe angaje olma üzerindeki etkisinde yaşam tatmininin kısmi aracılık rolü üstlendiği tespit edilmiştir.
Extrapolating from B. L. Fredrickson's (1998, 2001) broaden-and-build theory of positive emotions, the authors hypothesized that positive emotions are active ingredients within trait resilience. U.S. college students (18 men and 28 women) were tested in early 2001 and again in the weeks following the September 11th terrorist attacks. Mediational analyses showed that positive emotions experienced in the wake of the attacks - gratitude, interest, love, and so forth - fully accounted for the relations between (a) precrisis resilience and later development of depressive symptoms and (b) precrisis resilience and postcrisis growth in psychological resources. Findings suggest that positive emotions in the aftermath of crises buffer resilient people against depression and fuel thriving, consistent with the broaden-and-build theory. Discussion touches on implications for coping.
The meaning of employee engagement is ambiguous among both academic researchers and among practitioners who use it in conversations with clients. We show that the term is used at different times to refer to psychological states, traits, and behaviors as well as their antecedents and outcomes. Drawing on diverse relevant literatures, we offer a series of propositions about (a) psychological state engagement; (b) behavioral engagement; and (c) trait engagement. In addition, we offer propositions regarding the effects of job attributes and leadership as main effects on state and behavioral engagement and as moderators of the relationships among the 3 facets of engagement. We conclude with thoughts about the measurement of the 3 facets of engagement and potential antecedents, especially measurement via employee surveys.
Four studies with 256 undergraduates showed that positive affect, induced in any of 3 ways, influenced categorization of either of 2 types of stimuli—words or colors. As reflected by performance on 2 types of tasks (rating and sorting), Ss in whom positive affect had been induced tended to create and use categories more inclusively than did Ss in a control condition. On one task, they tended to group more stimuli together, and on the other task they tended to rate more low-prototypic exemplars of a category as members of the category. Results are interpreted in terms of an influence of affect on cognitive organization or on processes that might influence cognitive organization. It is suggested that borderline effects of negative affect on categorization, obtained in 2 of the studies, might result from normal people's attempts to cope with negative affect. (32 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Reports the development of a short, global measure of person job fit (P-J fit). The P-J Fit scale provides an assessment of the degree to which an individual's knowledge, skills, abilities, needs and values match job requirements. After a pilot study, the scale was tested with 2 samples. Sample 1 consisted of 308 professionals (mean age 36 yrs) from 3 occupational groups (bankers, accountants, and occupational therapists), and Sample 2 consisted of 174 adults (aged 18-59 yrs) working in call centers and related administrative areas. Exploratory and confirmatory factor analyses indicated that the 9 items assess a single, global construct of P-J fit. Construct and criterion-related validity were demonstrated by correlating the scale with empowerment, job satisfaction, and organizational commitment. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Purpose
The purpose of this paper is to propose a contingency perspective that describes the relative importance of person‐job (PJ) fit and person‐organization (PO) fit as selection criteria for hiring various types of employees.
Design/methodology/approach
Drawing on the theories of psychological contracts, human capital and cosmopolitan‐local perspective, propositions are developed regarding the relative importance of PJ fit and PO fit in specific hiring situations.
Findings
The propositions developed in this paper suggest that PJ fit will be more important than PO fit when organizations hire employees to form transactional psychological contracts, to obtain general human capital, and/or who are categorized as cosmopolitans. On the other hand, it is suggested that PO fit will be more important than PJ fit when organizations hire employees to form relational psychological contracts, to develop firm‐specific human capital, and/or who are likely to become locals.
Research limitations/implications
Further empirical and theoretical work should be conducted to elaborate the contingency perspective. A more comprehensive contingency theory of person‐environment (PE) fit could include other types of PE fit, other contingency variables, and cover a wider range of management practices.
Practical implications
Organizations should be aware of the trade‐off between PJ fit and PO fit in the selection process, and carefully examine what type of employees they will hire in order to determine the relative weights of PJ fit and PO fit as selection criteria.
Originality/value
This paper is the first attempt to consider the different types of employees and employment relationships that determine the relative importance of PJ fit and PO fit in selecting employees. It is done through incorporating different theoretical perspectives.
Within the Job Demands-Resources model, the presence of job demands (e.g., work pressure) and the absence of job resources (e.g., social support) relate to burnout through a psychological energetic process, whereas the presence of job resources associates with work engagement through a motivational process. Although various mechanisms have been suggested to understand these processes, empirical evidence for these mechanisms is scarce within the JD-R framework. This study examines the role of basic need satisfaction, as defined within Self-Determination Theory, in the relationships between job demands, job resources, and employees' exhaustion and vigour, the main components of burnout and engagement, respectively. Structural equation modelling in a heterogeneous sample of 745 employees of the Dutch-speaking part of Belgium confirmed that satisfaction of basic psychological needs partially explained the relationships from job demands to exhaustion and from job resources to vigour. It fully accounted for the relationship between job resources and exhaustion. We conclude that the current study adds to the research pointing at need satisfaction as a promising underlying mechanism for employees' thriving at work. [ABSTRACT FROM AUTHOR] Copyright of Work & Stress is the property of Taylor & Francis Ltd and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
This position paper introduces the emerging concept of work engagement: a positive, fulfilling, affective-motivational state of work-related well-being that is characterized by vigour, dedication, and absorption. Although there are different views of work engagement, most scholars agree that engaged employees have high levels of energy and identify strongly with their work. The most often used instrument to measure engagement is the Utrecht Work Engagement Scale, a self-report instrument that has been validated in many countries across the world. Research on engagement has investigated how engagement differs from related concepts (e.g., workaholism, organizational commitment), and has focused on the most important predictors of work engagement. These studies have revealed that engagement is a unique concept that is best predicted by job resources (e.g., autonomy, supervisory coaching, performance feedback) and personal resources (e.g., optimism, self-efficacy, self-esteem). Moreover, the first studies have shown that work engagement is predictive of job performance and client satisfaction. The paper closes with an account of what we do not know about work engagement, and offers a brief research agenda for future work.
This study of 805 Finnish teachers working in elementary, secondary, and vocational schools tested 2 interaction hypotheses. On the basis of the job demands–resources model, the authors predicted that job resources act as buffers and diminish the negative relationship between pupil misbehavior and work engagement. In addition, using conservation of resources theory, the authors hypothesized that job resources particularly influence work engagement when teachers are confronted with high levels of pupil misconduct. In line with these hypotheses, moderated structural equation modeling analyses resulted in 14 out of 18 possible 2-way interaction effects. In particular, supervisor support, innovativeness, appreciation, and organizational climate were important job resources that helped teachers cope with demanding interactions with students.
This study investigates the crossover of burnout and work engagement among
2,229 Royal Dutch constabulary officers, working in one of 85 teams. The
authors hypothesized that both states may transfer from teams to individual
team members. The results of multilevel analyses confirm this crossover phenomenon
by showing that team-level burnout and work engagement are related
to individual team members’ burnout (i.e., exhaustion, cynicism, and reduced
professional efficacy) and work engagement (vigor, dedication, and absorption),
after controlling for individual members’ job demands and resources. The
implications of these findings for interventions aimed at the promotion of
employee well-being are discussed.
B. L. Fredrickson's (1998, 2001) broaden-and-build theory of positive emotions asserts that people's daily experiences of positive emotions compound over time to build a variety of consequential personal resources. The authors tested this build hypothesis in a field experiment with working adults (n = 139), half of whom were randomly-assigned to begin a practice of loving-kindness meditation. Results showed that this meditation practice produced increases over time in daily experiences of positive emotions, which, in turn, produced increases in a wide range of personal resources (e.g., increased mindfulness, purpose in life, social support, decreased illness symptoms). In turn, these increments in personal resources predicted increased life satisfaction and reduced depressive symptoms. Discussion centers on how positive emotions are the mechanism of change for the type of mind-training practice studied here and how loving-kindness meditation is an intervention strategy that produces positive emotions in a way that outpaces the hedonic treadmill effect.
Positive affect systematically influences performance on many cognitive tasks. A new neuropsychological theory is proposed that accounts for many of these effects by assuming that positive affect is associated with increased brain dopamine levels. The theory predicts or accounts for influences of positive affect on olfaction, the consolidation of long-term (i.e., episodic) memories, working memory, and creative problem solving. For example, the theory assumes that creative problem solving is improved, in part, because increased dopamine release in the anterior cingulate improves cognitive flexibility and facilitates the selection of cognitive perspective.
This study examined whether employees develop perceptions about 3 different types of fit: person-organization fit, needs-supplies fit, and demands-abilities fit. Confirmatory factor analyses of data from 2 different samples strongly suggested that employees differentiate between these 3 types of fit. Furthermore, results from a longitudinal design of 187 managers supported both the convergent and discriminant validity of the different types of fit perceptions. Specifically, person-organization fit perceptions were related to organization-focused outcomes (e.g., organizational identification, citizenship behaviors, turnover decisions), whereas needs-supplies fit perceptions were related to job- and career-focused outcomes (e.g., job satisfaction, career satisfaction, occupational commitment). Although demands-abilities fit perceptions emerged as a distinct construct, they were not related to hypothesized outcomes (e.g., job performance, raises).
Extrapolating from B. L. Fredrickson's (1998, 2001) broaden-and-build theory of positive emotions, the authors hypothesized that positive emotions are active ingredients within trait resilience. U.S. college students (18 men and 28 women) were tested in early 2001 and again in the weeks following the September 11th terrorist attacks. Mediational analyses showed that positive emotions experienced in the wake of the attacks--gratitude, interest, love, and so forth--fully accounted for the relations between (a) precrisis resilience and later development of depressive symptoms and (b) precrisis resilience and postcrisis growth in psychological resources. Findings suggest that positive emotions in the aftermath of crises buffer resilient people against depression and fuel thriving, consistent with the broaden-and-build theory. Discussion touches on implications for coping.
Extending B. L. Fredrickson's (1998) broaden-and-build theory of positive emotions and M. Losada's (1999) nonlinear dynamics model of team performance, the authors predict that a ratio of positive to negative affect at or above 2.9 will characterize individuals in flourishing mental health. Participants (N=188) completed an initial survey to identify flourishing mental health and then provided daily reports of experienced positive and negative emotions over 28 days. Results showed that the mean ratio of positive to negative affect was above 2.9 for individuals classified as flourishing and below that threshold for those not flourishing. Together with other evidence, these findings suggest that a set of general mathematical principles may describe the relations between positive affect and human flourishing.
Emotional processes influence a wide range of mental and physical systems, which makes them difficult to understand from a single perspective. In this special issue of the Review of General Psychology, contributing authors present 4 articles that draw from several areas within psychology in the service of understanding a topic relevant to emotion. In this overview, the authors argue that the long neglect of the scientific study of complex processes such as emotion might be linked, in part, to the fractionation of the field into specialized subdisciplines. Just as emotions were of central concern in the early years of psychology (which was a generalist's era), as psychology moves toward more integration in the late 20th century broad phenomena such as emotions are once again central interests. The 4 articles of this special issue are briefly reviewed as exemplars of an integrated approach to understanding emotional phenomena.
In this article, the author describes a new theoretical perspective on positive emotions and situates this new perspective within the emerging field of positive psychology. The broaden-and-build theory posits that experiences of positive emotions broaden people's momentary thought-action repertoires, which in turn serves to build their enduring personal resources, ranging from physical and intellectual resources to social and psychological resources. Preliminary empirical evidence supporting the broaden-and-build theory is reviewed, and open empirical questions that remain to be tested are identified. The theory and findings suggest that the capacity to experience positive emotions may be a fundamental human strength central to the study of human flourishing.
Purpose
– The purpose of this paper is to give a state‐of‐the art overview of the Job Demands‐Resources (JD‐R) model
Design/methodology/approach
– The strengths and weaknesses of the demand‐control model and the effort‐reward imbalance model regarding their predictive value for employee well being are discussed. The paper then introduces the more flexible JD‐R model and discusses its basic premises.
Findings
– The paper provides an overview of the studies that have been conducted with the JD‐R model. It discusses evidence for each of the model's main propositions. The JD‐R model can be used as a tool for human resource management. A two‐stage approach can highlight the strengths and weaknesses of individuals, work groups, departments, and organizations at large.
Originality/value
– This paper challenges existing stress models, and focuses on both negative and positive indicators of employee well being. In addition, it outlines how the JD‐R model can be applied to a wide range of occupations, and be used to improve employee well being and performance.
presents some of the findings regarding the impact of mild positive affect on thinking and motivation / explores the processes underlying them and the circumstances under which they are likely to be observed / focus is on decision making, but in order to understand affect's influence on decisions, it is helpful to consider its impact on cognitive organization (or the way material is thought about and related to other material) and on motivation (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This longitudinal field study examined the relationship between perceived person–job (PJ) and person–organization (PO) fit and organizational attraction, intentions to accept a job offer, and actual job offer decision. Data were collected from 193 graduate applicants prior to the selection process, during the selection process, at the end of the selection process, and after job acceptance decision. The findings showed support for the hypothesis that perceptions of PJ and PO fit influenced attraction at different stages of selection. The second hypothesis that the relationship between perceptions of PJ and PO fit and intentions to accept a job offer are mediated by organizational attraction was partially supported. Mid-selection, the relationship between PJ fit perceptions and intentions to accept a job offer was mediated by organizational attraction; in contrast, at the end of the selection process, there was a direct relationship between PJ fit perceptions and intentions. PO fit perceptions were unrelated to intentions to accept a job offer. PJ and PO fit perceptions (before and during the selection process) were unrelated to actual job acceptance decision. These findings highlight the importance of ensuring that applicants have sufficient information about the job during the recruitment and selection process.
This study focuses on burnout and its positive antipode—engagement. A model is tested in which burnout and engagement have different predictors and different possible consequences. Structural equation modeling was used to simultaneously analyze data from four independent occupational samples (total N = 1698). Results confirm the hypothesized model indicating that: (1) burnout and engagement are negatively related, sharing between 10 per cent and 25 per cent of their variances; (2) burnout is mainly predicted by job demands but also by lack of job resources, whereas engagement is exclusively predicted by available job resources; (3) burnout is related to health problems as well as to turnover intention, whereas engagement is related only to the latter; (4) burnout mediates the relationship between job demands and health problems, whereas engagement mediates the relationship between job resources and turnover intention. The fact that burnout and engagement exhibit different patterns of possible causes and consequences implies that different intervention strategies should be used when burnout is to be reduced or engagement is to be enhanced. Copyright © 2004 John Wiley & Sons, Ltd.
This study examines the relationship between employees' perceptions of person–job (P-J) and person–organization (P-O) fit. Survey data collected from 231 employees (104 office personnel and 127 drivers) of a national trucking company show a low correlation (r=.18) between the two types of self-reported fit. Both P-J and P-O fit had a unique impact on job satisfaction and intent to quit. P-O fit was a better predictor of intentions to quit than was P-J fit, but there was little difference in their relative influence on job satisfaction. The predicted positive relationship between perceived P-O fit and contextual performance (extrarole behaviors an employee performs beyond those prescribed in their job description) was also supported. No relationship was found between perceived P-J fit and task performance. Taken as a whole, these results provide further evidence that employees' perceptions of P-J and P-O fit should be treated as distinct constructs.
The broaden‐and‐build theory (Fredrickson, 199819.
Fredrickson , BL . (1998). What good are positive emotions?. Review of General Psychology, 2: 300–319. [CrossRef], [PubMed]View all references, 200121.
Fredrickson , BL . (2001). The role of positive emotions in positive psychology: The broaden‐and‐build theory of positive emotions. American Psychologist, 56: 218–226. [CrossRef], [PubMed], [Web of Science ®], [CSA]View all references) hypothesises that positive emotions broaden the scope of attention and thought‐action repertoires. Two experiments with 104 college students tested these hypotheses. In each, participants viewed a film that elicited (a) amusement, (b) contentment, (c) neutrality, (d) anger, or (e) anxiety. Scope of attention was assessed using a global‐local visual processing task (Experiment 1) and thought‐action repertoires were assessed using a Twenty Statements Test (Experiment 2). Compared to a neutral state, positive emotions broadened the scope of attention in Experiment 1 and thought‐action repertoires in Experiment 2. In Experiment 2, negative emotions, relative to a neutral state, narrowed thought‐action repertoires. Implications for promoting emotional well‐being and physical health are discussed.
This article opens by noting that positive emotions do not fit existing models of emotions. Consequently, a new model is advanced to describe the form and function of a subset of positive emotions, including joy, interest, contentment, and love. This new model posits that these positive emotions serve to broaden an individual's momentary thought-action repertoire, which in turn has the effect of building that individual's physical, intellectual, and social resources. Empirical evidence to support this broaden-and-build model of positive emotions is reviewed, and implications for emotion regulation and health promotion are discussed.
Purpose
The purpose of this paper is to examine the role of empathy (empathic concern and perspective taking) in the crossover process. Specifically, it aims to test whether empathy moderates the crossover effect of women's work engagement to their men's work engagement. Additionally, it seeks to investigate the relationship between men's engagement and colleague ratings of job performance.
Design/methodology/approach
Hypotheses were tested using a cross‐sectional design with three sources of information: 175 Dutch women and their partners working in different occupational sectors, as well as 175 colleagues of the male participants.
Findings
Results of moderated structural equation modeling analyses showed that the crossover of work engagement from women to men was strongest when men were high (vs low) in perspective taking (the spontaneous tendency of a person to adopt the psychological perspective of other people). Empathic concern did not moderate the crossover effect. In addition, men's work engagement was positively related to in‐role and extra‐role performance.
Practical implications
Results suggest that work engagement is not only important for one's own, but also for one's partner's performance. This implies that companies should try to facilitate engagement.
Originality/value
The findings shed light on the crossover process, and indicate under which conditions employees are influenced by their partners and consequently change their work behavior.
This study investigated the influence of positive affect, induced by report of success on an anagram task, on medical decision making among third-year medical students. The subjects were asked to decide which one of six hypothetical patients, each of whom had a solitary pulmonary nodule, was most likely to have lung cancer. They were asked to verbalize their clinical reasoning as they solved the problem. The positive-affect and control groups did not differ in the tendency to make a correct choice, but subjects in the positive-affect condition were significantly earlier in identifying their choices. These subjects were also significantly more likely to go beyond the assigned task, expressing interesting in the cases of the other patients and trying to think about their diagnosis, even though that task was not assigned. The positive-affect subjects also showed evidence of configural or integrative consideration of the material to a reliably greater extent than did control subjects, and there was significantly less evidence of confusion or disorganization in their protocols than in those of controls. These findings are compatible with earlier work suggesting a different organizational process and greater efficiency in decision making among people in whom positive affect had been induced, and with recent work suggesting that positive affect facilitates flexibility and integration in problem solving. They also indicate that these effects may apply to the problem-solving strategies of professionals in clinical problem-solving situations.
Four experiments indicated that positive affect, induced by means of seeing a few minutes of a comedy film or by means of receiving a small bag of candy, improved performance on two tasks that are generally regarded as requiring creative ingenuity: Duncker's (1945) candle task and M. T. Mednick, S. A. Mednick, and E. V. Mednick's (1964) Remote Associates Test. One condition in which negative affect was induced and two in which subjects engaged in physical exercise (intended to represent affectless arousal) failed to produce comparable improvements in creative performance. The influence of positive affect on creativity was discussed in terms of a broader theory of the impact of positive affect on cognitive organization.
The broaden-and-build theory describes the form and function of a subset of positive emotions, including joy, interest, contentment and love. A key proposition is that these positive emotions broaden an individual's momentary thought-action repertoire: joy sparks the urge to play, interest sparks the urge to explore, contentment sparks the urge to savour and integrate, and love sparks a recurring cycle of each of these urges within safe, close relationships. The broadened mindsets arising from these positive emotions are contrasted to the narrowed mindsets sparked by many negative emotions (i.e. specific action tendencies, such as attack or flee). A second key proposition concerns the consequences of these broadened mindsets: by broadening an individual's momentary thought-action repertoire--whether through play, exploration or similar activities--positive emotions promote discovery of novel and creative actions, ideas and social bonds, which in turn build that individual's personal resources; ranging from physical and intellectual resources, to social and psychological resources. Importantly, these resources function as reserves that can be drawn on later to improve the odds of successful coping and survival. This chapter reviews the latest empirical evidence supporting the broaden-and-build theory and draws out implications the theory holds for optimizing health and well-being.
This study focuses on job demands, job resources, and work engagement among 1,919 Finnish dentists employed in the public sector. Based on the Job Demands - Resources model, it was first predicted that the inverse relationship between job demands (e.g. workload, physical environment) and work engagement would be weaker when dentists had many resources (e.g. variability in the required professional skills, peer contacts). Second, using the Conservation of Resources theory it was hypothesized that job resources are most beneficial in maintaining work engagement under conditions of high job demands. The data were based on a postal questionnaire with a response rate of 71%. The dentists were split into two random groups in order to cross-validate the results. A set of hierarchical regression analyses resulted in 17 out of 40 significant interactions (40%). Four out of 20 possible interaction effects could be cross-validated showing, for example, that variability in professional skills mitigated the negative effect of qualitative workload on work engagement and, in addition, boosted work engagement when the qualitative workload was high. The main conclusion is that job resources are useful in coping with the high demands in dentistry and help dentists to stay engaged.
To investigate job seekers’ and new employees’ subjective person–organization (P-O) fit perceptions, we studied 96 active job seekers across three time periods, from their initial job search activity to their intended turnover from the jobs they accepted. Hypotheses were motivated by P-O fit, job choice, and organizational entry research and centered around two questions: What are the determinants of job seekers’ and new employees’ P-O fit perceptions, and how important are P-O fit perceptions in job choice decisions and work attitudes relative to job attributes? Results indicated that job seekers’ P-O fit perceptions are predicted by the congruence between their values and their perceptions of recruiting organizations’ values but not by their demographic similarity with organizational representatives. Results also suggested that P-O fit perceptions predict both job choice intentions and work attitudes, even after controlling for the attractiveness of job attributes. Finally, results suggested that job seekers can manage their future work attitudes by weighing P-O fit in their job choice decisions.
Work engagement: An emerging Page 8
- A B Bakker
- W B Schaufeli
- M P Leiter
- T W Taris
Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris,
T. W. (2008). Work engagement: An emerging
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