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Abstract
Employee engagement is the concept, gaining significant attention since last 10 years. Organizations are using their engaged employees as tool of strategic competence. But intense competition among organizations and strive to remain at the top brings more challenges, responsibilities and heavy workload for the employees of the organizations, leading towards stress. Stress is the phenomena having drastic impact on the dedication, willingness to work and enthusiasm of the employee. This study reveals the relationship between job stress and employee engagement - vigor, dedication and absorption. Responses from 137 respondents were collected from different organizations. The findings (r = -0.79 & R2 = 0.63) show that there is negative and significant relationship between job stress and employee engagement. Stress should be eliminated or minimized in order to get the maximum out of employee's effort.
... There are different factors that are associated with occupational stress (Antoniou et al., 2013). Previous studies revealed that stress is the result of role overload, role insufficiency, social support, monthly income, and role limitations (Sun, Wu, and Wang, 2011), as well as performance pressure (Ahsan, Abdullah, Fie, & Alam, 2009;Iqbal, Khan, and Iqbal, 2012). Tytherleigh, Webb, Cooper, and Ricketts (2005) revealed that job insecurity is the most significant source of stress of employees in higher education, while Wu, Zhu, Wang, Wang, and Lan (2007) found out that the most significant predictors of emotional exhaustion are role overload, responsibility, role insufficiency, and self-care. ...
... Occupational stress may also be related to work engagement. In the workplace, stress is one of the factors that negatively affect the work engagement of the employees (Iqbal et al., 2012). Stressors such as role conflict and role ambiguity are negatively correlated to work engagement (Derbis, 2012;Ramos, Alés, and Sierra, 2014), while job insecurity significantly affects work engagement and burnout (Bosman, Rothmann, & Buitendach, 2005). ...
... Padula et al. (2012) found out that occupational stress is significantly related to work engagement and it influenced how employees deal with work frustrations. There is also a significant relationship between job stress and different dimensions of employee engagement (Iqbal et al., 2012) and a significant association between employees' different sources of job stress and levels of work engagement (Coetzee and De Villiers, 2010). Thus, the importance of minimizing stress in the workplace is emphasized in order to encourage more engagement from the employees. ...
This descriptive-correlational study aimed to assess the occupational stress, organizational commitment and work engagement of teachers in public senior high schools in NCR offering STEM program. Frequencies, percentages, means and standard deviations were used in presenting the descriptive statistics. Confirmatory Factor Analysis (CFA) for verifying factor structures, Mann-Whitney and Kruskal-Wallis for testing differences, and Structural Equation Model (SEM) for determining the relationships of the latent variables were also utilized. The results revealed that teachers have moderate to high level of occupational stress. They also have high levels of organizational commitment and work engagement. Additionally, significant difference was found in the teachers' level of occupational stress when they are grouped according to age generation and years of service. Significant difference was also found in their levels of organizational commitment according to years of service and in their levels of work engagement according to age. The results of Structural Equation Model revealed that negative correlations of occupational stress to organizational commitment and work engagement, and positive correlation between organizational commitment and work engagement are all significant. Aside from the contribution of the study to the body of knowledge, the results of the study will be significant to administrators and policy-makers for creating programs, activities, and policies that will help improve the teachers' welfare.
... One would be made to believe that getting absorbed on tasks may be an indication of job stress. However, studies (Iqbal et al., 2012;Oksanen, 2019) have reported a negative and significant relationship between job stress work-life imbalance and employee engagement. The study found vigour as the least work engagement dimension in relation to turnover intention. ...
Staff turnover has been a recurring decimal in organisations. Due to mobility of skilled workers and competition over limited experienced workforce, most organisations strive to retain their employees. However, workers still show propensity to leave for many reasons-ranging from organisational variables to personal motives. This study examined vigour, dedication, and absorption as determinants of turnover intention among the non-academic staff of Colleges of Education in Ogun State, Nigeria. Two hundred and sixteen participants, randomly drawn from two public Colleges of Education, partook in the study. We collected data using two standardised instruments. One research question was raised to guide the study and the results affirmed the enquiry. Data was subjected to correlational, t-test, regression analysis and ANOVA to establish the relationships and prediction among the studied variables. Findings indicated that turnover intention, vigour , dedication, and absorption are variously significantly positively related. Further analysis revealed a significant influence of vigour, dedication, and absorption to the prediction of turnover intention of participants; accounting for 19.4% of the variance in the criterion variable. Dedication was the most potent positive indicator of turnover intention followed by absorption and vigour in that order. Building on the results, some recommendations were made.
... However, evidence suggests that only 40% of employees were strongly engaged (Towers Watson, 2014). WE is thus still accepted as a very important issue by researchers and business people (Iqbal et al., 2012). So, it is of great importance to investigate the processes through which WE can be boosted. ...
This study aims to investigate the mediating role of teachers’ organizational commitment (OC) on the relationship between their emotional labor (EL) and work engagement (WE). The study employed a cross-sectional design. The sample of the study consisted of the teachers working in Sakarya province of Turkey. They participated in the study voluntarily and responded scale items online. The findings showed that teachers’ perceptions of EL, OC and WE is relatively high. Also, there are statistically significant and positive correlations among variables. On the other hand, the findings confirmed the hypotheses. Teachers’ EL predicts their OC and WE. Additionally, OC predicts WE and plays a mediating role on the relationship between EL and WE. Based on the findings some suggestions were made.
... Organizations continue to experience difficulties in trying to achieve employee engagement (Iqbal, Khan & Iqbal, 2012). The sustainability of corporate industries is pegged on increasing profits from current capabilities, while acknowledging the dynamic state of the business environment (Kortmann, Gelhard, Zimmermann, & Piller, 2014). ...
Employee engagement continues to pose a challenge to parastatals. Consequently, governments have adopted the transformational leadership style as an effective method of enhancing employee engagement. Nevertheless, it is still unknown whether the establishment of transformational leadership dimensions has boosted employee engagement in the Kenyan energy sector parastatals. The objective of this study was to investigate the influence of intellectual stimulation on employee engagement in parastatals in the energy sector in Kenya. Also, the study sought to determine the moderating influence of employee motivation on the relationship between intellectual stimulation and employee engagement. This study targeted the 10 parastatals within the energy sector in Kenya with a population of 315 middle-level managers. The study adopted a positivist research philosophy to examine the influence on intellectual stimulation on employee engagement and data was collected using structured questionnaires. A correlational research design was conducted with the purpose of determining the strength of the relationship between parameters of intellectual stimulation and employee engagement.The findings showed that employee engagement has a statistical significant relationship with creativity and innovation, r(166) = 0.540, p < 0.01; job design, r(166) = 0.452, p < 0.01 and employee involvement, r(166) = 0.512, p < 0.01. Multiple linear regression analysis revealed that employee motivation positively and significantly moderates the relationship between intellectual stimulation and employee engagement, R2= .409, F(2, 159) = 55.115, p <.05; β = 0.259, p <.01. The study concluded that creativity and innovation, job design, employee involvement, and employee motivation positively enhance employee engagement.
... Berdasarkan pengertian dari Arnold, dkk., (2010), stres kerja adalah suatu emosi negatif yang didapat dari interaksi dengan orang lain, lingkungan tempat ia bekerja dan juga karena tekanan kerja. Selain itu juga lingkungan kerja yang kompetitif menambah beban pada karyawan yang target kerja semakin tinggi (Iqbal, Khan, & Iqbal, 2012). Stres kerja dianggap sebagai masalah utama dalam keselamatan kerja dan aspek kesehatan terutama kesejahteraan di organisasi (Ikonne, 2015). ...
Employees who have low work engagement can harm the company, it can be shown by the decreasing of work performance and unproductive. Job stress can impact in decreased attachment of work. Job stress is also a major problem in the individual well-being that can affect the physical, psychological condition of the individual and the organization and also will affect the work engagement. The purpose of this study is to prove the variable of workplace wellbeing as a mediator of job stress variables with work engagement. The collecting data on the research is by spreading the online questionnaire which is gform and anonymously to the private employees in Jakarta, the ages 25-49 years, with working experience of at least 2 years, and minimum education level is bachelor. The number of respondents who data was processed are 200 people with the number of female respondents are 120 people and men are 80 people. This research uses quantitative research design using mediation analysis from Hayes in PROCESS in SPSS version 23. The scales that researcher used are Job Stress Scale for job stress (IV) with cronbach's alpha = .830, WWBI (Workplace Well-Being Index) for workplace well-being (MV) with cronbach's alpha = .863 and UWES (Utrecht Work Engagement Scale) for work engagement (DV) with cronbach's alpha = .922. The results showed that workplace well-being as a mediation variable with the value (p0.005, SE =?, CI [-0.2454, -0.0687]
... This study further reveals that the higher the level of job stressors, the lower the level of job engagement. Earlier studies have shown that there is significant and negative relationship between employee engagement and job stress (Iqbal et al. 2012). Many researchers studied the effect of job stress on the above mentioned related constructs (Jamal, 1984;Rose, 2003;Coetzee & de Villiers, 2010). ...
This study examines the effect of location and noise on the rental values of residential
properties in various density areas of Akure. Stratified random sampling technique was
employed to reach 115 occupiers of residential properties. Rental values for five years were got
from Estate Surveyors and Valuers. Analysis of Variance (complete randomized design one
way ANOVA) was used for data analysis and shows that noise has no significant effect on
residential rental values in the selected areas while location does. Transportation noise was
highest. Provision of by-pass roads, acoustic design by Architects and compliance with Town
Planning laws were recommended.
... However, employee work engagement is still a challenge for many business organizations worldwide (Iqbal et al., 2012). According to Attridge (2009), only 14% of employees around the world are fully engaged in their jobs. ...
The aim of this study was to examine extrinsic and intrinsic motivations as the antecedents of work engagement and to empirically test the motivation crowding theory using hospitality employees. The findings showed that intrinsic motivation played an important role in improving employees’ work engagement. The study also found that there was no indication that employees’ intrinsic motivation diminished when extrinsic motivation entered. It is also suggested that employers need to understand that creating a comfortable workplace environment and making jobs more interesting and meaningful will increase employees’ intrinsic motivation, which will help employees to engage more at work. Motivational antecedents of work engagement have been rarely studied and no studies have been conducted to research impacts of extrinsic and intrinsic motivators on employees’ work engagement in the hospitality industry, particularly in small restaurant businesses. In addition, empirical studies on motivation crowding theory are needed due to the inconclusive results.
... Some of consequences listed by them include-coronary heart disease, anxiety, depression, burnout, reduced profit, increased accidents, etc. In the literature, it can be observed that studies reported the relationship of work stress and work engagement in an organisation (Iqbal, Khawar, & Iqbal, 2012). The demographic variables is also influence work stress, work engagement and performance of the employees. ...
Work engagement is the attitude of employee towards his or her work. It is one of the recent areas of research in the field of organizational behavior which is found to be an influential variable in the performance and productivity of the employees who is working in any organization. The current study explores the relationship of work engagement and work stress of university employees and influence of demographic variables such as age and experience on work engagement. Results revealed that the employees have a higher engagement in their work and low work stress. The results of three-way ANOVA revealed that age, experience and work stress of employees were significantly interact each other on dedication and absorption.
This study aims to research, test and study the effect of the Work Environment and Teamwork on Work Involvement through Work Motivation as a mediating variable at PT. Indofood Tbk. This research was conducted on employees of PT. Indofood tbk. This research is motivated by the development of human resources which aims to improve the quality of professionalism and skills of employees in carrying out their duties and functions optimally. Things that must be considered at PT. Indofood Tbk such as Work Environment, Teamwork, Work Motivation and Work Engagement. The sample in this study was taken by the Non Probability Sampling method using a saturated sample technique of 120 respondents. The analytical method used is the Structural Equation Model (SEM) Partial Least Square (PLS) to test the strength of direct and indirect relationships between various variables. The results of this study prove that the Work Environment and Teamwork have no effect on Work Involvement, Motivation has an effect on Work Involvement, Work Environment and Teamwork has an effect on Work Motivation, Work Environment and Teamwork has an effect on Work Involvement through Work Motivation. Abstrak Penelitian ini bertujuan untuk meneliti, menguji dan mempelajari pengaruh Lingkungan Kerja dan Kerja Tim terhadap Ketertikatan Kerja melalui Motivasi Kerja sebagai variabel medias i pada PT. Indofood Tbk. Penelitian ini dilakukan pada karyawan PT. Indofood Tbk. Penelitian ini dilatarbelakangi oleh pengembangan sumber daya manusia yang bertujuan untuk meningkatkan kualitas profesionalisme dan keterampilan pegawai dalam menjalankan tu gas dan fungsinya secara optimal. Hal-hal yang harus diperhatikan di PT. Indofood Tbk seperti Lingkungan Kerja, Kerja Tim, Motivasi Kerja dan Ketertikatan Kerja. Sampel dalam penelitian ini diambil dengan metode Non Probability Sampling dengan menggunakan teknik sampel jenuh sebanyak 120 responden. Metode analisis yang digunakan adalah Structural Equation Model (SEM) Partial Least Square (PLS) untuk menguji kekuatan hubungan langsung dan tidak langsung antara berbagai variabel. Hasil penelitian ini membuktikan bahwa Lingkungan Kerja dan Kerja Tim tidak berpengaruh terhadap Pendahuluan Work Engagement menjadi peran yang sangat penting untuk diperhatikan dalam suatu perkembangan perusahaan. Peningkatan dan pengembangan suatu perusahaan ini dapat dilakukan dengan menciptakan karyawan yang engaged dengan pekerjaannya. Karyawan yang memiliki engagement dapat dilihat dengan tidak merasakan pekerjaan sepenuhnya
Parastatals continue to experience difficulties in trying to achieve employee engagement. Consequently, governments have transitioned to the transformational leadership style to effectively achieve employee engagement. Nevertheless, it is still ambiguous whether the institution of transformational leadership style dimensions has boosted employee engagement levels in parastatals in Kenya. The objective of the study was to investigate the influence of idealized influence on employee engagement in parastatals in the energy sector in Kenya. Also, the study sought to determine the moderating influence of employee motivation on the relationship between idealized influence and employee engagement. This study targeted the 10 parastatals within the energy sector in Kenya with a population of 315 middle-level managers. The study adopted a positivist research philosophy to examine how idealized influence influences employee engagement and data were collected using structured questionnaires. A correlational research design was conducted with the purpose of determining the strength of the relationship between parameters of idealized influence and employee engagement in parastatals in the energy sector in Kenya. The findings showed that employee engagement has a statistical significant relationship with charisma, r(166) = 0.590, p < 0.01; ethical leadership, r(165) = 0.553, p < 0.01; teamwork, r(166) = 0.531, p < 0.01. Multiple linear regression analysis revealed that employee motivation positively and significantly moderates the relationship between idealized influence and employee engagement, R2= 0.405, F(2, 159) = 54.100, p <0.05, β = 0.225, p < 0.05. The study concluded that charisma, ethical leadership, teamwork, and employee motivation positively enhance employee engagement.
Job Demands-Resources Model) ﺒﻤﺨﺭﺠـﺎﺕ ﻟﻠﺘﻨﺒـﺅ ﻭﺍﺴﺘﺨﺩﺍﻤﻪ ﺍﻟﺘﻌﻠﻴﻤﻴﺔ ﺍﻟﻤﺅﺴﺴﺎﺕ ﻓﻲ ﺍﻟﻌﻤل. ﺘﻡ ﻭﻗﺩ ﻤﻥ ﻋﻴﻨﺔ ﺍﺨﺘﻴﺎﺭ ﺃﻋﻀﺎﺀ ﻭ ﺍﻟﻤﺜﻨﻰ ﺠﺎﻤﻌﺔ ﻜﻠﻴﺎﺕ ﻓﻲ ﺍﻟﺘﺩﺭﻴﺴﻴﺔ ﺍﻟﻬﻴﺌﺔ ﺒﻠ ﹰ ﻓﻌﻠﻴﺎ ﺍﻟﻤﺸﺎﺭﻜﻴﻥ ﻎ ﺒﺎﻟﺩﺭﺍﺴﺔ (112) ﻓﺭﺩ. ﻓﻲ ﺍﻻﺴﺘﺒﺎﻨﺔ ﺃﺴﺘﺨﺩﻤﺕ ﻭﻗﺩ ﻗﻴﺎﺱ ﻗﻴـﺎﺱ ﻭﻜـﺫﻟﻙ ﻭﻤﻭﺍﺭﺩﻫـﺎ ﺍﻟﻭﻅﻴﻔﺔ ﻤﻁﺎﻟﺏ ﺍﻟﻌﻤل ﻤﺨﺭﺠﺎﺕ. ﺘﺤﻠﻴﻠﻬﺎ ﻋﻠﻰ ﻭﺍﻟﻌﻤل ﺍﻟﺒﻴﺎﻨﺎﺕ ﺘﺠﻤﻴﻊ ﺘﻡ ﻭﻗﺩ ﺒﺭﻨـﺎﻤ ﺍﺴﺘﺨﺩﺍﻡ ﺨﻼل ﻤﻥ ﺞ (AMOS). ﺍﻟﺩﺭﺍﺴﺔ ﺘﻭﺼﻠﺕ ﻭﻗﺩ ﺍﻟﻰ ﻤﻥ ﻜﺎﻥ ﺍﻟﻨﺘﺎﺌﺞ ﻤﻥ ﻤﺠﻤﻭﻋﺔ ﺃﻫﻤﻬﺎ ﻤﻬﻡ ﺩﻭﺭ ﻭﺠﻭﺩ ﻟ ﻓـﻲ ﺍﻟﻭﻅﻴﻔﻴـﺔ ﻠﻤﻭﺍﺭﺩ ﺍﻟﻌﻤل ﻤﺨﺭﺠﺎﺕ ﺘﻌﺯﻴﺯ ﻓﻲ ﻭﺩﻭﺭﻫﺎ ﺍﻟﻌﻤل ﻟﻤﻁﺎﻟﺏ ﺍﻟﺴﻠﺒﻴﺔ ﺍﻟﺘﺄﺜﻴﺭﺍﺕ ﺘﻘﻠﻴل. ﺍﻟﻨﺘـﺎﺌﺞ ﻫـﺫﻩ ﻀﻭﺀ ﻭﻓﻲ ﺍﻟﻬﺎﺩﻓﺔ ﻭﺍﻟﺘﻭﺼﻴﺎﺕ ﺍﻻﺴﺘﻨﺘﺎﺠﺎﺕ ﻤﻥ ﺠﻤﻠﺔ ﺼﻴﻐﺕ. Abstract The present study aims to provide theoretical and empirical framework about testing Job demands-resources model at educational institutions and using it for predicting work outcomes. The data collected from sample consist (112) faculties at Muthanna University by using a questionnaire. The data were analyzed by using AMOS (V. 21). The study accessed to set of conclusions was from its important that job resources have significant role in reducing the negative effects of job demands and enhancing work outcomes. According to these conclusions, the set of recommendations were formulated.
Modern organizations are moving towards more sustainable models by utilizing the power of employees to attain their objectives. Organizations are engaging their employees in various activities to ensure their level of commitment towards employers. Positive employee engagement has been linked to a growth in terms of organizational performance, financial benefits, and reduced attrition. The purpose of this chapter is to understand the concept of employee engagement in today's competitive market and to know about the various engagement practices adopted by the global leaders. This study is an attempt to address this need by giving a brief insight into the evolution of employee engagement as an academic discipline, the broad approaches adopted to characterize employee engagement, and the resultants dimensions identified through the studies. The authors also attempt to provide an insight into industrial attempts to execute employee engagement initiatives through brief cases.
Abstract
The present study aims to provide theoretical and empirical framework about testing
Job demands-resources model at educational institutions and using it for predicting
work outcomes. The data collected from sample consist (112) faculties at Muthanna
University by using a questionnaire. The data were analyzed by using AMOS (V. 21).
The study accessed to set of conclusions was from its important that job resources
have significant role in reducing the negative effects of job demands and enhancing
work outcomes. According to these conclusions, the set of recommendations were
formulated.
The objective of this study was to examine the relationship between employees' sources of job stress, work engagement and career orientations and how they diff er with respect to these variables in terms of socio-demographic contextual factors such as gender, race, employment status and age. A sample of 90 employees participated in this study, and a Sources of Job Stress Scale, the Utrecht Work Engagement Scale and the Career Orientations Inventory were administered. The results indicated a signifi cant relationship between the participants' sources of job stress, levels of work engagement and career orientations. Signifi cant diff erences regarding these variables were also detected between males and females, blacks and whites, temporary and permanently employed participants and the various age groups. The fi ndings add new knowledge that may inform organisational wellness and career development practices. Introduction The increasing pressure on South African organisations to improve their performance and sustain their competitiveness has led to a growth in non-permanent employment contracts and contingent work arrangements accompanied by downsizing, delayering, restructuring and re-organising to cope with the challenges of technological sophistication and global competition (Anakwe, Hall & Schor 2000; Gallagher 2002; Prof. M. Coetzee & Ms M. de Villiers are in the Department of Industrial and Organisational Psychology, Uni-versity of South Africa.
The objective of this study was to investigate the antecedents of work engagement. Stratified random samples (N=171) were taken of employees in a multinational oil company. The Work Engagement Scale and the Work Experiences Scale were administered. The results confirmed that psychological meaningfulness and psychological availability were significant predictors of work engagement. Psychological meaningfulness displayed the strongest positive relationship with engagement. The relationship of co-worker relations and work role fit with work engagement was mediated by the psychological condition of meaningfulness. Cognitive, emotional and physical resources had the strongest effect on psychological availability. Co-worker relations and co-worker norms predicted psychological safety. The relationship between resources and work engagement was mediated by the psychological condition of availability.
This chapter introduces a recently emerged psychological concept – work engagement – and seeks to apply this notion to the management of human resources in organizations. Our point of departure is that in order to prosper and survive in today's continuously changing environment, rather than merely “healthy” employees, organizations need engaged employees. What we exactly mean by work engagement and how this term is used throughout the literature is explained next. Because we strongly feel that recommendations for using HRM strategies to increase levels of employee engagement should be based on sound empirical research, we present an overview thereof. More specifically, we focus on the relationship of work engagement with related concepts and on the antecedents and consequences of work engagement. The assessment of work engagement is addressed in a separate section. In addition, we discuss how employees’ work engagement may be optimized by using HRM strategies. The chapter closes with some conclusions about work engagement research and about the usefulness of work engagement in the context of HRM. Our aim is to demonstrate the viability of the concept of work engagement for human resources practices in organizations. The need for engaged workers in modern organizations Table 18.1 illustrates what kinds of changes force today's organizations to rely more and more on the psychological knowledge and experience of their employees. Essentially, the changes summarized in Table 18.1 boil down to a “psychologization” of organizations.
The literature on integrity testing in personnel selection has reported impressive validities for predicting counterproductive work behaviors (CWB), but has seldom taken into consideration the possible influences of situational variables once job applicants are hired. This study examined the main effects and interaction effects of two situational variables, employee engagement and security control norms, on the relationship between integrity and CWB admissions. Based on data collected from a census sample of job incumbents from a large international retail company, all three variables were found to be moderately related to CWB, incrementally valid when aggregated, and together led to a lower rate of false positives than that yielded by integrity alone. In addition, employee engagement and security control norms each moderated the relationship between integrity and CWB when integrity was low, but did not influence CWB when integrity was high. The implications of these findings on personnel selection methods are discussed.