Affect Work Engagement Research Articles

How Managerial Communication Affects Work Engagement of Public Employees: Evidence from China

ABSTRACT This article aims to examine the relationship between managerial communication and work engagement in the public sector, a topic that has not been fully explored. We surveyed 1,385 public employees who participated in China’s poverty reduction campaign from 2013 to 2020. The findings revealed that effective communication by leaders has a positive impact on employees’ work engagement, partially mediated by public service motivation. However, this article also found that the effect of communication on motivating public employees is weakened by relative deprivation. This article provides a nuanced understanding of how and when managerial communication improves work engagement in the public sector.

Effect of self efficacy on work engagement mediated by psychological well being in employed student

This study aims to analyze the effect of self-efficacy on work engagement with psychological well-being as a mediator in working students. The research sample was 216 students who were attending college at night and working full time, selected using purposive sampling technique. Data collection was carried out through a scale of self-efficacy, psychological well-being, and work engagement. The analysis used Structural Equation Modeling (SEM) method with SmartPLS software. The results showed that self-efficacy has a positive and significant effect on work engagement by 19% and on psychological well-being by 25%. Psychological well-being also positively and significantly affects work engagement by 44.3%. Additionally, psychological well-being mediates the relationship between self-efficacy and work engagement by 11.1%. Psychological well-being is proven to mediate the relationship between self-efficacy and work engagement. This shows that students with high levels of self-efficacy tend to have good psychological well-being, which in turn increases their work engagement. The practical implication of this research is the importance of increasing self-efficacy and psychological well-being to increase work engagement, especially in student workers. Educational institutions and companies are expected to design training programs that support the development of self-efficacy and psychological well-being of employees.

Impact of Turnover Intention on Work Engagement Among Primary and Secondary School Music Teachers: A Moderated Mediation Approach

Work engagement refers to the sustained and active involvement of primary and secondary school music teachers. This study investigated music teachers in Chongqing, examining how turnover intention influences work engagement and exploring the moderating and mediating roles of self-efficacy and educational background (specifically, whether teachers were trained in normal schools). Using a turnover intention scale, a self-efficacy scale, and a work engagement scale, the study found that (1) self-efficacy partially mediates the relationship between turnover intention and work engagement, and (2) educational backgrounds in normal schools moderate this mediation. These findings shed light on the mechanisms through which turnover intention affects work engagement and provide a basis for strategies to enhance the work engagement of primary and secondary school music teachers.

Mitigating the impact of emotional exhaustion among young intensive care unit nurses: A structural equation model based on the conservation of resources theory.

As the backbone of the intensive care unit nursing team, young nurses' emotional and psychological well-being is related to the physiological health and life outcomes of critically ill patients. Exploring the impact of access to and utilization of organizational resources on emotional exhaustion among intensive care unit nurses. A cross-sectional survey. SPSS 27.0 was used for descriptive analysis and Pearson correlation analysis. AMOS 25.0 was used to construct the structural equation model and conduct the Bootstrap test. A total of 447 valid questionnaires were ultimately included, with a validity rate of 91.2%. The results showed that the turnover intention of young intensive care unit nurses was high (2.06 ± 0.67). Emotional exhaustion positively predicts nurses' turnover intentions (β = 0.30, p < .001). Inclusive leadership (β = 0.075, 95% CI: 0.04 to 0.116, p < .001) and distributive justice (β = 0.090, 95% CI: 0.059 to 0.132, p < .001), as organizational resources, respectively moderate the relationship between emotional exhaustion and turnover intention, and play a chain-mediated role in their relationship (β = 0.055, 95% CI: 0.036 to 0.081, p < .000). Additionally, the study did not show a direct effect of emotional exhaustion on work engagement (β = -0.07, p = .083). Instead, this relationship is mediated through distributive justice (but not inclusive leadership) (β = -0.203, 95% CI: -0.258 to -0.146, p < .001). At the same time, inclusive leadership and distributive justice serve as serial mediators in the mechanism by which emotional exhaustion affects work engagement (β = -0.125, 95% CI: -0.167 to -0.096, p < .000). This study emphasizes that organizational resources can effectively alleviate the impact of emotional exhaustion among young intensive care unit nurses. Health care institutions and nursing managers need to recognize the importance of utilizing organizational resources and take necessary measures to alleviate emotional exhaustion among intensive care unit nurses. By implementing effective policies, they can enhance nurses' work engagement and retain nursing talent.

Decoding the impact of digital paradigms on human capital efficacies: An empirical exploration of digital transformation as a moderator in work engagement frameworks

This study investigates the impact of digital transformation on human capital management practices (HCMPs) and their influence on work engagement. The research aims to evaluate the effects of recruitment and selection, training, career opportunities, and reward on employee engagement, and to examine whether digital transformation moderates these relationships. Using a sample of 607 employees, data were collected through online questionnaires from the banking and hospitality sectors in South Africa and analyzed using partial least squares structural equation modeling (PLS-SEM). The study finds that HCMPs such as recruitment and selection, training, career opportunities, and reward positively affect work engagement. However, contrary to expectations, digital transformation did not significantly moderate the effect of HCMPs on Work engagement. This suggests that the impact of digitalization may be more complex and context dependent. The significance of this study lies in highlighting the stability of HCMP impacts amidst technological change, providing insights for organizations to manage work engagement effectively without over-relying on digital transformation as a moderating factor.

Observing the Influence of Job Demands, Job Resources, and Family Demands on Work Engagement Moderated by Self-Efficacy

According to the Job Demand-Resource Theory, job demands, job resources, and personal resources significantly influence employee performance through work engagement (Bakker &amp; Demerouti, 2017). Furthermore, performance is also affected by demands and resources originating from the family context (Brummelhuis &amp; Bakker, 2012). This study aims to examine the impact of job demands, job resources, and family demands on work engagement, with self-efficacy as a moderating variable. The research was conducted at the Central Statistics Agency (BPS) across various districts/cities in North Sumatra Province, using a sample of 309 employees. The sampling technique employed was systematic random sampling, and the data analysis method used was Partial Least Square-Structural Equation Modeling (PLS-SEM). The study's findings show that both job resources and self-efficacy significantly and positively impact work engagement. This suggests that increases in job resources and self-efficacy are associated with enhanced work engagement. Conversely, job demands and family demands did not significantly affect work engagement. Additionally, the findings reveal that self-efficacy does not significantly moderate the relationship between job demands, job resources, family demands, and work engagement.

Motivasi Kerja: Mampukah Memediasi Peran Iklim Organisasi Terhadap Work Engagement (PT Royal D’paragon Land)

This study aims to analyze the organizational climate's influence on work engagement, with work motivation as an intervening variable among employees of PT Royal D’Paragon Land. The data analysis technique used is path analysis with IBM SPSS software version 22.0. The sampling method employed is a saturated sample: all employees of PT Royal D'Paragon Land are respondents. We collected data through Google Forms, yielding 87 responses. Based on the analysis findings, organizational climate significantly and positively affects work motivation; organizational climate significantly and positively affects work engagement; work motivation significantly and positively affects work engagement; and work motivation mediates the effect of organizational climate on work engagement. Creating a positive organizational climate is crucial for enhancing work motivation and work engagement. Work motivation also serves as a bridge that strengthens the impact of organizational climates on employee engagement. Thus, the company can effectively increase employee engagement by focusing on organizational climate and work motivation.

Do emotional demands and exhaustion affect work engagement? The mediating role of mindfulness.

The current paper seeks to elucidate the interrelationships among emotional demands (ED), emotional exhaustion (EE), mindfulness, and work engagement (WE), with an explanation of the mediating role of mindfulness within indicated relationships. Nurses working in a stress-related environment face some emotional challenges. New methods such as mindfulness should be learned; therefore, positive outcomes occur along with new developments. Responses were received from nurses through a self-report questionnaire using the convenience sample technique. Four hundred and twenty-nine nurses from health institutions in Istanbul participated in the study. The PLS-SEM technique was used to test the research model. ED and mindfulness, EE and mindfulness, and mindfulness and WE relationships were found. While mindfulness was a mediator between EE and WE, it was not a mediator between ED and WE. It has been revealed that nurses cope with job-related challenges by being present at the moment with high awareness. Furthermore, mindful nurses also foster positive outcomes. Precautions should be taken because of the nursing shortage. It is better to provide mindfulness training to nursing students in schools before their professional lives. Implementing and using technologies might be helpful for nurses.

Teachers’ daily positive and negative affect and their relationship with teachers’ emotion regulation strategies and daily work engagement – results of a diary study among team teachers

Team teaching as a close form of teacher collaboration entails frequent interactions between the team-teaching partners in the classroom. During these interactions, the team teachers experience a variety of positive and negative emotions, triggered by their team partner. The teachers may express or suppress these emotions, depending on their habitual use of these emotion regulation strategies. In turn, the teachers’ daily emotions may be related to an important facet of teacher well-being, namely their daily work engagement. This study aims to investigate the related factors (habitual emotion regulation, daily work engagement) of team teachers’ daily positive and negative emotions triggered by the team partner in the classroom. Forty-seven Austrian team teachers working in secondary education completed a daily diary study, consisting of 15 diary entries, measuring their habitual emotion expression and suppression strategies, their daily positive and negative affect and daily work engagement. Multilevel regression analyses were conducted. Results show that positive and negative affect and work engagement vary substantially within and between team teachers. Random-intercept fixed-slope multilevel models indicate that the habitual use of authentic display of positive emotions is associated with daily positive affect, and teachers’ daily positive and negative affect significantly relate to their daily work engagement both on the within- and between-person level. This study underscores the important role that team teachers’ emotional experiences play regarding their work engagement. We draw theoretical and practical implications for the role of emotions during team-teaching practices.

Investigating women’s work experience in hospitality with the job demands-resources theory

PurposeThis study aims to investigate the work experience of women in hospitality with the job demands-resources (JD-R) theory. By focusing on job resources, job demands (emotional and physical), work engagement, emotional exhaustion and turnover intention, this study examines (1) female workers’ perceptions of these variables; (2) how race, age and job positions affect perceptions and (3) structural relationships among these variables.Design/methodology/approachThe study collected 412 responses from American female hospitality workers via an online survey. Descriptive statistics and independent T-tests were conducted using SPSS to analyze professional experiences and differences based on individual characteristics. Path analysis was conducted using Amos 28 to assess the structural relationships among variables.FindingsFemale hospitality workers generally feel engaged, experience low emotional exhaustion and have low turnover intention. Younger or front-line women reported higher emotional exhaustion, lower engagement and greater likelihood to quit. Unexpectedly, emotional resources do not significantly affect work engagement, but physical resources increase it.Practical implicationsThe study provides directions to establish specific well-being and organizational support initiatives to retain female hospitality workers.Originality/valueThis study offers fresh insights into the JD-R theory by examining the experiences of American female hospitality employees using a non-comparative lens. Although existing literature highlights women’s unfavorable positions relative to male counterparts, this study reveals rather positive perspectives. Additionally, it presents a dual psychological process of how job resources and demands affect women’s work experience and the varying impacts of job demands on work engagement.

Impact of mindfulness dimensions on work engagement among white-collar employees during the new normal in Malaysia

This study examines the impact of mindfulness dimensions on work engagement among white-collar employees during the new normal in Malaysia. Employees today feel disengaged from their company in an environment where productivity and performance are critical. Research has indicated that elevated mindfulness levels have positive effects on the workplace and are a strong indicator of employee engagement. Previous studies have not thoroughly examined the impact of various facets of mindfulness on employee work engagement following the pandemic. This study investigated the impact of the four dimensions of mindfulness on employee engagement. This study was based on positivist philosophy and a deductive approach. Data for this quantitative study came from 227 employees in Malaysia's private sector who were employed in white-collar jobs. We gathered the primary data using a survey strategy and a self-administered questionnaire. The study's findings demonstrate a positive and significant relationship between work engagement and the four dimensions of mindfulness. More specifically, work engagement was most impacted by the mindfulness acceptance dimension, followed by the mindfulness awareness dimension. The study provided implications for both employers and employees regarding organizational programs aimed at enhancing mindfulness and work engagement, particularly in light of emerging work trends like remote work culture. This study expanded on the understanding of mindfulness at work for future researchers by looking at how mindfulness affects work engagement for white-collar workers and provided fresh insights, such as the greatest influence of the mindfulness-acceptance dimension.

A daily exercise prescription when work gets tough: The moderating effect of work demands on the relationship between daily physical exercise and next-day well-being and job performance.

Physical exercise is widely recognized for its benefits to individuals' general health, yet its implications for in-role and extrarole job performance, especially on demanding workdays, have rarely been explored. This oversight is concerning as high work demands can deter employees from exercising when they are unaware that exercise can improve their job performance on demanding workdays. In this research, we draw on the effort-recovery model to propose that daily physical exercise not only promotes next-day well-being but also enhances next-day in-role job performance and extrarole organizational citizenship behavior (OCB) by fostering positive affect and work engagement the following day. Moreover, these benefits of daily physical exercise are more pronounced on days with high rather than low work demands. Results from two experience sampling studies generally support our hypotheses, revealing that daily physical exercise contributes to next-day well-being, both self- and leader-rated in-role job performance and self-rated, but not leader-rated, extrarole OCB, through the sequential mediation of next-morning positive affect and next-day work engagement. Furthermore, these benefits of physical exercise are more evident on days when employees face high overall work demands (Study 1) and in particular on days with high-hindrance demands but on days with low-challenge demands (Study 2). (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The Role of Work Engagement in Mediating Organizational Culture and Self-Efficacy on Commitment at PT. Perusahaan Listrik Negara

Objective: This study aims to determine the influence of organizational culture and self-efficacy on organizational commitment, with work engagement as a mediating variable. Design/Methods/Approach: This research uses a quantitative approach. The population in this study consists of all employees of PT. PLN. The sampling technique used is random sampling, with a sample size of 225 respondents. Data collection was carried out through questionnaires distributed via Google Forms. Data analysis was conducted using SmartPLS 4.0 software to perform outer model tests (convergent validity, discriminant validity, AVE, composite reliability, and Cronbach’s alpha), inner model tests (model fit), and hypothesis testing. Findings: 1) Organizational culture affects organizational commitment, 2) Self-efficacy does not affect organizational commitment, 3) Organizational culture does not affect work engagement, 4) Self-efficacy affects work engagement, 5) Work engagement affects organizational commitment, 6) Organizational culture does not affect organizational commitment through work engagement, 7) Self-efficacy affects organizational commitment through work engagement. Originality/Value: The novelty of this research lies in the fact that no previous studies have examined organizational commitment at PT. PLN by considering the factors of Organizational Culture and Self-Efficacy, with Work Engagement as a mediating variable. Practical/Policy implication: The results of this research can be used as input in formulating human resource policies aimed at enhancing organizational commitment by considering organizational culture, self-efficacy, and work engagement.

Determinants influencing productivity in unicorn startups: Roles of new ways of working and work engagement

Despite its growth, Indonesia’s startup industry struggles with high failure rates; this industry relies on employee productivity and promoting new work methods that reshape modern workplaces. The study aims to examine the impact of new ways of working on employee productivity and work engagement in Indonesian unicorn startups post-pandemic while also observing the current situation using importance-performance analysis. The data analysis uses structural equation modeling (SEM) with partial least squares (PLS) and Smart-PLS software. This study analyzes survey data from 56 leaders of Indonesian unicorn startups. It delves into the complex relationships between these variables based on the leaders’ perspectives. According to the findings, new ways of working impact employee productivity (β = 0.521; p-value &amp;amp;lt; 0.05), new ways of working impact work engagement (β = 0.856; p-value &amp;amp;lt; 0.05), work engagement impact employee productivity (β = 0.379; p-value &amp;amp;lt; 0.05), and new ways of working impact employee productivity through work engagement (β = 0.325; p-value &amp;amp;lt; 0.05). The findings indicate that new ways of working significantly affect work engagement and productivity. It also identifies work engagement as a key driver of employee productivity. Interestingly, the effect of new ways of working on employee performance is also mediated by work engagement, highlighting the relationship between these factors.

The impact of coaching leadership on work engagement: an empirical study from Chinese context

PurposeThe purpose of this paper is to unveil the efficacy of coaching leadership within Chinese organizations and bolster employees’ work engagement.Design/methodology/approachThe sample data were collected through employing the questionnaire method. The participants consisted of 234 employees and 53 supervisors in Chinese enterprises. Hypothesis testing was conducted using multiple regression analysis and the Bootstrap method.FindingsThe coaching leadership exhibited a positive association with employees’ work engagement, psychological safety and self-efficacy. It was observed that employees’ psychological safety and self-efficacy played a dual-mediation role between coaching leadership and work engagement. Additionally, employees with power distance orientation (POD) amplified the positive effects of coaching leadership on psychological safety and self-efficacy.Research limitations/implicationsThis study contributes to the literature on coaching leadership and work engagement by elucidating their direct influence, as well as the dual-mediating roles of psychological safety and self-efficacy. Besides, our findings underscore the moderating effect of POD in amplifying the impacts of coaching leadership. However, the nonlongitudinal survey design adopted by our study should be noted for its potential limitations in establishing causality.Practical implicationsThe findings demonstrate that coaching leadership, psychological safety and self-efficacy play a crucial role in fostering work engagement. Employees with higher POD are more likely to benefit from coaching leaders.Originality/valueThis study contributes to coaching leadership literature and provides insights into how and when coaching leadership affects work engagement in Chinese organizations.

Factors Affecting Work Engagement of Teachers in Higher Education Institutions: A Literature Review

Factors Affecting Work Engagement of Teachers in Higher Education Institutions: A Literature Review

Factors influencing work engagement of nurses in general hospitals: A cross-sectional study.

This study aimed to examine the level of work engagement and to identify the factors influencing the work engagement of nurses. Work engagement plays a crucial role in enhancing the efficiency of outcomes and the standard of care in nursing and healthcare services. A descriptive predictive design and stratified random sampling was used to select206 nurses from three general hospitals in Naypyitaw, Myanmar.. Research instruments consisted of the demographic data form, the Utrecht Work Engagement Scale, the Global Transformational Leadership Scale, the Survey of Perceived Organizational Support, and the Psychological Capital Questionnaire. The results were explored by applying descriptive statistics and stepwise multiple regression. Overall work engagement was at an average level. Transformational leadership and psychological capital could affect work engagement, explaining 19.34% of the total variance; however, perceived organizational support, age, and work experience did not show any impact on it. The findings recommend that nurse administrators should focus on transformational leadership and psychological capital in formulating strategies to increase nurses' work engagement. The outcomes might providebaseline information for nurse administrators and policymakers by formulating management strategies to enhance nursing leaders' awareness, knowledge, and skills about transformational leadership behaviors and to keep nurses holding self-efficacy, hope, optimism, and resilience of psychological capital in healthcare organizations, which ultimately increase nurses' engagement at work.

Factor Affecting Work Engagement, Affective Commitment, And Organizational Citizenship Behavior

This study examines the effect of transformational leadership on work engagement, affective commitment, and OCB both directly and indirectly. The quantitative design of this study used survey methodology by sending questionnaires to frontline employees in the hospitality industry. One hundred and eighty questionnaires out of 200 questionnaires issued were usable. The data analysis used to test the Structural Equation Model - Partial Least Squares (SEM-PLS) approach is SmartPLS 4.0. The results obtained concluded that transformational leadership, affective commitment, and work engagement affect OCB, transformational leadership affects affective commitment and work engagement, work engagement affects affective commitment, transformational leadership affects OCB through affective commitment, transformational leadership affects OCB through work engagement, and work engagement affects organisational citizenship behaviour through affective commitment. The effect of transformational leadership on OCB of hotel employees in North Sumatra - Indonesia, mediated through affective commitment and work engagement.

Empowering or burdening? The short‐term benefits and costs of upward networking at work

SummaryResearch on social networking primarily focuses on the long‐term benefits of upward networking on career success. However, how it influences employees in the short term is largely overlooked. Integrating conservation of resources theory and self‐control strength model, we developed a moderated dual‐pathway model that simultaneously examines the immediate benefit and cost of upward networking and investigates how trait self‐control moderates the dual‐pathway mechanism. Based on two experiments and a time‐lagged experience sampling study, we examined the moderated effects of trait self‐control, as well as the conditionally indirect relationship between upward networking and work engagement through the resource gain of perceived impact at work and the resource loss of ego depletion. We found that, on the one hand, for employees high in trait self‐control, engaging in upward networking is likely to be related to perceived impact at work and indirectly affects work engagement. On the other hand, for employees with low trait self‐control, engaging in upward networking is likely to increase ego depletion and indirectly affects work engagement. Overall, our findings contribute to theories of social networking and self‐control and specifically highlight the complexity of upward networking, which both empowers and burdens employees in terms of immediate work outcomes.

THE EFFECT OF WORK-RELATED SOCIAL MEDIA USE AND PERCEIVED ORGANIZATIONAL SUPPORT ON WORK ENGAGEMENT

This study examined how different factors can influence employees' work engagement. Work-related social media use outside working hours can be a paradox with negative implications for work engagement. Perceived organizational support can be a boost that positively impacts work engagement. A cross-sectional survey was conducted on 344 employees across sectors in the greater Jakarta area to test the research hypothesis. The collected data is then processed using the structural equation modeling (SEM) method. The findings in this study indicate that work-related social media use and perceived organizational support are proven to significantly affect work engagement through the mediating role of organizational identification, work-to-family conflict, and family-to-work conflict. The results of this study are expected to be taken into consideration by organizations in formulating policies on setting balanced working hours, maximizing the role of organizational support, and minimizing the potential for work-family conflict so that employees can feel a strong sense of work engagement and maximize their contribution to the organization in the digital era.