Consequences Of Work Engagement Research Articles

A Review of Predictors and Outcomes of Work Engagement in Nonprofit Organizations

The study proposes a conceptual model of antecedents and consequences of work engagement in non-profit organizations (NPOs) using the job demands-resources (JD-R) model by employing an extensive literature review. For this investigation, a thorough search of the literature was done to find conceptual and empirical publications. Based on the previous literature review, there were twenty-one studies have been included. It has been discovered that personal resources, job expectations, and job resources all play a significant part in keeping NPO staff engaged. Researchers have recommended philanthropic resources as novel resources in the JD-R model since the study shows that employees in non-profit organizations (NPOs) are engaged in philanthropic activities and exhibit distinct nature of work orientation compared to the workforce in profit-oriented organizations. The study's novelty stems from introducing new variables such as service consciousness, altruism, compassion, and belief in human benevolence under philanthropic resources. Second, emotional demand is proposed as a new variable under job demand. Third, ethical and authentic leadership are offered as new variables under job resources.

THE ANTECEDENTS AND CONSEQUENCES OF WORK ENGAGEMENT ON TEACHER: A SYSTEMATIC LITERATURE REVIEW

Work engagement is an important study in human resource management related to organizational productivity. Many factors that influence work engagement have been studied. In particular, this study maps the factors that influence work engagement in teachers and the resulting consequences. Contribution made to the literature on work engagement through a description of the antecedents and consequences of work engagement for teachers. This study used the Systematic Literature Review (SLR) method based on the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) approach. Eight eligible studies were collected and selected for further analysis. The selected articles were obtained through the Scopus and ScienceDirect databases. The results of the analysis show that there are 12 antecedents of Work Engagement in teachers that come from individual, leadership and organizational factors. It was also found that there are 7 consequences of Work Engagement on teachers that affect the level of teacher involvement in the workplace. The results of the analysis found that the scope of work engagement for teachers differs from various levels of the organization, from elementary schools to tertiary institutions. This study has implications for knowing the antecedents and consequences of Work Engagement on teacher to improve the quality of education.

An investigation of the selected antecedents and consequences of work engagement among hospitality and tourism academicians

PurposeThe purpose of this paper is to explore the selected antecedents (i.e. supervisor support and organizational justice) and outcomes (i.e. voice behavior and career satisfaction) of work engagement (WENG).Design/methodology/approachTo gauge the aforesaid effects via structural equation modeling, the current study used data collected from hospitality and tourism academicians at public universities in Turkey.FindingsThe proposed model is viable. Specifically, WENG mediates the impacts of supervisor support and organizational justice on voice behavior and career satisfaction.Research limitations/implicationsUsing longitudinal data in future research would make it possible to draw causal inferences. Testing research productivity as a criterion variable in future papers would enable the researchers to ferret about whether WENG would mediate the effects of supervisor support and organizational justice on research productivity.Originality/valueEvidence about the factors affecting employees' WENG is still meager. Especially, there is a need for research about the factors that may affect academicians' WENG at universities. Research findings present valuable implications for tourism and hospitality educational institutions.

Unleashing the Antecedents and Consequences of Work Engagement in NGOs through the Lens of JD-R Model: Empirical Evidence from India

Unleashing the Antecedents and Consequences of Work Engagement in NGOs through the Lens of JD-R Model: Empirical Evidence from India

Effect of Job Characteristics on Work Engagement: An Empirical Study of the Banking Sector in Bangladesh

An engaged workforce is considered indispensable for providing superior customer service and gaining a competitive advantage in any service firm. Despite the fact, there is scant research on the antecedents and consequences of work engagement in the context of the service sector in Bangladesh. In particular, the role of job characteristics in shaping work engagement is still undiscovered in the country’s present literature. To fill this gap, this study aims to explore the effect of job characteristics on the work engagement of bankers in Bangladesh. Using the convenience sampling method with a structured questionnaire, the study collected 113 self-reported responses (response rate 34.77%) from the branch-level managerial employees serving in the private banks. Using SPSS, data were analyzed with both descriptive and inferential statistics. The findings of the study suggest that all the five dimensions of job characteristics (skill variety, task identity, task significance, autonomy, and feedback) have a significant positive impact on work engagement. The findings indicate that jobs that are designed with favorable characteristics will drive the job holders towards greater engagement at work. Accordingly, the study suggested implications for bank administrators.

A Systematic Review on Issues and Challenges Associated with Work Engagement of Teachers

Purpose: As education sector becomes more and more quality conscious, the nature of work involved in teaching profession undergoes dramatic changes. The various management concepts such as creativity, innovation, continuous improvement and change management become a common jargon for teachers in the current scenario. All these factors impose greater pressure and uncertainty on teachers. In the midst of all these challenges, there are multiple parameters to evaluate the performance of teachers. This sudden shift in the profession really resulted in teachers experiencing a stressful environment. The predicament of whether to focus more on traditional teaching methodology or student centric quality parameters exerts pressure on them. The New Education Policy (NEP 2020) will of course demand more involvement from teachers. In this juncture, this study proposes to conduct an analysis of various issues and challenges related to work engagement of teachers. Design/Methodology/Approach: Literature review is conducted to analyse the concept of work engagement, work engagement of teachers and the factors influencing work engagement of teachers. Findings/Result: Quality consciousness, innovation driven environment and implementation of National Education Policy, 2020 makes it important to be concerned about the work engagement of teachers. The transition towards a student centric curriculum is challenging and inevitable. In this context, work engagement of teachers should be given utmost importance. Originality/Value: The antecedents and consequences of work engagement in the volatile, uncertain, complex and ambiguous environment is evaluated. Paper Type: Conceptual Research.

Job crafting, workplace civility and work outcomes: the mediating role of work engagement

PurposeThe antecedents and consequences of work engagement have been extensively discussed and analyzed in the previous literature; however, identifying cost-effective measures that can sustain work engagement to boost work outcomes has received sparse attention in the Indian information technology (IT) context. This study aims to provide new insights concerning the associations of job crafting and workplace civility with work engagement and its corresponding outcomes, such as change perception, general life satisfaction and intention to quit.Design/methodology/approachHypotheses were tested using structural equation modeling on data obtained from 369 software developers in India using questionnaire surveys.FindingsResults confirmed that work engagement partially mediated the association of job crafting and workplace civility with the perception of change and general life satisfaction. The negative associations of job crafting and workplace civility with the intention to quit were also partially mediated by work engagement. The findings can be used to inform human resources strategies to boost work engagement and subsequent work outcomes.Research limitations/implicationsThe results of this empirical work will offer insights to managers who are looking for cost-effective interventions and behaviors aimed at increasing work engagement and, consequently, achieving effective work outcomes.Originality/valueThis study contributes by empirically testing the application of novel employee-driven practices in improving work engagement and work outcomes, particularly in the context of IT companies in India.

Effects of Selected Positive Resources on Hospitality Service Quality: The Mediating Role of Work Engagement

This paper aims to investigate the mediating role of work engagement for the effects of deep acting, S, and self-efficacy on service quality under the conservation of resources (COR) theory and the job demands–resources (JD-R) model. Questionnaires were rigorously distributed by stratified random sampling. Data were collected from hospitality frontline employees (HFLEs) of hotels and restaurants in Taiwan during a period of two months. Structural equation modeling analyses were conducted to assess the data. Empirical results demonstrated work engagement is a significant mediator, enriching the antecedents and consequences of work engagement in hospitality literature. The findings suggest hospitality practitioners should consider a high-performance work system (HPWS) as an employee management tactic to implement sustainable human resource management (HRM). This practice can augment hospitality frontline employees’ willingness to stay in organizations in the long term and to maintain a satisfying service quality.

Antecedents and consequences of work engagement among nurses.

Background:Engaged nurses have high levels of energy and are enthusiastic about their work which impacts quality of health care services. However, in the context of Iran, due to observed burnout, work engagement among nurses necessitates immediate exploration.Objectives:This investigation aimed to identify a suitable work engagement model in nursing profession in hospitals according to the hypothesized model and to determine antecedents and consequences related to work engagement among nurses.Patients and Methods:In this cross-sectional study, a questionnaire was given to 279 randomly-selected nurses working in two general teaching hospitals of Shiraz University of Medical Sciences (Shiraz, Iran) to measure antecedents and consequences of work engagement using the Saks’s (2005) model. Structural Equation Modeling was used to examine the model fitness.Results:Two paths were added using LISREL software. The resulting model showed good fitness indices (χ2 = 23.62, AGFI = 0.93, CFI = 0.97, RMSEA = 0.07) and all the coefficients of the paths were significant (t ≥ 2, t ≤ -2). A significant correlation was found between work engagement and model variables.Conclusions:Paying adequate attention to the antecedents of work engagement can enhance the quality of performance among nurses. Additionally, rewards, organizational and supervisory supports, and job characteristics should be taken into consideration to establish work engagement among nurses. Further researches are required to identify other probable antecedents and consequences of nursing work engagement, which might be related to specific cultural settings.

Concept, Measurements, Antecedents and Consequences of Work Engagement

工作投入是个体在工作中的一种积极的、完满的融入状态, 它是连接个体特质、工作因素和工作绩效的完美纽带, 是组织创造竞争优势的重要途径。通过梳理工作投入概念的起源和发展, 并将其与工作卷入、心流、 专念等相似概念进行了比较, 提出了工作投入的整合概念, 即个体面对工作时产生的一种同时包含积极的情绪体验、谨敏的认知和高度激发的体能状态在内的、持久的心理行为状态。介绍了 UWES 量表、SMVM量表等主要的工作投入量表以及相应关于工作投入因素结构的不同理论观点, 并根据近年来的实证研究对工作投入的前因和后效变量进行了梳理和表格化呈现, 由此进一步对未来的研究方向提出了三点思考。

Antecedents and Consequences of Work Engagement Among Frontline Employees in Turkish Hotels

Frontline service employees in the hospitality and tourism sector have a key role in creating high-quality customer service. This research considers potential antecedents and consequences of work engagement in a sample of 549 frontline service employees working in 15 top quality hotels in Turkey, a 59% response rate. Respondents completed anonymous questionnaires. Respondents reported lower levels of work engagement compared to normative data reflecting the way that frontline service work has been portrayed (low pay, long hours, and autocratic supervision). Personal demographic characteristics (e.g., age, gender, level of education) and work situation characteristics (e.g., job tenure, size of property) were weakly and inconsistently related to levels of work engagement. Consistent with previous studies, work engagement was significantly related to job satisfaction, employee use of voice behavior, intent to stay, and lower levels of work-family and family work conflict Practical implications and practical suggestions for enhancing levels of work engagement are offered.

Work Engagement Among Nurses in Turkish Hospitals: Potential Antecedents and Consequences

This research examined potential antecedents and consequences of work engagement in a sample of nurses employed in hospitals in Turkey. .Data were collected from 224 respondents, a 37% percent response rate, using anonymously completed questionnaires. Engagement was assessed by three scales developed by Schaufeli, Salanova,Gonzalez-Roma, and Bakker (2002): Vigor, Dedication and Absorption. Antecedents included personal demographic and work situation characteristics; consequences included measures of work satisfaction, psychological wellbeing, and perceptions of hospital functioning. The following results were observed. First, engagement, particularlydedication, predicted various work outcomes (e.g., job satisfaction, burnout). Second, engagement, particularlyvigor, predicted various psychological well-being outcomes but less strongly than these predicted work outcomes.Third, engagement only predicted one aspect of hospital functioning; nurses reporting higher levels of dedicationalso indicated a higher quality of patient care. Organizations can increase levels of work engagement by creatingsupportive work experiences (e.g., control, rewards and recognition) consistent with effective human resource management practices .But caution must be exercised before employing North American practices in the Turkish context

Work engagement among managers and professionals in Egypt

PurposeThe purpose of this paper is to examine potential antecedents and consequences of work engagement in a sample of male and female managers and professionals employed in various organizations and industries in Egypt.Design/methodology/approachData were collected from 242 respondents, a 48 percent response rate, using anonymously completed questionnaires. Engagement was assessed by three scales developed by Schaufeliet al.; vigor, dedication, and absorption. Antecedents included personal demographic and work situation characteristics as well as measures of need for achievement and workaholic behaviors; consequences included measures of work satisfaction and psychological well‐being.FindingsThe following results are observed. First, both need for achievement and one workaholic job behavior are found to predict all three engagement measures. Second, engagement, particularly dedication, predict various work outcomes (e.g. job satisfaction, intent to quit). Third, engagement, again, particularly dedication, predicted various psychological well‐being outcomes but less strongly than these predicted work outcomes.Research limitations/implicationsQuestions of causality cannot be addressed since data were collected at only one‐point in time. Longitudinal studies are needed to determine the effects of work life experiences on engagement.Practical implicationsOrganizations can increase levels of work engagement by creating supportive work experiences (e.g. control, rewards, and recognition) consistent with effective human resource management (HRM) practices. But caution must be exercised before employing North American practices in the Egyptian context.Originality/valueThis paper contributes to the understanding of work engagement among managers and professionals and HRM more broadly in a large Muslim country.

Work engagement among hotel managers in Beijing, China: potential antecedents and consequences

PurposeThis paper aims to examine potential antecedents and consequences of work engagement in a sample of male and female hotel managers employed in Beijing, China.Design/methodology/approachData were collected from 309 respondents, a 90 percent response rate, using anonymously completed questionnaires. Engagement was assessed by three scales developed by Schaufeli, Salanova, Gonzalez‐Roma, and Bakker: vigor, dedication and absorption. Antecedents included personal demographic and work situation characteristics; consequences included measures of work satisfaction and psychological wellbeing.FindingsThe following results were observed. First, organizational level and organizational tenure were found to predict all three engagement measures but in opposite ways. Second, engagement, particularly dedication, predicted various work outcomes (e.g. job satisfaction, intent to quit). Third, engagement, particularly dedication, positively predicted various psychological wellbeing outcomes but less strongly than these predicted work outcomes. Surprisingly, absorption was related to some of these outcomes but in the opposite way.Research limitations/implicationsQuestions of causality cannot be addressed since data were collected at only one point in time. Longitudinal studies are needed to determine the effects of work life experiences on engagement.Practical implicationsOrganizations can increase levels of work engagement by creating supportive work experiences (e.g. control, rewards and recognition) consistent with effective human resource management practices. But caution must be exercised before employing North American practices in the Chinese context.Originality/valueThe study contributes to the understanding of work engagement among managers in a large Confucian country in transition to a market economy.

Work engagement among women managers and professionals in a Turkish bank

Purpose – The paper aims to examine potential antecedents and consequences of work engagement in a sample of women managers and professionals employed by a large Turkish bank.Design/methodology/approach – Data were collected from 286 women, a 72 per cent response rate, using anonymously completed questionnaires. Engagement was assessed by three scales developed by Schaufeli et al.: vigor, dedication and absorption. Antecedents included personal demographic and work situation characteristics as well as work life experiences; consequences included measures of work satisfaction and psychological well‐being.Findings – The following results were observed. First, worklife experiences, particularly, control, rewards and recognition and value fit, were found to predict all three engagement measures. Second, engagement, particularly dedication, predicted various work outcomes (e.g. job satisfaction, intent to quit). Third, engagement, particularly vigor, predicted various psychological well‐being outcomes.Research...