Employee Vitality Research Articles

A moderated mediation model of idiosyncratic deals and innovative performance of R&D employees: roles of vitality

PurposeAs personalized work arrangements, idiosyncratic deals can activate employees’ energy and thus affect their innovative performance. The purpose of this study was to examine whether employee vitality mediates the relationships between two different types of idiosyncratic deals and the innovative performance of employees and whether the mediating effects are moderated by employees’ age.Design/methodology/approachMatched data were collected from 620 employees and their direct supervisors who work in two large Chinese technology R&D organizations.FindingsResults indicate that two different types of i-deals (task and work responsibilities i-deals and flexibility i-deals) are positively related to the innovative performance of employees and that vitality mediates those relationships. Further, chronological age enhances the positive relationship between task and work responsibilities i-deals and vitality, and it enhances the indirect effect that task and work responsibilities i-deals relate to the innovative performance of employees through vitality. However, the results of this study indicate that the moderating effect of chronological age on flexibility i-deals and vitality, as well as the moderated mediation effects of vitality on the relationship between flexibility i-deals and the innovative performance of employees, did not meet the standard for significance.Originality/valueBased on the cognitive evaluation theory, this study explores more deeply the mechanism by which task and work responsibilities i-deals and flexibility i-deals activate employees’ energy and thus influence their innovative performance. In addition, this study comprehensively considers the moderating effect of chronological age, an important demographic variable, on the mechanism of idiosyncratic deals.

Leader motivating language – The fuel for employee vitality

This study investigates the impact of organizational culture on employee vitality determined by leader motivating language. It is common knowledge that organizations are known for the culture they develop and maintain for their employees’ well-being and vitality. The prime focus of learning organizations is to provide their employees with a vibrant culture where they feel comfortable and grow as professionals. Culture alone does not guarantee employee satisfaction and vitality – there are other factors that play a role. From all the different factors, in this study, leader motivating language is taken as a pivotal one, which can either disturb or improve employee vitality at work. The theoretical background is built on the motivating language theory, which provides a model, helping to understand how the language leaders use, that is, speech communication affects the organization’s employees. A survey was conducted to collect data from various banks and multinational firms in Pakistan through random sampling – 270 responses from people working in these sectors, for which all the three variables, leader motivating language, organizational culture, and employee vitality, could be measured easily, were analysed. The respondents’ average length of service in their company was nearly five years and their mean age was 26.2 years. The results of this study show that leader motivating language has a positive impact on employee vitality at work and strengthens the relationship between organizational culture and employee vitality.

Vitality and well-being in nurses

Vitality and well-being of employees are attributed to productivity, employee performance, and quality of life. By considering the stressful and impactful service provided as healthcare workers, this research aims to establish whether a nurse's personal energy/vitality directly contributes to, and predicts their level of well-being. Data were collected from Mexico (n = 209) and Canada (n = 303) and structural equation modelling was employed for analysis. The findings revealed a strong positive relationship (γCanada = 0.72, γMexico = 0.66) between the two constructs indicating that people with a high (low) level of personal energy will also experience a high (low) level of well-being. Having demonstrated the impact of personal energy on well-being, this research lays the foundations for a much larger framework that can examine the significance of individual mental health constructs and their ability to drain, maintain or potentially gain personal energy/vitality and ultimately their effect on well-being.

The effect of educational intervention based on theory of planned behavior and self-regulatory strategies on the social vitality of women employee.

BACKGROUND:Social vitality is one of the most important social indicators to develop a sense of public satisfaction. The aim of this study was to investigate the effect of educational intervention based on theory of planned behavior (TPB) and self-regulatory strategies on the social vitality of women employee.MATERIALS AND METHODS:In this randomized controlled field trial study, 66 women employees of Birjand University of Medical Sciences (Iran) were selected including intervention (n = 31) and control (n = 35). Data were collected by standard Oxford Happiness Questionnaire and a researcher-made questionnaire based on TPB which its the validity and reliability were confirmed. The educational intervention consisted of 5 sessions based on the constructs of the TPB and self-regulatory strategies which were to the interventional group. Data analysis was performed using the Chi-square, Fisher's exact test, independent t-test, repeated measures ANOVA, and Bonferroni post hoc test at a significance level of <0.05.RESULTS:The mean age of women in the intervention and control group was 37.1 ± 9.3 and 36.2 ± 7.6 years (P = 0.67). Model constructs and happiness scores were homogeneous (P > 0.05) before the intervention, in two group of study, but after attitude (P = 0.016), subjective norm (P = 0.029), perceived behavior control (P = 0.01), intention (P = 0.006), and happiness score (P < 0.001) had a significant increase in the intervention group. In the control group, only a significant difference occurred over time in the happiness rate (P = 0.031).CONCLUSIONS:The results of the present study showed the effectiveness of educational intervention on the social vitality of women employees. Therefore, TPB is recommended to use in interventions to promote social vitality.

Internal Market Strategy of Offshore Oil Enterprises Based on Amoeba Operation Model

Hong, Y.; Li, Z.; Liu, Q., and Liu, S., 2020. Internal market strategy of offshore oil enterprises based on amoeba operation model. In: Liu, X. and Zhao, L. (eds.), Today's Modern Coastal Society: Technical and Sociological Aspects of Coastal Research. Journal of Coastal Research, Special Issue No. 111, pp. 209–213. Coconut Creek (Florida), ISSN 0749-0208.With the rapid advance in technology and management innovation, many improvements have been made to the marine energy sector, which brings both opportunities and challenges. The improvement in oil industry maturity and global transaction makes the offshore oil market more competitive. Faced with this situation, offshore oil enterprises in the marine energy sector have to improve their management, operation efficiency, and tap endogenous growth potential. Amoeba Operation Model, as an application of internal marketization theory, has been proved to be effective against mobilizing the vitality of employees within the enterprise, improving business benefits, as well as solving big company diseases. Consequently, this study analyzes the internal marketization theory and the applicability of Amoeba Operation Model in offshore oil enterprises. The study puts forward several key points for offshore oil enterprises' usage of Amoeba Operation Model, including: business unit division, accounting and settlement relationships establishment, asset resources and budgets allocation, evaluation system and mechanism establishment, human resources and team leader selection, as well as cultural acknowledgment.

Inclusive Leadership and Pro-Social Rule Breaking: The Role of Psychological Safety, Leadership Identification and Leader-Member Exchange.

This study explores the impact of inclusive leadership on employees' pro-social rule breaking through the dual path of psychological safety and leadership identification, as well as the moderating role of leader-member exchange in the above paths. We used questionnaires to survey 303 employees at two time points. The results show that inclusive leadership has a significant positive impact on employees' pro-social rule breaking, that psychological safety and leadership identification play mediating roles in this relationship, and that there is no significant difference between the mediating effects. Leader-member exchange moderates the indirect effect of inclusive leadership on pro-social rule breaking through psychological safety. That is, under a high level of leader-member exchange, inclusive leadership has a strong impact on psychological safety and pro-social rule breaking, but the moderating effect of inclusive leadership on employees' pro-social rule breaking through leadership identification is not significant. This study provides guidance for improving the vitality of employees and promoting the development of enterprise rules.

Individual and organizational factors related to social vitality of women working in Birjand University of Medical Sciences, Iran, in 2020

Background and Aims: Happiness and vitality are among the most important and effective components in the process of human life, without which activity, creativity, initiative, invention, and healthy life cannot be created. Happiness is a valuable tool for improving the personality and job performance of employees; meaning that happy people are more successful in the workplace. The creation of social vitality is the priority for comprehensive intervention in South Khorasan Province, Iran, for comprehensive intervention. Therefore, this study aimed to investigate the individual and organizational factors related to the social vitality of women working at the Birjand University of Medical Sciences, Birjand, Iran. Materials and Methods: This descriptive-analytical cross-sectional study was performed on 214 females working at Birjand University of Medical Sciences selected using a systematic random sampling method in 2019. The 29-item Oxford Happiness Standard was used to collect data to measure social vitality. Results: The mean score of the females' happiness was estimated at 73.55±12.32 and the majority of the subjects had moderate happiness (60.3%). Moreover, most of the cases had not participated in happiness courses before (85.6%). The results also showed that happiness had no significant relationship with age, educational level, marital status, education level of the spouse, and occupation of spouse among the women (P&gt;0.05); however, happiness showed a significant relationship with income and place of residence (P&lt;0.05). Conclusion: It seems that the social vitality of working women was moderate; in this respect, it is recommended to officials and planners implement educational interventions to improve the vitality of employees.

Testing Demands and Resources as Determinants of Vitality among Different Employment Contract Groups. A Study in 30 European Countries.

The aim of this study was to investigate the relative importance of four job demands and five job resources for employee vitality, i.e., work engagement and exhaustion, in three different employment groups: permanent, temporary and temporary agency workers. We employed data from the sixth European Working Conditions Survey (EWCS) collected in 2015 comprising 28,042 employees from 30 European countries. We used linear regression analyses and dominance analysis (DA). The results showed minor mean differences in work engagement and exhaustion and that temporary agency workers had the highest job insecurity and lowest job control. The associations between job resources and job demands, and work engagement and exhaustion of the groups, did not differ considerably. DA showed that in all three employment groups, job feedback made the strongest contribution to work engagement and workload to exhaustion. In addition, among the temporary agency workers, supervisor support contributed to work engagement and job control (negatively) to exhaustion more than in the other groups. This study suggests that the key determinants of vitality at work may be similar, regardless of contract, and that to have sustainably performing vital workers, organizations should focus on enabling job feedback and preventing high workload in all employment groups.

Sustained Long-Term Effectiveness of an Energy Management Training Course on Employee Vitality and Purpose in Life.

Purpose:Programs designed to sustainably improve employee well-being are urgently needed but insufficiently researched. This study evaluates the long-term effectiveness of a commercial well-being intervention in a worksite setting.Design:A pre/postintervention repeated analysis with follow-up at 6, 12, and 18 months.Setting:Office-based worksites (for-profit, nonprofit, and mixed work-type; n = 8).Participants:One hundred sixty-three employees with a mean age of 47 (11) years (57% female).Intervention:A 2.5-day group-based behavioral program emphasizing vitality and purpose in life (PiL).Measures:Rand Medical Outcomes Survey (MOS) 36-Item Short Form (SF-36) with a focus on vitality (primary outcome), Ryff PiL Scale, Center for Epidemiologic Studies Depression Scale, Profile of Mood States, Rand MOS Sleep Scale, physical activity, body weight, blood pressure, and blood measures for glucose and lipids at baseline, 6, 12, and 18 months.Analysis:General linear models with repeated measures for mean values at baseline and follow-up.Results:At 18-month follow-up, sustained improvements were observed for vitality, general health, and mental health domains of SF-36 and PiL (P < .001 for all measures). Sleep, mood, vigor, physical activity, and blood pressure were also improved at 18 months (P < .05 for all measures).Conclusions:An intensive 2.5-day intervention showed sustained improvement in employee quality of life, PiL, and other measures of well-being over 18 months.

Особенности профессиональной деятельности и уровень субъективной витальности у сотрудников и руководителей органов внутренних дел Российской Федерации

The article is devoted to the formulation of the problem of studying of the level and characteristics of the subjective vitality of employees and heads of internal affairs agencies of the Russian Federation, as well as the need to increase the overall potential of vital energy. The object of the research is the degree of severity of subjective vitality among employees and heads of internal affairs agencies of the Russian Federation. The subject is the level of subjective vitality among representatives of various professional communities. The article focuses on the results of studying the level of subjective vitality as a consciously experienced life energy. The author connects low indicators of the phenomenon being studied with excessive stress, stress, conflict of professional activities of employees and heads of internal affairs agencies of the Russian Federation, unsatisfactory psychological self-awareness and negative emotional states. Subjective vitality as a constituent of professional activity in the law enforcement area, on the one hand, is an energy component and an important element in the performance of official tasks by employees of the internal affairs bodies of the Russian Federation, on the other hand, increased requirements are imposed on the subjective vitality of specialists (which is manifested in the prevalence of this phenomenon in this professional community). Such problems require the organization of constructive psychological assistance.

Working in a Physically Dangerous Work Environment: Employee Vitality and Sustainable Behavior

There is a limited understanding of the antecedents and consequences of employee vitality during war zone exposure. The current study is one of the first ones to investigate the direct effects of perceived danger on employee vitality by collecting data from Afghanistan, one of the most dangerous countries in the world. Furthermore, it was investigated how employee vitality affects sustainable behavior at the workplace. The hypotheses of the study have been tested by using data from two surveys collected from 192 employees working in small-sized private businesses in Afghanistan. The results indicate that high levels of perceived danger negatively impact employee vitality at work. In addition, we found that employees with vitality engage in more pro-environmental behavior in the workplace. The engagement of vital employees in pro-environmental behavior is higher among those employees who have a high level of environmental awareness. This paper concludes by presenting the limitations and implications of this study, as well as highlighting potential avenues for future research.

Socially Responsible Human Resources Management, Perceived Organizational Morality, and Employee Well-being

The aim of this investigation is to explore the process linking socially responsible human resource management (SRHRM) to employee well-being. The data were collected from a sample of nurses (n = 349) working in a large public hospital in Egypt. The results indicate that positive employee perceptions of organizational morality arising from SRHRM led to an enhanced state-based positive affect at work and ultimately increased employee vitality. This investigation contributes to the HRM literature by examining the impact of employees’ perceptions of HRM practices that incorporate indicators of employee social performance in corporate performance appraisals and reward systems, on employee vitality at work.

Impact of Perceived organizational support and organizational reward on Thriving at work; Mediating role of civility at workplace.

Thriving at work is one of the hottest topic of discussion now a days. As it has become one of the most important concern to increase learning and vitality of employees. Practitioners are looking for ways to increase employees thriving at work. This study analyzes the mediating role of civility on perceived organizational support and thriving; and between organizational reward and thriving. The purposive sampling technique was used. Self-reported questionnaires and online survey technique was used for collecting data. This study provides insights about the impact of Perceived Organizational Support and Organizational Reward on thriving and mediating effect of workplace civility. This study provides implications to the professionals as how they can thrive at work and civility is one of the important factor that generates thriving of employees.

Impact of Perceived organizational support and organizational reward on Thriving at work; Mediating role of civility at workplace.

Thriving at work is one of the hottest topic of discussion now a days. As it has become one of the most important concern to increase learning and vitality of employees. Practitioners are looking for ways to increase employees thriving at work. This study analyzes the mediating role of civility on perceived organizational support and thriving; and between organizational reward and thriving. The purposive sampling technique was used. Self-reported questionnaires and online survey technique was used for collecting data. This study provides insights about the impact of Perceived Organizational Support and Organizational Reward on thriving and mediating effect of workplace civility. This study provides implications to the professionals as how they can thrive at work and civility is one of the important factor that generates thriving of employees.

Leaders's language and employee proactivity: Enhancing psychological meaningfulness and vitality

Today's volatile environment and pressure for continuous improvement require leaders to play a central role in fostering and nurturing employee proactivity. Effective leaders use their communication skills as a key tool to motivate employees to achieve organizational goals. In this study, we tested a model in which leader motivating language (manifested as direction-giving, empathetic, and meaning-making language) fosters the development of employee proactive behavior by shaping a psychological context of meaningfulness and cultivating a motivational state of employee vitality. The findings indicate that the leader motivating language is related directly and indirectly, through psychological meaningfulness, to employee vitality. We also found that psychological meaningfulness and employee vitality are mediating mechanisms through which leader motivating language can result in enhanced employee proactivity. This study advances theory and research on employee proactivity as a contingency of leadership motivating language by integrating three emerging streams of research—relational leadership, relational communication, and proactivity. Theoretical and practical implications are discussed.

Nature at home and at work: Naturally good? Links between window views, indoor plants, outdoor activities and employee well-being over one year

We investigated two-directional relations between various types of exposure to the natural world, at work and at home, and employee well-being. In total, 841 employees answered an electronic questionnaire twice with a one-year interval. Path analysis indicated that frequent physical activity in natural surroundings during free time predicted greater vitality over a one-year period after including control variables. The use of one's yard/garden and happiness were marginally positively associated over time. None of the variables involving exposure to the natural world at work were linked to the well-being measures. In the reverse direction, creativity at work predicted more frequent and vitality less frequent use of one's domestic garden. Happiness was marginally positively related to the frequency of physical activity in nature. The results suggest that free time physical activity in natural surroundings is a potential strategy for enhancing employee vitality across time.

Workplace health promotion in Poland in 2015 - Diagnosis based on a representative survey of companies employing more than 50 employees

The workplace health promotion (WHP) activity of enterprises in Poland was examined. The findings referred to how many companies implemented non-obligatory actions for health and what actions were taken, what were the reasons and obstacles in the implementation, whether companies evaluated their activity, how they motivated staff to WHP, and whether the size and economic standing differentiated their activity. Representative survey, consisted of computer assisted telephone interviews with delegates of the boards of 1000 companies employing > 50 employees, held in November-December 2015. Every second company undertook voluntary actions for workers health. Most often they offered medical care, supported physical activity and took care about the work environment in a higher range than required by binding regulations. They promoted health to build company's good image, improve productivity and reduce costs. The tradition of WHP in the company, attitudes of employers and intention to boost the vitality of employees also played a role . Despite good financial standing of companies, the shortage of funds was the main barrier in the implementation of WHP activities. Other impediments, such as lack of sufficient state incentives, workload of the management staff, lack of knowledge about WHP benefits and lack of good pro-health services were observed as well. Few companies motivated employees to WHP and carried out its evaluation. The development of WHP requires dissemination of its benefits among employers, human resources and safety personnel trainings in WHP management, implementation of the system of relief and prestigious awards for active companies, increase in the number and scope of research works on WHP conditions and effectiveness. Crucial herein is the role of the state in cooperation with other major WHP actors. Med Pr 2017;68(2):229-246.

The Effects of Leadership and Job Autonomy on Vitality: Survey and Experimental Evidence.

Vitality refers to the experience of having energy available to one’s self. Vital employees are full of positive energy when they work, and feel mentally and physically strong. Such employees often show higher job performance and lower stress than their less vital colleagues. Despite the importance of vitality, few public administration studies have studied vitality. More generally, by focusing on vitality, we aim to bring a “positive psychology” perspective into the domain of public administration. We analyze whether two important job characteristics (leader’s task communication and job autonomy) affect vitality. We use a multi-method design. A large-scale survey (N = 1,502) shows that leader’s task communication and job autonomy are positively related to vitality. A lab experiment (N = 102) replicated these findings, showing cause-and-effect relationships. In conclusion, public organizations can potentially increase employee vitality (a) by increased task communication from leaders and (b) by providing employees with greater job autonomy.

Duurzame inzetbaarheid in de ouderenzorg

Sustainable employability in health care institutions for the elderly: Human Resources activities as a buffer for work stress Sustainable employability in health care institutions for the elderly: Human Resources activities as a buffer for work stress In this study, the influence of HR activities on the relation between work stress and sustainable labor participation was investigated among 121 workers in the Dutch elderly care sector. The relevant concepts, i.e., work stress, HR activities, work ability, employability and vitality, were measured within a survey design. Several control variables were taken into account as well, such as care function and working hours. Hierarchical regression analyses were conducted to test hypotheses on the effects on workability, employability and vitality, and the moderating effects of HR activities. Results indicate that work stress negatively affects the work ability and vitality of employees. Perceived HR activities positively affect their employability and vitality. Moreover, HR activities can buffer the negative effects of work stress on vitality. Our findings suggest that HR activities can play a positive role in coping with work stress. However, HR activities are not sufficient to preserve the work ability of workers in health care.

Creating a market in workplace health promotion: the performative role of public health sciences and technologies

The last 20 years have seen the rise of ‘a market’ aiming to promote the vitality and health of employees. In this article, we use insights from Science and Technology Studies to analyze how this market developed, what side effects it has given rise to, and to what extent the market identifies and addresses these side effects. Drawing on an analysis of documents and interviews with stakeholders, we will show that knowledge institutes have played a major role in turning employee health into a commodity. Referring to the health sciences for legitimation, they have developed ‘market devices’ that turn employee health into a commodity. In this commodification process, employees are transformed into an object of care and do not constitute a market party themselves. Privatization of occupational health is accounted for by arguing that market mechanisms will adequately address the health of employees as a public goal. However, subtle mechanisms serve to discipline employees who already display a more or less rationalized lifestyle into vital and fit workers, while threatening to exclude unhealthy employees. These unintended side effects of the market of workplace health promotion are neither identified nor addressed in the market, which – for the time being at least – is thus failing to safeguard the public interest of employee health.