Job Engagement Research Articles

Supporting conservationists' mental health through better working conditions.

Biodiversity conservation work can be challenging but rewarding, and both aspects have potential consequences for conservationists' mental health. Yet, little is known about patterns of mental health among conservationists and its associated workplace protective and risk factors. A better understanding might help improve working conditions, supporting conservationists' job satisfaction, productivity, and engagement, while reducing costs from staff turnover, absenteeism, and presenteeism. We surveyed 2311 conservation professionals working in 122 countries through an internet survey shared via mailing lists, social media, and other channels. We asked them about experiences of psychological distress, working conditions, and personal characteristics. Over half were from and worked in Europe and North America, and most had a university-level education, were in desk-based academic and practitioner roles, and responded in English. Heavy workload, job demands, and organizational instability were linked to higher distress, but job stability and satisfaction with one's contributions to conservation were associated with lower distress. Respondents with low dispositional and conservation-specific optimism, poor physical health, and limited social support, women, and early-career professionals were most at risk of distress in our sample. Our results flag important risk factors that employers could consider, although further research is needed among groups underrepresented in our sample. Drawing on evidence-based occupational health interventions, we suggest measures that could promote better working conditions and thus may improve conservationists' mental health and abilities to protect nature.

How organizational climate of silence affects job performance: the role of work engagement and supervisor support among frontline nurses

Background: The growing body of evidence demonstrates both the desirable and undesirable consequences of organizational silence. This study aims to explore the influence of the organizational climate of silence on job performance through the mediating effects of work engagement (WE). Further, the degree to which supervisor support (SS) and work engagement moderate job performance are examined. Methods: A quantitative cross-sectional design was used for the study. Survey data from 14 hospitals and 15 health centers and community-based health planning services (CHPS) compounds in the Western Region of Ghana. We used the variable-to-sample ratio to determine an appropriate and sufficient sample size of 565 respondents. The hierarchical regression technique was employed in estimating the relationship between the variables. Results: In selecting an adequate and appropriate sample size for this current study, we relied on the variable-to-sample ratio. Results from the study showed that top management's attitude to silence and the supervisor's attitude to silence had a significant adverse effect on task performance (β=-.090, p< 0.05) and (β=-.110, p< 0.01). Work engagement had no role in mediating top managers' and supervisors' attitudes toward silence, communication opportunities, and task performance. Supervisor support acted as a moderating factor in the relationship between job engagement and task performance. In contrast, despite the direct positive relationship between supervisor support and contextual performance, it failed to moderate the relationship between work engagement and contextual performance. Conclusion: The study's findings demonstrate the need for health managers and supervisors to become more conscious of silence. The results offer diverse recommendations for encouraging the sharing of relevant ideas, facts, and opinions within the health sector.

THE EFFECT OF WORK ENGAGEMENT ON PERCEIVED BUSINESS PERFORMANCE: COMPARISONS BETWEEN MANUFACTURING AND SERVICE SECTORS

Conditions of rapid change force businesses to increase their competitiveness. To increase their competitiveness, businesses are trying to make human resources more effective and efficient as well as harmonizing their improved physical and financial opportunities. The fact that the employee is committed to the job with vigorous energy and dedication from the very first day is an indicator of the high level of work engagement. It is considered that a high level of engagement will increase the competitiveness of the enterprise by positively affecting the business’s overall performance. The purpose of this study is to determine whether the level of job engagement of employees in the manufacturing or service sector differs according to gender, age and seniority.. Within the scope of the study, a survey was conducted among employees in various companies, both located in the service and manufacturing sectors, to investigate the effect of the level of job engagement on the perceived business performance. As the results of the survey were analyzed positive relation was found between work engagement and business performance perceived by the employees but no significant difference between the manufacturing and service sectors. The research has been expanded to obtain whether there is a relationship between age, gender, and seniority, as well as the perceived business performance of the sectors employed and the level of work engagement. According to the results obtained, and the relationship between the level of work engagement and performance, it has been determined that the younger have higher work engagement and perceived business performance levels.

Outcomes of engagement: A systematic literature review and future research directions

This study aims to present a systematic literature review of high-quality contributions in the research area of engagement focusing on studies that examine engagement outcomes. More specifically, a systematic review of the relevant literature on engagement outcomes is conducted providing a broad range of knowledge regarding the overall scope and the extent of each peer-reviewed article. Moreover, the study takes into consideration three types of engagement, i.e., work, employee, and job engagement, categorizing individual-level as well as organization-level outcomes of engagement. Additionally, based on a thorough examination of engagement outcomes, a further purpose of this study is to classify each engagement outcome factor into more general categories in respect of individual- and organizational-level outcomes of engagement. The systematic literature review was conducted drawing on an evidence base of 50 articles published in high-ranking journals during the years 2000–2022. The final results provide quantitative data regarding the scope and the extent of each article and map the individual- and organization-level outcomes of work, employee, and job engagement through an in-depth overview of the literature. Finally, future research directions are identified by providing added value to scholars interested in the engagement field of research.

Adminstrative empowerment and its relationship to job engagement among sports specialists at benha university

Adminstrative empowerment and its relationship to job engagement among sports specialists at benha university

Employee engagement in nonprofit organizations: the role of perception of HR and organizational culture

PurposeThe study draws on social exchange theory and theoretical perspectives on engagement to examine the multidimensional relationship between employee perception of HR practices (PHRP), organizational culture (POC) and engagement in nonprofit organizations (NPOs) in a sample of nonprofits in Canada.Design/methodology/approachThis study examines the relationship between PHRP, POC and engagement in NPOs. The authors employed a quantitative research design (Creswell, 1998) involving data from a sample of NPOs in Ontario, Canada.FindingsThe findings suggest that PHRP has a direct effect on the level of both job and organization engagement. Employee perception of the value, relevance and importance of the job and membership in the organization induce the investment of physical, cognitive and emotional energy. The study emphasizes the importance of PHRP at individual and organizational levels as antecedents of engagement.Research limitations/implicationsThe findings highlight the need to examine the contextual drivers of HR practices and engagement to better understand the multidimensional context of NPOs (Borzaga and Tortia, 2006).Practical implicationsThe evidence reiterates the need for nonprofit managers to develop and implement HR practices that advance engagement.Originality/valueAlthough what is known about nonprofit employee engagement is limited but growing (Park, Kim, Park, and Lim, 2018), the question of engagement and perception of HR in NPOs is yet to be examined.

Effects of Work-Family Conflict on Working Women

This paper is mainly about the work-family conflict women face in this society. This paper shows the relationship between work-family conflict and various factors such as social support, turnover intention, and low job engagement. To find the effects of work-family conflict on working women, the survey was sent out to the people who currently have a workplace. The majority of the participants were women, as the research’s main focus was on working women. The results proved the positive correlation between work-family conflict and turnover intention. In addition, surprisingly, the survey showed that the control variables such as age, tenure, gender, and the number of children had insignificant impacts on the work-family conflict.

Homeworking and Employee Job Stress and Work Engagement: A Multilevel Analysis from 34 European Countries.

Working from home (WFH) has had both positive and negative impacts on the work conduct. To maximise the benefits of homeworking, previous literature mainly focuses on creating self-help strategies for homeworkers to reduce work stress and maintain work engagement. However, fewer studies take on the policymaker perspective and evaluate optimal working conditions in the homeworking context. Using the Job Demands-Resources (JD-R) model, this study evaluates the effects of various work characteristics (job demands and resources) on the stress and engagement of infrequent and frequent homeworkers. Using the sixth European Working Conditions Survey 2015 which contains 5090 participants from 34 European countries, we studied 6 job demands and 5 job resources via Exploratory Factor Analysis. After testing the model's fitness using Confirmatory Factor Analysis, multiple mixed-effects models were used to test the job demands and resource effects on worker stress and engagement. Dominance Analysis was then used to identify the relative importance of each job demand and resource when explaining employee stress and engagement. We found emotional demands, time pressure, and workload to be the top three demand factors that cause work stress across the groups. Other than daily homeworkers, a positive and fair social climate is the most prominent resource able to boost job engagement across all of the other groups. By identifying the homeworkers' most influential demands and resources, this study will help managers better understand the steps to take to provide healthy job conditions for homeworkers.

Job Seekers' Burnout and Engagement: A Qualitative Study of Long-Term Unemployment in Italy.

Long-term unemployment has major consequences from an economic, physical and psychosocial perspective. Several authors have pointed out that the search for employment is in itself work, which can generate feelings of exhaustion of psychophysical energies, cynicism and disinvestment, as well as a sense of ineffectiveness to the point of complete disillusion. The construct of burnout can be used to describe this psychological process. This study evaluated the burnout and engagement dimensions in individuals searching for work for a long time, from a qualitative perspective. Fifty-six semi-structured interviews were conducted with a sample of long-term unemployed job seekers (Sardinia, Italy), based on Maslach's model of burnout (exhaustion, cynicism, effectiveness in job search). The answers to the semi-structured interviews were processed through T-Lab, a semi-automatic textual analysis software. Four thematic cores emerged: exhaustion vs. engagement, cynicism vs. trust, inefficacy vs. efficacy in job search and disillusion vs. hope. This result is consistent with the four-dimensional theoretical model of burnout, originally proposed by Edelwich and Brodsky, recently taken up by Santinello, and framed as the opposite of engagement, as shown in the JD-R model. This study highlights that burnout can describe the psychosocial experiences of long-term unemployed job seekers.

Comparing Organizational Trust and Public Service Motivation Influence on Job and Organization Engagement Between Public and Private Sector Organizations Employees

This study investigates sectoral differences in the socio-motivational mechanism behind job engagement and organization engagement. Relying on the Job Demands-Resource Model and using a cross-sectional study of 350 employees in the Israeli labor market, we conduct a multiple group comparison and analysis within an SEM framework to identify the mechanisms by which the employment sector relates to the mediating role of PSM via the link between organizational trust and job and organization engagement. Differences were observed between sectors as the presence of PSM empowered the organizational trust effect on two engagement factors (job, organization) only among public servants. More specifically, the findings underline that, first, an individual’s PSM is expressed differently among private than public organizations; second, organization and job engagement are differentially related to antecedents; third, employees may vary in terms of the extent to which they are engaged in their organization role and in their job.

The Impact of Job Demands and Resources on Occupational Well-being, Job Engagement, and Turnover Intention: The Mediating Role of Occupational Well-being

This study investigated the relationships between obstructive job demands, challenging job demands, job resources, occupational well-being, job engagement, and turnover intention among employees in the service industry. The study utilized a sample of 439 employees from various service industries in China, and data was collected through self-report questionnaires. Structural equation modeling was used to analyze the relationships between the variables.The results of the study showed that obstructive job demands had a significant negative effect on occupational well-being and job engagement, and a significant positive effect on turnover intention. In contrast, challenging job demands and job resources had a significant positive effect on occupational well-being and job engagement, and a significant negative effect on turnover intention. Additionally, occupational well-being had a significant positive effect on job engagement and a significant negative effect on turnover intention.The study contributes to the existing literature by providing empirical evidence on the relationships between job demands, job resources, occupational well-being, job engagement, and turnover intention among service industry employees in China. The findings of this study have practical implications for service industry managers and policymakers who seek to enhance employee well-being, engagement, and retention.However, the study has limitations, including the use of a cross-sectional design, self-report measures, and a sample from only one country and industry. Future research should use longitudinal designs, objective measures, and diverse samples to overcome these limitations and provide a more comprehensive understanding of the relationships among the variables in different contexts.

Determinant Factors Analysis of Turnover Intention in Y Generation at Bank Syariah Indonesia, Semarang City


 The banking business must be able to adjust to the ongoing technological advances by leveraging these advancements to keep up with innovation. A new generation is currently joining the workforce. Leaders of businesses should get ready to welcome the Y Generation into their sector or organization because it may present both an opportunity and a challenge for Indonesia’s future. Companies need to pay more attention to employee turnover rates because the Y Generation is associated with a relatively high desire to leave the workforce. An in-depth analysis of the impact of job engagement, work-life balance, and Y Generation rewards on turnover intention is the goal of this study. The researcher employed primary data in the form of a questionnaire to investigate this problem. Software SPSS version 26 was used for data analysis. Managers can utilize this information to address issues with employee turnover intention. The study’s findings show that the work engagement variable significantly reduces the likelihood of turnover. The work-life balance variable then significantly reduces the likelihood of turnover. The incentive variable also significantly influences turnover intention in the wrong direction.

Employee silence, job burnout and job engagement among teachers: the mediational role of psychological safety

ABSTRACT Background: Teaching is a highly demanding profession, with teachers reporting increasing levels of burnout. Accumulated evidence indicates that inhibiting the expression of one’s thoughts, emotions, and behaviors continuously can take a psychological toll actively resulting in physiological and psychological symptoms (e.g. stress, emotional exhaustion, strain). The purpose of this study was to assess the different types of employee silence among teachers and examine their relationship with job burnout, job engagement and psychological safety. Methods: A convenience sampling method approach was used whereby 150 primary school education teachers from Greece participated in a survey. Self-reported measures for burnout, work-engagement, psychological safety and employee silence motives were used in this cross-sectional study. Results: Psychological safety mediated the relationship between burnout and employee silence, and more specifically between the three core components of burnout and both acquiescent and quiescent silence, but not prosocial silence. In terms of engagement, the indirect effect was significant between vigor/dedication and both quiescent and acquiescent silence. Conclusions: The present research highlighted the importance of acquiescent and quiescent silence, two forms of silence that are rooted in fear and hopelessness respectively. This research adds to the growing picture of teaching as a profession that is characterized by increasing levels of burnout, employee silence and low levels of psychological safety.

The nexus between empowering leadership, job engagement and employee creativity: role of creative self-efficacy in the hospitality industry

PurposeThe purpose of this study is to examine job engagement and creativity of employees in the hospitality industry of Pakistan as outcomes of empowering leadership through the mediating role of creative self-efficacy.Design/methodology/approachAn electronic survey was conducted to collect data from 373 employees of food-chain restaurants in Pakistan. The data was analyzed by applying structural equation modeling (SEM) through Smart PLS 3.FindingsResults indicated that empowering leadership has a positive association with job engagement and employee creativity in the hospitality industry. Further, creative self-efficacy has been found as mediating the relationship of empowering leadership with job engagement and employee creativity.Originality/valueThe study has substantial implications for the employees, managers and organizations of the hospitality industry as well as for the scholars of services industry research.

The Role of Job Crafting and Job Engagement in The Effect of Organizational Commitment on Job Performance

In this study, it is aimed to determine the effect of organizational commitment on job performance, job engagement and job crafting, and to test whether there is a mediating effect of job crafting and job engagement in the interaction between organizational commitment and job performance, with hypotheses based on theoretical grounds. In this study, a quantitative method was used as a research approach. This study was conducted with data collected from 512 employees in an institution operating in the public sector. As a result of the research, it has been revealed that organizational commitment has a positive effect on job performance. It has been observed that organizational commitment affects job performance in the same direction and job crafting plays a partial mediator role in this effect. In addition, the role of job engagement between organizational commitment and job performance was examined. As a result of this analysis, job engagement plays a partial mediator role between these two variables. In the context of all these results, it has been determined that job crafting and job engagement are effective mediating variables between organizational commitment and job performance.

The Influence of Job Insecurity and Job Engagement on Employee Job Performance in The Public Sector of Central Java Province During the Covid-19 Pandemic

In all sectors, the Covid-19 Pandemic has brought forth devastating effects. The epidemic was contained by the authorities when it first appeared in Indonesia in March 2020. Episodes of restrictions on community activities appear in various versions. Starting with Large-Scale Social Restrictions (PSBB), Transitional PSBB, and Imposition of Emergency Community Activity Restrictions (PPKM), to what is still in effect today, namely the Four-Level PPKM policy. This policy impacts the implementation of activities in organizations, both government and private. Various changes that have occurred as a result of the Covid-19 Pandemic require adaptation to changes in the work system. Changes in the work system and the conditions of the Covid-19 pandemic have had an impact on various employee behaviors. Employees of the Public Sector in the province of Central Java were the subject of this study. Public sector Central Java Province is the work unit with the most employees in Indonesia, with a total of 1,379 employees out of a total of 16,230 employees throughout Indonesia. The selection of the research locus in Central Java Province was based on Indonesia’s third-highest number of COVID-19 cases. From the data obtained by filling out the questionnaires, of the 1379 target population, 342 respondents with various sample characteristics were filled in. In this study, general characteristics included include gender, age, length of work, and education. Since the resultant SEM model does not match the data, according to the data analysis findings using PLS, we cannot interpret the model in accordance with the study framework. In order to guarantee that the model fits the data, more analysis is required.

Discussion Guide for the Rushton Article

Discussion Guide for the Rushton Article

Effect of Emotional Labor on Job Engagement and Work Happiness: Mediating Role of Psychological Capital and Moderating Role of Trust from Leader

This study aims to investigate the effects of surface acting and deep acting on job engagement and work happiness of frontline service employees. Further, we scrutinize the mediating role of positive psychological capital among the relationships and the moderating role of trust from leader between the two types of acting and positive psychological capital. Based on conservation of resource theory and emotion regulation theory, we paid attention to the discriminatory influence of the two types of acting and the facilitating role of leader. The results showed that deep acting was positively related to psychological capital, while there was no significant relationship between surface acting and psychological capital. Also, the positive relationship between deep acting and psychological capital was stronger when trust from leader was higher, while there was no significant interaction effect between surface acting and trust from leader. Psychological capital was positively related to both job engagement and work happiness. Taken together, psychological capital fully mediated the positive relationships among deep acting, job engagement, and work happiness. However, surface acting had no significant effect on psychological capital, job engagement, and work happiness. The research findings offer beneficial theoretical and practical implications.

THE ROLE OF DIMENSIONS OF JOB ENGAGEMENT IN ORGANIZATIONAL PERFORMANCE

Job engagement is about the degree of connection employees have with their work. Engagement theories suggest that employees experience engagement cognitively, emotionally, and physically. If and the extent to which this is the case, specifically within South African municipalities, remains largely indeterminate. This study therefore investigates the relationship between dimensions of job engagement and perceived organizational performance in South African municipalities. A quantitative research approach was followed, and data was collected through an online survey administered to a non-probability sample of municipal employees. The study reveals that of the three dimensions of job engagement, emotional and physical engagement demonstrated statistically significant relationships with perceived organizational performance although physical engagement turned out as a stronger predictor. Surprisingly, the relationship between cognitive engagement and perceived organizational performance was not statistically significant. Consequently, it is imperative for jobs in municipalities to be better designed with a clear intention to foster job engagement.

Understanding Millennial Generation Organizational Social Exchange through Psychological Contract

The rise of the millennial generation, especially in Indonesia, has overtaking the majority of various workplaces. Millennial workers are likely to have different characteristics from the previous generation, so the leader needs to adjust the treatment to create millennials’ job satisfaction and engagement. This study aimed to analyze the effect of psychological contracts on work engagement with job satisfaction as a mediating variable. This study used an explanatory method with a quantitative approach. The data was collected using a questionnaire and was analyzed using Partial Least Square software. There were four main findings in the study. First, psychological contracts, both transactional and relational, had a significant effect on job satisfaction. Second, transactional psychological contracts had a significant effect on work engagement. Third, job satisfaction mediated the relationship between transactional and relational psychological contracts with work engagement. Fourth, the rational psychological contract was not the main factor in increasing work engagement.