Job Engagement Research Articles

The impact of trust in the leader as a mediating variable between the moral integrity of the leader and job engagement: A field study in public sector institutions in Sultanate of Oman

This study aims to examine the impact of trust in the leader (TIL) as a mediating variable between the moral integrity (MI) of the leader and job engagement (JE) and to identify the consequent results that benefit officials in the surveyed institutions. The study population consisted of the employees of two public institutions (The Financial Supervisory Authority in the Governorate of Dhofar and the Directorate of Municipal Affairs in the Governorate of Dhofar). Primary data was collected from a convenient sample of 145 via an electronic questionnaire due to the directives related to social distancing in light of the global health crisis (COVID 19). The data were analysed using the Statistical Package for Social Sciences (SPSS) and Smart Partial Least Squares (Smart PLS). The findings of the study reveal that there is a statistically significant impact of the MI of the leader on the levels of JE on one hand and MI of the leader on the TIL, on the other hand. Moreover, it was also found that TIL partially mediates the relationships between the MI of the leader and JE.

Factors affecting job turnover intentions of human resources specialist

Nowadays, human resource management in Vietnam is receiving special attention from organisations/enterprises. The salary of a qualified and experienced human resource director or human resources specialist can be up to 50 million VND/month, even for multinational companies or economic groups, the salary of this title can be up to 100 million VND/month. Because of that, stabilizing and developing human resources in the human resources industry also becomes urgent for organisations/enterprises. With the desire to contribute a part of the theory and practice of human resource management in enterprises, the study uses a linear structural model with 328 samples to explore the factors affecting the intention to leave of human resources specialists in Vietnam. The research results show that salary satisfaction, job engagement and work environment satisfaction are three factors that have a direct impact on the intention to quit human resources. Using the results of this study, enterprises can actively develop appropriate human resources strategies to enhance employee engagement or redistribute staff effectively.

Artificial intelligence as a boundary-crossing object for employee engagement and performance

The study proposes AI-powered tools and applications as boundary-crossing objects to examine how AI performance can affect employees' job engagement, service and job performance. Job security is modelled as a moderator in the boundary-crossing process. Several theories including boundary crossing, goal setting and self-regulation are drawn on to posit these relationships. The study was undertaken with Australia-based full-time employees who had experience with AI-powered tools at work. The results show that AI performance had a significant effect on job engagement, and employee service performance, which were significantly related to job performance appraisal. Job engagement and service performance exhibited significant mediation effects between AI and job performance. The moderation effect exerted by job security was significant in enhancing employees’ job engagement and service performance. The study contributes to service research and human resource management literature. The findings have implications for service marketers and human resource practitioners.

Career Don’t Stop Believing: Career Empowerment as a Mediator between Hope and Organizational Outcomes

The growing trend towards individual career management requires understanding the driving forces of career changes. In the current study we explore how personal resources, namely hope, optimism, self-efficacy, and social support are associated with the motivational construct of career empowerment, which in turn predicts employees’ behavioral (OCB, performance appraisal) and attitudinal (job engagement, life satisfaction) outcomes. We conducted a quantitative study in which 251 full- and part-time employees completed paper-and-pencil surveys measuring internal and external resources, and career empowerment. Our results indicate that the research variables are significantly and positively correlated with one another. Mediation analyses with competing models indicate that career empowerment is a partial mediator between personal resources and various outcomes. Theoretical and practical implications are discussed.

The Impact of Gig Economy Workers' Job Engagement on Job Satisfaction: A Study Based on the Mediating Effect of Job Burnout

With the continuous development of information technology, the gig economy based on the Internet has gradually become a new type of work mode. Compared with the traditional full-time work mode, the gig economy has the characteristics of more flexibility and freedom, but also has some problems, such as lack of welfare protection and unstable income for employees. If we hope for the gig economy to have long-term and stable development, one of the key factors is to improve the Job Satisfaction of gig workers. Among the factors related to Job Satisfaction, gig workers' experience with their work and emotions towards the platform or organization play an important role. Based on this, this study used the JianShu intelligent survey platform to distribute questionnaires to gig workers in the delivery industry, ride-hailing industry, and other gig economy sectors nationwide, aiming to explore the relationship between job involvement, Job Burnout, and Job Satisfaction. The study found that job involvement and Job Satisfaction of gig workers are significantly positively correlated, while Job Burnout and Job Satisfaction are significantly negatively correlated. At the same time, Job Burnout plays a certain degree of mediating role between job involvement and Job Satisfaction, that is, job involvement affects Job Satisfaction by influencing Job Burnout.

Unlocking the black box of HPWPs-performance relationship in Vietnamese higher education context: the case of Ho Chi Minh City’s universities

ABSTRACT Resting on social exchange theory and the Ability-Motivation-Opportunity framework, this research examined the causal relationships between high-performance work practices, climate for engagement, job engagement, and job performance in the context of Vietnamese higher education. A multiphase, multisource data collection method was applied to 394 pairs of full-time academic staff and their line managers or supervisors working for 14 public and private universities in Ho Chi Minh City, Vietnam. Using SEM and MSEM to analyze the data, the research pinpointed that of the three dimensions of high-performance work practices, ability-enhancing and opportunity-enhancing practices had significant and positive influences on Vietnamese university academic staff’s job engagement. Climate for engagement was a crucial mediator in the influences of ability-enhancing and motivation-enhancing practices on Vietnamese university academic staff’s job engagement. As their job engagement increased, it led to an improvement in their job performance. These significant findings explain how high-performance work practices promote Vietnamese university academic staff’s job performance.

Universities’ and Academics’ Resources Shaping Satisfaction and Engagement: An Empirical Investigation of the Higher Education System

Higher education research has claimed that the successful future of the educational service is highly dependent on the competencies and observations of the participants in the system, where service quality, employee satisfaction and engagement play an essential role in organizational competitiveness. Therefore, to contribute to the scarce investigation of the role of the institutions’ efforts in the support of engaged academics, we aim to assess the quality of higher education from an internal angle by investigating universities’ and academics’ resources as the antecedents of job satisfaction and engagement. The data from a survey with 322 academics from Macedonian public universities were analyzed using partial least squares structural equations modelling. The results of the estimated model reveal that institutional and educational capacities and academics’ adequate competencies are essential for accomplishing favorable perceptions, leading to a committed community dedicated to improving the higher education system. The implications underline that it is vital to recognize the institution’s potential by identifying and assessing the resources and capacities it possesses or can access. Moreover, to involve satisfied employees, universities must encourage academics’ position and integrity in the institution and promote harmonious collaboration while motivating their capacities and excellence development.

Organizational career development and retention of millennial employees: the role of job engagement and organizational engagement

PurposeThe study examines the mediating mechanisms of job engagement (JE) and organizational engagement (OE) in the relationship between organizational career development (OCD) and retention of millennial employees.Design/methodology/approachData from a total of 422 employees working in information technology organizations in India were collected through a structured questionnaire survey and subjected to analysis using structural equation modelling (SEM) with a confidence level of 95 percent. The convenience sampling technique for collecting data and descriptive research design was used in the study.FindingsResults of SEM indicate that there is a positive relationship between OCD and employee retention (ER), which is mediated by JE and OE partially.Originality/valueThe study contributes by establishing the mediating role played by JE and OE in the relationship between OCD and ER.

When carrots and sticks meet: A mixed-methods study on internet taxi drivers’ job engagement in the IT-driven sharing economy

Information technology (IT)-enabled taxi services facilitate people's lives. However, little is known about how Internet taxi employees are motivated and how motivation relates to their job engagement. Using a mixed-methods design, this research explores intrinsic motivators and the effects of external regulations on intrinsic motivation and job engagement. The qualitative study identified three context-specific intrinsic motivators: stress reduction, self-efficacy, and job autonomy. A follow-up quantitative research revealed the significance of external regulations in determining intrinsic motivation and job engagement. The study contributes to knowledge by emphasizing the role of intrinsic motivators and the significance of both monetary incentives and punishment.

Functional outcomes and associated factors of individuals with unilateral traumatic lower limb amputation in Sri Lanka: An observational study.

Rehabilitation is important after an amputation surgery. This study was conducted to find the level of functional outcomes of individuals with unilateral traumatic lower limb amputation and the impact of sociodemographic, amputation, and rehabilitation characteristics on functional outcomes. An observational cross-sectional study was conducted with 48 participants (aged 20-60 years) who visited the Center for Handicapped from across the country. Functional outcomes were measured using the Locomotor Capabilities Index, Amputee Mobility Predictor with Prosthesis, 6-minute walk distance, and spirometry test and sociodemographic, amputation, and rehabilitation characteristics using a self-constructed questionnaire. Amputee Mobility Predictor with Prosthesis K levels showed 65% had the ability to ambulate in the community and could master environmental barriers. Locomotor Capabilities Index scores showed 96% could independently perform basic daily activities with or without using assistive devices and 83% could perform advanced daily activities. None of the individuals had achieved their predicted 6-minute walk distance, but 52% had "good and above" level of maximum oxygen consumption; restrictive respiratory pattern was indicated among 31%. Amputee Mobility Predictor with Prosthesis and Locomotor Capabilities Index scores were significantly ( p < 0.005) affected by mobility hours/day, amputation level, prosthesis usage, and satisfaction. Six-minute walk distance was significantly ( p < 0.005) related to income, time since amputation, duration of rehabilitation, mobility hours/day, sex, job engagement, previous job, amputation level, K levels, and satisfaction with prosthesis. Rehabilitation in Sri Lanka mainly focuses on basic walking training, not on long-term survival, distance walking, and cardiorespiratory endurance, which can lead to future comorbidities. Raising awareness in the society about rehabilitation services and more effective rehabilitation programs are recommended.

The Moderated-Mediation Effect of Job Engagement and Psychological Capital Focus in the Relationship between Hotel Employees’ Family Incivility on and Workplace Well-being

Based on the conservation of resources theory, this paper analyzes the impact of family incivility on hotel employees’ workplace well-being through the work-family resource model and discusses the mediating role of job engagement and the moderating role of psychological capital. Through collecting 382 valid questionnaires, the results show that: family incivility is significantly negatively correlated with employees’ workplace well-being. Job engagement plays a partial mediating role in the influence of family incivility on employees’ workplace well-being. Psychological capital plays a moderating role in the negative effect of family incivility on job engagement. Psychological capital moderates the indirect effect of family incivility on their workplace well-being through job engagement. In other words, when the psychological capital level of hotel employees is high, the negative impact of family incivility on workplace well-being through job engagement will be weakened. The conclusion of this study can not only expand the relevant literature on the work-family resource model of hotel human resource management in theory, and also provide a useful reference for the hotel to improve the service quality of staff in practice.

The Effect of Job Engagement on Person-Organization Fit: A Research in Banking Sector

Human resources-the most valuable resource of the economy- has the potential to make a big difference in the organization, environment and industry. These differences can be positive or negative. Job engagement is one of the factors that distinguish these differences from each other. The main purpose of this study is to determine the effect of job engagement on person-organization fit. In addition, it was examined the effects of the dimensions of job engagement on person-organization fit. The data of the research were collected from 330 bank employees in Kayseri. Quantitative research method was conducted and the data were obtained by face-to-face technique. Job engagement was assessed through Utrecht Work Engagement Scale (UWES) by Schaufeli et al. (2002) and person-organization fit was assessed through the scale which have been developed by Netemeyer et al. (1997). The proposed hypotheses have been tested using the SPSS package program and reliability analysis, correlation analysis, and regression analysis conducted on data. As a result of the research, the job engagement has a significant effect on person-organization fit. Moreover, both vigor and dedication which are sub-dimensions of the job engagement have a significant effect on person-organization fit.

Effect of Workplace Bullying on Job Engagement among Nurses : Focusing on Mediating Effect of Psychological Contract Violation and Moderated Mediating Effect of Workplace Friendship

Effect of Workplace Bullying on Job Engagement among Nurses : Focusing on Mediating Effect of Psychological Contract Violation and Moderated Mediating Effect of Workplace Friendship

외식기업 관리자의 변혁적 리더십이 직무열의와 직무수행에 미치는 영향

This study aims to investigate the effect of transformational leadership by food service company managers on employee job engagement and performance. The study seeks to establish a theoretical foundation for transformational leadership in the restaurant industry, explore future-oriented ways for leaders to interact with organizational members, and enhance the efficiency of food service management. A Google online survey was conducted using a convenience sampling method on employees working at food service companies. The survey was distributed from November 26 to November 29, 2022, and 289 responses were statistically analyzed. The results of the hypothesis testing are as follows: First, transformational leadership has a positive effect on job engagement. Second, transformational leadership has a positive effect on job performance. Third, job engagement has little effect on job performance. Fourth, transformational leadership positively affects job performance through job engagement. Overall, these findings indicate that adopting a transformational leadership approach by food service company managers can significantly positively affect human resource management and organizational development.

Work engagement and employee satisfaction in the practice of sustainable human resource management – based on the study of Polish employees

AbstractSustainable human resource management (SHRM) views employees as a very important resource for the organisation, while paying close attention to their preferences, needs, and perspectives. The individual is an essential element of SHRM. The article focuses on analyzing selected SHRM issues related to the individual employee's level of job engagement and employee satisfaction. The main objective of our study was to identify individual-level correlations between factors affecting employee satisfaction, such as: workplace well-being, employee development, employee retention, job engagement, and employee satisfaction. Based on the results of a systematic literature review, we posed the following research question: is there any relation between factors affecting employee satisfaction (employee workplace well-being, employee development, employee retention, work engagement) and employee satisfaction in the SHRM context? To answer the research question, we have conducted a quantitative study on the sample of 1051 employees in companies in Poland and posed five hypotheses (H1-H5). The research findings illustrate that higher level of employee workplace well-being (H1), employee development, (H2), employee retention (H3) was related to higher level of employee engagement (H4), which in turn led to higher level of employee satisfaction. The results show the mediating role of employee engagement in the relationship between workplace well-being, employee development, employee retention, and employee satisfaction (H5). The presented results contribute to the development of research on work engagement and job satisfaction in the practice of SHRM. By examining the impact of individual-level factors on job satisfaction, we explain which workplace factors should be addressed to increase an employee satisfaction and work engagement. The set of practical implications for managers implementing SHRM in the organization is discussed at the end of the paper.

Increasing work engagement within businesses in the 4IR era: The predictors’ impacts

This investigation seeks to answer the research question of how employee creativity (EC), employee polychronicity (EP), high-performance human resource practices (HPHRP), and perceived organizational culture (POC) impact work engagement (WE) inside organizations in the 4IR period. Nine (9) businesses in Nigeria’s Lagos, Ogun, and Oyo States served as the study's sample. Data for this examination were gathered using a cross-sectional survey methodology, and respondents who agreed to participate in the investigation were randomly assigned questionnaires. Consequently, a simple random sampling method was used to select participants. Statistical software for social sciences (SPSS version 28) was analyzed on 261 of the 270 distributed questionnaires that were recovered and determined to be useable. This study demonstrated how POC, EC, EP, and HPHRPs all have a substantial, positive, and independent influence on the improvement and sustainability of WE in Nigerian companies operating in the 4IR era. In light of this, the research’s findings have helped sustain workplace engagement during the fourth industrial revolution, notably in Nigeria. The literature on creativity, polychronicity, high-performance human resource strategies, corporate culture, and job engagement has also benefited from its contributions.

Does perceived supervisor support reduce turnover intention? The mediating effects of work engagement among healthcare professionals.

The study's value is based on a complete understanding of the employee polychronicity-employee intention to leave the relationship in the health care sector. This study examines (1) the role of job engagement in alleviating the relationship between employee polychronicity and intention to leave, and (2) the moderating impact of perceived supervisor support as a relationship. This study employed a cross-cultural research design and collected data from nurses working in public sector hospitals. Through job engagement and perceived supervisor support (PSS), the effect of nurses' polychronicity on turnover intention was examined using the PLS-SEM approach. The findings of this study demonstrate that employee polychronicity has an impact on employee turnover. Employee engagement appears to operate as a mediator in the association between employee polychronicity and intention to leave and a moderating effect of PSS. By emphasizing employee engagement as a mediator and moderating role, the perceived supervisor supports the association between polychronicity and intention to leave of nurses. This study offered a crisp perspective on the complexities of the links between polychronicity, engagement, perceived organizational support, and employees' intention to leave.

&lt;p&gt;Working Life During&amp;nbsp;the Pandemic:&amp;nbsp;Experienced Changes&amp;nbsp;and their Implications for&amp;nbsp;Occupational Well-being&amp;nbsp;among Employees in&amp;nbsp;Switzerland&lt;/p&gt;

The COVID-19 pandemic has brought unprecedented changes to numerous aspects of work such as working conditions, workload, income, nature of duties, or work-home balance that may eventually pose significant risks to employee well-being and career development. Using a person-centred approach, we examined how these changes cluster together, defining the experiences of different employee sub-groups. We then compared these groups regarding their background characteristics and selected aspects of occupational well-being (i.e., job satisfaction, job insecurity, turnover intention, work engagement, and exhaustion). A sample of professionally active adults (N = 600; 55% women) completed a baseline cross-sectional survey, while a subsample (n = 426) further responded to brief daily questionnaires, reporting their job satisfaction, engagement, and exhaustion over a course of five workdays. Results suggested three different patterns (i.e., latent classes) of pandemic-related changes at work. They characterized workers who experienced a strong decline in their workload and income (‘precarious’), those who experienced an increase in workload and a change in the quality of working conditions (‘challenged’), and those whose work situation was mostly unaffected (‘status quo’). These worker groups differed regarding their personal and professional background as well as occupational well-being outcomes. Those more strongly affected by the pandemic (the challenged or precarious pattern) were more likely to show initial background vulnerabilities, while those in the status quo group were more likely to benefit from working from home and reported the least detrimental outcomes. We discuss the implications of these findings within the conservation of resources and career sustainability frameworks.

Job engagement trajectories: Their associations with leader–member exchange and their implications for employees

AbstractThe present study seeks to achieve a dynamic understanding of employees' job engagement trajectories, and of their time‐structured associations with leader–member exchange (LMX) and outcomes related to psychological adaptation (turnover intentions, emotional exhaustion, job satisfaction and life satisfaction). A sample of 285 employees was surveyed three times (6 months apart) over a 1‐year period. Results revealed that employees' global job engagement followed high and stable trajectories, their specific cognitive and emotional job engagement followed slightly decreasing trajectories, and their specific physical engagement displayed non‐linear trajectories characterized by an initial decrease followed by a slight increase. Specific LMX contribution and LMX professional respect were associated with positive fluctuations in global job engagement, whereas global LMX was associated with positive fluctuations in specific emotional engagement. Specific LMX loyalty and LMX affect (at Time 1 only) were associated with positive fluctuations in specific physical engagement, whereas global LMX was negatively associated with these fluctuations. Higher global job engagement and specific emotional engagement were associated with negative fluctuations in turnover intentions and emotional exhaustion and with positive fluctuations in job satisfaction. Higher specific physical engagement was associated with negative fluctuations in job satisfaction, whereas higher specific cognitive engagement was associated with lower life satisfaction.

Evaluation of the Factors Influencing Self-leadership in the Saudi’s Healthcare Sector: A Systematic Review

Background: Self-leadership in the Saudi Arabian healthcare sector is vital due to the ongoing transformation of this industry. However, research on self-leadership training for Saudi healthcare workers is presently limited. Objective: A systematic literature review is performed, focusing on articles about self-leadership and the impact of factors influencing self-leadership in the Saudi Arabian health sector. Methods: PRISMA reporting was used for this systematic review. Data was sourced from various electronic databases based on predefined selection criteria. Results: Nine studies met the study inclusion criteria and were reviewed further. Results showed a lack of evidence on leadership training for healthcare workers in the Saudi Arabian healthcare sector. In some studies, self-leadership was associated with emotional intelligence, education, job satisfaction, job engagement, and internalized moral skills. High levels of self-leadership positively correlated with increased performance of healthcare workers in the Saudi Arabian health sector. Conclusion: Healthcare workers should have the necessary skills and strategies to develop self-leadership, thus enhancing communication competence and collaboration to achieve high performance in the health sector. Further research is needed in the Saudi Arabian healthcare sector to close the literature gap regarding self-leadership.