Job Engagement Research Articles

AN APPROACH TO THE PHENOMENON OF CORPORATE ENTREPRENEURIAL CULTURE

This paper has the objective of creating a framework for a different cultural dimension of corporate entrepreneurship leading to corporate entrepreneurial culture (CEC). The analysis of CEC is based on a review of existing concepts of organisational culture and entrepreneurship. They are combined to create a framework of CEC, including macro- and microlevels and examples of subcultures. Core ideas of the framework are validated by qualitative interviews with ten experts. The identified organisational category of the CEC framework is defined by the levels of micro-cultures or subcultures and includes the upper levels of the hierarchy, including the industry level. Geographic categories such as regional or national culture are also part of the system. The individual category of the CEC framework is characterised by competencies (including aspects such as motivation, creativity, mobilising others, coping with uncertainty, teamwork and social competencies) and entrepreneurial personalities. The results of the interviews show the importance of these individual competencies for a lively CEC. The different levels, such as national and professional cultures, as a dimension of the organisational category of the framework are also confirmed by the interviews. The findings indicate that the individual category of CEC could be used for job satisfaction or engagement and the degree of CEC of an organisation could be defined and developed by the organisational category. The identified framework contributes to an understanding of this complex topic and supports companies in the implementation of entrepreneurial ideas in different organisational contexts.

Analyzing the impact of psychological capital and work pressure on employee job engagement and safety behavior.

Buildings and infrastructure are the primary focus of the construction industry, which also includes related activities such as design, planning, demolition, renovation, maintenance, and repair. Safety performance is crucial to the industry's ability to work effectively in spite of hazardous conditions on the job site during any given project. Improving construction workers' safety performance in Malaysia requires an in-depth examination of the interplay between workers' psychological capital, work pressure, employee engagement, and safety participation. Administrative and field workers from different divisions across Malaysia's six regions were randomly sampled to collect data for this study. The workers were given a total of 500 questionnaires, of which 345 were returned to the team of researchers. Based on the data analysis, there is an effective interaction between the factors tested toward safety performance. According to findings, psychological capital positively and significantly affected workers' work engagement. Also, work engagement greatly impacted both workers' safety performance outcomes. Also, as expected, worker pressure significantly and negatively affected workers' safety performance. Insights gained from this research have helped us better organize work and involve employees in safety activities/policies to boost workplace safety performance. The study also suggested that firms should reduce their employees' workloads because doing so would not lower their Psychological Capital but would instead fortify them to better carry out their duties in a risk-free manner.

The role of decent work in the Zimbabwean retail sector: Testing a job engagement and turnover intention model

Orientation: There is a continued call to understand those factors that not only affect work engagement but also reduce turnover. A broad umbrella of work emerges arguing for ascertaining how decent work conditions affect these outcomes of work.Research purpose: To offer insight into the relationship between decent work, job engagement and turnover intention in the retail sector in Zimbabwe.Motivations for the study: Rapid changes in the business environment have undoubtedly led to a deterioration of work standards across all sectors although the retail sector seems to have been more vulnerable and suffered the most. This calls for the need to investigate on decent work, a key mechanism in maximising labour force potential such as job engagement and turnover intentions are not ignored.Research approach/design and method: The study adopted a descriptive survey design using a quantitative approach. The Statistical Package for Social Science (SPSS) was used for the purpose of analysis with the Structural Equation Model (SEM) utilised.Main findings: The study found a positive significant relationship between decent work and job engagement. A positive significant relationship was also established between job engagement and turnover intention whereas, a very weak and statistically insignificant relationship existed between decent work and turnover intention.Practical/managerial implications: Retail sector managers ought to prioritise decent work and pay closer attention to its impact on job engagement and turnover intention. A focus on these constructs will breed a highly engaged and committed workforce that will give the sector competitive advantage.Contribution: Very few studies have shed light on the construct of decent work in developing economies, and specifically in Zimbabwe. Decent work is critical in the realisation of the sustainable development goal (SDG) 8. Its correlation with job engagement and turnover intention brings to light quite invaluable insights to the management of human capital in the retail sector.

SBAR Method for Improving Well-Being in the Internal Medicine Unit: Quasi-Experimental Research

SBAR (Situation, Background, Assessment, Recommendation) is a tool for standardizing and improving interprofessional communication. This study aims to explore the impact of SBAR in healthcare professionals' wellbeing, through concepts such as job satisfaction, engagement, resilience, and job performance, in the internal medicine unit of a university hospital in the province of León (Spain). This is an observational, descriptive, longitudinal case study with a pre- and post-intervention approach. Questionnaires were distributed to a group of doctors, nurses, and healthcare assistants before and after the implementation of the SBAR tool in the ward. The use of SBAR was monitored to ensure staff compliance. Data statistical analysis was performed using the SPSS program. Resilience levels increased significantly post-intervention. Job satisfaction and engagement levels remained neutral, slightly decreasing post-intervention. Besides' being a useful tool to improve communication, SBAR was effective in improving resilience among staff. Several aspects related to hospital management may have had an impact on job satisfaction and engagement results.

Talent Management Practices and Its Impact on Intention to Stay in the Organisation

In today’s dynamic business environment, organizations are looking to add new and improved or innovative capabilities to their portfolio of business. To achieve these objectives organizations need to add a very vital component called human resources. Therefore, Talent management is the buzzword in the IT sector to attract and retain a talented workforce. The current research paper aims to explore the attitude of the employees towards the major factors that influence the talent management practices in Indian IT firms intending to stay in the organization. To realize the stated objectives the researchers have collected the primary data from two hundred talented employees across the IT sector. In this context talented means one has consistently been a top performer or received the best employee or star performer reward or recognition from the employer for at least two years in a specific domain. For this purpose, the researchers have identified eight major factors such as quality of supervision, Compensation Management practices, job engagement, innovation practices, open climate, Career Development Path, organizational Environment, and quality of working Environment. The multiple regression model results revealed that the independent variable Compensation management, Job engagement, Open climate, Organizational environment, and quality of working environment were the major drivers of intention to stay in the current organization. When we rank the determinants we found the most prominent determinant being Job Engagement followed by Quality of working environment, Open climate, Compensation management, and Organizational environment. The current study makes significant contributions to both talent management theory and practices. Firstly, we provide empirical support from the perspective of employees about the various talent management practices and strategies employed by various IT companies in the Indian context. Secondly, we provide a scheme of suggestions to IT firms across the sector and various strategies to retain the talented workforce. Thirdly, we have ranked the various variables chosen for the study based on the empirical evidence and suggested the managers' various interventions to nurture and retain the talented workforce. Additionally, the current paper is aimed to assist managers with some of the vital issues they face with the implementation of talent management strategies.

Influence of Occupational Stress on Work Engagement among Nigerian Library Personnel

The study examined occupational stress and job engagement among library personnel at selected Nigerian state and federal universities. A descriptive survey methodology was employed in the study. This study used questionnaires for ascertaining work engagement and occupational stress to survey 76 respondents. Results indicated that library personnel experienced high occupational stress, which displayed significantly low levels of job engagement. In contrast, those with a low level of occupational stress showed significantly increased levels of engagement at work. The data suggested that female library personnel reported experiencing more occupational stress than male library personnel and the mean difference was statistically significant, t (74) = -3.416, p =.001. The limitation of this research includes the smallness of sample size, which calls for a larger sample to validate the findings further. Rational emotive behavioral therapy can be adapted for managing the levels of work engagement and occupational stress in librarians.

대학 교직원의 조직비전 인식, 집단효능감, 직무열의 간 관계

The purpose of this paper is to understand the organizational vision recognition, job engagement, group efficacy of university faculty and staff. For this purpose, a structural model was established that assumed the mediating effect of group efficacy in the relationship between the organizational vision recognition and job engagement. And the model's goodness of fit and the variables was analyzed. Samples include 8,882 faculty and staff working at 73 universities. The data was collected using the University Innovation Capacity Assessment(UICA). The results showed that the estimation model explained the data well. In addition, it was found that the organizational vision recognition of faculty and staff had an effect on group efficacy and job engagement, respectively, and it was confirmed that group efficacy had a significant effect on job engagement. Organizational vision recognition was also statistically significant in the mediating model that influences job engagement through group efficacy. As a result, it was revealed that an organization clearly presenting its vision to its members and continuously sharing it can affect positive beliefs about the organization and individual job-related motivation. Based on the findings, future plans for university operation were suggested.

The role of Work motivation in Employee Performance: Systematic Literature Review (SLR)

The effectiveness of an organization's workforce is crucial to achieving its objectives as a whole. Enhancing work engagement involves a variety of elements. One of them is workers' desire at work. This research intends to ascertain how managers in an organization should behave and how job satisfaction affects employees' productivity is viewed from a philosophical and practical order. The outcome of the Systematic Literature Review technique in publications between 2017 and 2022 indicate that job engagement is crucial and effective in enhancing employee performance in an organization or corporation. Having a just perspective, paying consideration to employees, rewarding them, and taking part in employee grievance hearings are all requirements for a leader. As a director, you must be fair, give your staff, your whole care, praise them, and take an empathetic approach to responding to workplace conflicts.

Self-Compassion as a Means to Improve Job-Related Well-Being in Academia

Working in academia entails many challenges including rejections by journals, competition for funding or jobs, and uncertain job outlooks (for non-tenure staff), which can result in poor mental health and well-being. Previous studies have suggested self-compassion as a resource for mental health and well-being, but to date no study has been published that has tested interventions targeting self-compassion in academia. In this weekly diary study, 317 academics from Germany, Switzerland, and the US were asked to recall a negative event and were then randomly assigned to either a self-compassionate writing intervention, a three good things intervention, or an active control intervention, respectively. They also completed two surveys on four consecutive Thursdays measuring state positive and negative affect and job-related well-being (i.e., job satisfaction and work engagement). Using multi-level regression modelling, results showed that participants in the self-compassion condition reported more job satisfaction and work engagement due to experiencing less negative affect. Academics in the three good things condition showed no such effects. Results indicated that self-compassion in academia is a resource that enables emotion-oriented coping during difficult times or in challenging situations that may benefit academics’ job-related well-being. The study highlights both the importance of discussing well-being in academia and ways to strengthen it.

Teachers' Well-Being Forced to Work from Home Due to COVID-19 Pandemic: Work Passion as a Mediator.

This study examines the relationship between perceived demands (workload and organizational constraints) of teachers' work during the online period of schooling during the COVID-19 crisis and well-being (emotions, engagement, and job crafting), with work passion as a mediator. The survey was carried out on a sample of 383 teachers during the first wave of the COVID-19 pandemic. The Scale of Organizational Constraints and the Workload Scale, the Passion Scale adapted for work, the Job Crafting Questionnaire, the Utrecht Scale of Work Engagement, and the Scale of Positive and Negative Experience was used. Harmonious passion strengthened the positive relationships between workload and organizational constraints and job crafting and weakened the negative relationship with positive emotions and the positive one with negative emotions. The positive relationship between workload and engagement has been strengthened by harmonious passion. The negative relationship between organizational constraints and engagement became positive and weaker. Relationships between variables were weakened, i.e., workload and engagement, organizational constraints and job crafting, or strengthened, i.e., organizational constraints and engagement, by an obsessive passion. In tested models, obsessive passion has the opposite effect and is weaker than harmonious passion. The structural equation modeling (SEM) confirmed that work passion, mainly harmonious, is a mechanism explaining the relationship between the demands of forced work from home with teachers' well-being.

Examining antecedents of repatriates’ job engagement and its influence on turnover intention

Repatriate turnover is a key challenge for Multinational Enterprises (MNEs). While MNEs expect to retain returning employees (i.e. repatriates) and to benefit from new knowledge and experience they bring back from international assignments, a number of studies identify high rates of repatriate turnover intentions. This paper draws insights from social exchange theory and psychological contracts. By using survey data from 221 repatriates from the U.S., the paper presents an empirical study of the antecedents of repatriate turnover. Our findings demonstrate that repatriate perceptions of recognition of foreign experience, involvement, team orientation, and application of knowledge, had a significant impact on turnover intention and this impact was felt through repatriate job engagement i.e. repatriate job engagement significantly mediated the influence of recognition of foreign experience, involvement, team orientation, and application of knowledge on turnover intention. While the study findings contribute to the theoretical underpinnings of the antecedents of repatriate turnover it also informs how MNEs can apply new strategies and initiatives that heighten repatriate retention rates and prevent knowledge slippage and the loss of highly valued people soon after they return from international assignments.

Political Skills, Resilience At Work, And Public Service Motivation: A Structural Equation Model On Job Engagement Of Police Personnel In Region Xi

Political Skills, Resilience At Work, And Public Service Motivation: A Structural Equation Model On Job Engagement Of Police Personnel In Region Xi

Employees Perceptions about Corporate Social Responsibility—Understanding CSR and Job Engagement through Meaningfulness, Bottom-Up Approach and Calling Orientation

This article analyses the effect of employees’ perceptions of corporate social responsibility (CSR) on job engagement, and we measure meaningfulness experienced and the role of cross-level sensemaking factors, such as the bottom-up approach and calling orientation. Drawing on qualitative data, collected among workers that had CSR implemented in their companies, our findings suggest that both calling orientation and meaningfulness influence the positive impact of the CSR perceptions on job engagement through sequential mediation. The calling orientation has an important role in this relationship because meaningfulness alone does not influence the relationship between CSR and job engagement. Additionally, employees’ perceptions of CSR positively influence job engagement. Furthermore, our research indicates that the meaningfulness experienced by workers increases in the presence of a bottom-up approach in what concerns the definition and implementation of CSR actions of the company. Overall, this research expands our understanding of how people find meaningfulness through individual experiences of CSR.

Is Envy Always Bad? An Examination of Benign and Malicious Envy in the Workplace.

The current study investigated workplace envy by exploring if perceived self-efficacy of negative and positive emotions could predict malicious or benign envy. This study also examined how malicious and benign envy relate to two important organizational outcomes: job engagement and turnover intentions. Malicious envy is typically associated with negative emotions toward the target of comparison as well as negative behavioral outcomes, whereas benign envy is typically associated with positive emotions toward the target of comparison as well as positive behavioral outcomes. A total of 80 participants completed multiple measures gauging the variables of interest in this study. Results were mixed: Although both dimensions of emotional self-efficacy significantly and positively predicted benign envy, neither dimension significantly predicted malicious envy. Additionally, benign envy significantly and positively predicted job engagement, and malicious envy significantly and positively predicted turnover intention. Both effects were practically significant. However, benign envy did not negatively predict turnover intention, and malicious envy did not negatively predict job engagement. Although these results did not confirm all hypothesized relationships, they demonstrate the complexity of envy as a construct, supporting its multidimensional nature. Our findings also provide further insight into the predictors and outcomes of benign and malicious envy in the workplace.

Out of sight but not out of mind: The role of loneliness and hope in remote work and in job engagement

In a world in which remote and hybrid work is becoming the new normal, the current study examines the relationship between remote work and job engagement and the roles that loneliness and hope play in this setting. Participants were 349 employees from the US and UK (170 men, 177 women, and two others), aged 21–69 (M = 38.8, SD = 9.9). The analysis identified a moderated mediation model. Among employees with low levels of loneliness, no significant relationship between remote work and job engagement was found. Remote work predicted decreased job engagement only for employees with high and moderate levels of loneliness. These results challenge the widespread assumption that remote work impairs employee engagement. Yet among employees with high levels of loneliness, hope served as a mediator between remote work and job engagement. Increasing hope may serve as an applicable intervention among lonely remote workers. Implications of our findings are discussed and interventions to increase engagement among remote and lonely employees are suggested.

상사무례가 직무열의 및 반생산적 과업행동에 미치는 영향

Incivility in the workplace has become an issue among domestic and foreign corporate members. According to a survey, it is difficult to find members of an organization who have not experienced incivility in the workplace. Among them, in particular, incivility by the supervisor accounts for the highest proportion. This study aims to analyze the effect of commercial practices on job engagement and counterproductive work behavior for employees of Chinese restaurant companies. The counterproductive work behavior was investigated by dividing it into three types: counterproductive work behavior for customers(CWB-C), counterproductive work behavior for organizations(CWB-O), and counterproductive work behavior for organizational employees(CWB-I). The investigation period was conducted from February 1 to March 28, 2022. A total of 400 questionnaires were distributed, and 382 questionnaires were collected, of which 361 were used for the final analysis, excluding 21 were dishonest. The summary of the analysis results are as follows. First, it was found that supervisor’s incivility had a significant negative (-) effect on job engagement. This means that as you experience incivility from your supervisor, your subordinates' enthusiasm for the job decreases. Second, job engagement had a significant negative (-) effect on all three types of counterproductive work behavior. This indicates that the weaker the job engagement, the higher the three types of counterproductive work behavior. Based on these analysis results, a plan to improve the organizational culture of restaurants was proposed by presenting theoretical and practical implications of the study.

직속 상사의 나르시시즘이 특급호텔 조리 및 식음료 종사원의 직무열의 및 반생산적 과업행동에 미치는 영향에 관한 연구

The purposes of this study was to analyze the supervisor’s narcissism on job engagement and counterproductive work behavior of culinary & food and beverage employees’. Based on the 417 samples obtained for empirical research this study reviewed the reliability and fitness of the research model and verified a total 5 hypotheses using the AMOS program(18.0). The hypothesized relationships in the model were simultaneously tested by suing a structural equation model(SEM). The SEM showed that narcissism had a negative significant influence on job engagement and had a positive significant influence on counterproductive work behavior. Also, job engagement had a negative significant influence on counterproductive work behavior. The limitations of the current study and recommendations for further research were explained as well.

항공사객실승무원의 업무부담이 직무태도에 미치는 영향에서 번영감의 조절효과: 직무요구 자원모델을 기반으로

The purpose of this study is to find out the effects of flight attendant’s work overload, job attitudes and the moderating effects of thriving. As for the sampling method, the convenience sampling method was used, and data were collected using the self-written method. 321 responses were used as the final data, excluding biased and insincere responses and ambiguous responses. The data collected were analyzed with the SPSS 20.0 statistics package. Findings of the study are as follows: first, work overload of flight attendant had negative effects on job commitment. Second, the work overload of flight attendant had positive effects on the job engagement. Third, job commitment of flight attendant had positive effects on the job engagement. Fourth, flight attendant’s thriving had the moderating effects between work overload and job commitment. These research results provide academic and practical implications for aviation service companies.

Pengaruh Transparent Communication dan Communicated Appreciation Terhadap Job Engagement yang Dimediasi oleh Affective Organizational Commitment pada Karyawan RSGM-P FKG Usakti

This study aims to analyze the effect of transparent communication and communicated appreciation on job engagement mediated by affective organizational commitment to the employees of RSGM-P FKG Usakti. This study uses a quantitative method that uses primary data sourced from questionnaires distributed via google forms to employees at RSGM-P FKG Usakti. The research sample was selected using the entire population of 210 employees, consisting of medical and non-medical personnel at RSGM-P FKG Usakti. Analysis of the data used for the hypothesis is Covariance-Based Structural Equation Modeling (CB-SEM), the software used is AMOS, and to test the hypothesis of the mediating variable using the Sobel Test. The results of this study indicate that there are several hypotheses that have a positive effect, including; transparent communication on job engagement; communicated appreciation on job engagement; transparent communication on affective organizational commitment; and communicated appreciation on affective organizational commitment. In addition, the results of this study also found information that there was no positive influence between affective organizational commitment on job engagement; transparent communication on job engagement through affective organizational commitment; and communicated appreciation on job engagement through affective organizational commitment. This research is expected to be a reference for further research on respondents in other health fields or outside the health sector, as well as further research on other factors outside of this research that may influence or mediate job engagement

Employee-Organization Identity Fusion: Connecting Leadership and Symmetrical Internal Communication to Identity- and Engagement-Related Outcomes

Employees are key organizational stakeholders whose value to the enterprise’s functioning has long been emphasized in business communication literature. The present study serves to integrate business communication, organizational psychology, and leadership literature to advance a theoretically grounded model explaining employees’ job engagement. Drawing upon recent advances in consumer psychology and social identity scholarship on brand identity fusion, this study examines how employee-organization identity fusion, or a visceral feeling of oneness with the organization experienced by employees may contribute to their job engagement. Surveys conducted among employees belonging to corporations with one thousand or more employees revealed not only the power of authentic leadership and symmetrical communication in engendering employee-organization identity fusion, but also how leadership and communication can foster workers’ job engagement. The theoretical and managerial implications of this work are discussed (132 words).