Work Engagement Research Articles

What tools are available to assess climate and environmental health impacts on perinatal families with an equity lens? A rapid review of the Canadian context

ObjectivesThis rapid review is designed to identify existing tools in the Canadian literature that assess the impacts of climate change on the health of perinatal families, particularly those who are equity-denied. Addressing the needs of equity-denied perinatal populations in the face of climate change is crucial to promoting equitable and inclusive perinatal care in Canada.MethodsRapid review methodology was selected to provide evidence in a timely and cost-effective manner. PubMed/MEDLINE and gray literature (Google and Google Scholar) were searched for English and French papers published from 2013 onward. The original research question, focused on climate change and health, yielded very few relevant results. Therefore, the search was broadened to include environmental health. Garrity et al.’s (J Clin Epidemiol 130:13–22, 2021) nine-stage process was used to identify 11 relevant papers, extract the relevant data, and complete the narrative synthesis.Synthesis.This review revealed a significant lack of tools for comprehensively assessing climate-health impacts on perinatal families and equity-denied perinatal families. While Canadian perinatal health screenings focus on equity via indicators of several social determinants of health (e.g., income, social support), they largely omit climate considerations. Environmental health factors are more commonly included but remain minimal.ConclusionClimate-health screening tools are lacking yet needed in routine perinatal healthcare. Given the seriousness of climate change, urgent engagement of health systems and healthcare workers is essential to help mitigate and adapt to climate-health challenges, particularly for perinatal families experiencing health inequities.

Assessing the Turkish version of the Individual Work Performance Questionnaire (IWPQ) for its validity and reliability

BackgroundsThis study aimed to assess the validity and reliability of the Turkish version of the Individual Work Performance Questionnaire (IWPQ).MethodsA total of 340 adult participants who had been working for at least 8 h a day completed the study questionnaire online. The questionnaire consisted of sections on demographics and socioeconomic characteristics, the IWPQ, and the ultrashortened version of the Utrecht Work Engagement Scale (UWES-3). Principal component analysis (PCA) with Promax rotation was conducted to assess the e three-factor structure for the Turkish version of the IWPQ. Cronbach’s alpha was used to determine internal consistency. The intraclass correlation coefficient (ICC) was used to assess test-retest reliability. Spearman correlation coefficients were calculated between the IWPQ and UWES-3 scales to evaluate convergent validity.ResultsThe three factors accounted for a total variance ratio of 60.7%. Cronbach’s alphas of three subscales (task performance, contextual performance, and counterproductive work behavior) were 0.894, 0.875, and 0.796, respectively. Test-retest reliability showed high agreement, with ICCs of 0.96, 0.98, and 0.91 for the respective scales. There was a statistically significant correlation between UWES-3 and the task performance subscale (ρ = 0.367 and p < 0.001), a statistically significant correlation between UWES-3 and the contextual performance subscale (ρ = 0.403 and p < 0.001), and a statistically significant correlation between UWES-3 and the CWB subscale (ρ=-0.352 and p < 0.001).ConclusionsThe Individual Work Performance Questionnaire (IWPQ) identifies work performance.The Turkish version of the IWPQ scales demonstrated validity and reliability in assessing individual work performance.

Co-workers’ Solidarity and Citizenship Behaviors: The Mediating Role of Work Engagement

ABSTRACT The work environment plays a detrimental role in shaping workplace behavior of employees. Recent studies focused on the influence of work environment factors on individual and organizational level outcomes. We extend this work by exploring the impact of coworkers’ solidarity on organizational citizenship behaviors through work engagement in private universities in Ethiopia. A survey method was used to collect data from 335 employees selected using a proportionate stratified sampling method. A standardized questionnaire was used to collect primary data from employees composed of academic and administrative staff. The data collected was examined using Partial Least Square Structural Equation Modeling through Smart PLS 3.0 software. A bootstrapping path analysis algorithm with a resample of 5000 was employed to generate direct and indirect effects and significance of path coefficients in testing hypotheses. The study found that solidarity among coworkers affects citizenship behavior of employees positively and significantly and work engagement played a partial mediating role in this relationship. The study recommends that private universities should give due attention to cultivating coworkers’ solidarity to derive the required behavior on the part of employees.

Job Satisfaction and Perception of Organizational Support with Work Engagement of Gen Z Employees

Job Satisfaction and Perception of Organizational Support with Work Engagement of Gen Z Employees

Career adaptability and work engagement: the roles of person–organization fit and job insecurity

PurposeThe purpose of this study is to examine the relationship between employees’ career adaptability and work engagement. Specifically, this study investigates the mediating role of person‒organization fit in the relationship between career adaptability and work engagement as well as the moderating role of job insecurity in this mediating effect.MethodsWe collected data from 248 full-time employees in China and utilized robust statistical techniques to test a moderated mediation model that includes the constructs of career adaptability, person‒organization fit, job insecurity, and work engagement.ResultsCareer adaptability is positively related to employees’ work engagement, and person‒organization fit mediates the relationship between career adaptability and work engagement. Job insecurity moderates the mediating effects of person‒organization fit in this context. The relationship between person‒organization fit and work engagement is stronger at low (vs. high) levels of job insecurity.ConclusionThis research contributes to theory by demonstrating that the mediating effect of person‒organization fit and the moderating effect of job insecurity represent additional explanations of the impact of career adaptability on work engagement.

Relational Job Crafting and Task Performance: The Mediating Role of Work Engagement

This study investigates the mediating role of work engagement on the effect of relational job crafting on task performance among employees in the public sector of Ghana. Relational job crafting involves offers significant benefits to public sector employees by enhancing their performance through collaborative engagement. Thus, when employees actively adjust their social work environment, they can reduce (increase) work-related stress (sense of purpose) through fostering stronger relationships, which also improve well-being and performance. The research employed a closed-ended questionnaire and conducted a cross-sectional online survey. The study’s target population consists of 17,163 public sector employees in Cape Coast Metropolis, out of which 456 were randomly selected to complete the survey. The sample size was estimated using the Adam, (2020) approach for selecting samples in a quantitative study. Data collection took place from January to June 2023, and the analysis was conducted utilising the R version of partial least squares structural equation modelling (PLS-SEM). The study revealed an average yet statistically significant influence of relational job crafting on both work engagement and task performance. Thus, relational job crafting had a significant positive effect on work engagement (β = 0.502, p &lt; 0.01) and task performance (β = 0.293, p &lt; 0.01), with work engagement further affecting task performance significantly (β = 0.475, p &lt; 0.01). The significant positive relationship shows that the increase in both relational job crafting and work engagement among Ghanaian public sector employees further improves their performance in the various tasks assigned to them. Also, despite the direct relationship between work engagement and relational job crafting and task performance, it was further revealed that the latter further mediate the relationship among the former and task performance. Thus, it was found that work engagement serves as a complementary partial mediator in the relationship between relational job crafting and task performance (β = 0.238, SE = 0.034, 95% CI = 0.177, 0.309). These findings support the initial hypotheses established for the study. In terms of policy recommendations, this study emphasises the importance of fostering both work engagement and relational crafting to enhance task performance in the Ghanaian public sector. It suggests that employers, including government bodies, directors, and chief executive officers of public institutions, as well as policymakers, including labour unions, should implement measures across various sectors of public services to strengthen employee relations and increase engagement, ultimately enhancing task performance

SHRM Dimensions, Work Engagement and Intention to Quit: LinkedIn As a Data Source

The purpose of this study is to investigate the impact of strategic human-resource management (SHRM) on employees' intention to quit, mediated by work engagement in the construction sector in GCC countries. The major findings of this study indicate that strategic human-resource management (SHRM) has a direct positive impact on work engagement and an indirect negative impact on employees' intention to quit through work engagement. The study also indicated that work engagement has a direct negative impact on employees' intention to quit. Structural equation modeling was employed to analyze data collected from 612 participants via a LinkedIn dataset. All participants work in the construction sector in Gulf States (GCC countries) and are members at LinkedIn as a professional social-networking site. Social-media network LinkedIn was employed to collect the data required for analysis. The study offers evidence and guidance for HRM practitioners for direct HRM practices and SHRM constructs in fostering work engagement and managing employees’ intention to quit. There is a lack of research examining the impact of SHRM and its components on employees’ intention to quit, mediated by work engagement. Thus, this study confirms the argument that SHRM can be an effective approach to influence employees' intention to quit through work engagement.

A Study on the Influence of Social Support and Work Engagement on Secondary Teachers’ Occupational Well-being in Sulaymaniyah-Iraq

The educational system in Sulaymaniyah, Iraq, faces significant challenges due to political instability, economic hardships, and conflict. These factors contribute to the stress and burnout experienced by secondary school teachers, affecting their occupational well-being. This research aims to investigate the relationship between social support and work engagement on teachers' occupational well-being, with the objectives of understanding how these factors interact and proposing strategies to enhance teachers' occupational well-being. Employing a mixed-methods approach, the study utilized the Norbeck Social Support Questionnaire, the NIOSH Questionnaire, and the Utrecht Work Engagement Scale to collect quantitative data from 120 secondary school teachers in Sulaymaniyah. Qualitative data were gathered through semi- structured interviews with a subset of 15 participants. The data were analyzed using SPSS 25 software for quantitative analysis and thematic analysis for qualitative insights. The results revealed a positive correlation between social support and work engagement with teachers' occupational well-being. Work engagement was found to mediate the relationship between social support and occupational well-being. Teachers expressed that a supportive work environment, opportunities for professional growth, and recognition contribute significantly to their job satisfaction and overall well-being. To promote teachers' occupational well-being, it is recommended that schools and policymakers focus on creating a supportive work culture, providing opportunities for professional development, and recognizing teachers' efforts. Implementing mentorship programs, facilitating collaborative learning communities, and offering incentives can further enhance teachers' work engagement and occupational well-being.

Navigating the New Normal: Psychological Capital's Mediating Role in the Work-From-Home Paradigm

Working from home (WFH) has become the expected trend as a result of the COVID-19 epidemic. The impact of family conflict, social isolation, distracting environment, job autonomy, and self-leadership on employees' productivity, work engagement, and stress levels have been examined in this study with a mediating role of Psychological capital. There has been little study on the impact of Psychological capital as a mediator and its influence on remote work productivity, work engagement, and stress. The data was collected from employees of IT sector organizations. Through online and print surveys, a sample of 429 respondents was gathered using the convenience sampling method. The dependent variables were workers’ productivity, work engagement, and Stress, the mediating variable was Psychological Capital and the independent variables were family-work conflict, social isolation, distracting environment, job autonomy, and self-leadership under the framework of the Job Demand and Resource model. The PLS-SEM tool was used to investigate the association between research variables. The SPSS tool was used to run the descriptive statistics of respondents. Through this study, it was able to conclude that Job Demand and Job Resources significantly impact productivity, work engagement, and stress through psychological capital. Job Demand negatively impacts productivity, and work engagement and positively impacts stress while Job Resource positively impacts productivity, and work engagement and negatively impact stress.

Status and influencing factors of nurses’ organizational silence in general hospitals in eastern coastal cities of China

AIMSThis study investigated the status and influencing factors of organizational silence among 624 nurses in general hospitals in eastern coastal cities of China.MethodsThis study followed STROBE guidelines. During the period from January to April 2024, the researchers investigated 624 clinical in-service nurses in terms of general information, employee silence behavior, work engagement, and peer support, and analyzed the related factors affecting nurses’ organizational silence.ResultsThe total average score of nurses’ organizational silence was (33.88 ± 6.88), and the total score of work engagement was (69.23 ± 10.76); The total score of the colleague support scale was (90.02 ± 13.72), which was at the medium level. Univariate analysis showed that the scores of organizational silence of 610 nurses had statistical differences in departments, employment methods and professional titles (P < 0.05); Pearson correlation analysis showed that nurses’ work engagement (r=-0.530, P < 0.05), perceived colleague support a scale (r=-0.530, P < 0.05), colleague support B scale (r=-0.363, P < 0.05) were negatively correlated with organizational silence; Multiple linear regression analysis showed that department (β’value = 0.256, P = 0.001), employment mode (β’value = 0.115, P = 0.001), professional title (β’value = 0.741, P = 0.023), working years (β’value = 1.1110, P = 0.000), work engagement (β’value6.182, P = 0.000), colleague support scale A (β’value = 0.198, P = 0.003), and scale B (β’value = 0.485, P = 0.001) were the main influencing factors of nurses’ organizational silence behavior.ConclusionsIn this study, nurses’ organizational silence is at the medium level, and nursing workers with low outpatient service, contract system, professional title and working years, less work investment and poor support from colleagues are prone to silence behavior.

Transformational leadership on work engagement: The mediating role of work-life balance

Transformational leadership on work engagement: The mediating role of work-life balance

The Impact of Job Crafting Dimensions on Work Engagement Among Nurses: The mediating role of psychological capital

Work significantly influences individual well-being and human growth. Jobs are not solely formulated by companies based on their needs but are also actively modified by the individuals who hold those positions. High-stress professions, such as nursing, highlight how stress levels are influenced by factors like resource availability, patient demands, colleague interactions, and workplace cultural dynamics. Hence, this study investigates the effect of job crafting dimensions on work engagement, and examines psychological capital's mediating role in this relationship. It aims to reveal how job crafting can improve both personal and organizational well-being. This study is a descriptive cross-sectional study. The study was conducted with 348 nurses at Al Dhafra Hospitals in Abu Dhabi, UAE. The analysis utilized in this study was conducted using Structural Equation Modeling (SEM) through SmartPLS 4 and SPSS version 27 for descriptive and correlation analysis. The findings demonstrate that the impacts of job crafting dimensions—task crafting, cognitive crafting, and relational crafting—on work engagement and psychological capital are statistically significant. Additionally, the influence of psychological capital on work engagement is statistically significant. Path analysis revealed that psychological capital mediates the interaction between job crafting dimensions and work engagement. These relationships were shown to be statistically significant. This study reinforces the significance of psychological capital and job crafting dimensions as crucial attributes in the workplace. Hence, it advocates for the healthcare industry to consider the implementation of targeted programs aimed at fostering these attributes within nursing teams. Such strategic initiatives are poised to improve individual well-being among nurses, which is expected to result in enhanced organizational efficiency and a notable decrease in turnover rates over time.

Do emotional demands and exhaustion affect work engagement? The mediating role of mindfulness.

The current paper seeks to elucidate the interrelationships among emotional demands (ED), emotional exhaustion (EE), mindfulness, and work engagement (WE), with an explanation of the mediating role of mindfulness within indicated relationships. Nurses working in a stress-related environment face some emotional challenges. New methods such as mindfulness should be learned; therefore, positive outcomes occur along with new developments. Responses were received from nurses through a self-report questionnaire using the convenience sample technique. Four hundred and twenty-nine nurses from health institutions in Istanbul participated in the study. The PLS-SEM technique was used to test the research model. ED and mindfulness, EE and mindfulness, and mindfulness and WE relationships were found. While mindfulness was a mediator between EE and WE, it was not a mediator between ED and WE. It has been revealed that nurses cope with job-related challenges by being present at the moment with high awareness. Furthermore, mindful nurses also foster positive outcomes. Precautions should be taken because of the nursing shortage. It is better to provide mindfulness training to nursing students in schools before their professional lives. Implementing and using technologies might be helpful for nurses.

Economic costs of poor PSC manifest in sickness absence and voluntary turnover

Abstract Work-related stress is a major occupational health and safety (OHS) issue that has industrial relations origins. Aside from the moral and human rights imperatives to improve the corporate climate for worker psychological health (as per psychosocial safety climate, PSC), there are strong economic costs for not doing so. PSC refers to worker perceptions of the corporate safety system to protect and promote workers’ psychological health and wellbeing. It is a leading indicator of working conditions, which in turn affect workers’ health and work engagement. In this study, we estimate the attributable economic cost of low PSC due to sickness absence and turnover. Data were collected from a multinational company using survey at Time 1 (T1) and objective company data (i.e., sickness absence and turnover) after one year (T2). Using regression analysis and a matched sample of 617 responses, PSC was negatively related to future sickness absence. A binomial logistic regression with 1268 respondents (i.e., all responses at T1) showed that PSC was negatively related to future voluntary turnover. An economic analysis suggests that improving OHS via PSC could save an organisation with 5000 employees USD 0.6–2.7 million per year. Building PSC to protect and promote workers’ psychological health is a likely economic saving on organisational productivity.

Linkages between service recovery system and customer justice perceptions: A multi-level model of employee service recovery performance.

Past research aimed at service recovery has focused on actions that are taken to retain customers, and the possibility of overcoming the mistakes of service delivery, though the multidimensional nature of the service recovery process has begun to move beyond the complaint handling process. In this paper, we identify the most important issues addressed in service recovery and present a framework for addressing them. We used an extensive integrative review methodology. Between 1988 and 2017 the number of articles in these journals was kept between 26 and 30. The majority took a business perspective to study services recovery, while a minority took an inter-disciplinarity perspective. The study's findings are expected to provide insights into the antecedents and consequences of service recovery performance, particularly how job resources and demands influence employee burnout and work engagement, which in turn affect service recovery performance and customer perceptions of justice. The research aims to contribute to the discourse on service recovery by building a multi-level model that explains the service recovery performance of frontline employees and the impact of the service recovery system on customer justice perceptions. Thus, this research is expected to contribute to robust conclusions on the antecedents and consequences of employee service recovery performance nested within the unit-level construct, i.e., the service recovery system.

Improving mental health among intensive care unit staff with communication skills training.

Intensive Care Unit (ICU) staff report that a large part of the work-related distress they experience is related to communication situations with colleagues, patients, and relatives. Based on these findings, the aim of the present study was to preliminary evaluate the effects of a novel Communication Skills Training (CST) program on mental health among ICU staff. The CST program was delivered to the entire work force of an ICU at a Swedish hospital and was evaluated as an uncontrolled clinical trial with three repeated measures. 100 participants were eligible and included in the analyses. The theoretical framework for the program was learning theory and cognitive behavioral therapy. The program was delivered by two psychologists and included one full-day lecture and three subsequent two-hour supervision sessions. Changes in mental health was evaluated with self-report questionnaires measuring perceived stress, general mental health, work engagement, and psychological flexibility. Analyses of three repeated measures showed significant improvements with 1.3 points lower perceived stress and 2.0 points lower general mental health after the intervention. No differences were seen in measures of work engagement or psychological flexibility. Findings of the study supports the utility of the CST program as an intervention to target perceived stress and general mental health within intensive care. These findings should be further validated in trials with improved design.

The Moderating Role of the Five-Factor Model of Personality in the Relationship between Job Demands/Resources and Work Engagement: An Online Cross-Sectional Study.

When organizations or managers utilize personality assessments for their workers, it is crucial to consider not only personality profiles but also the interaction between these profiles and the psychosocial environmental factors in the workplace. The present study aimed to examine the moderating effects of the five-factor model (FFM) of personality traits on the relationship between job demands/resources and work engagement (WE). A cross-sectional online survey was conducted between November and December 2022, targeting full-time workers in Japan. Data were collected from 1500 participants (757 men and 743 women). The survey included demographic variables, job demands and resources (job control, supervisor, and coworker support), WE, and the FFM. The primary statistical analysis was hierarchical regression analysis, which tested the interactions between job demands/resources and each personality trait. Four significant interactions were found: job demands and neuroticism, control and neuroticism, control and conscientiousness, and supervisor support and extraversion. High conscientiousness was associated with higher WE when job control was abundant. Moreover, low levels of both neuroticism and extraversion were linked to higher WE. The results suggest that managers can enhance WE by aligning workplace factors with employee personality traits. These insights can be applied to organizational staffing decisions.

Daily challenge-hindrance stress and work engagement in preschool teacher: the role of affect and mindfulness

BackgroundThe engagement of preschool teachers in their work is pivotal for maintaining teaching quality, ensuring teacher well-being, and fostering children’s development. Despite its significance, there is limited knowledge regarding the daily fluctuations in work engagement and the underlying factors influencing it. This study, guided by the Job Demands-Resources model and Affect Event Theory, utilized an experience sampling methodology to investigate the impact of challenge and hindrance stressors on daily work engagement, as well as the mediating role of affect and the moderating effect of mindfulness.MethodsUtilizing an experience sampling method, this study collected data from 220 preschool teachers in Shanghai over five consecutive workdays, conducting surveys once daily. Data analysis was performed using multilevel linear models.ResultsThe results from multilevel regression indicated that: (1) daily challenge stressors were positively related to work engagement, (2) daily hindrance stressors were negatively related to work engagement, (3) daily positive affect mediated the relationship between challenge stressors and work engagement, (4) daily negative affect mediated the relationship between hindrance stressors and work engagement, and (5) daily mindfulness played a crucial moderating role by alleviating the adverse effects of hindrance stressors on daily negative affect.ConclusionsThis study provides valuable insights into the daily experiences of preschool teachers and the factors that influence their work engagement. Understanding the impact of stressors, affect, and mindfulness on work engagement can inform the development of interventions and strategies to improve teacher well-being and work engagement.

Work demand and voluntary turnover intention of independent auditors

This study aimed to analyze the influence of work demand on the voluntary turnover intention of independent auditors, considering the mediating effects of work engagement and Burnout Syndrome. The research is descriptive, of the survey type, with a quantitative approach, and includes a sample of 196 Brazilian independent auditors. The results confirmed the positive association between work demand and the voluntary turnover intention of auditors. Additionally, it was evidenced that work engagement acts as a mediator in this relationship. On the other hand, Burnout Syndrome does not play a mediating role in the relationship between work demand and turnover intention. Finally, it was observed that work engagement exerts a negative and neutralizing influence on Burnout Syndrome. These findings provide auditing firms with a deeper understanding of the antecedents of independent auditors' turnover intention.

To save the saver: facilitating school counselors' occupational well-being through multi-dimensional support and basic psychological needs.

School counselors play an increasingly crucial role in protecting students' mental health. However, many of them have experienced poor well-being in their occupations, which undermines their efficacy in mental protection. To identify the most significant well-being facilitators, this study examined associations between school counselors' occupational well-being and situational, inter-individual and intra-individual supports, as well as further explored their dynamics. A total of 1,443 Chinese school counselors (66.6% part-time) from a regionally representative dataset were selected, and their work engagement, pressure and satisfaction were surveyed as well-being indicators. Dominance analysis revealed that (1) organizational support and occupational empowerment were consistently robust facilitators for most psychological needs and well-being indicators, (2) students were the most critical supporters for occupational well-being, particularly for part-time counselors; and (3) autonomy and competence were more central needs than relatedness in transferring supports to occupational well-being. Findings implied the most effective strategies to benefit school counselors' occupational well-being, both in general and across different work cohorts.