Improving Work Engagement Research Articles

Psychosocial factors for safety performance of construction workers: taking stock and looking forward

PurposePsychosocial factors have received increasing attention regarding significantly influencing safety in the construction industry. This research attempts to comprehensively summarize psychosocial factors related to safety performance of construction workers. In the context of coronavirus disease 2019, some typical psychosocial factors are selected to further analyze their influence mechanism of safety performance.Design/methodology/approachFirst, a literature review process was conducted to identify and summarize relevant psychosocial factors. Then, considering the impact of the epidemic, hypotheses on the relationship between six selected psychosocial factors (i.e. work stress, role ambiguity, work–family conflict, autonomy, social support and interpersonal conflict) and safety performance were proposed, and a hypothetical model was developed based on job demands-resources theory. Finally, a meta-analysis was used to examine these hypotheses and the model.FindingsThe results showed these psychosocial factors indirectly influenced workers’ safety performance by impacting on their occupational psychology condition (i.e. burnout and engagement). Work stress, role ambiguity, work–family conflict and interpersonal conflict were negatively related to safety performance by promoting burnout and affecting engagement. Autonomy and social support were positively related to safety performance by improving work engagement and reducing burnout.Originality/valueThis research is the pioneer systematically describing the overall picture of psychosocial factors related to the safety performance of construction workers. Through deeply discussed the mechanism of psychosocial factors and safety performance, it could provide a reference for the theory and application of psychosocial factors in the field of construction safety management.

Psychological Distress and Work Engagement among The Faculty Members on University of Batangas: Basis for the Formulation of a Program Involving Mental Health

This is a descriptive-comparative study which aimed to measure the level of work engagement and psychological distress of faculty members. Just as students need support to continue learning, teachers need support to continue teaching. With teachers engaging in a multitude of tasks and their responsibilities not limited to preparing and discussing lessons alone, they are becoming more prone to experiencing higher levels of psychological distress. This can then impact their work engagement and their ability to function effectively. In consideration of this, this study attempted to assess the psychological distress and work engagement of selected faculty members at the University of Batangas (UB) Main Campus. Specifically, this study measured gender differences in terms of psychological distress and work engagement. In addition, the focus of this study also included determining whether a significant relationship exists between teachers' psychological distress and work engagement through the adapted and self-constructed questionnaire. Results showed that selected teachers from the UB exhibited mild forms of psychological distress but high levels of work engagement. No significant differences in psychological distress and work engagement were found between male and female teachers. A mental health program was also proposed as an output of the study to help combat psychological distress and improve work engagement among teachers.

Testing the relationship between patient-related stressor, psychological distress, work engagement, job satisfaction and recovery attitude among psychiatric nurses in Japan.

To test the relationship between patient-related stressor, psychological distress, work engagement and outcomes (job satisfaction and recovery attitude) among psychiatric nurses in Japan. Specifically, we tested the following hypotheses: psychological distress mediates the relationship between patient-related stressor and outcomes and work engagement moderates the direct and indirect effects of patient-related stressor on outcomes. Cross-sectional study. In total, 446 psychiatric nurses in Japan responded to a self-reported questionnaire between August and October 2018. Data on demographics, patient-related stressor, job satisfaction, recovery attitude, psychological distress and work engagement were collected, followed by a moderated mediation analysis using hierarchical regression and structural equation modeling (SEM). Regression analysis indicated that psychological distress mediated the negative relationship between patient-related stressor and job satisfaction and that work engagement moderated the direct and indirect effects of patient-related stressor on job satisfaction. In particular, the higher the work engagement, the higher the indirect effect, but the lower the direct effect. Additionally, no mediation of psychological distress and moderation of work engagement was observed in the relationship between patient-related stressor and recovery attitude; however, work engagement directly increased recovery attitude. Results of the SEM test showed a satisfactory fit of the final model. Work engagement facilitates recovery attitude and increases the indirect effect of patient-related stressor on job satisfaction through psychological distress. However, work engagement decreases the direct effect not mediated by psychological distress. This study addresses an essential topic, that is, psychiatric nurse job outcomes (job satisfaction and recovery attitude) are negatively influenced by patient-related stressor. Work engagement has multiple beneficial effects on outcomes as both a facilitator and moderator; thus, programs that improve work engagement are useful for psychiatric nurses. Furthermore, programs may be enhanced considering that work engagement decreases the direct effect of patient-related stressor on job satisfaction.

Study of Indian IT workers shows reverse monitoring and job crafting improve work engagement, leading to improved performance

PurposeThe purpose was to explore the role of work engagement in mediating between the resources of reverse mentoring and job crafting and the potential outcomes of improved performance and work withdrawal behaviorDesign/methodology/approachThe authors investigated the subjects in the Indian IT sector. They administered a survey online to volunteers from 14 software firms. They received 369 completed questionnaires. The majority of respondents were aged between 25 and 34 and 73.7pc were men.FindingsResults showed that both reverse monitoring and job crafting increase levels of work engagement, leading to improved performance and less work withdrawal behavior. The study also looked at work engagement as a mediating factor: It partially mediated the relationship between job crafting and both outcomes, fully mediated the relationship between reverse mentoring and withdrawal behavior, and partially mediated the relationship between reverse monitoring and work performance.Originality/valueThe results have practical implications. Organizations need to take note that reverse monitoring and job crafting could motivate employees to reciprocate in kind with higher levels of work engagement. By fostering opportunities for reverse monitoring, organizations could stimulate learning and connections across management levels and age groups. Meanwhile, job crafting would help employees to focus on their strengths, or areas of interest, making their work more enjoyable and productive.

Engagement of Family Health Strategy workers during pandemic the Covid-19

Objective: To evaluate the engagement of Family Health Strategy (FHS) workers in the city of Palmas (TO) during the Covid-19 confrontation. Method: Cross-sectional study, with a quantitative approach, carried out with 87 workers of the FHS, from Palmas - TO, through non-probabilistic sampling between December 2020 and February 2021. A questionnaire was used to profile the workers. participants and the Utrecht Work Engagement Scale (UWES) and performed descriptive and inferential analyzes relevant to the study. Results: Of the 87 workers, 83.92% are women, with an average age of 40 years, average length of professional training of 10.75 years and average length of experience in the FHS of 8.64 years. The means found for Work Engagement were: 4.36 for Vigor, 4.71 for Dedication and 4.15 for Absorption, and 4.38 for the General Score. In the association of Engagement dimensions and sociodemographic and occupational characteristics, statistical significance was found only with the variable considering work stressful, where participants who consider work stressful had lower averages in the Vigor dimension and in Work Engagement. Conclusion: Participants showed a high level of Work Engagement, and those who consider the work stressful had lower Vigor and Engagement rates, demonstrating that it is necessary to intervene in the scenario to maintain and improve Work Engagement.

Organizational conditions that influence work engagement and burnout: A qualitative study of mental health workers.

Objective: Clinician burnout in healthcare is extensive and of growing concern. In mental health and rehabilitation settings, research on interventions to improve burnout and work engagement is limited and rarely addresses organizational drivers of burnout. This study sought to elaborate on the organizational influence of burnout and work engagement in mental health. Methods: We randomly selected 40 mental health clinicians and managers who were participating in a burnout intervention and conducted semi-structured interviews to understand their views of organizational conditions impacting burnout and work engagement. Data were analyzed using a thematic analytical approach. Results: Analyses yielded three major themes where organizational contexts might reduce burnout and increase work engagement: (a) a work culture that prioritizes person-centered care over productivity and other performance metrics, (b) robust management skills and practices to overcome bureaucracy, and (c) opportunities for employee professional development and self-care. Participants also referenced three levels of the organizational context that they believed influenced burnout and work engagement: front-line supervisors and program managers, organizational executive leadership, and the larger health system. Conclusions and Implications for Practice: Findings point to several possible targets of intervention at various organizational levels that could guide the field toward more effective ways to reduce burnout and improve work engagement. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

The Role of Servant Leadership and Resilience in Predicting Work Engagement

Improving work engagement among Indonesian banking employees become crucial in today’s economic situation due to the pandemic. This study aimed to examine the predicting effect of individual workplace resilience and perceived supervisor’s servant leadership on work engagement. This research used quantitative cross-sectional approach. Research data were collected using the snowball sampling method that was implemented in an online survey that targeted 87 employees of various banks in Indonesia. The measures used in this study were the 9-item Utrecht Work Engagement Scale, 6-item short form Servant Leadership Behaviour Scale, and 21-item Resilience at Work Scale. Multiple linier regression analysis showed that servant leadership and resilience simultaneously had a significant influence on bank employees’ work engagement (F = 14.762; p<0.005) with contribution of 26% (R2 = 0.260). When given separately, resilience contributed 8.9% (R2 = 0.089) whereas servant leadership contributed 25.8% (R2 = 0.258) to work engagement. This study concluded that supervisor’s servant leadership is an important factor to complement employees’ resilience in gaining work engagement.

Determinants of Innovation Capability: An Exploratory Study of Inclusive Leadership and Work Engagement

Purpose: The purpose of this paper is to explore how innovation capability can be enhanced by inclusive leadership. In particular, the focus is on identifying the key drivers of work engagement and the role of leadership in boosting the innovation capability. Methodology/Approach: This research has a qualitative exploratory nature. The exploratory fieldwork is based on an in-depth interview with the CEO, field observations and on the analysis of relevant corporate sources. Findings: The research provides further confirmation of the link between inclusive leadership, work engagement and innovation capability. Specifically, authentic communication and leadership traits such as trust, courage, humility, empathy and gratitude are considered to be among the most important enablers of an inclusive environment that leads to business success. Research Limitation/Implication: This study contributes to a better understanding of how companies could enhance innovation capabilities by leveraging the power of inclusion. The subjective business evidence coming from only one company constitute the main limitations of the present study. Originality/Value of paper: This paper contributed to leadership and innovation literature. The results of this work provide a thorough understanding of the mechanisms for improving work engagement and, consequently, innovation capability. By grounding our research in both theory and empirical evidence, we provide valuable insight for both academia and practice.

Impacts of Sense of Career Calling and Perceived Career Development Opportunities on Work Engagement: A Case Study of Undergraduate Academic Advisor

This article studies the impacts of sense of career calling and perception of career development opportunities on work engagement, taking academic advisors as survey object. An online questionnaire survey was carried out on academic advisors of colleges and universities in Henan Province, China. Purposive sampling is used for the convenience of data collection, and a total of 400 valid questionnaires were received. SPSS statistical software is used to conduct descriptive analysis, independent sample t-test, and regression analysis of sample data. Research results show that academic advisors have a higher sense of career calling, perception of career development opportunities, and work engagement. Married teachers have a higher sense of career calling, perception of career development opportunities, and work engagement. Sense of career calling and perceived career development opportunities have a significant positive impact on work engagement, and career mission has a greater impact on work engagement than perceived career development opportunities. This research can help college administrators and decision makers realize the importance of the psychological needs of academic advisors in improving work engagement.

The effect of perceived organizational support on the work engagement of Chinese nurses during the COVID-19: the mediating role of psychological safety

ABSTRACT The outbreak of COVID-19 undoubtedly aggravated the pressure and workload of nurses’ work, which may bring new challenges to nurses’ work engagement. This study aims to explore the factors of nurses’ work engagement, and it may provide targeted references for clinical intervention. Convenience sampling was used, and 689 nurses from Hebei and Guangxi Province in China were investigated. The results indicated that both perceived organizational support and psychological safety have direct positive impacts on nurses’ work engagement, and psychological safety mediates the relationship between perceived organizational support and work engagement. These findings provide new ideas to help nursing managers better understand how to improve work engagement.

Investigating the impact of leadership on work engagement of employees within the Khomas region, Namibia

Leadership has an effect on constructive or deviant behaviour and the work engagement levels of employees. Considering the current economic and social climate of Namibia, it is of utmost importance that leaders initiate and identify ways in which work engagement can be enhanced. Making use of an electronic survey (survey research), this study investigated the effects of different leadership styles on work engagement of employees in the Khomas region. An analysis of the data was done with SPSS (version 24), making use of Pearson’s correlation and Stepwise multiple regression. Work engagement reported a negative relationship with transactional and laissez-faire leadership; a positive relationship was reported with transformational leadership. Transactional (negative) and transformational (positive) leadership were found to be significant predictors of work engagement. Leaders need to avoid compulsive focus on the mistakes or failures of employees. Focusing constantly on mistakes, problems and failures may cause anxiety amongst employees and halt work engagement. Work engagement can be enhanced when leaders clearly and confidently communicate performance standards and expectations; provide praise and recognition; involve employees in decision making whilst discussing different approaches to task completion; and help to develop employees based on their individual strengths and abilities. This study may add to existing knowledge within Industrial/Organizational Psychology, leadership and interventions to improve work engagement and performance of employees.

The Influence of Emotional Intelligence on the Work Engagement of Clinical Leadership: Resilience as a Moderator

This study examined the moderating influence of resilience on the association between emotional intelligence and work engagement in clinical leaders. The study population was leaders working in the emergency wards of some health facilities in Accra. A total of 310 leaders participated in the study by completing a self-reported questionnaire. The analysis of data showed that emotional intelligence makes a positive influence on work engagement in clinical leaders working in emergency departments. The moderating influence of Health facilities can improve work engagement in emergency settings by utilizing training programs to improve both emotional intelligence and resilience.

Curvilinear relationship between emotional labour and work engagement in nurses: A correlational study.

To examine if there was a curvilinear relationship between emotional labour and work engagement in Chinese nurses. Emotional labour has both positive and negative effects on work engagement, but the curve relationship between the two has not been tested. Correlational design. Multi-stage stratified random sampling was used to recruit samples, and 528 nurses from 5 tertiary first-class general hospitals were recruited in Henan Province. Data were collected by using Hong and Kim's Emotional Labor Scale for nurse and the Utrecht Work Engagement Scale-9. Curve estimation was used to explore the functional model between emotional labour and work engagement. Results were reported according to the STROBE Statement. The three dimensions of emotional labour, 'emotional control effort in profession', 'patient-focused emotional suppression' and 'emotional pretense by norms', had a function relationship of quadratic (R2 =.57, p<.001), quadratic (R2 =.569, p<.001) and cubic (R2 =.238, p<.001), respectively, with work engagement. There was a one-way increasing quadratic function relationship between 'emotional control effort in profession' and work engagement. However, 'patient-focused emotion suppression' and 'emotional pretense by norms' had an inverted U-shaped curve relationship with work engagement. Below the moderate level, 'patient-focused emotion suppression' and 'emotional pretense by norms' were positively related to work engagement. After a certain level, they were negatively related to work engagement. Our results may provide evidences to manage nurses' emotional labour and improve their work engagement. It seems that encouraging or training nurses to learn and master more strategies of emotional control may improve work engagement. Moreover, nursing managers should fully recognise the positive and negative effects of different levels of emotional suppression and emotional pretense on work engagement, so as to develop targeted management strategies.

The Role of Workplace Spirituality and Workplace Support Determining Work Engagement among Employed Cancer Survivors

This study investigated the antecedents of work engagement, with special focus on the influence of workplace spirituality of employees who were cancer survivors. Work engagement refers to a positive, fulfilling, work-related state of mind characterizing employees who work hard and persist despite difficulties. Employees with high levels of work engagement are deeply involved in what they do and are happily absorbed in their work. This study was aimed at identifying the influence of workplace spirituality and work-place support in work engagement among employed cancer survivors. A quantitative research paradigm was adopted, with a cross-sectional design using data collected from cancer survivors registered at the Hospital Kuala Lumpur. A total of 270 participants in this study were randomly selected by inclusive criteria sampling. It was found that there is positive relationship between work engagement, workplace spirituality and workplace social support among the participants. The findings further indicated that workplace spirituality and workplace social support were important constructs which influence work engagement. This study highlights the importance of workplace spirituality in improving work engagement among cancer survivors in Malaysia.

FACTORS INFLUENCING WORK ENGAGEMENT AMONG CANCER SURVIVORS IN MALAYSIA

This study investigated the antecedents of work engagement of Malaysian employees who were cancer survivors. Work engagement refers to a positive, fulfilling, work-related state of mind characterizing employees who work hard and persist despite difficulties. Employees with high levels of work engagement are deeply involved in what they do and are happily absorbed in their work. This study was aimed to examine the individual and work environment-related factors that influence work engagement. A quantitative research paradigm was adopted, with a cross-sectional design using data collected from cancer survivors registered at the Hospital Kuala Lumpur. The 270 participants in this study were randomly selected by inclusive criteria sampling. A validated instrument was tested in a pilot study. Partial Least Square-Structural Equation Model (PLS-SEM) was used to test the direct effects of work engagement. It was found that the level of all the tested variables (work engagement, employee resilience, social support, and quality of working life) among the participants were high. This study highlights the importance of resilience and social support in improving work engagement among cancer survivors in Malaysia.

Effects of Smartphone-Based Stress Management on Improving Work Engagement Among Nurses in Vietnam: Secondary Analysis of a Three-Arm Randomized Controlled Trial.

BackgroundWork engagement is important for employee well-being and work performance. However, no intervention study has investigated the effect of an eMental Health intervention on work engagement among workers in low- and middle-income countries (LMICs).ObjectiveThe aim of the study was to examine the effects of a newly developed smartphone-based stress management program (ABC Stress Management) on improving work engagement among hospital nurses in Vietnam, an LMIC.MethodsFull-time registered nurses (n=949) were randomly assigned to one of 2 intervention groups or a control group. The intervention groups were a 6-week, 6-lesson program offering basic cognitive behavioral therapy (CBT-based stress management skills), provided in either free-choice (program A) or fixed order (program B). Work engagement was assessed at baseline and 3-month and 7-month follow-ups in each of the 3 groups.ResultsThe scores of work engagement in both intervention groups improved from baseline to 3-month follow-up, and then decreased at the 7-month follow-up, while the score steadily increased from baseline to 7-month follow-up in the control group. Program B showed a significant intervention effect on improving work engagement at the 3-month follow-up (P=.049) with a small effect size (Cohen d= 0.16; 95% CI 0.001 to 0.43]). Program A showed nonsignificant trend (d=0.13; 95% CI –0.014 to 0.41; P=.07) toward improved engagement at 3 months. Neither program achieved effectiveness at the 7-month follow-up.ConclusionsThe study demonstrated that a fixed order (program B) delivery of a smartphone-based stress management program was effective in improving work engagement in nurses in Vietnam. However, the effect was small and only temporary. Further improvement of this program is required to achieve a greater effect size and more sustained, longer lasting impact on work engagement.Trial RegistrationUniversity Hospital Medical Information Network Clinical Trials Registry UMIN000033139; tinyurl.com/55gxo253International Registered Report Identifier (IRRID)RR2-10.1136/bmjopen-2018-025138

Effects of a gratitude intervention program on work engagement among Japanese workers: a protocol for a cluster randomized controlled trial

BackgroundWork engagement is one of the most important outcomes for both employees and employers. Although the findings to date, integrated 40 intervention studies aiming to improve work engagement, consistent results have not yet been produced, suggesting the importance of further intervention studies. This study aims to investigate the effects of gratitude intervention programs focused on two important work engagement factors among Japanese workers: personal and job resources.MethodsThis study will be a two-arm, parallel-group cluster (organization) randomized control trial. Japanese organizations and nested employees will be recruited through the first author’s acquaintances using snowball sampling. Organizations that meet the inclusion criteria will be randomly allocated to intervention or control groups in a 1:1 ratio within the company unit. The intervention groups will be provided with a 1-month long gratitude intervention program, which aims to promote reciprocal gratitude exchanges within the same organization. The program consists of psychoeducation, gratitude lists, and behavioral gratitude expression. The control groups will not receive any intervention. The primary outcome will be work engagement measured by the Japanese version of the Utrecht Work Engagement Scale at baseline and after 1 (immediate post-survey), 3, and 6 months. Multilevel latent growth modeling will be conducted to examine the effectiveness of the intervention program.DiscussionThis study will be the first cluster randomized controlled trial applied to the investigation of gratitude intervention aimed at improving work engagement among Japanese workers; to promote reciprocal gratitude exchanges within a given organization; and to include both gratitude lists and behavioral gratitude expression. Gratitude interventions have several strengths in terms of implementation: the objectives of the exercises are easy to understand and implement; it does not require much time or expense; they tend to have lower dropout rates; and they do not require experts in psychology. Although implementation difficulties have been common in previous interventions targeting work engagement, gratitude intervention may be suitable even for workers who have limited time to devote to the tasks.Trial registration: This study was registered at the University Hospital Medical Information Network Clinical Trials Registry (UMIN-CTR, ID=UMIN000042546): https://upload.umin.ac.jp/cgi-open-bin/ctr/ctr_view.cgi?recptno=R000048566 on November 25, 2020.

Physical activity buffers the effects of work-family conflict on work engagement through mastery recovery experience

Based on the Effort-Recovery model and the Job Demands-Resources model, this study investigated the moderated mediational process in which physical activity after work interacted with one type of work-family conflict, work-to-family conflict (work interference with family), to predict mastery recovery experience, which in turn explained work engagement (i.e., vigor, dedication, and absorption). Participants were 373 employees in South Korea who responded to an online survey twice with a two-day interval. Work-to-family conflict was measured on Tuesday, physical activity and mastery experience during Wednesday after work were retrospectively measured on Thursday, and three subtypes of work engagement were measured on Thursday. Our results indicated that physical activity after work moderated the relationship between work-to-family conflict and mastery experience such that the negative effect of work-to-family conflict on mastery experience was reduced in longer hours of physical activity. Furthermore, work-to-family conflict had conditional indirect effects on three subtypes of work engagement through mastery experience depending on the hours of physical activity, and the conditional indirect effect was strongest for vigor. These findings suggest that physical activity can promote recovery experience even in harsh conditions including the experience of work-family conflict, ultimately improving work engagement.

Effects of self-rated workload and nurse staffing on work engagement among nurses: A cross-sectional survey.

To analyse net effects of self-rated workload and nurse staffing (nurse-to-patient ratio and staff skill mix) on work engagement among clinical nurses. Improving nurses' engagement is necessary to enhance patient outcomes, so factors that influence engagement should be explored. A cross-sectional study was conducted in 1,428 registered nurses from 145 units of 11 hospitals. A hierarchical linear model was used to analyse the data. Self-rated workload had a negative effect on engagement (β=-0.353, p<.001, effect size (f2 )=14.20%), while only one index of skill mix (percentage of nurses with≤5 work years) had a significant effect on engagement, which was positive (β=0.258, p<.05, f2 =8.50%). These two variables explained 22.7% of the variance of engagement at the unit level (R2 between =22.7%, p<.05). No significant effect of staffing on self-rated workload was found. Self-rated workload had more effect on engagement than did staffing, and factors that influence self-rated workload need to be explored. Balancing the mix of experience levels in nursing teams may improve work engagement. Managers should pay attention to multiple strategies to motivate nurses to engage in work in clinical practice.

In the Moment.

In the fast-paced world of nursing, it is so very easy to shift into “automatic” mode. The sheer number of tasks and timed interventions leaves little time for a nurse to just stop and think. This unrelenting pace of activity can negatively affect the health of nurses and potentially the patients in their care according to Rushton and colleagues, in their work, “Mindful Ethical Practice and Resilience Academy: Equipping Nurses to Address Ethical Challenges.” The ability of frontline nurses to be resilient in such a complex environment and to handle ethical challenges effectively is the focus of their research.Mindfulness is defined as the practice of being aware of what is happening in the present moment mentally, emotionally, and physically.1 The practice of mindfulness can be viewed as a critical self-protection tool. Research shows that being in the moment, or regular mindfulness practice, actually develops the region of the brain that helps with problem-solving and increases awareness during stressful situations.2 Mindfulness can also help with reducing some of the physical impact of stress and improve overall life enjoyment.3Rushton and colleagues found additional benefits from structured mindfulness practice in that it improves a nurse’s ability to handle ethical challenges and improves resilience. Their work also showed that mindfulness practice appears to have a positive impact on the work environment by improving work engagement, turnover intentions, and burnout. These findings highlight the need for mindfulness to be a joint effort between nurses and health care organizations, not just an individual task. We all need to practice being “in the moment.”