Increase Work Engagement Research Articles

The Influence of Job Crafting Training on Employee Work Engagement in General Elections Commission Purwakarta

The purpose of this study was to see the influence of job crafting training on employee work engagement in General Elections Commission districts Purwakarta before and after job crafting training. The sample in the study consisted twelve employees of General Elections Commission districts Purwakarta. The research used mixed methods research. The design used in this study is quasi-experimental (i.e., intervention group, N = 6, and a control group, N = 6). The research data were obtained from the UWES-17 (Utrecht Work Engagement Scale) [23]. The data processed with Wilcoxon and Mann-Whitney U statistic test. This study shows that job crafting training enhances work engagement in General Elections Commission district Purwakarta. This study suggests the agencies to provide job crafting training to all employees of General Elections Commission districts Purwakarta as an effort that can be to increase work engagement.

Mediating role of Work Engagement on the influence of Job Resources and Public Service Motivation on affective commitment in employees in Parakita Dental and General Clinic

This study aims to examine the mediating role of work engagement in the relationship between job resources, public service motivation, and affective commitment in employees in the Parakita Dental and General Clinic environment. The population of this study is the employee agencies in the region, with a sample unit of individuals working in the agency. Non-probability sampling technique with purposive sampling was used in sampling, with a total of 100 respondents who had worked overnight for two years as research respondents. Data were obtained through a survey using a six-point Likert scale questionnaire, and data analysis was conducted using the SPSS version 25 program as well as the Sobel test as a tool to test the role of mediation. The results show that the importance of job resources and public service motivation in increasing work engagement, which in turn has an impact on employees' emotional attachment and desire to contribute maximally to the organization. By understanding the mediating role of work engagement, organizational management can design more effective strategies to improve work quality and employee engagement, and create a work environment oriented towards good public service values in the public sector.

Pengaruh Psychological Well-Being terhadap Work Engagement melalui Mediasi Lingkungan Kerja (Studi pada Prajurit)

The purpose of this study was to identify the effect of psychological well-being on work engagement through mediation of the working environment (studies on soldiers). The research methodology that used in this paper is Structural Equation Modeling (SEM), which uses Structural Equation Modeling (SEM) analysis software with Smart PLS. In the first hypothesis it was found that the effect of psychological well-being of working environment on soldiers with a t-count is about 33.253 > 1.96 and a p-value is 0.000 <0.05. The second hypothesis found that there was an effect of the working environment on work engagement in soldiers, with a t-count is 1.571 <1.96, and a p-value is 0.117 > 0.05. The third hypothesis, found that there is an effect of psychological well-being on work engagement in soldiers, with a t-count of 6.341 > 1.96, and a p-value of 0.000 <0.05. The fourth hypothesis found that there is a mediating role of the working environment in the influence of psychological well-being on work engagement in soldiers, with a direct effect value of PWB on WE is about 0.517 (51.7%) greater than the indirect effect of PWB on WE through LK is 0.110 (11). .0%) is significant at 0.05 (5%). Judging from the existing problems, it is hoped that input and assistance for personnel to develop, conduct work motivation, communicative, or other training that can increase work engagement.

The Role of Calling and Perceived Organizational Support in the Work Engagement of Private Employees during the COVID-19 Pandemic

The Covid-19 pandemic affected the industrial sector by decreasing productivity, including in private companies. Some private companies have laid off their employees to achieve company efficiency. This situation drives a threat that is arising insecurity, anxiousness, and decreasing engagement among employees. This research aims to understand the role of calling and perceived organizational support (POS) toward work engagement. The research participants are 144 employees from private companies working for at least six months, and they work from home (WFH). This study hypothesizes that POS and calling predict work engagement in a positive direction. Multiple regression analysis was utilized in this study. Results showed increased calling and POS followed by increased work engagement. The implication of this study has two directions; the first is for the organization to improve perceived organizational support, and the other hand, the employee needs to internalize the calling more.

Understanding Millennial Generation Organizational Social Exchange through Psychological Contract

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

The Moderating Effects of Social Responsibility Climate and Safety Climate in Keeping Healthcare Workers' Engagement during COVID-19.

The outbreak of COVID-19 brings an overload of physical and mental demands to healthcare professionals. Keeping healthcare professionals sustainable, engaged, and performing at their highest levels becomes critical and nonetheless difficult. The objective of this research is to link the literature on organizational climates, corporate social responsibility, safety science, and work engagement, and propose a research framework that investigates the factors influencing healthcare professionals' engagement during COVID-19. We propose that when healthcare workers' career callings are triggered by COVID-19, it influences their perceptions of the work's meaningfulness, which ultimately enhances their work engagement. We argue that creating a social responsibility climate and a safety climate inside the hospital facilitates the process of turning healthcare workers' perceived work meaningfulness into work engagement. We collected data from 112 healthcare professionals, including nurses, doctors, and executive staff, from 16 wards in a public hospital in China to test our hypotheses. Hierarchical linear regression analysis provided empirical support for our research model. We find that healthcare professionals' career callings during COVID-19 enhanced their perceived work meaningfulness, which results in increased work engagement. Moreover, a social responsibility climate and a safety climate strengthens the link between work meaningfulness and work engagement among participants. Creating a social responsibility climate and a safety climate in the workplace are effective management approaches to realize healthcare workers' feelings of work meaningfulness and turn them into work engagement.

Job crafting and boredom as mediators of the relationship between occupational self-efficacy and work engagement

Previous studies have examined the impact of occupational self-efficacy and work engagement, but studies investigating job crafting and boredom as mediators of the relationship between occupational self-efficacy and work engagement among traffic control officers are lacking. Therefore, the present study tested the indirect effects of job crafting and boredom on work engagement, alongside the sequential effects of occupational self-efficacy, job crafting, and job boredom on work engagement. Time- lagged data were collected at three points of measurement among 320 traffic control officers from South-eastern Nigeria. Results of the multiple serial mediation analysis indicated that occupational self-efficacy positively predicted higher work engagement by activating higher job crafting behaviours. We also found an indirect effect of job boredom,which suggests that a higher level of occupational self-efficacy reduces job boredom via job crafting which increased work engagement. Results of the study supported the sequential mediating effects of occupational self-efficacy, job crafting and job boredom on work engagement. These results imply that occupational self-efficacy and job crafting are resources that can be used to relief employees’ feeling of boredom about their job, which in turn enhances work engagement. The limitations of the study and suggestions for further research were highlighted.

Job Crafting Training Design as an Effort to Increase Work Engagement on Workers

Being a new member of an organization / company is expected by job seekers. Many prospective workers have participated in many selections but have not succeeded in becoming members of the organization as expected. So a strategy (intervention) is needed from management in order to increase worker work engagement. The right design according to the results of the study is the design of job crafting training which theoretically is one of the predictors of work engagement. The purpose of this study is to develop a training design to increase work engagement in PT X workers through job crafting. The research method in this study is quantitative. The researcher provided 9 (nine) open-ended questions related to self-development and challenges faced at PT X. The questions were uploaded on the Google Form, making it easier for participants to fill in anytime and anywhere. After respondents filled out the questionnaire, researchers coded each answer response. The results of the study can be concluded that the design of job crafting training is one design that deserves to be considered by organizations in order to develop human resources, especially for new workers. The implementation of training by the organization is expected to provide experience for new workers so as to increase worker work engagement. It is expected that with the increase in work engagement, performance will also increase. The implications of this study require the legality aspect of human resource development, especially new employees, should be outlined in the rules/policies/SOPs so that the guarantee of implementing activities is higher.Menjadi anggota baru pada suatu organisasi/perusahaan merupakan hal yang diharapkan oleh pencari kerja. Banyak calon pekerja yang mengikuti banyak seleksi namun belum berhasil menjadi anggota organisasi sesuai harapannya. Maka dibutuhkan strategi (intervensi) dari manajemen dalam rangka meningkatkan work engagement pekerja. Adapun desain yang tepat sesuai dengan hasil kajian adalah desain pelatihan job crafting yang secara teoritis merupakan salah satu prediktor dari work engagement. Tujuan dari penelitian ini adalah menyusun desain pelatihan untuk meningkatkan work engagement pada pekerja PT X melalui job crafting. Metode penelitian pada penelitian ini adalah kuantitatif. Peneliti memberikan 9 (sembilan) pertanyaan terbuka terkait pengembangan diri dan tantangan yang dihadapi di PT X. Pertanyaan tersebut diunggah pada Google Form sehingga memudahkan peserta untuk melakukan pengisian kapan pun dan dimana pun. Setelah responden mengisi kuesioner, peneliti melakukan Coding setiap respons jawaban yang muncul. Hasil penelitian dapat disimpulkan bahwa desain pelatihan job crafting merupakan salah satu desain yang layak dipertimbangkan oleh organisasi dalam rangka mengembangkan sumber daya manusia terutama bagi pekerja baru. Implementasi pelatihan oleh organisasi diharapkan dapat memberikan pengalaman bagi pekerja baru sehingga mampu meningkatkan work engagement pekerja. Diharapkan dengan meningkatnya work engagement maka kinerja juga akan mengalami peningkatan. Implikasi dari penelitian ini perlu adanya aspek legalitas pengembangan sumber daya manusia terutama karyawan baru sebaiknya dituangkan pada aturan/kebijakan/SOP sehingga jaminan pelaksanaan kegiatan lebih tinggi.

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.

Fostering Positive Views About Older Workers and Reducing Age Discrimination: A Retest of the Workplace Intergenerational Contact and Knowledge Sharing Model.

Ageism toward older workers is prevalent in the labor market. The present study aimed to understand psychosocial mechanisms that may counteract this form of discrimination and help retain workers in the labor force. Using a sample of 500 Canadian younger and older workers, this study tested a model hypothesizing that intergenerational contacts and knowledge sharing practices can reduce ageist views about older adults and age-based discrimination against one's own group, and in turn, enhance work engagement and intentions to remain in the workplace. The final model shows that knowledge sharing practices mediate the relationship between intergroup contacts and positive views about older workers as well as age-based discrimination. It also suggests that low levels of age-based discrimination increase work engagement and intentions to remain in the organization for workers of all ages. Practice and policy implications are discussed.

Core self-evaluations and job embeddedness: Influences on career adaptability and work engagement in Nigerian public sector employees

This study examined the mediation effect of job embeddedness and the moderating effect of core self-evaluation in the relationship between career adaptability and work engagement among a sample of 387 employees of 12 local government areas of Nigeria (female = 42.89%, male = 57.11%; with bachelor’s degrees = 35.66%, below bachelor’s degrees = 64.34%). Data were collected using standardised measures of job embeddedness, core self-evaluation, career adaptability, and work engagement at two-time points in two months. Following regression analyses, results indicated that career adaptability was higher with work engagement and job embeddedness. Core self-evaluation moderated the direct effect of career adaptability on employee work engagement and the indirect effect of career adaptability on employee work engagement via job embeddedness, thereby increasing work engagement. The findings suggest career adaptability as a critical resource for employee work engagement with job embeddedness and positive core self-evaluations.

Burnout, work engagement and work hours – how physicians’ decision to work less is associated with work-related factors

BackgroundAccording to new estimates, the health care sector will suffer a shortage of physicians in primary and specialty care. In this context, work engagement and burnout are two constructs that have gained attention recently. The aim of this study was to investigate how these constructs are related to work hour preference.MethodThe present study was based on the baseline survey of the long-term study of physicians with different specialties, in which 1,001 physicians took part (response rate: 33.4%). Burnout was measured using the Copenhagen Burnout Inventory adapted for health care professionals; work engagement was assessed using the Utrecht Work Engagement scale. Data analyses included regression and mediation models.ResultsOverall, 297 out of 725 physicians were planning to cut down work hours. Several reasons - such as burnout - are discussed. According to multiple regression analyses desire to work less hours was significantly linked to all three dimensions of burnout (p < 0.001), as well as work engagement (p = 0.001). In addition, work engagement significantly mediated the relationship between the burnout dimensions on work hour reduction (patient-related: b = − 0.135, p < 0.001; work-related: b = − 0.190, p < 0.001; personal: b = − 0.133, p < 0.001 ).DiscussionPhysicians tending to reduce work hours exhibited different levels of work engagement as well as burnout (personal, patient- and work-related). Moreover, work engagement influenced the relationship between burnout and work hour reduction. Therefore, interventions that increase work engagement may positively impact negative effects of burnout on work hour changes.

Hubungan Self-efficacy dengan Work Engagement pada Karyawan Pusat Pengembangan Anak (YCI) Selama Masa Pandemi Covid-19

The purpose of this study was to determine the relationship between self-efficacy and work engagement of employees of the Child Development Center (YCI) cluster in Semarang Regency during the COVID-19 pandemic. The method used in this research is quantitative research with a correlation design. The participants in this study were 50 PPA cluster employees in Semarang Regency who felt the impact of working during the COVID-19 pandemic. This research instrument uses 2 (two) measuring instruments, namely General Self Efficacy (GSE) which has been translated into Indonesian and has been modified so that it can be understood by research subjects belonging to Ralf Schwarzer, et al from Freie University, Berlin (2002) and the Utrecht Work Engagement Scale. (UWES) by Bekker and Leiter (2010). The data analysis technique in this study used the Pearson product-moment correlation test, there was a positive and significant correlation between self-efficacy and work engagement with a correlation coefficient of 0.405 with a significance value of 0.002 (p &lt; 0.005). This means that the higher the level of self-efficacy, the higher the level of work engagement, and conversely the lower the level of self-efficacy, the lower the level of work engagement that is owned. The results of this study can be used as a basis for activities to increase work engagement so as to achieve maximum performance for the success of the organization or company.

Examining staff burnout during the transition to teaching online due to COVID-19 implications

Orientation: COVID-19 generated the need for changes in the higher education sector, sparking a shift to online approaches ultimately increasing workload. This study assessed the prevalence of burnout symptoms among academics at an online university in South Africa.Research purpose: Assessing prevalence and severity of burnout symptoms among academics and its impact on work engagement.Motivation for research: Academics are central to the teaching and learning processes at higher education institutions. Health and wellness has an impact on institutional functionality. As academic workloads increase, so does the likelihood of burnout, which can influence academic functioning.Research approach/design and method: Cross-sectional design.Main Findings: High levels of burnout within open, distance and e-learning (ODeL) academic staff member population is evident with 75% of staff experiencing high or very high burnout. High levels of burnout were concentrated among senior lecturers, with teaching experience and have at least a PhD. The regression coefficient for work engagement (B = –0.364, p ≤ 0.001) indicated that for each point increase in work engagement, there was a decrease in burnout of 0.364.Practical implications: High levels of burnout include job dissatisfaction, reduced quality of work, and increased absenteeism. Addressing burnout contributes to retaining experienced staff, improved job satisfaction and quality output. This paper highlights the impact of teaching transitions on the academic workforce, contributing towards wellness interventions aiding burnout recovery.Contribution/value-add: This paper highlights the impact of teaching transitions on the academic workforce within South Africa, contributing towards wellness interventions aiding the recovery from burnout.

Making Sense of the Relationship between Involvement and Work–Life Balance: Empirical Insights from the Public Sector

ABSTRACT Involvement is an empowering management technique whose positive effects on employees’ wellbeing have been emphasized in scholarly literature. However, since it augments job demands, involvement might impair the individual ability to handle the work-life interplay. The article analyses involvement’s implications on work-life balance in a sample of European public servants (n = 2,122), contemplating the mediating role of employee-manager exchanges and work engagement. Involvement undermined work-life balance. Enhanced employee-manager exchanges and increased work engagement triggered by involvement mediated this relationship, making sense of its positive implications on work-life balance. Tailored management initiatives are required to address involvement’s side effects on work-life balance.

Do Emotional Intelligence and Ethical Leadership Elevate Work Engagement? The Mediating Role of Psychological Capital

The level of employees’ work engagement can affect an organization's resilience amid business competition. However, banking employees are often faced with rigid working hours that can affect the level of work engagement of employees. This study aims to determine the role of emotional intelligence and ethical leadership in the work engagement of banking employees. Furthermore, this study also investigates the mediating role of psychological capital because it still requires further research. The sample involved in the study was 206 employees of conventional commercial banks in Indonesia. The structural equation modeling (SEM) analysis results show that emotional intelligence, ethical leadership, and psychological capital can affect work engagement. On the other hand, psychological capital partially mediates the influence of emotional and ethical leadership on work engagement. Therefore, the result of this study can strengthen the job demands-resources theory. To increase work engagement, a deeper understanding of emotional intelligence, ethical leadership, and psychological capital can help the banking sector retain employees, improve employee and organizational performance, and maintain a competitive advantage amid intense competition between banks in Indonesia.

THE ROLE OF PERSONAL RESOURCES ON LECTURERS WORK ENGAGEMENT

Job demand is the moderating variable that influences the job resources and personal resources on work engagement. Work engagement is a condition in completing the work related to a state of mind which is characterized by vigor, dedication, and absorption. The level of work engagement is calculated based on vigor, dedication, and absorption indicators. This research aims to analyze the effect of personal resources on lecturers’ work engagement based on the Job Demands-Resources Theory. The results of this research are expected in identifying factors that influence the lecturers’ work engagement considering that work engagement has been identified as a determinant of employee turnover rates. The increased work engagement is expected to reduce the turnover rate of lecturers, especially for young lecturers. Based on the purposive sampling technique, the samples used in this research were 33 lecturers on Universitas Slamet Riyadi. This study uses personal resources of hardiness as main variables with commitment, control, and challenges as independent variables. Besides that, this research also uses work engagement as main variable with vigor, dedication, and absorption as dependent variable. The results of this research found that the effect of challenge on vigor, commitment to dedication, commitment to vigor, and control on dedication was significant. While the effect of challenge on absorption, challenge on dedication, commitment to absorption, control of absorption, and control of vigor has no significant effect.

Work-Family Facilitation Effect: A Structural Approach to Work Engagement Process

Work-family facilitation is an important aspect of many employees' life which is that employees take up work and eventually end up in families. It has flow-on benefits in the person's family life. It is likely to have an enduring effect on workers' engagement. The purpose of this study is to test the hypothesized structural model by predicting work engagement. The participants of this research were selected using random sampling technique from the corporate workforce within two sample industries. The results of the zero-order correlation analysis findings suggest that a significant positive correlation exists between family work-facilitation and work engagement among employees. The findings support theories of expansionist and positive spill over. Understanding how to effectively manage work roles such that it enables facilitation of family roles in a way that they synergize would be beneficial to the organization through increased work engagement in the future.

The Role of Job Crafting and Psychological Capital in the Relationship between Job Autonomy and Work Engagement: A Serial Mediation Model.

Work engagement is a scientifically consolidated variable, due to its fundamental role in business practice. To increase work engagement in companies, it is necessary to know which variables are antecedents and how they relate to each other. These variables include job autonomy, job crafting, and psychological capital. This research evaluates the relationships between job autonomy, job crafting, psychological capital, and work engagement. Specifically, based on the job demands and resources model and the conservation of resources theory, the study examines these relationships in a sample of 483 employees, through a serial mediation model. The results show that job crafting, and psychological capital mediates the relationship between job autonomy and work engagement. These results have practical implications for interventions to promote employee work engagement.

The Impact of Authentic Leadership on Employee Innovation Behavior and Work Engagement in Specialized, Fined, Peculiar and Innovative SMEs

Existing firms are undergoing rapid and substantial change as a result of digital transformation. Dealing with accelerating digital transformation is a difficult process for business leaders. The digital transformation process presents both an opportunity and a challenge. This paper examines how authentic leadership may contribute to increased work engagement and innovative behaviors during times of digital change, both theoretically and empirically. This study investigated data from an online survey of 305 current employees of enterprises in the fields of specialized, fined, peculiar and innovative SMEs, include information technology, media, and networking and so on. SPSS 21.0 and AMOS 23.0 were used to analyze the data. The findings indicate that authentic leadership positively impacts employee innovation behaviors and engagement, and that digital transformation moderates the relationship between authentic leadership and innovation behavior and engagement. Not only do these findings contribute to our understanding of digital transformation and extend and broaden applicable theories of authentic leadership, but they also open the way for corporate leaders to adopt appropriate behavioral techniques to encourage work engagement and innovation. Enhancing employee innovation performance, maximizing management leadership behaviors, and offering practical inspiration all contribute to the long-term success of the firm. The findings are conceptually significant and provide corporate leaders with a practical roadmap.