Job Engagement Research Articles

Linking human resources practices, employee satisfaction and engagement in Turkey’s hospitality industry: The moderating influences of city/resort and frontline/backline employees

The study explores the relationship between hotel employees’ perceptions of human resources practices (HRP), employee satisfaction, and engagement, as well as the mediating role of satisfaction. It also examines whether the relationship between these variables is different for different employee groups (city-resort hotel and frontline-backline employees). The results showed that HRP positively affect employee satisfaction and job engagement and employee satisfaction mediated the relationship between these two variables. However, the relationship between HRP and employee satisfaction differs for city and resort hotel employees. Implications of these findings are discussed.

Unveiling the Dynamic Landscape of Job Satisfaction: A Multi-Dimensional Analysis of Teachers in Public and Private Colleges

Workplace satisfaction plays a crucial role in enhancing job performance and overall productivity. This study aimed to investigate and compare the factors influencing job satisfaction among private and public college teachers in District Bhakkar, Punjab, Pakistan. The research focused on understanding the distinct elements contributing to job contentment within these educational sectors. The study population encompassed all private and public college teachers in District Bhakkar. A sample of 346 college instructors participated, comprising 201 from public colleges and 145 from private colleges. This quantitative research utilized a self-developed questionnaire employing a 5-point Likert scale to collect primary data. The findings revealed a notable difference in job satisfaction levels between public and private college teachers. Public college teachers reported higher levels of satisfaction in areas such as job autonomy, respect, recognition, salaries, personal growth, promotions, and job training, compared to their counterparts in private colleges. Interestingly, there was no significant disparity in job satisfaction perceptions between male and female college teachers. Based on these results, it is recommended that initiatives be undertaken by owners or management of private colleges to enhance teachers’ self-recognition, respect, job autonomy, salaries, rewards, personal growth and development opportunities, promotions, training provisions, and job security. Such measures can potentially improve overall job satisfaction among private college teachers, consequently enhancing their performance and job engagement. Keywords: Job Satisfaction, Intrinsic Factors, Extrinsic Factors, Education, Job Satisfaction Scale, Teacher, Student

Factors Influencing Employee Performance: Job Engagement as a Mediating Variable

Factors Influencing Employee Performance: Job Engagement as a Mediating Variable

The Influence Of Job Characteristics On Organizational Citizenship Behaviour And Job Engagement And Its Implications For Employee Performance

This study aims to analyse the influence of job characteristics on Organizational Citizenship Behaviour and Job Engagement, and its implications for employee performance. This study uses a quantitative approach with a survey method. Data were collected through questionnaires distributed to 78 employees from the Faculty of Social and Political Sciences, Universitas Brawijaya. Data analysis was conducted using path analysis techniques with the Smart-PLS3 tool to test the relationship between the variables studied. The results showed that job characteristics are not significant to employee performance. Furthermore, job characteristics have a significant effect on OCB. Meanwhile, OCB has a significant effect on employee performance. In addition, it was found that job characteristics have a significant effect on job engagement. Then, job engagement has a significant effect on employee performance. The OCB variable has a role as mediation. Meanwhile, the job engagement variable is not significant as a mediation. This research provides insight for HR practitioners in designing jobs that can maximise employee potential.

Moderators of the relationship between turnover intentions and performance

PurposeDrawing from the theory of reasoned action, this study investigated the moderators of the relationship between turnover intentions and performance at work.Design/methodology/approachThis study employed hierarchical multiple regression to test three proposed hypotheses regarding the above relationship. It used 1,011 dyad data from employees and their supervisors from eight professional organizations in Vietnam from employees and their supervisors to reduce research bias.FindingsEmployee attitude toward change and the level of job engagement of the employee affected the nature of the relationship between turnover intentions and job performance. When the attitude toward change was less favorable, the relationship between turnover intentions and job performance was positive. However, when the attitude toward change was more favorable, the relationship between turnover intentions and job performance was non-significant. For the moderating role of job engagement, we found that for employees with a high level of job engagement, the relationship between turnover intentions and job performance was positive. However, for employees with a low level of job engagement, the relationship between turnover intentions and job performance was non-significant.Practical implicationsUnlike the implications from previous research, turnover intentions of employees might not adversely affect their performance. Under two conditions – a high level of job engagement and a less favorable attitude toward change - employees with turnover intentions might actually perform better.Originality/valueUnlike the vast number of studies that have investigated the relationship between job performance and turnover intentions (as a proxy of turnover), this paper focuses on the relationship between turnover intentions and job performance to show evidence for two important boundary conditions.

The mediation effect of trust and justice on the relationship between servant leadership and employee job satisfaction: an empirical findings from private universities in Kuwait

PurposeHigher education institutions now place a greater emphasis on servant leadership, organizational trust, and justice. This study evaluates the function of organizational and leader trust and justice in mediating the relationship between employee job satisfaction and servant leadership in Kuwait's private universities.Design/methodology/approachEmployees from two private higher education sectors in Kuwait provided 205 valid responses to the study's closed-ended survey, which was given to 240 workers. The job satisfaction and servant leadership, leader's trust and justice and servant leadership, leader's trust and justice and job satisfaction, and the mediating effect of trust and justice on the relationship between servant leadership and job satisfaction among employees in Kuwait's private universities—all four variables—were examined using the simple random procedure method. Partial least squares structural equation modeling was used for data analysis.FindingsThe findings provide evidence supporting the positive effects of servant leadership on employee job satisfaction. Moreover, it provided evidence supporting the positive relationship between servant leadership and organizational trust and justice. The findings also showed a positive correlation between organizational trust and justice and job satisfaction among staff members working in Kuwait's private higher education sector. Additionally, the results provided a partial mediation effect of organizational trust and justice on the relationship between servant leadership and employee job satisfaction.Originality/valueEmployee job satisfaction, performance, engagement, and outcomes within Kuwait's private higher education sector are significantly improved by the adoption of a servant leadership style, together with organizational and leader’s trust and justice. The findings demonstrate the significance of the servant leadership style in this industry's leadership habits for raising worker job satisfaction.

Perceived favourability of human resource practices and job engagement: A mediated moderated model of justice perceptions

Purpose – The purpose of this study is to investigate how the perceived favourability of human resource practices, resulting from the uneven distribution of HR practices, influences job engagement with perceived distributive justice as a mediator, while also considering the moderating influence of perceived procedural, interpersonal, and informational justice on the link between perceived distributive justice and job engagement. Aims(s) – This research aims to examine the effect of perceived favourability of HR practices on job engagement. It also assesses the mediating role of distributive justice on the relationship between the perceived favourability of HR practices and job engagement. Furthermore, it explores the moderating role of perceived procedural, interpersonal, and informational justice on the relationship between distributive justice and job engagement. Design/methodology/approach – The research involves a quantitative approach, collecting data from 733 employees across various Australian industry sectors through self-reports. The data were analysed using SPSS version 23 and Hayes’ process. Findings – The findings revealed that perceived distributive justice partially mediates the relationship between the perceived favourability of HR practices and job engagement. Additionally, perceived procedural, interpersonal, and informational justice positively moderate the link between distributive justice and job engagement. Limitations of the study – The study only considers individual-level perceptions of HR practices’ favourability. Subsequent investigations may explore individual and inter-group differences in HR practices within a single study, providing additional understanding of how employees may react to differential treatment. Practical implications – Organisations should take into account procedural, interpersonal, and informational justice, in addition to fair HR practices, to enhance job engagement in the context of HR differentiation. Originality/value – This research provides new insights into how social comparisons arising from HR differentiation influence job engagement by focusing on individual-level responses and introducing a justice-oriented approach. It also proposes a novel mediated-moderated model.

Exploring the impact of social responsibility on staff engagement in Ghanaian Universities:

Ghanaian universities have embraced a corporate identity and are actively participating in Corporate Social Responsibility (CSR), which is referred to as University Social Responsibility (USR). The purpose of this is to enhance the perception of identification (organisational identity) and promote employee involvement. This research examines the effect of University Social Responsibility (USR) on the level of involvement and commitment of staff members in Ghanaian institutions. It also proposes that the sense of identity plays a role in mediating the relationship between USR and staff engagement. This study utilised a cross-sectional survey methodology. The poll utilised a two-stage multi-stage sampling procedure to choose 412 participants. The survey utilised a validated questionnaire using a 5-point Likert scale. The questionnaire had a Cronbach's alpha coefficient (?) greater than 0.70. The data acquired from this questionnaire was customised for the survey. The data collected were configured and subjected to Structural Equation Modelling for analysis at a significance level of p<.05 using the SMART pls software. The findings indicate that identification perception does not significantly and directly predict the mediation effect of internal CSR on employee engagement (beta=0.008; t<1.96; p=0.439: p>0.05), and external CSR on employee engagement (beta=0.002; t<1.96; p=0.443: p>0.05) in the surveyed Ghanaian universities. The study concluded that the impression of identification did not operate as a mediator in the predicted association between the internal and external corporate social responsibility activities of the universities and employee engagement. According to the findings and conclusion, Ghanaian universities should take into account several elements and adopt a comprehensive approach when aiming to enhance employee job engagement. It is important not to exclusively concentrate on employee identification with the institution. It is advisable for the administration of Ghanaian institutions to develop efficient employee-focused engagement strategies and activities, both internally and externally, to boost the welfare of their workers, promote a sense of belonging, and improve overall performance.

Job satisfaction in nursing: A qualitative inquiry into novice and experienced nurses' perspectives

AimTo explore factors associated with job satisfaction between novice and experienced nurses. BackgroundJob satisfaction is crucial for better quality of patient care and nurses’ job engagement in clinical setting. However, job dissatisfaction is commonly reported from clinical nurses leading to poorer patient outcomes and high turnover rate. Job satisfaction at different professional stages may have different expectations. Knowledge about factors influencing job satisfaction of junior and senior nurses is inadequate. DesignA phenomenological study was conducted using face-to-face individual interviews. MethodSemi-structured interviews were conducted and audio-recorded. The Herzberg’s Two-Factor Theory was used to understand the phenomena. Purposeful sampling was used to select eligible nurse participants who were working in hospital settings. ResultsEight participants, consisting of four junior and four senior nurses, with clinical experience ranging from 1 to more than 25 years, were selected in this study. Four main themes related to job satisfaction were identified: "supportive working environment," "autonomy in practice," "professional training for competence enhancement," and "heavy workload and insufficient manpower." These themes highlighted the common aspects that contribute to job satisfaction among nurses according to the Herzberg’s Two-Factor Theory. ConclusionThe findings of this study contribute to our understanding of the factors that influence job satisfaction among both novice and experienced nurses. While four themes highlighting common aspects of their needs have been identified, it is important to acknowledge that novice and experienced nurses may have their own unique perspectives within these aspects. According to Herzberg's Two-Factor Theory, job satisfaction factors can be complex and diverse. To enhance job satisfaction among nurses, hospital policymakers and senior management should be attentive to identify factors that have an impact on job satisfaction of nurses at different stages of their clinical experience. Developing a strategic plan to meet the needs of nurses based on their experience levels should take into consideration the disparities in work environment and responsibilities, ultimately job satisfaction can be improved, leading to better overall patient care.

How transformational leadership shapes employee task performance? A sequential mediation model

PurposeThe purpose of this study was to analyze, through a sequential model, the underlying mechanisms connecting transformational leadership with employee task performance. Specifically, it examined the causal chain of transformational leadership-job characteristics (task variety and task significance)-job engagement-task performance.Design/methodology/approachThe hypotheses were tested on a sample of 320 employees and their supervisors from Spanish young technology and knowledge-intensive small and medium-sized enterprises (SMEs) using structural equations.FindingsThe results show that the effect of transformational leadership on task performance (assessed by supervisors) occurs sequentially via task significance and job engagement. Additionally, job engagement mediates the relationship between task variety and task performance.Practical implicationsFindings highlight the relevance for supervisors to employ a transformational leadership style that leads employees directly and indirectly, through task significance, to be more engaged and achieve higher task performance. They also emphasize the importance of proper job design that allows employees to be fully invested in their job performance.Originality/valueDespite the importance of leadership and employee performance for the survival and growth of these firms, the study of these relationships is largely unexplored. This study proposes and tests a serial model in which supervisor transformational leadership is linked to employee task performance through two sequential mediators: job characteristics (task variety and task significance) and job engagement.

The Critical Role of Health Educators: Findings from the 2021 Public Health Workforce Interests and Needs Survey (PH WINS).

This analysis of governmental health educators from the 2021 Public Health Workforce Interest and Needs Survey (PH WINS) examines demographic and workplace characteristics, COVID-19 pandemic activities and beliefs, job satisfaction, training needs, mental health, and engagement in health equity. Participants were public health staff in public health agencies who completed the 2021 PH WINS. Chi-square and means tests were used to compare job satisfaction, mental health status, training needs, and health equity concepts between health educators and other disciplines in the governmental public health workforce. Like PH WINS 2017 findings, health educators were significantly younger, more likely to be female, more diverse, and more likely to work in regional/local health departments than the national governmental public health workforce. About 70% of health educators played a role in responding to the pandemic. Only 46.1% of health educators rated their mental health as excellent or very good as compared to 48.2% of other disciplines. About 31% considered leaving the organization due to stress, unsatisfactory opportunities, and lack of mentoring. Health educators expressed the need for training in financial and change management. Both health educators and other governmental workers expressed high levels of awareness of and confidence in addressing social determinants of health and health equity, but less confidence in addressing environmental justice. Certified health education specialists (CHES(R)) were significantly more likely to be aware of concepts of health equity, social determinants of health (SDOH), and structural racism than non-CHES(R). Overall, the training needs and job satisfaction of health educators changed little between the two surveys. However, COVID-19 had a significantly greater impact on their mental health status compared to other public health disciplines. They also are addressing racism in their communities and are more aware of health equity concepts than other public health disciplines. Implications for strengthening public health infrastructure, as well as recruitment/retention, professional preparation, and practice are provided.

Improving The Well-Being Outcomes Via Decent Work And Job Engagement: A Findings From Persons With Disabilities (Pwds) In Malaysia

Improving The Well-Being Outcomes Via Decent Work And Job Engagement: A Findings From Persons With Disabilities (Pwds) In Malaysia

잡 크래프팅(Job Crafting), 조직지원인식, 직무열의 및 창의성 간의 구조적 관계에 관한 연구

잡 크래프팅(Job Crafting), 조직지원인식, 직무열의 및 창의성 간의 구조적 관계에 관한 연구

LMX 질이 피드백과 직무열의에 미치는 영향에 관한 연구: 상사와 구성원의 관점을 중심으로

mutual cooperation and sharing of information among individuals within an organization are important factors for organizational performance. As a result, there is an increasing interest in the direction of feedback that give information related to work between supervisor and subordinate. However, previous studies focus on the perspectives of subordinate receiving feedback from supervisor. Accordingly, this study sought to identify the effects of feedback from a wider variety of perspectives, such as the perspective of supervisor receiving feedback from subordinate and a feedback giver. For this purpose of study, I adopt the APIM(Actor-Partner Interdependence Model) with data on 174 dyads of supervisor and subordinate together in the team. The findings indicate that when both supervisors and employees perceive a high-quality relationship with each other, they are more likely to provide feedback to each other. Additionally, the perception of a high-quality relationship has a positive impact not only on the provision of feedback between supervisors and employees but also on individual job engagement. This research has several significant contributions. First, it highlights the importance of relationships in the context of feedback. When both supervisors and employees perceive a high-quality relationship with each other, feedback is more likely to occur. Second, the study assumes and empirically verifies that not only employees but also supervisors can receive feedback from their employees. Third, it confirms the effects of feedback on the job engagement of both employees and supervisors. Consequently, this study underscores the importance of feedback between supervisors and employees, particularly the need to manage upward feedback from employees.

Tripartite relationships between frontline managers’ competencies, wellbeing initiatives, and perceived job engagement in a developing economy

The main objective of this study is to investigate the tripartite relationships between frontline managers' competencies, wellbeing initiatives, and perceived job engagement in some selected manufacturing firms in Nigeria. Based on a sample size of four hundred and ninety-nine (499) frontline managers drawn from selected manufacturing firms, smart partial least squares (SMART PLS) 3.0 was adopted to show the relationships among frontline managers' competencies, wellbeing initiatives, and perceived job engagement in the world of work. The statistical results show that the dimensions of front-line managers' competencies, significant change-management skills, employee relations, business savvy, and problem-solving skills, greatly influenced job engagement, while components of talent wellbeing initiatives mediate the relationship between front-line managers' competencies and job engagement. The study recommends that frontline managers adopt a continuous competency evaluation approach, focusing on frequent evaluations to identify areas of improvement and potential for development. As a means of developing a resilient and competent managerial workforce, it emphasises the significance of specifically designed wellbeing programmes that address the difficulties associated with their jobs. Organisations may foster a good work environment that improves wellbeing in general and supports long-term, productive engagement. Existing literature that focused on the frontline managers' competency theme in the manufacturing industry scarcely examined the processes critical to wellbeing initiatives and perceived job engagement in the manufacturing industry. As a result, the present study uses a moderating variable of employee wellbeing initiatives to explain how frontline managers’ competencies foster job engagement.

Organizational Agility and Job Engagement among Staff Nurses

Context: Agility is one of the adjustments organizations must make in a tumultuous environment. Organizational agility is a collection of concepts that aims to maximize both tangible and intangible resources while continuously improving the organization as a whole. It has a great impact on job engagement among nurses. Aim: To assess the relationship between organizational agility and job engagement among the staff nurses. Methods: A descriptive, correlational study approach was employed. Ain Shams University Hospital, one of the hospitals affiliated to Ain Sham University, served as the study's setting. Of the 303 staff nurses, 170 were chosen randomly for the study. The two instruments utilized were the Job Engagement Scale and the Organizational Agility Assessment Questionnaire. Results: The findings demonstrated that although 20% of the studied staff nurses exhibited a high perception level of organizational agility, the largest proportion (55%) demonstrated a moderate perception level. Additionally, 30% of the staff nurses reported moderate job engagement, and a larger percentage (60%) reported a high engagement level. Conclusion: A statistically significant positive relationship was observed between job engagement and organizational agility among staff nurses. The study recommends that hospital managers cultivate an agile atmosphere, enhance self-awareness, and ensure that organizational strategies promote resilience to effectively address daily challenges.

The future of hospital at home: a qualitative interview study of healthcare staff.

Hospital at Home (HaH) services are expanding to provide acute multidisciplinary care in an individual's home. In this pilot study, we interviewed HaH staff to understand challenges and opportunities for service development. We conducted 23 semi-structured interviews with multidisciplinary staff working across three HaH services in Scotland. The questions focussed on service strengths and challenges. Four themes emerged: raising referral awareness, service design and efficiency, staff security on home visits, and sustainability. HaH staff described Emergency Department posters, experience days for non-HaH staff, and daily communication of virtual bed capacity to raise awareness for referrals. Ideas for maximising clinician time were prioritised to improve service efficiency and investment in electric vehicles was strongly supported to mitigate climate impact. We found high job satisfaction and engagement amongst HaH staff. Our interviews suggest enthusiasm for further development of HaH while raising important challenges to address during service expansion.

Investigating the Professional Commitment and its Correlation with Patient Safety Culture and Patient Identification Errors: Evidence from a Cross-Sectional Study from Nurses' Perspectives

Introduction Nurses' professional commitment is crucial to their qualifications, impacting patient safety. This study aims to explore the relationship between nurses' professional commitment and patient safety culture, specifically focusing on patient identification errors. Methods A cross-sectional study was conducted in 2022 involving 340 nurses working in educational medical hospitals in southern Iran. Data collection instruments included questionnaires on nurses' professional commitment, patient identification errors, and patient safety culture. Descriptive and inferential statistics, such as t-tests, ANOVA, Pearson's correlation coefficient, and multiple linear regression, were performed using SPSS software version 23, with a significance level set at p = 0.05. Results The mean scores for professional commitment, patient safety culture, and errors in patient identification, as perceived by the nurses, were 77.64 ± 14.32 (out of 130), 2.71 ± 0.78 (out of 5), and 16.41 ± 4.58 (out of 32), respectively. There was a statistically significant correlation between professional commitment and errors in patient identification (r = -0.577, p < 0.001) as well as patient safety culture (r = 0.456, p < 0.001). Regression analysis revealed that nursing job satisfaction, understanding of nursing, self-sacrifice for the nursing profession, and engagement with the nursing profession were predictors of patient safety culture and errors in patient identification (p < 0.05). Conclusion Nurses' professional commitment was found to be at a moderate level. Furthermore, the dimensions of professional commitment significantly influenced patient safety culture and errors in patient identification. To enhance nurses' professional commitment, and subsequently improve patient safety culture and reduce identification errors, it is recommended to implement management mechanisms that increase job satisfaction, understanding, engagement, and professional self-sacrifice among nurses.

From the table to the sofa: The remote work revolution in a context of crises and its consequences on work attitudes and behaviors

AbstractIn recent years educational professionals experienced a sudden shift to online work requiring them to adapt rapidly to the new digital landscape. This shift has raised concerns about employees’ health issues and the role of organizational support, as they can have a profound effect on employees’ attitudes to work. However, despite their importance, there is a dearth of empirical evidence to ascertain whether or to what extent they impact educational professionals’ job satisfaction, work engagement and turnover intention. This paper aims to address this deficit. A sample of 288 remote working education professionals in Brazil was analyzed using partial least squares structural equation modeling (PLS-SEM) techniques. We found that health complaints and organizational support have distinct effects on education professionals’ job satisfaction, engagement and turnover intention. In addition, our results reveal that job satisfaction and engagement have an impact on turnover intention. The results emphasize the importance of providing adequate support to education professionals who work remotely to cultivate a healthier and more productive work environment. These findings contribute valuable insights that may assist organizations in enabling effective remote work practices and ensure a positive work experience for education professionals.

Building Bridges of Inclusion: Trust, Job Engagement, Match, And Commitment in Workforce Diversity Management

Building Bridges of Inclusion: Trust, Job Engagement, Match, And Commitment in Workforce Diversity Management