Job Engagement Research Articles

The moderating effect of generational characteristics on the relationship between psychological capital and job performance: the development of conceptual framework

Employee job performance plays a pivotal role in ascertaining an organization's competitive edge. Despite the recent surge in interest in Psychological Capital (PsyCap) as a novel approach to augmenting employee job performance, this area of study has received limited attention in the Malaysian context. Meanwhile, the issue of stress and anxiety appears to be closely associated with Generation Z (Gen Z). As the youngest cohort in the workforce, the initial phase of Gen Z's entry into the workplace gives rise to various concerns, including job engagement and job turnover. Despite extensive discussions on these matters in recent studies, the understanding of their impact on job performance and the underlying mechanisms remains limited. Hence, the aim of this conceptual paper is to propose a conceptual model that empirically examines the relationship between PsyCap and job performance. Additionally, the role of generational characteristics as a moderator in this relationship will also be explored. The proposed conceptual framework holds significant potential for contributing to future research endeavours.

THE INFLUENCE OF WORK LIFE BALANCE ON TURNOVER INTENTION WITH JOB ENGAGEMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AS INTERVENING VARIABLES

The purpose of this research is to analyze the influence of work-life balance mediated with job engagement and organizational citizenship behavior on turnover intention. This research uses quantitative methods. The population in this study is all married female workers in the city of Surakarta. Later samples will be taken that can be generalized to represent the existing population. The sample is part of the number and characteristics of the population. Determining the sample size for this research used the Malhotra formula with the formula for the number of questions multiplied by six (6), so the number of respondents is 144 respondents. The sample determination in this research was carried out using purposive sampling. This research uses primary data collection techniques using interviews assisted by questionnaires. This research also uses the help of the Smart-PLS (Partial Least Square) approach data analysis application. From the results of the analysis that has been carried out, this research can be concluded as follows: Work-life balance has a significant positive effect on turnover intention so that the first hypothesis is supported. Work-life balance has a significant positive effect on job engagement so that the second hypothesis is supported. Work-life balance has a significant positive effect on organizational citizenship behavior so that the third hypothesis is supported. Job engagement has a significant negative effect on turnover intention so that the fourth hypothesis is not supported. Organizational citizenship behavior has a significant negative effect on turnover intention so that the fifth hypothesis is not supported. Work-life balance has a significant negative effect on turnover intention, mediated by job engagement, so the sixth hypothesis is not supported. Work-life balance has a significant negative effect on turnover intention, mediated by organizational citizenship behavior, so the sixth hypothesis is not supported.

Investigating the impact of employee empowerment and autonomy on job satisfaction and organizational commitment Shubhangi Roy

The potential of employee empowerment and autonomy to improve job satisfaction and organizational commitment has drawn attention from scholars and practitioners alike, leading to a focus on these topics in current organizational management literature. To methodically investigate the relationship between employee empowerment, autonomy, work happiness, and organizational commitment, this meta-analysis synthesizes findings from previous empirical investigations. This study aims to offer insights into the degree to which giving employees autonomy and empowerment affects their job satisfaction and commitment to the company through an extensive analysis of pertinent literature.The meta-analysis incorporates a broad spectrum of research that spans different industries, organizational sizes, and geographic regions. With the use of rigorous statistical methods such as moderator analyses and effect size calculations, this study seeks to clarify the complex dynamics that underlie the relationship between work satisfaction, employee autonomy, empowerment, and organizational commitment. To further understand their influence on the observed connections, potential modifiers including personality differences, leadership styles, and corporate culture will be investigated. It is anticipated that the results of this meta-analysis will have significant ramifications for theory and practice. This research aims to provide a thorough knowledge of the mechanisms via which employee autonomy and empowerment affect work satisfaction and organizational commitment by synthesizing empirical evidence from several studies. These perceptions have the potential to promote employee well-being and organizational effectiveness by informing management strategies and policies that strive to develop a more dedicated and engaged workforce. The results indicate that a substantial correlation exists between increased levels of job satisfaction and organizational commitment and employee empowerment, which is defined as the transfer of authority, discretion in decision-making, and access to resources. Similarly, autonomy—that is, giving workers the freedom and flexibility to carry out duties and make decisions—correlates favourably with organizational commitment and job satisfaction. Moreover, the examination pinpoints mediating factors including job engagement, psychological empowerment, and perceived control that elucidate the connections between employee outcomes, autonomy, and empowerment. The significance of cultivating a culture of trust, communication, and support for employee empowerment initiatives is one of the implications for organizational practice. Supervisors must acknowledge the significance of autonomy in augmenting worker motivation, contentment, and dedication, while simultaneously taking into account the situational elements that impact the efficacy of employee empowerment tactics. upcoming

Unravelling the Interplay of Servant Leadership, Cognitive Trust, and Employee Wellbeing: A Cae of An Emerging Economy

This study examines the relationship between servant leadership, cognitive-based trust, and employee wellbeing in Pakistan's healthcare sector. Grounded in existing research, our study explains the theoretical underpinnings of servant leadership, cognitive-based trust, and employee wellbeing. Servant leadership prioritizes followers' needs, fostering positive outcomes such as organizational citizenship behavior and job engagement. Cognitive-based trust, rooted in transparent communication and shared values, is fundamental to healthy leader-follower relationships and organizational commitment. Employee wellbeing, encompassing physical and psychological dimensions, is crucial for organizational success. In Pakistan's healthcare sector, marked by its complexity and the need for positive work environments, this study investigates how servant leadership and cognitive-based trust impact employee wellbeing. Four hypotheses are formulated: (1) Servant leadership positively correlates with overall employee wellbeing, (2) Servant leadership positively influences cognitive-based trust development, (3) Higher levels of cognitive-based trust correlate with enhanced wellbeing, and (4) Servant leadership's positive influence on wellbeing is mediated by cognitive-based trust. Through empirical testing, this research aims to deepen understanding of leadership, trust, and wellbeing dynamics in healthcare, providing insights for organizational practices. By elucidating these relationships, the study seeks to contribute to the creation of flourishing and sustainable workplaces in Pakistan's healthcare sector.

The mediating role of employee loyalty and job engagement relationship between job satisfaction and intention to leave among bank employees in Mongolia

Organizations need to focus on employee loyalty, commitment and retention in a dynamic business environment to gain a competitive advantage over rural areas. The success factors for organizational development and well-being are excessively contingent on engaged and skilled employees. This study is anticipated to examine the mediating role of employee loyalty and job engagement on the relationships between job satisfaction and intention to leave in the case of bank employees in Mongolia. The study used data from 444 employees across two private banks in Mongolia. Reliability analysis, correlation analysis, and structural equation modeling (SEM) were used to analyze the data. Results showed a moderately positive relationship between job satisfaction and job engagement and a negative relationship with the intention to leave. Employee loyalty had a weak and negative correlation with job engagement. Employee loyalty was found to partially mediate the relationship between job satisfaction and the intention to leave while job engagement showed no mediation effect. Improving job satisfaction can enhance employee loyalty and reduce intentions to leave the bank. However, enhancing engagement may not affect turnover intentions. Banks should focus on building loyalty among satisfied employees to retain talent. The mediating role of loyalty highlights its importance in influencing whether satisfied employees consider leaving. This study demonstrates the importance of employee loyalty in partially explaining the mechanism behind the relationship between job satisfaction and retention among Mongolian bank employees. The findings provide insights to help banks improve talent management strategies and retention.

Relationship Between Job Embeddedness Factors with Job Engagement and Intentions to Stay of Employees: Research at Small and Medium Enterprises in Ho Chi Minh City

This study was conducted at small and medium-sized enterprises in Ho Chi Minh City, Vietnam, to provide additional insight into job embeddedness factors that affect employee engagement. with the job and the intention to stay and work at the enterprise. With the underlying theory of Mitchell et al. (2001), the authors conducted a direct employee survey at businesses and collected a valid survey of n=300 tables. The software used is SPSS 20.0 and AMOS 20.0 to process data. The result is that the factors of Job Embeddedness all have a direct impact on work engagement, with the strongest order being Sacrifice organization (SO) with beta = 0.384. The second is Organizational Fit (FO) with beta = 0.369. Third is Organizational links (OL) with beta=0.335. Sacrifice when leaving the organization directly impacts the intention to stay with the organization, with a regression coefficient of 0.126, this influence is quite low and almost insignificant. The standardized regression coefficient between job engagement and intention to stay with the organization is 0.597. The solutions proposed by the authors are intended to help business leaders gain insight into the current situation in the business and make appropriate decisions for operations, in order to improve and enhance employee engagement with business.

Effects of socialization mechanisms on managers’ desire to have a significant impact through work: evidence from the banking sector

Purpose This study aims to analyze the effects of socialization mechanisms (belief system and peer mentoring) on managers’ job engagement and their desire to have a significant impact through work, that is, the desire to substantially improve or facilitate the lives of others by performing their work. The study also examines the moderating role of organizational identification. Design/methodology/approach A survey was conducted with middle and lower-level managers at one of the largest banks in Brazil, the BankCo. The authors obtained a sample of 201 respondents and tested the research hypotheses with structural equation modeling. The authors also performed a complementary data analysis with fuzzy-set qualitative comparative analysis. Findings The results suggest that belief systems and peer mentoring directly promote job engagement and indirectly promote desire to have a significant impact to a better world through work (through full mediation of job engagement). The effects of job engagement on desire to have a significant impact through work are even greater when managers have high organizational identification. Finally, several causal combinations are sufficient for high levels of desire to have a significant impact through work. Social implications Beyond studies that examine how organizational mechanisms influence employee outcomes (e.g. performance), this study explores how socialization mechanisms can promote desire to have a significant impact through work. Thus, the authors demonstrate how organizational core values, mission statement and peer mentoring collaborate for managers to develop altruistic behavior, that is, directly related to other human values, such as empathy and ethics, being able to contribute to a world better. Originality/value This study developed and empirically tested a model that connects socialization mechanisms, job engagement, organizational identification and managers’ desire to have a significant impact through their work. Therefore, the paper provides insights into the relevance of socialization mechanisms for orchestrating managers’ proactive and altruistic behaviors.

Socioeconomic Inequalities in Intimate Partner Violence: Evidence from Vietnam.

Although socioeconomic inequality has been identified as a significant factor for violence against women, the connection between these two variables has not been widely recognized and addressed in many countries. This study aims to quantify the degree of socioeconomic inequalities in intimate partner violence (IPV) in Vietnam and investigate the contribution of each determinant factor that contributes to the observed inequality. We utilized the Vietnamese National Survey on Domestic Violence against Women (N = 4,019) for the analysis. Household wealth was used as a proxy for socioeconomic status. We used a concentration index to quantify the degree of socioeconomic inequality in emotional, physical, or sexual violence and a combination of these three types of violence. We further decomposed the concentration index to identify the contribution of each determinant to the observed inequality in IPV. We found that the prevalence of IPV was significantly concentrated among the worse-off across all types of IPV and that disparities in husband's occupation (48%), women's education (39%), husband's education (38%), and class (34%) were the primary factors contributing to increased inequalities in IPV. Our results indicated that higher education and engagement in skilled jobs were highly concentrated among the better-off, creating unequal distribution of these variables across wealth. Policy could mitigate the inequality in IPV by expanding women's access to education and economic opportunities. However, interventions should target both men and women and within couples because husband's characteristics also play an important role in explaining socioeconomic inequalities in IPV.

Exploring the Influence of Servant Leadership and Job Engagement on Affective Commitment and Organizational Citizenship Behavior in the Agricultural Sector

The agricultural sector is currently facing an era of disruption amidst the industrial revolution which ultimately forces human resources to adapt, including agricultural human resources. Researchers have highlighted the role of servant leadership and job engagement on affective commitment and organizational citizenship behavior. This research aims to analyze the improvement in the performance of government officials in agricultural development (food crops, horticulture, and fisheries) through the arrangement of human resources, namely, Civil Servants allocated to servant leadership roles and job engagement in affective commitment and organizational citizenship behavior. According to the gap theory they are placing job engagement as a mediator in conditioning servant leadership on affective commitment and organizational citizenship behavior. Causal design with a positivism (quantitative) paradigm to test the proposed hypothesis. Involving around 118 Civil Servants in regional organizations of the Agriculture Service, Food Crops and Horticulture Service, and South Konawe Regency Fisheries Service. The research was conducted for five months, between May and September 2023. Starting from distributing questionnaires to compiling research results. This number is determined randomly proportionally. Data was obtained by distributing questionnaires, using a Likert scale. Data were analyzed with the help of SEM using AMOS 7 software. Servant leadership is proven to play a significant role in job engagement, affective commitment, and organizational citizenship behavior. Then job engagement hurts affective commitment and organizational citizenship behavior. Job engagement acts as a mediator between servant leadership and organizational citizenship behavior. This finding is in line with the performance achievements of the agriculture, forestry, and fisheries sectors which show an increase in their respective contributions to the regional economy in 2018 from IDR 2,103 billion to IDR 2,435 billion in 2022. Theoretically, government organizations in implementing job engagement are so weak that they are unable to create affective commitment and organizational citizenship behavior. Based on these findings, it is necessary to strengthen the implementation of job engagement, and to prove this model, it is necessary to carry out further analysis on a wider scale and with a diversity of sample characteristics. The practical implication is that increasing the achievements of this sector in the future can be done by maximizing job engagement, affective commitment, organizational citizenship behavior, and servant leadership. The resulting novelty is the mediating role of job engagement on the influence of servant leadership on affective commitment, and organizational citizenship behavior, achievements in the agricultural, forestry, and fisheries sectors.

Exploring Relationship of High-performance Work System with Knowledge Workers' Work engagement through Indirect and Indirect Effects

This research work was undertaken to examine how the implementation of a high-performance work system (HPWS) affected the level of work engagement in Indian knowledge workers by observing the both direct and indirect effects. Research was carried out involving 202 knowledge workers from India. The study employed an online survey to gather information from the participants, and the data was obtained through a structured questionnaire. According to the study's findings, Indian knowledge workers recognized and valued the advantages of an HPWS (High Performance Work System) that embraced employees’ participation in important decisions, receive ongoing training and development, access pertinent information and knowledge, and have access to a well-structured performance evaluation system. Furthermore, the study demonstrated that Indian knowledge workers also acknowledged their level of engagement in their work, indicating a willingness to take on challenges, voluntarily assist colleagues and supervisors, and fully engage with their tasks. In general, HPWS reported for 35 per cent of the variability in job engagement and exhibited a positive connection with work assignment. The study's findings also showed that HPWS reported for 31 per cent of the alteration in psychological contract fulfillment, 22 per cent of the variance in workers' perceived organizational support in terms of resources, and 33 per cent of the variance in organizational identity among Indian knowledge workers. Notably, constructs like ‘psychological contract fulfillment,’ ‘organizational identity’ and ‘perception of job resources’ influenced the Indian knowledge workers’ ‘work engagement.’ Also, findings showed that in the context of Indian knowledge workers, factors such as the ‘psychological contract fulfillment,’ ‘perception of job resources,’ and ‘organizational identity’ played a role as partial mediators between High-Performance Work Systems (HPWS) and knowledge workers’ ‘work engagement.’ Moreover, 'job satisfaction' acted as a perfect intermediary or mediator between 'fulfillment of psychological contract' and 'work engagement'.

A Conceptual Framework for the Individual Factors Fostering the Innovative Work Behaviour of STEM Teachers

This article explores the factors influencing innovative work behavior (IWB) among academics in the field of education, with a specific focus on STEM teachers. The inquiry adopts the conceptual framework of self-determination theory. A literature review methodology is employed, encompassing an examination of journals, conference papers, theses, and a conceptual approach. Variables in this analysis are delineated and measured in accordance with previous research and recommendations. The findings of this study highlight the significance of intrinsic motivation, self-efficacy, and job engagement as pivotal characteristics contributing to the cultivation of innovative work behavior among employees. The study's limitations stem from its reliance on a literature review and the analysis of prior research findings to construct a conceptual framework concerning STEM teachers' innovative work behavior. Future empirical research is recommended to comprehensively elucidate additional factors fostering innovative work behavior. The research findings corroborate earlier studies, suggesting that to bolster Malaysia's standing in the Global Innovation Index (GII) and, indirectly, to advance the goals of the NSTIP 2021-2030 aimed at cultivating a technologically proficient society, educational administrators in Malaysia should actively foster teachers' engagement in innovative work behavior activities, leveraging their competencies and strengths. This study provides valuable insights into the individual factors influencing teachers' propensity for innovative work behavior and their potential to enhance Malaysia's education system.

Telaah Faktor-Faktor Anteseden Job Engagement Karyawan PT Z

Job engagement is one aspect of employment that is crucial to pay attention, to maintain, and to increase its intensity of every employee who works in a company, considering the many positive impacts it can have. Through this research, job engagement will be studied as a result of intrinsic and extrinsic work motivation, work flexibility, and work-life balance. A total of 88 employees who work at PT Z, an e-commerce company in Indonesia, were surveyed regarding their perceptions regarding their work attitudes related to their experience at the company. Using multiple linear regression analysis, it has been proven that job engagement is influenced by intrinsic work motivation, work-life balance, and work flexibility. These results imply that companies need to implement human resource programs and policies that can maintain and improve employees' intrinsic work motivation, the ability and quality of employees in balancing their career and personal life, as well as designing more flexible work in line with current developments and the dynamics of employee needs.

ORIENTASI MOTIVASI KERJA: EFEK MOTIVASI INTERINSIK DAN EKSTERINSIK PADA KINERJA KARYAWAN MELALUI KETERLIBATAN KERJA

This study aims to explore work motivation, especially interinsic and external motivation consisting of task meaning, growth opportunities, compensation, career development, organizational justice to work involvement. In addition, the study will look at the relationship between work engagement and employee performance. The approach used is a quantitative approach. The data source used is the primary data source, with the data collection method, namely questionnaires, with distribution using online questionnaires. Respondents in this study amounted to 100 respondents, where in determining respondents purposive sampling techniques were used or there were prerequisites or criteria in taking respondents. The requirement or criterion is that respondents already have a working period of more than one year. The data analysis tool used is the structural equation model (SEM). The results showed that the meaningfulness of duty, compensation, organizational justice had an effect on work engagement. However, growth opportunities and career development have no effect on job engagement. In addition, the results of this study show that work involvement has an effect on employee performance.Keywords — Work Motivation, Work Engagement, Job Performance

Characteristics of Work-related Fatal Injuries Among Aged Workers in Republic of Korea

ObjectivesThe present paper aimed to examine whether an aging workforce is associated with an increase in work-related fatal injuries and to explore the underlying reasons for this potential increase. Material and methodsAged workers were defined as those who were at least 55 years old. Work-related fatalities were assessed in aged and young workers who were registered with the workers' compensation system in 2021 in the Republic of Korea. Total waged workers, based on raw data from the Local Area Labor Force Survey in 2021, were used as the denominator to estimate the work-related fatality rates. ResultsMost work-related fatalities in the aged workers occurred among individuals working in the “construction sector” (58.9%), those with “elementary occupations (unskilled workers)” (46.1%), and those with the employment status of “daily worker” (60.8%). The estimated incidence (0.973/10,000) of work-related fatalities among aged workers was about four times higher than that (0.239/10,000) among younger workers. “Falling,” “collision,” “struck by an object,” and “trip and slip” were more frequent types of work-related fatalities among aged workers relative to young workers. The category of “buildings, structures, and surfaces” was a more frequent cause of work-related fatalities among aged workers than among young workers. ConclusionsAged workers had a higher incidence of work-related fatalities than young workers. Frequent engagement in precarious employment and jobs, coupled with the greater physical vulnerability of aged workers, were likely causes of their higher level of work-related fatal injuries.

Are lean and digital engaging better problem solvers? An empirical study on Italian manufacturing firms

PurposeWe studied the relationship between job engagement and systematic problem solving (SPS) among shop-floor employees and how lean production (LP) and Internet of Things (IoT) systems moderate this relationship.Design/methodology/approachWe collected data from a sample of 440 shop floor workers in 101 manufacturing work units across 33 plants. Because our data is nested, we employed a series of multilevel regression models to test the hypotheses. The application of IoT systems within work units was evaluated by our research team through direct observations from on-site visits.FindingsOur findings indicate a positive association between job engagement and SPS. Additionally, we found that the adoption of lean bundles positively moderates this relationship, while, surprisingly, the adoption of IoT systems negatively moderates this relationship. Interestingly, we found that, when the adoption of IoT systems is complemented by a lean management system, workers tend to experience a higher effect on the SPS of their engagement.Research limitations/implicationsOne limitation of this research is the reliance on the self-reported data collected from both workers (job engagement, SPS and control variables) and supervisors (lean bundles). Furthermore, our study was conducted in a specific country, Italy, which might have limitations on the generalizability of the results since cross-cultural differences in job engagement and SPS have been documented.Practical implicationsOur findings highlight that employees’ strong engagement in SPS behaviors is shaped by the managerial and technological systems implemented on the shop floor. Specifically, we point out that implementing IoT systems without the appropriate managerial practices can pose challenges to fostering employee engagement and SPS.Originality/valueThis paper provides new insights on how lean and new technologies contribute to the development of learning-to-learn capabilities at the individual level by empirically analyzing the moderating effects of IoT systems and LP on the relationship between job engagement and SPS.

Leading with Integrity: Revealing the Nexus in Private Sector Dynamics between Ethical Leadership and Employee Engagement

With a focus on the south-northern region of the Punjab, Pakistan this quantitative correlational study explores the relationship between work engagement and ethical leadership in private enterprises within a developed geographic area. Based on the theoretical framework of ethical leadership theory by Brown et al. and the conceptual dimensions of work engagement by Schaufeli and Bakker, this study uses survey data from the Ethical Leadership Scale (ELS) and the Utrecht Work Engagement Scale (UWES) to examine 150 conveniently sampled employees. The results, which were obtained using Pearson correlation analysis in SPSS V.24, provide strong evidence against the null hypothesis and show a substantial link between ethical leadership and total job engagement. Furthermore, particular job engagement dimensions—such as vigor, devotion, and absorption—show strong connections with ethical leadership in south-northern private enterprises. As a result, the results highlight the significance of ethical leadership in encouraging higher levels of employee engagement at work, offering insightful information to private enterprises looking to maximize worker productivity and results. In order to favorably impact the many aspects of work engagement and enhance the general well-being and productivity of employees in the private sector, especially in the south-northern region in Punjab, Pakistan the study suggests making strategic investments in ethical leadership.

The relationship between organizational dehumanization and work engagement: the mediating effect of nurses’ work stress

BackgroundOrganizational dehumanization has detrimental consequences for nurses’ wellbeing and leads to a stressful work environment. Moreover, it is very destructive to work engagement.AimTo examine the mediating role of nurses’ work stress between organizational dehumanization and work engagement.MethodA cross-sectional research design was conducted with 245 staff nurses over a one-month period. The researchers used structured equation modeling.ResultsWork engagement and organizational dehumanization levels were both moderate. In addition, the degree of job stress among the nurses was moderate, too. The results of the structural equation modeling showed that the association between organizational dehumanization and job engagement is partially mediated by work stress.ConclusionsFor staff nurses to exhibit high levels of caring behaviors, this study emphasized the need to establish a work environment that employs tactics to improve workplace engagement and happiness. In addition to changing the organizational culture of nurses to eradicate organizational dehumanization and pressures related to the job.

Informal digital learning of English and EFL teachers’ job engagement: Exploring the mediating role of technological pedagogical content knowledge and digital competence

The integration of technology in English as a foreign language (EFL) education has catalyzed informal digital learning of English (IDLE). EFL teachers increasingly partake in IDLE for diverse reasons: enhancing language skills, broadening pedagogical methods, accessing professional growth, and pursuing personal interests, potentially boosting job engagement. Yet, scant attention has been paid to IDLE's impact on EFL teacher-related aspects like job engagement, technological pedagogical content knowledge, and digital competence. This research probes the link between IDLE and EFL teacher job engagement, exploring the mediating roles of technological pedagogical content knowledge and digital competence. 375 EFL teachers were selected via convenience sampling and invited to complete scales measuring IDLE, technological pedagogical content knowledge, digital competence, and job engagement. The results of structural equation modeling revealed that technological pedagogical content knowledge and digital competence strongly mediated the relationship between IDLE and job engagement among EFL teachers. Additionally, a significant positive correlation was found between IDLE and the EFL teachers' job engagement. Furthermore, the findings disclosed a substantial positive correlation between IDLE and the EFL teachers' technological pedagogical content knowledge and digital competence. The findings underscore that IDLE can be incorporated in EFL education to improve EFL teachers' efficiency.

How to Reduce Microaggression and Other Negative Racial Experiences at Work with Continuous Improvement

While government regulation or company policy can be used to curtail discrimination at work, it is hard to regulate away negative experiences like microaggression or perceptions of discrimination against minority employees in hiring and promotion. Using data from interviews with minority ethnic staff at a UK university, I present evidence of microaggression and minority employees feeling excluded and posit that perceptions of discriminatory policy engender negative perceptions of the organization. I further show the link between employee engagement and organizational performance and propose that minority employees’ negative experiences and perceptions lower their job and organizational engagement and, eventually, impact organizational performance. I offer a solution in the form of an enterprise-wide continuous improvement program that would directly improve organizational performance by improving business processes and indirectly by improving minority employees’ experience, perceptions, and engagement.

Stress as a mediator between abusive supervision and clinical nurses' work outcomes.

This study aimed to test whether stress could mediate the association between abusive supervision and nurses' work engagement, absenteeism, and turnover intention. Abusive supervision has been attributed to suboptimal work performance and reduced productivity among employees in different sectors. While existing nursing literature links abusive supervision to a wide range of work-related outcomes in the nursing workforce, little is known regarding the mechanism underlying this relationship. Data for this descriptive study were collected from 770 direct-care nurses from seven acute care hospitals in the Philippines, utilizing five standardized scales. Abusive supervision had direct positive effects on absenteeism (β=.189, p<.001) and intent to leave (β=.138, p<.001) and a direct negative effect on job engagement (β=-.131, p<.001). The relationships between abusive supervision and absenteeism (β=.175, p<.001), intent to leave (β=.131, p<.001), and work engagement (β=-.122, p<.001) were partially mediated by stress. Stress mediated the relationship between abusive supervision and nurses' work outcomes, including turnover intention, absenteeism, and work disengagement. The evident connection between abusive supervision, stress, and work-related outcomes underscores the importance of focusing on enhancing managerial supervisory styles as a potential organizational strategy to enhance staff retention and well-being.