Job Engagement Research Articles

Exploring Mediating Role Of Job Engagement Between Occupational Stress And Organizational Commitment Among IT Professionals

Exploring Mediating Role Of Job Engagement Between Occupational Stress And Organizational Commitment Among IT Professionals

Factors correlating work engagement among Palestinian emergency nurses during Gaza war in the West Bank.

Work engagement among emergency nurses is a critical issue that adversely affects the quality of patient care and productivity. Psychological reactions (e.g., stress, anxiety, and depression) and resilience correlated with work engagement. This study addresses the gap in understanding the factors correlating work engagement among. emergency nurses in the West Bank during the Gaza War. A descriptive correlational design was used. The data were collected from 378 emergency nurses from governmental and private hospitals in the West Bank using a self-reported questionnaire from December 2023 to February 2024. Depression Anxiety Stress Scales-21 (DASS-21), the Connor-Davidson Resilience Scale (CD-RISC), and the Utrecht Work Engagement Scale (UWES) were used to assess the study variables. The findings demonstrated that 71.7%, 52.9%, 42.5%, 55.6%, and 40.0% of the emergency nurses reported severe to extremely severe stress, moderate to extremely severe levels of anxiety, severe to extremely severe levels of depression, low resilience, and low to extremely low levels of job engagement, respectively. A positive relationship existed between work engagement and age (r=0.407, p<0.01), years of experience (r=0.385, p<0.01), and resilience (r=0.419, p<0.01). While, work engagement negatively correlated with stress (r=-0.486, p<0.01), anxiety (r=-0.616, p<0.01), and depression (r=-0.632, p<0.01). The findings indicated that policymakers and healthcare professionals should promote initiatives that enhance nurses' resilience and mitigate psychological responses to improve work engagement. Therapeutic programs should consider the situational variations of Palestinian society, encompassing resilience, coping mechanisms, and psychological management approaches.

An Influence of Demographic Variables on HR Practices and Job Engagement: A Study in Indian Telecom Industry

An Influence of Demographic Variables on HR Practices and Job Engagement: A Study in Indian Telecom Industry

A multilevel analysis of the effects of daily work stress, daily work to family conflict and emotional stability on daily job engagement

A multilevel analysis of the effects of daily work stress, daily work to family conflict and emotional stability on daily job engagement

The Influence Of Job Engagement, Goal Orientation, And Career Satisfaction On Organizational Commitment At The Regional Staffing Agency Of The Province Of Kalimantan Timur

This study explored the influence of job engagement, goal orientation, and career satisfaction on organizational commitment at the Regional Staffing Agency of Kalimantan Timur Province. Organizational commitment, which is essential for enhancing performance and trust in government agencies, is analyzed through three dimensions: affective, continuance, and normative commitment. This study utilizes a population of 71 civil servants from the Regional Staffing Agency and employs Structural Equation Modeling (SEM) through SmartPLS to analyze the relationships between variables. The study found that job engagement positively affects career satisfaction but has no significant direct impact on organizational commitment. Goal orientation had no significant influence on either career satisfaction or organizational commitment. Career satisfaction, although an important factor, does not directly impact organizational commitment. These findings highlight the complexities of the government’s work environment, where job security and rigid regulations may diminish the role of engagement and satisfaction in fostering commitment. The study concludes with recommendations for enhancing employee engagement and aligning organizational goals with personal aspirations to improve commitment and performance.

The impact of remote work on job satisfaction, engagement and individual work performance in the banking sector

The impact of remote work on job satisfaction, engagement and individual work performance in the banking sector

Generational diversity in nursing practice environments – scoping review

IntroductionGenerational diversity in nursing has introduced new challenges, for nurse managers and practice environments, in addressing both the nurses’ and clients’ needs and organizations’ social and health policies. The organizational climate encourages professionals to preserve positive practice environments, which promotes a healthy coexistence between generations, respecting their distinctive characteristics and values, with the essential purpose of ensuring the team’s effectiveness and the organization’s success.ObjectiveTo map the available scientific evidence on the generational diversity of nurses in professional practice environments.MethodsScoping review, according to the Joanna Briggs Institute proposed methodology. The search used the PCC (Population, Concept and Context) framework to locate both published and unpublished studies, with no time or language limitations.ResultsThirty-two studies analysed different aspects from a generational diversity perspective, such as job satisfaction, organizational commitment, engagement, stress and burnout, work-related values and attitudes, turnover and retention. Although the findings differ, it’s undeniable that each generation has a unique and valuable role, and it’s essential to promote an effective balance between generations to build a diverse workforce capable of adapting to different challenges in professional contexts.ConclusionOrganizations should acknowledge the importance of creating inclusive professional practice environments, where both current and future generations can contribute to providing quality care. This requires integrating strategies adapted to generational diversity and adopting a more flexible leadership style. Organizations should foster the challenges of an increasingly diverse society and reflect the generational diversity of nurses, providing truly inclusive and equitable care.

Game on! Antecedents and consequents of gamification in the workplace

Purpose The purpose of this study is to test and integrative model that forecasts a range of attributes as both antecedents and consequents of using a gamification app. Design/methodology/approach The proposed model includes factors from the technology acceptance model (TAM) [perceived ease of use (PEU), perceived usefulness (PU) and attitude towards use] and the self-determination theory (autonomy, competence and relatedness) as determinants of gamification usage. Additionally, the authors examine how job engagement (vigour, dedication and absorption) and organizational commitment (affective and calculative/continuance) are influenced by psychological outcomes. Findings PU, ease of use and a positive attitude significantly predicted actual gamification usage. Effective gamification usage predicted increased work engagement (vigour and dedication) and organizational commitment (affective and calculative). PEU predicted vigour when mediated by actual usage; and, dedication, affective and calculative commitment were predicted by all variables from the TAM when mediated by actual usage. Practical implications Companies should carefully evaluate the pros and cons of gamification implementation and its influencing factors for optimal organizational and employee outcomes. Originality/value By addressing both the psychological needs of employees and the technological factors influencing gamification acceptance, the study provides a more holistic view of the determinants of gamification success in the workplace, which is a fresh perspective in both gamification research and organizational behaviour studies.

Stereotype Threat at Work: A Meta-Analysis.

Stereotype threat refers to the concern of being judged based on stereotypes about one's social group. This preregistered meta-analysis examines the correlates of stereotype threat in the workplace (k = 61 independent samples, N = 40,134). Results showed that stereotype threat was positively related to exhaustion, identity separation, negative affect, turnover intentions, and behavioral coping, and negatively related to career aspirations, job satisfaction, organizational commitment, job engagement, job performance, positive affect, self-efficacy, and work authenticity. In addition, moderator analyses for constructs represented in at least k = 10 samples in the focal analyses showed that relations did not differ for measures of stereotype threat and stigma consciousness. However, the negative relationships between stereotype threat and career aspirations, job satisfaction, and job engagement were stronger for older employees compared with female employees as the stereotyped group. Overall, the findings suggest that stereotype threat constitutes an important stressor in the workplace.

The Influence of Professional Identity of College Teachers in Hainan Province on Job Satisfaction: The Mediating Role of Job Engagement

This study used a questionnaire survey method to investigate the relationship between teacher’s professional identity and job satisfaction, the impact of teacher’s professional identity on job engagement, and the mediating role of job engagement between teacher’s professional identity and job satisfaction among 404 teachers from the three universities in Hainan Province. The research results showed that the professional identity of university teachers in Hainan Province significantly positive impacts job satisfaction. The work engagement of university teachers in Hainan Province, China, significantly positive impacts job satisfaction. The work engagement of university teachers in Hainan Province partially mediates the impact of teacher’s professional identity on job satisfaction.

Navigating the Future: Antecedents and Consequences of Psychology Empowerment in Human-Robot Collaboration within Malaysia’s Smart Industries

In recent years, psychological empowerment has gained significant attention in organizational psychology and business contexts. However, its application to human-robot employees, particularly in the domain of collaborative robots (COBOTscobots), remains underexplored, especially in Southeast Asia and Malaysia where empirical studies are sparse. This pioneering study addresses this gap by applying Spreitzer&amp;#39;s (1995) framework and using PLS-SEM to investigate psychological empowerment among Malaysian COBOTcobot-integrated operators in smart manufacturing. The study examines role clarity as a novel moderator alongside traditional antecedents and incorporates authentic leadership and psychological capital as new constructs. Key findings reveal that role clarity significantly enhances the positive effects of psychological empowerment on job engagement but does not impact innovative work behavior. Additionally, authentic leadership and psychological capital are crucial in fostering empowerment. This extended study of the nomological psychology of empowerment provides valuable insights for future research direction on human-robot employees and collaboration dynamics.

SERVICE ORIENTATION AS A DRIVER OF ENGAGEMENT AND JOB SATISFACTION: INSIGHTS FROM SERBIAN HOTEL EMPLOYEES

The study investigates the relationships between service orientation, job engagement, and job satisfaction among hotel employees in Serbia. The research surveyed 244 employees across hotels of varying categorization levels, employing quantitative methods using AMOS software. Results reveal a significant positive influence of service orientation on job engagement, which in turn positively impacts job satisfaction. The study also explores the direct effect of service orientation on satisfaction and its indirect influence mediated by engagement. Findings highlight partial mediation, underscoring engagement's critical role in linking service orientation to satisfaction. Furthermore, significant differences were observed between employees with tourism-related education and those from other backgrounds in terms of these three variables. The research underscores the importance of fostering service-oriented practices to enhance employee satisfaction and engagement, which are essential for delivering high-quality services. The study concludes with recommendations for future research and practical implications for human resource strategies in the hospitality sector. By addressing the interplay of these variables, this study contributes to understanding how employee-centric practices can drive organizational success in competitive tourism markets. Limitations and prospects for comparative studies across different economic contexts are also discussed.

Fostering Sustainable Workplace Through Leaders’ Compassionate Behaviors: Understanding the Role of Employee Well-Being and Work Engagement

Social sustainability in organizations refers to fostering well-being, inclusion, and the development of supportive relationships that enhance individual well-being and collective resilience. This study explores the relationship between compassionate leadership and work engagement, focusing on the mediating role of employee well-being. Compassionate leaders actively engage with their followers’ needs, offering emotional support and practical help and aligning with social sustainability principles by promoting positive workplace outcomes and fostering a supportive environment. Despite compassionate leadership having generated growing interest, very few studies have adopted a quantitative approach to examining its specific effects on employee outcomes, creating a significant gap in the literature specifically concerning how compassionate leadership affects employee engagement or additional variables, such as employee well-being. Framed in the Job Demands-Resources (JD-R) Model, our study addresses this gap by examining whether compassionate leadership can serve as a job resource by increasing work engagement through employee well-being as a personal resource. The study was carried out on a sample of 225 Spanish workers, and the data were examined through a structural equation model (SEM) to test the proposed model. The results showed a good model fit to the data, showing that well-being acts as a key mediator in the relationship between compassionate leadership and job engagement. Although we did not find a direct association between compassionate leadership and engagement, we found that compassionate behaviors significantly improve employee well-being, which in turn promotes higher engagement. These results extend the JD-R model by demonstrating that leaders’ compassionate leadership can serve as a job resource, contributing to a supportive and socially sustainable workplace.

Determinants of undergraduate medical students' satisfaction with clinical supervision: Acohort study in a longitudinally structured sixth year clinical placement.

Work satisfaction is associated with fewer employee turnover intentions, increased job engagement and interest, and has agreater impact on employee well-being than environmental factors, such as workload. In workplace learning, clinical supervisors promote student satisfaction by meeting students' supervision needs in providing safe practice opportunities, training, and guidance in the social field. To quantitatively investigate this relationship, we proposed asupervision deficit index as ameasure of learner-centered supervision received and explored its correlation with satisfaction in workplace learning. In total, 1017Austrian medical students (2015-2017) in year 6 selected the 5most helpful supervisory activities (from 26options) and rated their experience levels of these activities during surgery and internal medicine placement. Asupervision deficit index was then created (range 0-3; 0 = no deficit). Students with no, minor or moderate supervision deficits reported higher overall satisfaction with their placements than those experiencing considerable deficits. Students' gender, clinical experience, hospital size, placement year, and clinical field did not influence the relationship. The deficit index's psychometric qualities were good. Training activities supporting competence, such as discussing patients, planning disease management, and practicing skills, were selected more often than activities supporting autonomy, such as an appropriate level of clinical duties, and social relatedness. Students favored competence support. Highlighting the importance of autonomy support to students and encouraging supervisors to engage in learner-centered supervision may improve the supervision experience and work satisfaction for both. The deficit index can be used to evaluate the effects of such interventions.

Does school leadership affect teacher work engagement in Turkish schools? Investigating the mediating effect of teacher job satisfaction: A multilevel structural equation modelling analysis

Emerging research highlights the central role of leadership in the effectiveness of Turkish schools, particularly in influencing teacher engagement, a key factor in achieving better school outcomes. This study investigated how and under what conditions school leadership is beneficial for teachers’ work engagement using data collected from 368 public secondary school teachers in Turkey. A model was developed to explore the direct and indirect relationships among school leadership, teacher job satisfaction, and work engagement, and it was tested at both the teacher and school levels. A multilevel structural equation model analysis was used to test the developed model. The results indicated that school leadership has a significant impact on teachers’ job engagement, regardless of the school where they work. Furthermore, job satisfaction played a mediating role in the relationship between school leadership and work engagement at both levels. The effect of school leadership on teachers’ work engagement at both levels occurs on the condition that job satisfaction acts as a mediator. This result makes a valuable contribution to the existing literature. Based on the results of the study, we also offer some suggestions for policy makers and school leaders to increase teacher work engagement by emphasising teacher job satisfaction.

The Effects of the Leaders' Light Triad and Dark Triad on the Job Engagement of Organization Members : Focusing on the Mediating Effect of Ethical Leadership

The Effects of the Leaders' Light Triad and Dark Triad on the Job Engagement of Organization Members : Focusing on the Mediating Effect of Ethical Leadership

The Relationship Between Representative Commitment and Job Burnout Among It Workers in Tamil Nadu

Objectives: Engagement of employee is a key component to get a maximum determined result in an organisation. Every organisation in this era puts efforts to keep their employees active. Engagement models explain about the theoretical framework and implementation strategy of employee engagement in an organisation. Methods: The study analysed the significant difference in the determinants of employee engagement, Job engagement, Organisational engagement, Job burnout and Psychological well-being based on demographic variables using ANOVA and independent sample t test. Findings: the researcher points out the general outline of the real findings acquired during the study. The findings exhibited and discussed clearly based on analysis of the determinants of Employee engagement and its consequences over Job burnout and Psychological well-being among IT employees in Tamil Nadu. All findings towards the study, derived from the analysis of information and from the elucidation drawn out from the Data analysis. So the section exclusively explains the summary of findings. Conclusions: The study also concluded that information technology employees strongly accept their cognitive engagement about the organisation. Since they are cognitive in organizational engagement, they can be used to actively participate in creative teams to make new ideas, perceptions, decision making etc. Personal efficacy concludes that the employees are highly confident with their own performance attainments and low level of emotional exhaustion and cynicism concludes that employees are with less intention on Job burnout..

Analysis of Level of Communication at the Workplace on Team Performance

Objectives: This study examines the various communication patterns and behaviours driven by cultural and gender diversity differences in a highly diverse multicultural workplace. Furthermore, it is also examining the relationship between effective communication patterns/ techniques and employee’s engagement and productivity. Methods: The Descriptive Analysis, Reliability, Pearson Correlation and Hypotheses testing through Regression analysis conducted by SPSS version 22 software and AMOS software version 22. Results: Analyses of data collected in this study is significant in order to test the hypothesis and answer the research questions for making accurate prediction about the results. The quantitative analysis and interpretation of data was carried out in two phases based on the results of the questionnaire. Conclusions: The study is focused on analysing the impact of meaningful multicultural communication among employees and the role played by supervisor-employees communications on employees’ self-esteem, job engagement, intention to change the job and overall job satisfaction. To satisfy the scope of the study existing review of literature, secondary available data, case studies, qualitative and quantitative research techniques are used. The core literature was sourced from various studies conducted around the world on diversity.

Work Engagement and Organizational Commitment Relationship with Career Growth

Purpose – The study aims to explore the correlation between work engagement and organizational commitment from an organizational standpoint, and their influence on career advancement from the perspective of graduates Aims(s) – It will examine graduates' career growth (career goal progress, professional ability development, organizational return growth, career advancement growth), organizational commitment (affective Commitment, continuance Commitment, normative Commitment) and work engagement (vigor, dedication, absorption) . Question： Is there a significant relationship between the graduates' career growth and each of the following? a. Sustenance of their work engagement b. Manifestation of their organizational commitment Hypothesis ： Work engagement and organizational commitment positively correlate with graduates' career growth. Design/methodology/approach – This research adopts a quantitative approach with a correlational research design. The Utrecht Group's frame of reference has largely shaped the concept of work engagement. The majority of the articles examined used UWES as a tool, according to Zahari and Kaliannan's systematic review (2022). The most accepted tool to measure Organizational Commitment is that of Allen and Meyer (1990). and generalization of findings across various studies. Spearman-rank correlation was used to determine the significant relationship between graduates’ career growth and sustenance of their work engagement and manifestation of their organizational commitment. Findings – There is a significant relationship between the level of career growth and work engagement among the participants. Additionally, their level of career growth also shows a significant positive correlation with their commitment to the organization. Employees with more excellent career advancement opportunities tend to be more invested in their work and demonstrate a more substantial commitment to the organization. Limitations of the study – through consistent investment in the professional development of their employees, firms not only enhance job engagement but also foster a highly proficient and driven staff. Ultimately, this positive cycle of advancing in one's profession and being dedicated to the company helps achieve overall success and ensure its long-term existence. Originality/value – This research endeavor on graduates' work engagement, organizational commitment, and career growth proves to be highly beneficial for the government. holds significant importance as it aims to generate empirical evidence about workplace attitudes among business master's and doctorate students, as opposed to relying solely on theoretical speculation. Lastly, the industry/company/employer will also benefit from this study by having committed employees who can contribute much to the attainment of the organizations’ goals and objectives.

Who stays? Australian alcohol and other drug work and worker characteristics predicting regional, rural and remote job retention.

The Australian alcohol and other drug (AOD) regional, rural and remote (RRR) workforce experiences chronic workforce retention challenges. However, little is known about the characteristics of RRR AOD workers nationally, or factors associated with retention. To examine the personal and professional characteristics of RRR AOD workers and identify factors that predict intent to remain in the workforce. Secondary analysis of Australian National AOD Workforce Survey data, a cross-sectional online survey of AOD workers (N = 1506). AOD workers employed in RRR Australia (N = 447). Demographic and professional characteristics; intent to remain in current job for the next year. The majority of RRR AOD workers were female (72%) and worked full time (65%) in the NGO sector (58%). Most (56%) intended to stay in their job. There were not only high rates of poor job engagement (33%) and high burnout (42%) but also high job satisfaction (80%). Significant predictors (p < 0.05) of retention intention were job satisfaction, low burnout, employment security and respect in the workplace. Workforce initiatives and benefits tailored to the current composition of the RRR AOD workforce are needed. Retention of workers may be facilitated by increasing job satisfaction, security and respect, and decreasing burnout.