Lower Levels Of Work Engagement Research Articles

Evaluation of the Association Between Sedentary Time and Low Work Engagement in the Work Environment After COVID-19 Pandemic: A Cross-Sectional Study of Japanese Workers.

Introduction The global shift towardworking from homedue to the COVID-19 pandemic has led to concerns about increased sedentary behavior and its potential impact on work engagement, a critical factor for employee well-being and organizational productivity. This study aims to explore the association between sedentary time and work engagement among workers in Japan in the post-pandemic work environment. Methods This cross-sectional analysis utilized data from the Japan COVID-19 and Society Internet Survey (JACSIS), conducted from September to November 2023, after the COVID-19 pandemic period. Participants included employed individuals over 18 years, excluding those in domestic occupations. Sedentary time and work engagement were self-reported and categorized. Logistic regression analysis adjusted for confounders such as socioeconomic status, work characteristics, and mental and physical health was employed to explore this association. Results The study found a significant association between longer sedentary time and lower levels of work engagement. In particular, for desk workers, longer sedentary time was associated with lower work engagement (sedentary time, compared to the reference category "<4 hours/day", 4 to <8 h: OR 1.42, 95% CI: 1.25-1.60; 8 to <12 h: OR 1.77, 95% CI: 1.55-2.01; ≥12 h or unknown: OR 2.14, 95% CI: 1.80-2.51, respectively). Sensitivity analysis confirmed that these results are robust to different definitions of work engagement. Furthermore, analyses in subgroups of desk workers classified according to specific characteristics suggested that desk workers who are full-time workers in non-managerial positions and work from home ≥4 days per week were more strongly associated with prolonged sedentary behavior and low work engagement (in the group of full-time workers who were non-managers, sedentary time, compared to the reference category "<4hours/day", 4 to <8 h: OR 2.14, 95% CI: 1.52-3.00; 8 to <12 h: OR 2.10, 95% CI: 1.46-3.00; ≥12 h or unknown: OR 3.32, 95% CI: 1.99-6.05; in those with work-from-home frequency of ≥4 days weekly, sedentary time, compared to the reference category "<4 hours/day", 4 to <8 h: OR 1.46, 95% CI: 0.99-2.16; 8 to <12 h: OR 1.73, 95% CI: 1.19-2.56; ≥12 h or unknown: OR 2.41, 95% CI: 1.58-3.67). Conclusions This study revealed a significant association between sedentary time and low work engagement among workers in Japanafter the COVID-19 pandemic. In the future, prospective studies are needed to confirm the causal associations between the two, using more validated measures of sedentary behavior.

The role of leadership in nurses' wellbeing and performance: A cross-sectional survey using a dual motivational pathway model.

To examine the positive motivational paths from perceived autonomy-supportive leadership, and the negative motivational paths from perceived controlling leadership to satisfaction and frustration of basic psychological needs, work motivation, work performance, work engagement and somatic symptom burden among nurses using Self-Determination Theory. The study used a cross-sectional design mapping nurses' perceptions of the various study variables through a survey. Nurses working in the municipal healthcare in Norway were recruited through an electronic questionnaire sent out via a link to their emails between 29th of August and 29th of September 2020. Of them, 219 nurses completed the questionnaire. Study hypotheses were tested using structural equation modelling. Higher levels of perceived autonomy-supportive leadership were associated with reduced levels of somatic symptom burden and increased levels of work performance and work engagement through the satisfaction of basic psychological needs and autonomous motivation, specifically identified regulation and intrinsic motivation. Perceptions of controlling leadership were associated with heightened levels of somatic symptom burden through basic psychological need frustration, amotivation and introjected motivation, along with lower levels of work engagement through need frustration and amotivation. This study underscores the positive motivational paths of perceived autonomy-supportive leadership on nurses' work performance and wellbeing through the facilitation of basic psychological need satisfaction and autonomous motivation. Conversely, the study highlights negative motivational paths of perceived controlling leadership on reduced work engagement and heightened ill-being through the basic psychological need frustration, controlled motivation and amotivation. This study provides insights and actionable recommendations for nurses and their leaders, emphasizing the significance of understanding the adverse impact associated with perceived controlling leadership. The findings underscore the importance of addressing these issues to mitigate detrimental effects on motivation and overall work functioning. No patient or public contribution.

Work Engagement sebagai Mediator Peran Workplace Well-being terhadap Performance pada Karyawan

The Covid-19 pandemic is a difficult time for everyone all over the world, including companies and their employees. After going through the pandemic, the term new normal emerged. The new normal brings new challenges for companies, especially in the way companies try to retain and attract new employees to work. This situation has an impact on the company, namely that it is difficult to attract and retain employees. One of the things that employees and job seekers need to consider today is workplace well-being. The well-being that employees feel at work plays a role in work engagement. Employees who are committed to their work become more innovative and are willing to put in more effort in carrying out their duties, which is expected to have an impact on performance. To have good performance, one indicator that needs to be considered is the work engagement of employees. Low levels of work engagement can have an impact on reducing employee performance, productivity and motivation. This research aims to determine the role of workplace well-being on performance with work engagement as a mediator for employees at PT X. This research is quantitative research using a questionnaire. The total number of participants was 68 participants and the data was tested using the process macro regression test. For measurement in this study, the workplace well-being questionnaire, individual work performance questionnaire and Utrecht work engagement scale were used. The results of this research show that work engagement is proven to be a full mediation in the role of workplace well-being on performance.

Enhancing the work engagement of frontline nurses during the COVID-19 pandemic: the mediating role of affective commitment and perceived organizational support

BackgroundOverload and anxiety were common phenomena among frontline nurses during the pandemic. Understanding the potential pathway for fostering engagement in high-stress working conditions can provide evidence of targeted intervention to facilitate nurses’ well-being and safety practices. This study aims to investigate the level of nurses’ work engagement during nucleic acid collection tasks in the COVID-19 pandemic and identify its potential antecedents.MethodsA cross-sectional design was adopted. A sample of 824 nurses who engaged in nucleic acid collection tasks completed an online self-report questionnaire between 1 March and 31 May 2022. Descriptive and path analyses were utilized to analyse the interrelationships among anxiety, perceived workload, affective commitment, perceived organizational support and work engagement. This study was conducted and reported under the guidelines for Strengthening the Reporting of Observational Studies in Epidemiology.ResultsThe results showed that frontline nurses engaged in such tasks reported high levels of anxiety and task load and low levels of work engagement. Path analysis identified anxiety symptoms, perceived workload, perceived organizational support, and affective commitment as associated with work engagement, and among these factors, perceived organizational support and affective commitment played key roles in mediating the relationship of anxiety, workload and work engagement in high-stress working conditions.ConclusionsAffective commitment and perceived organizational support were associated with frontline nurses’ level of work engagement during the COVID-19 pandemic; these two variables might explain how engagement is generated in high-anxiety and high-workload situations. When healthcare organizations give more attention to frontline nurses’ physical and psychological conditions and are able to innovatively motivate affective commitment and facilitate organizational support, nurses’ work engagement in high-level tasks may increase, thus enhancing work safety and personal well-being.

The role of general work engagement and well‐being for vacation effects and for vacation fade‐out

AbstractOur study examines individual differences in vacation‐related well‐being gains by investigating general work engagement and general well‐being as moderators. We examined the effect of vacation on employees' affective well‐being (negative activation and vigor) concerning three different vacation effects (change in affective well‐being over time): “vacation effect (during)” (before‐during vacation), “vacation effect (after)” (before‐after vacation), and “fade‐out effect” (during‐after vacation). A sample of 144 employees completed at least four out of five questionnaires: general (4 weeks before), pre‐vacation (3 days before), on‐vacation, Post‐1 (first day after), and Post‐2 (2 weeks after). Regarding vacation effects, affective well‐being was higher during and after vacation than before. After work resumed, gains in affective well‐being faded out (Exception: Negative activation did not differ from its level during vacation). Work engagement moderated vacation effects (during) and fade‐out effects: Employees with lower levels of work engagement benefitted more while on vacation but experienced a greater fade‐out. Lower levels of general well‐being were related to increases in affective well‐being during and after vacation. Well‐being did not moderate fade‐out effects. Our findings underscore the importance of work engagement and general well‐being for vacation‐related well‐being gains and the importance of work engagement for the sustainability of vacation effects.

Classification by Nurses' Work Values and Their Characteristics: Latent Profile Analysis of Nurses Working in Japanese Hospitals.

This study aimed to classify nurses with similar work values into subgroups by examining their intrinsic, extrinsic, social, and prestige work values. Additionally, we clarified the characteristics of the obtained subgroups using personal attributes, work engagement, and life satisfaction. Using a cross-sectional observational study design, we randomly sampled 52 hospitals in the Tohoku region of Japan and conducted a self-administered questionnaire survey with 2600 nurses. Latent profile analysis was performed to identify the number of subgroups. Of the 1627 collected questionnaires, 1587 were regarded as valid. The latent profile analysis revealed the following five subgroups with strong statistical significance: (1) self-oriented, (2) low, (3) medium-low, (4) medium-high, and (5) high types. The means of work engagement and life satisfaction gradually increased from the (2) low- to (5) high-type subgroups. There were significant differences among the subgroups in terms of marital status, child status, and job title. The (5) high-type subgroup had many nurses with job titles, high work engagement, and high life satisfaction. The (2) low-type subgroup included many nurses who were young, had few years of experience, were married, had children, and had low levels of work engagement and life satisfaction. Preregistration: This study was not registered.

The Effect of Work Engagement and Perceived Organizational Support on Turnover Intention among Nurses: A Meta-Analysis Based on the Price–Mueller Model

Aim. To elaborate on the relationship between work engagement, perceived organizational support, and the turnover intention of nurses by analysing some potential moderators. Background. Nurses’ turnover intention is negatively impacted by their level of work engagement and perceptions of organizational support. However, it is challenging to reach a consistent conclusion. Methods. Data were acquired from six electronic databases. Each study was evaluated using the quality assessment tool for cross-sectional studies of the Agency for Healthcare Research and Quality (AHRQ). STATA 15.0 was used to analyse the data, and a random effects model was used. The groups that included two or more studies were added to the moderator analysis. Results. A total of 40 study articles involving 23,451 participants were included. The turnover intention of nurses was inversely associated with work engagement (coefficient: −0.42) and perceived organizational support (coefficient: −0.32). A substantial moderating role was played by cultural background, economic status, working years, and investigation time ( P &lt; 0.05 ). Conclusion. Work engagement and organizational support significantly reduced turnover intention among nurses. Considering the acute shortage of nurses worldwide, nurses with lower wages, fewer working years, and lower levels of work engagement should be given more attention and support from their organizations. Implications for Nursing Management. The meta-analysis suggested that managers should give their employees a more organizational support and promote their work engagement to motivate nurses’ retention intention and maintain a stable workforce with little employee turnover.

Subtypes of work engagement in frontline supporting nurses during COVID-19 pandemic: A latent profile analysis.

AimThe aim was to examine the subgroups of work engagement in frontline nurses during the COVID‐19 pandemic.BackgroundThe pandemic may affect the work engagement of nurses who have direct contact with infected patients and lead to a poor quality of care. Identifying classification features of work engagement and tailoring interventions to support frontline nurses is imperative.DesignThis study utilized a cross‐sectional study design.MethodsThree hundred fifty‐five nurses were enrolled in this cross‐sectional study from 14 February to 15 April 2020. A latent profile analysis was performed to identify classification features of work engagement. Multiple logistic regression analyses were used to examine predictors of profile membership.ResultsA four‐profile model provided the best fit. The four profiles were titled ‘low work engagement’ (n = 99), ‘high vigour‐low dedication and absorption’ (n = 58), ‘moderate work engagement’ (n = 63) and ‘high work engagement’ (n = 135). A regression analysis suggested that young nurses and nurses who were the only children of their family were more likely to be in the ‘low work engagement’ and ‘high vigour‐low dedication and absorption’ groups.ConclusionThis study highlights the importance of tailoring interventions for frontline supporting nurses by considering their distinct work engagement patterns, especially during the COVID‐19 pandemic, to improve the promotion of work satisfaction and quality of care.ImpactThis was the first study to explore the latent profiles of work engagement in frontline nurses during the COVID‐19 pandemic. Over 40% of nurses were in the ‘low work engagement’ and ‘high vigour‐low dedication and absorption’ groups and reported low levels of work engagement. Understanding different patterns of work engagement in frontline nurses can help nursing managers provide emotional, material and organizational support based on the features of each latent profile, which may improve the quality of care and patient safety.

Impact of the COVID-19 Pandemic on the Work Engagement of UK Active Employees.

The objective of this investigation was to describe the work engagement perceived by UK workers during the COVID-19 pandemic. A descriptive cross-sectional study was conducted. The sample included 1085 participants, aged 18 years and older, living in the UK during the COVID-19 pandemic, who were active workers. Data were collected using an online questionnaire and the UWES-9. They were analysed using descriptive statistics, a t-test for equality of means or ANOVA, and the Chi-squared Automatic Interaction Detection method. The mean value in the UWES-9 was 3.46 (SD = 1.11). Participants with lower satisfaction (21.8%) gave significantly low or very low UWES-9 scores in 58.5% of the cases. Greater work engagement was obtained with more resources and less conflict, risk, and stress. In cases where there had been contact with COVID-19, this was associated with slightly lower levels of work engagement. These results could motivate and guide companies to adopt risk prevention measures and protocols to return to normal working conditions after the initial crisis phase of the pandemic.

Basic Psychological Needs at Work: Their Relationship with Psychological Well-Being and Healthy Organisational Outcomes with a Gender Perspective.

The aim of the study is to evaluate the mediating role of psychological well-being between the satisfaction/frustration of Basic Psychological Needs (BPN) and Healthy Organisational Outcomes, with a gender perspective. In a sample of 565 workers (65% women, response rate 72%) from two Colombian food companies, using Multigroup Structural Equation Models to test the invariance among gender, the study hypotheses were partially supported. The results show that: (1) psychological well-being fully mediates the relationship between BPN satisfaction and Healthy Organisational Outcomes; and (2) only work engagement mediates the relationship between BPN frustration and Healthy Organisational Outcomes. Specifically, people (women and men) whose basic needs are satisfied experience greater well-being and better Healthy Organisational Outcomes. In contrast, people whose BPN are frustrated experience lower levels of work engagement, which, in turn, influences their Healthy Organisational Outcomes. However, structural differences were observed among the variables, attending to gender, when invariance model grouping by gender was tested. Furthermore, ANOVA by gender found significant differences in the autonomy dimension of frustration and organisational affective commitment, in favour of men. The present study contributes to the scarce research on the role of BPN levels as a relevant driver in the development of psychological well-being and Healthy Organisational Outcomes.

Relationship of Work Engagement with Nurse-work and Patient Outcomes among Nurses in Central Philippines

Objective. This study determined the association between work engagement among hospital nurses and their work outcomes (i.e., job satisfaction, stress, burnout, and turnover intention) and patient outcomes (i.e., missed nursing care, adverse events, and quality of care). Methods. A cross-sectional study was employed using secondary data derived from 549 registered nurses working in different hospitals in Central Philippines. Eight self-report questionnaires were adopted to gather data in this study. Multiple linear and logistic regression analyses were used to test the hypotheses. Results. Nurses with lower levels of work engagement reported increased levels of job burnout and turnover intention. Those nurses with higher scores on the dedication subscale reported increased job satisfaction and perceived quality of patient care. Conclusion. Work engagement influences nurse work and patient outcomes in the Philippines. Higher levels of work engagement prevent nursing staff from leaving their workplaces and may help them find their work fulfilling personally and professionally. Nursing management should highly consider promoting work engagement through enhancing job resources to meet the needs of nurses and, eventually, improve professional work outcomes and quality patient care.

Work-Related Mental Health Issues in Graduate Student Population.

The scientific and educational community is becoming increasingly aware of the impact of current academic working conditions on graduate students’ mental health and how this is affecting scientific progress and ultimately society as a whole. Our study aimed to shed light on the work-related mental health issues affecting graduate students, providing a comprehensive research work including psychological and biological assessment. Our findings showed that a sizeable number of graduate student present anxiety, depression, or high burnout and that the time spent in academia plays an important role. The graduate student population displayed a specific work-related mental health issues profile with an altered hypothalamic–pituitary–adrenal (HPA) axis and low levels of work engagement. Finally, graduate students were equally stressed, with less work engagement, and more anxious and depressed than general workers.

Work engagement and psychological distress of health professionals during the COVID-19 pandemic.

To describe the level of work engagement of active health care professionals during the COVID-19 pandemic, and its relationship with psychological distress according to the professional category. Health care professionals working on the front line of the COVID-19 pandemic are at risk of psychological distress, and work engagement could be a positive attitude that could serve as a protective factor. Cross-sectional observational study of 1,459 health care professionals. Psychological distress was measured with the General Health Questionnaire and work engagement with the Utrecht Work Engagement Scale. Data were analysed with bivariate analyses and correlations. Psychological distress was reported by 80.6% of health care professionals. Work engagement as high with a total mean score of 5.04 (SD=1.14). The results showed that distressed professionals showed significantly lower levels of work engagement. The present study identified psychological distress and work engagement experienced by health care professionals during the COVID-19 pandemic. Most of the variables included in the study revealed a significant relationship with psychological distress and work engagement. The relationship between the working conditions with psychological distress and work engagement suggests that improvements in the workplace are needed to promote protective measure for the mental health of health care professionals.

Psychological Flexibility and Its Relationship to Distress and Work Engagement Among Intensive Care Medical Staff.

Intensive care settings place specific work-related demands on health care professionals that may elicit stress and negatively influence occupational health and work engagement. Psychological flexibility has emerged as a promising construct that could help explain variation in reported health. Understanding the role of psychological flexibility in occupational psychological health among intensive care medical staff may potentially guide the development of effective interventions. Thus, the present study evaluated the relationships between psychological flexibility (Work-related Acceptance and Action Questionnaire), distress (Perceived Stress Scale, General Health Questionnaire) and work engagement (Utrecht Work Engagement Scale) in a sample of 144 health care professionals from one adult (ICU, N = 98) and one pediatric (PICU, N = 46) intensive care unit. In addition to cross-sectional analyses, a subset of data (PICU, N = 46) was analyzed using a longitudinal design. Results illustrated that higher levels of distress were associated with lower levels of work engagement. Furthermore, psychological flexibility was related to greater work engagement, and psychological flexibility had a significant indirect effect on the relationship between distress and work engagement. Lastly, increased psychological flexibility over time corresponded with increased work engagement. Although tentative, the results suggest the importance of psychological flexibility for work engagement in health care professionals within intensive care settings.

Workload, Workaholism, and Job Performance: Uncovering Their Complex Relationship.

The current study aimed to test how workload, via workaholism, impacts job performance along with the complex interplay of perfectionistic concerns and work engagement in this mediated relationship. A two-wave, first and second stage dual-moderated mediation model was tested in an SEM framework. Results based on a sample of 208 workers revealed a complex and nuanced relationship among the studied constructs, such that the simple mediation model was not significant, but the indirect effect was negative, nonsignificant, or positive conditional on both moderators. The results offer interesting theoretical and practical implications for future studies to be conducted in this area of research. In particular, lower levels of perfectionistic concerns were associated with a positive relationship between workload and workaholism, and lower levels of work engagement were related to a negative link between workaholism and job performance. Findings suggest work engagement should be monitored and promoted by managers, especially when workload, and consequently, the possible risk of workaholism, cannot be avoided.

Depression and Engagement in a Brexit Context: The Role of Job Type and UK Citizenship Status

This study explores the interplay between UK citizenship status, the nature of jobs for employees in the UK, and the potential role that these factors play in influencing job related depressed well-being states and work engagement in the context of a looming Brexit (where the UK proposed to leave the EU). In two waves of data collection, across six months, we survey EU and UK citizens working in the UK and test a moderated mediation model. Drawing on Conservation of Resources theory as an explanatory framework, we demonstrate that, compared to employees with UK citizenship status, EU migrants based in the UK without citizenship show higher levels of depression and that this is followed by lower levels of work engagement. Crucially, we also show an indirect relationship between being in a more vulnerable (low skilled) job and lowered work engagement mediated through states of depression, which is moderated by UK citizenship status (i.e. only significant for EU citizens who do not have citizenship). Finally, we also show that EU migrants without UK citizenship exhibit greater reductions in work engagement following an increase in depression over time compared to employees who do have the security of UK citizenship status.

Human Resource Management Systems and Work Engagement: Exploring the Impact of Employee Paternalistic Values

Organizations implement high-commitment human resource management (HRM) systems to increase work engagement as they provide employees with a sense of being looked after in the workplace. This relationship is rarely considered alongside the responsibility of management to look after employees beyond the workplace too in return for hard work and loyalty, as represented by paternalistic values. This study, therefore, investigates the effect of high-commitment HRM systems on work engagement, mediated by employees perceiving the HRM system to be distinctive, consistent, and consensual (i.e., a strong system), and moderated by employee belief in paternalistic values. Based on an empirical study of 384 employees, high-commitment HRM is found to increase work engagement as hypothesized. However, HRM system strength does not mediate this relationship as expected and instead is associated with lower levels of work engagement. When testing for the moderating effect of employee belief in paternalistic values, when this is low, high HRM system strength leads to lower levels of work engagement. These findings imply that strong HRM systems may be perceived as intrusive, as paternalism may be, for employees with low belief in paternalistic values.

Job attitudes as a predictor of work engagement of the lecturing staff at the University of Namibia

Orientation: Engaged employees contribute to the success and productivity of an organisation. Satisfaction of basic psychological needs and organisational commitment (job attitudes) impact positively on work engagement of the lecturing staff.Research purpose: The purpose of this study was to investigate the effect of basic psychological need satisfaction and organisational commitment on work engagement of the lecturing staff.Motivation for the study: Organisations realise their objectives through their employees. When employees are not satisfied or committed at work, it can result in low levels of work engagement, absenteeism, exhaustion, cynicism, low productivity and turnover.Research approach/design and method: A cross-sectional survey design was used to collect data of the lecturing staff at the University of Namibia (n = 242). Cronbach’s alpha coefficients, Pearson correlation coefficient and multiple regression analyses were used to analyse the data.Main findings: This study found a positive relationship between basic psychological need satisfaction, organisational commitment and work engagement. Normative and affective commitment was found to be significant predictors of vigour, dedication and absorption (work engagement).Practical/managerial implications: Organisations need to include staff members in the decision-making process, allow employees to direct work-related activities, conduct team-building activities, provide training and development activities and regularly assess job satisfaction of the employees.Contribution/value-add: The novelty of this study in Namibia will add to knowledge within industrial or organisational psychology, encourage future research and guide the development of interventions.

Fostering work engagement: The role of the psychological contract

Studies frequently refer to the psychological contract as an antecedent of work engagement. However, these studies mainly analyze the effects of a psychological contract breach on engagement, and neglect the subject of how different types of psychological contracts affect work engagement. We analyze the relation between Rousseau's four types of psychological contract—relational, transactional, balanced, and transitional—and work engagement. Specifically, we posit that both the relational and the balanced contracts lead to higher levels of work engagement, while the transitional and the transactional contracts lead to lower levels of work engagement. This study analyzes data on different types of psychological contracts in a Portuguese military organization undergoing significant change. Data analysis using partial least squares confirms the initial hypotheses.

Age‐based stereotype threat and negative outcomes in the workplace: Exploring the role of identity integration

AbstractPrevious studies have shown that the presence of age‐based stereotypes in the workplace is often associated with lower levels of work engagement and adjustment among older employees. This study examines possible mediators and moderators of this relationship using data from a sample of 2,348 older (age &gt; 50) employees at the Italian national rail company. We test a model in which the effects of age‐based stereotype threat on organizational involvement, future time perspective, and psychological well‐being are mediated by work–age identity integration (how much individuals see their age and organizational identities as compatible and blended). Secondly, we explored whether these effects are moderated by gender and job status. Results indicate that age‐based stereotypes are associated with negative outcomes for employees’ work and personal adjustment, and that these relationships are partially mediated by variations in work–age identity integration.