Mediation Role Of Work Engagement Research Articles

Mediation role of work engagement in the effect of healthcare professionals’ perception of organizational trust and organizational support on perception of organizational cynicism

The aim of this study is to investigate the mediating role of work engagement in the effect of healthcare workers’ perceptions of organizational trust and organizational support on organizational cynicism. A total of 306 healthcare workers participated in the research. Data was collected using scales for organizational trust, organizational support, organizational cynicism, and work engagement. Confirmatory factor analysis was conducted to validate the structure of the scales. The study employed PATH analysis to determine the mediating role of work engagement. The data were analyzed using SPSS and AMOS software. The findings established a negative relationship between perceptions of organizational trust and organizational support with organizational cynicism, which is partially mediated by the level of work engagement. Additionally, the study identified a negative relationship between the level of work engagement and organizational cynicism. Conversely, the study concluded that perceptions of organizational trust and support have a positive impact on work engagement levels. This research makes a significant contribution to understanding the effects of healthcare workers’ perceptions of organizational trust and support on organizational cynicism and work engagement. Furthermore, these results could provide a valuable foundation for developing effective strategies in the management and practice of health organizations.

The association between teacher-student relationships (TSR) and Puerto Rican teachers’ well-being

Very little research has investigated the effect of Teacher-Student Relationships (TSR) on teachers’ well-being. Based on the Job Demands-Resources (JD-R) Model, this study aimed to examine the relationship between TSR and teachers’ mental health through work-related well-being. We analyzed the mediation role of work engagement and emotional exhaustion in the relationship between TSR and anxiety and depression symptoms. The sample included 179 educators across middle and high schools in Puerto Rico (PR). The results of regression-based mediation analyses indicated that TSRs have a significant indirect relationship with anxiety and depression symptoms through work engagement and emotional exhaustion. Our findings have theoretical and practical implications. TSR becomes evidently relevant within the JDR Model as a social resource and revindicates the need to develop positive TSR to improve educators’ emotional and work-related well-being.

Linking Family Supports and Vietnamese Employee Performance: The Mediator Role of Work Engagement

Linking Family Supports and Vietnamese Employee Performance: The Mediator Role of Work Engagement

Enhancing lecturer readiness to change: The mediation role of work engagement

Enhancing lecturer readiness to change: The mediation role of work engagement

The Role of Intrinsic Motivation on Altruism, Civic Virtue, Affective Commitment and Work Engagement

Intrinsic motivation plays a pivotal role in shaping various dimensions of nursing practice. This study investigates how intrinsic motivation influences altruism, civic virtue, affective commitment, and work engagement among Bakti Timah Medika nurses. A sample of 134 nurses was selected through accidental sampling. This research uses a quantitative approach to analyze Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal a significant positive correlation between intrinsic motivation and altruism, civic virtue, affective commitment, and work engagement. Notably, work engagement demonstrates the most substantial impact of intrinsic motivation. Furthermore, this study suggests a potential mediator role of work engagement between inherent motivation and altruism, civic virtue, and affective commitment. By shedding light on the influence of intrinsic motivation on essential work outcomes (altruism, civic virtue, affective commitment, and work engagement) within the health sector, this research contributes to enhancing nursing practices.

Cognitive, Emotional and Social Intelligence towards Job Performance: The Mediator Role of Work Engagement

Cognitive, Emotional and Social Intelligence towards Job Performance: The Mediator Role of Work Engagement

The Effect of Person-Job Fit on Innovative Work Behavior: Moderated Mediation Role of Work Engagement and Knowledge Sharing Intention

Yenilik, işletmelerin hayatta kalabilmeleri için en önemli rekabet aracı olagelmiştir. Literatür incelendiğinde, örgütlerin yenilik faaliyetlerinde başarılı olabilmeleri için çalışanlarının yenilikçi iş davranışlarını teşvik etmeleri gerektiği birçok bilimsel çalışma ile ortaya konmuş olduğu görülmektedir. Bahse konu davranışın işletmelerin genel yenilik performansını etkilemesi, yenilikçi iş davranışını tetikleyen faktörler hakkında birçok araştırma yürütülmesine sebep olsa da kişi-çevre uyumu fenomeninin bileşenlerinden biri olan kişi-iş uyumu ve işe adanmışlığın bu davranış üzerindeki etkileri konusunun irdelenmesine hala ihtiyaç duyulmaktadır. Zira kişi-iş uyumu ve işe adanmışlık kavramlarının bağlılık, yüksek performans ve bilgi paylaşma gibi birçok farklı olumlu iş yeri tutum ve davranışının öncülü olduğu birçok çalışma tarafından gösterilmiştir. Bu hususlardan hareketle, bu araştırmanın amacı kişi-iş uyumunun yenilikçi iş davranışı üzerindeki etkisini ve işe adanmışlık ile bilgi paylaşma niyetinin bu ilişkideki aracılık rolünü ele almaktır. Çalışmada nicel araştırma yöntemleri kullanılmıştır. Araştırmanın verileri Düzce’de faaliyet gösteren çeşitli sektörlerdeki üretim işletmelerinde çalışan mavi yakalı 811 çalışandan yüz yüze anket yoluyla toplanmıştır. İlk aşamada veriler keşifsel ve doğrulayıcı faktör analizlerine tabi tutulmuştur. İkinci aşamada çoklu eşdoğrusallık ve ortak yöntem varyansı sorunlarının olup olmadığı kontrol edilmiştir. Ardından, değişkenler arasındaki ilişkileri belirten hipotezler yapısal eşitlik modellemesi ve hiyerarşik regresyon tekniği ile test edilmiştir. Analiz neticesinde elde edilen ilk bulguya göre, kişi-iş uyumunun yenilikçi iş davranışı üzerinde olumlu ve anlamlı bir etkisi bulunmaktadır. İkinci bulgu, işe adanmışlığın kişi-iş uyumunun yenilikçi iş davranışı üzerindeki etkisinde kısmi aracılık rolünün olduğunu ortaya koymuştur. Son olarak, araştırma sonuçları çalışanların bilgi paylaşma niyetinin, işe adanmışlık ile yenilikçi iş davranışı ilişkisi üzerinde düzenleyici etkisi olduğunu göstermektedir. Çalışma sonunda araştırmanın sınırlılıklarına yer verilmiş, araştırmacılara ve uygulayıcılara yol gösterici önerilerde bulunulmuştur.

How psychological empowerment impacts task performance: The mediation role of work engagement and moderating role of age.

This paper presents a mediation–moderated model of the relationship between psychological empowerment, work engagement, age, and task performance. I seek to provide a more nuanced understanding of the mediating role of work engagement in the positive effect of psychological empowerment on task performance. Further, I explore employee age as a moderating factor in this mediation. I used online surveys among a sample of Latin American textile industry employees to capture individual perceptions about psychological empowerment, work engagement, and task performance. I modeled a mediation–moderated model using Hayes’ Process macro. The results confirm that the positive impact of employee psychological empowerment on task performance is partially mediated by work engagement. In addition, age was a significant moderator of the mediation effect. This study expands knowledge about how the psychological empowerment–work engagement relationship can predict task performance, including age as a boundary condition. Following the Job Demands–Resources theory, I also prove that conceptualizing psychological empowerment as a personal resource can benefit the integration of psychological empowerment and the work engagement stream of research. Moreover, the findings may help human resources management (HRM) researchers and practitioners acknowledge contextual differences in understanding the combined effects of psychological empowerment and work engagement. For instance, textile industry human resources managers can develop specific age–based human resource systems that empower and engages employees from emerging economies.

Influence of Work Environment and Work Characteristics on Turnover Intention System with Mediation Role of Work Engagement

The millennial generation currently dominates human resources in the company. Millennial generation employees have many advantages, but millennials are considered less committed to their work, so they are synonymous with high turnover intentions. The research was conducted to know the effect of the work environment and job characteristics on the turnover intention with the mediating role of work engagement in millennial generation employees, work environment, and job characteristics as independent variables. Turnover intention is the dependent variable, and work engagement is a mediating variable. This study uses a survey method by distributing questionnaires where the respondents used 204 employees in the millennial generation with domiciles in the West Jakarta area. Then, the data was processed using the SEM-PLS method. The results showed that the work environment hurt turnover intention. Job characteristics do not affect turnover intention. Job engagement hurts turnover intention. The work environment has a positive effect on work engagement. Work characteristics have a positive effect on work engagement. Furthermore, work engagement mediates the relationship between the work environment and turnover intention. Job engagement also mediates the relationship between job characteristics and turnover intention.

Work Values Predict Job Satisfaction among Chinese Teachers during COVID-19: The Mediation Role of Work Engagement

Teachers’ job satisfaction is a prominent aspect that determines workplace well-being and job performance. With the outbreak of COVID-19, changes in the teaching process have emerged (e.g., the shift to online classes and an increase in teaching hours), which might be affecting job satisfaction. A closer look at predictors of teachers’ job satisfaction and the level to which they have influenced teaching satisfaction during the period of COVID-19 pandemic is very important. This survey involved a sample of 2886 Chinese teachers to examine the effects of teachers’ work values on their job satisfaction through the mediating role of work engagement. The analysis by SPSS 25 and PROCESS for SPSS software was run, and the results showed a strong effect of teachers’ work values on job satisfaction (β = 0.203, SE = 0.203, p < 0.01) and of work values on job satisfaction through the mediating role of work engagement (β = 0.204, SE = 0.017, p < 0.01). From the correlation analysis, work values strongly correlated with work engagement (r = 0.499, p < 0.01) and job satisfaction (r = 0.360, p < 0.01). Teachers’ work values and work engagement played a predicting role on job satisfaction among Chinese teachers during this period of the COVID-19 pandemic.

The role of work engagement in the relationship of job autonomy and proactive work behavior for organizational sustainability

This study aims to examine the effect of job autonomy on proactive work behavior and to investigate the mediating role of work engagement in the relationship of job autonomy and proactive work behavior. This study involved 208 employees working in the private sector, public sectors, and government in Indonesia. Participants were taken using convenience sampling techniques through the distribution of questionnaires online. Data were analyzed using Structural Equation Model (SEM). This research shows that job autonomy directly influences work engagement and indirectly affects proactive work behavior through work engagement mediation. Our results found different results from previous studies, where job autonomy directly impacted proactive work behavior. Our results reveal the full mediation role of work engagement in the relationship between job autonomy and proactive work behavior.

Personal resources and turnover intention among private sector employees: Does work engagement still matter?

Work engagement has emerged as a core element of talent management to acquire and retain high-performing employees in the labor market and a potential bright spot for business success. Due to the aforementioned positive influences and benefits of improving employees' work engagement, many organizations put more effort towards enhancing and maintaining levels of work engagement as their top priority for an effective human resource system. This study aimed to investigate the mediating effects of employees' work engagement in the relationships between their personal resources (self-efficacy, organizationalbased self-esteem, and optimism) and turnover intention. A total of 119 survey responses collected by convenience sampling and analyzed by using structural equation modeling (SEM). This study concluded that there is a positive relationship between self-efficacy, organizationalbased self-esteem, optimism, and work engagement. The mediation role of work engagement in the relationship between self-efficacy, organizational-based self-esteem, optimism, and turnover intention proves significantly in this study. Interestingly, this study found that there is a positive relationship of self-efficacy on turnover intention which means that the higher level of self-efficacy does not indicate the lower turnover intention. Employees with a high level of self-efficacy believe that they are giving too much to their organization Therefore, they eventually negotiated more for higher salaries while at the same time seeing more alternative jobs/organizations offers in case they are not appreciated enough for what they do for organizations.

Human resources management practices and organizational commitment in higher education

PurposeThe purpose of this paper is to investigate the impact of human resource management (HRM) practices on organizational commitment in Palestinian universities, and to examine the mediating effect of work engagement as a black-box mechanism that defines HRM practices–organizational commitment relationship.Design/methodology/approachThe source of the data is from 237 employees (academics and administrative staff) from Palestinian universities. The authors used structural equation modeling to verify the hypotheses.FindingsThe results reveal that HRM practices have a significant impact on employee organizational commitment in higher education. In addition, work engagement showed a significant mediating effect between performance appraisal and organizational commitment on the one hand, and between rewards and compensation and organizational commitment on the other hand.Practical implicationsThe study suggests university managers to capitalize on HRM practices as vehicle to trigger positive work-related attitudes.Originality/valueThe study contributes to the literature by examining the impact of HRM practices on organizational commitment through the mediation role of work engagement in higher education of a non-western context. The study is one of the few studies that is conducted in the middle east.

A Proposed Framework Model of the Relationship between Organizational Culture, Work Engagement, and Employee Performance at Airasia Berhad

The aim of this research to determine the relationship between organizational culture (OC) and employee performance (EP) mediated by work engagement (WE); and to make the proposed conceptual model on these three variables based on the prior literature review. In addition, this research focuses on airline business (AirAsia Berhad) which is one of the most famous and affordable airline companies in the Asia region. From the secondary data of AirAsia Berhad, it is demonstrated that for AirAsia succeed and to be a leading airline organization in Asia, employees are the main asset and contributor for succeed goal with a competitive advantage. Research has shown that AirAsia Berhad comes to this position due to the supported of leadership, organizational culture, employee’s engagement and overall relay on employee’s performance. However, the contribution of this study is two way explainable; one is theoretically – first of all, this research is proven the relationship among these three variables (OC, WE, EP) and determined the mediator role of work engagement between organizational culture and employee performance. Secondly, this research is developed the conceptual framework supported the previous literature that will facilitate the researcher for further study on this field. Another way is practical- this research will help the superior manager to induce plan to manage employees to succeed their goal with a competitive advantage. Secondly, it will help the manager to understood with concern; why employees have to be compelled to engage and, why solid organizational culture is vital for work engagement and employee performance. Hence, this research is not out of limitation, which is described in the conclusion paragraph, consequently, these gaps need to fulfil by the future study.

Effects of work practice environment, work engagement and work pressure on turnover intention among community health nurses: Mediated moderation model.

To test the relationship between work practice environment and turnover intention, considering the mediation of work engagement and the moderation of work pressure among community health nurses. A cross-sectional survey design. A total of 410 nurses were recruited from 32 community health centres between September 2016-January 2017 with survey on work practice environment, work engagement, work pressure and turnover intention. Structural equation modelling was used to test a mediated moderation model. Work practice environment was positively associated with higher work engagement and lower turnover intention and work engagement partially mediated the relationship between work practice environment and turnover intention. In addition, work pressure moderated the relationship between work practice environment and work engagement. The improvement of work practice environment including the physical and humanitarian environment could enhance nurse engagement and reduce turnover intention in community, which was more pronounced among high-pressure nurses. In front of the nursing shortage, especially in communities, the strategies on how to retain and motivate nurses have become the focus of concern. Based on the job demands-resources model and the conservation of resources theory, this study examined the effect of work practice environment on turnover intention with the mediation role of work engagement and the moderation role of work pressure among community health nurses. The nurse managers of communities should pay attention to the role of work practice environment in stimulating nurses' engagement and decreasing turnover intention, especially when nurses are under high work pressure.

Effect of organisational integrity and leadership behaviour on organisational excellence

PurposeThe purpose of this paper is to study the effect of organisational integrity and leadership behaviour on organisational excellence by considering the mediating role of work engagement in the banking sector.Design/methodology/approachThe quantitative (questionnaire survey) design was used to gather data from 285 employees of the banking sector in Southern and Central Iraq.FindingsThe findings revealed a partial mediation role of work engagement in the relation between organisational integrity and organisational excellence and a full mediation role between leadership behaviour and organisational excellence.Research limitations/implicationsManagers need to understand that the impact of their leadership behaviour on organisational outcomes; they also have to understand how people think and what motivates them positively. Therefore, managers must deal with employees as internal customers and realise that their satisfaction and performance is the satisfaction of external customers.Originality/valueFew studies have dealt with this topic in the in developing countries such as Iraq. The increases the strength of competition in the Iraqi banking sector pays more attention to the search for excellence. Therefore, more research efforts are needed for achieving organisational excellence in this sector.

Supervisor Support and Affective Organizational Commitment: The Mediator Role of Work Engagement.

The aim of the study was to verify the mediator role of work engagement between supervisor social support and affective organizational commitment. A cross-sectional and correlational study using questionnaires was conducted. We obtained a convenience sample of 267 participants from 403 nurses from two public hospitals (66.25% response rate). Participants were required to be registered nurses without a supervisor position and to have worked for at least 1 year in the same ward in a public hospital. The mediator role of work engagement was examined using path analysis and bootstrapping method (bias-corrected confidence intervals). Results showed that affective organizational commitment was positively and significantly predicted by supervisor support, vigor, and absorption. Supervisor support had both a direct effect and an indirect effect, through vigor and absorption, on affective organizational commitment. Social support from supervisors allows an increase both in nurses' engagement and their desire to remain in the organization.

The Relationship between Perceived Support and Innovative Behavior: Analyzing the Mediating Role of Work Engagement

This study reconnoiters the relationship between perceived support and individual innovative behavior at the workplace built on Social Exchange Theory and Job Demands-Resources model. In this research, perceived support was measured via organizational, supervisor, peer support through a multilevel lens. Furthermore, the mediator role of work engagement was questioned in the link between perceived support and work engagement. To achieve these, data obtained from a total number of 203 employees in five different firms operating in two separate Technoparks located in Ankara, Turkey. According to the results, perceived support of organization, supervisor and peer have significant positive effects on innovative behavior. Among the dimensions, most important affect was recorded by perceived organizational support. Also, it was indicated that work engagement had a partial mediator effect on the relationship between perceived support and innovative behavior.

Work engagement, social support, and job satisfaction in Portuguese nursing staff: A winning combination

BackgroundJob Demands-Resources model assumes the mediator role of work engagement between social support (job resource) and job satisfaction (organizational result). However, recent studies suggest that social support can be considered as a moderator variable in the relationship between engagement and job satisfaction in nursing staff. AimThe aim of this study is to analyze the moderator role of social support, from supervisor and from co-workers, in the relationship between work engagement and job satisfaction in a Portuguese nursing sample. MethodWe conducted a cross-sectional and correlational study assessing a final sample of 215 participants (55.56% response rate, 77.21% women). Moderation analyses were carried out using multiple and hierarchical linear regression models. ResultsJob satisfaction was significantly predicted by work engagement and social support from supervisor and from co-workers. The significant interaction in predicting job satisfaction showed that social support from co-workers enhances the effects of work engagement on nurses' satisfaction. ConclusionA climate of social support among co-workers and higher levels of work engagement have a positive effect on job satisfaction, improving quality care and reducing turnover intention in nursing staff.

Utrecht Work Engagement Scale-Student Forms’ (UWES-SF) Adaptation to Turkish, Validity and Reliability Studies, and the Mediator Role of Work Engagement between Academic Procrastination and Academic Responsibility

Work engagement, which appeared as a positive psychological phenomenon in the fields of work and study, and is one of the positive state indicators of employees regarding work; at first became a popular concept in work and consultancy fields and is lately becoming a popular in academia (Littman-Ovadia & Balducci, 2013; Schaufeli & Bakker, 2010). Work engagement, a positive organizational behavior pattern, which is expressed as the opposite pole or the positive antithesis of burnout, is described as the positive approach of the mind with dedication, and regarding work (Schaufeli, Martinez, Marquez-Pinto, Salanova, & Bakker, 2002; Schaufeli & Salanova, 2007). Rather than a momentary state, work engagement is described as a constant emotional-cognitive state that is not fixed on any specific item, event person or behavior (Schaufeli & Bakker, 2004; Schaufeli, Martinez et al., 2002).Adaptation StudyUtrecht Work Engagement Scale-UWES was developed by Schaufeli, Martinez et al. (2002) based on Maslach Burnout Inventory (MBI), in order to measure work engagement, which is conceptualized as the worker's approach to their work with vigor, dedication and then absorption, the opposite of burnout. The first subscale of UWES is defined as the worker's absorption with and dedication to their work, and fulfilment of their responsibilities with high levels of energy, and this corresponds to the MBI-GF sub factor of exhaustion (decrease of mental energy). The second subscale of UWES is dedication, this is defined as the worker's enthusiastic approach to work and corresponds to the MBI-GF subscale of cynicism (negative attitude towards work). Exhaustion and cynicism which represent the stress dimension of exhaustion (Maslach, Schaufeli, & Leiter, 2001) are at the focal point of burnout, while vigor and dedication is central to work engagement (Schaufeli & Bakker, 2004). In other words, in order to talk about burnout or work engagement, these basic factors are dealt with. Conceptually, the third subscales of MBI-GF and UWES (lack of efficacy and absorption) are not evaluated as opposites of each other. Lack of efficacy in MBI-GF represents a more personal characteristics; while absorption in UWES represents a situation that is a result of vigor and dedication (Langelaan, Bakker, Van Doornen, & Schaufeli, 2006) therefore they cannot be thought of as opposites (Gunduz, Capri, & Gokcakan, 2013).UWES was originally developed as 24 items, but after psychometric evaluations 7 non-functional items were removed, the final form of a scaling tool based on self-report with 17 items, consisting of the subscales vigor (6 items), dedication (5 items) and absorption (6 items) were reached (Schaufeli, Martinez et al., 2002). After another following psychometric evaluation, 2 items that were poor or non-functional were removed and a 15 item form of UWES (Schaufeli & Bakker, 2004) was also used in certain studies (Kutsal, 2009; Salanova, Schaufeli, Llorens, Peiro, & Grau, 2000; Xanthopoulou, Bakker, Kantas, & Demerouti, 2012). At the final stage, a 9 item form of UWES-SF with 3 items in each subscale was developed by Schaufeli and Bakker (2004).The psychometric qualities of these developed forms were tested on over 30,000 workers in various countries like China, Finland, Greece, Portugal, Spain, South Africa, Sweden, The Netherlands and Turkey. It was reported in these studies that satisfactory results were achieved in the internal consistency of the scales, test and re-test, inter-item correlation and correlation between hidden variables and that the 3 factor structure was confirmed better than the single factor structure (Gunduz et al., 2013; Hallberg & Schaufeli, 2006; Salanova et al., 2000; Salanova, Agut, & Peiro, 2005; Schaufeli, Martinez et al., 2002; Schaufeli & Bakker, 2004; Schaufeli, Taris, & Van Rhenen, 2008; Seppala et al., 2009; Shimazu et al. …