Organizational Engagement Research Articles

Religious Service Attendance and Religious and Secular Organizational Engagement in the United Kingdom

AbstractThe study uses nationally representative data to examine whether the moral freighting Putnam and Campbell (2010) propose, based on American experiences, may apply to overall British society. Specifically, it tests whether religious service attendance increases religious or secular organizational activities, possibly due to moral freighting that encourages religious congregants to practice their faith, transcending ego boundaries and self‐interest. It is also necessary to determine if engagement in religious or secular organizational activities elevates the degree of religious service attendance, thus forming a bidirectional association. The study employs the maximum likelihood‐structural equation modeling (ML‐SEM) method to verify the proposed reciprocity. The empirical tests confirm that a synergistic reciprocal relationship is established between religious service attendance and religious organizational engagement, and that religious service attendance increases secular organizational engagement. However, secular organizational engagement does not make a bidirectional contribution to religious service attendance.

Pengaruh Knowledge Sharing terhadap Organizational Citizenship Behavior dan Work Engagement yang dimediasi oleh Locus of Control

This article aims to examine the effect of knowledge sharing on organizational citizenship behaviour and work engagement mediated by locus of control among employees of PT. Telkom Gaharu Access. This research focuses in improving the quality of work by the employees with the aim of achieving each organizational goal. The indicators as measuring tools in this study use the theory presented by Afsar, et. al. (2018). The data collected in this study were obtained based on primary data and secondary data with 50 person employees as sample from total population is 150 employees at PT. Telkom Access Gaharu with proportional random sampling method. This research conducted by quantitative method. The findings in this study indicate that in order to increase organizational citizenship and work involvement within an organization which includes quality and performance both for each individual and knowledge sharing is required.

The Level of Organizational Effectiveness and its Relationship to Job Engagement among Workers in the Ministry of Education in the Sultanate of Oman

The current study aimed to determine the level of organizational effectiveness and the degree of Functional engagement for workers in the Ministry of Education in the Sultanate of Oman, and to identify whether there are statistically significant differences at the level of significance (α ≤ 0.05) between the arithmetic averages due to the study variables (sex, educational qualification, and years of experience) in each Among the variables of the study, organizational effectiveness and Functional engagement, in addition to knowing whether there is a relationship between these two variables. To achieve the objectives of the study, the study used the correlative descriptive approach. In order to answer its questions, a tool for the study, a questionnaire, was prepared, consisting of two axes. The first Domains: to determine the level of organizational effectiveness with its dimensions: (achievement of goals, recruitment of resources, internal processes, stakeholders), while the second axis: to determine the degree of Functional engagement in its dimensions: (cognitive, physical, and emotional). The results were as follows: that the level of organizational effectiveness in the Ministry of Education is high with average of (2.91), while the degree of Functional engagement among workers in the Ministry of Education is high with average of (3.85). It indicated that there were no statistically significant differences in the level of organizational effectiveness due to the study variables (gender, educational qualification, and years of experience), as well as to the degree of Functional engagement. There is also a strong positive correlation between organizational effectiveness and Functional engagement among workers in the Ministry of Education in the Sultanate of Oman. Keywords: organizational effectiveness- Functional engagement- achieving goals- Recruitment of resources- stakeholders.

The Role of Organizational Support and Holistic Intelligence on Lecturer Performance Mediated by Organizational Commitment

Purpose: The purpose of this study was to determine whether holistic intelligence and organizational support have an impact on organizational commitment, which affects lecturer performance. Theoretical framework: The spiritual intelligence (SQ) denotes the ability to handle challenges and perceive one’s behavior and existence in a more comprehensive and significant framework. In simpler terms, it refers to the aptitude to assess the worth and significance of one’s actions or lifestyle. Design/Methodology/Approach: This research was quantitative research with an explanatory research approach. 360 lecturers at state universities served as the sample, which represented the population of lecturers at state universities in Yogyakarta in 2021. The data analysis applied the Structural Equation Model (SEM) method with the assistance of AMOS 24. Findings: According to the findings of the initial research, organizational assistance had a positive impact on the level of performance of teachers. According to the second finding, there was no evidence to protect the relationship between holistic intelligence and teaching. The third consequence was that institutional support had a positive impact on the entity's commitment. The fourth discovery shows how holistic intelligence influenced organizational engagement. Research, practical & social implications: Based on the analysis’s findings, organizational support has an impact on performance at state universities when it is mediated by commitment support. Furthermore, if commitment support at state universities serves as a mediator, holistic intelligence has an impact on performance. Originality/Value: An individual who is provided with support will be encouraged to enhance their productivity as an act of loyalty. Additionally, if an employee has a strong sense of commitment, their work will improve because of their increased loyalty to the organization. lecturers who have strong holistic intelligence will tend to have a strong commitment if the work environment participates in providing support.

Organizational commitment, self-efficacy and work engagement among Chinese employees in foreign IT companies: Basis for improved work performance framework

Organizational commitment, self-efficacy and work engagement among Chinese employees in foreign IT companies: Basis for improved work performance framework

Organizational commitment, self-efficacy and work engagement among Chinese employees in foreign IT companies: Basis for improved work performance framework

Organizational commitment, self-efficacy and work engagement among Chinese employees in foreign IT companies: Basis for improved work performance framework

Organizational support, job satisfaction and work engagement of university teachers: Basis for teachers’ career development program

Organizational support, job satisfaction and work engagement of university teachers: Basis for teachers’ career development program

Sexual Orientation, Mental Health Characteristics, and Self-Care in Professional Psychology Training and Employment

Although self-care practice is critical for mental healthcare professionals (MHP) to buffer against the impact of stressors and to prevent psychiatric symptoms and functional impairment, effective self-care may be more difficult for those at greater risk of developing mental health conditions due to sexual minority stress. The present study aimed to examine mental health characteristics, engagement in, and value obtained from self-care, and perceptions about training programs’ encouragement of self-care in trainees and professionals of different sexual orientations. Data were collected from MHP trainees and practitioners (n = 547) using an anonymous online survey including measures assessing stress, depression, anxiety, resilience, coping self-efficacy, and self-care strategy usage. Analyses revealed that bisexual individuals reported significantly greater mental health symptoms and self-care strategy usage as compared to heterosexual and gay/lesbian participants. Analyses also revealed lower levels of daily functioning and resilience in bisexual vs. heterosexual or gay/lesbian participants, and that bisexual participants reported obtaining less value from self-care practices than other subgroups. These results suggest that bisexual individuals may experience a unique set of minority stressors which affect their engagement with and benefit from self-care. Implications and suggestions for promoting inclusiveness and positive alterations in self-care engagement in training programs and professional institutions are discussed, including engendering coping self-efficacy through individual skill development, nurturing environments that reinforce self-care, ensuring access to culturally competent services, and promoting engagement in supportive groups and organizations.

The Impact of Organizational Identification and Moral Identity Centrality on Organizational Engagement of Millennials: The Moderating Effect of Work Values

This study investigates the moderating impact of work values of Millennials on their organizational engagement from a social identity perspective. Organizational engagement which is conceptualized as a dimension of engagement has been rather overlooked in literature. The study of Millennials’ work values and their impact on workplace attitudes and behaviour of Millennials is of timely importance given that they are becoming the largest generational cohort in global workforces. Social identity perspective is contemporarily applied in terms of various dimensions of engagement. The survey was conducted involving 285 Millennial MBA students in two of the leading universities in Sri Lanka, using a structured questionnaire. The data was analyzed using structural equation modeling. The results indicated no support for the premise that the work values of Millennials moderated the relationships between organizational identification or moral identity centrality and organizational engagement of Millennials. This study addresses the knowledge gap pertaining to the organizational engagement of Millennials and provides valuable insights into the work values of Millennials, through a social identity perspective. The findings imply that Millennials may not be different from others in terms of the relationships among organizational identification or moral identity centrality and engagement.

A SYSTEMATIC APPROACH TO RESOURCEFUL WORK ENGAGEMENT AMONG MILLENNIALS: HARNESSING PERSONAL RESOURCES

Work engagement is becoming an important concept in modern business and society, particularly among the millennial generation, that will dominate the global working population. This study seeks to delve deeper into the work engagement of millennial lecturers in Indonesian higher education, including both predictors and consequences. This study employs a mixed-methods approach through a sequential exploratory design. First, its conducts an extensive literature review to formulate research hypotheses, which were then assessed quantitatively using Partial Least Square-Structural Equation Modelling. Occupational self-efficacy and perceived organizational support manifest as personal and job resources, respectively, and dominate the work engagement literature. Specifically, the study demonstrates that occupational self-efficacy can moderate the effect of perceived organizational support on work engagement. Furthermore, work engagement acts as an important mediator in the relationship between perceived organizational support and organizational engagement. From the viewpoints of social exchange theory and self-determination theory, the findings of this study shed light on the underlying mechanism of the effect of perceived organizational support on millennial lecturers' organizational engagement. This study is one of only a few that focus on both work engagement and organizational engagement within an integrative conceptual framework.

The Relationship Between Perceived Organizational Support And Work Engagement In The Inpatient Room Of RS X Lamongan

To provide good health services, health workers in a hospital must have good work engagement. Work engagement is defined as a positive, satisfying, work-related state of mind characterized by passion, dedication, and absorption. High-perceived organizational support, employees are more satisfied with their jobs, feel closer to the organization, are more driven to see the goals of the organization as their own, and are more loyal and committed to the organization. To determine the relationship between perceived organizational support and work engagement in nurses and midwives in the Inpatient Installation of X Hospital Lamongan. Research Method: The research design is quantitative observational with cross-sectional analytics. The statistical test uses the Spearman correlation test. The results of the study: there is a relationship between perceived organizational support and work engagement among employees at the Inpatient Installation of X Hospital Lamongan indicated by P <0.05 (0.001 <0.05). In the correlation coefficient, the result is 0.728 which shows that this relationship is strong. Suggestion: the results of this study can be used as information material and input for X Hospital Lamongan.

Employee Work Engagement and Organizational Engagement within the Hybrid Work Model

Employee Work Engagement and Organizational Engagement within the Hybrid Work Model

Organizational Framing and Engagement with Experimental Spaces:Transforming a Dysfunctional System

Organizational Framing and Engagement with Experimental Spaces:Transforming a Dysfunctional System

The Influence of Workload And Perceived Organizational Support on Employee Performance With Collective Organizational Engagement as A Mediating Variable (A Study on The Department of Community and Village Empowerment In Demak)

Human Resources is the most decisive factor in every organization because in addition to human resources as one of the elements of the nation's competitive strength it is also the main determinant, therefore human resources must have high competence and performance for the progress of the organization. The purpose of this study is to compare or find out in research as follows: The Effect of Workload and Perceived Organizational Support on Employee Performance With Collective Organizational Engagement as a Mediation Variable does it result in maximum employee performance , high morale from employees but also higher workload then performance will decrease and if the value of the workload is low then the employee's performance increases . The method used in this research is quantitative, namely using a representative sample to answer each statement submitted and using a questionnaire to collect research data. The research sample consisted of 134 Demak Dinpermades employees with a minimum working period of one year . The research analysis tool uses AMOS 24.00 software with the SEM method. The results of this study state that there is no significant relationship between workload and employee performance. The results of this study state that there is a positive relationship between perceptions of organizational support on employee performance. This is supported by a positive estimation parameter data value of 0.973 and also a probability value of 0.000 (p <0.05). The results of this study state that there is a positive relationship between workload and collective organizational involvement . The results of this study state that there is no significant influence between perceptions of organizational support on employee performance through collective organizational involvement . This is supported by the value of t count data of 1.282 and t table of 1.978.

The interrelations between micro-level CSR, Job engagement and organizational engagement during the COVID-19 pandemic: A PLSpredict model assessment

BACKGROUND: Amid the mounting COVID-19 situation, we take up the opportunity to examine micro-level CSR practices as an internal strategic approach for employees’ engagement to assist organizational resiliency. Past research had documented the Matthew effects of engaged employees and the fatal threat of disengaged employees. However, little is known to the precise outcome of job engagement and organizational engagement. OBJECTIVE: This study endeavors to offer comprehensive findings on job engagement and organizational engagement through the antecedent of micro-level CSR practices. Additionally, job engagement was modelled as the mediator between micro-level CSR practices and organizational engagement. Stakeholder Theory, Social Exchange Theory and Engagement Theory guided the development of the hypotheses. METHODS: Quantitative judgmental sampling technique was employed to reach out to the targeted respondents. A total of 336 responses was collected for statistical analysis facilitated by partial least squares structural equation modeling (PLS-SEM) approach. RESULTS: The study revealed that employees’ involvement and working environment are positively influencing job engagement and organizational engagement while the others micro-level CSR practices demonstrated mixed results. Also, job engagement was found to mediate the relationships between the four dimensions of micro-level CSR practices (i.e., employees’ involvement, employees’ empowerment, work-life balance and working environment) and organizational engagement. CONCLUSIONS: Micro-level CSR practices positively affecting job engagement and organizational engagement with different degree of influences. Organizations could consider implementing micro-level CSR practices for enhanced job engagement and organizational engagement to ease the challenging moment during uncertainty.

The value of allied health professional research engagement on healthcare performance: a systematic review

BackgroundExisting evidence suggests that clinician and organisation engagement in research can improve healthcare performance. With the increase in allied health professional (AHP) research activity, it is imperative for healthcare organisations, clinicians, managers, and leaders to understand research engagement specifically within allied health fields. This systematic review aims to examine the value of research engagement by allied health professionals and organisations on healthcare performance.MethodsThis systematic review had a two-stage search strategy. Firstly, the papers from a previous systematic review examining the effect of research engagement in healthcare were screened to identify papers published pre-2012. Secondly, a multi-database search was used to conduct a re-focused update of the previous review, focusing specifically on allied health to identify publications from 2012–2021. Studies which examined the value of allied health research engagement on healthcare performance were included. All stages of the review were conducted by two reviewers independently. Each study was assessed using the appropriate Joanna Briggs Institute critical appraisal tool. A narrative synthesis was completed to analyse the similarities and differences between and within the different study types.ResultsTwenty-two studies were included, comprising of mixed research designs, of which six were ranked as high importance. The findings indicated that AHP research engagement appears related to positive findings in improvements to processes of care. The review also identified the most common mechanisms which may link research engagement with these improvements.DiscussionThis landmark systematic review and narrative synthesis suggests value in AHP research engagement in terms of both processes of care and more tentatively, of healthcare outcomes. While caution is required because of the lack of robust research studies, overall the findings support the agenda for growing AHP research. Recommendations are made to improve transparent reporting of AHP research engagement and to contribute essential evidence of the value of AHP research engagement.Trial registrationThis systematic review protocol was registered with the international prospective register of systematic reviews, PROSPERO (registration number CRD42021253461).

A reflective evaluation of young water professionals' transdisciplinary learning

AbstractThe urgent requirement for transdisciplinary water professionals who can navigate the cascading complexities of water resources in a thirsty, inequitable world is widely acknowledged. To deliver a sustainable water resources sector, current water professionals need to synthesize diverse disciplinary knowledge, develop systemic thinking capabilities, and communicate succinctly with a wide range of water practitioners, policy makers, and a wide range of other stakeholders. In a first‐of‐its‐kind program, the Indian Young Water Professionals (IYWP) training program funded by the Australian Water Partnership and supported by the National Hydrology Program, the Ministry of Jal Shakti, India, aimed to develop these capabilities. Practicing young water professionals from across multiple state water resources departments benefited from this 11‐month program delivered by the Australia India Water Centre over the course of 2022. This reflective inquiry presents the learning from this innovative professional development training program. Adapting educational evaluation conceptual frameworks on boundary‐crossing integrations, the program participants, supervisors, and designers reflect on this transdisciplinary program's epistemic, social and organizational dimensions. We asked ourselves, was this training program successful in developing transdisciplinary water professionals, and what do we need to do to design future programs? Our reflections point to the strength of the inquiry‐based learning design of the program and the Situation Understanding and Improvement Project (SUIP) with the application of the [I]NSPECT model as central in shifting entrenched disciplinary paradigmatic thinking. Underlying this success was the strong organizational network engagement and commitment from multiple sectors at multiple levels across Australia and India. A key challenge was the online delivery of this training across continents, along with an ongoing obstacle for the IYWP participants of balancing demanding professional workplace priorities with academic rigor and training expectations. The face‐to‐face Water Conclave held in Delhi in November 2022 was vital in bringing the cohort together, sharing learning, celebrating achievements, and reflecting on next iterations.

Managing the harmful effects of perceived overqualification amongst students in China: the roles of student leader and extracurricular activities

ABSTRACT College students are currently facing various crises due to psychological issues, driving universities to prioritise their mental health. Perceived overqualification negatively affects students’ well-being. Drawing on the person-organisation fit theory, we propose that perceived overqualification reduces students’ organisational identification, study engagement, and personal accomplishment. Furthermore, serving as a student leader and the frequency of extracurricular activities (ECA) participation play moderating roles. We conducted a two-wave survey with 423 freshmen at a university in China. Results showed that perceived overqualification negatively affected all three outcomes. In addition, serving as a student leader mitigated the negative effects of perceived overqualification on organisational identification and personal accomplishment, whereas the moderating effect of the frequency of ECA participation was not significant. Nonetheless, a supplementary analysis found that when students participated in ECA related to social practice, their perceived overqualification enhanced their personal accomplishment. Finally, our theoretical contributions to the existing literature are discussed, and suggestions are proposed for universities to impede the harmful effects of students’ perceived overqualification.

Effect of Transformational Leadership, Job Satisfaction, and Interpersonal Communication on Organizational Citizenship Behavior with Organizational Commitment as Mediation Variable at the Tax Office

Purpose: The objective of this research is to determine the impact of transformational leadership, job satisfaction and interpersonal communication on the organizational commitment of staff and on the behavior of citizens of the Tax Agency. Theoretical framework: The hypothesis is a temporal connection that must be answered in the investigation and must find the facts that must be collected and examined; The idea is a quick question, or the belief that you have to look for a truth based on the framework of previous thought, and a previous study of several researchers that can be understood as this hypothesis. Design/methodology/approach: The data analysis method uses structural equation modeling (SEM) analysis. Modeling structural equations is used to analyze data (SEM). The data collection technique is carried out through a questionnaire in which a questionnaire is offered to respondents taking the examination, including civil servants. Findings: The results of the structural study of transformative leadership, job satisfaction, interpersonal communication and organizational commitment influence the behavior of citizens of the tax office Research, Practical & Social implications: . In addition, the results of this study show that transformative leadership affects, above all, the commitment of the entity with a employee of the Tax Agency. Originality/value: Transformative leadership, job satisfaction and interpersonal commitment influence the entity's commitment to the Tax Agency, which means improving the activity of any High school worker, to transform leadership and turn leadership into a transformation of workers' organizational engagement.

Institutional pressures and the adoption of responsible management education at universities and business schools in Central and Eastern Europe

AbstractBusiness schools, and universities providing business education, from across the globe have increasingly engaged in responsible management education (RME), that is in embedding social, environmental and ethical topics in their teaching and research. However, we still do not fully understand the institutional pressures that have led to the adoption of RME, in particular concerning under‐researched regions like Central and Eastern Europe (CEE). Hence, we undertook what is to our knowledge the most comprehensive study into the adoption of RME in CEE to date (including 13 countries: Belarus, Bulgaria, Croatia, Czech Republic, Estonia, Hungary, Latvia, Lithuania, Poland, Romania, Russia, Slovenia and Ukraine). We find that, with regard to RME, isomorphic pressures seem to shape teaching and research in different ways, which suggests that the idea of a holistic approach to RME, promoted by, for example, the Principles of Responsible Management Education (PRME), needs to be revisited; rather, different trajectories of organizational engagement may emerge for each principle. As a contribution to institutional theory, we discuss how a highly fragmented organizational field—like RME with its multiple dimensions—impacts on notions of actor centrality, where actors achieve centrality with regard to some dimensions of the field but fail to do so for others. In particular, we found that the European Union holds centrality in the area of RME teaching, but not in RME research. Our findings thus suggest that the concept of field centrality needs further clarification.