Organizational Engagement Research Articles

Moderating Role of Tenure in an Organization and Work Engagement on Organization Citizenship Behaviour and Task Performance

In this study we explore moderating role of tenure in an organization and work engagement on organization citizenship behaviour and task performance among employees in top 10 IT companies in Bangalore as catalogued by the National Stock Exchange of India. Primary data were collected via an online survey administered to 224 employees between April and September 2022. Utilizing Partial Least Squares Structural Equation Modelling, the analysis reveals that while extended tenure fosters deeper role comprehension and stronger interpersonal bonds its impact on task performance is minimal and its effect on organization citizenship behaviour is negligible. The study underscores the importance of supportive work environment and calls for future research on industry-specific factors that could further shape the dynamics of tenure and engagement.

Organizational justice and work engagement of public service workers and general workers in South Korea: moderating role of supportive learning environment

Organizational justice and work engagement of public service workers and general workers in South Korea: moderating role of supportive learning environment

The influence of organizational atmosphere and psychological capital on work performance: The moderating role of psychological contract

This study explores the interconnected roles of organizational atmosphere, psychological capital, work engagement, and psychological contract on the work performance. Structural equation modeling and moderated mediation analyses were conducted to test the hypothesized relationships. Methodologically, the study employed a stratified random sampling of 369 faculty members across various disciplines. Key findings reveal that both organizational atmosphere and psychological capital have a significant positive impact on work engagement, which in turn, enhances work performance. Work engagement acted as a mediator in these relationships. Moreover, the psychological contract was found to moderate the relationship between work engagement and work performance, indicating that the engagement-performance link is stronger when employees perceive their psychological contract has been fulfilled. The implications of this research are multifaceted. Theoretically, it contributes to organizational behavior literature by integrating psychological contracts into the engagement-performance narrative. Practically, it provides actionable insights for university administrators, suggesting that investments in a supportive organizational atmosphere and the development of faculty psychological capital are likely to yield improvements in engagement and performance. The study also underscores the importance of effectively managing psychological contracts to maximize employee output.

"I Started Seeing Myself as a Computing Person": Exploring Latina Women's Computing Identity Development in College

This qualitative study employs interviews to explore the process of computing identity development and maintenance among Latina undergraduate students, beginning from their experiences in introductory computing courses and extending beyond. The findings shed light on the significant influence of factors such as peer and faculty recognition, engagement in identity-based extracurricular organizations, and familial and community relationships on the formation of students’ computing identities and their determination to persist in the field. These insights highlight the multifaceted nature of computing identity development for Latina students and provide valuable knowledge for promoting inclusivity and support in computing education.

Decolonising humanitarian health: A scoping review of practical guidance.

Despite growing calls and efforts to decolonise global and humanitarian health, there is limited practical guidance for researchers, educators and practitioners on how to do so. This paper fills this gap by offering a narrative exploration of key recommendations on decolonising global/humanitarian health research, partnerships, teaching, organisational structures and other practices. We present concrete guidelines to support humanitarian actors in decolonising their work. We used a scoping review method. The search strategy was built on three overarching themes: decolonising, global health/health and humanitarian crises. We combined a MEDLINE and Web of Science database search with a grey literature search. In total, we screened abstracts and titles of 533 documents, excluding records that did not specifically refer to 'decolonising,' humanitarian and/or global health. We assessed full texts of 58 documents for eligibility, excluding documents that did not include practical recommendations. In total, 15 documents were included in this review. We identified five key themes: organisational structure, strategy and engagement; research partnerships and conceptualisations; funding for research and projects; the research lifecycle; and teaching and the curriculum. The principal finding is that humanitarian actors can decolonise their work by decentralising power, redistributing resources, critically reflecting on their work in the context of the broader socio-political landscape and recovering, centring and valuing marginalised Global South perspectives. Race was not a central analytical category in the reviewed literature, despite being an integral part of historical background narratives. Future research should reflect on practical steps towards racial justice in global/humanitarian health and be focused on ensuring that efforts towards "localisation" or "equitable partnerships" in global health are linked to decolonisation efforts, including in humanitarian health research. Our review underscores the importance of drawing on knowledge created by and for actors based in the Global South.

Relationships between organizational support, emotional intelligence and work engagement among Chinese nurses: A correlation study.

To investigate and analyse the current situation of clinical nurses' sense of organisational support, emotional intelligence and work engagement in different departments and their correlation, in order to provide guidance for enhancing the sense of organisational support, improving nurses' emotional intelligence and mobilising nurses' work engagement and to promote the development of nursing teams. Clinical nurses from three hospitals in eastern and western China were selected by convenience sampling method from September to October 2023 and were surveyed using a general information questionnaire, organisational support questionnaire, emotional intelligence scale and work engagement scale. We investigated the correlation between nurses' sense of organisational support, emotional intelligence and work engagement in clinical units. The clinical nurses investigated in this study had moderate levels of perceived organisational support and emotional intelligence and high levels of work engagement. The total score of the nurses' sense of organisational support questionnaire was positively correlated with the total score of the emotional intelligence scale, the total score of the work engagement scale and the scores of all dimensions (all p < 0.05). Emotional intelligence played a partial mediating effect in the effect of nurses' organisational support on work engagement, accounting for 35.57% of the total effect. Clinical nurses' sense of organisational support was positively correlated with emotional intelligence and work engagement; there was a chain mediating effect of clinical nurses' emotional intelligence between sense of organisational support and work engagement. Organisational support can enhance the emotional intelligence of caregivers as well as promote work engagement. It is suggested that nursing managers can enhance the level of nurses' engagement by giving effective organisational support and at the same time improving nurses' perception of psychological safety.

Service Quality Improvement Strategies Through Strengthening Organizational Culture, Transformational Leadership, Self-Efficacy, and Work Engagement

This study aims to analyze the improvement of service quality through strengthening organizational culture, transformational leadership, self-efficacy, and work engagement. The types of data in this study are quantitative data and qualitative data. Research data collection was carried out using a questionnaire to respondents. In this study, the data analysis stage begins with descriptive variable analysis, prerequisite test analysis, and continued with path analysis. The results showed that 1) there is a significant direct positive effect of organizational culture (X1) on service quality (Y), 2) there is a significant direct positive effect of transformational leadership (X2) on service quality (Y), 3) there is a significant direct positive effect of self-efficacy (X3) on service quality (Y), 4) there is a significant positive direct effect of organizational culture (X1) on work engagement (X4), 5) there is a significant positive direct effect of transformational leadership (X2) on work engagement (X4), 6) there is a significant positive direct effect of self-efficacy (X3) on work engagement (X4), 7) there is a significant positive direct effect of work engagement (X4) on service quality (Y), 8) there is a significant positive indirect effect of organizational culture (X1) on service quality (Y) through work engagement (X4), 9) there is a significant indirect positive effect of transformational leadership (X2) on service quality (Y) through work engagement (X4), 10) there is a significant indirect positive effect of self-efficacy (X3) on service quality (Y) through work engagement (X4).

Motivation, A Key Booster for Teachers’ Performance: A Case Study on Public Schools in North Macedonia

The quality of an educational system is closely connected with the quality of its teachers. Thus, research into the elementary teachers’ motivation is of a high importance. The main purpose of this study is to describe and identify the level of teachers’ motivation, factors influencing teachers’ motivation and its impact on teachers’ job performance in public elementary schools in the municipality of Chair, Republic of North Macedonia. Furthermore, this study examines teachers’ work consumption and organizational engagement as they relate to teaching performance. Teachers’ motivation was examined through focus groups with the principles of 10 elementary schools and a questionnaire administered to the teachers of elementary education. A sample of 319 teachers participated in the survey. The questionnaire was developed based on literature review. The findings of the study revealed that teachers’ high motivation is closely related to their students’ result. The factors that influenced teachers’ motivation were their salary level, the working conditions related to infrastructure and the interpersonal relations and communication with the leaders of the institutions and/or colleagues. After analysis numerous recommendations were given to help educational institutions provide better support to teachers and improve their levels of motivation and their job performance, such as providing a satisfying work infrastructure, key resources, and professional development opportunities, increasing salaries and giving acknowledgments and recognitions to motivate teachers’ and thus increase their job performance and satisfaction.

The contribution of leader–member exchange (LMX) to organisational sustainable development: Results and implications from Kenyan public universities study

We aimed to establish the contribution of leader–member exchange (LMX) to sustainable development of public universities in the emerging country of Kenya. The participants were 320 employees from public universities in Kenya (female = 43.1%; middle level managers = 47.8%, top leadership team = 26.6%; mean year of service = 13 years, SD = 3.6 years). They completed measures on LMX, innovative work behaviour, organisational engagement and sustainable development. Following structural equation modelling, findings showed that high quality LMX characteristics exhibited between leaders and followers significantly contributed to organisational sustainable development. High quality LMX also significantly contributed to employee organisation engagement. The results further revealed that innovative work behaviour was positively associated with sustainable development in that high LMX relationships between leaders and their followers inspired workers to be more innovative in their jobs. Our findings suggest a need for emerging countries’ public universities to incorporate LMX in their policies and procedures for their sustainability. The results indicate that high LMX is a key factor for driving successful public universities in developing country settings.

TechMark: a framework for the development, engagement, and motivation of software teams in IT organizations based on gamification.

In today's fast-moving world of information technology (IT), software professionals are crucial for a company's success. However, they frequently experience low motivation as a result of competitive pressures, unclear incentives, and communication gaps. This underscores the critical need to handle these internal marketing challenges such as employee motivation, development, and engagement in IT organizations. Internal marketing practices aiming at attracting, engaging, and inspiring employees to use excellent services have become increasingly important. Internal marketing is attracting, engaging, and motivating employees as internal customers to utilize their quality services. Gamification has emerged as a significant trend over recent years. Despite the expanding use of gamification in the workplace, there is still a lack of focus on internal marketing tactics that incorporate gamification approaches. Thus, addressing the challenges related to employee motivation, development, and engagement is crucial. Therefore, as a principal contribution, this research presents a comprehensive framework designed to implement gamified solutions for software teams of IT organizations. This framework has been tailored to effectively address the challenges posed by internal marketing by optimizing motivation, development, and engagement. Moreover, the framework is applied to design and implement a gamified work portal (GWP) through a systematic process, including the design of low-fidelity and high-fidelity prototypes. Additionally, the GWP is validated through a quasi-experiment involving IT professionals from different IT organizations to authenticate the effectiveness of framework. Finally, the outclass results obtained by the gamification-based GWP highlight the effectiveness of the proposed gamification approach in enhancing development, motivation, and engagement while fostering ongoing knowledge of the employees.

Organizational Commitment as an Intervening Variable in the Effect of Empowerment, Incentives and Self Efficacy on Employee Performance

Badan Kepegawaian Negara (BKN) are an organization of government agencies operating in the field of public service with a unique context as well as regulations and policies on public service management. The high performance of officials is crucial to government agencies. Staff performance is a qualitative and quantitative measure of work performance and work outcomes based on the standard of work achieved by employees per unit of time in performing work in accordance with the assigned responsibilities. The study aims to look at the impact of empowerment, incentives, self-effectiveness, and organizational commitments on staff performance, the influence of empowering, incentive, and self effectiveness in relation to organization commitments, as well as the effect of empoverment, motivation, and Self-effictiveness on employee performance with the intervening variable of organizational engagement. This is a quantitative descriptive study, with respondents of 90 BKN employees, using questionnaires as a basis for data assumption as well as data analysis using SmartPLS software. The results of the analysis show that empowerment, incentives, self efficacy, and commitment of the organization have a positive and significant impact on the performance of the staff, the influence of empowering, incentive, and self effecacy have a significant and positive effect on the organization's commitment, and empowerement, the incentive has an impact on staff's performance with the commitment organiassi as a variable part mediation, and the self efficiency on staff performance with organizational commitmentasi as a full mediation variable.

How does career calling influence teacher innovation? The chain mediation roles of organizational identification and work engagement

AbstractTeacher innovation is closely related to the improvement of basic education quality, and the cultivation of innovative talent for the nation. However, few studies have employed the causes of teacher innovation from the perspective of intrinsic motivation. To explore the factors and mechanisms affecting teacher innovation, we surveyed 421 middle school teachers to investigate the mediating roles of organizational identification and work engagement in the relationship between career calling and teacher innovation. The results indicate that career calling has a significantly positive impact on teacher innovation and that both organizational identification and work engagement mediate the effect of career calling on teacher innovation. Moreover, organizational identification and work engagement act as chain mediators in the relationship between career calling and teacher innovation. Therefore, to promote teacher innovation in middle school, it is important to emphasize the sense of calling, organizational identification, and work engagement. Practical implications for how to promote teacher innovation are also discussed.

Factors influencing the organizational engagement of village health volunteers, after the COVID-19 Outbreak in Phayao Province

Village health volunteers (VHVs) play a crucial role in promoting health advancements and enhancing community well-being. This cross-sectional descriptive study explores the factors that influence organizational engagement among VHVs in Phayao Province. Data were gathered from 400 volunteers using Krejcie and Morgan’s formula and analyzed through a questionnaire. Analytical methods included descriptive statistics, Pearson’s product-moment correlation, and multiple linear regression. The findings revealed that the majority of volunteers were female (77%), aged between 41-60 years (62.3%), married (81.3%), with over ten years of experience (61%), and had educational levels of high school or vocational certificate (46.8%). Most were agriculturists (63.5%), with incomes below 5,000 baht (54%), and served as general members (74.5%) in a single role (78.8%), primarily under the provincial administrative organization (54%). The scores for motivational factors, quality of life, and organizational engagement were high. Responsibility, the nature of work, and respect were identified as significant predictors of organizational engagement, accounting for 51.1% of the variance. These findings were statistically significant (R = 0.715, R Square = 0.511, P-value &lt; 0.001). Based on these results, organizations are encouraged to ensure appropriate working conditions and respect to enhance engagement among village health volunteers.

Unlocking Workplace Dynamo: The Impact of Internal Trust and Communication on Igniting Work Engagement

Research Question: This study delves into the intricate relationships among internal communication, internal trust, and work engagement within the context of a developing business environment undergoing cultural and economic transition. Motivation: The fundamental research inquiries seek to ascertain the interconnections between the studied phenomena and elucidate the nature of these relationships. Work engagement, identified through previous research and contemporary business practices, emerges as a pivotal force with profound implications for motivation, management, and personal development within organizations. Idea: The introduction sets the stage by emphasizing the study's focus on relationships in a transitioning business environment. Subsequent sections meticulously articulate research objectives, explore the existing literature, pose research questions, and delineate the chosen methodology, elucidating the importance of standardized instruments and the rationale behind the selection of the Serbian organizational context. Results are presented with a focus on the identified correlations, leading to the formulation of two models. The subsequent discussion critically compares these models, offering insights into the implications of trust-determined communication on work engagement. Limitations are candidly acknowledged, underscoring the need for interpretative caution. Data: The research methodology predominantly employs a quantitative approach to unravel the complexities inherent in internal communication, internal trust, and work engagement. The study encompasses a substantial sample size, consisting of 708 respondents representing 16 working organizations in Serbia. Tools: To gauge these phenomena, standardized instruments such as Internal Trust, a shortened version of the Utrecht Work Engagement Scale, and the Internal Communication Scale were employed. The anticipated results unveil robust correlations among the elements under scrutiny. Findings: The findings culminate in the proposition of two models, with structural equation modelling revealing a model where trust determines communication, subsequently influencing work engagement as the more fitting representation. This model presents a nuanced understanding of the intricate dynamics within organizational frameworks. Contribution: Despite acknowledging certain limitations in the study, the research underscores its importance in the quest for the most influential factors contributing to work engagement in organizations. The research serves as a valuable contribution to the broader discourse on organizational behaviuor, shedding light on crucial factors that influence employee engagement in evolving business landscapes.

Organizational support, job engagement and employee innovation behavior: Basis for tourism enterprises performance improvement framework

Organizational support, job engagement and employee innovation behavior: Basis for tourism enterprises performance improvement framework

Agreeableness and Conflict Management in Daily Life: The Impact of Prosocial Traits on Psychological Adaptation

This paper explores the role of agreeableness, a key personality trait characterized by prosocial behaviors such as empathy, altruism, and cooperation, in conflict management and psychological adaptation in daily life. Agreeable individuals, driven by a focus on harmony and understanding, tend to employ constructive conflict resolution strategies that prioritize relational well-being and mutual respect. These strategies reduce interpersonal tensions, promote trust, and enhance relational satisfaction. Furthermore, agreeableness contributes significantly to psychological adaptation by fostering positive social interactions, enhancing emotional regulation, and promoting adaptive coping mechanisms, which together support resilience in the face of life’s challenges. The broader implications of agreeableness extend beyond individual relationships, influencing organizational dynamics, community engagement, and societal harmony by reducing conflict, fostering inclusivity, and bridging ideological divides. This paper highlights the importance of agreeableness in shaping both personal well-being and social cohesion, emphasizing its role in promoting a more empathetic, cooperative, and resilient society.

Organizational resources, burnout, and work engagement of school counselors: The mediating effect of professional identity

AbstractThe purpose of this study was to examine the influence of organizational resources and professional identity on school counselor burnout and work engagement. We performed structural equation modeling using a sample of 345 practicing school counselors. The results of the analysis showed that organizational resources for school counselors were significantly related to professional identity, burnout, and work engagement, while professional identity significantly mediated the relationship between organizational resources and burnout/work engagement. We provided implications and recommendations for future research on school counselors’ work‐related attitudes and professional identity development.

Employee Retention through Organizational Commitment, Work Engagement, and Job Satisfaction

Commitment can increase organizational ownership, performance, and retention with the ultimate goal of minimizing employees' desire to leave the organization because high turnover costs result in costs that are never considered. This research aims to determine and analyze the influence of work engagement and job satisfaction on the organizational commitment of employees PT. Jakartana Tama Ciawi-Bogor, both partially and simultaneously. This research uses descriptive and verification methods. The sample in this study amounted to 161 people using non-probability sampling with a saturated sampling technique. Data collection techniques through distributing questionnaires. Data processing uses multiple linear regression analysis with SPSS Version 25.00. The research results show that work engagement t and job satisfaction positively and significantly affect organizational commitment, both partially and simultaneously.

The Moderating Effect of Role Conflict on the Relationship between Perceived Organizational Support and Work Engagement

The purpose of the study is to investigate how role conflict affects the relationship between work engagement and perceived organizational support. The emotional and practical support that workers feel they receive from their organizations is referred to as perceived organizational support. Work engagement is the term used to describe a person's dedication, loyalty, and commitment to their work. The emergence of competing demands that people encounter in their professional responsibilities is referred to as role conflict. A questionnaire-based approach is used to collect data from 299 workers in a public agency. The acquired data is then subjected to statistical analysis using the AMOS and SPSS 24 software programs. The results imply that work engagement and perceived organizational support are positively correlated. Moreover, it is discovered that role conflict moderated the association between work engagement and perceived organizational support.

Engagement in student organizations and graduates’ readiness to enter the job market

Studies highlight particular concern about the work readiness of university graduates, which potentially leads to many undesirable outcomes, such as rising unemployment rates and low productivity levels in the workplace. This study aims to explore the differences between student organization and work experiences and further analyze student organization’s contribution to graduate’s work readiness. This research uses a qualitative approach with phenomenological methods, and the data is analyzed with thematic data analysis. Data were collected through interviews involving 15 recent graduates actively involved in student organizations and just starting their careers. The study also interviewed two more senior workers to serve as source triangulation, strengthening the validity of the collected data. The study found four key differences between student organizations and the world of work. These differences include primary orientation, feedback and reward system, hierarchical structure, and interaction experiences. The findings also indicate that student organization experiences enhance individual skill development, which later proves helpful in work life. In particular, student organizational experience significantly advances these skills: leadership, time management, self-confidence, problem-solving, integrity, critical thinking, communication, negotiation, teamwork, responsibility, and commitment. Additionally, the record of student organizational participation listed on curriculum vitae can be a valuable asset for recent graduates, enhancing their employment prospects.