Predictors Of Work Engagement Research Articles

Relationship of psychological capital, transformational leadership, and internal communication to work engagement in organizations

Organization A, which represents the country in the oil and gas industry and is tasked with managing oil and gas activities in Indonesia to ensure national energy security, requires employees with high work engagement. This requires enthusiasm, dedication, and perseverance to contribute fully to their work. However, human resource management surveys and several phenomena analyzed show that work engagement in Organization A is low. This research consists of two studies: a research study and an intervention study. This research aims to analyze the relationship between psychological capital (individual internal factors), transformational leadership (individual external factors), and internal communication (organizational factors) on work engagement using a sample of 267 employees of Organization A. Using a quantitative design supported by qualitative data, and found that individual psychological capital, transformational leadership style, and internal communication in the organization significantly predicted work engagement. Among these factors, internal communication predicted work engagement beyond psychological capital and transformational leadership. An intervention study involving 23 participants was designed to determine the effectiveness of an internal communication strategy training program in increasing work engagement. Results from the intervention study showed significant improvements in participants' pre-test and post-test scores, indicating the effectiveness of the program in increasing work engagement.

Naturally felt emotions, work engagement: the moderating role of perceived organizational support

The main purpose of this study is to investigate whether or not emotional labor strategy (i.e., naturally felt emotions) significantly predicts work engagement (i.e., vigor, dedication, absorption) among academicians in a higher education setting. It also evaluates the role of perceived organizational support (POS) as the moderating variable between naturally felt emotions (NFE) and work engagement. This study employs a survey questionnaire, and data collected from private universities in Central Java, Indonesia. To analyze the data and test the proposed model, the partial least squares structural equation modelling approach was employed. The findings demonstrate that: i) NFE are significantly and positively related to all work engagement dimensions; and ii) POS is proven insignificant to moderate the relationship between NFE and work engagement dimensions. The results of this study complement the literature by addressing associations between NFE and work-related outcomes (i.e., work engagement), especially in the Indonesian academic context. In addition, this study also confirms the insignificant role of POS which is based on norms of mutuality between the organization and employee. Finally, the study offers recommendations and conclusions to achieve long-term objectives for higher education institutions.

Analisis Keterlibatan Kerja dan Dukungan Organisasi terhadap Komitmen Organisasi Pada PT Andalan Mitra Prestasi Padang

The purpose of this research is to find out and analyze the influence of work involvement and organizational support on the organizational commitment of PT. Andalan Mitra Selamat. This research was conducted on employees at PT. Mainstay of Achievement Partners. The number of samples taken in this research was 60 employees using a purposive sampling technique, meaning that the samples taken could provide the necessary information and were in accordance with the expected criteria. This research is associative research using a quantitative approach. The data analysis methods used in this research are validity, reliability, variable descriptive analysis, multiple linear regression analysis. The research results show that work involvement has a positive and significant effect on organizational commitment. Organizational support has a positive and significant effect on organizational commitment. Work involvement and organizational support have a positive and significant effect on organizational commitment. The data analysis method that the author uses in this research is validity test, reliability test, variable descriptive analysis test, multiple linear regression analysis, t test and F test on organizational commitment, this is proven by the significance probability value of work involvement, organizational support of 0.000 which is smaller than 0.05. From the F test it can be concluded that the regression model can be used to predict work engagement and organizational support which have a positive and significant effect on organizational commitment with a significant probability value of 0.000 which is smaller than 0.05.

Stress and work engagement among nurses in intensive care units: Palestinian perspective

Purpose Work engagement denotes to a state of positive and affective motivation of elevated power joined with high educational levels and a great concentration on occupation and it is negatively affected by psychological problems. This study aims to assess the stress and work engagement among Palestinian nurses working in intensive care units. Design/methodology/approach A cross-sectional design was adopted. A convenience sample consisting of 225 intensive care nurses from governmental hospitals was recruited to participate. Data collection used the Nursing Stress Scale and Utrecht Work Engagement Scale-9, and demographic data were used to gather data throughout the period from February 10 to March 30, 2023. Findings Findings demonstrated that nurses’ stress levels were high (M = 105.9 ± standard deviation [SD] = 11.91). Concerning work engagement, the nurses endorsed moderate work engagement levels with a mean of 3.7 (SD = 0.4). Regarding work engagement subscales, the mean of vigor was 3.7 (0.6), dedication with a mean of 3.7 (0.6) and absorption with a mean of 3.7 (0.6). Also, the findings showed that stress, gender and monthly income were predictors of work engagement (p < 0.05). Research limitations/implications Despite the significant results, this study had the following limitations: the design was cross-sectional, which limits the ability to explore the cause and effect of the study variables, thus longitudinal studies are recommended. In addition, the study adopted a self-reported questionnaire based on participants’ understanding, culture and work context which could influence their responses. Originality/value The intensive care nurses had high stress levels and moderate work engagement. Stress, gender and monthly income were predictors of the work engagement. Thus, interventions should be encouraged to minimize stress, which has a significant influence on work engagement.

Incivility and engagement: the role of emotional exhaustion and psychological capital in service organizations

Purpose Based on the conservation of resource theory and the affective events theory, the study aims to explore the role of workplace incivility in predicting work engagement through emotional exhaustion and how psychological capital moderates this relationship. Design/methodology/approach Using the questionnaire survey with a sample of 278 restaurant employees in Ghana and through process macro analysis, the hypotheses were tested. Findings The results depict the mediating role of emotional exhaustion on the workplace incivility–engagement relationship. Also, the level of an individual’s psychological capital buffers the impact of workplace incivility on engagement through emotional exhaustion. When psychological capital is high, the negative effect of workplace incivility on work engagement through emotional exhaustion weakens. Practical implications The findings suggest that organizations, particularly those in developing economies in Africa, can derive immense benefit from giving psychological capital training to employees to help buffer the effects of incivility on engagement through emotional exhaustion. Originality/value With a focus on a developing economy in Africa, to the best of the author’s knowledge, this study is novel in exploring the mediating and moderating mechanisms of the incivility–engagement relationship.

A Job Demands–Resources Perspective on Emotional Exhaustion and Work Engagement in Human–Animal Work

AbstractPrior research has highlighted various psychological benefits and detriments associated with human–animal work, i.e., work that is substantially focused on living animals. However, systematic research that identifies both demands and resources across various occupations in this domain of work has been limited. To address this issue, we build on job demands–resources theory to identify job demands and resources that are characteristic of human–animal work and link them to health and motivational outcomes. Our study of 205 individuals who engage in human–animal work across different occupations shows that in terms of job demands, animal distress positively relates to workers’ emotional exhaustion, but the occupational stigma of human–animal work does not. Regarding job resources, we find that pro-animal impact and human–animal bond both positively relate to work engagement, explaining additional variance in work engagement beyond more general job resources. However, when animal distress is high, human–animal bond does no longer predict work engagement. We discuss implications of our study for job demands–resources theory, research on occupational stigma, and the field of human–animal work.

Relationship between resilience at work, work engagement and job satisfaction among engineers: a cross-sectional study

BackgroundWorkplace challenges can negatively affect employees and the organization. Resilience improves work-related outcomes like engagement, satisfaction, and performance. Gaps exist in studying resilience at work, particularly in relation to engagement and satisfaction. Therefore, this study aims to investigate relationship between Resilience at Work, Work Engagement and Job Satisfaction among engineers in an Egyptian Oil and Gas Company.MethodsIt was a cross-sectional study. The target population was the engineers who are working in Egyptian Oil and Gas Company. The study was performed on 100 engineers. Participants were enrolled by simple random sampling technique via an online questionnaire. The study was conducted from May 2023 to the end of September 2023. The data were collected in the duration of June to August 2023. Data was obtained through a structured and personally accomplished questionnaire, which was disseminated electronically via email. The questionnaire comprises of personal information, work experience, a Resilience at Work scale consisting of 20 items, the Utrecht Work Engagement Scale with nine items to evaluate work engagement, and the 20-item Short-Form Minnesota Satisfaction Questionnaire was utilized to determine employee satisfaction. The bivariate analysis employed independent samples t-test and Mann-Whitney U test. The associations between scores were measured by Spearman rho correlation. Simple linear and multiple linear regressions were used to predict work engagement and job satisfaction.ResultsA statistically strong positive correlation was observed among all the aspects of work engagement, including vigor, absorption, and dedication. This study demonstrated a significant correlation between resilience and work engagement (r = 0.356, p < 0.05). There was a strong correlation between resilience and job satisfaction (r = 0.608, p < 0.05). A significant moderate correlation was determined between job satisfaction and work engagement (r = 0.396, p < 0.05). Both gender with a female coefficient of -15.517, and resilience with a coefficient of 0.235 significantly predicted work engagement. Whereas, the significant predictors of job satisfaction were resilience (β = 0.294), and work engagement (β = 0.283).ConclusionsResilience greatly affects work engagement and job satisfaction. Thus, organizations need to promote resilience in employees to create a positive work environment and increase productivity.

EMPLOYABILITY SKILLS AND CAREER COMPETENCIES AS PREDICTORS OF WORK ENGAGEMENT AMONG TECHNICAL-VOCATIONAL TEACHERS

&lt;p&gt;This study explores the relationship between employability skills, career competencies, and work engagement among Technical Vocational teachers. A descriptive-correlational study using a structured survey method of data collection involved 182 Technical Vocational teachers. Data analysis revealed very high levels of communication skills, personal and professional advancement, adaptability, and other key areas of employability skills. Career competencies, including computer and language skills, and work ethics, also scored very high. Work engagement indicators such as vigor, dedication, and absorption were notably very high. The correlation analysis highlighted significant relationships between specific employability skills and work engagement, with communication skills showing a strong association. Similarly, career competencies like knowledge and skills were significantly correlated with work engagement. Multiple regression analysis indicated that knowledge and skills, teamwork and leadership, and communication skills significantly predict work engagement. The study provides insights into how specific skills and competencies contribute to higher levels of work engagement, emphasizing the importance of these areas in professional development. &lt;/p&gt;&lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/soc/0758/a.php" alt="Hit counter" /&gt;&lt;/p&gt;

Unveiling the link between organizational commitment, professional self-esteem, and work engagement of Filipino faculty members in state universities and colleges

Employees’ commitment serves as the backbone of every organization and their unfathomable allegiance equates to success and future endeavors. Loyal employees tend to do their work with dedication, innovative in creating new ideas and always going the extra mile. They will devote their time and effort to attaining the vision and mission of their organization. Thus, this descriptive-correlational research design determined the relationship between organizational commitment, professional self-esteem, and work engagement among Filipino faculty members of State Universities and Colleges. The respondents of the study were 251 faculty members from the State Universities and Colleges in the Philippines. Simple Random Sampling identified the respondents of the study. Standardized research instruments were employed in this study. The data were gathered through an online survey. The findings revealed that the respondents’ level of organizational commitment in terms of affective, continuance and normative are relatively high. Likewise, the assessed level of professional self-esteem of the respondents in terms of satisfaction, knowledge development, commitment, adaptation, and communication are generally very high. Similarly, the work engagement levels of the respondents in terms of vigor, dedication, and absorption are all extremely high. The findings revealed that there is a significant relationship between organizational commitment, professional self-esteem, and work engagement among faculty members; hence, the null hypotheses were rejected. Therefore, it can be justified that satisfaction singly predicts work engagement, satisfaction, and knowledge development as sub-factors of professional self-esteem both explain work engagement, and satisfaction, knowledge development, and affective commitment in combination channels work engagement.

Factors in the Perioperative Nurses' Work Environment That Predict Work Engagement.

Perioperative nurse engagement and certification are associated with a culture of safety, which is crucial in perioperative environments. Therefore, examining relationships between engagement, the practice environment, and certification is warranted. The purposes of this study were to examine the relationships between the perioperative practice environment and reported nurse engagement, determine differences in engagement based on certification, and identify facilitators and barriers to attaining and sustaining certification. In this multiphase mixed-methods study, we used a convenience sample of perioperative nurses (N=379) to examine relationships between engagement, the practice environment, and certification. Qualitative interviews were conducted (n=15) to supplement the quantitative findings. Leadership support (β=0.23, P=.001) and nursing foundations for quality care (β=0.21, P=.01) were significant predictors of engagement. Certified nurses did not have significantly higher mean engagement scores when compared with noncertified peers. Qualitative interviews corroborated the findings.

WORK ENGAGEMENT OF GOVERNMENT AGENCY IN ORGANIZATIONAL OF AIRPORT AUTHORITY JAKARTA: THE ROLE OF PSYCHOLOGICAL CAPITAL

The main task of the organization is able to increase engagement work to achieve organizational goals more advanced and able to face global challenges The purpose of this study is to see the influence of the psychogical capital which consists of four aspects namely self-efficacy, optimism, hope, resiliency. Which acts in forming work engagement. Design of this research is a survey, which involved 87 employees of Airport Authority Office Area I Jakarta. There are three questionnaires are used in data collection. Prerequisites test conducted prior to test hypothesis that consists of data normality test, linearity, multikoliniearitas, autocorrelation, and heterodeskosititas. The research proves that psychological capital can predict work engagement. Based on the test results of these studies we can conclude that the psychological capital can predict the work engagement of employees in the Office of Airports Authority Region 1 Jakarta, Indonesia.

Predictors of work engagement in professional musicians during the COVID-19 pandemic

While the coronavirus disease (COVID)-19 crisis is impacting many areas of society, some professions are more affected by the COVID-19 pandemic than others, especially by the feeling of insecurity about future working conditions. The present research was conducted during the pandemic and assesses the extent to which musicians’ desire to develop professionally, their work engagement and their motivation to study further in the context of job insecurity, intolerance to uncertainty, and emotion regulation were affected. A cross-sectional design was used. The participants were 167 Romanian professional musicians. The results show that cognitive reappraisal and achievement-striving moderate the relationship between qualitative job insecurity and work engagement, more specifically: cognitive reappraisal and achievement-striving are moderators and buffer the negative relationship between qualitative job insecurity and work engagement. Given that the current context is marked by uncertainty, future studies could investigate the effect that intervention for managing emotions can have on increasing well-being and work engagement.

Psychological Well-Being as the Predictor of Work Engagement in College Teachers

Psychological Well-Being as the Predictor of Work Engagement in College Teachers

Self-Efficacy and Emotional Intelligence as Predictors of Work Engagement in Peruvian Health Personnel

Background: the crucial role of nurses within the global healthcare system is undeniable, especially considering the high demand and significant stress that characterizes their professional field. From an administrative and human resource management perspective in healthcare, the importance of emotional well-being, along with emotional intelligence and self-efficacy, has emerged as a primary focus of interest in recent research, particularly highlighted in the Peruvian nursing scenario. Objective: this study aimed to understand the relationship between self-efficacy, emotional intelligence, and work engagement among Peruvian nurses, and how these factors might influence the quality of care provided and staff retention in the healthcare sector. Methods: a quantitative analysis was conducted, based on structured surveys that measured levels of self-efficacy, emotional intelligence, and work engagement. The participants were registered nurses in Peru, and the sample was stratified according to different regions and levels of experience. Results: the findings confirmed a positive relationship between self-efficacy and work engagement, corroborating previous research. Furthermore, the positive association between emotional intelligence and work engagement in this professional group was validated. It was evidenced that nurses with higher emotional intelligence and self-efficacy tend to have a greater work engagement, positively affecting the quality of care and their retention in the healthcare sector. Conclusions: emotional intelligence and self-efficacy are fundamental for the work engagement of Peruvian nurses. These factors not only impact the academic realm but also have essential practical significance in the healthcare sector. The promotion and training in these areas could be crucial to ensure quality care and the emotional well-being of nursing staff

Structural Equation Model on Work Engagement of Cooperative Employees in Davao Region

Work engagement fosters employee satisfaction and organizational development. This study is aimed to establish the best-fit model for work engagement among the cooperatives of Davao City. Thus, the study in a quantitative approach uses structural equation modeling to establish the best fit model. It employed simple random sampling with 349 employees of cooperatives all over Davao Region as respondents. The study found the best-fit model through various goodness-of-fit models. The study found a presence of high to very high levels of OCB, WD, OC, and WE among the employees of cooperatives with the employee’s organizational citizenship behavior as the best predictor of work engagement. The model shows presence of serial mediation but when teste dindicated insignificant. Thus, the best fit model provides evidence of direct effects of the variables on WE. The study recommends for the development of OCB initiatives in organizations that will help optimize work engagement of the employees among cooperatives.

Perceived Learning Management System Effectiveness, Teacher’s Self-Efficacy, and Work Engagement: Groundwork for an Upskilling Plan

This study explored the perceived effectiveness of the Learning Management System (LMS), self-efficacy, and work engagement. The researcher made use of descriptive-quantitative design with questionnaire as the main instrument of gathering the data. A total of. 107 faculty teachers from three Higher Education Institutions in the Philippines that are using Canvas LMS were chosen through convenience sampling. Online questionnaires were used to collect data, and descriptive statistics were employed to analyze demographic information. Based on the results, teachers reported high levels of perceived LMS effectiveness, teachers’ self- efficacy, and work engagement. Significant differences were found in perceived LMS effectiveness based on gender, with males ranking higher than females. Differences were also observed across age groups and the duration of LMS usage. Correlational analysis indicated positive relationships between perceived LMS effectiveness, teachers’ self-efficacy, and work engagement. Through regression analysis, it was revealed that teachers’ self- efficacy significantly predicted perceived LMS effectiveness, and the combined effect of perceived LMS effectiveness and teachers’ self- efficacy significantly predicted work engagement. Moreover, teachers suggested vast areas for upskilling in terms of LMS features, Assessment, Professional Networks, and Support and Instructions. The study identified areas of concerns in the dimensions of perceived LMS effectiveness, teacher’s self-efficacy, and work engagement that served as the bases for recommended faculty upskilling plan for online and hybrid instructions.

Resilience, organizational support, and innovative behavior on nurses' work engagement: a moderated mediation analysis.

To investigate the status of nurses' work engagement and the relationship among resilience, organizational support, and innovative behaviors. In this cross-sectional study, we investigated 496 nurses in Hunan, China, from July 2022 to December 2022. A descriptive statistical approach, Pearson's correlation analysis and Hayes' PROCESS Macro Models 4 and 14 were used to analyze the available data. The level of work engagement among nurses was found to be moderate. Resilience positively predicted work engagement among nurses. Organizational support played a partially mediating role in the association between resilience and work engagement. Furthermore, innovative behavior played a moderating role in the association between adaptive resilience and work engagement. Based on the results, greater attention needs to be paid to nurses' work engagement. A high level of resilience, organizational support, and innovative behavior may increase work engagement among nurses. Nursing leaders can take measures to increase work engagement among nurses by improving nurses' resilience and organizational support, and cultivating innovative behavior.

Work-related resources and demands predicting the psychological well-being of staff in children's hospices.

This study assessed the work-related resources and demands experienced by children's hospice staff to help identify staff support systems and organizational practices that offer the most potential to prevent staff burnout and enhance well-being at work. The relationships between individual and organizational characteristics, work-related resources and demands, and burnout and work engagement outcomes experienced by children's hospice staff were explored using two surveys: the Children's Hospice Staff survey, completed by UK children's hospice staff, and the Children's Hospice Organisation and Management survey, completed by the Heads of Care. We used structural equation modeling to assess the relationships between the variables derived from the survey measures and to test a model underpinned by the Job Demands-Resource (JD-R) theory. There were 583 staff responses from 32 hospices, and 414 participants provided valid data for burnout and work engagement outcome measures. Most participants were females (95.4%), aged 51-65years old (31.3%), and had more than 15years of experience in life-limiting conditions (29.7%). The average score for burnout was 32.5 (SD: 13.1), and the average score for work engagement was 7.5 (SD: 1.5). The structural model validity showed good fit. Demands significantly predicted burnout (b=4.65, p≤0.001), and resources predicted work engagement (b=3.09, p≤0.001). The interaction between resources and demands only predicted work engagement (b=-0.31, p=0.115). Burnout did not predict work engagement (b=-0.09, p=0.194). The results partly supported the JD-R model, with a clear association between resources and work engagement, even when the demands were considered. Demands were only directly associated with burnout. The findings also identified a set of the most relevant aspects related to resources and demands, which can be used to assess and improve staff psychological well-being in children's hospices in the UK.

Person-Job Fit and Psychological Meaningfullness as A Predictor of Work Engagement In Call Center Employees PT. X

The rate of turnover for employees in a company will be of particular concern because it involves the company's expenses which are not cheap. When recruiting employees, it is hoped that individuals will be compatible with their jobs, and this compatibility will make employees psychologically meaningful at work and be able to immerse themselves in or be attached to their work, so that employees can last a long time in the company and reduce the budget for the recruitment, selection, and training processes. This study aims to determine the effect of Person Job Fit and Psychological meaningfulness in looking at work engagement in employees. The subject is a call center employee of PT. X aged 20-45 years. This research uses quantitative methods, uses a measuring instrument with a questionnaire model on the variable person job fit, psychological meaningfullness and work engagement. The results of this study indicate that Person Job Fit and psychological meaningfulness affect work engagement in call center employees at PT. X. Variable Person Job Fit and psychological meaningfulness together contribute 71% to work engagement. There needs to be matching between individuals and jobs at the beginning, to reduce the turnover of employees.Laju keluar-masuk karyawan pada suatu perusahaan akan menjadi perhatian khusus, karena menyangkut pengeluaran biaya perusahaan yang tidak sedikit. Saat penerimaan karyawan diharapkan individu memiliki kecocokan dengan pekerjaannya, dan kecocokan itu membuat karyawan memiliki makna secara psikologi dalam bekerja dan mampu tenggelam atau memiliki keterikatan dengan pekerjaannya, sehingga karyawan pun dapat bertahan lama diperusahaan dan menekan anggaran proses rekrutmen, seleksi serta training. Penelitian ini bertujuan untuk mengetahui pengaruh dari Person Job Fit, Psychological meaningfulness dalam melihat work engagement pada karyawan. Subjek merupakan karyawan call center PT. X yang berusia 20-45 tahun. penelitian ini menggunakan metode kuantitatif, menggunakan alat ukur dengan model kuisioner pada variabel person job fit, psychological meaningfullness dan work engagement. Hasil penelitian ini menunjukkan bahwa Person Job Fit dan psychological meaningfulness mempengaruhi work engagement pada karyawan call center PT. X. Variable Person Job Fit dan psychological meaningfulness secara bersama-sama memberikan kontribusi pengaruh sebesar 71% terhadap work engagement. Perlu adanya pencocokan antara individu dengan pekerjaan diawal, untuk menekan keluar-masukknya karyawan.

High commitment HRM and well-being of frontline food service employees: the mediating roles of job demands and psychological conditions

PurposeThis study aims to examine the relationship between high commitment human resource management (HCHRM) practices and employee well-being in the food service industry, with a focus on the mediating roles of job demands and psychological conditions.Design/methodology/approachA survey was conducted among 296 frontline employees in the food service industry, and the data were analyzed using structural equation modeling (SEM) in AMOS ver26.FindingsThe results showed that HCHRM practices do not directly affect employee well-being. However, psychological conditions play a crucial role in mediating the relationship between HCHRM practices and employee well-being. Specifically, the psychological conditions of meaningfulness and availability significantly predicted work engagement and mediated the relationship between HCHRM practices and employee well-being. On the other hand, job demands did not mediate the relationship between HCHRM practices and employee well-being.Research limitations/implicationsAlthough the study addressed common method variance, the cross-sectional nature of the data limits the ability to infer causal relationships among variables. Future studies could adopt a longitudinal research design to investigate the causal relationships among variables. In addition, the study recommends that managers in the food service industry adopt HCHRM practices and provide necessary psychological conditions to promote employee well-being.Originality/valueThis study extends the current literature on HCHRM and employee well-being in the food service industry by providing new insights into the mediating role of psychological conditions. The findings suggest that HCHRM practices can indirectly promote employee well-being through the enhancement of psychological conditions. These insights could help managers in the food service industry to design effective HRM strategies that foster employee well-being and reduce turnover.