Role Of Work Engagement Research Articles

Does workplace fun reduce job stress? Role of work engagement and job autonomy in the hospitality industry

Drawing on job demand-resource theory and social exchange theory, this study investigates how work engagement mediates the impact of workplace fun on job stress through moderating role of job autonomy in the hospitality industry context. Survey data collected from 384 employees was analyzed using SmartPLS 4.0 to test the hypotheses of the study. The analysis revealed that workplace fun has a negative relationship with the job stress of employees, while work engagement has partial mediation in this relationship. Moreover, job autonomy was found to be a significant moderator in the relationship between workplace fun and employee engagement. The implications for theories and practices, followed by limitations and future directions and concluding remarks, are discussed.

Is Looking Forward to the Future Good for Your Career? The Role of Work Engagement and Job Security

Is Looking Forward to the Future Good for Your Career? The Role of Work Engagement and Job Security

Understanding the Relationship Between Just World Belief and Career Success: The Role of Work Engagement

Employees’ beliefs about justice were found to be related to positive work attitudes and behaviors. We complement this line of research by focusing on whether justice beliefs benefit employees by increasing their career success. Drawing on the just world hypothesis, this study explores the impact of personal belief in a just world on employees’ subjective and objective career success and considers the mediating mechanism of work engagement in this association. Three-wave time-lagged data from 320 full-time employees in China supported our hypothesized mediation model. Our research underlines the importance of employees’ justice beliefs for their career development and satisfaction, and suggests that organizations should avoid unjust experiences to increase employees’ work engagement, and furthermore benefit their career success.

Job Crafting, Task Performance, and Employability: The Role of Work Engagement

The goal of this study is to determine the function of work engagement as a mediating factor in the relationship between job crafting, task performance, and employability in the hospitality sector. A questionnaire was applied and participants were drawn from 209 hotel employees in İstanbul, and Kocaeli, Türkiye. To test these hypotheses, structural equation modeling was implemented. The findings show that job crafting is linked to employability and task performance positively. Furthermore, this research looks into the role of work engagement as a mediator in the links between job crafting, perceived employability and task performance. The findings reveal that there are considerable indirect effects, implying that work engagement is mediated. Thus, our results suggest that job crafting was a positive predictor of perceived employability and task performance and work engagement has a mediator role between those variables in the hospitality sector.

The role of work engagement in achieving work-life balance in organic workers

A high workload without being balanced with efforts to balance work life will lead to problems in the world of work. This study aims to determine the relationship between organic workers’ work engagement and work-life balance. This research is a correlative quantitative study with the participants being organic workers at PT Pertamina Patra Niaga Regional Southern Sumatra, totaling 146 people. The sampling technique used in this study was simple random sampling. Data collection was done using Work-life Balance and Work Engagement Scales. This study uses simple linear regression test analysis techniques. The results showed a significant relationship between work engagement and work-life balance (r = .476, p < .01). Work engagement’s practical contribution to work-life balance is 22.7%, and other factors influence the remaining 77.3%.

Linking transformational leadership and project success: Role of work engagement and project complexity

This study examines the direct, mediating, and moderating effects of Transformational Leadership (TL), Work Engagement (WE), and Project Complexity (PC) on Project Success (PS). Using survey methods and multivariate data analysis through structural equation modeling with 326 project managers in Vietnam, the results show that TL scientifically predicts PS; TL positively impacts WE; WE strongly influences PS; and the link between TL and PS is moderated by PC and mediated by WE. The results indicate that project-oriented businesses should consider TL when hiring for project management roles and offer transformational leadership training to assist project managers in becoming more exceptional. Future studies could use longitudinal research to understand better how the impact of these antecedents on project success changes over time.

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

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

The Relationship Between Financial Stress and Job Performance in China: The Role of Work Engagement and Emotional Exhaustion.

Economic pressure has become an important source of stress for employees. However, the conclusions regarding the relationship between financial stress and employees' work behavior are not consistent. The present study explored the relationship between financial stress and employee job performance with a Chinese sample and further explored how and when financial stress influenced job performance. The present study investigated five distinct companies operating in diverse sectors using a convenience sampling technique. Three hundred and twenty-one employees were recruited. Financial Stress, Job Performance, Work Engagement, and Emotional Exhaustion were measured for this investigation. The mediation effect was tested using a four-step procedure. The analysis of the moderated mediation model was performed using Hayes's PROCESS macro for SPSS. The results found financial stress was positively related to job performance, and work engagement mediated the positive relationship between financial stress and job performance. In addition, emotional exhaustion moderated the mediating process between financial stress, work engagement, and job performance. Specifically, the beneficial effect of financial stress on work engagement disappeared when emotional exhaustion was high. Besides, a high level of emotional exhaustion weakened the positive relationship between work engagement and job performance. Financial stress plays a motivating role in employees' job performance in China. Work engagement is a key factor between financial stress and job performance. Notably, the positive effect of financial stress and work engagement on job performance is contingent upon the individual's level of emotional exhaustion. These results might explain the inconsistency of the effect of financial stress in previous research. Moreover, this finding suggests that emotional factors may not only be the result of stress but can also influence its effects.

Leadership styles and innovative work behaviour: the role of work engagement

Leadership styles and innovative work behaviour: the role of work engagement

Does ethical climate of the organization foster entrepreneurial marketing? The role of work engagement and effective knowledge transfer

Purpose This study aims to explore how an organization’s ethical climate determines the type and effectiveness of entrepreneurial marketing activities. Also, this study seeks to identify the most critical intra-organizational capabilities related to entrepreneurial marketing components and explain their role in the path of ethical climate to entrepreneurial marketing, which means moving from the intra- to the extra-organizational environment. Design/methodology/approach Data were collected from managers working in 100 scientific and research companies in Iran through survey questionnaires. Latent variable structural equation modeling was used to test the hypothesized relationships. Findings The findings reveal that the linkage between the ethical climate of the organization and entrepreneurial marketing is partially mediated by work engagement. In addition, the mediating role of knowledge transfer was not confirmed. These results imply that the ethical climate of the organization fosters entrepreneurial marketing by enabling employees with absorption, vigor and dedication. Research limitations/implications Scientific and research companies in this research are different in size, resources, knowledge management system, organizational structure and products offered to the market; they have different emphasis on innovation and entrepreneurship as well. This issue increases the variety of data and the ability to generalize the results. Still, on the other hand, it reduces the ability to categorize data and increases the amount of outlier data. Future research in a comparative manner between different industries is needed. Practical implications This study indicates that an organization’s ethical climate can be a critical predictor of its entrepreneurial marketing as well as effective knowledge transfer and work engagement. In this regard, organizations should pay attention to employee’s perception of the organization’s ethical climate and create an environment that supports productive behaviors, commitment, trust, communication, work dedication, etc., to facilitate knowledge transfer effectively so that the organization can identify market opportunities and turn it into customer-oriented innovation, cocreate value for their customers and increase market share. Originality/value In turbulent markets, companies need to introduce quality and reliable products. Still, because the life cycle of products has shortened and the speed of introducing new products has increased, the supply of products will fail if companies are not equipped with new marketing methods. In this regard, the current research will seek to provide a mechanism for organizational capabilities on the road to entrepreneurial marketing by expressing entrepreneurial marketing as an innovative approach and trying to identify factors affecting it.

Leader trait affective presence and safety behaviors: The role of work engagement

Due to the potential influence of motivation on employee safety behaviors and safety outcomes, exploring the antecedents that affect employees’ motivational states is critical in the workplace safety. Considering the significant role of leaders and their interpersonal emotion-related characteristics, our research introduces the construct of leader trait affective presence and investigates its effects on employee safety behaviors via work engagement. In a multisource study based on 467 dyads of leaders and their employees in a nuclear power plant, we tested and supported hypotheses that leader positive affective presence was positively related to employee work engagement, whereas leader negative affective presence was negatively related to employee work engagement. And work engagement was positively related to safety behaviors. Furthermore, leader affective presence has an indirect effect on employee safety outcomes via work engagement. These findings indicate the theoretical value of leader trait affective presence in shaping employee motivational state and further safety behaviors, as well as practical implications for safety organizations.

Does subordinate moqi affect employee voice? The role of work engagement and role stress

PurposeThis study attempts to develop and test the model regarding work engagement as a mediator and role stress as a moderator to explain how and when subordinate moqi affects employee voice.Design/methodology/approachA two-wave online survey was conducted, and 217 supervisor–subordinate dyads’ data were collected. This study's hypotheses were tested using linear regression analysis.FindingsThe results demonstrated that subordinate moqi is associated with employee voice. The increase in subordinate moqi can enhance employee work engagement and then promote employee voice. Furthermore, employee role stress moderates the relationships between work engagement and employee voice and the indirect effects of subordinate moqi on employee voice via work engagement.Originality/valueFrom the perspective of job resources, this study ascertains that work engagement plays a mediator role in explaining how subordinate moqi affects employee voice and fills in the gap of the mediating mechanism between subordinate moqi and employee voice. Moreover, this study extends the understanding of role stress by emphasizing its positive role rather than its negative function which is highly discussed in previous research.

How Does CPB Stimulate Employee Bootlegging? The Role of Work Engagement and Uncertainty Avoidance

How Does CPB Stimulate Employee Bootlegging? The Role of Work Engagement and Uncertainty Avoidance

The role of work engagement and organizational commitment in improving job performance

The role of work engagement and organizational commitment in improving job performance

The Role of Work Engagement in Promoting Employee Well-Being in the Service Sector of Malaysia

The 2019 coronavirus disease (COVID-19) is a public health emergency of international concern and poses a challenge to psychological resilience. Thus, it results in substantial challenges to mental health, and improving employee well-being (EWB) becomes an important human resource management issue. Research data are needed to develop evidence-driven strategies to reduce psychological impacts. This study aimed to examine how vigour, dedication, and absorption affect employee well-being among employee working from home (WFH) in the service sector context during the COVID-19 pandemic. A snowball sampling was used by drawing responses from 152 executives and higher-level positions working in the Malaysian service sector through an online survey questionnaire. The data were then analyzed using structural equation modelling. The findings indicate that vigour and absorption have a significant positive effect on employee well-being while dedication was found to be no direct effect on employee well-being. Our results suggest that work engagement is an important work behaviour, not only promotes effective work outcomes but also has a positive impact on an individual’s well-being. The data for the study were collected from the employees working in the service industry during COVID-19 pandemic situation. Future research could evaluate other factors as potential moderators or mediators, such as employee resilience and risk behaviour, to further evaluate the employee's well-being and further establish its validity. The study contributes by integrating the conservation of resources theory (COR) in the pandemic situation. In the previous COVID-19 pandemic circumstance, the results showed evidence that answered the question of how work engagement played a role in promoting employee well-being in a Malaysian service sector setting.

How organizational climate of silence affects job performance: the role of work engagement and supervisor support among frontline nurses

Background: The growing body of evidence demonstrates both the desirable and undesirable consequences of organizational silence. This study aims to explore the influence of the organizational climate of silence on job performance through the mediating effects of work engagement (WE). Further, the degree to which supervisor support (SS) and work engagement moderate job performance are examined. Methods: A quantitative cross-sectional design was used for the study. Survey data from 14 hospitals and 15 health centers and community-based health planning services (CHPS) compounds in the Western Region of Ghana. We used the variable-to-sample ratio to determine an appropriate and sufficient sample size of 565 respondents. The hierarchical regression technique was employed in estimating the relationship between the variables. Results: In selecting an adequate and appropriate sample size for this current study, we relied on the variable-to-sample ratio. Results from the study showed that top management's attitude to silence and the supervisor's attitude to silence had a significant adverse effect on task performance (β=-.090, p< 0.05) and (β=-.110, p< 0.01). Work engagement had no role in mediating top managers' and supervisors' attitudes toward silence, communication opportunities, and task performance. Supervisor support acted as a moderating factor in the relationship between job engagement and task performance. In contrast, despite the direct positive relationship between supervisor support and contextual performance, it failed to moderate the relationship between work engagement and contextual performance. Conclusion: The study's findings demonstrate the need for health managers and supervisors to become more conscious of silence. The results offer diverse recommendations for encouraging the sharing of relevant ideas, facts, and opinions within the health sector.

The Role of Work Engagement in Mediating the Influence of 360 Degree Leadership and Digital Literacy on Team Effectiveness in FJB Jakarta Construction Company

This study aims to find out the role of Work Engagement in mediating the influence of 360-Degree Leadership and Digital Literacy on the Team Effectiveness of construction services company FJB in Jakarta. The research method used in this study is a quantitative-associative method. The data was collected by distributing a five-point Likert scale questionnaire to FJB construction service employees as a cross-sectional sample. Questionnaire data was then recapitulated and processed using a path analysis approach that included descriptive and verification analysis. Path analysis is used to calculate the effect of 360-degree leadership and digital literacy on team effectiveness through work engagement. Total respondents who became the sample in this study were 113 respondents. The results of the path analysis show that the 360-degree leadership variable is also the digital literacy variable, both directly and indirectly, having a positive effect on work engagement, and the work engagement variable also has a positive and significant effect on the team effectiveness variable. The influence of the 360-degree leadership and digital literacy variables on team effectiveness through work engagement also shows positive and significant results.

Role of Work Engagement, Autonomy Support, Psychological Capital, and Economic Factors to Educator and Staff Well-being in the Philippines

Educational institutions are transitioning their learning modalities to flexible learning from remote education; educators and staff continuously encounter ambiguous work demands that negatively affect their well-being. Literature indicates the influence of autonomy support, psychological capital, work engagement, and economic factors (i.e., financial preparedness and job insecurity) on well-being. We propose that social, psychological, work, and economic factors influence the well-being of university educators and staff. 315 employees voluntarily completed the autonomy support, work engagement, hope, self-efficacy, job insecurity, and financial preparedness scales. We used IBM SPSS Amos for the confirmatory factor analysis and structural equation modeling. Five separate models were conducted to test the research objective. Results indicate good to excellent model fit indices for the research scales and structural model. We also found that self-efficacy, work engagement, hope, and financial preparedness during emergencies positively predict well-being, while job insecurity is detrimental. Our findings could serve as a basis for mental health programs to address the mental issues of educators and staff.

The Role of Work Engagement in Mediating Perceived Organizational Support and Organizational Commitment Relationship to Organizational Citizenship Behavior

This paper reviews the important role ofwork engagement (WE) in bridging the relationship between perceived organizational support (POS) and organizational commitment (OC) on organizational citizenship behavior (OCB) to private university lecturers. WE is one of the positive behaviors in the form of positive engagement cognitively, emotionally, and physically to increase productivity and morale. High WE is the main capital in creating lecturer OCB.Several previous studies have shown that high POS and OC have not consistently resulted in good OCB.With these considerations in mind, this study presents a WE thatbelieved to be able to strengthen POS and OC relations with OCB. It is hoped that this paper will provide a new perspective on the role of WE and other factors that can improve OCB for lecturers at private tertiary institutions. This study uses a quantitative approach and descriptive design. The research respondents were lecturers spread across 7 tertiary institutions in Baubau City. While data collection was carried out using digital instruments in the form of google forms which were distributed and managed to collect a sample of 257 respondents. The results of this study indicate thatWE has a significant positive influence in bridging the relationship between POS and OC towards OCB.This study suggests paying more attention to WE and OC because they have been proven to significantly contribute to increasing OCB in private university lecturers.

The role of work engagement in mediating the effect of job characteristics and compensation on performance

This study aims to analyze the effect of job characteristics and compensation on performance through work engagement. There are four variables in this study, including work engagement, compensation, job characteristics, and performance. Several previous studies have shown that work engagement is able to mediate the influence of job characteristics and compensation on performance. The data of this research comes from the perception of tax bailiff. The sample size of 263 employees was obtained by using Slovin formula. The analytical SEM PLS method was used to answer the research objectives. The results obtained from this research show that work engagement is able to mediate the effect of job characteristics and compensation on performance. In addition, the direct influence test shows that job characteristics and compensation have a significant and positive effect on work engagement. Job characteristics, compensation, and work engagement have a significant and positive effect on performance.