Variance In Work Engagement Research Articles

The relationship between job crafting and work engagement among nurses in China: A latent profile analysis.

To identify subtypes of job crafting among Chinese nurses and to explore the characteristics of different subtypes and their relationship with work engagement. A cross-sectional study. A survey of 350 clinical nurses was conducted between December 2022 and January 2023. Identify profile categories for nurses' job crafting using a latent profile analysis. Logistic regression and ANOVA were used to explore the characteristics of different categories of nurses' job crafting in terms of sociodemographic, work engagement variables. Ultimately 3 latent profiles are identified: low job crafting (Class 1, N = 177, 50.7%), moderate job crafting (Class 2, N = 136, 38.9%), high job crafting (Class 3, N = 37, 10.5%). Nurses who are female, aged 31 to 40 and married are more likely to be grouped into Class 2. Nurses with a middle level of title are more likely to be grouped as Class 3. Nurses with high levels of work engagement are more likely to be grouped as Class 2 and Class 3 rather than Class 1. The job crafting has a distinctly classified character among Chinese nurses. 89.6% of nurses were at a low to medium level of job crafting, work engagement is an important predictor of nurses' job crafting. Nursing Managers should focus on the low job crafting group and develop targeted interventions to help nurses improve their job crafting and work engagement levels. None.

Influence of self-esteem and work engagement on the performance of BAPENDA employees of South Sumatra Province

This study aims to analyse the effect of self-esteem and work engagement on employee performance. This research uses quantitative research with an explanatory research type. The population in this study were 197 employees and leaders of BAPENDA South Sumatra Province. The sampling technique used in this study was the saturated / census sampling method. The selection of the saturated / census sampling method is carried out because all populations are considered to have certain criteria to be studied and can be reached as a whole by researchers so that the population that will be sampled in this study totals 197 people. This study uses quantitative data types, where data is collected in a structured manner through measurement instruments such as questionnaires or systematic observations. The data analysis technique in this study uses the help of SPSS software. The results showed that partially self-esteem and work engagement variables had a positive effect on employee performance variables, besides that simultaneously self-esteem and work engagement variables also had a significant effect on employee performance.

Career choice intention and work engagement of the audit professional in the Brazilian context

Objective: This research analyzed the attitudinal, subjective norms, behavioral perception, and work engagement variables that determine the audit professional’s intention to choose to pursue the career.Method: The methodology is quantitative, descriptive, and survey. Data were obtained through the application of a questionnaire with 312 audit professionals in Brazil. Data analysis included structural equation modeling.Originality/Relevance: The theoretical gap lies in the relationship between the Theory of Planned Behavior and work engagement in audit professionals. In this way, the intention of deciding on a career does not consist only in choosing a specific branch within the accounting area, but also in the individual’s willingness and competence to implement their projects and in the future engagement to support it, which demonstrates the confidence of the search.Results: The results revealed that audit professionals are happy to follow in this area, feel confident, believe in their professional capacity, and intend to grow in their careers in the coming years. Professionals have high levels of vigor, dedication, and concentration, and are highly engaged in their work. Personal attitudes, subjective norms, vigor, and dedication presented an explanatory power of 58% of the intention, concluding that the relationships between the scales are supported.Theoretical contributions: The model for measuring the relationship between intention to choose a career and engagement at work was validated. The study fills a gap in the behavioral area, helping to understand the auditor's behavior.

Wellbeing Predictors in Animal Shelter Workers: Exploring the Roles of Job Demands, Job Resources, and Job Crafting

ABSTRACT Animal shelter workers are at risk of poor wellbeing resulting from their work, with this potentially impacting employee performance and attrition. Using the Job Demands-Resources (JD-R) model as a theoretical framework, the study explored relationships between job demands, job resources, workplace wellbeing (exhaustion and engagement), performance, and intentions to leave. Use of job-crafting behaviors, and the extent that these behaviors predict wellbeing after controlling for the impact of job demands and resources, were also explored. Among the 142 participants surveyed, a range of job-crafting behaviors were reported. Consistent with the JD-R model, hierarchical regressions revealed job demands and resources accounted for 36.4% of the variance in work engagement and 36.2% of the variance in exhaustion. Job crafting predicted wellbeing in animal shelter workers after controlling for demands and resources and explained an additional 7.8% of the variance in work engagement and 5.9% of the variance in exhaustion. Work engagement, but not exhaustion, was related to performance, while both engagement and exhaustion were related to intentions to leave. The results suggest that job demands and resources impact wellbeing in animal shelter workers, affecting their performance and contributing to intentions to leave. Broad workplace interventions that build resources and minimize demands may, therefore, be effective in promoting wellbeing and performance in animal-shelter environments, which could potentially increase retention rates. Animal shelter workers make active adjustments to their work environment through job crafting, and these are linked to workplace wellbeing. Interventions that offer flexibility and encourage job crafting, particularly those that involve finding opportunities for growth and seeking feedback on performance, offer a useful bottom-up approach to complement top-down interventions.

Person Job Fit, Job Crafting, Dan Work Engagement Dan Pengaruhnya Terhadap Organizational Citizenship Behavior Pada Perusahaan Daerah Air Minum Surya Sembada Kota Surabaya

This research is intended to determine the influence of Person Job Fit, Job Crafting and Work Engagement on Organizational Citizenship Behavior in Employees of Regional Drinking Water Company (PDAM) Surya Sembada Surabaya City by involving 65 employees of PDAM Surya Sembada Surabaya City as respondents in this research. The research results prove that Person Job Fit has a positive and significant effect on Organizational Citizenship Behavior. This means that if the employees have the appropriate Person Job Fit, a sense of mutual help behavior will be created between employees. Job Crafting has a positive and significant effect on Organizational Citizenship Behavior. This means that if employees apply Job Crafting, it will increase Organizational Citizenship Behavior. Work Engagement has a positive and significant effect on Organizational Citizenship Behavior. This means that if employees feel work engagement, it will also increase Organizational Citizenship Behavior. Simultaneously Person Job Fit, Job Crafting and Work Engagement have a positive and significant effect on Organizational Citizenship Behavior with coefficient of determination of 0,96 or 96%, this indicates that the Organizational Citizenship Behavior variable can be explained by the Person Job Fit, Job Crafting and Work Engagement variables by 96%.

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.

Needs-based job crafting: Validation of a new scale based on psychological needs.

We present the conceptualization and validation of the Needs-Based Job Crafting Scale (NJCS), a new assessment tool theoretically grounded in the Identity-Based Integrative Needs Model of Crafting and DRAMMA psychological needs (detachment, relaxation, autonomy, mastery, meaning, and affiliation). The article is composed of three studies. In Study 1, we develop the NJCS and test its factorial structure using a cross-sectional sample of Finnish employees (N = 578). In Study 2, we validate the factor structure and test the scale for measurement invariance across time with longitudinal samples from Finland (N = 578) and Japan (N = 228). In Study 3, we examine the convergent, criterion, and incremental validity using a sample of German and Swiss employees (N = 1,101). The results confirm a six-factor structure of the scale as defined by the detachment, relaxation, autonomy, mastery, meaning, and affiliation needs in all three samples. The NJCS showed convergent validity when correlated with the conceptually related Needs-Based Off-Job Crafting Scale (NOCS), a job crafting scale based on the job demands-resources (JD-R) model, and the Proactive Personality Scale. Further, the six job crafting dimensions explain a large amount of variance in work engagement, job satisfaction, burnout, and psychological needs satisfaction; thus, supporting criterion validity of the scale. Finally, the NJCS explains variance beyond the existing JD-R based job crafting scale in work engagement, job satisfaction, burnout, and recovery experiences; thus, supporting incremental validity of the NJCS. Together with the existing NOCS, the NJCS facilitates the examination of crafting dynamics within and across work and nonwork life domains, applying a shared theoretical framework of psychological needs. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

HUBUNGAN ANTARA GAYA KEPEMIMPINAN DENGAN WORK ENGAGEMENT PADA PERSONIL KOREM 092/MAHARAJALILA BULUNGAN

The Indonesian National Army (TNI) is a servant of the state that upholds the sovereignty and defense of the territory of the State of Indonesia. The Military Resort Command (KOREM) is a territorial unit under the supervision of the Military Regional Command (KODAM). Ideal work engagement provides strong attention energy so that employees provide the best expertise they have in their work. Leadership style is the process of influencing people intentionally. The relationship between leadership styles illustrates the effectiveness in increasing the work engagement of members. Researchers used quantitative methods with a correlational approach with the subject of 64 members of the Army located in KOREM 092 / Maharajalila Bulungan. The data collection technique that researchers use is a questionnaire. The results of hypothesis testing showed a positive relationship between work engagement variables and leadership style variables with a significant value of p=0.000 (<0.005) with a correlation of R = 0.812. It can be concluded that there is a positive relationship between leadership style and work engagement at KOREM 092/Maharajalila Bulungan. The higher the leadership style, the higher the work engagement of KOREM 092/Maharajalila Bulungan personnel.

Influence of Sociodemographic, Organizational, and Social Factors on the Engagement of Long-Term Care Employees

Abstract Aim. The aim of the study was to identify the most important macro-, meso-, and micro-level factors influencing work engagement and motivation for employment in long-term care (LTC) in Slovenia. Material and methods. A correlational cross-sectional survey design with a self-reported standardized online questionnaire was used among Slovenian workers (N = 452LTC). Results. The results show that LTC workers generally enjoy going to work (68%), feel enthusiasm for their work (61%), and take great pride in their work (90%). Enjoyment increases with age, and is correlated with education and position. Joy is the lowest among those working in nursing homes. However, nursing and care teams show the greatest enthusiasm for and pride in the work done. Those who believe that their work is valued by society and their family enjoy going to work more. Although income is the most important factor in leaving the LTC sector, there are no differences in work engagement regarding the level of monthly income. Over 58% of the variance in work engagement was explained by the influence of sociodemographic characteristics, social recognition, and work environment.. Conclusions. To promote employee engagement, LTC leaders should provide a better work environment and social recognition.

Peran Work Engagement dalam Memediasi Konflik Pekerjaan-Keluarga dan Persepsi Dukungan Organisasional terhadap Kinerja Karyawan

This research aims to determine and analyze the influence of work-family conflict and perceptions of organizational support on employee performance through work engagement as an intervening variable at PT. PLN (Persero) UP3 Salatiga. This research uses primary data sources through the distribution of research questionnaires and secondary data through books, journals and relevant data from companies. The data collection method was carried out through distributing questionnaires using saturated sampling or census techniques. The population in this study was all 46 employees. This research uses Structural Equation Modeling (SEM) analysis techniques using the SmartPLS analysis tool version 4.0.9.3. Data analysis was carried out through an outer model test to measure the validity and reliability of the research model and an inner model test to determine the relationship between latent variables. The research results show that work-family conflict does not have a significant effect on employee performance and work engagement. Perception of organizational support has a positive and significant effect on employee performance and work engagement, and work engagement has a positive and significant effect on employee performance. In addition, it is known that work engagement variables can mediate the indirect relationship between perceived organizational support on employee performance, but not work-family conflict on employee performance.

The Effect of Psychological Safety and Academic Burnout on Work Engagement: A Study on Public Universities in Turkiye

This study aims to reveal the effects of psychological safety and academic burnout on the work engagement of academics working in public universities in Turkey. The population of the research is the academic staff working in public universities in Turkey. The sample is 424 academics who could be reached from these universities and academics and answered the questionnaire by convenience sampling method. SPSS 22.0 program was used for the analysis of the data obtained in the study. As a result of the research, it is seen that there is a low positive relationship between psychological safety and work engagement scores. It is understood that there is a low negative relationship between psychological safety and academic burnout. It was found that there was no significant relationship between academic burnout and work engagement variables. According to the regression analysis results, psychological safety is a significant predictor of being engaged in work. However, academic burnout is not a significant predictor of work engagement.

Influence Model of Job Demand and Job Resources Through Work Engagment on Organizational Commitment of Nurses in Hospital

Background: Organizational commitment is a behavior that can be used to measure individual strengths within the organization and their alignment with the organization, so it is very important to know the factors that can affect organizational commitment. Objective: This study aims to look at the direct and indirect effects of job demand and job resources on organizational commitment through the work engagement of nurses at Stella Maris Hospital Makassar. Method: This type of quantitative research and data analysis using SmartPLS software. The population in this study were all nurses at Stella Maris Hospital Makassar. The sampling technique with total sampling is the entire population used as a research sample, as many as 200 respondents. Results: The results showed that job demand had no direct effect on work engagement (β=0.131; P=0.262) and organizational commitment (β=-0.196; P=0.166). Job resources have a direct effect on work engagement (β=0.346 P=0.004) and organizational commitment (β=0.281 P=0.007). Work engagement has a direct effect on organizational commitment (β=0.269 P=0.015). Job demand has no effect on organizational commitment through work engagement (β=0.035 P=0.253). While job resources have an indirect effect on organizational commitment through work engagement β=0.093 P=0.048). Sugestions: Therefore, that nurses' assessment of job resource and work engagement variables is mostly of high value, so that it can be used as capital for hospital management to continue to maintain and increase nurses' organizational commitment. As well as being able to use this series as a process of motivating nurses to overcome high job demand for nurses in the workplace and retain nurses who have high enthusiasm at work.

The association between appreciative management and work engagement among health- and social care professionals: A cross-sectional study.

The importance of work engagement has been emphasised due to the increasing demand for health- and social care and the shortage of skilled labour. Improving organisational and managerial factors is important when enhancing professionals' work engagement. The association between management and work engagement has only been established in previous studies at a general level, but the association between appreciative management and work engagement has not received equivalent research interest. This study aimed to describe the association between appreciative management and work engagement among health- and social care professionals. The study used a cross-sectional survey design. The data were collected in five health and social services centres in one city in Finland from September to October 2022 using the Appreciative Management Scale 2.0 and the Utrecht Work Engagement Scale-9. A total of 182 health- and social care professionals participated. The data were analysed using correlations, linear regression analyses, independent samples t-tests and two-way analyses of variance (ANOVAs). A moderate association was found between appreciative management and work engagement and its dimensions of vigor, dedication and absorption. Systematic management had the strongest association and equality had the weakest association with work engagement. Among the dimensions of work engagement, appreciative management had the strongest association with vigour and the weakest association with absorption. Appreciative management and work type predicted 18% of the variance in work engagement. Full-time employees reported higher levels of work engagement and all its dimensions than did part-time employees. The results indicate that appreciative management and full-time work predict work engagement among health- and social care professionals. Due to this positive association, it is important to promote managers' appreciative management skills by educating them to understand how appreciative management enables and supports professionals' vigour, dedication and absorption in health- and social care.

Work Engagement in Portugal´s National Continues Care Network Professionals

The national network of integrated continuing care is one of the most recent responses of the Portuguese National Health System. It is therefore crucial to carry out studies that assess this response, but also focus on the professionals who ensure the provision of care on a daily basis. Knowledge about work engagement of professionals is essential to improve the quality of these organizations. Work Engagement is an indicator of the relationship between the professionals and the work environment and is an important factor in performance and productivity. The aim of this study was to evaluate levels of engagement among these professionals. The data collection instrument consisted of a sociodemographic and professional questionnaire, and the Utrecht Work Engagement Scale short version (UWES-9) by Schaufeli and Bakker (2003), translated and adapted for the Portuguese population by Sinval et al. (2018). In a universe of about 1000 professionals from different units, 240 individuals were studied. The results obtained show that professionals have high work engagement values. There were statistically significant differences in the means of work engagement, taking into account the sociodemographic variables, marital status (F=-4.28; p=0.006) and age group (F=3.476; p=0.009) and socio-professional, classification in the remuneration (t=-5.015; p<0.001), professional experience (t=-3.343; p<0.001) and professional category (F=6.385; p=0.002). Regression analyses that showed a R square determination coefficient value, obtained, 12,4% of the variance in work engagement can be explained by the demographic and job features variables.

Happiness in the Workplace of Women Lecturers Based on Work-Family Balance and Work Engagement

Introduction. Happiness at work is one of the components that can determine the achievement of one's success at work. Lecturers are teaching staff at the tertiary level who are an important component of the education system. Lecturers who have happiness at work will have a higher work engagement with their work, have a high concentration in doing their work, are always enthusiastic in doing all their work, and are always enthusiastic in completing all their work. The purpose of this study was to theoretically test the variables of work-family balance and work engagement on the happiness of female lecturers. 
 Methods. This research is quantitative research with non-experimental methods. Respondents in this study consisted of 200 female lecturer respondents, who had worked for at least 1 year, had been married for at least 1 year, and had a Masters's degree. The sampling technique in this study was purposive sampling. There are three measurement tools used in this study, namely happiness at work, work-family balance, and work engagement.
 Results and Discussion. Retrieval of data in this study using a questionnaire in the form of google form. Testing the validity of this study using the Content Validity Ratio (CVR) which involves an expert in psychology. Data analysis in this study used multiple linear regression analysis techniques with the help of the SPSS.26 for windows program. The research results show that the hypothesis in this study is accepted. This means that the work-family balance and work engagement variables have a very significant effect on the happiness of female lecturers by 67.8%.

WORKFORCE AGILITY AND ADAPTIVE PERFORMANCE IN GOVERNMENT INSTITUTION: THE MEDIATING ROLE OF WORK ENGAGEMENT

In government institutions, there have been several important changes such as the equalization of structural to functional positions and changes in the operating system. The state apparatus must have the ability to overcome changes and manage them. This research aims to determine how work engagement intervenes in the relationship between workforce agility and adaptive performance. The research was conducted quantitatively using a set of questionnaires. Participants in this study included 191 state apparatus in a government institution. The data was processed using IBM SPSS version 26. The mediating function of work engagement was examined using Andrew Hayes' analysis of the mediation model 4 Hayes process v4.0. The mediation test showed that the indirect effect of the range of confidence values is in the value 0.1448 – 0.4471 with a 95% confidence interval (CI) level and 5000 sample bootstraps. This suggests that the link between workforce agility and adaptive performance had a mediating role for work engagement variables. Based on this study, government institutions need to create employee development programs that can increase workforce agility and work engagement to improve the adaptive performance of state apparatus.

Analysis of Improving Employee Performance at the BTN Sharia Semarang Branch through Career Adaptability and Work Engagement

<p>The roles of career adaptability and work engagement are very important for the performance of banking employees so that companies can compete. This study aimed to analyze the factors of increasing employee performance at the Bank Tabungan Negara (BTN) Sharia Semarang Branch through career adaptability and work engagement. This study uses an explanatory analysis approach. Census was used to obtain 70 employees as samples. Multiple regression was used to examine the role of these factors. The results found that career adaptability and work engagement variables can explain employee performance variables of 72.9%. Career adaptability and work engagement are proven to have a positive and significant effect on employee performance. It is hoped that the Management of BTN Sharia Semarang Branch will continue to improve the career adaptability and work engagement of employees by continuing to provide enthusiasm, enthusiasm, and trying seriously to be able to improve employee performance.</p>

ASSESSING THE INFLUENCE OF SELF-LEADERSHIP STRATEGIES AND PSYCHOLOGICAL CAPITAL ON WORK ENGAGEMENT AMONG BANKING SECTOR EMPLOYEES

It has become vital to propose new forms of engaging employees in the banking industry in order to retain critical customers and increase profits. The banking industry operates in an exceedingly complicated and competitive atmosphere characterised by ever-changing conditions and an extremely unpredictable financial climate; it is also faced with economic recession and depleted employee confidence. With the reported challenges experienced by the banking industry, it has become imperative to find mechanisms to improve work engagement. The traditional methods of fostering engagement have proved ineffective, and managers are on the lookout for new ways of engaging employees. This research proposes that embracing and encouraging the self-leadership strategies and creating a positive psychological environment which facilitate employee thriving can be part of the new methods to boost work engagement. The main purpose of the inquiry was to determine the extent to which a combination of self-leadership strategies and psychological resources may influence work engagement. Using 303 banking sector employees a cross-sectional quantitative survey was applied. Results indicated that self-leadership strategies combined with psychological capital explain 69.4% variance in work engagement. Constructive thought patterns and hope are the main contributors to work engagement. Combining self-leadership strategies (constructive thoughts, self-efficacy, and hope) yields favourable levels of work engagement for banking sector employees. To enhance the energy levels and the quality of work among banking sector employees, managers can focus on encouraging the utilisation of self-leadership strategies and enhancing psychological resources to formulate practices that may improve work engagement. This study contributes to new knowledge pertaining to strategies that could be utilised by mangers to improve or enhance work engagement in the banking industry. The study also produced compelling implications for advancing theory through the identification of personal resources from self-leadership and psychological capital. These resources can be utilised to enhance individual work engagement based on the Job Demands Resource Model.

The Effect of Authentic Leadership and Work Engagement on Job Performance: Evidence from DKI Jakarta Provincial Government

Human Resources plays an important role in Government agencies. The Provincial Government of DKI Jakarta is trying to improve the knowledge and talents of employees with budget funds allocated for training, development, and significant improvements in both the administration and service fields to maximize the performance of Civil Servants.Objective: This study aims to analyze the effect of authentic leadership and work engagement on job performance, and High Performance Human Resource (HPHR) practices as variables that mediate the relationship between authentic leadership and work engagement on job performance.Methodology: The method used in this study is a quantitative method, using survey research with employees of the DKI Jakarta Provincial Government as the object of research. Data collection which was used is the cross-sectional method by distributing questionnaires. The research sample was selected using the purposive sampling method in order to obtain 205 respondents. The data analysis method used was Structural Equation Modeling (SEM) with AMOS 21 software. Results from the previous study were considered by adding work engagement variables in determining strategies to improve job performance.Findings: The results of this study provide information on authentic leadership participation, it will improve job performance and HPHR Practices, as well as increase an employee's attachment to work, also the more HPHR Practices and job performance will increase in the organization.Conclusion: Structuralists are expected to improve authentic leadership, especially from an internalized moral perspective, to produce ethical and transparent behavior. Civil servants need to increase work engagement, especially in the absorption aspect where employees need to concentrate fully when working in the office, develop deep interest, and willingness so that they feel bound to their work. To achieve this, a positive work environment is needed. As a result, employees feel comfortable, safe, and enthusiastic when working.

Special education teachers' job demands-resources profiles and capabilities: Effects on work engagement and intention to leave.

This study aimed to investigate the job demands-resources profiles and work capabilities of special education teachers in Namibia and their effect on work engagement and intention to leave. A convenience sample was taken of teachers from seven different regions across Namibia (N = 200). The Capability Set for Work Questionnaire, the Job Demands-Resources Questionnaire, the Work Engagement Questionnaire, and the Intention to Leave Questionnaire were administered. Using latent profile analysis, four job demands-resources profiles were identified: resourceful job, demanding job, poor job, and rich job. A poor job was negatively associated with the capability to use knowledge and skills, while resourceful and rich jobs were associated with developing new knowledge and skills, being involved in important decisions, building and maintaining relationships, and setting own goals. Job experience was negatively associated with five of the seven capabilities. Resourceful and rich jobs and the capability set predicted a large percentage of the variance in work engagement and a moderate percentage of the variance in intention to leave. High emotional demands, coupled with overload and a lack of resources interfere with teachers’ functioning (e.g., work engagement and intention to leave).