Development Of Work Engagement Research Articles

In Search of an Ideal Modern Knowledge Worker

What is the role of personal resources and challenging work role demands in work engagement development? We address this question through a mixed-methods research design using two studies. Both studies were conducted among highly specialized knowledge workers. Based on a literature review and a qualitative interview study (Study 1), we identified two personal resources and four challenging work role demands associated with work engagement development. In a consequent quantitative survey (Study 2), we developed and tested a theoretical model proposing that personal resources are positively related to work engagement development and that challenging work role demands moderate these relationships. We used hierarchical cluster analysis to divide our respondents (N = 391) into three work role clusters based on creativity, curiosity, flexibility, and self-reported initiative. Analysis of covariance was applied for testing the influence of entrepreneurial passion and life satisfaction on work engagement with the interaction of work role clusters. Our results confirmed that both personal resources and challenging work role demands are drivers of work engagement and that the drivers of work engagement significantly differ among individual knowledge workers.

Double-edged effects of ethical leadership in the development of Greater China salespeople's emotional exhaustion and long-term customer relationships

PurposeThe purpose of this paper is to present how ethical leadership has a double-edged effect to influence emotional exhaustion and long-term customer relationship developments of employees in a sales management context through a latent growth model (LGM).Design/methodology/approachTo test the LGM, data were collected by surveying 407 salespeople of a retail travel agency with 814 customers in Greater China at multiple points over an eight-month period.FindingsThis study found that, as salespeople perceived more ethical leadership at Time 1, they were more likely to show increases in the work engagement development that increased the service performance development and increased the work–family conflict development over time. In addition, increases in service performance development influenced increases in customer relationship development and increases in work–family conflict development also influenced the emotional exhaustion development.Originality/valueThese findings help managers understand that enabling salespeople to use their full capabilities to their work by ethical leadership may bring not only high service performance but also negative factors that erode salespeople’s well-being.

Empleados engaged: influencia de la autoeficacia y del líder

This study examines the role of supporting leadership and self-efficacy in the development of work engagement. We evaluate the mediating role of self-efficacy between leadership and work engagement in a sample of 271 employees from a Public Administration (City Hall). Results from the Structural Equation Modeling Analysis reveal that self-efficacy mediates the relationship between leadership and work engagement. The perception of having supporting leaders relates significantly with employees’ self-efficacy, which in turns, positively relates to work engagement.

Development of work engagement and pathways to occupational health

Development of work engagement and pathways to occupational health

Transforming Employee Engagement Into Long-Term Customer Relationships: Evidence from Information Technology Salespeople in Taiwan

In this study, we found that when information salespeople in Taiwan perceived more transformational leadership, they were more likely to show increases in work engagement development over time. Furthermore, increases in work engagement development influenced increases in service performance development, which therefore positively predicts increases in customer relationship development over time.