Work Engagement Research Articles

Transforming HR through Analytics: A Study of Performance Improvement Initiatives Driven by Data

ABSTRACT This study examines the transformative impact of facts analytics on Human Resources (HR) practices, especially focusing on overall performance development tasks. As agencies more and more apprehend the value of data-pushed choice-making, HR analytics has emerged as a strategic tool for reinforcing talent control, worker engagement, and ordinary organizational overall performance. By studying case research and empirical data, this studies identifies the important thing blessings of HR analytics, such as stepped forward recruitment processes, better employee retention, and heightened engagement ranges. However, the take a look at also addresses the challenges related to implementing analytics in HR, together with facts nice, change management, and talent gaps. Ultimately, the findings spotlight the need for HR professionals to include a facts-driven culture and invest in analytics abilities to reap sustained performance upgrades. This paper serves as a manual for companies in search of to leverage analytics for more suitable HR effects and strategic alignment.

Mediating Effect of Firefighters' Resilience and Public Service Motivation Regarding the Influence of Depression on Their Work Engagement During COVID-19.

In this study, we aimed to investigate the influence of resilience or public service motivation (PSM) on firefighters' work engagement during the coronavirus disease (COVID-19) pandemic. We conducted an online survey with 304 firefighters assigned to Gyeonggi-do between October 27 and 28, 2022, and collected their demographic information; work-related data; mood, anxiety and insomnia symptoms; and work-related attitudes. The leading causes of firefighters' stress were physical and mental health decline due to heavy workloads (46.4%), verbal abuse and assault from civilians (33.9%), conflict with coworkers (18.4%), and death of colleagues (13.2%). The results of the logistic regression analysis revealed that high levels of resilience (OR = 1.28, p < 0.001), service motivation (OR = 1.17, p < 0.001), and non-exposure to death (OR = 0.33, p = 0.005) led to high work engagement. Mediation analysis showed that resilience and PSM mediated the influence of depression on work engagement. The work engagement of firefighters is influenced by resilience, PSM, and exposure to death.

Flourishing With Flexibility: Leader Communicative Support of Flexible Work Arrangements Enhances Employee Engagement and Well-Being

In the wake of the COVID-19 pandemic, more than half of U.S. employees whose work is capable of being done remotely report they use a hybrid work arrangement that includes some remote work and some work in the office. This poses a challenge for leaders because research shows that employee use of flexible work arrangements (FWA) can negatively affect employee outcomes. The current study, a cross-sectional survey of 1,258 employees who work full time in the U.S., uses the theory of communicative leadership to understand the influence of leader communicative support of FWA on the relationship between employee use of FWA and two employee outcomes: flourishing at work (a measure of well-being) and job engagement. Results show that higher levels of employee use of FWA is associated with less flourishing at work and job engagement; however, leader communicative support of FWA moderates this relationship, with high-quality leader communicative support associated with higher levels of flourishing at work and job engagement. The results have implications for leadership and work-life scholarship and provide practices that leaders can implement to help support employee engagement and well-being.

A Review of Knowledge-Oriented Leadership and Its Effect on Work Attitudes

This paper systematically reviews the relationship between knowledge-oriented leadership and work attitude. This article reviews knowledge-oriented leadership and work attitudes, including three dimensions of work attitudes: affective commitment, work engagement, and creative self-efficacy. The relationship between knowledge-oriented leadership and work attitude and three dimensions of work attitude are discussed. The review found that most scholars used quantitative methods to conduct research involving different industries in different countries. Most research results proved a significant relationship between knowledge-oriented leadership and work attitude and its three dimensions, but some scholars' research did not support this view. Finally, the paper indicates directions for future research, including the expansion of cross-cultural studies, the increase in longitudinal study designs, multi-attitude integrative studies, and a focus on dynamic change and individual differences.

What tools are available to assess climate and environmental health impacts on perinatal families with an equity lens? A rapid review of the Canadian context

ObjectivesThis rapid review is designed to identify existing tools in the Canadian literature that assess the impacts of climate change on the health of perinatal families, particularly those who are equity-denied. Addressing the needs of equity-denied perinatal populations in the face of climate change is crucial to promoting equitable and inclusive perinatal care in Canada.MethodsRapid review methodology was selected to provide evidence in a timely and cost-effective manner. PubMed/MEDLINE and gray literature (Google and Google Scholar) were searched for English and French papers published from 2013 onward. The original research question, focused on climate change and health, yielded very few relevant results. Therefore, the search was broadened to include environmental health. Garrity et al.’s (J Clin Epidemiol 130:13–22, 2021) nine-stage process was used to identify 11 relevant papers, extract the relevant data, and complete the narrative synthesis.Synthesis.This review revealed a significant lack of tools for comprehensively assessing climate-health impacts on perinatal families and equity-denied perinatal families. While Canadian perinatal health screenings focus on equity via indicators of several social determinants of health (e.g., income, social support), they largely omit climate considerations. Environmental health factors are more commonly included but remain minimal.ConclusionClimate-health screening tools are lacking yet needed in routine perinatal healthcare. Given the seriousness of climate change, urgent engagement of health systems and healthcare workers is essential to help mitigate and adapt to climate-health challenges, particularly for perinatal families experiencing health inequities.

Assessing the Turkish version of the Individual Work Performance Questionnaire (IWPQ) for its validity and reliability

BackgroundsThis study aimed to assess the validity and reliability of the Turkish version of the Individual Work Performance Questionnaire (IWPQ).MethodsA total of 340 adult participants who had been working for at least 8 h a day completed the study questionnaire online. The questionnaire consisted of sections on demographics and socioeconomic characteristics, the IWPQ, and the ultrashortened version of the Utrecht Work Engagement Scale (UWES-3). Principal component analysis (PCA) with Promax rotation was conducted to assess the e three-factor structure for the Turkish version of the IWPQ. Cronbach’s alpha was used to determine internal consistency. The intraclass correlation coefficient (ICC) was used to assess test-retest reliability. Spearman correlation coefficients were calculated between the IWPQ and UWES-3 scales to evaluate convergent validity.ResultsThe three factors accounted for a total variance ratio of 60.7%. Cronbach’s alphas of three subscales (task performance, contextual performance, and counterproductive work behavior) were 0.894, 0.875, and 0.796, respectively. Test-retest reliability showed high agreement, with ICCs of 0.96, 0.98, and 0.91 for the respective scales. There was a statistically significant correlation between UWES-3 and the task performance subscale (ρ = 0.367 and p < 0.001), a statistically significant correlation between UWES-3 and the contextual performance subscale (ρ = 0.403 and p < 0.001), and a statistically significant correlation between UWES-3 and the CWB subscale (ρ=-0.352 and p < 0.001).ConclusionsThe Individual Work Performance Questionnaire (IWPQ) identifies work performance.The Turkish version of the IWPQ scales demonstrated validity and reliability in assessing individual work performance.

Co-workers’ Solidarity and Citizenship Behaviors: The Mediating Role of Work Engagement

ABSTRACT The work environment plays a detrimental role in shaping workplace behavior of employees. Recent studies focused on the influence of work environment factors on individual and organizational level outcomes. We extend this work by exploring the impact of coworkers’ solidarity on organizational citizenship behaviors through work engagement in private universities in Ethiopia. A survey method was used to collect data from 335 employees selected using a proportionate stratified sampling method. A standardized questionnaire was used to collect primary data from employees composed of academic and administrative staff. The data collected was examined using Partial Least Square Structural Equation Modeling through Smart PLS 3.0 software. A bootstrapping path analysis algorithm with a resample of 5000 was employed to generate direct and indirect effects and significance of path coefficients in testing hypotheses. The study found that solidarity among coworkers affects citizenship behavior of employees positively and significantly and work engagement played a partial mediating role in this relationship. The study recommends that private universities should give due attention to cultivating coworkers’ solidarity to derive the required behavior on the part of employees.

Job Satisfaction and Perception of Organizational Support with Work Engagement of Gen Z Employees

Job Satisfaction and Perception of Organizational Support with Work Engagement of Gen Z Employees

Career adaptability and work engagement: the roles of person–organization fit and job insecurity

PurposeThe purpose of this study is to examine the relationship between employees’ career adaptability and work engagement. Specifically, this study investigates the mediating role of person‒organization fit in the relationship between career adaptability and work engagement as well as the moderating role of job insecurity in this mediating effect.MethodsWe collected data from 248 full-time employees in China and utilized robust statistical techniques to test a moderated mediation model that includes the constructs of career adaptability, person‒organization fit, job insecurity, and work engagement.ResultsCareer adaptability is positively related to employees’ work engagement, and person‒organization fit mediates the relationship between career adaptability and work engagement. Job insecurity moderates the mediating effects of person‒organization fit in this context. The relationship between person‒organization fit and work engagement is stronger at low (vs. high) levels of job insecurity.ConclusionThis research contributes to theory by demonstrating that the mediating effect of person‒organization fit and the moderating effect of job insecurity represent additional explanations of the impact of career adaptability on work engagement.

Relational Job Crafting and Task Performance: The Mediating Role of Work Engagement

This study investigates the mediating role of work engagement on the effect of relational job crafting on task performance among employees in the public sector of Ghana. Relational job crafting involves offers significant benefits to public sector employees by enhancing their performance through collaborative engagement. Thus, when employees actively adjust their social work environment, they can reduce (increase) work-related stress (sense of purpose) through fostering stronger relationships, which also improve well-being and performance. The research employed a closed-ended questionnaire and conducted a cross-sectional online survey. The study’s target population consists of 17,163 public sector employees in Cape Coast Metropolis, out of which 456 were randomly selected to complete the survey. The sample size was estimated using the Adam, (2020) approach for selecting samples in a quantitative study. Data collection took place from January to June 2023, and the analysis was conducted utilising the R version of partial least squares structural equation modelling (PLS-SEM). The study revealed an average yet statistically significant influence of relational job crafting on both work engagement and task performance. Thus, relational job crafting had a significant positive effect on work engagement (β = 0.502, p &lt; 0.01) and task performance (β = 0.293, p &lt; 0.01), with work engagement further affecting task performance significantly (β = 0.475, p &lt; 0.01). The significant positive relationship shows that the increase in both relational job crafting and work engagement among Ghanaian public sector employees further improves their performance in the various tasks assigned to them. Also, despite the direct relationship between work engagement and relational job crafting and task performance, it was further revealed that the latter further mediate the relationship among the former and task performance. Thus, it was found that work engagement serves as a complementary partial mediator in the relationship between relational job crafting and task performance (β = 0.238, SE = 0.034, 95% CI = 0.177, 0.309). These findings support the initial hypotheses established for the study. In terms of policy recommendations, this study emphasises the importance of fostering both work engagement and relational crafting to enhance task performance in the Ghanaian public sector. It suggests that employers, including government bodies, directors, and chief executive officers of public institutions, as well as policymakers, including labour unions, should implement measures across various sectors of public services to strengthen employee relations and increase engagement, ultimately enhancing task performance

SHRM Dimensions, Work Engagement and Intention to Quit: LinkedIn As a Data Source

The purpose of this study is to investigate the impact of strategic human-resource management (SHRM) on employees' intention to quit, mediated by work engagement in the construction sector in GCC countries. The major findings of this study indicate that strategic human-resource management (SHRM) has a direct positive impact on work engagement and an indirect negative impact on employees' intention to quit through work engagement. The study also indicated that work engagement has a direct negative impact on employees' intention to quit. Structural equation modeling was employed to analyze data collected from 612 participants via a LinkedIn dataset. All participants work in the construction sector in Gulf States (GCC countries) and are members at LinkedIn as a professional social-networking site. Social-media network LinkedIn was employed to collect the data required for analysis. The study offers evidence and guidance for HRM practitioners for direct HRM practices and SHRM constructs in fostering work engagement and managing employees’ intention to quit. There is a lack of research examining the impact of SHRM and its components on employees’ intention to quit, mediated by work engagement. Thus, this study confirms the argument that SHRM can be an effective approach to influence employees' intention to quit through work engagement.

A Study on the Influence of Social Support and Work Engagement on Secondary Teachers’ Occupational Well-being in Sulaymaniyah-Iraq

The educational system in Sulaymaniyah, Iraq, faces significant challenges due to political instability, economic hardships, and conflict. These factors contribute to the stress and burnout experienced by secondary school teachers, affecting their occupational well-being. This research aims to investigate the relationship between social support and work engagement on teachers' occupational well-being, with the objectives of understanding how these factors interact and proposing strategies to enhance teachers' occupational well-being. Employing a mixed-methods approach, the study utilized the Norbeck Social Support Questionnaire, the NIOSH Questionnaire, and the Utrecht Work Engagement Scale to collect quantitative data from 120 secondary school teachers in Sulaymaniyah. Qualitative data were gathered through semi- structured interviews with a subset of 15 participants. The data were analyzed using SPSS 25 software for quantitative analysis and thematic analysis for qualitative insights. The results revealed a positive correlation between social support and work engagement with teachers' occupational well-being. Work engagement was found to mediate the relationship between social support and occupational well-being. Teachers expressed that a supportive work environment, opportunities for professional growth, and recognition contribute significantly to their job satisfaction and overall well-being. To promote teachers' occupational well-being, it is recommended that schools and policymakers focus on creating a supportive work culture, providing opportunities for professional development, and recognizing teachers' efforts. Implementing mentorship programs, facilitating collaborative learning communities, and offering incentives can further enhance teachers' work engagement and occupational well-being.

Navigating the New Normal: Psychological Capital's Mediating Role in the Work-From-Home Paradigm

Working from home (WFH) has become the expected trend as a result of the COVID-19 epidemic. The impact of family conflict, social isolation, distracting environment, job autonomy, and self-leadership on employees' productivity, work engagement, and stress levels have been examined in this study with a mediating role of Psychological capital. There has been little study on the impact of Psychological capital as a mediator and its influence on remote work productivity, work engagement, and stress. The data was collected from employees of IT sector organizations. Through online and print surveys, a sample of 429 respondents was gathered using the convenience sampling method. The dependent variables were workers’ productivity, work engagement, and Stress, the mediating variable was Psychological Capital and the independent variables were family-work conflict, social isolation, distracting environment, job autonomy, and self-leadership under the framework of the Job Demand and Resource model. The PLS-SEM tool was used to investigate the association between research variables. The SPSS tool was used to run the descriptive statistics of respondents. Through this study, it was able to conclude that Job Demand and Job Resources significantly impact productivity, work engagement, and stress through psychological capital. Job Demand negatively impacts productivity, and work engagement and positively impacts stress while Job Resource positively impacts productivity, and work engagement and negatively impact stress.

Status and influencing factors of nurses’ organizational silence in general hospitals in eastern coastal cities of China

AIMSThis study investigated the status and influencing factors of organizational silence among 624 nurses in general hospitals in eastern coastal cities of China.MethodsThis study followed STROBE guidelines. During the period from January to April 2024, the researchers investigated 624 clinical in-service nurses in terms of general information, employee silence behavior, work engagement, and peer support, and analyzed the related factors affecting nurses’ organizational silence.ResultsThe total average score of nurses’ organizational silence was (33.88 ± 6.88), and the total score of work engagement was (69.23 ± 10.76); The total score of the colleague support scale was (90.02 ± 13.72), which was at the medium level. Univariate analysis showed that the scores of organizational silence of 610 nurses had statistical differences in departments, employment methods and professional titles (P < 0.05); Pearson correlation analysis showed that nurses’ work engagement (r=-0.530, P < 0.05), perceived colleague support a scale (r=-0.530, P < 0.05), colleague support B scale (r=-0.363, P < 0.05) were negatively correlated with organizational silence; Multiple linear regression analysis showed that department (β’value = 0.256, P = 0.001), employment mode (β’value = 0.115, P = 0.001), professional title (β’value = 0.741, P = 0.023), working years (β’value = 1.1110, P = 0.000), work engagement (β’value6.182, P = 0.000), colleague support scale A (β’value = 0.198, P = 0.003), and scale B (β’value = 0.485, P = 0.001) were the main influencing factors of nurses’ organizational silence behavior.ConclusionsIn this study, nurses’ organizational silence is at the medium level, and nursing workers with low outpatient service, contract system, professional title and working years, less work investment and poor support from colleagues are prone to silence behavior.

Transformational leadership on work engagement: The mediating role of work-life balance

Transformational leadership on work engagement: The mediating role of work-life balance

The Impact of Job Crafting Dimensions on Work Engagement Among Nurses: The mediating role of psychological capital

Work significantly influences individual well-being and human growth. Jobs are not solely formulated by companies based on their needs but are also actively modified by the individuals who hold those positions. High-stress professions, such as nursing, highlight how stress levels are influenced by factors like resource availability, patient demands, colleague interactions, and workplace cultural dynamics. Hence, this study investigates the effect of job crafting dimensions on work engagement, and examines psychological capital's mediating role in this relationship. It aims to reveal how job crafting can improve both personal and organizational well-being. This study is a descriptive cross-sectional study. The study was conducted with 348 nurses at Al Dhafra Hospitals in Abu Dhabi, UAE. The analysis utilized in this study was conducted using Structural Equation Modeling (SEM) through SmartPLS 4 and SPSS version 27 for descriptive and correlation analysis. The findings demonstrate that the impacts of job crafting dimensions—task crafting, cognitive crafting, and relational crafting—on work engagement and psychological capital are statistically significant. Additionally, the influence of psychological capital on work engagement is statistically significant. Path analysis revealed that psychological capital mediates the interaction between job crafting dimensions and work engagement. These relationships were shown to be statistically significant. This study reinforces the significance of psychological capital and job crafting dimensions as crucial attributes in the workplace. Hence, it advocates for the healthcare industry to consider the implementation of targeted programs aimed at fostering these attributes within nursing teams. Such strategic initiatives are poised to improve individual well-being among nurses, which is expected to result in enhanced organizational efficiency and a notable decrease in turnover rates over time.

Do emotional demands and exhaustion affect work engagement? The mediating role of mindfulness.

The current paper seeks to elucidate the interrelationships among emotional demands (ED), emotional exhaustion (EE), mindfulness, and work engagement (WE), with an explanation of the mediating role of mindfulness within indicated relationships. Nurses working in a stress-related environment face some emotional challenges. New methods such as mindfulness should be learned; therefore, positive outcomes occur along with new developments. Responses were received from nurses through a self-report questionnaire using the convenience sample technique. Four hundred and twenty-nine nurses from health institutions in Istanbul participated in the study. The PLS-SEM technique was used to test the research model. ED and mindfulness, EE and mindfulness, and mindfulness and WE relationships were found. While mindfulness was a mediator between EE and WE, it was not a mediator between ED and WE. It has been revealed that nurses cope with job-related challenges by being present at the moment with high awareness. Furthermore, mindful nurses also foster positive outcomes. Precautions should be taken because of the nursing shortage. It is better to provide mindfulness training to nursing students in schools before their professional lives. Implementing and using technologies might be helpful for nurses.

Economic costs of poor PSC manifest in sickness absence and voluntary turnover

Abstract Work-related stress is a major occupational health and safety (OHS) issue that has industrial relations origins. Aside from the moral and human rights imperatives to improve the corporate climate for worker psychological health (as per psychosocial safety climate, PSC), there are strong economic costs for not doing so. PSC refers to worker perceptions of the corporate safety system to protect and promote workers’ psychological health and wellbeing. It is a leading indicator of working conditions, which in turn affect workers’ health and work engagement. In this study, we estimate the attributable economic cost of low PSC due to sickness absence and turnover. Data were collected from a multinational company using survey at Time 1 (T1) and objective company data (i.e., sickness absence and turnover) after one year (T2). Using regression analysis and a matched sample of 617 responses, PSC was negatively related to future sickness absence. A binomial logistic regression with 1268 respondents (i.e., all responses at T1) showed that PSC was negatively related to future voluntary turnover. An economic analysis suggests that improving OHS via PSC could save an organisation with 5000 employees USD 0.6–2.7 million per year. Building PSC to protect and promote workers’ psychological health is a likely economic saving on organisational productivity.

Linkages between service recovery system and customer justice perceptions: A multi-level model of employee service recovery performance.

Past research aimed at service recovery has focused on actions that are taken to retain customers, and the possibility of overcoming the mistakes of service delivery, though the multidimensional nature of the service recovery process has begun to move beyond the complaint handling process. In this paper, we identify the most important issues addressed in service recovery and present a framework for addressing them. We used an extensive integrative review methodology. Between 1988 and 2017 the number of articles in these journals was kept between 26 and 30. The majority took a business perspective to study services recovery, while a minority took an inter-disciplinarity perspective. The study's findings are expected to provide insights into the antecedents and consequences of service recovery performance, particularly how job resources and demands influence employee burnout and work engagement, which in turn affect service recovery performance and customer perceptions of justice. The research aims to contribute to the discourse on service recovery by building a multi-level model that explains the service recovery performance of frontline employees and the impact of the service recovery system on customer justice perceptions. Thus, this research is expected to contribute to robust conclusions on the antecedents and consequences of employee service recovery performance nested within the unit-level construct, i.e., the service recovery system.

Improving mental health among intensive care unit staff with communication skills training.

Intensive Care Unit (ICU) staff report that a large part of the work-related distress they experience is related to communication situations with colleagues, patients, and relatives. Based on these findings, the aim of the present study was to preliminary evaluate the effects of a novel Communication Skills Training (CST) program on mental health among ICU staff. The CST program was delivered to the entire work force of an ICU at a Swedish hospital and was evaluated as an uncontrolled clinical trial with three repeated measures. 100 participants were eligible and included in the analyses. The theoretical framework for the program was learning theory and cognitive behavioral therapy. The program was delivered by two psychologists and included one full-day lecture and three subsequent two-hour supervision sessions. Changes in mental health was evaluated with self-report questionnaires measuring perceived stress, general mental health, work engagement, and psychological flexibility. Analyses of three repeated measures showed significant improvements with 1.3 points lower perceived stress and 2.0 points lower general mental health after the intervention. No differences were seen in measures of work engagement or psychological flexibility. Findings of the study supports the utility of the CST program as an intervention to target perceived stress and general mental health within intensive care. These findings should be further validated in trials with improved design.