Work Engagement Research Articles

Work engagement of hospital workers in times of pressure: do nonclinical hospital workers react differently from their well-studied clinical colleagues?

While prevalence and value of nonclinical hospital workers, like quality or education professionals, increase, their work engagement is understudied. Work engagement of nonclinical and clinical hospital workers is critical considering the pressure of major challenges in healthcare. The pandemic was a natural experiment for this. We conducted an observational survey study among all nonclinical and clinical hospital workers of the Jeroen Bosch Hospital, the Netherlands. In an employee satisfaction survey, we measured work engagement under acute pressure (just after the first COVID-19 wave in July 2020) and chronic pressure (within the second COVID-19 wave in November 2020) and to what extent psychological demands and co-worker support were related to work engagement. For all hospital staff, "average" levels of work engagement were found under acute (response rate 53.9%, mean 3.94(0.81)) and chronic pressure (response rate 34.0%, mean 3.88(0.95)). Under acute pressure, nonclinical hospital workers scored lower on the subcategory dedication than clinical workers (mean 4.28(1.05) vs mean 4.45(0.99), p<0.001). Under chronic pressure, no differences were found. For both nonclinical and clinical hospital workers, co-worker support was positively related to overall work engagement (beta 0.309 and 0.372). Psychological demands were positively related to work engagement for nonclinical hospital workers (beta 0.130), whereas in clinical hospital workers, psychological demands were negatively related to vigor (beta -0.082). Hospitals face times of pressure. Fostering co-worker support under pressure may be vital for hospital management. Work engagement of nonclinical hospital workers is understudied.

Work Engagement and Performance of Romanian School Teachers During the COVID-19 Pandemic: The Impact of Sociodemographic and Contextual Factors

The pandemic has led to significant changes in teaching environments, which may have affected teacher engagement and performance. The aim of the paper is to investigate the levels of work engagement (WE) and work performance (WP) during the pandemic among teachers in primary and lower secondary schools in Romania and to identify if the dimensions of these two concepts differ according to gender, age, residence, status, teaching degree, and course profile, filling a gap in the specialized literature regarding these variables in Romanian education. We conducted a survey between February and March 2022 on a sample of 1051 teachers using the Utrecht Work Engagement Scale (UWES) and the Individual Work Performance Questionnaire (IWPQ 0.3). Teachers reported a high level of engagement and work performance, higher levels of WE being identified among female teachers and those teaching in rural areas. Younger teachers showed the lowest work engagement, despite their familiarity with the digital tools used during the COVID-19 pandemic. Interestingly, while gender and employment status did not have a significant impact on job performance, contextual performance was higher among tenured teaching staff and women. In addition, the profile of subjects taught significantly affected engagement and performance. The results of this research can contribute to a more dynamic and supportive educational system, ultimately leading to improved outcomes for teachers and students.

The Impact of Managerial Skills, Organizational Communication, Discipline, and School Climate on Work Engagement in Schools

This study explores the impact of managerial skills, organizational communication, discipline, and school climate on work engagement among teachers and staff in educational institutions. While work engagement is essential for improving school performance and student outcomes, factors influencing it in schools remain insufficiently understood. The research aims to identify specific elements within these four areas that foster higher work engagement, providing insights to enhance teacher satisfaction and productivity. Using a quantitative approach, data will be collected through surveys distributed to teachers and staff across various schools. A structured questionnaire will measure levels of managerial skills, organizational communication, discipline, school climate, and work engagement. Statistical methods, including multiple regression analysis, will analyze the relationships between these variables. The study’s findings are expected to offer practical recommendations for school leaders and policymakers to cultivate a supportive, productive working environment. By presenting an integrated approach, this research contributes to the field by examining the combined effects of multiple factors on work engagement, offering a comprehensive model for enhancing teacher engagement in schools.

"It was really helpful for me, and at the same time it was really tough": a qualitative study among Afghan peer refugee helpers in Greece.

Aid workers with a refugee background are increasingly engaged in the humanitarian field. These individuals, known as peer refugee helpers (PRHs), contribute to providing psychosocial support for other refugees. However, few studies have focused on the mental health and wellbeing of PRHs. This study aims to investigate the experiences of PRHs of Afghan origin in the humanitarian field in Greece. Seven focus group interviews took place in a hybrid format, online or in-person. PRHs of Afghan origin (N = 18), working for various Aid/Humanitarian Organizations (AOs), participated. Data was analyzed using template analysis. The analysis identified job resources reflected in the dimensions of sense of coherence (meaningfulness, manageability, comprehensibility) and job demands associated with role overload, role conflict, and role boundaries. Gender differences were noticeable. Specifically, female PRHs experienced empowerment, through accessing new opportunities often not available within Afghan communities. Female PRHs frequently reported going against traditional gender roles and faced negative reactions from their peers. Male PRHs reported feeling empowered through their engagement as a PRH, as it helped them fulfill their personal goals, such as becoming a good example within their families or communities. Recommendations for policymakers and AOs based on the study results include: (1) Offer training, supervision, and psychosocial support for PRHs to enhance work engagement and prevent emotional exhaustion; (2) Address gender differences ensuring the protection and support of female PRHs; (3) Adopt scalable psychosocial interventions to promote agency and a concrete way of engaging with beneficiaries; (4) Formalize job roles outlining responsibilities and expectations for PRHs.

The Relationship between Work Engagement and Workaholism and Nurses' Job well-being

Background: Nurses continuously face workaholism and work engagement that affect the professional performance of nurses. The aim of this study was to investigate the relationship between work engagement and workaholism with nurses' job well-being. Methods: This was a descriptive correlation study. Two hundred nurses from Lahijan Hospitals were selected by convenience sampling method in 1399. Data were collected using three standard questionnaires of work engagement, workaholism, and job well-being. Data analysis was used using SPSS21 software using descriptive statistics (mean, standard deviation, percentage) and inferential methods (Single regression test). Results: The results of the study showed that work engagement and workaholism can predict the job well-being of nurses in Lahijan hospitals (p&lt;0.001). Among the dimensions of job well-being, the results showed that workaholism is negatively related to the job satisfaction of nurses(p=0.03), but has a positive relationship with the dimensions of perceived stress and nurses' sleep problems(p&lt;0.001). Among the dimensions of job well-being, work engagement can predict positive the job satisfaction of nurses(p&lt;0.001), but cannot predict the perceived stress and the nurses' sleep problems(p&gt;0.05). Conclusion: According to the results of the study, work engagement and workaholism are good predictors for nurses' job well–being. Therefore, it is suggested that managers help to enhance nurses' job well-being by improving the motivated and vibrant work environment, creating work engagement, and reducing work addiction.

Turnover intention among healthcare workers in Shenzhen, China: the mediating effect of job satisfaction and work engagement.

To ensure workforce stability in China's healthcare system and maintain high-quality care, it is essential to comprehensively understand the interplay of factors contributing to turnover intention of healthcare workers. This study aims to examine the associations between potential factors and turnover intention in healthcare workers and explore the mediating effect of job satisfaction and work engagement in the association between them. In this cross-sectional study, a random sample of 1060 healthcare workers working in 98 public medical institutions were recruited to rate their turnover intention in 2018 in Shenzhen, China. Information on socio-demographic characteristics, job-related factors, turnover intention, job satisfaction, work engagement, work stress and doctor-patient relationship of participants were collected. Pearson's chi-squared tests and binary logistic regression analyses were performed to explore the association between these factor and turnover intention. Mediation analysis was used to explore the roles of potential mediators and moderators. The results showed that age (OR: 0.35, 95%CI: 0.16 to 0.72), tenure (OR: 0.98, 95%CI: 0.96 to 0.99), administrative positions (OR: 0.33, 95%CI: 0.16 to 0.63), and night shift frequency (OR: 1.84, 95%CI: 1.26 to 2.67) were significantly associated with turnover intention. We identified the mediating effect of job satisfaction and work engagement in the relationship between administrative positions and turnover intention, while the suppressing effect in the relationship between professional titles and turnover intention. Additionally, we found that monthly income plays a moderating role in the relationship between work engagement and turnover intention, and in the association between professional titles and turnover intention. Greater job satisfaction and engagement, along with reasonable remuneration, were found to be associated with lower turnover intention among healthcare workers. Employers should proactively monitor the dynamic interactions among these factors and then develop more tailored interventions in order to alleviate the ongoing loss of healthcare workers.

Daily synchronous work interruptions: a social-exchange perspective

ABSTRACT Although work interruptions inherently involve social interactions, past research largely neglected the social aspects of interruptions. To better understand the social component of interruptions, our study focuses on the social exchanges between interrupters and interruptees. To do so, this study distinguishes between two interruption categories: interruptions serving to benefit employees who interrupt and interruptions serving to benefit employees who are interrupted. Focusing on interruptions via synchronous communication channels (face-to-face interactions and phone calls), we examined the implications of these two interruption categories for interrupted employees’ job satisfaction through three mechanisms (interpersonal citizenship behaviour, work engagement, and cognitive exhaustion). We analysed data from a two-week diary study with two daily measurements (N = 108employees; n = 799 days). Multilevel path modelling showed that interruptions serving to benefit interrupting employees were positively related to interrupted employees’ interpersonal citizenship behaviour. Moreover, interruptions serving to benefit interrupted employees were positively related to interrupted employees’ work engagement. Both interruption categories were unrelated to cognitive exhaustion. The interruption categories were indirectly positively related to interrupted employees’ job satisfaction via interpersonal citizenship behaviour and work engagement as mechanisms. Altogether, we offer a new perspective on interruptions, highlighting that the inherent social exchanges can benefit interrupted employees.

The Influence of Supportive Organizational Climate on Employees’ Innovation Behavior: The Mediating Role of Team Engagement and Work Engagement

This study aims to explore, in the Chinese software and information technology services industry, whether a supportive organizational climate will directly affect employees’ innovation behavior and indirectly affect it through employees’ team engagement and work engagement. So, this study used quantitative research methods, collected 613 questionnaires in six provinces and cities in China, and analyzed data using SPSS26.0 and AMOS23.0. Finally, the result shows that a supportive organizational climate has a direct positive influence on employees’ innovation behavior, and has a positive indirect influence on employees’ innovation behavior through team engagement and work engagement, and the mediating effect is more than a direct effect. This article not only further reinforces the foundations of social cognitive theory and self-determination theory, but also fills the research gap on employees’ innovation behavior in the Chinese software and information technology service industry: provides leaders with support on how to create a supportive organizational climate to promote employees’ innovation behavior, and assists employees in understanding how to stimulate their innovation behavior.

The Relationship Between Work Engagement, Depression, Anxiety, and COVID-19 Anxiety in Physician Assistant Students.

Introduction: Physician assistants (PAs) are subject to high levels of burnout, depressive symptoms, and anxiety, which can negatively impact quality of care and patient outcomes. Learning how to handle stress in the classroom may increase success and engagement in PA programs. The goal of this study was to characterize burnout, depressive symptoms, and anxiety in current PA students and examine the relationship between these factors and work engagement.Methods: This cross-sectional study surveyed PA students (n = 42) via convenience sampling from eighteen different PA programs across North and South Carolina in October, 2021. Questionnaires included the Utrecht Work Engagement Scale (UWES-17), the Patient Health Questionnaire (PHQ-2), the General Anxiety Disorder scale (GAD-7), and the COVID-19 Anxiety Scale (CIAS). Adjusted linear regression was used to assess associations between the GAD-7, PHQ-2, and CIAS and the three subscales of the UWES-17 (vigor, dedication, and absorption).Results: Students were primarily female (79%), white (79%), second-year students (62%), and had an average body mass index of 21.0 ± 3.9kg/m2. A one-unit increase in the GAD-7 was associated with a decrease in the vigor (β = -0.94, SE = 0.19, p < .01) and dedication (β = -0.42, SE = 0.15, p = .01) subscales. A one-unit increase in the PHQ-2 was associated with a decrease in the vigor subscale (β = -2.94, SE = 0.60, p < .01).Conclusions: Recognizing warning signs of declining mental health early among PA school students may be key to increasing resilience, enthusiasm, and concentration, which may enhance school/work engagement. More work is needed to elucidate potential intervention targets to increase school/work engagement in PA students.

Engaging Low-Wage Workers in Health and Well-Being Survey Research: Strategies From 5 Occupational Studies.

Without perspectives of low-wage workers in studies of worker health and well-being, researchers cannot comprehensively assess occupational health and health equity impacts of workplace exposures and interventions. Researchers and practitioners have noted particular challenges in engaging low-wage workers in worksite-based health survey research, yet little scholarship has described strategies for improving their engagement and response rates. To fill this gap, we present case examples from 5 occupational studies conducted between 2020 and 2024 in industries including health care, food service, and fulfillment centers. For each case, we describe how we identified barriers to worker engagement in surveys, explain specific strategies we used to address those barriers, and assess the effectiveness of these actions. Then, summarizing across case examples, we offer practical recommendations to researchers surveying low-wage populations, highlighting that high-touch recruitment, building trust with workers and managers, and obtaining manager support to take surveys during work time (for worksite-based studies) are critical for obtaining reliable, representative data. Our work contributes to broader discussions on improving survey response rates in vulnerable worker populations and aims to support future researchers undertaking similar efforts. (Am J Public Health. Published online ahead of print November 14, 2024:e1-e8. https://doi.org/10.2105/AJPH.2024.307875).

Impact of human resource practice on work engagement and turnover intention in information technology companies

Orientation: The information technology (IT) sector, a global economic driver, faces high employee turnover because of low work engagement. This study examines the relationship between human resource management (HRM) practices and their impact on work engagement and turnover intention (TI) in IT companies.Research purpose: The primary purpose of this research article is to investigate how HRM practices influence employee work engagement and TI in the IT sector.Motivation for the study: This study is motivated by the need to address this critical issue by exploring the role of HRM practices in shaping employee engagement and TI.Research approach/design and method: The research data came from 10 IT organisations in Pune IT parks. Non-probability convenience sampling was used to collect data. Data were analysed using Structural Equation Modelling (SEM), Statistical Package for Social Science (SPSS) and Moment Structure Analysis to evaluate the hypotheses.Main findings: The study found that HRM practices such as effective communication (EC), training satisfaction (TS), performance appraisal satisfaction (PAS), pay satisfaction (PS) and opportunities for development (OFD) positively influence work engagement among IT employees. Addressing these HRM practices can enhance employee retention and engagement in the IT sector.Practical/managerial implications: Implementing these strategies can lead to a more committed and productive workforce, improving overall organisational performance and retention.Contribution/value-add: This research offers actionable recommendations for IT companies to improve employee retention and engagement, filling a gap in existing literature by focussing exclusively on the unique challenges and dynamics of the IT industry.

Inspiring Employee Engagement in Remote Work: The Influence of Leadership Communication and Trust in Leadership

ABSTRACT Remote work has become increasingly prevalent, yet more research is needed to examine the impact of effective leadership communication on employee outcomes in remote work environments. The purpose of this study is to investigate the influence of leadership communication on establishing trust with remote employees and its subsequent impact on employee engagement in remote work. A quantitative survey research design was employed, involving 527 full-time remote employees in the United States. Structural equation modeling (SEM) was used to test the proposed conceptual models. The results indicate that transparent leadership communication and the effective use of communication channels positively affect the perceived quality of leader-member conversations among remote employees, with transparent communication exhibiting a stronger influence. Furthermore, high-quality conversations helped remote employees view their leaders as competent in facilitating remote work, fostering trust and a strong relationship. Ultimately, this relationship led to increased employee engagement in remote work. This study contributes to the existing knowledge on leadership communication and its impact on employee engagement, with a specific focus on the remote work context. The findings provide valuable insights for corporate leaders and communication professionals on cultivating trust in leadership and enhancing remote employee engagement through effective leadership communication.

Path-Goal Theory and Followers’ Work Engagement: An Empirical Exploration of the Situational Leadership Approach

By adopting a path-goal theory approach, this study tests in a sample of Italian employees (N=181) whether a framework considering at the same time leadership style, follower characteristics, and task characteristics explains work engagement levels in followers. The study provides new empirical evidence supporting path-goal theory and offers insights into the role of situational factors in the leader-follower relationship.

Addressing Gaps: Impact of Work Engagement on Job Performance

The purpose of this study was to systematically review the existing literature on the impact of work engagement on job performance. One objective was to examine work engagement and job performance definitions to develop working definitions for both concepts. The primary objective was to investigate gaps using a research gap classification model. Accordingly, key studies regarding the impact of work engagement on job performance were meticulously examined through a systematic literature review with a meta-analysis, which involved investigating research gaps. The study referred to databases such as Google Scholar and ResearchGate to examine the impact of work engagement on job performance, focusing on publications from 2013 to 2023. Initially, 33 documents were referred and only 16 were left after screening as the sample. Tables and graphs were utilized to synthesize research gaps across various domains. According to the gap’s classification model, four types were investigated; empirical gap, knowledge gap, methodological gap, and population gap. This study systematically identified and classified research gaps, providing a platform for future investigations that enhance existing knowledge. Considering the limitations of the study, several directions for future research are suggested

Spirituality and workplace performance: a theoretical insight

Purpose The primary objective of the study is to explore and elucidate the relationship between spirituality and workplace performance. This study aims to fill a gap in the existing literature by presenting a theoretical–methodological framework that incorporates various aspects and research propositions, differentiating them based on specific mediating variables. Design/methodology/approach This research uses a systematic literature review methodology, analyzing 95 articles published over 20 years (2002–2022). This approach is designed to collate and synthesize evidence supporting the proposed relationship between spirituality and workplace performance and to understand the nuances of spirituality’s influence on performance. Findings The systematic review reveals recurring mediating constructs and various established theoretical–empirical relationships between spirituality and workplace performance throughout the study period. It highlights the significant role of spirituality in enhancing worker well-being, engagement and productivity. Social implications This study addresses the impacts on societal views of work, employee well-being and organizational culture, especially considering the growing discussions around holistic and spiritually inclusive workplaces. Originality/value This paper introduces originality by presenting a theoretical–methodological framework that emphasizes five distinct research propositions. These propositions, rooted in a comprehensive literature review, provide insights into how spirituality might influence workplace performance through various mediating variables.

Knowledge sharing and strengths use support: work engagement and knowledge self-efficacy as mediators

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings A positive relationship is found between knowledge self-efficacy and KS intentions and between work engagement and knowledge self-efficacy; PSS for strengths is positively associated with work engagement. PSS for strengths use is shown to be positively related to KS intentions through work engagement and subsequently through knowledge self-efficacy. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The good shepherd: linking artificial intelligence (AI)-driven servant leadership (SEL) and job demands-resources (JD-R) theory in tourism and hospitality

PurposeThis study illustrates the conceptual framework that expands the knowledge of the fundamental components that describe how AI-driven servant leadership (SEL) influences the job resources (JR), work engagement (WE) and job performance (JP) of tourism and hospitality employees.Design/methodology/approachThe empirical study was conducted on a sample of 953 international tourism and hospitality employees who were selected via a purposive and snowball sampling approach in a cross-sectional survey. The analysis was performed using a partial least square-structural equation modeling.FindingsThe results of this study confirmed the positive impact of AI-driven SEL on employee JR with the boundary conditions of AI-driven SEL.Practical implicationsThis study finding assists tourism and hospitality practitioners in understanding that in the near future, AI will have a major effect on the nature of work, including the impact on leadership styles. Hence, AI-driven SEL holds both positive (through direct impact on JR) and negative (via boundary conditions) impacts on employees’ JP and ultimately organizational success. Accordingly, managers should employ AI-driven SEL to increase employees’ JR, and once employees achieve high WE, they should constrict AI-driven SEL boundary conditions and their influence between JR and WE and WE and JP.Originality/valueThis study offers a novel and original conceptual model that advances AI-driven social theory, SEL theory and job demands-resources (JD-R) theory by synthesizing, applying and generalizing gained knowledge in a methodical way.

Examining psychological detachment from work, work engagement, and thought control in Japanese work at home environments

AbstractBecause of shifting social circumstances, a growing number of businesses are implementing work at home options. Working at home enhances work-life balance but blurs the line between work and personal life, making it challenging for workers to psychologically detach from work outside of their designated hours. This blurring of boundaries between work and personal life is thought to potentially increase work engagement. Moreover, achieving psychological detachment from work and disengaging from work-related thoughts outside of working hours are thought to demand high levels of thought control ability. This study hypothesized that (1) compared to office workers, those who work at home struggle more to detach from work and exhibit higher levels of work engagement, (2) higher levels of thought control ability reduce work-related thoughts. This study employed a combination of a cross-sectional survey design and an experimental approach using a cognitive task to examine the research questions. Focusing on Japanese workers, the results confirmed that home workers face challenges in detaching from work and show higher work engagement, identifying work from home as a potential stressor and a factor that may increase work involvement. On the other hand, the study found no link between elevated thought control ability and reduced work-related thoughts during cognitive tasks.

Socially responsible human resource management and employee innovation performance: the roles of person-organization fit, work engagement and individualism orientation

Socially responsible human resource management and employee innovation performance: the roles of person-organization fit, work engagement and individualism orientation

The Effect of Emotional Coworker Support on Work Engagement Among Pediatric Health Care Providers: The Mediator Role of Emotional Regulation.

Previous findings demonstrated that healthcare workers with a high level of social support are likely to engage in their work. Healthcare workers are not only engaged in the physical problems of their patients but also in their emotional difficulties. Pediatric professionals must express and regulate their own emotions during their interactions with young patients and their families. The purpose of this study was to explore the impact of coworkers' emotional support on healthcare workers' work engagement in pediatric healthcare settings and the emotional regulation mechanisms by which emotional coworker support leads to work engagement. A cross-sectional study was distributed in a Belgian pediatric hospital between October 2021 and December 2021. The sample consisted of 274 healthcare workers who were in direct contact with patients. Participants completed a questionnaire consisting of measures of coworker emotional support, work engagement, emotional suppression, and cognitive reevaluation. Emotional suppression partially mediated the effects of perceived emotional coworker support on work engagement. Coworkers' emotional support fosters work engagement by reducing the negative effects of emotional suppression. Moreover, cognitive evaluation was positively associated with work engagement. These results provide insight into the influence of perceived emotional coworkers, emotional suppression, and cognitive reevaluation on work engagement.