Work Engagement Research Articles

Effects of perceived sleep quality on creative behavior via work engagement: the moderating role of gender

BackgroundSleep quality significantly impacts employees’ attitudes and behaviors. Using ego depletion theory, we examined the influence of sleep quality on work engagement and creative behavior, also investigating gender differences in these effects.MethodsA multi-wave survey approach was employed with a six-week interval between waves for data collection. Participants were recruited online across two waves, totaling 322 employees from the United Kingdom and the United States.ResultsRegression analyses revealed a statistically significant positive relationship between sleep quality and creative behavior, mediated by work engagement. Additionally, gender moderated both the direct and indirect effects of sleep quality.ConclusionThe study found a positive relationship between sleep quality and creative behavior, mediated by work engagement, with notable gender differences. Sleep quality had a stronger impact on work engagement for men than women, and a stronger indirect effect on creative behavior through work engagement. These findings add to the existing literature on the influence of sleep quality on creative behavior.

Sex work, syndemic conditions and condomless anal intercourse among men who have sex with men who engage in sex work in Latin America.

Background In Latin American countries and Suriname, sexual transmission is one of the most common modes of HIV transmission, and men who have sex with men (MSM) who engage in sex work constitute a key population. Methods In a sample of MSM (N =53,166) from the Latin American Internet Survey (2018) across 18 countries, we examined how sex work engagement is associated with syndemic conditions (multidrug use, homophobic abuse, depression/anxiety, alcohol dependency (CAGE alcohol questionnaire) and internalised homonegativity) and condomless anal intercourse with non-steady male partners using separate logistic regressions. We then used a structural equation model to determine if and how syndemic conditions mediate the relationship between sex work engagement and non-steady male partners. Results We found that getting paid for sex was associated with less condom use for anal intercourse with non-steady male partners and particular syndemic conditions, such as multidrug use, homophobic abuse and alcohol dependency. In our structural equation model, the results showed that the direct relationship between sex work engagement and non-steady male partners was positive and significant, and syndemic conditions partially mediated this relationship. Conclusion Our results highlight the continuing need for including MSM who engage in sex work and those who experience syndemic conditions in the prevention strategies targeted to MSM in Latin America and Suriname, to prevent the transmission of HIV.

Resolving Dimensionality Issues of the Utretch Work Engagement Scale for Students Using an Integrative Data-Analytic Framework

Academic engagement plays a crucial role in students’ learning and performance. One of the most popular measures for assessing this construct is the Utrecht Work Engagement Scale for Students (UWES-S), which is based on a tridimensional conceptualization consisting of dedication, vigor, and absorption. However, prior research on its factor structure has yielded inconsistent results, and the substantial correlations between dimensions raise doubts about their empirical distinctiveness. Thus, questions remain whether academic engagement is experienced as a global construct, or as its three components. The present study addressed this issue by examining the dimensionality of both UWES-S17 and UWES-S9 using a comprehensive factor-analytic framework. One- to four-factor CFA and ESEM models, along with corresponding bifactor-CFA and bifactor-ESEM models, were tested using data from 453 Ecuadorian university students. The results indicated that ESEM yielded superior fit indices and less correlated factors compared to CFA. However, discriminant validity test did not support the distinctiveness of UWES-S factors, and bifactor analyses consistently demonstrated a strong general factor and weak or collapsed specific factors. These findings were remarkably consistent across both UWES-S versions. Collectively, the results suggest that academic engagement, as currently operationalized by the UWES-S, can be considered as a unidimensional rather than a multidimensional construct. Implications for conceptualization, measurement, and research on academic engagement are discussed.

Work Engagement and Well-being in Chilean Judicial Assistance Workers

Work Engagement and Well-being in Chilean Judicial Assistance Workers

The effect of professional identity on nursing academic achievement: the chain mediating effect of general self-efficacy and learning engagement

BackgroundExploring the impact of professional identity on the academic performance of nursing students is crucial for understanding how to improve educational outcomes in this field. Professional identity not only shapes students’ self-concept but also influences their motivation, commitment, and success in their studies. However, the mechanisms underlying this relationship are not fully elucidated. This study aims to examine the potential mediating roles of general self-efficacy and learning engagement in this relationship.MethodsA total of 1097 Chinese nursing students participated in this study. They were assessed using the Professional Identity Questionnaire for Undergraduate Students, the General Self-Efficacy Scale, the Utrecht Work Engagement Scale for Students, and the College Students Academic Achievement Scale. The data were analyzed using Pearson correlation, structural equation modeling, and deviation-corrected percentile bootstrap techniques.Results(1) Professional identity (PI) was positively correlated with academic achievement (AA)(r = 0.446, P < 0.01), and the direct path of professional identity on academic achievement was significant (β = 0.301, t = 19.816, P < 0.001). (2) Professional identity positively predicted general self-efficacy(GSE) (β = 0.183, t = 16.427, P < 0.001) and learning engagement(LE) (β = 0.640, t = 22.494, P < 0.001). GSE positively predicted LE(β = 0.645, t = 9.320, P < 0.001) and AA(β = 0.458, t = 12.376, P < 0.001). LE positively predicted AA (β = 0.169, t = 10.877, P < 0.001). (3) GSE and LE play a significant mediating role between PI and AA. The mediating effect includes three paths: PI→GSE→AA(the mediating effect value: 0.084) and PI→LE→AA (the mediating effect value: 0.108). PI→GSE→LE→AA (the mediating effect value: 0.020).ConclusionProfessional identity exerts both direct and indirect influences on the academic achievement of nursing students, mediated through general self-efficacy and learning engagement. These findings underscore the importance of nurturing professional identity as a strategic approach to enhancing academic success in nursing education, providing a foundation for targeted interventions that foster personal and academic growth.

Effects of perceived variety-support on middle school students' learning engagement in physical education: the mediating role of motivation.

High engagement in physical education (PE) could effectively develop students' motor competence and promote physical activity, which was significantly important for students' physical and mental health. Researches had shown that motivation was an important factor in explaining students' learning engagement, and variety-support as the fourth independent psychological need was a potential factor influencing students' learning motivation. However, there was a lack of empirical research evidence on the effect of perceived variety-support on middle school students' learning engagement in PE and the influencing mechanisms. This study aimed to investigate the direct effect of perceived variety-support on learning engagement in PE and the mediating effect of motivation in PE on the relationship. A cross-sectional study was conducted and 587 middle school students from Liaoning province filled the paper-and-pencil questionnaires adopting perceived variety-support in PE scale (PVSPES), utrecht work engagement scale-student (UWES-S), and perceived locus of causality in PE scale, which had been proved to have good reliability and validity (294 boys and 293 girls, Mage=13.47 ± 0.94). The results showed three variables were significantly positively correlated with each other (r = 0.323-0.562 p < 0.01) and perceived variety-support in PE could not only directly promote middle school students' learning engagement in PE but also indirectly through the mediating effect of motivation in PE. Therefore, in order to better promote students' participation in PE class, we should pay more attention to satisfy students' varied PE learning needs and stimulate students' autonomous learning motivation.

Unlocking work engagement: harnessing social capital, proactive personalities and POS in newcomers’ organizational socialization

Unlocking work engagement: harnessing social capital, proactive personalities and POS in newcomers’ organizational socialization

A Cross-Sectional Study Exploring the Impact of Violence on Healthcare Employees' Work Engagement and Meaningful Work.

This study aims to determine the prevalence of workplace violence against healthcare professionals and its effects on work engagement and meaningful work in healthcare settings. This study is designed as an analytical cross-sectional study. This study surveyed 676 healthcare professionals in Turkiye between June and December 2022, using face-to-face and online methods. Scales measured exposure to and witnessing violence, work engagement, and meaningful work. The study has adhered to STROBE guidelines. Statistical analyses included descriptive, correlation, and linear regression. According to the results, shouting and cursing by patients and their companions were determined as the most common type of violence encountered by healthcare professionals. The effect of healthcare professionals' exposure to violence from patients' companion on work engagement and witnessing to violence from colleagues on meaningful work were found to be negative and significant. The findings emphasise the urgent need for interventions addressing workplace violence against healthcare professionals. Since workplace violence significantly reduces work engagement and the sense of meaningful work in healthcare setting. By highlighting the prevalence of workplace violence and its negative impact on both work engagement and meaningful work in healthcare setting, this study provides critical evidence for policymakers and healthcare administrators. The participants in this study were healthcare professionals who had direct contact with patients and their relatives.

How does career calling influence teacher innovation? The chain mediation roles of organizational identification and work engagement

AbstractTeacher innovation is closely related to the improvement of basic education quality, and the cultivation of innovative talent for the nation. However, few studies have employed the causes of teacher innovation from the perspective of intrinsic motivation. To explore the factors and mechanisms affecting teacher innovation, we surveyed 421 middle school teachers to investigate the mediating roles of organizational identification and work engagement in the relationship between career calling and teacher innovation. The results indicate that career calling has a significantly positive impact on teacher innovation and that both organizational identification and work engagement mediate the effect of career calling on teacher innovation. Moreover, organizational identification and work engagement act as chain mediators in the relationship between career calling and teacher innovation. Therefore, to promote teacher innovation in middle school, it is important to emphasize the sense of calling, organizational identification, and work engagement. Practical implications for how to promote teacher innovation are also discussed.

Does psychological contract fulfilment determine employees’ work engagement? Empirical evidence from government sector employees

Does psychological contract fulfilment determine employees’ work engagement? Empirical evidence from government sector employees

The Role of Work Engagement in Mediating Job Rotation on Employee Performance at the Regional Secretariat of Bireuen Regency

This study seeks to examine the function of work engagement as a mediating variable in the correlation between job rotation and employee performance at the Bireuen Regency Regional Secretariat. Although some organizations adopt job rotation to improve skills and mitigate employee monotony, its effect on performance continues to be a subject of contention. We propose that work engagement, an indicator of employee interest and dedication to their tasks, greatly affects the correlation between job rotation and employee performance. This study method adopts a quantitative approach, employing a survey technique with 150 workers of the Bireuen Regency Regional Secretariat as participants. We employed a path analysis model to examine the direct and indirect impacts of job rotation on employee performance via work engagement. The study's findings suggest that job rotation exerts a beneficial albeit statistically inconsequential impact on employee performance. The incorporation of job engagement as a mediating variable demonstrates a favorable and substantial effect on employee performance. Moreover, job rotation via work engagement positively and significantly influences employee performance. The Bireuen Regency Regional Secretariat has demonstrated that work engagement serves as a mediator in the link between job rotation and employee performance. This study indicates that management ought to prioritize enhancing employee work engagement via initiatives that promote job participation and satisfaction, particularly with job rotation, to attain superior performance.

The Impact of Flexible Work Arrangements and Perceived Supervisor Support on Employee Performance: The Mediating Role of Work Engagement

This study aims to explore the impact of Flexible Working Arrangements (FWA) and Perceived Supervisor Support (PSS) on Work Engagement (WE) and employee performance at Perfetti Van Melle Bogor. Additionally, the research evaluates the mediating role of WE in the relationship between FWA and PSS with employee performance. A quantitative method was employed, with the population consisting of all 200 employees at Perfetti Van Melle Indonesia. Data were collected through a questionnaire and analyzed using SEM-PLS. The results indicate that FWA and PSS have a significant positive effect on WE, with t-values of 3.814 and 3.499 and p-values of 0.000 and 0.001, supporting hypotheses H1 and H2. WE also significantly positively affect employee performance, with a t-value of 15.804 and a p-value of 0.000, supporting hypothesis H3. Moreover, FWA and PSS improve employee performance through WE as a mediator, with t-values of 3.425 and 3.404 and p-values of 0.001, supporting hypotheses H4 and H5. In conclusion, flexible work arrangements and supervisor support significantly influence work engagement, which in turn enhances employee performance. Work engagement serves as a mediator that strengthens the effect of these two factors on performance, highlighting the importance of FWA and supervisor support in boosting productivity.

Cultivating Work Engagement and its Related Factors in Saudi Nurses: A Cross-Sectional Study

Cultivating Work Engagement and its Related Factors in Saudi Nurses: A Cross-Sectional Study

Work engagement and individual performance of teachers: The role of job demands and job resources

This study aims to investigate factors impacting work engagement and individual performance of teachers. The survey-based quantitative approach was used. The sample comprised 455 teachers working in lower and upper secondary education institutions in Lithuania. The findings show that work engagement is a full mediator of the relationship between managerial support (β = 0.319), organizational support (β = 0.432), control (β = 0.374), colleague support (β = 0.456), work pressure (β = –.587), and task performance as the effect of work engagement on task performance is significant (β = 0.229). Furthermore, the analysis demonstrates that remote work moderates the relationships between managerial support (β = 0.560***), organizational support (β = 0.332**), colleague support (β = 0.234*), work pressure (β = 0.456***), control (β = 0.443**), and work engagement. Finally, remote work moderates the relationships between managerial support (β = 0.453***), organizational support (β = 0.332*), colleague support (β = 0.441*), work pressure (β = 0.456***), control (β = 0.444**), and task performance. These insights are valuable to school principals, as they provide a deeper understanding of the factors that determine the task performance of teachers. Remote work requires more job resources to increase engagement and task performance. School principals should focus on increasing engagement through feedback and consultations, psychological safety and development opportunities, and contributing to the individual job performance of teachers. The study supplements the JD-R model with remote work perceived as a contextual factor and thus extends the scientific debate on the application of this model in the teaching occupation.

Correction: Khairy et al. Catalyzing Green Work Engagement in Hotel Businesses: Leveraging Artificial Intelligence. Sustainability 2024, 16, 7102

The authors would like to make the following correction to the published paper [...]

Moral Sensitivity and Work Values as Determinants of Work Engagement among Barangay Health Workers

Moral Sensitivity and Work Values as Determinants of Work Engagement among Barangay Health Workers

Something to Take Home: A Two-Wave Study of Work–Family Facilitation and Well-Being Among Brazilian Soldiers Prior to and During a Humanitarian Mission

Despite ongoing war scenarios, on today’s global, socio-political stage there are many situations that call for noncombat deployments. However, humanitarian missions have been understudied, particularly from a positive perspective. This study aims to ascertain the moderating role of work–family facilitation in the influence of work engagement on life satisfaction in a military context. To this end, 217 Brazilian soldiers on a humanitarian mission completed our surveys in two distinct waves: predeployment and mid-mission. Findings support the positive influence of work engagement on life satisfaction, as well as the moderating, enhancing effect of work–family facilitation on the relationship between work engagement and life satisfaction. The study contributes to the literature concerning work-related features (work engagement) and subjective well-being (life satisfaction) among soldiers on a humanitarian mission. Evidence is provided of the importance of the work–family interface as a factor promoting soldiers’ individual well-being in potentially threatening situations. Practical implications are discussed.

Perceived Fairness of Performance Appraisal: Does It Shape Bankers’ Attitudes towards their Job and Organization?

Purpose: The study aimed to assess the effect of perceived fairness of performance appraisal (PA) on bankers’ attitudes, namely job satisfaction, job involvement, work engagement, and organizational commitment. Methodology: The research employed a convenience sampling method to gather data from 207 front-line bank officers working in 10 private commercial banks in Bangladesh. For the analysis of the collected data, the study used statistical tools such as ANOVA, Pearson correlation, and regression, using SPSS version 25. Findings: The study found that fair PA has a significant positive impact on all four types of attitudes. From the control variables (i.e., experience, age, gender, education, and marital status), only education level is found to have a significant negative association with job satisfaction and job involvement. Practical Implications: By highlighting the significance of a fair performance appraisal (PA) system, the study provides insights for bank administrations on improving the positive attitudes of their workforce. This, in turn, may boost bankers’ performance and foster success for the banks as a whole. Originality/Value: In a first-of-its-kind endeavor, the study contributes valuable theoretical insights by exploring the influence of fair PA on diverse types of desirable employee attitudes towards jobs, work, and the organization. Moreover, the study explains the findings in the context of social exchange theory as well as equity theory. Research Limitations: A small sample size, convenience sampling, and cross-sectional self-reported data are the main limitations.

The Influence of Psychological Capital on Nurse Performance Through Work Engagement at the Inpatient Installation of the Sandi Karsa Hospital in Makassar City

The Influence of Psychological Capital on Nurse Performance Through Work Engagement at the Inpatient Installation of the Sandi Karsa Hospital in Makassar City

Blending Work Values, Engagement, and Satisfaction to Drive OCB in Technopreneurial Startups

In startup companies, financial and other resources are often still limited, so human resources are a valuable asset that plays a crucial role in running an entrepreneur. Organizational Citizenship Behaviors (OCB) support new companies or startups success and growth. OCB can increase efficiency and productivity, create a positive work environment, and improve the ability to adapt to change. Therefore, startup companies must encourage and foster OCB among employees to achieve sustainable competitive advantage. This research analyzes the factors influencing OCB by exploring the role of work values, engagement, and job satisfaction. The participants in this research were 351 employees of startup companies in Jakarta. The sampling technique uses simple random sampling, and data analysis uses SEM-PLS. The research findings state that work values positively impact engagement and job satisfaction. Then, work engagement and job satisfaction were ultimately proven to increase employee OCB in startup companies. This study enriches the literature, especially in managing human resources in organizations, and becomes a basis for companies to create rules and policies to increase OCB in a dynamic and competitive business.