Work Engagement Research Articles

State civil apparatus performance model: The role of transformational leadership, work autonomy, and work involvement

The performance of local government employees plays an important role in carrying out government functions and providing quality public services. This study aims to analyze the relationship between Transformational Leadership and Job Performance, focusing on the mediating role of Work Engagement and moderating Job Autonomy in the context of employees of the Sumenep Regency Government. Although the Sumenep Regency Government achieved an Unqualified Opinion (WTP) on the financial report, challenges in the form of ethical violations and low productivity remain. The research method used a questionnaire to collect data from 81 employees with the Slovin sampling technique, ensuring the representativeness of the results. The results of the analysis showed that Job Autonomy had a significant effect on Job Performance (O = 0.555; T = 5.551; p = 0.000), while Transformational Leadership did not contribute directly to Job Performance (O = 0.038; T = 0.468; p = 0.320). This study is expected to provide new insights into the mechanisms that affect employee performance in the public sector and suggest the application of the transformational leadership model as a strategy to increase employee work engagement and performance, as well as increase accountability and transparency in the management of public resources.

Organizational justice and work engagement of public service workers and general workers in South Korea: moderating role of supportive learning environment

Organizational justice and work engagement of public service workers and general workers in South Korea: moderating role of supportive learning environment

Wellbeing, career satisfaction, and educational requirements in healthcare assistants in Ireland

Abstract Background The long-term residential care (LTRC) sector in Ireland relies heavily on Health Care Assistants and Carers (HCAs). This workforce has become increasingly diverse in recent years, often relying on non-national temporary workers with varying levels of education. In 2022, of 22,495 HCAs and 5,289 Healthcare Support Assistants working in 563 nursing homes caring for some 30,000 residents, 22% were non-national. Their plight became evident during COVID-19 which had profound consequences in the LTRC sector. Objectives In this study, we investigate the recruitment, training, employment terms and conditions of HCAs in Ireland, as well as their general well-being and career satisfaction. Methods A cross-sectional study of members of ‘Care Assistance Ireland’, for which ethics approval was granted for an estimated sample of 1,052, is conducted. Validated instruments used are: the Maastricht Instrument for Sustainable Employability (MAISE); Utrecht Work Engagement Scale (UWES); General Wellbeing Schedule (GWBS) and Minnesota Career Satisfaction Survey (MCSS). Results The internal consistency reliability (Cronbach’s alpha) of GWBS and MCSS instruments were high. The response rate in the selected sample is estimated circa 60%, the majority being female and qualified. General well-being status will be investigated once all responses are submitted. Spearman correlation is predicated to show moderate to strong positive correlations (0.2-0.9) for all GWBS and MCSS questionnaires questions. While MAISE and UWES are still under investigation. It is predicted that there is variability in the requirements for, and terms and conditions of, employment among HCAs in Ireland, while job security remains a concern. Conclusions These findings reinforce the importance of ensuring standards for recruitment, training, job security and well-being for the LRTC workforce. The lack of educational requirements for HCAs in some settings is a critical consideration. Key messages • Findings will impel a more agreeable, consistent entry award in the healthcare system. • It profiles career needs of HCAs outlining the long-term shortfalls preventable with health policy enactments.

Promoting healthy ageing at work through the development of coping strategies among senior workers

Abstract Background In France, the employment rate for individuals aged 50-64 has risen to almost 67% by 2023, with projections indicating that nearly one in three citizens will be over 60 by 2040. This demographic shift presents a significant labour challenge. To address this, the study explores how senior workers tackle workplace challenges and how their coping strategies influence healthy ageing at work. Methods This study explores critical factors in healthy ageing at work using a mixed QUAL/Quant methodology. 15 interviews provided insight into senior workers, while 28 participants from a French company completed an online questionnaire. Qualitative data were analysed using template analysis, and quantitative data were analysed using SPSS version 20. Results The interviews revealed that senior workers’ problem-solving methods were grouped into three approaches: technical solutions (ergonomic adjustments, supportive equipment), coping strategies (help-seeking, utilisation crafting and developmental crafting), and mindset changes (metacognition, positive reappraisal). Among the senior group, the survey results showed that developmental crafting was a significant positive predictor of work engagement (β = 1.52, p< .05). Utilisation crafting and relational crafting were significant positive predictors of general health (β=.53, p< .05, and β=.50, p= .05, respectively). Conclusions This study not only emphasizes the significance of technological solutions but also underscores the critical roles of help-seeking, utilisation crafting, developmental crafting, metacognition, and positive reappraisal in fostering healthy ageing at work. These insights emphasize the need for ongoing development of human resource management strategies to address the challenges associated with ageing at work. Key messages • Our study finds senior workers employ diverse strategies - technical solutions, coping strategies, mindset shifts - to promote healthy ageing at work. • The insights highlight the importance of human resource strategies for addressing challenges of the ageing workforce, emphasizing proactive approaches.

The Influence Of Transformational Leadership, Work Engagement On Turnover Intention With Job Insecurity Mediation In Millennial And Z Generations In East Jakarta Construction Companies

Turnover intention is becoming an increasingly important issue in the world of work in Indonesia. The aim of this research is to analyze the influence of transformational leadership, work engagement, and job insecurity as mediating roles on turnover intention. The data used is primary data sourced from a questionnaire in Google Form which was distributed to Millennial and Z generation employees who work in East Jakarta construction companies. This research was designed using a purposeful sampling method involving 303 respondents with permanent employee status. The data were analyzed using the Structural Equation Modeling (SEM) method. The results in this research prove that transformational leadership and work engagement have a negative influence on turnover intention. Job insecurity can partially mediate between transformational leadership and work engagement on turnover intention. The implications of these findings are the development of motivating leadership, increasing work engagement, and effective management of job insecurity to reduce the intention of Millennial and Generation Z employees to leave the company.

Work engagement in public primary healthcare centers: psychometric analysis of a scale for its evaluation

PurposeThis study aims to validate the 17-item Utrecht Work Engagement Scale (UWES-17) within Public Primary Healthcare Centers, addressing the need for a reliable measure of work engagement among health workers.Design/methodology/approachThis study conducted a validity and reliability analysis of the UWES-17 among community health workers in Chile, exploring its psychometric properties and structure, focusing on its three-factor structure and examining the causal relationships between work engagement dimensions.FindingsThe UWES-17 demonstrated a valid and reliable three-factor structure among Chilean health workers, with a significant construct dependence among its dimensions –vigor, dedication and absorption – highlighting their interrelated nature.Research limitations/implicationsWhile validated for community health workers in Chile, the UWES-17’s applicability across healthcare settings and professions warrants further investigation.Practical implicationsThe validated UWES-17 can guide human resource practices in assessing and enhancing work engagement among health workers, potentially improving employee well-being and performance.Social implicationsAddressing work engagement and burnout among health workers is vital for a resilient healthcare system. This validated measure contributes to efforts to improve health worker well-being and healthcare service quality.Originality/valueThis study contributes a validated measure of work engagement specifically tailored to public primary healthcare centers, offering valuable insights for future research on health workers' well-being and performance. This research enhances the understanding of organizational dynamics within public healthcare settings.

A longitudinal study of health-impairment and motivational processes in the psychosocial work environment and the subsequent influence on teachers’ intention to remain at their workplace

ABSTRACT This study examines the concurrent influence of health-impairment and motivational processes proposed by the Job Demands-Resource model on teachers’ intention to remain at their workplace at 12 and 24 months among 308 certified teachers in Sweden. Teachers’ perceptions of job demands (quantitative demands, emotional demands, work pace) and job resources (possibilities for development, social support from supervisor, social support from colleagues, recognition) were measured at baseline whereas exhaustion, work engagement, and retention intention were measured at 12 months and 24 months. Data was analysed using structural equation modelling and subsidiary analyses explored the moderating effects of job resources on the health-impairment process at 12 and 24 months. The findings indicate that the health-impairment process is a stronger predictor of teachers’ retention intention at 12 and 24 months than the motivational process and that the primary focus of teacher retention policies should be optimising teachers job demands rather than enhancing teachers’ job resources.

The Effect of Servant Leadership and Motivation on Employee Performance: The Mediating of Work Engagement

This research aims to determine the influence of Servant Leadership and Work Motivation on Employee Performance with Work Engagement as an Intervening Variable. The subjects of this research were 52 employees of the Trans Central Java Bus under the auspices of PT Mulia Orda Serasi. The author uses quantitative methods in this research where data is obtained through questionnaires. The data analysis that has been carried out shows that: (1) Servant leadership has a positive and insignificant influence on the performance of Trans Central Java bus employees. (2) Work motivation has a positive and significant influence on the performance of Trans Central Java bus employees. (3) Servant leadership has a positive and significant influence on the work engagement of Trans Central Java bus employees. (4) Work motivation has a positive and significant influence on the work engagement of Trans Central Java bus employees. (5) Work engagement has a positive and significant influence on the performance of Trans Central Java bus employees. (6) Work engagement can mediate the influence of servant leadership on the performance of Trans Central Java bus employees. (7) Work engagement 0can mediate the influence of work motivation on the performance of Trans Central Java bus employees.

Linking work meaningfulness, engagement and job crafting to career commitment

PurposeThe purpose of this study is to examine the relationships among meaningful work, employee engagement, job crafting and career commitment.MethodsThe study primarily employed structural equation modeling to test the proposed research model and hypotheses. Data were collected through an online questionnaire from employees working at multiple companies.FindingsThe findings indicated that meaningful work affected employee engagement, job crafting and career commitment. In addition, employee engagement and job crafting mediated the relationships between meaningful work and career commitment.OriginalityThis study identifies three important antecedents (meaningful work, employee engagement and job crafting) that improve employees’ level of career commitment. Based on previous findings indicating that career commitment can promote behavioral and attitudinal outcomes, this study focuses on contributors of career commitment, which ultimately may link to the positive outcomes of career commitment.

The influence of green human resource management on environmental performance: Exploring the differential effects of green work engagement and moral reflection

This study investigates the impact of the implementation of Green Human Resource Management (GHRM) on the environmental performance of higher education institutions from the perspective of the Ability-Motivation-Opportunity (AMO) theory. A purposive sampling approach was employed to collect 670 questionnaires from the academic and administrative staff of higher education institutions in Thailand. The findings of the research demonstrate that GHRM enhances the environmental performance of higher education institutions. Moreover, GHRM contributes to this enhancement by positively influencing employees’ green work engagement, thereby improving the environmental performance of the institutions. Additionally, employees’ moral reflection positively moderates the relationship between GHRM and green work engagement. This study aspires to construct a holistic research framework, offering new practical and theoretical insights into GHRM, which, in turn, provides meaningful guidance for the sustainable development of global higher education institutions.

Exploring work engagement of public sector employees during the COVID-19 pandemic, Namibia

Orientation: In Namibia, the public sector employs a majority of employees which contributes to significant economic growth and development of the country.Research purpose: This study investigated the association among job satisfaction, burnout and work engagement. This study explored if work engagement is experienced differently based on the biographical variables.Motivation for the study: Namibia aims to achieve the sustainable development goals (SDGs), Harambee Prosperity Plan (HPP) and National Development Goals. The state-owned enterprises are required to provide quality services to the nation through their employees. The health and well-being of these employees facilitate the productivity of these state-owned enterprises (SDGs 1, 2, 3, 8, 11 and 16).Research approach/design and method: A total of n = 130 public sector employees were randomly selected and responded to a questionnaire. The questionnaire included demographic questions, the Job Satisfaction Survey, the Maslach Burnout Inventory and the Utrecht Work Engagement Scale. Data analysis was performed through the Statistical Package for Social Sciences software to test the hypotheses of the study.Main findings: Positive relationships were found between job satisfaction, burnout and work engagement. Work engagement reported a positive relationship with burnout. Work engagement is experienced the same in relation to the biographical variables.Practical/managerial implications: The study suggests a constant evaluation of job attitudes, implementation of effective performance management systems, team building activities and implementation of workplace wellness programmes.Contribution/value-add: This study adds to the understanding of job satisfaction, burnout and work engagement within state-owned enterprises in Namibia.

Unlocking proactive socialization dynamics: investigating work engagement through social capital resources, the interplay of proactive personality and perceived organizational support

PurposeThis study aims to explore the relationship between proactive socialization behaviors (PSBs) and work engagement, with a specific focus on the mediating role of social capital resources (SCRs). Additionally, it investigates how proactive personality and perceived organizational support (POS) moderate the organizational assimilation of newcomers in Punjab, Pakistan, through the lens of self-determination theory.Design/methodology/approachA cross-sectional survey design was employed, with data collected from diverse organizations across cities in Punjab, Pakistan, including Bhimber, Gujrat, Gujranwala, Lahore, Jhelum, Kharian, Kotla, Mandi Bahauddin, and Sialkot. A total of 1,000 questionnaires were distributed, resulting in 619 valid responses. The sample primarily consisted of individuals with varying levels of work experience, contributing to the diversity of the data. SEM was utilized to analyze the relationships between the studied variables.FindingsResults indicated a significant positive association between PSBs and work engagement among newcomers. SCRs were found to mediate this relationship, suggesting that proactive behaviors help newcomers accumulate social capital, which enhances work engagement. Moreover, the study reveals that proactive personality and POS significantly moderate the relationship between PSBs and work engagement, with stronger positive associations observed among proactive individuals and those perceiving higher organizational support.Practical implicationsThe study underscores the importance of encouraging proactive socialization behaviors and strengthening organizational support systems to foster newcomer engagement and facilitate successful assimilation.Social implicationsUnderstanding these dynamics can lead to the creation of more inclusive and supportive organizational environments, enhancing both individual well-being and organizational effectiveness.Originality/valueThis research offers new insights into the mechanisms through which PSBs impact work engagement, particularly through the accumulation of SCRs, and highlights the importance of proactive personality and organizational support as moderators.

Time pressure, coping strategies and work engagement: moderation of inclusive-leadership

PurposeThis study aims to unravel the effects of time pressure on work engagement within Chinese organizational settings, considering the moderating effect of inclusive leadership and the mediating role of coping strategies. It seeks to apply and extend theories such as the job demands-resources (JD-R) model, Lazarus’s stress and coping (LSC) framework and leader–member exchange (LMX) theory on stress and coping to understand these dynamics comprehensively.Design/methodology/approachThe study collected responses from 211 Chinese professionals in the manufacturing sector through a structured questionnaire. Multiple regression analysis was used to test the hypotheses.FindingsResults reveal that problem-focused coping strategies positively correlate with work engagement, whereas emotion-focused coping strategies do not show a significant association. Both emotion-focused and problem-focused coping strategies mediate the relationship between time pressure and work engagement. Additionally, inclusive leadership positively moderates the relationship between time pressure and both problem-focused and emotion-focused coping strategies.Practical implicationsOrganizational leaders and HR practitioners of companies can devise interventions to enhance employee engagement by leveraging the findings of this study, which advances our understanding of the critical role of coping strategies and the influence of inclusive leadership, particularly under time pressure, which is prevalent in fast-paced work environments.Originality/valueThe research integrates the JD-R model, LMX theory and LSC framework to explore workplace dynamics in China, presenting new insights into coping mechanisms and leadership roles in high-pressure environments.

Employee engagement and retention in multicultural work groups: The interplay of employee and supervisory cultural intelligence

Given the rise in cultural diversity in workplaces due to increased globalization and hyperconnectivity, organizations worldwide are seeking effective ways to attract and retain multicultural talent. This research probes the interaction between an employee’s cultural intelligence (CQ) and a supervisor’s CQ, investigating how this interaction impacts work engagement and the intention to stay within multicultural work groups. Drawing on work engagement literature and leader-member exchange (LMX) theory, we conducted two empirical studies. Study 1 (170 matched data) reveals that employee’s CQ positively influences work engagement, with this relationship moderated by the supervisor’s CQ. Study 2 (161 matched data) validates these findings while also demonstrating how work engagement influences employee’s intention to stay. Taken collectively, our research advances theory and practice by elucidating the synergistic value of fostering both employees’ and supervisors’ CQ—i.e., the “double CQ”—for enhancing engagement and retention in multicultural work groups.

The influence of organizational atmosphere and psychological capital on work performance: The moderating role of psychological contract

This study explores the interconnected roles of organizational atmosphere, psychological capital, work engagement, and psychological contract on the work performance. Structural equation modeling and moderated mediation analyses were conducted to test the hypothesized relationships. Methodologically, the study employed a stratified random sampling of 369 faculty members across various disciplines. Key findings reveal that both organizational atmosphere and psychological capital have a significant positive impact on work engagement, which in turn, enhances work performance. Work engagement acted as a mediator in these relationships. Moreover, the psychological contract was found to moderate the relationship between work engagement and work performance, indicating that the engagement-performance link is stronger when employees perceive their psychological contract has been fulfilled. The implications of this research are multifaceted. Theoretically, it contributes to organizational behavior literature by integrating psychological contracts into the engagement-performance narrative. Practically, it provides actionable insights for university administrators, suggesting that investments in a supportive organizational atmosphere and the development of faculty psychological capital are likely to yield improvements in engagement and performance. The study also underscores the importance of effectively managing psychological contracts to maximize employee output.

Ethical leadership and followers’ job crafting: the mediating role of followers’ role-breadth self-efficacy and work engagement

PurposeThe objective of this study was to investigate the link between ethical leadership and followers’ job crafting. Based on social learning theory and the job demands-resources model, we expected that followers’ role-breadth self-efficacy and work engagement would serially mediate the association between this leadership style and followers’ job crafting.Design/methodology/approachA quantitative analysis was conducted among a sample of 458 subordinates that assessed the ethical leadership of their direct supervisor and reported on their own role-breadth self-efficacy, engagement and job crafting behaviours.FindingsEthical leadership was positively associated with followers’ increasing structural resources, increasing social resources and increasing challenging demands. The mediation hypothesis was supported for increasing challenging demands but not for increasing social resources. Results unexpectedly suggested that the indirect positive effect suppresses the direct negative effect of ethical leadership on followers’ increasing structural resources, the total effect becoming positive. This leadership style was not associated with followers’ decreasing hindering demands.Practical implicationsThe research highlights the possibility that ethical leadership trainings may stimulate followers' job crafting.Originality/valueThe study explores for the first time the relationship between this leadership style and job crafting behaviours of subordinates and, moreover, provides an explanatory mechanism for the relationship between these variables.

The relation between occupational stress, burnout and the work engagement among nurses

The relation between occupational stress, burnout and the work engagement among nurses

Working With Traumatised Children During Traumatic Times: Residential Child Care Educators' Compassion Fatigue and Work Engagement

Working With Traumatised Children During Traumatic Times: Residential Child Care Educators' Compassion Fatigue and Work Engagement

‘We Don’t Have Any Honor Because We Are khwaja sira’: Police Violence and Discrimination Against the Khwaja Sira Community in Swat, Pakistan

Abstract This qualitative study examines police violence and discriminatory policing practices targeting the third gender community, known in Pakistan as khwaja sira. Employing a phenomenological analysis, we conducted a qualitative study involving in-depth interviews with 45 khwaja sira in Mingora, Khyber Pakhtunkhwa, Pakistan, recruited through purposive and snowball sampling. Using Interpretative Phenomenological Analysis of the interview transcripts: two distinct themes emerged regarding the lived experiences of khwaja sira in Swat, Pakistan: experiencing multiple forms of violence by police; and managing abuses of policing power. Findings shed light on the challenges khwaja sira face regarding police violence and misconduct, including neglect from law enforcement officers to register their cases, biased practices within police precincts, and discrimination associated with their engagement in sex work or their gender nonconformity. Findings underscore the need for comprehensive interventions aimed at addressing police violence experienced by the khwaja sira community.

The Western Australian medical schools mindfulness project: a randomised controlled trial

BackgroundEvidence for the longer-term benefits of online mindfulness training for medical students, including in the reduction of stress and improved wellbeing, is limited. This study aimed to evaluate the impact of a novel online mindfulness training program on trait mindfulness, wellbeing and study engagement of medical students at program completion and 6-month follow-up.MethodsThis was a randomised waitlist control study of an 8-week, online, mindfulness-based intervention versus normal curriculum alone for medical students (N = 114). The primary outcome measures were the changes from baseline to program completion at Week 8 for self-reported trait mindfulness (Freiburg Mindfulness Inventory), perceived stress (Perceived Stress Scale), self-compassion (Self-Compassion Scale) and study engagement scores (Utrecht Work Engagement Scale for Students). The secondary outcome measures were these score changes from baseline to 6-month follow up. Intervention and control students completed surveys at all three time points. Program adherence (Mindfulness Adherence Questionnaire) was also measured in the intervention group.ResultsThe intervention group experienced modest but statistically significant improvements in mindfulness (9%, p = 0.0002), self-compassion (5%, p = 0.026), and study engagement (4%, p = 0.035) from baseline to Week 8. They also reported a sustained improvement of 5% (p = 0.017) in mindfulness scores at 6 months. The control group reported no significant changes at Week 8 or 6 Months. Between-group comparisons showed that compared to the control group, the intervention group improved significantly more in mindfulness (p = 0.0076), and statistically marginally more in study engagement (p = 0.0534) at Week 8. No statistically significant between-group differences were observed at 6 months.ConclusionsThese results add to the small but growing body of evidence suggesting that online mindfulness-based interventions with minimal contact can improve, albeit in modest magnitude, mindfulness and possibly study engagement in medical students for the duration of a mindfulness program. Further refinements to the program may be important to maintain improvements in the longer-term.Trial registrationRegistration number ACTRN12624000783527.