How does mindfulness boost work engagement and inhibit psychological distress among hospital employees during the COVID-19 pandemic? The mediating and moderating role of psychological resilience

Although the interplay between workaholism and work engagement could explain several open questions regarding the Heavy Work Investment (HWI) phenomenon, few studies have addressed this issue. Thus, with the purpose of filling this literature gap, the present study aimed at examining a model where job-related negative affect mediates the relationship between the interplay of workaholism and work engagement, and anxiety before sleep. Since gender could have a role in the way the interplay would impact on the theorized model, we also hypothesized a moderated role of gender on the specific connection concerning the interplay between workaholism and work engagement, in relation to job-related negative affect. Conditional process analysis was conducted on a sample of 146 participants, balanced for gender. Results supported the mediating model and indicated the presence of a moderated role of gender, such that engaged workaholic women reported significantly less job-related negative affect than disengaged workaholic women. On the contrary, the interplay between workaholism and work engagement did not seem significant for men. Results are discussed in light of the limitations and future directions of the research in this field, as well as the ensuing practical implications.

Download Full-text

Moderating Role of Follower Characteristics With Transformational Leadership and Follower Work Engagement

Group & Organization Management ◽

10.1177/1059601108331242 ◽

2009 ◽

Vol 34 (5) ◽

pp. 590-619 ◽

Cited By ~ 172

Author(s):

Weichun Zhu ◽

Bruce J. Avolio ◽

Fred O. Walumbwa

Keyword(s):

Transformational Leadership ◽

Work Engagement ◽

Moderating Role

Download Full-text

Organizational identification and employees’ innovative behavior: the mediating role of work engagement and the moderating role of creative self-efficacy

Chinese Management Studies ◽

10.1108/cms-07-2021-0294 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Guangning Zhang ◽

Yingmei Wang

Keyword(s):

Work Engagement ◽

Organizational Identification ◽

Self Efficacy ◽

Innovative Behavior ◽

Content Type ◽

Mediating Role ◽

Creative Self ◽

The Relationship ◽

Moderating Role

Purpose This study aims to investigate the effect of organizational identification to employees’ innovative behavior, the mediating role of work engagement and the moderating role of creative self-efficacy in the relationship between organizational identification and employees’ innovative behavior. Design/methodology/approach This study adopted questionnaires to gather data. The sample of 289 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicates that organizational identification is positively related to employees’ innovative behavior and work engagement mediates the relationship between organizational identification and employees’ innovative behavior. In addition, creative self-efficacy enhances the relationship of work engagement and employees’ innovative behavior. Originality/value This study builds a system from psychological aspect to behavior, which includes the effect of individual cognition to explain the mechanism of organizational identification on employees’ innovative behavior.

Download Full-text