Evaluating the relationship between work engagement, work alienation and work performance of healthcare professionals

2018 ◽  
Vol 11 (3) ◽  
pp. 251-259 ◽  
Author(s):  
Nazan Kartal
Keyword(s):  
Work Engagement ◽  
Work Performance ◽  
Healthcare Professionals ◽  
Work Alienation ◽  
The Relationship

Multi-dimensional Individual Work Performance: Predictors and Mediators

2019 ◽  
Vol 7 (1) ◽  
pp. 54-60 ◽  
Author(s):  
Rostiana Rostiana ◽  
Daniel Lie
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Work Performance ◽  
Psychological Empowerment ◽  
Well Being ◽  
Subjective Well Being ◽  
Individual Work ◽  
Holistic Understanding ◽  
Perceived Organisational Support ◽  
The Relationship

Objective - Individual work performance (IWP) has been researched time and time again in the past few decades. Interestingly enough, existing research on IWP focuses mainly on the area of work production and lacks an in-depth holistic understanding of IWP and other interrelated work behaviours. In this study, IWP is explored in the context of a multidimensional construct that includes the dimensions of task, contextual, and counterproductive behaviours. The purpose of this research is to investigate whether the three variables of work engagement (WE), psychological empowerment (PE), and subjective well-being (SWB) mediate and correlate with the relationship between perceived organisational support (POS) and IWP. Methodology/Technique - 780 employees from 4 organisations in Jakarta were selected to participate in this study. The respondents were tasked with responding to five questionnaires including (1) IWP of Koopmans, (2) POS of Eisenberger, (3) SWB of Diener, (4) WE of Baker and Schaufeli, (5) PE of Spreitzer. The data was analysed using structural equation modelling. Findings - The results show that the proposed structural model aligns with the empirical data [X2 (0, N = 780) = 0, p = 1.000; RMSEA=.000]. This research concludes that the relationship between POS and IWP is best mediated by either WE, PE or SWB. Among the three mediators, WE plays the greatest role in mediating the relationship between POS and IWP. Novelty - These findings expand on previous research on the weak relationship between POS and IWP. Type of Paper - Empirical. Keywords: Individual Work Performance; Perceived Organizational Support; Psychological Empowerment; Subjective Well-being; Work Engagement. JEL Classification: L20, L25, L29.

Does work engagement mediate the perceived career support- and career adaptability- work performance relationship?

2019 ◽  
Vol 12 (2) ◽  
pp. 310-327 ◽  
Author(s):  
Manish Gupta
Keyword(s):  
Work Engagement ◽  
Work Performance ◽  
Career Adaptability ◽  
Career Support ◽  
Content Type ◽  
Mediating Role ◽  
Positive Effects ◽  
Relationship Of ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating role of work engagement between the relationship of perceived career support and work performance as well as between the relationship of career adaptability and work performance. Design/methodology/approach Data were collected form 606 i-generation liquid knowledge workers. They had completed their internship program in the industry for a period of at least one month. Regression analysis was carried out to test the hypothesized framework. Findings Most of the results indicated support for the hypotheses. Work engagement was found to be mediating the perceived career support and work performance relationship fully. However, work engagement was found to be mediating the career adaptability and work performance relationship only partially. Research limitations/implications Engaging liquid workers plays a crucial role in passing the positive effects of perceived career support and career adaptability to work performance. Practical implications The findings suggest that managers may take steps to enhance engagement levels of the employees so that it can help the interns high on perceived career support and career adaptability perform well at work. Originality/value To the best of the authors’ knowledge, this study is unique that tests and finds the intervening role of work engagement between work performance and the two career-related constructs.

Bullying effects on performance and engagement among academics

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Matti Meriläinen ◽  
Kristi Kõiv ◽  
Anu Honkanen
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Work Performance ◽  
Rating Scale ◽  
Mail Survey ◽  
Content Type ◽  
Perceived Performance ◽  
Point Rating Scale ◽  
And Performance ◽  
The Relationship

Purpose The purpose of this paper is to examine relationships between perceived bullying, work engagement and work performance among Estonian academics. Specifically, it details what forms of bullying affect work engagement and performance. Moreover, the study explores the relationship between engagement and performance among bullied academics. Design/methodology/approach A total of 864 faculty members from nine Estonian universities participated in an e-mail survey in Spring 2014. Bullying was measured using the Negative Acts Questionnaire-Revised (NAQ-R22), and work engagement was assessed using the nine-item Utrecht Work Engagement Scale. Respondents’ perceived performance and productivity were measured on a ten-point rating scale. Structural equation modelling was used to analyse the relationship between bullying, engagement and performance. Findings Perceived bullying – especially “professional understating” – decreased work engagement and work performance among Estonian academics. The decrease in performance preceded the decrease in engagement or vice versa. The decrease in engagement was followed by lowered performance. Research limitations/implications A longitudinal study is needed to prove the specific one-way effect of (decreased) performance (because of perceived bullying) on engagement. Practical implications Preventing bullying and further increasing engagement and performance among Estonian academics requires getting out of policy of professional understating. Social implications The authors need to determine why Estonian academics experience professional understating, which includes being ordered to perform tasks below one’s level of competence and having key areas of responsibility removed or replaced with more trivial or unpleasant tasks. Originality/value The present results prove that it is possible to differentiate between specific forms of bullying in a specific context and further reveal those factors specifically that affect work performance and work engagement. Among Estonian academics – revealed in this study – “professional understating” seems to be such a factor.

Study of Indian IT workers shows reverse monitoring and job crafting improve work engagement, leading to improved performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Work Engagement ◽  
Work Performance ◽  
Age Groups ◽  
Job Crafting ◽  
Content Type ◽  
Software Firms ◽  
Withdrawal Behavior ◽  
Improved Performance ◽  
Areas Of Interest ◽  
The Relationship

Purpose The purpose was to explore the role of work engagement in mediating between the resources of reverse mentoring and job crafting and the potential outcomes of improved performance and work withdrawal behavior Design/methodology/approach The authors investigated the subjects in the Indian IT sector. They administered a survey online to volunteers from 14 software firms. They received 369 completed questionnaires. The majority of respondents were aged between 25 and 34 and 73.7pc were men. Findings Results showed that both reverse monitoring and job crafting increase levels of work engagement, leading to improved performance and less work withdrawal behavior. The study also looked at work engagement as a mediating factor: It partially mediated the relationship between job crafting and both outcomes, fully mediated the relationship between reverse mentoring and withdrawal behavior, and partially mediated the relationship between reverse monitoring and work performance. Originality/value The results have practical implications. Organizations need to take note that reverse monitoring and job crafting could motivate employees to reciprocate in kind with higher levels of work engagement. By fostering opportunities for reverse monitoring, organizations could stimulate learning and connections across management levels and age groups. Meanwhile, job crafting would help employees to focus on their strengths, or areas of interest, making their work more enjoyable and productive.

scholarly journals The perception of the leader as an attachment figure: can it mediate the relationship between work engagement and general/citizenship performance?

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Elena Lisá ◽  
Katarína Greškovičová ◽  
Katarina Krizova
Keyword(s):  
Organizational Behavior ◽  
Work Engagement ◽  
Work Performance ◽  
Self Report ◽  
Organizational Goals ◽  
Attachment Figure ◽  
Separation Distress ◽  
Citizenship Performance ◽  
The Relationship ◽  
Organizational Compliance

AbstractThe study aimed to explore the perception of the leader as a security provider as a potential mediator of the relationship between work engagement and perceived general and citizenship work performance. Five hundred and forty-two adults completed the Leader as a security provider scale, Utrecht work engagement scale, General work performance questionnaire, and Citizenship organizational behavior questionnaire to self-report on their organizational behaviors. The perception of the leader as a secure attachment figure partially mediated loyalty and adherence to the organization's rules in engaged employees. Perceived separation distress can increase interpersonal citizenship performance; however, it can decrease organizational compliance in engaged employees. Fear of losing the leader can potentially harm the organizational goals by favoring the personal relationships before organizational compliance.

Trust in leaders, work satisfaction and work engagement in public hospitals

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ole Kristian Sandnes Håvold ◽  
Jon Ivar Håvold ◽  
Richard Glavee-Geo
Keyword(s):  
Work Engagement ◽  
Personal Development ◽  
Structural Equation ◽  
Work Performance ◽  
Work Satisfaction ◽  
Basic Needs ◽  
Public Hospitals ◽  
Content Type ◽  
Trust In Leaders ◽  
The Relationship

PurposeTo investigate the relationship between trust in leaders and work satisfaction on work engagement in public hospitals.Design/methodology/approachSurvey data were collected from 137 employees working in two medium-sized public hospitals. A model based on a review of the literature was developed and tested using variance-based structural equation technique.FindingsWork engagement is significantly influenced by trust in leaders and work satisfaction. Work satisfaction partially mediates the relationship between trust in leaders and work engagement. Furthermore, personal development, affiliation and belonging and basic needs for job fulfilment significantly influence work satisfaction. Likewise, basic needs for job fulfilment and co-workers' empathy significantly influence trust in leaders.Practical implicationsThis study indicates that in public hospitals satisfaction and trust in a leader have a substantial influence on work engagement, highlighting the importance of a good trust relationship in the workplace. It is also important for leaders to understand that increased work engagement leads to a well-motivated workforce, improved work performance, low absence from work due to sick leave and a good patient experience.Originality/valueNot much research has been done on the direct effects of trust and satisfaction on engagement. Moreover, the study contributes to the existing literature through the development and testing of the “work engagement model”.

scholarly journals “OK, So you Think It’s All About Work Engagement?” Exploring Precursors and Outcomes of Work Engagement Among Healthcare Professionals

2020 ◽  
Author(s):  
Terje Slåtten ◽  
Gudbrand Lien
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Service Quality ◽  
Work Engagement ◽  
Health Professionals ◽  
Healthcare Professionals ◽  
Turnover Intentions ◽  
Healthcare Organizations ◽  
Organizational Goals ◽  
The Relationship

Abstract Background: Health services organizations need to understand how they best can achieve important organizational goals such as lowering healthcare professionals’ turnover intentions, increase their job satisfaction and level of service quality provided to patients. This study aims to test whether work engagement of healthcare professionals is a core factor in the achievement of these preferred organizational goals. The study also aims to explore whether work engagement is manageable through the direct impact of organizational culture and climate and indirectly for the accomplishment of organizational goals.Methods: The proposed conceptual model was tested in a quantitative study where healthcare professionals, in this study represented by the group of hospital nurses, participated. The data were analyzed using confirmatory factor analysis and structural equation modeling in Stata.Results: The results can be divided into three sub-results. First, work engagement of health professionals was found to be positively related to service quality of care (b = 0.551) and job satisfaction (b = 0.883). Job satisfaction fully mediates the relationship between work engagement and turnover intention and in itself explains almost 60% (R2 = 0.59) of turnover intentions. Second, health professionals’ perception of organizational culture (b = 0.278) and collaboration climate (b = 0.331) were both directly related to their work engagement. Third, work engagement fully mediates the relationship between organizational culture, organizational climate and service quality of care and job satisfaction. Moreover, work engagement particularly mediates the relationship between collaborative climate and job satisfaction.Conclusions: This study contributes to extending and deepening previous research on work engagement in health services research. Specifically, it reveals the essential role that work engagement of healthcare professionals plays for the achievement of organizational goals. Consequently, leaders and managers of healthcare organizations should have a serious focus on health professionals’ work engagement and put it on their meeting agenda regularly because it is clearly a core driver to enabling multiple desirable outcomes for healthcare organizations.

scholarly journals The Moderating Effect of Demography on the Interaction between Transformational Leadership, Employee's Engagement, Productivity and Commitment

2020 ◽  
pp. 85-101
Author(s):  
Benedicta Akey-Torku ◽  
Baozhen Dai
Keyword(s):  
Transformational Leadership ◽  
Work Engagement ◽  
Work Performance ◽  
Healthcare Sector ◽  
Intellectual Stimulation ◽  
Years Of Experience ◽  
Organisational Commitment ◽  
Hospital Employees ◽  
Global Work ◽  
The Relationship

As the global work environment keeps changing to suit the exigencies of the demands of the modern patient and employees, the issue of the influence of leadership in the healthcare sector has come to the fore. This paper seeks to evaluate the moderating influence of demographic variables on the interaction between transformational leadership and work engagement as well as between the influence of work engagement and organisational commitment. As disclosed in the framework the intervening variables are the gender, age and the level of experience of the respondents. Moreover this chapter highlights the influence that organisational commitment has on work performance of employees. The analysis leads to the rejection of the hypothesis that age and number of years of experience equally moderates the relationship between idealised influence and work engagement among hospital employees in Ghana. The findings of the study also reject the notion that gender moderates the relationship between intellectual stimulation and work engagement among hospital employees in Ghana. This was also observed in the case of the role of age and number of years of experience. It is instructive to note also that this findings reject the postulation that the number of years of experience moderates the relationship between intellectual stimulation and work engagement among hospital employees in Ghana, In the same regard this research rejects the idea that the number of years of experience moderates the relationship between idealised influence and work engagement among hospital employees in Ghana.

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