Work Engagement and Its Relationship with Personal Well-Being: A Cross-Sectional Exploratory Study of Human Service Workers

2021 ◽  
pp. 1-11
Author(s):  
Erica Leeanne Lizano
Keyword(s):  
Work Engagement ◽  
Human Service ◽  
Exploratory Study ◽  
Well Being ◽  
Cross Sectional ◽  
Service Workers ◽  
Human Service Workers

Interpersonal interactions, workplace violence, and occupational health outcomes among social workers

2016 ◽  
Vol 18 (5) ◽  
pp. 525-547 ◽  
Author(s):  
Micheal L Shier ◽  
John R Graham ◽  
David Nicholas
Keyword(s):  
Workplace Violence ◽  
Human Service ◽  
Well Being ◽  
Organizational Level ◽  
Interpersonal Interactions ◽  
Service Worker ◽  
Service Workers ◽  
Human Service Workers ◽  
Occupational Outcomes ◽  
Workplace Setting

Summary Primary emphasis within the literature on mechanisms to address the prevalence of negative occupational well-being outcomes among human service workers has tended to focus on individual self-care efforts or organizational level policies aimed at improving work–life balance. While these are important areas of research, the workplace setting itself can also create negative outcomes, suggesting the need to adapt characteristics of this setting. One aspect of this workplace setting includes the dynamics of interpersonal interaction within the workplace. This study reports a multivariate analysis of the relationship between negative workplace interpersonal interactions (generally defined to provide a more holistic assessment of ways in which violence is manifested in the workplace) between workers and service users and between workers themselves and human service worker occupational outcomes. Findings In 2012, data were collected from a sample (n = 674) of human service workers in Alberta, Canada. This study finds a high prevalence of negative workplace interactions between workers, and that these experiences have consequences for worker experience’s with burnout and life satisfaction, and contributes to intentions to leave the workplace. Compounding negative interpersonal interactions between workers are particularly significant across all measured occupational outcomes. Applications These findings suggest the need for a workplace ‘settings-based’ approach to improve occupational well-being among workers. Utilizing a workplace ‘settings-based’ approach would place more emphasis on the processes and structure of day-to-day work within organizations to help alleviate negative occupational outcomes among workers.

Where Do Job Demands Come From? A Study of Human Service Workers

2013 ◽  
Author(s):  
T. S. Kristensen ◽  
A. Guichard ◽  
M. Borritz ◽  
E. Villadsen
Keyword(s):  
Human Service ◽  
Job Demands ◽  
Service Workers ◽  
Human Service Workers

scholarly journals Factors beyond Workplace Matter: The Effect of Family Support and Religious Attendance on Sustaining Well-Being of High-Technology Employees

Healthcare ◽  
2021 ◽  
Vol 9 (5) ◽  
pp. 602
Author(s):  
Ing-Chung Huang ◽  
Pey-Lan Du ◽  
Long-Sheng Lin ◽  
Tsai-Fei Lin ◽  
Shu-Chun Kuo
Keyword(s):  
Family Support ◽  
Work Engagement ◽  
Spillover Effect ◽  
High Technology ◽  
Well Being ◽  
Moderating Effect ◽  
Religious Attendance ◽  
Subjective Well Being ◽  
Cross Sectional ◽  
Support Work

Background: Apart from the workplace, drawing support from family and religion is critical to maintaining the well-being of high-technology employees. Relying on the job demands-resources model and the positive affective spillover effect, the aim of this study was to investigate the mediated relationship of family support, work engagement and subjective well-being, and the moderating effect of religious attendance on the mediated relationship. Methods: A cross-sectional research design was adopted. Mediation and moderated mediation were tested using the PROCESS macro v3.5 for the SPSS supplement. Purposive sampling was used for the distribution of questionnaires to high-technology employees in Taiwan. Results: Results from the data of 603 high-technology employees indicated that family support, work engagement, and subjective well-being exhibited a significant mediated relationship, and the mediated relationship was stronger among individuals with religious attendance experience. Conclusions: This study emphasizes the driving effect of family support on high-technology employee well-being and the moderating effect of religious attendance as a situational strength. We recommend closely attending to employee well-being because doing so is conducive to both the personal quality of life of employees and the sustainable development of organizations.

The Rise of Managerialism in the US: Whither Worker Control?

2020 ◽  
pp. 193-216
Author(s):  
Mimi Abramovitz ◽  
Jennifer Zelnick
Keyword(s):  
New York ◽  
New York City ◽  
York City ◽  
Human Service ◽  
Service Workers ◽  
Human Service Workers ◽  
Non Profit ◽  
The Us ◽  
Democratic Control ◽  
The Impact

This chapter investigates the impact of managerialism on the work of non-profit human-service workers in New York City, drawing on survey data to paint a portrait of a sector that has been deeply restructured to emulate private-market relations and processes. It uses the Social Structure of Accumulation (SSA) theory to explain the rise of neoliberal austerity and identify five neoliberal strategies designed to dismantle the US welfare state. The chapter also focuses on the impact of privatization, a key neoliberal strategy; shows how privatization has transformed the organization of work in public and non-profit human-service agencies; and details the experience of nearly 3,000 front-line, mostly female, human-service workers in New York City. It argues that austerity and managerialism generate the perfect storm in which austerity cuts resources and managerialism promotes 'doing more with less' through performance and outcome metrics and close management control of the labour-process. Closely analysing practices for resistance, the chapter concludes that in lower-managerial workplaces, workers had fewer problems with autonomy, a greater say in decision making, less work stress, and more sustainable employment, suggesting that democratic control of the workplace is an alternative route to quality, worker engagement, and successful outcomes.

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