The Impact of Collective Psychological Ownership on Social Workers’ Work Engagement in the Job Demands-Resources Model

2021 ◽  
pp. 1-14
Author(s):  
Xuebing Su ◽  
Victor Wong ◽  
Chi Kin Kwan ◽  
Linda Mok
Keyword(s):  
Social Workers ◽  
Work Engagement ◽  
Job Demands ◽  
Psychological Ownership ◽  
The Impact

Work engagement or job burnout? Psychological ownership amongst the employees of international tourist hotels

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
You-De Dai ◽  
Wen-Long Zhuang ◽  
Sung-Cheng Lu ◽  
Tzung-Cheng Huan
Keyword(s):  
Work Engagement ◽  
Social Identity Theory ◽  
Regulatory Focus ◽  
Job Burnout ◽  
Psychological Ownership ◽  
Content Type ◽  
International Tourist ◽  
Negative Effect ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this study is to explore the impact of psychological ownership on work engagement and job burnout within international tourist hotel employees, and simultaneously examine the moderating role of regulatory foci. Design/methodology/approach This research collected questionnaire samples from the employees of international tourist hotels in the cities of Taiwan (Taipei, Taichung and Kaohsiung) and China (Xiamen and Quanzhou). Purposive sampling was adopted. In total, 300 questionnaires were distributed to each hotel, and the total number of questionnaires finally distributed reached 1,500. Findings This research applies social identity theory and regulatory theory to develop a new research framework with the sample of the employees in the five-star international tourism hotel. This study found that psychological ownership has a significant and positive effect on work engagement and has a negative effect on job burnout. In addition, regulatory foci moderate the relationship between psychological ownership and work engagement as well as the relationship between psychological ownership and job burnout respectively. These analytic results fill the research gap within the literature in relation to the moderating effects of a regulatory focus on psychological ownership’s relationships to work engagement and job burnout. Originality/value This study explains how employees with high psychological ownership will develop higher work engagement and lower job burnout. In addition, this research also includes regulatory foci as a situational variable to examine the moderating relationship with psychological ownership, work engagement, and job burnout.

The impact of work engagement and meaningful work to alleviate job burnout among social workers in New Zealand

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kim-Lim Tan ◽  
Peik Foong Yeap
Keyword(s):  
New Zealand ◽  
Social Workers ◽  
Work Engagement ◽  
Structural Equation ◽  
Meaningful Work ◽  
Job Burnout ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Content Type ◽  
The Impact

PurposeGrounding our research in the conservation of resources (COR) theory and the job demands-resources (JD-R) theory, this study addresses the research gap of examining the relationship between meaningful work and dimensions of job burnout with work engagement as the mediator, especially in times of the COVID-19 pandemic. It also attempts to understand if age plays a role in moderating the effect of these relationships.Design/methodology/approachThis study collected data using a questionnaire protocol that was adapted and refined from the original scales in existing studies. The partial least squares structural equation modeling (PLS-SEM) was used to analyze data collected from 530 social workers working in New Zealand nonprofit organizations (NPO).FindingsResults indicated that meaningful work only addressed one dimension of job burnout. Work engagement was found to have mediating effects on the relationships between meaningful work and all the dimensions of job burnout. Age does not have any moderating effect on these relationships.Originality/valueThis study addresses the lack of literature that collectively examines the constructs of meaningful work, dimensions of job burnout and work engagement in the same model. In doing so, this study provides a unique verification of job burnout as a multidimensional construct. At the same time, this study offers insights into the effect of these constructs in NPOs, unraveling the complexities that drive these NPOs' human resources (HR) processes.

scholarly journals Nurses Working in Nursing Homes: A Mediation Model for Work Engagement Based on Job Demands-Resources Theory

Healthcare ◽  
2021 ◽  
Vol 9 (3) ◽  
pp. 316
Author(s):  
Yukari Hara ◽  
Kyoko Asakura ◽  
Shoko Sugiyama ◽  
Nozomu Takada ◽  
Yoshimi Ito ◽  
...  
Keyword(s):  
Nursing Homes ◽  
Work Engagement ◽  
Clinical Judgment ◽  
Long Term Care ◽  
Job Demands ◽  
Occupational Commitment ◽  
Equation Modeling ◽  
Term Care ◽  
The Impact

This study examined the impact that the attractiveness of working in nursing homes and autonomous clinical judgment have on affective occupational commitment, and whether work engagement mediates these relationships. This analysis was based on the job demands-resources theory. The study setting was 1200 nursing homes (including long-term care welfare facilities and long-term care health facilities) in eastern Japan. An anonymous, self-report questionnaire survey was administered to two nurses from each facility, resulting in a prospective sample of 2400 participants. Overall, 552 questionnaires were analyzed, in which structural equation modeling and mediation analysis using the bootstrap method were performed. The results showed that the attractiveness of working in nursing homes does not directly affect affective occupational commitment; work engagement fully mediates the impact of attractiveness of working in nursing homes on affective occupational commitment. Additionally, autonomous clinical judgment showed a direct impact on both work engagement and affective occupational commitment, indicating that work engagement partially mediates the impact on affective occupational commitment. To increase the affective occupational commitment of nurses working in nursing homes, managers should help nurses recognize the attractiveness of working in nursing homes, and then provide appropriate support to help such nurses work in a motivated manner.

Employee Psychological Ownership and Work Engagement: Links with Job Demands and Attitudes

2016 ◽  
Vol 2016 (1) ◽  
pp. 13743
Author(s):  
Andriana Rapti ◽  
Bruce A. Rayton ◽  
Zeynep Yesim Yalabik
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Psychological Ownership

scholarly journals “Engaged, Burned Out, or Both?” A Structural Equation Model Testing Risk and Protective Factors for Social Workers in Refugee and Homeless Aid

2020 ◽  
Vol 17 (2) ◽  
pp. 583 ◽  
Author(s):  
Janika Mette ◽  
Swantje Robelski ◽  
Tanja Wirth ◽  
Albert Nienhaus ◽  
Volker Harth ◽  
...  
Keyword(s):  
Social Workers ◽  
Work Engagement ◽  
Structural Equation ◽  
Online Survey ◽  
Job Demands ◽  
Homeless Persons ◽  
Meaning Of Work ◽  
Cross Sectional ◽  
Federal States ◽  
Positive Effects

The present study sheds light on social workers’ working conditions in highly demanding settings and examines the associations between their perceived job demands, resources, resilience, personal burnout, and work engagement. A cross-sectional quantitative online survey was conducted with employees in social work institutions of independent and public sponsors providing help for refugees and homeless persons. The study participants were 243 social workers (68.8% female and 31.3% male) from four federal states in Germany. Correlations between social workers’ job demands, resources, burnout, and work engagement were confirmed in accordance with the Job Demands–Resources model. Results of the structural equation modelling revealed significant positive effects of employees’ job demands on their personal burnout, but no significant effects on their work engagement. The meaning of work as a job resource was significantly positively related to work engagement and negatively related to burnout. Although resilience did not moderate the relationship between employees’ job demands and burnout, it had a significant negative effect on burnout and a positive effect on work engagement. The results indicate a need for the development of health promotion measures for social workers in homeless and refugee aid. Structural approaches should target the reduction of employees’ job demands to diminish their potentially health-depleting effects. Of equal importance, behavioural measures should foster employees’ meaning of work and resilience, since both resources showed beneficial effects on their work engagement and were negatively related to burnout.

scholarly journals The Role of Meaningful Work in Employees’ Work-Related and General Well-being

2017 ◽  
Vol 7 (4) ◽  
pp. 23 ◽  
Author(s):  
Jessica Van Wingerden ◽  
Joost Van der Stoep
Keyword(s):  
The Netherlands ◽  
Work Engagement ◽  
Positive Relationship ◽  
Job Demands ◽  
Meaningful Work ◽  
Well Being ◽  
Work Related ◽  
Low Levels ◽  
The Impact

This study examines the impact of meaningful work on employees’ work-related well-being (measured as high levels of work engagement and low levels of burnout) and subsequently on employees’ general well-being (that is happiness). Based on the literature on meaningful work and the job demands-resources theory, we hypothesize that meaningful work has a positive relationship with an employee’s general well-being and that this relation is mediated by both increased levels of work engagement and decreased levels of burnout. In order to test the hypothesized relations, we conducted a bootstrapping analysis using a sample of 1 892 employees working in various organizations and occupations in The Netherlands. The results of the analysis provide support for the hypothesized relations, indicating an important role for meaningful work in the on-going pursuit of well-being at home and at work. The main theoretical, practical, and methodological implications of this study are discussed. 

A test of a job demands-resources intervention

2016 ◽  
Vol 31 (3) ◽  
pp. 686-701 ◽  
Author(s):  
Jessica van Wingerden ◽  
Arnold B. Bakker ◽  
Daantje Derks
Keyword(s):  
Work Engagement ◽  
Healthcare Professionals ◽  
Job Demands ◽  
Job Crafting ◽  
Control Group ◽  
Content Type ◽  
Before And After ◽  
Quasi Experimental ◽  
And Performance ◽  
The Impact

Purpose – The purpose of this paper is to examine the impact of a job demands-resources (JD-R) intervention on psychological capital (PsyCap), job crafting, work engagement, and performance. Design/methodology/approach – This study used a quasi-experimental pre-test-post-test design with a control group. Healthcare professionals (n=67) were assigned to the JD-R intervention or a control group and filled out questionnaires before and after the intervention. To test the hypotheses, multivariate analyses of covariance were conducted. Findings – Results showed that participants’ PsyCap, job crafting, work engagement, and self-ratings of job performance significantly increased after the JD-R intervention. Research limitations/implications – Only healthcare professionals participated in the intervention study, which restricts the generalizability of the findings. Practical implications – The results illustrate that organizations can foster work engagement and improve performance by offering a JD-R intervention aimed at increasing PsyCap and job crafting at work. Organizations should acknowledge the importance of facilitating and stimulating a resourceful and challenging work environment. Originality/value – This is the first study that examined a JD-R intervention. The results contribute to JD-R theory by offering a first causal test. For the first time, a significant increase of job crafting behaviors after an intervention was found.

scholarly journals The work-related well-being of social workers: Framing job demands, psychological well-being, and work engagement

2018 ◽  
Vol 19 (1) ◽  
pp. 121-141 ◽  
Author(s):  
Alessio Tesi ◽  
Antonio Aiello ◽  
Enrichetta Giannetti
Keyword(s):  
Social Workers ◽  
Work Engagement ◽  
Job Demands ◽  
Well Being ◽  
Regression Analyses ◽  
Measurement Scales ◽  
Psychological Well Being ◽  
Personal Resource ◽  
Work Related

Summary Social workers’ occupational health has become a central theme in the psychosocial literature. This study aimed at exploring how specific job demands and psychological well-being are related to work engagement. A sample of 140 Italian social workers was analyzed in accordance with the job demands–resources model. Participants were asked to complete a written questionnaire containing several measurement scales. Findings Multiple regression analyses showed that social workers’ psychological well-being was positively related to work engagement. Moderation analyses also indicated that, when psychological well-being was high (vs. low), job demands were associated to higher levels of work engagement, thus highlighting the buffering role of psychological well-being as a specific personal resource. When job demands were high (vs. low), the psychological well-being appeared to be strongly related to lowest levels of work engagement, showing that high job demands could reduce the fostering role of psychological well-being on social workers’ work engagement. Applications While administration of job demands may often be difficult in social work contexts, managers should be encouraged, as part of a systemic approach to training, to promote specific measures for improving social workers’ psychological well-being as a personal resource for promoting work engagement.

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