Effect of the Firm’s Absorptive Capacity on the Work Engagement of White-collar Employees in Istanbul

2021 ◽  
pp. 59-71
Author(s):  
Francoise Contreras ◽  
Elif Baykal
Keyword(s):  
Work Engagement ◽  
Absorptive Capacity ◽  
White Collar

scholarly journals Playful work design: A diary study on its correlates in white collar workers

2018 ◽  
Vol 9 (1) ◽  
pp. 38-53
Author(s):  
Laura Petrescu
Keyword(s):  
Negative Affect ◽  
Positive Affect ◽  
Work Engagement ◽  
White Collar ◽  
Work Design ◽  
Job Autonomy ◽  
Individual Factor ◽  
Manager Support ◽  
White Collar Workers ◽  
The Relationship

The present study addresses playful work design as the consistent initiative of employees to integrate game-like elements into their day-to-day work in order to reach theirimposed work-related goals. We adapted a short measure for daily playful work design and followed 55 white-collar workers over 5 consecutive working days. We hypothesized that playful work design would be predicted by contextual factors and an individual factor (i.e. job autonomy, manager support for fun and growth need strength). Furthermore, we predicted that, across days, playful work design would relate positively with work engagement and positive affect and negatively with negative affect. Additionally, we tested for the moderation of growth need strength in the relationship between work engagement and playful work design. Results indicated that playful work design was not predicted by job either job autonomy, manager support for fun or growth need strength. We found that playful work design was related positively to work engagement and positive affect, but not related to negative affect. Moreover, growth need strength didn’t moderate the relationship between daily playful work design and daily work engagement. We discuss theoretical and practical implications of our findings for the work design literature.

Discrepancy between individual and organizational values: Occupational burnout and work engagement among white-collar workers

2013 ◽  
Vol 43 (3) ◽  
pp. 225-231 ◽  
Author(s):  
Anna Dyląg ◽  
Magdalena Jaworek ◽  
Waldemar Karwowski ◽  
Małgorzata Kożusznik ◽  
Tadeusz Marek
Keyword(s):  
Work Engagement ◽  
White Collar ◽  
Organizational Values ◽  
Occupational Burnout ◽  
White Collar Workers

scholarly journals INFLUENCE OF PERSON-ORGANISATION-FIT ON WORK ENGAGEMENT THROUGH ENHANCED JOB SATISFACTION: TEST OF SOCIAL IDENTITY THEORY

2018 ◽  
Vol 6 (3) ◽  
pp. 315-330
Author(s):  
Sevcan KILIÇ AKINCI
Keyword(s):  
Job Satisfaction ◽  
Social Identity ◽  
Work Engagement ◽  
Social Identity Theory ◽  
Structural Equation ◽  
Identity Theory ◽  
White Collar ◽  
Business Units ◽  
Equation Modelling ◽  
Research Stream

This study extends Social Identity Theory by examining the link between Person-Organisation fit (POF) and Work Engagement (WE) through enhanced Job Satisfaction (JS) and testing it in a non-US environment. The study was conducted on a large sample (527) of Turkish blue and white-collar employees from business units of 15 independent companies; 10 different industry types. Data was analysed with Structural Equation Modelling. It was found that POF was positively related to WE, and secondly Job Satisfaction (JS) was (positively) related to WE. Results also showed that job satisfaction acted as a mediator between POF and WE and it mediated as high as 70 % of the effect of POFs. This study supports the research stream that JS was a predictor of work engagement. The results confirmed the applicability of Social Identity Theory in a Turkish context and advocates that employees who fit to organisation more are more likely to have job satisfaction and repay this to the organisation through higher levels of engagement.

scholarly journals Playful work design: A diary study on its correlates in white collar workers

2018 ◽  
Vol 9 (1) ◽  
pp. 38-53
Author(s):  
Laura Petrescu
Keyword(s):  
Negative Affect ◽  
Positive Affect ◽  
Work Engagement ◽  
White Collar ◽  
Work Design ◽  
Job Autonomy ◽  
Individual Factor ◽  
Manager Support ◽  
White Collar Workers ◽  
The Relationship

The present study addresses playful work design as the consistent initiative of employees to integrate game-like elements into their day-to-day work in order to reach theirimposed work-related goals. We adapted a short measure for daily playful work design and followed 55 white-collar workers over 5 consecutive working days. We hypothesized that playful work design would be predicted by contextual factors and an individual factor (i.e. job autonomy, manager support for fun and growth need strength). Furthermore, we predicted that, across days, playful work design would relate positively with work engagement and positive affect and negatively with negative affect. Additionally, we tested for the moderation of growth need strength in the relationship between work engagement and playful work design. Results indicated that playful work design was not predicted by job either job autonomy, manager support for fun or growth need strength. We found that playful work design was related positively to work engagement and positive affect, but not related to negative affect. Moreover, growth need strength didn’t moderate the relationship between daily playful work design and daily work engagement. We discuss theoretical and practical implications of our findings for the work design literature.

scholarly journals Do Aging Employees Benefit from Self-Regulative Strategies? A Follow-Up Study

2020 ◽  
pp. 016402752095858
Author(s):  
Saija Mauno ◽  
Jaana Minkkinen
Keyword(s):  
Life Course ◽  
Work Engagement ◽  
White Collar ◽  
Well Being ◽  
Job Burnout ◽  
Older Employees ◽  
Follow Up Study ◽  
The Life Course

SOC-strategies (selection, optimization, and compensation) are crucial for well-being and adaptation throughout the life course. The workforce is aging rapidly, thus the age-conditional premises of SOC theory require attention. This study explored (1) whether older employees used SOC strategies more often (compared to younger employees), and (2) whether older employees benefited more from SOC strategies in relation to occupational well-being (job burnout, work engagement). The study was based on follow-up data including three occupational subsamples of different age ( N = 1,020). There were no significant age-conditional differences in the take-up of SOC strategies. However, older (white-collar) employees benefited more from compensation and elective selection in relation to occupational well-being. Moreover, older employees also benefited more from using all SOC strategies concerning occupational well-being. Strengthening older employees’ SOC strategies needs more attention as the workforce is aging.

scholarly journals Differential Effects of Mindfulness-Based Intervention Programs at Work on Psychological Wellbeing and Work Engagement

2021 ◽  
Vol 12 ◽  
Author(s):  
Cristián Coo Calcagni ◽  
Marisa Salanova ◽  
Susana Llorens ◽  
Miguel Bellosta-Batalla ◽  
David Martínez-Rubio ◽  
...  
Keyword(s):  
Work Engagement ◽  
White Collar ◽  
Intervention Programs ◽  
Psychological Wellbeing ◽  
Control Group ◽  
Differential Effects ◽  
Mindfulness Intervention ◽  
White Collar Workers ◽  
Mindfulness Interventions ◽  
And Performance

Two different mindfulness-based interventions were deployed in a sample of white-collar workers to explore the differential effects on different facets of mindfulness, dimensions of psychological wellbeing, work engagement, performance, and stress of a participant. A total of 28 participants completed one of the different programs, and their results were compared between groups and against 27 participants randomly allocated to a waiting list control group. Results suggest both mindfulness intervention programs were successful at increasing the levels of psychological wellbeing, work engagement, and performance of the participants, as well as decreasing their levels of stress. Significant differences were found between the two programs in all outcome variables. Results suggest that brief and customized mindfulness interventions at work are as successful as lengthier programs.

scholarly journals INFLUENCE OF PERSON-ORGANISATION-FIT ON WORK ENGAGEMENT THROUGH ENHANCED JOB SATISFACTION: TEST OF SOCIAL IDENTITY THEORY

2018 ◽  
Vol 6 (3) ◽  
Author(s):  
Sevcan KILIC AKINCI
Keyword(s):  
Job Satisfaction ◽  
Social Identity ◽  
Work Engagement ◽  
Social Identity Theory ◽  
Structural Equation ◽  
Identity Theory ◽  
White Collar ◽  
Business Units ◽  
Equation Modelling ◽  
Research Stream

This study extends Social Identity Theory by examining the link between Person-Organisation fit (POF) and Work Engagement (WE) through enhanced Job Satisfaction (JS) and testing it in a non-US environment. The study was conducted on a large sample (527) of Turkish blue and white-collar employees from business units of 15 independent companies; 10 different industry types. Data was analysed with Structural Equation Modelling. It was found that POF was positively related to WE, and secondly Job Satisfaction (JS) was (positively) related to WE. Results also showed that job satisfaction acted as a mediator between POF and WE and it mediated as high as 70 % of the effect of POFs. This study supports the research stream that JS was a predictor of work engagement. The results confirmed the applicability of Social Identity Theory in a Turkish context and advocates that employees who fit to organisation more are more likely to have job satisfaction and repay this to the organisation through higher levels of engagement.

White-Collar Crime and Criminal Careers

2001 ◽  
Author(s):  
David Weisburd ◽  
Elin Waring ◽  
Ellen F. Chayet
Keyword(s):  
White Collar Crime ◽  
White Collar ◽  
Criminal Careers

Arbeitsengagement zur Messung von positiver beruflicher Beanspruchung im Lehrberuf – eine berufsübergreifende Validierung

2020 ◽  
pp. 1-16
Author(s):  
Anita Sandmeier ◽  
Debbie Mandel
Keyword(s):  
Work Engagement ◽  
Utrecht Work Engagement Scale ◽  
Deutschsprachige Version ◽  
Engagement Scale

Zusammenfassung. Die Forschung zu Beanspruchung im Lehrberuf ist nach wie vor stark auf negative Auswirkungen wie Stress, Erschöpfung und Burnout fokussiert. Um ein vollständiges Bild zu erhalten, müssen auch die positiven Aspekte von Beanspruchung analysiert werden. Dafür bietet sich ein Konstrukt an, das sich in der internationalen arbeits- und organisationspsychologischen Forschung in den vergangenen Jahren durchgesetzt und in verschiedenen Berufsfeldern und nationalen Kontexten bewährt hat: Arbeitsengagement, gemessen mit der Utrecht Work Engagement Scale (UWES). Der vorliegende Beitrag analysiert die deutschsprachige Version der 9-Item Version der UWES an einer Stichprobe von Lehrerinnen und Lehrern ( N = 162) im Vergleich mit Personen aus intellektuell-forschenden Berufen ( N = 195). Konfirmatorische Mehrgruppen-Faktoranalysen zeigten, dass die UWES-9 über beide Berufsgruppen hinweg messinvariant ist. Die latente Mittelwertsanalyse ergab, dass die Lehrerinnen und Lehrer in Bezug auf das Arbeitsengagement besser abschneiden als die Fachkräfte der anderen Gruppe. Dabei hängt das Arbeitsengagement in beiden Gruppen wie erwartet positiv mit affektivem organisationalem Commitment und negativ mit der Kündigungsabsicht zusammen, was die Validität der deutschen Version des Tests belegt. Vor dem Hintergrund dieser Erkenntnisse wird am Schluss des Beitrags das Potenzial des Konstrukts für die Erforschung der positiven Beanspruchung im Lehrberuf diskutiert.

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