Longitudinal study of antecedents of work engagement in Thailand

2019 ◽  
Vol 7 (2) ◽  
pp. 143-160 ◽  
Author(s):  
Manjiri Kunte ◽  
Parisa RungRuang
Keyword(s):  
Work Engagement ◽  
Design Methodology ◽  
Longitudinal Research ◽  
Negative Relationship ◽  
Job Demands ◽  
Well Being ◽  
Hierarchical Regression ◽  
Work Setting ◽  
Content Type ◽  
Longitudinal Research Design

PurposeThe purpose of this paper is to examine the effects of job demands, job resources and personal resources on work engagement using the job demands–resources (JD–R) model.Design/methodology/approachThe study utilized a longitudinal research design in a sample of Thai employees (n=182). The data were collected by questionnaires administered in two waves over a period of four months, and the hypotheses were tested using hierarchical regression analysis.FindingsThe results supported the negative relationship between role ambiguity and work engagement. In addition, the findings suggested self-efficacy as a moderator in reducing the effect of increasing workload on work engagement.Research limitations/implicationsThe results of this study will be helpful for managers in designing appropriate human resources policies and practices; in recruiting, selecting and developing engaged employees; and in ensuring workplace well-being.Originality/valueThis is the first notable study establishing the applicability of the antecedents of work engagement in the JD–R model in a Thai work setting.

scholarly journals Mastering new technologies: does it relate to teleworkers’ (in)voluntariness and well-being?

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Paulo Dias ◽  
Sílvia Lopes ◽  
Ricardo Peixoto
Keyword(s):  
Work Engagement ◽  
Design Methodology ◽  
New Technologies ◽  
Negative Relationship ◽  
Well Being ◽  
Self Determination Theory ◽  
Theoretical Background ◽  
Self Determination ◽  
Content Type ◽  
Management Policies

Purpose This study aims to examine the associations among mastering new technologies, teleworkers’ voluntariness and involuntariness and employee well-being (i.e. work engagement and exhaustion). To the best of the authors’ knowledge, no studies have explored the relationships among these constructs in the same conceptual model. Design/methodology/approach Data were collected from a sample of 451 individuals performing telework in Portugal. AMOS was used to test all hypotheses of the study. Findings The findings showed a positive relationship between mastering new technologies and teleworkers’ voluntariness and a negative relationship between mastering new technologies and teleworkers’ involuntariness. However, contrary to expectations, voluntariness in teleworking was not significantly related to either work engagement or exhaustion. However, consistent with the theoretical background of self-determination theory, involuntariness in teleworking was negatively related to work engagement and positively related to exhaustion. Originality/value This study contributes to the literature by addressing the analysis of telework-related variables that may impact workers’ well-being. Implications for human resource management policies and knowledge management are discussed.

Reverse mentoring and job crafting as resources for health: a work engagement mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neha Garg ◽  
Wendy Marcinkus Murphy ◽  
Pankaj Singh
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Latent Variable ◽  
Structural Equation ◽  
Negative Relationship ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Theoretical Frameworks ◽  
Content Type

PurposeThis paper examines whether employee-driven practices of reverse mentoring and job crafting lead to work engagement and, in turn, to higher levels of prospective mental and physical health.Design/methodology/approachIntegrating social exchange theory and the job demands and resources model as theoretical frameworks, survey data were collected from 369 Indian software developers to test the research model. Latent variable structural equation modeling was used to empirically test the hypothesized associations.FindingsThe findings reveal that both reverse mentoring and job crafting are significantly associated with work engagement. Work engagement fully mediated the negative relationship between 1) reverse mentoring and mental ill-health and 2) job crafting and physical ill-health, while it partially mediated the negative relationship between 1) reverse mentoring and physical ill-health and 2) job crafting and mental ill-health.Practical implicationsThe results demonstrate that by implementing the practices of reverse mentoring and job crafting, managers can achieve desired levels of engagement among employees and sustain organizational productivity by promoting employee health and well-being.Originality/valueThis study is one of the early attempts to empirically demonstrate the associated health outcomes of reverse mentoring and job crafting.

An investigation of the relationship between lean and well-being based on the job demands-resources model

2019 ◽  
Vol 39 (12) ◽  
pp. 1295-1322 ◽  
Author(s):  
Andrea Roberto Beraldin ◽  
Pamela Danese ◽  
Pietro Romano
Keyword(s):  
Problem Solving ◽  
Work Engagement ◽  
Structural Equation ◽  
Job Demands ◽  
Well Being ◽  
Conclusive Evidence ◽  
Job Resources ◽  
Content Type ◽  
Positive Effects

Purpose The purpose of this paper is to investigate how just-in-time (JIT)-related job demands, problem-solving job demands and soft lean practices (SLPs) jointly influence employee well-being in terms of work engagement and exhaustion. Design/methodology/approach Based on the job demands-resources model, lean-related job characteristics were classified as resources or demands, and a set of hypotheses was developed to test their effect on work engagement and exhaustion, including the potential interaction between job resources and demands. The hypotheses were tested using moderated hierarchical regression and structural equation modelling, based on data from 138 workers. Findings SLPs act as job resources in a lean company, increasing work engagement and reducing exhaustion. Conversely, JIT-related job demands act as a hindrance, reducing work engagement and increasing exhaustion. However, SLPs can reduce the effect of JIT-related job demands on exhaustion, and JIT-related job demands may enhance the positive effects of SLPs on work engagement. Research limitations/implications The study provides no conclusive evidence on the hypothesized role of problem-solving as a challenge job demand. Practical implications The results can guide practitioners’ understanding of how to implement lean without harm to employee well-being. Originality/value By employing a well-grounded psychological model to test the link between lean and well-being, the study finds quantitative support for: the buffering effect of SLPs on exhaustion caused by JIT-related job demands, and for the role of JIT as a hindrance. These novel findings have no precedent in previous survey-based research. In addition, it reveals the importance of studying SLPs at an individual level, as what matters is the extent to which workers perceive SLPs as useful and supportive.

Employee well-being in a stressful work environment

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Work Environment ◽  
Organizational Justice ◽  
Work Engagement ◽  
Design Methodology ◽  
Psychological Capital ◽  
Well Being ◽  
Employee Health ◽  
Content Type ◽  
Pertinent Information ◽  
Work Contexts

Purpose Psychological capital and perceived organizational justice are important personal and job-related resources with scope to positively affect employee health in stressful work contexts. Delivering programs to develop these resources together with a focus on increasing work engagement can best help generate desired outcomes. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.  Findings Psychological capital and perceived organizational justice are important personal and job-related resources with scope to positively affect employee health in stressful work contexts. Delivering programs to develop these resources together with a focus on increasing work engagement can best help generate desired outcomes. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Conceptualising the psychological work states – extending the JD-R model

2019 ◽  
Vol 42 (10) ◽  
pp. 1187-1200
Author(s):  
Gaurav Manohar Marathe ◽  
Girish Balasubramanian ◽  
Gloryson Chalil
Keyword(s):  
Work Engagement ◽  
Design Methodology ◽  
Job Demands ◽  
Two Dimensions ◽  
Content Type ◽  
Work Related ◽  
Novel Approach ◽  
New Concepts ◽  
Complete Work ◽  
Practical Implications

Purpose The purpose of this paper is to extend the job demands-resources (JD-R) model by including the factor of “personal demands” and conceptualise experience on personal and job dimensions separately as personal thrust and job thrust. Further, different psychological work states that individuals experience through intra-dimensional balance across personal and job dimensions are proposed. Design/methodology/approach The paper explains various possible psychological work states experienced by a job incumbent by conceptually developing intra-dimensional fluctuations within the person and job dimensions, respectively, as the new concepts of person and job thrust. Findings Personal thrust and job thrust have been identified as the two dimensions which impact the work state. Complete engagement and complete disengagement have been identified as two ends of a continuum. Complete work engagement is defined as the balance across these two dimensions. Various combinations of balances and imbalances across these two dimensions results in four different states of disengagement identified as work exhaustion, work boredom, work search and work neutrality. Research limitations/implications This paper suggests a novel approach to using personal demand to look at work states which would significantly impact existing research in the JD-R model. This paper tries to bridge the gap between work engagement as a construct and the psychological work states as a phenomenon. Further, it is contended that the psychological work states are manifestations of the interactions between the two dimensions identified as personal and job thrust, which could further be developed into various work-related attitudes and behaviours. Practical implications Instead of only relying on the engagement/disengagement dichotomy to plan interventions, managers can plan the appropriate interventions depending on the specific disengagement state analysed through personal and job thrust. Originality/value The newly developed model of work states explains the fluctuation of an individual across different work states and links the personal and job-related demand–resource balance at the workplace with distal work-related outcomes, thereby significantly extending the JD-R model.

Digitalisation and work well-being: a qualitative study of techno-work engagement experiences related to the use of educational technology

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jaana-Piia Mäkiniemi
Keyword(s):  
Educational Technology ◽  
Qualitative Study ◽  
Work Engagement ◽  
Digital Technology ◽  
Design Methodology ◽  
Well Being ◽  
Education Sector ◽  
Content Type ◽  
Positive Climate ◽  
Insight Into

PurposeThe study explores techno-work engagement, which is a positive and fulfilling state of well-being with respect to the use of digital technology at work. It provides insight into the circumstances in which the educational use of ICT enhances work well-being.Design/methodology/approachA total of 60 Finns from the education sector wrote descriptions of situations in which they experienced techno-work engagement related to the use of educational technology. The responses were analysed qualitatively.FindingsParticipants experienced techno-work engagement not only when educational technology facilitated work, enabled progress and produced novelty value but also when working in collaboration and in a positive climate.Originality/valueThis first qualitative study of techno-work engagement deepens the understanding of positive well-being experiences associated with the use of educational technology. It also provides suggestions for leading technology-related work well-being in educational sector.

Recovery after work experiences, employee well-being and intent to quit

2016 ◽  
Vol 45 (2) ◽  
pp. 232-254 ◽  
Author(s):  
Parbudyal Singh ◽  
Ronald J. Burke ◽  
Janet Boekhorst
Keyword(s):  
Job Demands ◽  
Well Being ◽  
Organizational Level ◽  
Hierarchical Regression ◽  
Work Experiences ◽  
Work Intensity ◽  
Content Type ◽  
Psychological Detachment ◽  
Recovery Experiences ◽  
And Control

Purpose – A growing body of research suggests that psychological experiences related to recovery after work may reduce employee fatigue and exhaustion and improve well-being. The purpose of this paper is to extend this literature by examining several correlates and consequences of four recovery experiences: psychological detachment, relaxation, mastery, and control. Design/methodology/approach – Data were collected from 290 nursing staff working in hospitals using a questionnaire study and well-established measures. Hierarchical regression analyses were used to test the hypotheses. Findings – The results suggest that the four recovery experiences were, with one exception, positively and significantly correlated. Personal demographic variables (e.g. work status and level of education) had relationships with the use of particular recovery experiences. Passion was positively related to the use of mastery and control, while work intensity was negatively associated with the use of psychological detachment and relaxation. The use of particular recovery experiences was generally associated with lower intentions to quit and positive indicators of psychological well-being. Research limitations/implications – There are several implications for research and practice. Scholars can use the results to extend the theories such as the job demands-resources model, including the role of work intensity as job demands. At the organizational level, managers and leaders should consider supporting strategies that help employees recover after work. Originality/value – This study extends the empirical research on recovery after work using some variables not previously used. The theory on recovery after work is also extended.

Job demands-resources model, transformational leadership and organizational performance: a multilevel study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anastasia A. Katou ◽  
Michael Koupkas ◽  
Eleni Triantafillidou
Keyword(s):  
Transformational Leadership ◽  
Organizational Performance ◽  
Leadership Style ◽  
Work Engagement ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Content Type ◽  
The Relationship ◽  
Work Burnout

PurposeThe purpose of this paper is to integrate an extended by personal resource job demands-resources (JD-R) model in the relationship between transformational leadership and organizational performance. It is argued that the responsive, supportive and developmental leader's style will reduce employees' levels of burnout and increase their levels of work engagement and ultimately will increase organizational performance expressed by productivity, growth and creativity.Design/methodology/approachThe hypotheses were tested among a national sample of 1,011 employees in 107 Greek public and private organizations operating within an environment of economic and financial crises. The operational model was tested using a multilevel structural equation modelling.FindingsIt appeared that job demands and work burnout and job resources and work engagement, serially and fully mediated the relationship between transformational leadership and organizational performance. Further, it is found that personal resources negatively and fully mediate the relationship between job resources and work burnout and positively and partially mediate the relationship between job resources and work engagement.Research limitations/implicationsData were collected using a cross-sectional design, not allowing dynamic causal inferences.Practical implicationsConsidering that the transformational leadership style reduces employees' levels of burnout and increases their levels of work engagement and accordingly improves organizational performance, organizations are well advised to encourage this leadership style.Social implicationsTransformational leadership by balancing job demands and job resources could have a positive impact on employee well-being.Originality/valueThe study, using multilevel testing, demonstrates that the extended JD-R model can be integrated into the transformational leadership– organizational performance relationship.

Caratteristiche del lavoro e qualitŕ della vita lavorativa: effetti sull'engagement e sulla propensione all'innovazione

RISORSA UOMO ◽  
2009 ◽  
pp. 415-429
Author(s):  
Fabio Massei ◽  
Salvatore Zappalŕ
Keyword(s):  
Research Design ◽  
Positive Emotion ◽  
Longitudinal Research ◽  
Job Demands ◽  
Well Being ◽  
Work Environments ◽  
Work Characteristics ◽  
Low Level ◽  
Longitudinal Research Design ◽  
High Level

- Research have shown that characteristics of the work environments are related to employees' well-being, performance and individual innovation. The study, carried out in a small manufacturing company (N = 32), using the Karasek's model and a longitudinal research design, shows that characteristics of the work environments influence workers' engagement and the frequency with which employees experienced positive emotion on the job. The level of employees' innovativeness at T1 predicts job demands perceived at T2. Work characteristics are not related to employees' performance and to employees' propensity in suggesting ideas. Instead, an high level of control and a low level of demands fostering ideas implementation.

How does social isolation in a context of dirty work increase emotional exhaustion and inhibit work engagement? A process model

2017 ◽  
Vol 46 (8) ◽  
pp. 1620-1634 ◽  
Author(s):  
Kathleen Bentein ◽  
Alice Garcia ◽  
Sylvie Guerrero ◽  
Olivier Herrbach
Keyword(s):  
Social Isolation ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Process Model ◽  
Negative Relationship ◽  
Well Being ◽  
Dirty Work ◽  
Content Type ◽  
The Social ◽  
Perceived Social Isolation

Purpose The purpose of this paper is to investigate the consequences of experiencing social isolation in a context of dirty work. Relying on an integration of the job demands-resources model (Schaufeli and Bakker, 2004) with the social identity approach (Ashforth and Kreiner, 1999), the paper posits that perceived social isolation prevents the development of defense mechanisms that could counter the occupational stigma, and thus tends to increase perceptions of stigmatization, and to decrease perceptions of the prosocial impact of their work. Through these two perceptions, perceived social isolation indirectly affects emotional exhaustion and work engagement. Design/methodology/approach Research hypotheses are tested among a sample of 195 workers in the commercial cleaning industry who execute physically tainted tasks. Findings Results support the research model. Perceived prosocial impact mediates the negative relationship between perceived social isolation and work engagement, and perceived stigmatization mediates the positive relationship between perceived social isolation and emotional exhaustion. Research limitations/implications This research contributes to the dirty work literature by empirically examining one of its implicit assumptions, namely, that social isolation prevents the development of coping strategies. It also contributes to the literature on well-being and work engagement by demonstrating how they are affected by the social context of work. Originality/value The present paper is the first to study the specific challenges of social isolation in dirty work occupations and its consequences.

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