Psychological capital, organizational justice and health

2019 ◽  
Vol 49 (1) ◽  
pp. 87-103 ◽  
Author(s):  
Daria Lupsa ◽  
Loreni Baciu ◽  
Delia Virga
Keyword(s):  
Organizational Justice ◽  
Social Workers ◽  
Work Engagement ◽  
Structural Equation ◽  
Psychological Capital ◽  
Equation Modeling ◽  
Optimum Level ◽  
Conservation Of Resources ◽  
Content Type ◽  
The Relationship

Purpose This study is based on job demands-resources model and the conservation of resources theory explores the roleof psychological capital (PsyCap), as a personal resource, and organizational justice (distributive and procedural), as a contextual resource, in enhancing health through work engagement. The paper aims to discuss this issue. Design/methodology/approach A sample of 193 Romanian social workers (87.60 percent women) from the national network was used to test two structural models. Findings Structural equation modeling analysis revealed that work engagement partially mediates the relationship between PsyCap and health, and work engagement totally mediates the relationship between organizational justice and health. Research limitations/implications The results emphasize the role of resources, PsyCap and organizational justice, in protecting the social workers’ health. Practical implications These findings support the necessity of combined evidence-based programs to develop social worker’s PsyCap and to maintain the optimum level of perceived organizational justice. These intervention programs can, in turn, enhance the work engagement and protect the health of employees in the workplace. Originality/value This study indicates a novel conceptual model that has two simultaneous predictors of work engagement and health. It provides insights into how contextual resources (organizational justice) potentiate the effect of personal resources (PsyCap) in enhancing health.

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.

Effect of work engagement on meaningful work and psychological capital: perspectives from social workers in New Zealand

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kim-Lim Tan ◽  
Tek-Yew Lew ◽  
Adriel K.S. Sim
Keyword(s):  
Social Workers ◽  
Work Engagement ◽  
Structural Equation ◽  
Psychological Capital ◽  
Meaningful Work ◽  
Mediating Effect ◽  
Predictive Capacity ◽  
Content Type ◽  
Conceptual Clarity ◽  
The Relationship

PurposeThis paper investigates the effect and the predictive capacity of work engagement on personal and job resources, in the form of psychological capital (PsyCap) and meaningful work in the non-profit organisations (NPO)s settings.Design/methodology/approachData were collected from 303 social workers working in New Zealand's NPOs. The hypotheses were tested using the partial least squares structural equation modelling (PLS-SEM).FindingsResults of this study reveal that work engagement is positively related to both PsyCap and meaningful work. It shows that work engagement is instrumental in enhancing one's PsyCap at the same time improving one's perception of work. The model demonstrates good predictive power.Originality/valueThis study advances our understanding of the relationship of outcomes to resources as postulated in the JD-R theory. This is the first few studies to examine the effect of work engagement on PsyCap and meaningful work, as well as the mediating effect of PsyCap on the relationship between work engagement and meaningful work. At the same time, it provides conceptual clarity on the role of specific job resource and personal resource, demonstrating that resources do not operate in isolation but can build more resources. This study also contributes to the field of human resource management using a predictive PLS-SEM technique.

Examining the mediating role of work engagement on the relationship between workplace mindfulness and organizational justice and its association with well-being

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Praveen Kumar Sharma ◽  
Rajeev Kumra
Keyword(s):  
Organizational Justice ◽  
Work Engagement ◽  
Structural Equation ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

PurposeEmployee well-being is increasingly relevant and crucial for organizational success. As work engagement and employee well-being affect employee performance, this area is the focus of increasing attention both from scholars and industry professionals. The main objective of the present research study is to investigate the mediating role of work engagement on the relationship between mindfulness at work, organizational justice and employee well-being.Design/methodology/approachThe study was conducted on information technology (IT) employees in India, and 331 complete responses were collected for the data analysis. The cross-sectional data were collected through purposive sampling. Structural equation modeling (SEM) was applied to evaluate the proposed research hypotheses.FindingsThe findings support the convergent and discriminant validities of mindfulness, organizational justice, work engagement and employee well-being. The results indicate that mindfulness and organizational justice have an indirect relationship with employee well-being. In addition, the study demonstrates that work engagement significantly mediates the relationship between mindfulness and employee well-being as well as between organizational justice and employee well-being.Practical implicationsThe findings will help organizations and human resources (HR) departments to understand the importance of work engagement and employee well-being in the workplace.Originality/valueThe mediating effect of work engagement between the workplace mindfulness–organizational justice relationship on employee well-being is addressed by drawing on conservation of resources (COR) and job demand–resource (JD–R) theories. Prior research has exclusively studied the relationship of employee well-being with either mindfulness or organizational justice. This research provides empirical insights regarding the fact that both mindfulness and organizational justice simultaneously have a relationship with employee well-being.

The influence of age on the job resources-engagement relationship

2019 ◽  
Vol 27 (4) ◽  
pp. 1218-1238 ◽  
Author(s):  
Wei Ning ◽  
Albi Alikaj
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Job Resources ◽  
Equation Modeling ◽  
Content Type ◽  
Work Arrangements ◽  
Older Employees ◽  
Age Related ◽  
Employee Work Engagement ◽  
The Relationship

PurposeThe purpose of this paper is to examine the moderating role of employee age in the relationship between work engagement and several job resources.Design/methodology/approachThe study used questionnaire-based surveys completed by 804 employees from firms located in West China. The data were then analyzed by conducting latent moderated structural equation modeling.FindingsThe results of the study show that certain job resources (autonomy, recognition, colleague support, participation, job security and flexible work arrangements) are more effective for older employees in promoting work engagement, while other resources (job feedback, opportunities for development, skill variety and internal promotion) are more tailored toward younger employees.Research limitations/implicationsThe results suggest that job resources are not equally effective in affecting employee work engagement. Therefore, future studies should adopt a dynamic lifespan perspective when studying the relationship between job resources and work engagement.Practical implicationsThe current study indicates that to increase younger employees’ work engagement, organizations need to rely more on development-oriented job resources, and to increase older employees’ work engagement, they need to focus more on maintenance-oriented resources.Originality/valueThe literature on work engagement has assumed that the strength of the relationship between job resources and work engagement is uniform among employees at all ages. This study refers to two life-span theories from the development psychology literature to explain that there are age-related differences in the effect of job resources on employee work engagement.

Authentic leadership and work engagement: the mediating effect of practicing core values

2018 ◽  
Vol 39 (2) ◽  
pp. 276-290 ◽  
Author(s):  
Jihye Oh ◽  
Daeyeon Cho ◽  
Doo Hun Lim
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Factor Model ◽  
Core Values ◽  
Mediating Effect ◽  
Self Report ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to investigate the mediating effect of practicing core values on the relationship between authentic leadership and work engagement in a Korean corporate environment. Design/methodology/approach Self-report data on authentic leadership, practicing core values, and work engagement were obtained from 281 employees of three major corporations in South Korea. Structural equation modeling was adopted to analyze the data. Findings The results revealed a direct and significant influence of authentic leadership on both practicing core values and work engagement. In addition, practicing core values was found to have a partial mediating effect on the relationship between authentic leadership and work engagement. Research limitations/implications This study revealed a three-factor model of authentic leadership compared to the four-factor model found in western cultural contexts. Similar findings are indicated for other Asian countries. A rigorous future study is warranted to validate the psychometric structure across different cultural settings. Harman’s single factor test was performed to address the common method variance issue. Practical implications Practicing core values functioned as a catalyst for developing authentic leaders. Therefore, it is necessary that organizational development practitioners perform developmental activities to purposefully facilitate practicing core values. Originality/value The study falls under the isolated or disregarded researched topic of the practicing core values in relation to authentic leadership and work engagement.

The role of organizational justice in the customer orientation–performance relationship

2020 ◽  
Vol 33 (2) ◽  
pp. 277-297
Author(s):  
Francisco Trincado-Munoz ◽  
Leslier Valenzuela-Fernández ◽  
Melany Hebles
Keyword(s):  
Organizational Justice ◽  
Work Engagement ◽  
Structural Equation ◽  
Customer Orientation ◽  
Perceived Fairness ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
The Relationship

PurposeWhile companies have increasingly encouraged employees to adopt a customer orientation, less attention has been given to the impact that customer orientation has on employees' job outcomes and performance. Previous research has used job demands-resource theory (JD-R) and proposed several mechanisms through which customer orientation influences performance, yet the intervening variables in the process have shown inconsistent results. The purpose of this paper is to investigate the contextual role of organizational justice on the relationship between customer orientation and performance through work engagement. In this way, offering more understanding of the contingent effects that intervene in the customer orientation–performance relationship.Design/methodology/approachUsing a structural equation model (SEM) in a sample of 249 marketing, sales and management managers in Chilean companies, this paper tested different hypotheses concerning the role of work engagement, organizational justice and customer orientation in relation to perceived performance.FindingsThis study informs that organizational justice (procedural and distributive justice) moderates the relationship between customer orientation and performance through work engagement. Precisely, the findings reveal that at lower values of organizational justice, changes in customer orientation negatively influence work engagement and in turn performance.Originality/valueThe results contribute to strengthening customer orientation theory by integrating a contextual variable often omitted: organizational justice. By exploring the moderation effect of organizational justice on customer orientation, this paper reveals contingent effects of employees' perceived fairness on the organization in the relationship between customer orientation and performance through work engagement. The findings encourage managers to look after employees' perceived organizational justice when they implement customer-oriented approaches, in particular, of those employees who work in the frontline sales and service positions.

Intrapreneurship to engage employees: role of psychological capital

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jatin Pandey ◽  
Manish Gupta ◽  
Yusuf Hassan
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Online Survey ◽  
Psychological Capital ◽  
Business Environment ◽  
Content Type ◽  
Mediating Role ◽  
Survey Responses ◽  
The Relationship

PurposeIntrapreneurship is gaining traction in organizations to buckle up for the dynamic business environment. Scholars have argued that intrapreneurship increases positivity at work and helps employees attach themselves better with their job. However, empirical evidence suggests that these relationships do not exist. The objective of this paper is to examine the mediating role of psychological capital (PsyCap) in the relationship between intrapreneurship and work engagement.Design/methodology/approachData were collected through an online survey. Responses from 309 employees working in different industries in India were analysed. Structural equation modelling (SEM) was used to analyse the hypothesized relationships.FindingsThe results show that there exist positive relationships among intrapreneurship, psychological capital (PsyCap) and work engagement. Further, it was observed that the PsyCap partially mediates the relationship between intrapreneurship and work engagement.Practical implicationsManagers may not only encourage intrapreneurial behaviour in their organizations but also ensure that the employees are psychologically capable (high on PsyCap). It would enable the employees to engage themselves wholeheartedly into their work.Originality/valueTo the best of the authors' knowledge, this study is one of its kinds to relate intrapreneurship with PsyCap and work engagement.

Relationships between job characteristics, work engagement, conscientiousness and managers’ turnover intentions

2018 ◽  
Vol 47 (2) ◽  
pp. 353-377 ◽  
Author(s):  
Upasna A. Agarwal ◽  
Vishal Gupta
Keyword(s):  
Work Engagement ◽  
Indirect Effects ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Job Characteristics ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose Integrating the job demands-resources theory and the conservation of resources theory, the purpose of this paper is to develop and test a moderated-mediation model examining the relationships between motivating job characteristics, work engagement, conscientiousness and managers’ turnover intentions. Design/methodology/approach Data were collected using a survey questionnaire from 1,302 managers working in eight Indian private sector organizations. Structural equation modeling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables. Findings The study found evidence of the mediating role of work engagement for the relationship between motivating job characteristics and managers’ turnover intentions. Conscientiousness moderated the relationship between work engagement and turnover intention. The total and indirect effects of motivating job characteristics on turnover intention were moderated by conscientiousness. Research limitations/implications The study was cross-sectional, so inferences about causality are limited. Practical implications The findings of this study reaffirm the crucial role of job characteristics in influencing work engagement and turnover intention. By examining work engagement as a mediator for the job characteristics-turnover intention relationship, this study explores the process through which job characteristics are associated with turnover intention. The findings of the moderating influence of contentiousness on the relationship of direct and indirect effects of job characteristics suggests that individual personality can influence social exchanges as well as managerial attitudes and behaviors in multiple ways. Originality/value The study provides an insight into the underlying process through which job characteristics are related to managers’ turnover intentions. To the best of the authors’ knowledge, such a study is the first of its kind.

Inclusive leadership and work engagement: the mediating role of procedural justice

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ada Tuna Cenkci ◽  
Tuba Bircan ◽  
Jeff Zimmerman
Keyword(s):  
Procedural Justice ◽  
Work Engagement ◽  
Structural Equation ◽  
Theory Development ◽  
Mediating Effect ◽  
Equation Modeling ◽  
It Professionals ◽  
Inclusive Leadership ◽  
Content Type ◽  
The Relationship

Purpose This paper aims to explore the relationship between inclusive leadership (IL) and employee work engagement (WE), as well as the mediating effect of procedural justice (PJ) on this relationship. Design/methodology/approach An online, self-administered questionnaire was used to collect data. A total of 201 information technology (IT) professionals in Turkey participated in the study. The authors used structural equation modeling to analyze the collected data. The authors then used a series of nested model comparisons to test the hypothesized mediating relationship. Findings The outcomes suggest that IL is positively related to PJ while PJ is positively associated with WE. In addition, PJ mediates the relationship between IL and WE. Practical implications The outcomes underline the importance of IL to effectively lead IT professionals. Organizational leaders can cultivate IL by demonstrating openness, availability and accessibility toward their employees and create work environments in which employees’ ideas are valued. Additionally, for employee PJ perceptions, organizations need to ensure that their procedures and policies are transparent and fair in terms of how decisions are made. Moreover, organizations can offer training to their IT managers on IL and PJ topics. Originality/value This study adds to the very scarce literature on IL. In addition, to the researchers’ knowledge, this is the first study to test the IL and PJ relationship. Furthermore, this is the first study to explore the concept of IL in the Turkish context. Moreover, the findings of this research can be beneficial for future theory development on IL in cross-cultural contexts.

My meaning is my engagement: exploring the mediating role of meaning between servant leadership and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Mumtaz Khan ◽  
Muhammad Shujaat Mubarik ◽  
Syed Saad Ahmed ◽  
Tahir Islam ◽  
Essa Khan ◽  
...  
Keyword(s):  
Servant Leadership ◽  
Work Engagement ◽  
Structural Equation ◽  
Service Sector ◽  
Survey Design ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

PurposeThe purpose of the study is to ascertain the mediating role of meaning between servant leadership and work engagement. The study also explores the relationship between servant leadership and work engagement.Design/methodology/approachThe data were collected from 704 service sector employees working in Pakistan through survey design. The data analysis was done through structural equation modeling using PLS-Smart and hierarchical regression using SPSS.FindingsThe results revealed that servant leadership was related to meaning and work engagement. Moreover, meaning was found to be related to work engagement. Finally, meaning was found to mediate the relationship between servant leadership and work engagement.Originality/valueThe research has ascertained the previously unexplored mediating role of meaning between servant leadership and work engagement.

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