Work Engagement: A meta-Analysis Using the Job Demands-Resources Model

2021 ◽  
pp. 003329412110519
Author(s):  
Greta Mazzetti ◽  
Enrique Robledo ◽  
Michela Vignoli ◽  
Gabriela Topa ◽  
Dina Guglielmi ◽  
...  
Keyword(s):  
Work Engagement ◽  
Effect Size ◽  
Turnover Intention ◽  
Meta Analysis ◽  
Well Being ◽  
Personal Resources ◽  
Research Reporting ◽  
Occupational Role ◽  
Volunteer Workers ◽  
Lower Effect

Although the construct of work engagement has been extensively explored, a systematic meta-analysis based on a consistent categorization of engagement antecedents, outcomes, and well-being correlates is still lacking. The results of prior research reporting 533 correlations from 113 independent samples ( k = 94, n = 119,420) were coded using a meta-analytic approach. The effect size for development resources ( r = .45) and personal resources ( r = .48) was higher than for social resources ( r = .36) and for job resources ( r = .37). Among the outcomes and well-being correlates explored, the effect size was highest for job satisfaction ( r = .60) and commitment ( r = .63). Furthermore, moderation analysis showed that (a) concerning the occupational role, work engagement finds a low association with turnover intention among civil servants, volunteer workers, and educators; (b) collectivist cultural environments reported a greater association of feedback with engagement than individualistic environments; (c) the relationship between personal resources and engagement was stronger among workers with university degrees than workers with high school diplomas. Furthermore, the absorption dimension showed a lower effect with all variables under investigation than vigor and dedication.

scholarly journals Perceptions of Social Context and Intention to Quit: The Mediating Role of Work Engagement and Interpersonal Strain

2021 ◽  
Vol 13 (14) ◽  
pp. 7554
Author(s):  
Silvia De Simone ◽  
Gianfranco Cicotto ◽  
Roberto Cenciotti ◽  
Laura Borgogni
Keyword(s):  
Social Context ◽  
Work Engagement ◽  
Turnover Intention ◽  
Well Being ◽  
Structural Equations ◽  
Self Report ◽  
Intention To Quit ◽  
Personal Resources ◽  
Emotional Detachment

Several studies have investigated turnover intention and its predictors underlining the role of organisational conditions and personal resources. This study focused on the role of the Perceptions of Social Context (PoSC) and Work Engagement as personal resources that can create healthy and productive organisations. The aim of this study is to investigate the factors that contribute to intention to quit focusing on the PoSC, including Work Engagement and a construct that describes mental and emotional detachment from other individuals in work contexts (Interpersonal Strain). A total of 647 employees of an Italian organisation completed a self-report questionnaire. A structural equations model was tested, the findings of which show that work engagement negatively predicts intention to quit, whereas interpersonal strain positively predicts this outcome. Moreover, the PoSC of the immediate supervisor and the PoSC of colleagues have negative mediated effects on intention to quit by reinforcing work engagement and by reducing interpersonal strain, respectively. Finally, the PoSC of management also have negative effects on intention to quit, both directly and by increasing work engagement. Nevertheless, it is now possible to plan different actions and interventions, taking into account these findings to enhance workplace well-being.

scholarly journals New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability

2021 ◽  
pp. 239700222110290
Author(s):  
Antonia-Sophie Döbler ◽  
André Emmermacher ◽  
Stefanie Richter-Killenberg ◽  
Joshua Nowak ◽  
Jürgen Wegge
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Personal Resources

The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations.

A meta-analysis of the variables related to turnover intention among IT personnel

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ahmet Hakan Özkan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Effect Size ◽  
Turnover Intention ◽  
Meta Analysis ◽  
It Industry ◽  
Data Set ◽  
Content Type ◽  
It Personnel ◽  
The Relationship

PurposeThis study aims to investigate the relationships between job satisfaction, organizational commitment and turnover intention of information technology (IT) personnel.Design/methodology/approach3,844 studies which are published between 1998 and 2019 are screened on ScienceDirect, Scopus and ProQuest databases. 10,523 subjects formed the first data set regarding the relationship between job satisfaction and turnover intention, 7,903 subjects formed the second data set regarding the relationship between organizational commitment and turnover intention, 843 subjects formed the third data set regarding the relationship between empowerment and turnover intention, and 3,430 subjects formed the fourth data set regarding the relationship between job satisfaction and organizational commitment.FindingsResults showed that the effect size of the relationship between job satisfaction and organizational commitment is the strongest (r = 0.59). The effect size of the relationship between job satisfaction and turnover intention (r = −0.50), and the effect size of the relationship between organizational commitment and turnover intention r = −0.51) were also large. But the effect size of the relationship between empowerment and turnover intention was medium (r = −0.34).Originality/valueThis study is rare, and it can be used by the managers working in the IT industry.

scholarly journals Keep the fire burning: a survey study on the role of personal resources for work engagement and burnout in medical residents and specialists in the Netherlands

BMJ Open ◽  
2019 ◽  
Vol 9 (11) ◽  
pp. e031053 ◽  
Author(s):  
Lara Solms ◽  
Annelies E M van Vianen ◽  
Tim Theeboom ◽  
Jessie Koen ◽  
Anne P J de Pagter ◽  
...  
Keyword(s):  
The Netherlands ◽  
Work Engagement ◽  
Psychological Capital ◽  
Job Demands ◽  
Psychological Flexibility ◽  
Well Being ◽  
Medical Residents ◽  
Job Resources ◽  
Survey Study ◽  
Personal Resources

ObjectivesThe high prevalence of burnout among medical residents and specialists raises concerns about the stressful demands in healthcare. This study investigated which job demands and job resources and personal resources are associated with work engagement and burnout and whether the effects of these demands and resources differ for medical residents and specialists.DesignIn a survey study among residents and specialists, we assessed job demands, job resources, personal resources, work engagement and burnout symptoms using validated questionnaires (January to December 2017). Results were analysed using multivariate generalised linear model, ordinary least squares regression analyses and path analyses.SettingFive academic and general hospitals in the Netherlands.ParticipantsA total number of 124 residents and 69 specialists participated in this study. Participants worked in the fields of pediatrics, internal medicine and neurology.ResultsThe associations of job and personal resources with burnout and work engagement differed for residents and specialists. Psychological capital was associated with burnout only for specialists (b=−0.58, p<0.001), whereas psychological flexibility was associated with burnout only for residents (b=−0.31, p<0.001). Colleague support (b=0.49, p<0.001) and self-compassion (b=−0.33, p=0.004) were associated with work engagement only for specialists.ConclusionThis study suggests that particularly personal resources safeguard the work engagement and lessen the risk of burnout of residents and specialists. Both residents and specialists benefit from psychological capital to maintain optimal functioning. In addition, residents benefit from psychological flexibility, while specialists benefit from colleague support. Personal resources seem important protective factors for physicians’ work engagement and well-being. When promoting physician well-being, a one-size-fits-all approach might not be effective but, instead, interventions should be tailored to the specific needs of specialists and residents.

scholarly journals Are Community Gardening and Horticultural Interventions Beneficial for Psychosocial Well-Being? A Meta-Analysis

2020 ◽  
Vol 17 (10) ◽  
pp. 3584
Author(s):  
Giuseppina Spano ◽  
Marina D’Este ◽  
Vincenzo Giannico ◽  
Giuseppe Carrus ◽  
Mario Elia ◽  
...  
Keyword(s):  
Human Health ◽  
Effect Size ◽  
Meta Analysis ◽  
Well Being ◽  
City Management ◽  
Community Gardening ◽  
Quantitative Studies ◽  
Bibliographic Records ◽  
Study Heterogeneity ◽  
Meta Analyses

Recent literature has revealed the positive effect of gardening on human health; however, empirical evidence on the effects of gardening-based programs on psychosocial well-being is scant. This meta-analysis aims to examine the scientific literature on the effect of community gardening or horticultural interventions on a variety of outcomes related to psychosocial well-being, such as social cohesion, networking, social support, and trust. From 383 bibliographic records retrieved (from 1975 to 2019), seven studies with a total of 22 effect sizes were selected on the basis of the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Meta-analytic findings on 11 comparisons indicate a positive and moderate effect of horticultural or gardening interventions on psychosocial well-being. Moderation analysis shows a greater effect size in individualistic than collectivistic cultures. A greater effect size was also observed in studies involving community gardening compared to horticultural intervention. Nevertheless, an effect of publication bias and study heterogeneity has been detected. Despite the presence of a large number of qualitative studies on the effect of horticulture/gardening on psychosocial well-being, quantitative studies are lacking. There is a strong need to advance into further high-quality studies on this research topic given that gardening has promising applied implications for human health, the community, and sustainable city management.

scholarly journals Is the Role of Work Engagement Essential to Employee Performance or ‘Nice to Have’?

2019 ◽  
Vol 11 (4) ◽  
pp. 1050 ◽  
Author(s):  
Woocheol Kim ◽  
Soo Han ◽  
Jiwon Park
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Personal Resources ◽  
Full Time ◽  
Direct Effects ◽  
The Relationship

The current study aimed to scrutinize roles of work engagement as a mediator in the relationships between job and personal resources and employees’ outcomes, namely job performance and turnover intention, specifically focusing on testing the essentiality of work engagement. A total of 571 complete responses from full-time employees in Korean organizations were utilized for data analysis with structural equation modeling (SEM). This study analyzed two research models through the competing model approach: One model (Model 1) specified that job and personal resources directly influence job performance and turnover intention and also indirectly influence job performance and turnover intention through work engagement, whereas the other model (Model 2) specified that job and personal resources only indirectly influence turnover intention and job performance through work engagement. The results of the competing models demonstrated that overall, Model 2 adequately fit better than Model 1. The results also showed that the direct effects of job and personal resources on work engagement, as well as the direct effects of work engagement on job performance and turnover intention were statistically significant. In addition, the results of the study revealed statistically significant mediating effects of work engagement, not only on the relationship between job and personal resources and job performance, but also on the relationship between job and personal resources and turnover intention. Based on the results, theoretical and practical implications for human resource management, limitations, and recommendations for further research are discussed.

scholarly journals Antecedents and outcomes of meaningful work among school teachers

2017 ◽  
Vol 43 (0) ◽  
Author(s):  
Elmari Fouché ◽  
Sebastiaan Rothmann ◽  
Corne Van der Vyver
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Meaningful Work ◽  
Intention To Leave ◽  
Well Being ◽  
Job Design ◽  
Life Questionnaire ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Convenience Sample

Orientation: Quality education is dependent on the well-being, engagement, performance and retention of teachers. Meaningful work might affect these employee and organisational outcomes.Research purpose: The aim of this study was to investigate antecedents and outcomes of meaningful work among school teachers.Motivation for the study: Meaningful work underpins people’s motivation and affects their well-being and job satisfaction. Furthermore, it is a significant pathway to healthy and authentic organisations. However, a research gap exists regarding the effects of different antecedents and outcomes of meaningful work.Research approach, design and method: A cross-sectional survey was used with a convenience sample of 513 teachers. The Work-Life Questionnaire, Revised Job Diagnostic Survey, Co-worker Relations Scale, Work and Meaning Inventory, Personal Resources Scale, Work Engagement Scale, Turnover Intention Scale and a measure of self-rated performance were administered.Main findings: A calling orientation, job design and co-worker relations were associated with meaningful work. A low calling orientation and poor co-worker relationships predicted burnout. A calling orientation, a well-designed job, good co-worker relationships and meaningful work predicted work engagement. Job design was moderately associated with self-ratings of performance. The absence of a calling orientation predicted teachers’ intention to leave the organisation.Practical/managerial implications: Educational managers should consider implementing interventions to affect teachers’ calling orientation (through job crafting), perceptions of the nature of their jobs (by allowing autonomy) and co-worker relations (through teambuilding) to promote perceptions of meaningful work. Promoting perceptions of meaningful work might contribute to lower burnout, higher work engagement, better self-ratings of performance and retention of teachers.Contribution/value-add: This study contributes to scientific knowledge regarding the effects of three antecedents, namely a calling orientation, job design and co-worker relationships on meaningful work. It also contributed to knowledge about the effects of meaningful work on employee and organisational outcomes.

The relationship between public service employees’ personal resources and psychological well-being

2021 ◽  
pp. 002085232098592
Author(s):  
Martina Kotzé
Keyword(s):  
Public Sector ◽  
Work Engagement ◽  
Psychological Capital ◽  
Well Being ◽  
Positive Influence ◽  
Personal Resources ◽  
Psychological Well Being ◽  
The Public ◽  
The Relationship ◽  
Significant Positive Influence

The study investigates the mediating role of psychological capital in the relationship between personal resources (mindfulness, self-leadership) and psychological well-being (burnout, work engagement) for a sample of 226 public sector employees in South Africa. Both mindfulness and self-leadership have a statistically significant positive influence on psychological capital, while psychological capital mediated the relationship between both mindfulness and work engagement, and mindfulness and burnout. psychological capital also mediates the relationship between both self-leadership and engagement, and self-leadership and burnout. Psychological capital has a statistically significant positive influence on work engagement and a statistically significant negative influence on burnout. The results show that mindfulness and self-leadership strategies can enhance psychological capital, reducing burnout and increasing engagement. Point for practitioners The public sector requires energised employees to serve the public despite demanding circumstances. Therefore, management must find ways to support employees in increasing work engagement levels and avoiding burnout. Since personal resources (mindfulness, self-leadership, psychological capital) are shown to enhance engagement and decrease burnout, managers and human resource managers can build these individual resources through training and development, and consider them in recruitment processes.

scholarly journals Effect Size

Psychology ◽  
2019 ◽  
Author(s):  
David B. Flora
Keyword(s):  
Effect Size ◽  
Null Hypothesis ◽  
Power Analysis ◽  
Meta Analysis ◽  
Significance Test ◽  
Effect Sizes ◽  
Research Reporting ◽  
The Difference ◽  
Strength Of Association ◽  
True Population

Simply put, effect size (ES) is the magnitude or strength of association between or among variables. Effect sizes (ESs) are commonly represented numerically (i.e., as parameters for population ESs and statistics for sample estimates of population ESs) but also may be communicated graphically. Although the word “effect” may imply that an ES quantifies the strength of a causal association (“cause and effect”), ESs are used more broadly to represent any empirical association between variables. Effect sizes serve three general purposes: research results reporting, power analysis, and meta-analysis. Even under the same research design, an ES that is appropriate for one of these purposes may not be ideal for another. Effect size can be conveyed graphically or numerically using either unstandardized metrics, which are interpreted relative to the original scales of the variables involved (e.g., the difference between two means or an unstandardized regression slope), or standardized metrics, which are interpreted in relative terms (e.g., Cohen’s d or multiple R2). Whereas unstandardized ESs and graphs illustrating ES are typically most effective for research reporting, that is, communicating the original findings of an empirical study, many standardized ES measures have been developed for use in power analysis and especially meta-analysis. Although the concept of ES is clearly fundamental to data analysis, ES reporting has been advocated as an essential complement to null hypothesis significance testing (NHST), or even as a replacement for NHST. A null hypothesis significance test involves making a dichotomous judgment about whether to reject a hypothesis that a true population effect equals zero. Even in the context of a traditional NHST paradigm, ES is a critical concept because of its central role in power analysis.

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