Repatriates’ Work Engagement: Proactive Behavior, Perceived Support, and Adjustment

2019 ◽  
pp. 089484531988610
Author(s):  
Robinson James
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Support ◽  
Equation Modeling ◽  
Sri Lankan ◽  
Proactive Behavior ◽  
Coworker Support ◽  
Antecedents And Consequences ◽  
Repatriation Adjustment

This article examined the influence of academic repatriates’ proactive behavior, perceived organizational support, and coworker support on repatriation adjustment and work engagement. The study was conducted with a group of 102 (71 males, 31 females) Sri Lankan academic repatriates. Survey data were analyzed using structural equation modeling (SEM). Results indicated that repatriates’ proactive behaviors, perceived organizational, and coworker support had an important role to play in the prediction of repatriation adjustment. Further, results indicated the essential role of individuals, groups, and the organization on repatriation adjustment and work engagement of academic repatriates. By empirically investigating antecedents and consequences of repatriation adjustment of academic repatriates, this study broadens the context of repatriation research. Also, this study introduced adjustment as a predictor of work engagement and found it had more influence on engagement than the perceived support practices among academic repatriates.

Fostering Creativity and Work Engagement Through Perceived Organizational Support: The Interactive Role of Stressors

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110469
Author(s):  
Aneeq Inam ◽  
Jo Ann Ho ◽  
Hina Zafar ◽  
Unaiza Khan ◽  
Adnan Ahmed Sheikh ◽  
...  
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Fostering Creativity ◽  
The Relationship

The increasing interest of organizations in innovating and surviving during stressful work environments has led scholars to ponder ways to increase employee’s creativity. The study aims to empirically examine the relationship between perceived organizational support (POS) and employee creativity through work engagement and the moderating effect of challenge and hindrance stressors. The theoretical lens of social exchange theory was used to explain the study framework. Data was collected from 324 marketing personnel of the beverage and telecom sector in Pakistan and analyzed using structural equation modeling (SEM) with AMOS. The findings revealed that the direct relationship between POS with work engagement and employee creativity and work engagement with employee creativity was significant. Interestingly, the moderator has shown a prominent effect, which illustrated that low hindrance stressors strengthened the relationship between POS and work engagement. The study contributes by enhancing the employee’s creativity by reducing stressful working environments in many ways.

scholarly journals Organizational Support and Adaptive Performance: The Revolving Structural Relationships between Job Crafting, Work Engagement, and Adaptive Performance

2020 ◽  
Vol 12 (12) ◽  
pp. 4872 ◽  
Author(s):  
Yoonhee Park ◽  
Doo Hun Lim ◽  
Woocheol Kim ◽  
Hana Kang
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Positive Contribution ◽  
Adaptive Performance ◽  
Structural Relationships ◽  
The Relationship

This study has two primary purposes: (1) examining the structural relationships between organizational support, job crafting, work engagement, and adaptive performance, and (2) identifying a revolving relationship derived from these relationships. To that end, the research sampled 250 human resources professionals in companies with at least 300 employees in South Korea and employed structural equation modeling. The study’s findings showed that organizational support affects adaptive performance through job crafting and work engagement. In addition, job crafting and adaptive performance mediated the relationship between organizational support and work engagement. Lastly, revolving relationships existed among job crafting, work engagement, and adaptive performance. Our findings make a positive contribution to comprehending the role of adaptive performance in motivating individuals further to craft their jobs creatively. Moreover, it advances our understanding of the complexities of the revolving relationships among job crafting, work engagement, and adaptive performance.

Challenge Stressors, Work Engagement, and Affective Commitment Among Chinese Public Servants

2020 ◽  
Vol 49 (4) ◽  
pp. 547-570
Author(s):  
Qingzhi Jiang ◽  
Hyeongkwon Lee ◽  
Dapeng Xu
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Indirect Effect ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Public Servants ◽  
Core Self ◽  
Chinese Public

Drawing on the transactional theory of stress and the person–situation interactionist perspective, we theorize that the indirect effect of challenge stressors on affective commitment through work engagement is moderated by the joint effects of core self-evaluations and perceived organizational support. In a sample of 226 Chinese public servants, we tested a new moderated moderated (three-way) mediation model using structural equation modeling. Our results show that challenge stressors positively influence work engagement, which has a significant positive effect on affective commitment. Moreover, the indirect effect of challenge stressors is maximized when both perceived organizational support and core self-evaluations are high.

scholarly journals Effects of Selected Positive Resources on Hospitality Service Quality: The Mediating Role of Work Engagement

2019 ◽  
Vol 11 (8) ◽  
pp. 2320 ◽  
Author(s):  
Wang ◽  
Tseng
Keyword(s):  
Service Quality ◽  
Work Engagement ◽  
Structural Equation ◽  
High Performance ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Frontline Employees ◽  
Mediating Role ◽  
Antecedents And Consequences

This paper aims to investigate the mediating role of work engagement for the effects of deep acting, S, and self-efficacy on service quality under the conservation of resources (COR) theory and the job demands–resources (JD-R) model. Questionnaires were rigorously distributed by stratified random sampling. Data were collected from hospitality frontline employees (HFLEs) of hotels and restaurants in Taiwan during a period of two months. Structural equation modeling analyses were conducted to assess the data. Empirical results demonstrated work engagement is a significant mediator, enriching the antecedents and consequences of work engagement in hospitality literature. The findings suggest hospitality practitioners should consider a high-performance work system (HPWS) as an employee management tactic to implement sustainable human resource management (HRM). This practice can augment hospitality frontline employees’ willingness to stay in organizations in the long term and to maintain a satisfying service quality.

The Mediation of Psychological Capital in the Relationship of Perceived Organizational Support, Engagement and Extra-Role Performance

2018 ◽  
Vol 14 (4) ◽  
pp. 30-45 ◽  
Author(s):  
Musarrat Shaheen ◽  
Raveesh Krishnankutty
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Explicit Knowledge ◽  
Psychological Capital ◽  
Positive Influence ◽  
Equation Modeling ◽  
Role Performance ◽  
Insurance Agents

Organizations become vulnerable to the loss of the tacit and explicit knowledge when employees leave the organization. To mitigate this loss, organizations adopt flexible labor model, where employees are managed as flexible workers. But, engaging these workers becomes another challenge for the organization, as due to limited interaction they are less attached with the organization. Data is collected from 212 insurance agents of India and structural equation modeling (SEM) was done to analyse the responses. The results obtained indicated a significant positive influence of perceived organizational support (POS) on work engagement level and the extra-role performance behaviors (ERB) of the flexible workers. Personal resources of employees (i.e., psychological capital) that aids in positive evaluation of a situation is found mediating the influence of POS on work engagement and ERB. Present study is among the few studies that provide avenues to keep flexible workers engaged and motivated towards ERBs in knowledge intensive organizations.

scholarly journals Critical reflection, unlearning, and engagement

2019 ◽  
Vol 50 (4) ◽  
pp. 465-481 ◽  
Author(s):  
Makoto Matsuo
Keyword(s):  
Transformative Learning ◽  
Work Engagement ◽  
Structural Equation ◽  
Quantitative Research ◽  
Critical Reflection ◽  
Critical Role ◽  
The United States ◽  
Equation Modeling ◽  
Antecedents And Consequences ◽  
The Relationship

Although individual unlearning is believed to play a critical role in promoting higher-order learning, there has been little quantitative research on this process. This article aimed to investigate the antecedents and consequences of individual unlearning based on transformative learning theory. A survey was conducted among 301 employees working in various occupations and organizations in the United States. The results of structural equation modeling indicated that unlearning mediated the relationship between critical reflection and work engagement and that critical reflection mediated reflection and unlearning. This study contributes to the literature by quantitatively demonstrating the direct and indirect influences of critical reflection on work engagement through individual unlearning, which has been discussed only conceptually and qualitatively in the extant transformative learning literature.

Transformational Leadership and Employee Satisfaction

2021 ◽  
Vol 12 (2) ◽  
pp. 36-52
Author(s):  
Majed Alsolamy
Keyword(s):  
Transformational Leadership ◽  
Work Engagement ◽  
Organizational Support ◽  
Employee Satisfaction ◽  
Structural Equation ◽  
Equation Modeling ◽  
Mediation Model ◽  
Multiple Perspectives ◽  
Moderated Mediation Model ◽  
Proposed Model

Although the effects of transformational leadership (TL) on employee satisfaction are well-researched, empirical evidence on the mechanisms that explain these effects is still scarce. Therefore, this study proposes a “moderated mediation model” to examine the effects of TL on satisfaction. Based on a sample of 615 employees, the author tested the study's hypotheses using a two-stage structural equation modeling. The results show that the mediating effects—through workload and work engagement—are confirmed by the direct effect of TL on satisfaction. Further analyses reveal that the correlation between TL and satisfaction is significantly stronger for employees with high levels of perceived organizational support (POS). The proposed model provides multiple perspectives to understand the importance of stimulating employees' work engagement without turning their engagement into a type of workload, and on how decision makers should consider a degree of POS that is suitable for easing workload levels, as well as effectively increase work engagement.

scholarly journals THE BUFFERING EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT ON THE RELATIONSHIP BETWEEN WORK ENGAGEMENT AND TURNOVER INTENTION

2020 ◽  
Vol 6 (2) ◽  
pp. 108-111
Author(s):  
PAUL DUNG GADI ◽  
Daisy Mui Hung Kee
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Public Universities ◽  
Perceived Organizational Support ◽  
Academic Staff ◽  
Equation Modeling ◽  
Cross Sectional ◽  
The Relationship

Turnover among academic staff is an increasing concern in public universities in Nigeria. This article aims to examine the correlation between work engagement (WE) and turnover intention (TI), also, to test the moderating effect of perceived organizational support (POS) in the relationship between work engagement and turnover intention. Using a cross-sectional study, this paper examined the influence of work engagement on turnover intention in public universities in Nigeria from April to September 2019. A usable sample of 375 questionnaires was collected among academicians in the public universities in Nigeria and structural equation modeling (PLS-SEM) to analyze the hypotheses. The result showed that work engagement was significant and negatively related to turnover intention and perceived organizational support plays a great role in moderating the relationship between work engagement and turnover intention.

scholarly journals Understanding work engagement through multi-level investigations: From antecedents to outcomes

2021 ◽  
Vol 8 (2) ◽  
pp. 6-16
Author(s):  
Hamza et al. ◽  
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Simple Random Sampling ◽  
Business Environment ◽  
Equation Modeling ◽  
Future Research ◽  
Cross Sectional ◽  
The Impact

Work engagement is a valuable organizational resource, and it has many positive outcomes. In today’s dynamic and competitive business environment, organizations can only be successful when they have an engaged workforce. The current study examines how supervisors support and fairness is important for employee’s work engagement and how the role of perceived organizational support is significant in an employee's workplace. In line with Organizational Support Theory (OST) and Conservation of Resource Theory (CRT), the current study is an empirical attempt to explain antecedents that could increase work engagement and resultantly fetch productivity and profit in the context of South Asia (the case of Pakistan) by considering the outcomes. This cross-sectional study draws data through structured questionnaires from 310 employees of eight mega retail stores by using simple random sampling. The outcomes of Structural Equation Modeling (SEM) analysis revealed a positive effect of supervisors’ support and organizational fairness on work engagement through the mediation of Perceived Organizational Support (POS) and explained the impact of work engagement on task performance and career satisfaction of employees. The current study tested the model for work engagement; future research might test the model using other employee factors (employee sustainability or motivation) in order to test continuous employee behaviors in their workplaces.

scholarly journals Pengaruh perceived organizational support terhadap work engagement dimediasi oleh regulatory focus ibu bekerja pada masa pandemi Covid-19

2021 ◽  
Vol 10 (1) ◽  
pp. 58
Author(s):  
Tuti Rahmi ◽  
Hendriati Agustiani ◽  
Diana Harding ◽  
Efi Fitriana
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Regulatory Focus ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Survey Method ◽  
Prevention Focus ◽  
Working Mother ◽  
The City

The study examined the effect of perceived organizational support on work engagement with regulatory focus as a mediator. Regulatory focus consists of prevention focus and promotion focus which is a multi-dimensional construct so that every dimension was treated as a variable. The approach of this research was quantitative, with a survey method. The distribution of the research scale was carried out online. The research participants were 83 working mothers as civil servants in the local government of the City of Bukittinggi. Data analysis was performed using structural equation modeling with SmartPLS v.3.3.3 Software. The results showed that there was an effect of perceived organizational support on work engagement. However, there is no evidence of mediation by regulatory focus between the variables of perceived organizational support and work engagement. Keywords: Perceived organizational support; work engagement; regulatory focus;  working mother  

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