An Empirical Study on the Relations among Job Characteristics, Servant Leadership and Work Engagement

The authors explore the nature of commitment, job satisfaction and job characteristics, and the nature of the interrelationships among these variables concerning expatriate employees in Saudi Arabia. An examination of a sample of 504 expatriate employees reveals that these employees are, by and large, indifferent with respect to their perceptions of commitment, job satisfaction, and job characteristics. In addition, the results provide strong support for (1) the influence of job satisfaction on commitment, (2) the influence of job variety on commitment, and (3) the influence of job autonomy, identity, and feedback on job satisfaction.

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Effects of job resources factors on nurses job performance (mediating role of work engagement)

International Journal of Health Care Quality Assurance ◽

10.1108/ijhcqa-07-2017-0129 ◽

2018 ◽

Vol 31 (8) ◽

pp. 1000-1013 ◽

Cited By ~ 3

Author(s):

Muhammad Awais Bhatti ◽

Norazuwa Mat ◽

Ariff Syah Juhari

Keyword(s):

Decision Making ◽

Job Performance ◽

Work Engagement ◽

Factor Model ◽

Job Characteristics ◽

Job Security ◽

Job Resources ◽

Content Type ◽

Worker Support ◽

Participation In Decision Making

Purpose The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance (task and contextual) rated by the supervisor. Design/methodology/approach A sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos 17 was used to obtain a model fit with path significance of work engagement as the mediator between job resources and job performance. Findings The results found support for the proposed conceptual claim and confirm that work engagement with a two-factor model (vigor and dedication) mediates the relationship between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and with a multidimensional construct of job performance (task and contextual performance) rated by the supervisor. Practical implications The findings of this research will help human resource managers and professionals to further develop the working environment, provide job security and opportunities for employees to participate in decision making in a way that enhances employee work engagement, which, ultimately, improves employee job performance. Originality/value Past studies have not previously tested the two-factor model of work engagement (vigor and dedication) as the mediating variable between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance rated by the supervisor.

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Het Job Demands-Resources model

Gedrag & Organisatie ◽

10.5117/2013.026.004.449 ◽

2013 ◽

Vol 26 (4) ◽

Author(s):

Anja Van den Broeck

Keyword(s):

Work Engagement ◽

Job Demands ◽

Job Characteristics ◽

Employee Motivation ◽

Underlying Mechanism ◽

Self Determination Theory ◽

Doctoral Dissertation ◽

Self Determination ◽

Personal Resource ◽

Job Challenges

The Job Demands-Resources model: A motivational analysis from Self-Determination Theory The Job Demands-Resources model: A motivational analysis from Self-Determination Theory This article concerns the doctoral dissertation of Van den Broeck (2010) which details employee motivation from two different recent perspectives: the job demands-resources model (JD-R model) and the self-determination theory (SDT). This article primarily highlights how the studies of this dissertation add to the JD-R model by relying on SDT. First, a distinction is made between two types of job demands: job hindrances and job challenges. Second, motivation is shown to represent the underlying mechanism of all relationships from job characteristics to burnout and work engagement, as detailed in the JD-R model. Finally, motivation is considered as a personal resource protecting employees from detrimental environmental influences and assisting them in making maximum use of beneficial job characteristics. In conclusion, this article highlights how the dissertation, based on a positive view on mankind, puts motivation to the fore in the JD-R model.

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Servant Leadership and Service Performance: A Multilevel Mediation Model

Psychological Reports ◽

10.1177/0033294120950302 ◽

2020 ◽

pp. 003329412095030

Author(s):

Jui-Chen Peng ◽

Shou-Wei Chen

Keyword(s):

Servant Leadership ◽

Work Engagement ◽

Analysis Data ◽

Service Performance ◽

Future Research ◽

Frontline Employees ◽

Multilevel Mediation ◽

Two Factors ◽

A Chain ◽

The Relationship

This study proposes and tests a multilevel mediation framework to explicate the processes that link servant leadership to frontline employees’ service performance at both the employee and the branch levels of analysis. Data were obtained from 58 branch managers and 324 branch frontline employees of a chain restaurant in Taiwan. The results of hierarchical linear modelling indicate that two factors, concern climate and work engagement, mediate the relationship between branch managers’ servant leadership and frontline employees’ service performance; and that work engagement mediates the relationship between concern climate and such service performance. The theoretical and practical implications of these findings are considered, along with future research directions and the study’s limitations.

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