scholarly journals EMPLOYEES’ INNOVATIVENESS. THE ROLE OF INDIVIDUAL WELLBEING AND WORKPLACE INNOVATION

2019 ◽  
Vol 24 (3) ◽  
Author(s):  
Zofia* Mockałło ◽  
◽  
Krystyna Skarżyńska ◽  
Keyword(s):  
Work Engagement ◽  
Work Ability ◽  
Job Insecurity ◽  
Organizational Factors ◽  
Hierarchical Regression ◽  
Meaning Of Work ◽  
Stress Symptoms ◽  
White Collar Workers ◽  
Workplace Innovation

The aim of the paper was to analyze relationships between employees’ innovativeness and two groups of resources: individual wellbeing of employees and organizational workplace innovation. The results of a questionnaire survey conducted among 519 white-collar workers were obtained. Measurement variables were: employees innovativeness (dependent variable) and the following independent variables (hypothetical innovativeness predictors) – work engagement, meaning of work, job insecurity, symptoms of stress, job satisfaction and work ability, as well as the organizational workplace innovation. Hierarchical regression analysis has shown that various indicators of wellbeing are related to employees’ innovativeness in different ways. Work engagement, work ability and stress symptoms were positively, and meaning of work and job insecurity – negatively related with employees’ innovativeness. Two forms of workplace innovation were positively related with employees’ innovativeness: flexible work and organizing smarter. These organizational factors were strongly related with employees’ innovativeness than individual wellbeing. The interpretation of the results refers to the conversation of resources theory (Hobfoll, 2006) and the argument on two forms of wellbeing: eudemonic and hedonistic wellbeing (Warr and Inceoglu, 2012). Key words: innovativeness, wellbeing, resources, workplace innovation, eudemonic and hedonistic wellbeing

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.

scholarly journals Work Engagement among Prison Officers. The Role of Individual and Organizational Factors in the Polish and Indonesian Penitentiary Systems

2020 ◽  
Vol 17 (21) ◽  
pp. 8206
Author(s):  
Andrzej Piotrowski ◽  
Ewa Sygit-Kowalkowska ◽  
Imaduddin Hamzah
Keyword(s):  
Coping Strategies ◽  
Work Environment ◽  
Work Engagement ◽  
Organizational Factors ◽  
Well Being ◽  
Active Coping ◽  
Subjective Well Being ◽  
Utrecht Work Engagement Scale ◽  
The Relationship

The literature on work engagement among prison officers (POs) remains rather scarce, and there are no analyses on the factors determining this phenomenon. The current study aimed to examine the relationships between work engagement, subjective well-being, coping strategies, and organizational factors utilizing the Utrecht Work Engagement Scale (UWES-9), the Coping Orientation to Problems Experienced (COPE), and Cantril’s Ladder of Health Scale (CLHS), and involving 312 POs from Poland and 467 POs from Indonesia. Results showed a statistically significant relationship between active coping and work engagement in both groups. Subjective well-being was moderately related to work engagement among Polish POs. Mean work engagement and subjective well-being scores were higher among Indonesian POs. The analyses showed a significant indirect effect of subjective well-being for the relationship between penitentiary unit type, active coping, as well as avoidant behaviors and work engagement in the Polish group. Closed prison officers more often declared higher subjective well-being. Work engagement is a complex psychological phenomenon. There exists a justified need for the analyses to consider personal determinants (e.g., coping strategies) as well as organizational factors related to the POs’ work environment. The literature presents a broad picture of the benefits of studying this phenomenon.

The moderating role of employability in the association between job insecurity and exit, voice, loyalty and neglect

2010 ◽  
Vol 31 (2) ◽  
pp. 215-230 ◽  
Author(s):  
Erik Berntson ◽  
Katharina Näswall ◽  
Magnus Sverke
Keyword(s):  
Job Insecurity ◽  
Working Life ◽  
White Collar ◽  
Questionnaire Data ◽  
White Collar Workers ◽  
Employee Responses ◽  
Moderating Role

Exit, voice, loyalty, or neglect as employee responses to organizations in decline have been investigated in several studies. The aim of the present study is to investigate whether employability moderates the effects of job insecurity on exit, voice, loyalty and neglect. The results, based on questionnaire data from white-collar workers in Sweden ( N = 725), indicate that individuals who are high in employability may have greater opportunities for gaining control over their working life. Job insecurity was found to be associated with increased exit as well as with decreased voice and loyalty, although these effects were stronger among individuals who perceived themselves to be employable. Thus, instead of making employees more likely to use voice in times of uncertainty, employability appears to primarily induce vocational mobility.

The Role of Occupational Self-Efficacy in Mediating the Effect of Job Insecurity on Work Engagement, Satisfaction and General Health

2016 ◽  
Vol 37 (3) ◽  
pp. 488-497 ◽  
Author(s):  
Cinzia Guarnaccia ◽  
Fabrizio Scrima ◽  
Alba Civilleri ◽  
Laura Salerno
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
General Health ◽  
Job Insecurity

scholarly journals Linking organizational trust with employee engagement: the role of psychological empowerment

2014 ◽  
Vol 43 (3) ◽  
pp. 377-400 ◽  
Author(s):  
Fabian O Ugwu ◽  
Ike E. Onyishi ◽  
Alma Maria Rodríguez-Sánchez
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Psychological Empowerment ◽  
Organizational Trust ◽  
Business Environment ◽  
Hierarchical Regression ◽  
Content Type ◽  
Organizational Behaviour ◽  
The Relationship

Purpose – This study aims to investigate the relationship between organizational trust, psychological empowerment, and employee engagement. In addition, the study seeks to test the moderating role of psychological empowerment on the relationship between trust and engagement. Design/methodology/approach – Hierarchical regression analyses were carried out on a sample of 715 employees from seven commercial banks and four pharmaceutical companies in south-eastern Nigeria who participated in the survey. Findings – The results showed that organizational trust and psychological empowerment were predictors of work engagement. There was a moderating effect of empowerment on the relationship between trust and engagement. Research limitations/implications – The findings show that organizational trust and psychological empowerment that predict positive job behaviour in Western cultures are also critical in understanding Nigerian workers ' positive organizational behaviour such as work engagement. Practical implications – For practical purposes, the results suggest that organizational trust may be a significant component of organizational interventions. Given that psychological empowerment is strongly related to work engagement, empowerment intervention programs is therefore important in building employees that would be engaged in their work. Originality/value – This study was one of the first attempts to empirically investigate the direct relationship among organizational trust, psychological empowerment and employee work engagement. Additionally, most previous studies on engagement have been conducted in developed economies of North America and Europe. This study was carried out in a Nigerian business environment where organizational behaviours have been scarcely investigated and comparing these findings with earlier studies may help further clarify the emerging work engagement concept.

scholarly journals Mediating Role of Perception of Job Insecurity on the Relationship between Despotic Leadership and Work Engagement: Pakistani Perspective

2020 ◽  
Vol 6 (2) ◽  
pp. 377-388
Author(s):  
Riffut Jabeen ◽  
Nazahah Rahim
Keyword(s):  
Work Environment ◽  
Work Engagement ◽  
Job Insecurity ◽  
Leadership Behavior ◽  
Employee Performance ◽  
Resource Theory ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

The importance of work engagement (vigor, dedication, absorption) in enhancing employee performance is a recognized area of research. In this competitive and hyper turbulent work environment, disengaged workforce is costly for any organization. Despite its importance, a very low rate of work engagement (i.e.5%) has been found in Pakistan. Drawing on conservation of resource theory (COR), this paper proposes a conceptual framework to find out the impact of despotic leadership behavior on work engagement of employees with a mediating mechanism of employee’s perception of job insecurity. In previous literature little research has been done on despotic leadership and no study has found on this relationship before.

scholarly journals The Effect of Organizational Support, Transformational Leadership, Personnel Empowerment, Work Engagement, Performance and Demographical Variables on the Factors of Psychological Capital

2014 ◽  
Vol 3 (3) ◽  
pp. 1-17 ◽  
Author(s):  
Didem Rodoplu Şahin ◽  
Duygu Çubuk ◽  
Tuna Uslu
Keyword(s):  
Transformational Leadership ◽  
Survey Data ◽  
Work Engagement ◽  
Organizational Support ◽  
Psychological Capital ◽  
Organizational Factors ◽  
Individual Performance ◽  
The Impact

The relation with the work and the role of managers and organizational factors are effective on psychological capital and individual performance of employees. This article investigates the impact of the work engagement, performanmce, empowerment, organizational support and transformational leadership on psychological capital using survey data.

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