scholarly journals Relationships between the Psychological Safety, Job Resources, and Work Engagement of Fitness Club Employees

2021 ◽  
Author(s):  
KENTARO INABA ◽  
YASUYUKI HOCHI ◽  
TAKUMI IWAASA ◽  
MOTOKI MIZUNO
Keyword(s):  
Work Engagement ◽  
Psychological Safety ◽  
Job Resources

Challenge Demands, Hindrance Demands, and Psychological Need Satisfaction

2015 ◽  
Vol 14 (2) ◽  
pp. 70-79 ◽  
Author(s):  
Simon L. Albrecht
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Self Determination Theory ◽  
Structural Equations ◽  
Need Satisfaction ◽  
Self Determination ◽  
Job Resources ◽  
Mediating Effects ◽  
Psychological Need ◽  
Practical Implications

The job demands-resources (JD-R) model provides a well-validated account of how job resources and job demands influence work engagement, burnout, and their constituent dimensions. The present study aimed to extend previous research by including challenge demands not widely examined in the context of the JD-R. Furthermore, and extending self-determination theory, the research also aimed to investigate the potential mediating effects that employees’ need satisfaction as regards their need for autonomy, need for belongingness, need for competence, and need for achievement, as components of a higher order needs construct, may have on the relationships between job demands and engagement. Structural equations modeling across two independent samples generally supported the proposed relationships. Further research opportunities, practical implications, and study limitations are discussed.

Facilitating interns’ performance

2018 ◽  
Vol 23 (4) ◽  
pp. 382-396 ◽  
Author(s):  
Jessica van Wingerden ◽  
Daantje Derks ◽  
Arnold B. Bakker
Keyword(s):  
Work Engagement ◽  
Need Satisfaction ◽  
Job Resources ◽  
Content Type ◽  
Basic Need Satisfaction ◽  
Path Analyses ◽  
Optimal Functioning ◽  
Central Hypothesis ◽  
Basic Need ◽  
And Performance

PurposeThe purpose of this paper is to report a study in which central propositions from the job demands-resources (JD-R) theory and self-determination theory (SDT) are used to examine the antecedents of performance during practical internships. The central hypothesis of this study was that job resources foster performance through basic need satisfaction and work engagement (sequential mediation).Design/methodology/approachAn empirical multi-source study among Dutch interns and their supervisors in various occupational sectors. The interns reported their level of resources, basic needs satisfaction and work engagement, whereas supervisors rated interns’ task performance (n=1,188 unique supervisor–intern dyads).FindingsThis study integrates insights of the JD-R theory – by examining the relations between job resources, work engagement and performance – with a central premise of the SDT – which maintains that basic need satisfaction is the fundamental process through which employees’ optimal functioning can be understood. The outcomes of the path analyses revealed that satisfaction of needs indeed accounted for the relationship between job resources and work engagement as supposed in the SDT (Deci and Ryan, 2000). Further, the sequential mediated relation between job resources and performance through basic need satisfaction and work engagement corroborates the JD-R theory (Bakker and Demerouti, 2014).Originality/valueAs far as the authors know, this is the first study that examined the sequential mediation from job resources to performance via basic need satisfaction and work engagement, among a large sample of intern–supervisor dyads, including the objective performance rating of their (internship) supervisors.

Job Demands, Job Resources, Burnout, Work Engagement, and Their Relationships

2017 ◽  
Vol 59 (4) ◽  
pp. 369-376 ◽  
Author(s):  
Anja Van den Broeck ◽  
Tinne Vander Elst ◽  
Elfi Baillien ◽  
Maarten Sercu ◽  
Martijn Schouteden ◽  
...  
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Job Resources

scholarly journals Analisis Pengaruh Work Engagement sebagai Mediator antara Job Resources dan Kepemimpinan Tranformasional terhadap Organizational Commitment dan Job Performance di Lembaga Pendidikan Indonesia Amerika

2018 ◽  
Vol 14 (3) ◽  
pp. 171-192
Author(s):  
Oudrey Jefany
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Work Engagement ◽  
Job Resources

Artikel ini membahas tentang pengaruh work engagement sebagai mediator antara job resources dan kepemimpinan transformasional dengan organizational commitment dan job performance. Penelitian dilakukan pada 80 karyawan tetap di salah satu lembaga pendidikan nonformal yang tersebar di DKI Jakarta, Jawa Barat, Jawa Tengah dan Jawa Timur dengan menggunakan metode regresi linear berganda. Hasil penelitian menunjukan bahwa work engagement berpengaruh positif sebagai mediator untuk hubungan antara job resources dan kepemimpinan transformasional terhadap organizational commitment dan job resources. Total effects yang paling besar ditemukan pada hubungan antara kepemimpinan transformasional terhadap organizational commitment dengan melalui work engagement sebagai mediator.

scholarly journals PERAN MEDIASI PERSON-JOB FIT DAN JOB RESOURCES PADA JOB CRAFTING DAN WORK ENGAGEMENT

2019 ◽  
Vol 1 (1) ◽  
pp. 1-8
Author(s):  
Akbar Dirgantara Putra ◽  
Marynta Putri Pratama
Keyword(s):  
Work Engagement ◽  
Partial Least Square ◽  
Least Square ◽  
Job Crafting ◽  
Job Resources ◽  
Job Fit ◽  
Purposive Sampling

Penelitian ini dilakukan berdasarkan fenomena dan didukung artikel jurnal yang ada, sehingga peneliti tertarik melakukan penelitian tentang peran mediasi person-job fit dan job resources pada job crafting dan work engagement. Tujuan penelitian ini adalah menganalisis dan menjelaskan pengaruh antara variabelindependen, variabel mediasi dan variabel dependen. Populasi penelitian ini yaitu karyawan PT. Semesta Pelita Harapan dengan sampel sebanyak 32 orang. Teknik pengambilan sampel yang digunakan adalah purposive sampling. Metode pengumpulan data dengan kuesioner, wawancara dan studi pustaka. Sikap responden diukur dengan skala likert 5 tingkatan dan data yang diperoleh diolah dengan SmartPLS (Partial Least Square))for windows versi 3.2.8. Analisis data menggunakan analisis deskriptif, dan analisis statistik (mediasi). Hasil penelitian menunjukan bahwa job resources berperan sebagai pemediasi penuh (full mediation) antara hubungan job crafting dengan work engagement. Begitupula dengan variabel person-job fit juga memiliki peran pemediasi penuh antara hubungan job crafting dengan work engagement.

scholarly journals Job Resources and Work Engagement among Finnish Dairy Farmers

2018 ◽  
Vol 23 (3) ◽  
pp. 249-261 ◽  
Author(s):  
Marja K. Kallioniemi ◽  
Janne Kaseva ◽  
Christina Lunner Kolstrup ◽  
Ahti Simola ◽  
Hanna-Riitta Kymäläinen
Keyword(s):  
Work Engagement ◽  
Job Resources ◽  
Dairy Farmers

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

2018 ◽  
Vol 31 (8) ◽  
pp. 1000-1013 ◽  
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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