Glass ceiling beliefs, performance, and turnover intention through work engagement

2019 ◽  
Vol 5 (4) ◽  
pp. 304
Author(s):  
Remya Lathabhavan
Keyword(s):  
Glass Ceiling ◽  
Work Engagement ◽  
Turnover Intention

Psychological aspects of women’s career growth constraints and outcomes: A longitudinal study from India

2020 ◽  
Vol 29 (3) ◽  
pp. 173-184
Author(s):  
Remya Lathabhavan
Keyword(s):  
Longitudinal Study ◽  
Glass Ceiling ◽  
Work Engagement ◽  
Turnover Intention ◽  
Banking Sector ◽  
Work Commitment ◽  
Growth Constraints ◽  
Using Data ◽  
Career Literature ◽  
Over Time

This longitudinal study explores the relationships between glass ceiling beliefs (i.e. denial, resilience, resignation, and acceptance) and the outcomes of work commitment and work turnover intention, mediated via work engagement, across two time waves. Using data collected from 400 women employees (mean age = 36.67 years) from the banking sector in India, the study found support for the mediating role of work engagement between glass ceiling beliefs and both work commitment and work turnover intention over time. Glass ceiling beliefs of denial and resilience were related positively to work engagement and commitment and related negatively to turnover intention over time. Resignation and acceptance were related negatively to work engagement and work commitment and related positively to work turnover intention over time. Apart from theoretical implications to the career literature, the organizational implications of this study include framing policies that focus on development of optimistic beliefs and transformation of pessimistic beliefs.

Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

2020 ◽  
Vol 48 (2) ◽  
pp. 1-9 ◽  
Author(s):  
Taotao Zhang ◽  
Bingxiang Li
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Employee Turnover Intention ◽  
Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

“Same Same” But Different?

2006 ◽  
Vol 11 (2) ◽  
pp. 119-127 ◽  
Author(s):  
Ulrika E. Hallberg ◽  
Wilmar B. Schaufeli
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Turnover Intention ◽  
Discriminant Validity ◽  
Job Involvement ◽  
Personal Factors ◽  
Information Communication ◽  
Confirmatory Factor Analyses ◽  
Confirmatory Factor ◽  
Work Attachment

The present study investigates whether work engagement (measured by the Utrecht Work Engagement Scale; UWES) could be empirically separated from job involvement and organizational commitment. In addition, psychometric properties of the Swedish UWES were investigated. Discriminant validity of the UWES was tested through inspection of latent intercorrelations between the constructs, confirmatory factor analyses, and patterns of correlations with other constructs (health complaints, job and personal factors, and turnover intention) in a sample of Information Communication Technology consultants (N = 186). Conclusion: Work engagement, job involvement, and organizational commitment are empirically distinct constructs and, thus, reflect different aspects of work attachment. The internal consistency of the Swedish UWES was satisfactory, but the dimensionality was somewhat unclear.

scholarly journals The Relationship between Recruiter Burnout, Work Engagement and Turnover Intention: Evidence from Serbia

2020 ◽  
Vol 31 (2) ◽  
pp. 197-210
Author(s):  
Tatjana Ivanovic ◽  
Sonja Ivancevic ◽  
Milica Maricic
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Negative Impact ◽  
Positive Impact ◽  
Online Questionnaire ◽  
Academic Literature ◽  
Equation Modelling ◽  
High Degree ◽  
The Relationship

Contemporary research on disorders in modern-day work environment marks burnout among employees in different professions as an important disorder with serious consequences. Practice has shown that recruiters are one of the professions frequently facing burnout. The relationship between burnout, work engagement and turnover intention has often been investigated in the literature. However, even though scholars are increasingly interested in these relationships in other professions, there is a growing need for studies evaluating the relationship between the three concepts among human resource (HR) professionals, particularly recruiters. Having this in mind, the aim of this study is to identify, understand and examine the relationship between burnout, engagement and turnover intention of recruiters in Serbia. The data was collected using an online questionnaire within a sample of 100 recruiters in Serbia. Copenhagen Burnout Inventory was used for measuring burnout, UWES-9 for measuring work engagement and TIS-6 for measuring turnover intention. Structural equation modelling (SEM) was used for evaluating the relationships between burnout, turnover intention and work engagement. The results of the research showed that work engagement has a negative impact on burnout and that burnout has a positive impact on turnover intention, while the relationship between work engagement and turnover intention was not confirmed. The correlation analysis confirmed all three examined relationships. The results largely support the findings from the literature for other professions confirming that employees who suffer from a high degree of burnout are more likely to have a turnover intention. Finally, the implications of these results and recommendations for organizations and recruiters themselves to prevent and decrease burnout are discussed. The findings of this study can make a contribution to the specific academic literature on burnout among recruiters and initiate further research on this topic of high interest.

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.

Service employees’ workplace fun and turnover intention: the influence of psychological capital and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Stephen Tetteh ◽  
Rebecca Dei Mensah ◽  
Christian Narh Opata ◽  
Claudia Nyarko Mensah
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Psychological Capital ◽  
Frontline Employees ◽  
Design Data ◽  
Cross Sectional ◽  
Content Type ◽  
Service Employees ◽  
Workplace Fun ◽  
The Relationship

Purpose As a way of addressing how best turnover intention among service employees can be reduced through workplace fun, this study aims to examine how psychological capital (PsyCap) and work engagement, respectively, moderates and mediates the relationship between workplace fun and turnover intention in a moderated mediation. Design/methodology/approach Using cross-sectional quantitative design, data were collected by means of questionnaires and convenience sampling. The hypotheses were tested with 482 service employees from the hospitality industry in Ghana using PROCESS macro. Findings The findings depict that work engagement mediates the relationship between workplace fun and turnover intention among service employees. Also, PsyCap moderates the workplace fun–engagement relationship, in addition to the workplace fun–work engagement–turnover intention relationship. Specifically, both relationships are stronger for employees with high PsyCap. Practical implications The authors would like to conclude that as frontline employees are usually subjected to stressful conditions, monotonous working environments and emotional labor, which affect the quitting intention, incorporating fun into the workplace will strategically help frontline employees to be engaged in their work and reduce their intentions to quit. Originality/value With a focus on a developing economy, this work is novel in exploring possible factors that may help increase work engagement and reduce turnover intention among service employees.

Police work-family nexus, work engagement and turnover intention

2019 ◽  
Vol 42 (5) ◽  
pp. 739-750 ◽  
Author(s):  
Talat Islam ◽  
Rashid Ahmad ◽  
Ishfaq Ahmed ◽  
Zeshan Ahmer
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Equation Modeling ◽  
Job Fit ◽  
Role Conflicts ◽  
Content Type ◽  
Analysis Technique ◽  
Work Family ◽  
Two Stages

Purpose Around 87 percent of employees are not engaged in their work and 82 percent have withdrawal intentions across the globe. Considering these emerging challenges the purpose of this paper is to investigate the associations between inter-role conflicts, work engagement and turnover intention considering person-job-fit (PJF) as a moderator. Design/methodology/approach The data from 343 Punjab police employees were collected on a convenience basis through a questionnaire-based survey. The study used the second generation data analysis technique (i.e. structural equation modeling) in two stages. Findings The results found work engagement as a mediator between inter-role conflicts and turnover intention. In addition, PJF was found to moderate these relations. Research limitations/implications This study collected data from a single province of the county. The study has implications for the academicians and policymakers. Originality/value Considering the emerging challenges to policing, this study is first of its kind to examine the moderating role of PJF. This theoretical model is developed on the basis of conservation of resource theory and field theory.

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