scholarly journals Job Requirements, Resources and Proactive Behavior at Work: The Role of Work Engagement and Stress

Psichologija ◽  
2019 ◽  
Vol 59 ◽  
pp. 8-22
Author(s):  
Marija Miselytė ◽  
Dalia Bagdžiūnienė ◽  
Violeta Jakutė
Keyword(s):  
Work Engagement ◽  
Mental Workload ◽  
Job Demands ◽  
Business Environment ◽  
Work Behavior ◽  
Equation Modeling ◽  
Proactive Behavior ◽  
Theoretical Approaches ◽  
Person Environment Fit ◽  
Proactive Behaviors

Proactive employees are an important part of social capital in modern organizations that operate in a competitive and ever-changing business environment. Proactive behavior (PB) is defined as self-directed and future-oriented actions that are aimed to change the situation, work environment, or oneself (Bindl & Parker, 2010). Proactive workers initiate individual and organizational changes, and they not only respond to work requirements or adapt to environmental conditions (Fritz & Sonnentag, 2009). Therefore, it is important to analyze the work and personal characteristics that may be significant in order to enhance the employees’ PB. The paper presents an empirical study that integrates the theoretical approaches of Proactive Behavior (Parker & Collins, 2010) and Job Demands – Resources (Schaufeli & Bakker, 2004). It is aimed, first, to examine the links between job demands (pace and amount of work, emotional and mental workload), resources (autonomy and feedback), and work engagement and stress with employee strategic proactive behaviors as well as work and person-environment fit proactive behaviors. Second, to determine the role that work engagement and stress have in the relationships between job characteristics and PB types. A total of 386 employees from various Lithuanian organizations were surveyed online. Sixty one percent of the respondents were female; the average age of the respondents was 34.8 (SD = 11.32) years, with an average of 7.3 (SD = 8.22) years of working experience in their organizations. Twenty one percent of the respondents were first-level managers. Most of the respondents (93.6%) had acquired higher education. Structural equation modeling analyses revealed that strategic PB, through engagement as a mediator, was predicted by autonomy, mental workload, and feedback; proactive work behavior was predicted by emotional workload, while mental workload, autonomy, and feedback were related to proactive work behavior through work engagement as a mediator; proactive person-environment fit behavior was predicted only by feedback via work engagement as a mediator. The study has shown that employee PB can be reinforced not only with job resources (autonomy and feedback) but job demands as well (the mental and emotional workload) via the mediative effect of work engagement. Work stress was not related with PB. The practical applications of research findings are discussed.

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.

Psychological Safety, Need for Cognition, and Proactivity among Public Sector Employees

2019 ◽  
Vol 34 (2) ◽  
pp. 99-126
Author(s):  
Kim Byeongjo
Keyword(s):  
Public Sector ◽  
Self Efficacy ◽  
Psychological Safety ◽  
Need For Cognition ◽  
Work Behavior ◽  
Equation Modeling ◽  
Proactive Behavior ◽  
Two Samples ◽  
Public Sector Employees

While employee proactivity has been hailed in management literature as a critical characteristic enabling an organization to accomplish its goals, little is known about how public sector employees exert proactivity at work. This study examines the effect of individual and contextual factors that enhance proactive work behavior among public sector employees. Using two samples of nonprofit hospital employees and part-time graduate students working in the public sector, we investigate the role of the need for cognition and psychological safety in promoting proactive behavior at work. We also examine the mediating role of self-efficacy in the relationship between the two antecedents and proactive behavior. We first confirm the measurement invariance across two samples and then examine hypothesized relationships using structural equation modeling. Our results show that both the need for cognition and perceived psychological safety promote proactive behavior through the mediation of employee’s role breadth self-efficacy.

scholarly journals The Role of Person-Organization Value Fit in Employees’ Experience of Meaningful Work, Use of Strengths and Work Engagement

2018 ◽  
Vol 9 (2) ◽  
pp. 1 ◽  
Author(s):  
Jessica van Wingerden ◽  
Laura Berger ◽  
Rob Poell
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Engagement ◽  
Structural Equation ◽  
Meaningful Work ◽  
Well Being ◽  
Work Behavior ◽  
Equation Modeling ◽  
Value Fit

Research in the field of management, in particular human resource management (HRM), increasingly highlights the importance of person-organization value fit. Adding to this growing body of research, this study examines the complex relation between person-organization value fit, employees’ perceptions of work, employees’ behavior at work and their well-being. More precisely, we hypothesize that person-organization value fit has a positive relationship with employees’ work engagement (well-being) via both the experience of meaningful work (perceptions) and the use of their strengths at work (behavior). We conducted a structural equation modeling on a sample of 1050 employees working in various occupations, organizations, and industries in The Netherlands. The results provided support for the proposed model, indicating an important role for person-organization value fit in the on-going pursuit of meaningful work and well-being at work. The insights provided in this study do not only contribute theoretically; they are also helpful for managers and HR professionals in optimizing human resource management policies and practices.

Employees’ turnover intention and behavioral outcomes: The role of work engagement

2020 ◽  
Vol 48 (1) ◽  
pp. 1-7 ◽  
Author(s):  
Ran Xiong ◽  
Yuping Wen
Keyword(s):  
Organizational Citizenship ◽  
Work Engagement ◽  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Structural Equation ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Equation Modeling

We examined the mediating role of work engagement in predicting organizational citizenship behavior and counterproductive work behavior. The 227 participants were employees of 2 major retail banks in China, who completed a survey. The results showed that both turnover intention and work engagement were significantly correlated with organizational citizenship behavior and counterproductive work behavior. Results of structural equation modeling indicated that work engagement partially mediated both the turnover intention–organizational citizenship behavior relationship and the turnover intention–counterproductive work behavior relationship. These results extend prior findings and shed light on how turnover intention affects organizational citizenship behavior and counterproductive work behavior. Theoretical and practical implications are discussed.

scholarly journals Exploring the Existence of Innovative Work Behavior among Government Employee: Have Been There?

2021 ◽  
Vol 36 (3) ◽  
pp. 272-282
Author(s):  
Dediek Tri Kurniawan ◽  
Yesiana Ihda Kusnayain ◽  
Fatwah Inna Aulisaina ◽  
Muhamad Arif Rahman Hakim
Keyword(s):  
Organizational Justice ◽  
Work Engagement ◽  
Structural Equation ◽  
Work Behavior ◽  
Equation Modeling ◽  
Government Employees ◽  
Government Employee ◽  
Innovative Work Behavior ◽  
Innovative Work

Introduction/Main Objectives: This study aims to determine the existence of innovative work behavior ecosystems for Indonesia’s government employees Background problems: The quality of individual employees partially determines the quality of the organization. The abilities of the different employees who work in the same system will undoubtedly deliver the government employee and possibly produce results which are less than were expected. Novelty: The previous studies have examined innovative work behavior, focusing on the external factors and ignoring the internal factors of individual traits. This study focused on investigating the interrelationship among the factors that will be affected by innovative behavior, especially in government employees in Indonesia. Methods: This study examines the relationship among these variables using structural equation modeling (SEM) with LISREL 8.8 as the statistical tool. Finding/Result: This study found that transforma­tional leadership and work engagement positively influence innovative work behavior. Unexpectedly, this research indicates an insignificant relationship between organizational justice and innovative work behavior among government employees. Besides, this study also found that transformational leadership and organizational justice have an impact on work engagement. Conclusion: These findings provide managerial implications about the need to strengthen employees’ innovative work behavior to ensure the organization’s continuity. Additionally, the results prove that innovative work behavior by government employees is supported by government’s role such as the style of leadership and work engagement.

scholarly journals The contribution of work engagement over proactive personality and proactive work behavior

2018 ◽  
Vol 9 (2) ◽  
pp. 107-116
Author(s):  
Diana-Felicia Marica
Keyword(s):  
Work Engagement ◽  
Practical Implication ◽  
Proactive Personality ◽  
Incremental Validity ◽  
Work Behavior ◽  
Three Dimensions ◽  
Proactive Behavior ◽  
Online Questionnaire ◽  
Student Association

The purpose of this study was to investigate the incremental validity of work engagement over the proactive personality in predicting proactive behavior at work. Thus, it was tested the extent to which work engagement with its dimensions - dedication, absorption, vigor - can predict the proactive behavior at the workplace over the proactive personality. The data was collected through an online questionnaire and the application was made on a sample of 120 participants who were currently working in an organization, student association, or non-governamental organization. The results of the research have shown that work engagement is a predictor of the criterion in the incremental validity model, although, only absorption of all three dimensions has proved to be a statistically significant unic predictor. Theoretical and practical implication will be discussed.

The effect of green HRM on employee green behaviors in higher education: the mediating mechanism of green work engagement

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammed Aboramadan
Keyword(s):  
Higher Education ◽  
Social Exchange ◽  
Work Engagement ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Human Resources Management ◽  
Work Behavior ◽  
Equation Modeling ◽  
Content Type ◽  
Green Behavior

Purpose Building on the social exchange theory (SET), this study aims to propose a model of the effects of green human resource management on employee in-role, extra-role and green innovative work behavior (GIWB). This study proposes, building on both the job demands-resources model and SET, that the aforementioned links can be explained through the mediating role of green work engagement (GWE). Design/methodology/approach Data were collected from employees (n. 208) working in Palestinian higher education organizations using a self-administered questionnaire. The partial least squares-structural equation modeling was the primary statistical technique adopted to examine the study’s hypotheses. Findings The results suggest that green human resources management (GHRM) was a significant predictor of employee in-role green behavior, extra-role green behavior and GIWB. Furthermore, GWE demonstrated to be a significant intervening mechanism to explain the above-mentioned relationships. Practical implications The results provide useful insights for higher education policymakers on how GHRM may positively contribute to employee green outcomes. Originality/value This paper is novel for several reasons. First, it contributes to the general literature of GHRM. Second, it contributes to the limited body of knowledge on GHRM in the context of higher education. Third, the distinct contribution of this study is the introduction of GIWB as an outcome of GHRM, and GWE as a mediating variable in the relationship between GHRM and employee green behaviors.

scholarly journals Inspiriting Innovation: The Effects of Leader-Member Exchange (LMX) on Innovative Behavior as Mediated by Mindfulness and Work Engagement

2021 ◽  
Vol 13 (10) ◽  
pp. 5409
Author(s):  
Rowan Mulligan ◽  
José Ramos ◽  
Pilar Martín ◽  
Ana Zornoza
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Organizational Context ◽  
Longitudinal Design ◽  
Work Behavior ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Sustainable Competitive Advantage ◽  
Innovative Work Behavior ◽  
Member Exchange

Continuous innovation has become a key to gaining a sustainable competitive advantage for organizations in the 21st century. By focusing on the underlying mechanisms (i.e., mindfulness and work engagement) by which it works, this study addresses the quality of leader–member relationships and their relevance for innovation in the workplace. Using a sample of 210 employees from 17 Spanish companies, a two-wave longitudinal design evaluated the mediational roles of mindfulness and engagement between leader–member exchange (LMX) quality and innovative work behavior (IWB) in an organizational context. Over the course of a year, two questionnaires were administered to measure LMX quality, mindfulness, engagement, and IWB. Results from structural equation modeling provided support for the hypothesized double-mediation model with a significant full double mediation. Findings suggested that mindfulness and engagement could be characteristic mechanisms of high-quality LMX that helps to facilitate innovation. Practical implications include its creative value in gaining a competitive edge over market competitors and helping organizations to find a sustainable source for their consistent growth through their human capital and innovative potential.

scholarly journals Nurses Working in Nursing Homes: A Mediation Model for Work Engagement Based on Job Demands-Resources Theory

Healthcare ◽  
2021 ◽  
Vol 9 (3) ◽  
pp. 316
Author(s):  
Yukari Hara ◽  
Kyoko Asakura ◽  
Shoko Sugiyama ◽  
Nozomu Takada ◽  
Yoshimi Ito ◽  
...  
Keyword(s):  
Nursing Homes ◽  
Work Engagement ◽  
Clinical Judgment ◽  
Long Term Care ◽  
Job Demands ◽  
Occupational Commitment ◽  
Equation Modeling ◽  
Term Care ◽  
The Impact

This study examined the impact that the attractiveness of working in nursing homes and autonomous clinical judgment have on affective occupational commitment, and whether work engagement mediates these relationships. This analysis was based on the job demands-resources theory. The study setting was 1200 nursing homes (including long-term care welfare facilities and long-term care health facilities) in eastern Japan. An anonymous, self-report questionnaire survey was administered to two nurses from each facility, resulting in a prospective sample of 2400 participants. Overall, 552 questionnaires were analyzed, in which structural equation modeling and mediation analysis using the bootstrap method were performed. The results showed that the attractiveness of working in nursing homes does not directly affect affective occupational commitment; work engagement fully mediates the impact of attractiveness of working in nursing homes on affective occupational commitment. Additionally, autonomous clinical judgment showed a direct impact on both work engagement and affective occupational commitment, indicating that work engagement partially mediates the impact on affective occupational commitment. To increase the affective occupational commitment of nurses working in nursing homes, managers should help nurses recognize the attractiveness of working in nursing homes, and then provide appropriate support to help such nurses work in a motivated manner.

scholarly journals A Dual Path Model of Work-Related Well-Being in Healthcare and Social Work Settings: The Interweaving Between Trait Emotional Intelligence, End-User Job Demands, Coworkers Related Job Resources, Burnout, and Work Engagement

2021 ◽  
Vol 12 ◽  
Author(s):  
Alessio Tesi
Keyword(s):  
Emotional Intelligence ◽  
Work Engagement ◽  
Healthcare Professionals ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Equation Modeling ◽  
Trait Emotional Intelligence ◽  
End User ◽  
Work Related

Framing the job demands-resources (JD-R) model, the present study deepened how trait emotional intelligence (TEI, i.e., perception about one's own emotional realm) contributes to the work-related well-being of healthcare professionals. A total of 302 healthcare professionals were involved in the study and completed an anonymous self-report questionnaire. The results of the structural equation modeling revealed that TEI was directly and indirectly—mediated by end-user job demands—negatively associated with burnout, and directly and indirectly—mediated by coworkers related job resources— associated with work engagement. According to the health impairment and motivational processes of JD-R, the present study highlights that TEI could targets burnout and work engagement through different paths. The first path revealed that TEI would reduce burnout protecting by the insurgence harmful relationships with service end-users and the second showed that TEI would support work engagement sustaining the development of positive relationship with coworkers.

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