scholarly journals Investigating Work Engagement at the Workplace

2021 ◽  
Vol 11 (9) ◽  
pp. 409-420
Author(s):  
Nur Sherina Zainal Abidin ◽  
Shahira Adam ◽  
Nurain Jantan Anua Jah ◽  
Noor Hanim Rahmat ◽  
Afiqah Abd Aziz ◽  
...  
Keyword(s):  
Work Environment ◽  
Work Engagement ◽  
Mental State ◽  
Positive Culture ◽  
Work Related ◽  
Healthy Workplace ◽  
Personal Energy

In order to be happy at the workplace, employees need to feel engaged with the work environment. Work engagement refers to a work-related mental state that is positive and fulfilling, characterized by vigor (high levels of energy while working), dedication (sense of meaning, enthusiasm, inspiration, pride and challenge) and absorption (the individual’s complete concentration at work, which makes time fly quickly without his noticing). Besides that, the personal energy that individuals bring to their work is associated with work engagement. This study is done to investigate the factors that allow work engagement at the workplace emphasizing in assisting and addressing experience gaps in the strictest sense of the word by assigning values for the lasting connections actions to the relevant individuals, causing the person or the team to simply focus on producing outcomes in a healthy workplace and collaborative nature.115 participants responded to a survey given online. Findings reveal several factors that can lead to a positive culture at the workplace.

Work environment and work-to-family conflict: examining the mediating role of heavy work investment

2019 ◽  
pp. 1-24 ◽  
Author(s):  
Audrey Babic ◽  
Florence Stinglhamber ◽  
Marie Barbier ◽  
Isabelle Hansez
Keyword(s):  
Work Environment ◽  
Public Administration ◽  
Work Engagement ◽  
Family Conflict ◽  
Well Being ◽  
Work Related ◽  
Mediating Role ◽  
Heavy Work ◽  
Influence Perceptions

AbstractThis research examined the relationships between work environment (i.e., workload and development opportunities), heavy work investment (i.e., work engagement and workaholism) and work-to-family conflict (WFC) over time. A three-wave longitudinal study was conducted among 464 employees from a Belgian public administration. Workload and opportunities for development at Time 1 were found to be respectively negatively and positively associated with work engagement at Time 2, which in turn was negatively associated with WFC at Time 3. Only workload at Time 1 was positively associated with workaholism at Time 2 which, in turn, was positively associated with WFC at Time 3. In the interests of both organizational effectiveness and employees’ well-being, it is important to identify the work-related variables that influence perceptions of WFC. Moreover, in order to manage human resources effectively in companies, it is important to understand the mechanisms by which the work environment influences WFC.

scholarly journals OP0317-PARE THE CONTEMPORARY WORK-RELATED BURDEN OF DISEASE FOR PEOPLE WITH RHEUMATIC DISEASES IN GREECE

2021 ◽  
Vol 80 (Suppl 1) ◽  
pp. 193.1-194
Author(s):  
K. Koutsogianni ◽  
F. Asimakopoulou ◽  
E. Repa ◽  
I. Papadakis ◽  
M. Chatziioannou ◽  
...  
Keyword(s):  
Work Environment ◽  
Working Conditions ◽  
Rheumatic Diseases ◽  
Burden Of Disease ◽  
Work Life ◽  
Work Setting ◽  
Work Related ◽  
Flexible Schedule ◽  
Financial Income ◽  
State Pension

Background:EULAR recommendations emphasize the importance of suitable working conditions for people with Rheumatic diseases (RD). Thus, opportunities and choices at work need to be increased for people with rheumatic diseases. Conversely, the COVID-19 pandemic has challenged the working population and particularly those with chronic conditions, such as those with RD. However, there is still a lack of reliable data.Objectives:To depict contemporary real-life data regarding the work-related burden of disease among Greek patients with RD. To develop a White Paper with proposals to the State in order to facilitate people with rheumatic diseases to rejoin or be retained in the work force.Methods:A 24-item quantitative questionnaire was uploaded in the website and social media of REUMAZEIN to capture patients’ responses in respect to work life. The questionnaire was online accessible for a 45-day period (15/8-30/9/2020).Results:The responses of 503 adult people with RD (M/F/NA 94/408/1), were available for analysis. Their age was stratified in decades (18-20 0.6%,21-30 5.99%, 31-40 22.36%, 41-50 38.92%, 51-60 22.16% and over 60 9.58%); totally, 83.44% were in the “work-reproductive” period. The predominant RD types were RA 30.3%, SLE 22.8%, AS 20.2% and PsA 20.2%, respectively. Nearly 90% were on medication, namely 40% on biologics, 33% on methotrexate (as a monotherapy or combined therapy), 16.2% on steroids. A minority were either on alternative therapies (2.8%) or off medication (7.5%), respectively. Most of the people were still employed (72.9%) on a full-time schedule (57.7%) and 4.8% on a part-time one, due to their RD. The rest of them (27.1%) were out of work either due to RD (17%) or retirement (1.7%) or for unrelated to the RD reasons (8.4%). The main source of financial income was personal work (52.4%), followed by a family member support (31.1%), while 11% had either a state pension (8%) or a subsidy (3.2%). In respect to the daily house-keeping, half of them (59.3%) had a varying difficulty (mild 36.3%, severe 23%) and 0.8% considered themselves as “unable”. The diagnosis was mostly established (81%) prior to the work onset. Post-diagnosis, RD had not affected their working schedule in 47.2%, 17% continued to work with respective adaptations but 30% had quitted or resigned from their work 1-7 years later. RD was notified to the work environment by 85%. As for a compassionate work management, 46% reported no change, 28% an improved policy but 28% a worse one. The development of relative adaptations in the work setting (as chairs, devices, flexible schedule) were considered as favorite factors easing the work by 85%. 17% reported an employer’s knowledge on RD related working legislation, 43% the contrary and another 38.7% wished for a future employer’s awareness. Most of the participants (58.9%) had no personal information on this field but were eager to get it. The uneventful impact of RD on finding or keeping a job was registered by 77.4% and 66.9%, respectively. During COVID, most of the participants (53%) have not asked for an RD-related leave and only 24.2% chose to telework, a policy that raised mutual satisfaction in 19%. Of note, the working conditions have not mainly been altered (67%) after the end of the 1st quarantine.Conclusion:This study highlighted that although RD predominate in females, women are more willing to participate in such projects (F 90%). The financial income was mainly based on a personal or a family member work reimbursement (83%), while 11% depended on a state pension or subsidy. The majority has notified the RD to their work environment (85%) while another 85% considered as favorite factors easing the work, several adaptations in the work setting such as chairs, devices, flexible schedule etc. Interestingly, 60% of the participants were unaware of the beneficial legal work rights and nearly 70% of them believe that RD is an obstacle for employment or working maintenance. COVID has not dramatically impaired their work life although the use of teleworking should be strengthened.Disclosure of Interests:None declared.

scholarly journals The Effect of Using Social Media on Job Satisfaction: Is There A Role for Job Engagement and Organization Engagement As a Mediator?

2021 ◽  
Vol 04 (07) ◽  
Author(s):  
Faradita Mahdani Ibrahim ◽  
Keyword(s):  
Job Satisfaction ◽  
Social Media ◽  
Work Engagement ◽  
Media Use ◽  
Social Media Use ◽  
Work Related ◽  
Organizational Engagement ◽  
Media Work ◽  
Use Of Social Media ◽  
The Relationship

This study aims to determine how the influence of the use of social media (Work-related social media use) and social media (Social-related social media use) on job satisfaction. In addition, to find out how the role of work engagement and organizational engagement, as a mediating variable in the relationship.The research was conducted in Indonesia with the analysis unit of the State Civil Servant (SCS) domiciled in Banda Aceh and Aceh Besar. A sample of 212 respondents obtained by using a questionnaire distribution technique using google form, data analysis using SEM-AMOS.The results of the analysis show that the use of social media (Work-related social media use) has no effect on job satisfaction, but the use of social media (Social-related social media use) is found to increase the job satisfaction of SCS.The results of the analysis also show that the use of social media (Work-related social media use) can increase work engagement, but has no effect on increasing organizational engagement. The use of social media (Social-related social media use) contributes to an increase in work engagement and organizational engagement. Furthermore, it was found that there was a significant effect of work engagement and organizational engagement on SCS job satisfaction. Work engagement and organizational engagement play a role as a mediating variable (partially) in the relationship between social media use (Social-related social media use) and job satisfaction. But there is no role as a mediating variable in the relationship between (Work-related social media use) and job satisfaction.

scholarly journals The Effects of Colour in Work Environment: A systematic review

2018 ◽  
Vol 3 (13) ◽  
pp. 149 ◽  
Author(s):  
Nattha Savavibool ◽  
Birgitta Gatersleben ◽  
Chumporn Moorapun
Keyword(s):  
Work Environment ◽  
Publishing House ◽  
Design Element ◽  
Inclusion Criteria ◽  
Colour Perception ◽  
Work Related ◽  
International Publishing ◽  
And Performance ◽  
Important Design ◽  
Open Access Article

In the work environment, colour is considered an important design element used to improve aesthetic qualities of the environment and for a company’s branding. This paper reviews existing research on the effects of workplace colour on worker’s mood, wellbeing and other work-related outcomes. In total 40 papers fitted the inclusion criteria and were included in the review. The results show a significant influence of colour on affect (e.g. mood, emotion), wellbeing (e.g. stress, comfort, wellbeing), and performance (e.g. productivity, performance, creativity). The review concludes with suggestions for further research.Keywords: Colour perception; Colour psychology; Effect of colour; Work environment.eISSN 2398-4295 © 2018. The Authors. Published for AMER ABRA cE-Bs by e-International Publishing House, Ltd., UK. This is an open-access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer–review under responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians) and cE-Bs (Centre for Environment-Behaviour Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia. DOI: http://dx.doi.org/10.21834/ajbes.v3i13.152

Determinants of Early Retirement in the UAE

2021 ◽  
Vol 17 (2) ◽  
pp. 57-69
Author(s):  
Eda Orhun ◽  
Wifag Adnan ◽  
Mouawiya Alawad
Keyword(s):  
Work Environment ◽  
Stress Level ◽  
Early Retirement ◽  
Online Survey ◽  
Physical Workload ◽  
Survey Study ◽  
Survey Method ◽  
Pension Benefit ◽  
Retirement Decision ◽  
Work Related

Abstract The purpose of this paper is to analyze the retirement behavior of UAE nationals by understanding the socio-economic characteristics of early retirees and identifying the main determinants of early retirement. Accordingly, a survey study is created and deployed for current employees and retirees affiliated with Abu Dhabi Retirement and Pension Benefit Fund (ADRPBF). The survey was designed to reach 100 retirees and 200 currently active workers from those registered at the ADRPBF. The survey was conducted by employing the online survey method and face-to-face interviews. The total number of respondents is around 244, with a total response rate of 81.33%. Some factors related to the psychosocial work environment play a significant role in the early retirement decision of Emiratis. These factors are stress level, autonomy level and authority level at work. In addition to these, the level of work environment comfortability and life-work balance seem to also affect the early retirement decision. In general, the results indicate that higher the stress level, lower the level of autonomy and authority; higher the early retirement decision within the Emirati workforce. Last but not least, the likelihood of early retirement increases significantly if employees face a work-related health problem. Initiatives at the government and company level to adjust the working conditions for the capacity of elderly people shall be considered. Healthy living campaigns and sport programs might be launched to reduce work-related health problems and consequently early retirement. Our work is the first comprehensive study exploring the early retirement decision of the UAE nationals. One limitation of our study is the limited number of participants in the survey. Future work that will include a higher number of participants and supplementary questions to cover more job features (physical workload, other psychosocial factors) might be helpful.

An expanded holistic model of healthy workplace practices

2019 ◽  
Vol 27 (5) ◽  
pp. 1542-1561 ◽  
Author(s):  
Mark O'Donnell ◽  
Lisa A. Ruth-Sahd ◽  
Clifton O. Mayfield
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Work Engagement ◽  
Future Research ◽  
Content Type ◽  
Vision Alignment ◽  
Healthy Workplace ◽  
Workplace Practices ◽  
Workspace Design ◽  
Overall Life Satisfaction

Purpose The purpose of this paper is to test whether supportive workspace design, cultivation of high-quality leader–member relationships and vision alignment explain incremental variance in job satisfaction, work engagement and overall life satisfaction beyond antecedents identified in an earlier model of healthy workplace practices. Design/methodology/approach This paper reports the results of a survey study with a diverse sample of 214 employees. Findings In a series of regression analyses, the findings revealed that supportive workspace design, cultivation of high-quality leader–member relationships and vision alignment each explain incremental variance in one or more outcome variables (job satisfaction, work engagement and overall life satisfaction) beyond that of antecedents identified in an earlier model of healthy workplace practices. Research limitations/implications The present study identifies additional important variables to consider when conducting future research on healthy workplace practices. Future research could use longitudinal or experimental designs to further investigate the causal direction of the relationships identified in the present paper. Practical implications Managers can implement the practices identified in this paper to improve employees’ work engagement, job satisfaction and overall life satisfaction. Social implications This paper offers insights about how to improve employees’ lives, and thus, the potential impact is far-reaching and meaningful. Originality/value This paper empirically assesses workplace variables that were not included in tests of the prior healthy workplace practices model.

scholarly journals SELF-COMPACTING CONCRETE USE FOR CONSTRUCTION WORK ENVIRONMENT SUSTAINABILITY

2012 ◽  
Vol 18 (5) ◽  
pp. 724-734 ◽  
Author(s):  
Romuald Rwamamara ◽  
Peter Simonsson
Keyword(s):  
Work Environment ◽  
Construction Industry ◽  
Musculoskeletal Injury ◽  
Construction Work ◽  
Casting Method ◽  
Self Compacting Concrete ◽  
Work Activity ◽  
Work Related ◽  
Work Tasks ◽  
Concrete Casting

Many of those working on construction sites are exposed to demanding work loads; construction workers lift and carry heavy materials and work in awkward postures. Occupational injuries and accidents due to poor ergonomics are more common in the construction industry and many times lead to human tragedies, disrupt construction processes and adversely affect the cost, productivity, and the reputation of the construction industry. In Sweden, it is reported that concrete workers have the highest relative work-related musculoskeletal injury frequency. Therefore, the use of ergonomic production methods to prevent this can have a significant human, social and financial impact. Research introduced here presents a case study of comparative analyses of ergonomic situations for concrete workers performing concrete casting processes. Three different ergonomic risk assessment methods were used to assess the physical strain, hand-arm vibration and noise affects risks involved in concrete casting work tasks. The combination of technical and managerial factors results in a system where workers are as efficient and safe as possible during their work tasks, and thus, makes the construction work environment sustainable. The aim of our research is to find practical methods to evaluate and compare two different concrete casting methods from an ergonomic perspective. The focus is on the production of cast-in-place concrete bridge constructions where the traditional concrete casting method is compared with the SCC (Self-Compacting concrete) casting method. To be able to identify work-related musculoskeletal injury risks due to concrete casting work tasks, QEC (Quick Exposure Check for musculoskeletal risks), PLIBEL (Checklist for identification for Ergonomics Hazards) and ErgoSAM (Ergonomic production technology method) methods were used. Ergonomic risks analysis methods QEC, PLIBEL and ErgoSAM have all shown capabilities to evaluate construction work activities and thus determine whether a construction work activity constitutes a musculoskeletal risk to the worker or not before any ergonomic intervention is introduced. As a result the present ergonomic risks emanating from work methods used in the traditional concrete placing can be significantly reduced with the use of self-compacting concrete (SCC) that eliminates awkward work postures, noise and hand arm vibration, thereby reducing if not eliminating musculoskeletal injuries among concrete workers during their concrete casting work tasks.

Perceived Calling and Work Engagement Among Nurses

2018 ◽  
Vol 41 (6) ◽  
pp. 816-833 ◽  
Author(s):  
Arunas Ziedelis
Keyword(s):  
Work Environment ◽  
Work Engagement ◽  
Well Being ◽  
Job Resources ◽  
Demographic Information ◽  
Major Work ◽  
Environment Factors ◽  
Work Environment Factors ◽  
Relationship Of ◽  
The Relationship

The purpose of this study was to explore the relationship of perceived calling and work engagement in nursing over and above major work environment factors. In all, 351 nurses from various health care institutions completed the survey. Data were collected about the most demanding aspects of nursing, major job resources, the degree to which nursing is perceived as a meaningful calling, work engagement, and main demographic information. Hierarchical linear regression was applied to assess the relation between perceived calling and work engagement, while controlling for demographic and work environment factors, and perceived calling was significantly related to two out of three components of nurses’ work engagement. The highest association was found with dedication component, and vigor component was related insignificantly. Results have shown that perceived calling might motivate nurses to engage in their work even in burdensome environment, although possible implications for the occupational well-being of nurses themselves remains unclear.

How time pressure is associated with both work engagement and emotional exhaustion: The moderating effects of resilient capabilities at work

2020 ◽  
pp. 239700222095274
Author(s):  
Arian Kunzelmann ◽  
Thomas Rigotti
Keyword(s):  
Emotional Exhaustion ◽  
Work Engagement ◽  
Organizational Context ◽  
Time Pressure ◽  
Positive Association ◽  
Comprehensive Planning ◽  
Work Related ◽  
Emotional Coping ◽  
Positive Reframing ◽  
The Impact

Resilience in the organizational context is a fruitful concept for understanding employees’ success in dealing with workplace adversity. Through a diary study, we have examined the interaction effects of time pressure and different work-related capabilities of resilience (i.e. emotional coping, comprehensive planning, positive reframing, and focused action) on emotional exhaustion and work engagement of employees. A sample of 79 employees (54.4% male) responded to two daily surveys (after work and before bedtime) for a period of five consecutive workdays. Results show that time pressure had a positive association with emotional exhaustion. Further, time pressure showed a positive association with work engagement, but only when considering additional personal resources. Positive reframing was positively related to work engagement on the day-level but did not moderate the link between time pressure and the outcomes. Emotional coping as well as focused action decreased sensitivity to time pressure. The results underpin the impact of different work-related capabilities of resilience and provide novel theoretical and practical implications.

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