Satisfacción laboral y engagement en empleados del servicio de alimentación de campamentos mineros

Mapping Intimacies ◽

10.20511/usil.thesis/11234 ◽

2021 ◽

Author(s):

◽

Rodrigo Alberto Ríos More

Keyword(s):

Work Engagement ◽

Cerro De Pasco

La presente investigación tuvo como objetivo determinar la relación entre satisfacción laboral y engagement en empleados del servicio de alimentación ubicados en los campamentos mineros de Moquegua, Cerro de Pasco y Ayacucho. Se tuvo como muestra 107 empleados cuyos rangos de edad fueron de 20 y 50 años. Asimismo, se utilizaron los inventarios de Ultrech Work Engagement Survey (UWES) y el Cuestionario de Satisfacción Laboral (S20/26). Los resultados prueban la existencia de la relación entre el vigor y dedicación con la satisfacción con la supervisión (r = .274, r = .322), satisfacción intrínseca (r = .359, r = .417), satisfacción con la producción (r= .287, r=3.27) y satisfacción con la participación (r = .316, r = .351). Se puede concluir que las variables vigor y dedicación tienen una relación con satisfacción con la supervisión, satisfacción intrínseca, satisfacción con la calidad de producción y satisfacción con la participación.

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Arbeitsengagement zur Messung von positiver beruflicher Beanspruchung im Lehrberuf – eine berufsübergreifende Validierung

Zeitschrift für Pädagogische Psychologie ◽

10.1024/1010-0652/a000278 ◽

2020 ◽

pp. 1-16

Author(s):

Anita Sandmeier ◽

Debbie Mandel

Keyword(s):

Work Engagement ◽

Utrecht Work Engagement Scale ◽

Deutschsprachige Version ◽

Engagement Scale

Zusammenfassung. Die Forschung zu Beanspruchung im Lehrberuf ist nach wie vor stark auf negative Auswirkungen wie Stress, Erschöpfung und Burnout fokussiert. Um ein vollständiges Bild zu erhalten, müssen auch die positiven Aspekte von Beanspruchung analysiert werden. Dafür bietet sich ein Konstrukt an, das sich in der internationalen arbeits- und organisationspsychologischen Forschung in den vergangenen Jahren durchgesetzt und in verschiedenen Berufsfeldern und nationalen Kontexten bewährt hat: Arbeitsengagement, gemessen mit der Utrecht Work Engagement Scale (UWES). Der vorliegende Beitrag analysiert die deutschsprachige Version der 9-Item Version der UWES an einer Stichprobe von Lehrerinnen und Lehrern ( N = 162) im Vergleich mit Personen aus intellektuell-forschenden Berufen ( N = 195). Konfirmatorische Mehrgruppen-Faktoranalysen zeigten, dass die UWES-9 über beide Berufsgruppen hinweg messinvariant ist. Die latente Mittelwertsanalyse ergab, dass die Lehrerinnen und Lehrer in Bezug auf das Arbeitsengagement besser abschneiden als die Fachkräfte der anderen Gruppe. Dabei hängt das Arbeitsengagement in beiden Gruppen wie erwartet positiv mit affektivem organisationalem Commitment und negativ mit der Kündigungsabsicht zusammen, was die Validität der deutschen Version des Tests belegt. Vor dem Hintergrund dieser Erkenntnisse wird am Schluss des Beitrags das Potenzial des Konstrukts für die Erforschung der positiven Beanspruchung im Lehrberuf diskutiert.

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The Conceptualization and Measurement of Job Crafting

Zeitschrift für Arbeits- und Organisationspsychologie A&O ◽

10.1026/0932-4089/a000219 ◽

2016 ◽

Vol 60 (4) ◽

pp. 173-186 ◽

Cited By ~ 11

Author(s):

Philipp Wolfgang Lichtenthaler ◽

Andrea Fischbach

Keyword(s):

Factor Structure ◽

Work Engagement ◽

Job Demands ◽

Job Crafting ◽

Future Research ◽

Validity Study ◽

German Version ◽

Total N ◽

Structure Reliability ◽

German Speaking

Abstract. This research redefined the job demands–resources (JD-R) job crafting model ( Tims & Bakker, 2010 ) to resolve theoretical and empirical inconsistencies regarding the crafting of job demands and developed a German version of the Job Crafting Scale (JCS; Tims, Bakker, & Derks, 2012 ) in two separate studies (total N = 512). In Study 1 the German version of the JCS was developed and tested for its factor structure, reliability, and construct validity. Study 2 dealt with the validity of our redefined JD-R job crafting model. The results show that, like the original version, the German version comprises four job crafting types, and the German version of the JCS is a valid and reliable generic measure that can be used for future research with German-speaking samples. Evidence for the redefined JD-R job crafting model was based on findings relating job crafting to work engagement and emotional exhaustion.

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Validation of the Procrastination at Work Scale

European Journal of Psychological Assessment ◽

10.1027/1015-5759/a000554 ◽

2020 ◽

Vol 36 (5) ◽

pp. 767-776

Author(s):

U. Baran Metin ◽

Toon W. Taris ◽

Maria C. W. Peeters ◽

Max Korpinen ◽

Urška Smrke ◽

...

Keyword(s):

Work Engagement ◽

Discriminant Validity ◽

Psychometric Characteristics ◽

The Czech Republic ◽

The United Kingdom ◽

Confirmatory Factor ◽

And Performance ◽

Context Specific ◽

Negative Links ◽

Office Employees

Abstract. Procrastination at work has been examined relatively scarcely, partly due to the lack of a globally validated and context-specific workplace procrastination scale. This study investigates the psychometric characteristics of the Procrastination at Work Scale (PAWS) among 1,028 office employees from seven countries, namely, Croatia, the Czech Republic, Finland, Slovenia, Turkey, Ukraine, and the United Kingdom. Specifically, it was aimed to test the measurement invariance of the PAWS and explore its discriminant validity by examining its relationships with work engagement and performance. Multi-group confirmatory factor analysis shows that the basic factor structure and item loadings of the PAWS are invariant across countries. Furthermore, the two subdimensions of procrastination at work exhibited different patterns of relationships with work engagement and performance. Whereas soldiering was negatively related to work engagement and task performance, cyberslacking was unrelated to engagement and performance. These results indicate further validity evidence for the PAWS and the psychometric characteristics show invariance across various countries/languages. Moreover, workplace procrastination, especially soldiering, is a problematic behavior that shows negative links with work engagement and performance.

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Daily Fluctuations in Work Engagement

European Psychologist ◽

10.1027/1016-9040/a000160 ◽

2014 ◽

Vol 19 (4) ◽

pp. 227-236 ◽

Cited By ~ 52

Author(s):

Arnold B. Bakker

Keyword(s):

Job Performance ◽

Work Engagement ◽

Research Evidence ◽

Organizational Outcomes ◽

Reciprocal Relationship ◽

Proactive Behavior ◽

Negative Events ◽

Daily Work ◽

Work Pressure ◽

Diary Research

This article presents an overview of the literature on daily fluctuations in work engagement. Daily work engagement is a state of vigor, dedication, and absorption that is predictive of important organizational outcomes, including job performance. After briefly discussing enduring work engagement, the advantages of diary research are discussed, as well as the concept and measurement of daily work engagement. The research evidence shows that fluctuations in work engagement are a function of the changes in daily job and personal resources. Particularly on the days that employees have access to many resources, they are able to cope well with their daily job demands (e.g., work pressure, negative events), and likely interpret these demands as challenges. Furthermore, the literature review shows that on the days employees have sufficient levels of job control, they proactively try to optimize their work environment in order to stay engaged. This proactive behavior is called job crafting and predicts momentary and daily work engagement. An important additional finding is that daily engagement has a reciprocal relationship with daily recovery. On the days employees recover well, they feel more engaged; and engagement during the day is predictive of subsequent recovery. Finding the daily balance between engagement while at work and detachment while at home seems the key to enduring work engagement.

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Challenge Demands, Hindrance Demands, and Psychological Need Satisfaction

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000122 ◽

2015 ◽

Vol 14 (2) ◽

pp. 70-79 ◽

Cited By ~ 24

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.

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Work Engagement and Research Output Among Female and Male Scientists

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000150 ◽

2016 ◽

Vol 15 (2) ◽

pp. 55-65 ◽

Cited By ~ 4

Author(s):

Lonneke Dubbelt ◽

Sonja Rispens ◽

Evangelia Demerouti

Keyword(s):

Work Engagement ◽

Research Output ◽

Research Performance ◽

Daily Work ◽

Time Control ◽

Science Technology ◽

And Performance ◽

And Mathematics ◽

Number Of Publications ◽

The Relationship

Abstract. Women have a minority position within science, technology, engineering, and mathematics and, consequently, are likely to face more adversities at work. This diary study takes a look at a facilitating factor for women’s research performance within academia: daily work engagement. We examined the moderating effect of gender on the relationship between two behaviors (i.e., daily networking and time control) and daily work engagement, as well as its effect on the relationship between daily work engagement and performance measures (i.e., number of publications). Results suggest that daily networking and time control cultivate men’s work engagement, but daily work engagement is beneficial for the number of publications of women. The findings highlight the importance of work engagement in facilitating the performance of women in minority positions.

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