Positive group affective tone and employee work engagement: A multilevel investigation

2017 ◽  
Vol 45 (11) ◽  
pp. 1905-1918 ◽  
Author(s):  
Linlin Zhang ◽  
Nan Zhang ◽  
Yang Qiu
Keyword(s):  
Hierarchical Linear Modeling ◽  
Work Engagement ◽  
Psychological Capital ◽  
Positive Group ◽  
Affective Tone ◽  
Self Evaluation ◽  
Core Self ◽  
The Impact ◽  
Group Affective Tone ◽  
Employee Work Engagement

We investigated the impact of positive group affective tone on employee work engagement. Participants in the study were 74 research and development groups (324 employees and 74 group leaders) employed by high-technology companies in China. Hierarchical linear modeling results revealed a positive cross-level relationship between positive group affective tone and employee work engagement; this relationship was partially mediated by employee core self-evaluation. In addition, there was a positive relationship between leader psychological capital and positive group affective tone at the group level. We further found that leader psychological capital was a moderator between employee core self-evaluation and their work engagement, such that the positive association was stronger when leader psychological capital was high than when it was low. Implications for organizational and individual change are described, and recommendations for future research directions are discussed.

scholarly journals The Interaction effect of Psychological Contract Breach on the relation between Psychological Capital, Work Engagement and Burnout

2016 ◽  
Vol 3 (2) ◽  
pp. 61
Author(s):  
Raheela Haque ◽  
Niaz Ahmed Bhutto ◽  
Irshad Hussain Sarki ◽  
Khalil Ahmed Channa
Keyword(s):  
Work Engagement ◽  
Interaction Effect ◽  
Psychological Contract ◽  
Psychological Capital ◽  
Sampling Technique ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Structural Regression ◽  
The Impact ◽  
Employee Work Engagement

This study investigates the impact of psychological capital on employee work engagement & burnout, and the interaction effect of psychological contract breach in between the relationships. Data for the study were collected from doctors (N=306), working in health care units operating in different cities of Pakistan, by using random sampling technique. All of the study hypotheses were tested through structural regression (SR) model by using AMOS. Moreover, Orthogonalization was used to test the interaction effect. As per results, all of the hypothesized relationships were supported.

scholarly journals Effects of Internal Service Quality on Work Engagement: A Case Study of Hotel Soaltee Crowne Plaza

2020 ◽  
Vol 5 (2) ◽  
pp. 63-76
Author(s):  
Eveeta Shakya ◽  
Puja Tamang
Keyword(s):  
Service Quality ◽  
Work Engagement ◽  
Significant Relationship ◽  
Research Work ◽  
Independent Variables ◽  
Study Results ◽  
Internal Service Quality ◽  
Relationship Of ◽  
The Impact ◽  
Employee Work Engagement

This study examined the Service Quality (SERVQUAL) model with the Internal Service Quality (ISQ) dimensions such as tangibles, reliability, responsiveness, assurance and empathy that impact on employee work engagement. This research work was conducted in Hotel Soaltee Crowne Plaza (SCP), one of the 5-star deluxe hotels of Nepal. The study has adopted an inferential research design to meet the study objectives regarding the impact of independent variables on work engagement of SCP Hotel. A structured questionnaire was distributed to 126 sample respondents out of a total of 503 employees of SCP hotel. The study reveals a significant relationship of work engagement with empathy and not with rest of the independent variables. Based on the findings it is recommended that employees should be taken good care of, and employers should be well aware of the employees’ emotional level since empathy has shown a highly significant relationship with work engagement. Study results have scope of future reference whereby implementing SERVQUAL dimensions for employee work engagement and reduction in employee turnover and improved.

Enough is enough! The impact of core self-evaluation on the despotism-outcome relationship

2021 ◽  
Vol 2021 (1) ◽  
pp. 15035
Author(s):  
Jongwook Pak ◽  
Xuan Kou ◽  
Teng Liu ◽  
Seung Yeon Son
Keyword(s):  
Self Evaluation ◽  
Outcome Relationship ◽  
Core Self ◽  
The Impact

Study shows psychological capital and work engagement mediate the impact of high-performance work systems (HPWS) on intentions to quit, creativity and extra-role performance

2019 ◽  
Vol 27 (7) ◽  
pp. 7-8
Keyword(s):  
Work Engagement ◽  
High Performance ◽  
Psychological Capital ◽  
Black Box ◽  
Role Performance ◽  
Employee Outcomes ◽  
Customer Contact ◽  
Content Type ◽  
The Right ◽  
The Impact

Purpose The researchers wanted to examine the mediating factors operating in the “black box” between HPWS and employee outcomes. Design/methodology/approach The authors obtained their data from a variety of customer-contact employees, such as front desk agents, food servers and concierges, in four and five-star hotels in the Romanian cities of Sibiu and Bucharest. They sent out questionnaires measuring psychological capital, such as self-reliance, hope, resilience and optimism, as well as work engagement, creative performance and extra-role performance. Supervisors were also asked their opinions. Findings The analysis of customer-contact employees and their supervisors in the Romanian hotel industry suggested that psychological capital and work engagement were the two most important factors operating in the “black box” between HPWS and employee outcomes. Originality/value There is great value for businesses in the conclusions of the research. It shows how critical it is to establish various HPWS programs that boost engagement, as well as indicating the importance of providing job security and designing recruitment processes that root out people with the right skills.

The impact of CEO core self-evaluation on the firm's entrepreneurial orientation

2010 ◽  
Vol 31 (1) ◽  
pp. 110-119 ◽  
Author(s):  
Zeki Simsek ◽  
Ciaran Heavey ◽  
John (Jack) F. Veiga
Keyword(s):  
Entrepreneurial Orientation ◽  
Self Evaluation ◽  
Core Self ◽  
The Impact

scholarly journals The Effect of Organizational Support, Transformational Leadership, Personnel Empowerment, Work Engagement, Performance and Demographical Variables on the Factors of Psychological Capital

2014 ◽  
Vol 3 (3) ◽  
pp. 1-17 ◽  
Author(s):  
Didem Rodoplu Şahin ◽  
Duygu Çubuk ◽  
Tuna Uslu
Keyword(s):  
Transformational Leadership ◽  
Survey Data ◽  
Work Engagement ◽  
Organizational Support ◽  
Psychological Capital ◽  
Organizational Factors ◽  
Individual Performance ◽  
The Impact

The relation with the work and the role of managers and organizational factors are effective on psychological capital and individual performance of employees. This article investigates the impact of the work engagement, performanmce, empowerment, organizational support and transformational leadership on psychological capital using survey data.

Role of Sub-constructs of Psychological Capital and Transformational Leadership in Engaging Employees in Service Sector

2020 ◽  
Vol 8 (2) ◽  
pp. 244-256 ◽  
Author(s):  
Swati Agrawal
Keyword(s):  
Transformational Leadership ◽  
Employee Engagement ◽  
Work Engagement ◽  
Service Sector ◽  
Psychological Capital ◽  
Psychological State ◽  
Full Time ◽  
Employee Work Engagement ◽  
The Relationship

The purpose of this study is to examine the relationship between transformational leadership (TL) and employee engagement through the mediating role of the sub constructs of psychological capital. The article has used a single cross-sectional descriptive design. The sample consisted of 450 full-time employees working in the service sector in India. The data were mainly analyzed through structural and measurement model. The result of the study revealed that TL has an influence on employee engagement. The relationship between TL and employee engagement is mediated by sub-construct hope of psychological capital. Implication of this study is of high importance for organizations continuously working to increase the level of employee engagement to further enhance competitiveness. Prior research has examined the antecedents of employee work engagement, but little is known about the role of TL and a positive psychological state, in shaping employee work engagement. Imparting TL training and style can help to generate psychological capital which will positively drive employee engagement. Organizations with transformational leaders will be able to make employees feel valued and happy by igniting feeling of hope. The engaged workforce will result in the positive social outcome. This study is original as earlier studies have not explored the important role of hope and also optimism as dimensions of psychological capital. The article supports the critical role of leadership and psychological capital in creating highly engaged employees which have not been studied in an Indian context with specific focus to the service sector.

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