The Impact Influence of Bottom－up Learning on Dynamic Capability: Mediating Effects of Work Engagement

2019 ◽  
Vol 34 (6) ◽  
pp. 93-119
Author(s):  
Ah－Jeong Hong ◽  
Hae－Deok Song ◽  
Yun－Seong Jo
Keyword(s):  
Work Engagement ◽  
Dynamic Capability ◽  
Mediating Effects ◽  
Bottom Up ◽  
The Impact

How to facilitate hotel employees’ work engagement

2019 ◽  
Vol 31 (3) ◽  
pp. 1525-1542 ◽  
Author(s):  
Levent Altinay ◽  
You-De Dai ◽  
Janet Chang ◽  
Chun-Han Lee ◽  
Wen-Long Zhuang ◽  
...  
Keyword(s):  
Work Engagement ◽  
Job Security ◽  
Role Overload ◽  
Leader Member Exchange ◽  
Mediating Effects ◽  
Content Type ◽  
Hotel Employees ◽  
Member Exchange ◽  
The Impact ◽  
The Relationship

Purpose This study aims to explore the mediating effects of role overload and job security on the relationship between leader–member exchange and work engagement and simultaneously examines the impact of role overload on employees’ job security. Design/methodology/approach By means of telephone and email, the study inquired eight international tourist hotels’ willingness, and questionnaires were distributed to employees of these hotels in 2014. The hotel employees were asked to participate, and they have the right to agree or not. After discarding unusable responses, 310 individual surveys ratings were collected from a total of 500 self-administrated questionnaires were distributed (a 62.0 per cent response rate). Findings The result indicates that role overload and job security have mediating effects on the relationship between leader–member exchange and work engagement. Also, role overload can positively influence job security. Originality/value To the best of our knowledge, this is the first study to examine the mediating roles of role overload and job security between LMX and work engagement, as well as the influence of role overload on job security. This study attempts to make contributions to human resource management literatures of hospitality and tourism.

Challenge Demands, Hindrance Demands, and Psychological Need Satisfaction

2015 ◽  
Vol 14 (2) ◽  
pp. 70-79 ◽  
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.

Impact of Digitalization on Service Work in Knowledge-Intensive Business Services: An Empirical Study in Tax Consultancies

2019 ◽  
Vol 3 (4) ◽  
pp. 209-222
Author(s):  
Philipp K. Görs ◽  
Henning Hummert ◽  
Anne Traum ◽  
Friedemann W. Nerdinger
Keyword(s):  
Work Engagement ◽  
Service Work ◽  
Psychological Consequences ◽  
Business Services ◽  
Knowledge Intensive Business Services ◽  
Positive Effects ◽  
Knowledge Intensive ◽  
The Impact ◽  
Positive Effect ◽  
Special Case

Digitalization is a megatrend, but there is relatively little knowledge about its consequences for service work in general and specifically in knowledge-intensive business services (KIBS). We studied the impact of digitalization on psychological consequences for employees in tax consultancies as a special case of KIBS. We compare two tax consulting jobs with very different job demands, those of tax consultants (TCs) and assistant tax consultants (ATCs). The results show that the extent of digitalization at the workplace level for ATCs correlates significantly positively with their job satisfaction. For TCs, the same variable correlates positively with their work engagement. These positive effects of digitalization are mediated in the case of ATCs by the impact on important job characteristics. In the case of TCs, which already have very good working conditions, the impact is mediated by the positive effect on self-efficacy. Theoretical and practical consequences of these results are discussed.

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