scholarly journals Millennials: Do They Need a Hero to Make Their Workplace More Welcoming?

PSIKODIMENSIA ◽  
2018 ◽  
Vol 17 (2) ◽  
pp. 110
Author(s):  
Ully Rachmawati ◽  
Martina Dwi Mustika ◽  
Bertina Sjabadhyni
Keyword(s):  
Research Design ◽  
Work Engagement ◽  
Mediation Analysis ◽  
Millennial Generation ◽  
Psychological Capital ◽  
Job Resources ◽  
Government Agencies ◽  
Future Studies ◽  
The Relationship

This research sought to examine the influence of psychological capital on the relationship between job resources and work engagement on the millennial generation. By surveying 322 employees working in various types of organizations (government agencies, state-owned and private) in several major cities in Indonesia using mediation analysis to evaluate the hypothesis,this study reveals that psychological capital partially mediates the relationship between job resources and work engagement. The limitations faced during this study regard the method and research design used; hence, future studies may anticipate these issues. The findings further strengthen the significance of psychological capital on stimulating the level of millennials’ work engagement. In addition, job resources must not be neglected, since it also influences work engagement.

scholarly journals Job and personal resources as mediators in the relationship between iron-ore mineworkers’ job demands and work engagement

2019 ◽  
Vol 17 ◽  
Author(s):  
Martina Kotzé ◽  
Petrus Nel
Keyword(s):  
South African ◽  
Work Engagement ◽  
Iron Ore ◽  
Psychological Capital ◽  
Mining Industry ◽  
Job Demands ◽  
Job Resources ◽  
Personal Resources ◽  
The Relationship

Orientation: Mining companies are major sources of employment in South Africa. Withstanding the challenges that the mining industry faces, maintaining work engagement of employees is essential to success in this context.Research purpose: To investigate the mediating effect of job and personal resources (in parallel and serial) in the relationship between the job demands and work engagement of employees at two iron-ore mines in a remote South African locale.Motivation for the study: Most South African research on work engagement in the mining industry focuses on the role of job resources. There is a lack of research investigating the influence of both job and personal resources in the relationship between job demands and mineworkers’ work engagement.Research approach/design and method: Data were collected using questionnaires from 238 employees working for two open-pit iron-ore mines. Three mediating relationships were investigated using variance-based structural equation modelling.Main findings: The results indicate that job and personal resources (in parallel) partially mediated the relationship between job demands and work engagement, with personal resources having a stronger effect than job resources. In addition, job and personal resources (in serial) partially mediated the relationship between job demands and work engagement but not as strongly as personal resources (in parallel).Practical/managerial implications: Despite job demands, mineworkers’ work engagement can be increased by investing in interventions and a work environment that enhances job and personal resources (such as mindfulness and psychological capital).Contribution/value add: The study bridges a specific gap in the literature by exploring the role of both job and personal resources (i.e., mindfulness and psychological capital) in the relationship between mineworkers’ job demands and work engagement. No previous studies explored these variables in combination in the South African mining industry.

scholarly journals The Role of Work Engagement in the Association between Psychological Capital and Safety Citizenship Behavior in Coal Miners: A Mediation Analysis

2021 ◽  
Vol 18 (17) ◽  
pp. 9303
Author(s):  
Kuiyuan Qin ◽  
Zhaona Jia ◽  
Tianjiao Lu ◽  
Saifang Liu ◽  
Jijun Lan ◽  
...  
Keyword(s):  
Work Engagement ◽  
Mediation Analysis ◽  
Psychological Capital ◽  
Bootstrap Method ◽  
Mine Safety ◽  
Citizenship Behavior ◽  
Coal Miners ◽  
Chinese Coal ◽  
The Relationship

With the development of science and technology and the increasing importance attached by to these domains by the state and government departments in recent years, China’s coal production and safety supervision level continue to increase. However, the prevalence of frequent coal mine safety accidents has not been effectively curbed. The main purpose of this study was to explore the mediating role of work engagement in the relationship between psychological capital and safety citizenship behavior among Chinese coal miners. Data for 317 coal miners were collected from five coal and energy enterprises. The Psychological Capital Questionnaire (PCQ), the Job Engagement Scale (JES), and the Safety Citizenship Behavior Scale (SCBS) were used to evaluate the coal miners’ psychological capital, work engagement, and safety citizenship behavior. The causal steps approach and bootstrap Method were used in this study to assess the proposed mediation models. A correlation analysis indicated that psychological capital, work engagement, and safety citizenship behavior were significantly correlated with each other. Furthermore, the mediation analysis showed that work engagement mediated the relationship between psychological capital and safety citizenship behavior. Psychological capital does not only have a direct impact on coal miners’ safety citizenship behavior, but it also has an indirect impact on coal miners’ safety citizenship behavior via work engagement. Therefore, effectively enhancing an individual’s psychological capital and work engagement may be a basic factor determining coal miners’ safety citizenship behavior, which further promotes safety production within the enterprise.

scholarly journals Relationship between Psychological Capital and Work Engagement

2019 ◽  
Vol 1 (4) ◽  
pp. 6-12
Author(s):  
Nor Akmar Nordin ◽  
Yuhanis Khalida A Rashid ◽  
Siti Aisyah Panatik ◽  
Ana Haziqah A Rashid
Keyword(s):  
Statistical Analysis ◽  
Work Engagement ◽  
Psychological Capital ◽  
Demographic Data ◽  
Study Data ◽  
Comprehensive Understanding ◽  
Future Studies ◽  
The Relationship ◽  
Descriptive Statistical Analysis

This study investigated the influence of psychological capital on work engagement among employees in a corporate company. 200 respondents from one of the corporate companies in Johor were involved as the sample for this study. Data obtained from the respondents were analyzed into descriptive statistical analysis to analyze the demographic data of respondents, level of psychological capital and level of work engagement. Finding from this study shows that the level of psychological capital among employees is high. As well as the level of work engagement. Interestingly, there is a correlation between psychological capital and work engagement found in this study. Future studies should explore more about another factor that could influence the relationship and offering a more comprehensive understanding of psychological capital in the Malaysian context.

Kan het daderschap van pesterijen verklaard worden via het Job Demands-Resources model?

2012 ◽  
Vol 25 (1) ◽  
Author(s):  
Elfi Baillien ◽  
Nele Sijmens ◽  
Hans De Witte
Keyword(s):  
Workplace Bullying ◽  
Job Demands ◽  
Job Resources ◽  
Direct Effects ◽  
Negative Consequences ◽  
Positive Relation ◽  
Theoretical Frameworks ◽  
Future Studies ◽  
The Relationship ◽  
Job Demands And Resources

Can workplace bullying be explained by the Job Demands-Resources model? Can workplace bullying be explained by the Job Demands-Resources model? Workplace bullying leads to negative consequences and should be prevented. Studies investigating antecedents of bullying showed however two shortcomings. First, they mainly focused on targets, so little is known about perpetrators. Second, they rarely used theoretical frameworks to structure the antecedents. Therefore, this study aims to apply the Job Demands-Resources (JDR) model to being a perpetrator of bullying. We hypothesized that job demands related positively and job resources related negatively to being a perpetrator of bullying. We assumed an interaction effect between demands and resources and expected exhaustion to mediate the relationship between demands, resources and being a perpetrator. The results (N = 706) showed a significant interaction: job resources buffered the positive relation between job demands and being a perpetrator. No evidence was found for the direct effects and for exhaustion as a mediator. In summary, the JDR model is a valuable framework to explain being a perpetrator of bullying: job demands and resources interact in the prediction of being a perpetrator. Future studies may focus on other mediators that could explain this relationship.

Service employees’ workplace fun and turnover intention: the influence of psychological capital and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Stephen Tetteh ◽  
Rebecca Dei Mensah ◽  
Christian Narh Opata ◽  
Claudia Nyarko Mensah
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Psychological Capital ◽  
Frontline Employees ◽  
Design Data ◽  
Cross Sectional ◽  
Content Type ◽  
Service Employees ◽  
Workplace Fun ◽  
The Relationship

Purpose As a way of addressing how best turnover intention among service employees can be reduced through workplace fun, this study aims to examine how psychological capital (PsyCap) and work engagement, respectively, moderates and mediates the relationship between workplace fun and turnover intention in a moderated mediation. Design/methodology/approach Using cross-sectional quantitative design, data were collected by means of questionnaires and convenience sampling. The hypotheses were tested with 482 service employees from the hospitality industry in Ghana using PROCESS macro. Findings The findings depict that work engagement mediates the relationship between workplace fun and turnover intention among service employees. Also, PsyCap moderates the workplace fun–engagement relationship, in addition to the workplace fun–work engagement–turnover intention relationship. Specifically, both relationships are stronger for employees with high PsyCap. Practical implications The authors would like to conclude that as frontline employees are usually subjected to stressful conditions, monotonous working environments and emotional labor, which affect the quitting intention, incorporating fun into the workplace will strategically help frontline employees to be engaged in their work and reduce their intentions to quit. Originality/value With a focus on a developing economy, this work is novel in exploring possible factors that may help increase work engagement and reduce turnover intention among service employees.

The influence of age on the job resources-engagement relationship

2019 ◽  
Vol 27 (4) ◽  
pp. 1218-1238 ◽  
Author(s):  
Wei Ning ◽  
Albi Alikaj
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Job Resources ◽  
Equation Modeling ◽  
Content Type ◽  
Work Arrangements ◽  
Older Employees ◽  
Age Related ◽  
Employee Work Engagement ◽  
The Relationship

PurposeThe purpose of this paper is to examine the moderating role of employee age in the relationship between work engagement and several job resources.Design/methodology/approachThe study used questionnaire-based surveys completed by 804 employees from firms located in West China. The data were then analyzed by conducting latent moderated structural equation modeling.FindingsThe results of the study show that certain job resources (autonomy, recognition, colleague support, participation, job security and flexible work arrangements) are more effective for older employees in promoting work engagement, while other resources (job feedback, opportunities for development, skill variety and internal promotion) are more tailored toward younger employees.Research limitations/implicationsThe results suggest that job resources are not equally effective in affecting employee work engagement. Therefore, future studies should adopt a dynamic lifespan perspective when studying the relationship between job resources and work engagement.Practical implicationsThe current study indicates that to increase younger employees’ work engagement, organizations need to rely more on development-oriented job resources, and to increase older employees’ work engagement, they need to focus more on maintenance-oriented resources.Originality/valueThe literature on work engagement has assumed that the strength of the relationship between job resources and work engagement is uniform among employees at all ages. This study refers to two life-span theories from the development psychology literature to explain that there are age-related differences in the effect of job resources on employee work engagement.

scholarly journals Keep the fire burning: a survey study on the role of personal resources for work engagement and burnout in medical residents and specialists in the Netherlands

BMJ Open ◽  
2019 ◽  
Vol 9 (11) ◽  
pp. e031053 ◽  
Author(s):  
Lara Solms ◽  
Annelies E M van Vianen ◽  
Tim Theeboom ◽  
Jessie Koen ◽  
Anne P J de Pagter ◽  
...  
Keyword(s):  
The Netherlands ◽  
Work Engagement ◽  
Psychological Capital ◽  
Job Demands ◽  
Psychological Flexibility ◽  
Well Being ◽  
Medical Residents ◽  
Job Resources ◽  
Survey Study ◽  
Personal Resources

ObjectivesThe high prevalence of burnout among medical residents and specialists raises concerns about the stressful demands in healthcare. This study investigated which job demands and job resources and personal resources are associated with work engagement and burnout and whether the effects of these demands and resources differ for medical residents and specialists.DesignIn a survey study among residents and specialists, we assessed job demands, job resources, personal resources, work engagement and burnout symptoms using validated questionnaires (January to December 2017). Results were analysed using multivariate generalised linear model, ordinary least squares regression analyses and path analyses.SettingFive academic and general hospitals in the Netherlands.ParticipantsA total number of 124 residents and 69 specialists participated in this study. Participants worked in the fields of pediatrics, internal medicine and neurology.ResultsThe associations of job and personal resources with burnout and work engagement differed for residents and specialists. Psychological capital was associated with burnout only for specialists (b=−0.58, p<0.001), whereas psychological flexibility was associated with burnout only for residents (b=−0.31, p<0.001). Colleague support (b=0.49, p<0.001) and self-compassion (b=−0.33, p=0.004) were associated with work engagement only for specialists.ConclusionThis study suggests that particularly personal resources safeguard the work engagement and lessen the risk of burnout of residents and specialists. Both residents and specialists benefit from psychological capital to maintain optimal functioning. In addition, residents benefit from psychological flexibility, while specialists benefit from colleague support. Personal resources seem important protective factors for physicians’ work engagement and well-being. When promoting physician well-being, a one-size-fits-all approach might not be effective but, instead, interventions should be tailored to the specific needs of specialists and residents.

Sign in / Sign up

Export Citation Format

Share Document