scholarly journals Psychosocial Safety Climate, Job Resources, Work Engagement and Organizational Commitment: A study in Malaysian Research Universities

2021 ◽  
Vol 7 (2) ◽  
pp. 179-182
Author(s):  
Kia Hui Gan ◽  
Daisy Mui Hung Kee
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Research Universities ◽  
Safety Climate ◽  
Current Trend ◽  
Job Resources ◽  
Teaching Online ◽  
Work From Home ◽  
Indirect Relationship ◽  
Malaysian Government

Work from home is the current trend, especially happen the COVID–19. Malaysian government to slow down the spread of the Covid-19. Hence, they took an immediate change. When the Malaysian government announced and applied the nationwide Restriction of Movement Order (MCO), all lecturers force to conduct their teaching online. When preparing an online class, lecturers face a bundle of challenges. This challenge will be affected by the lecturers’ work engagement and commitment. Therefore, this paper will show the importance of applying Psychosocial Safety Climate (PSC) in the Malaysian RUs. Besides, job resources will act as a mediator in the present study as well. Moreover, this current study determined that job resources have a notable indirect relationship between PSC, work engagement and organizational commitment, through the mediator – job resources. The study outcomes will be beneficial for the policymaker and enhance the lecturers’ engagement and commitment.

Psychosocial safety climate, work engagement and organizational commitment in Malaysian research universities: the mediating role of job resources

foresight ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kia Hui Gan ◽  
Daisy Mui Hung Kee
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Research Universities ◽  
Safety Climate ◽  
Sampling Technique ◽  
Job Resources ◽  
Future Research ◽  
Full Time ◽  
Cross Sectional ◽  
Content Type

Purpose The current study is an examination of the effects of psychosocial safety climate on work engagement, organisational commitment and to mediate job resources in Malaysian research universities (RUs) during pandemic. Design/methodology/approach The population of this study consisted of full-time lecturers who work in Malaysian RUs at least a year. A sampling technique was used to select the respondents for this study. A total of 1,000 questionnaires were administered to respondents from 5 Malaysian RUs with 484 usable questionnaires were returned, giving a response rate of 48.4%. Findings The present study’s objective is to examine psychosocial safety climate’s (PSC) effect, job resources on work engagement and organizational commitment. The study also aims to test the mediating roles of job resources on PSC’s relationship, work engagement and organizational commitment. It is interesting to note that the relationship between PSC and work engagement was not significant. Research limitations/implications Although the present study had contributed to the existing literature, the present study’s result cannot be generalized. Suggestions for future research include an attempt to conduct a study over three-time points that looks at both the employee’s perspective, managerial perspective and organizational perspective within the workplace. All correlation and cross-sectional studies identified the need for a comprehensive three-wave study to examine the model’s longitudinal effects accurately. Practical implications The finding shown that university is suggested to apply higher PSC to allow their management discover more ways to increase the adequate job resources to support lecturers in RUs and in improving their work engagement and organizational commitment. Originality/value The integration of PSC in academicians of Malaysian RUs provides a novel perspective.

scholarly journals Analisis Pengaruh Work Engagement sebagai Mediator antara Job Resources dan Kepemimpinan Tranformasional terhadap Organizational Commitment dan Job Performance di Lembaga Pendidikan Indonesia Amerika

2018 ◽  
Vol 14 (3) ◽  
pp. 171-192
Author(s):  
Oudrey Jefany
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Work Engagement ◽  
Job Resources

Artikel ini membahas tentang pengaruh work engagement sebagai mediator antara job resources dan kepemimpinan transformasional dengan organizational commitment dan job performance. Penelitian dilakukan pada 80 karyawan tetap di salah satu lembaga pendidikan nonformal yang tersebar di DKI Jakarta, Jawa Barat, Jawa Tengah dan Jawa Timur dengan menggunakan metode regresi linear berganda. Hasil penelitian menunjukan bahwa work engagement berpengaruh positif sebagai mediator untuk hubungan antara job resources dan kepemimpinan transformasional terhadap organizational commitment dan job resources. Total effects yang paling besar ditemukan pada hubungan antara kepemimpinan transformasional terhadap organizational commitment dengan melalui work engagement sebagai mediator.

scholarly journals How does Work Engagement Affect Psychosocial Safety Climate and Burnout? The Case of the Malaysian Research Universities

2018 ◽  
Vol 2 (4) ◽  
pp. 60-64
Author(s):  
Derick Teoh Kok Ban ◽  
Daisy Mui Hung Kee
Keyword(s):  
Work Engagement ◽  
Research Universities ◽  
Safety Climate ◽  
Management Practices ◽  
Job Demands ◽  
Well Being ◽  
Job Design ◽  
Different Types ◽  
The Relationship ◽  
Health And Well Being

This study porposes an excelling job design by Psychosocial Safety Climate (PSC) via different types of job demands which could improve the work engagement of Malaysian research universities academicians while diminishing their burnout level. Hence, work engagement is proposed in this study as a promising mediator for the relationship between challenge demands and hindrance demands to burnout among respective academicians. In general, the comprehensive PSC context suggested for the remenurative job demands while minimizing the level of burnout of academicians through work engagement as the mediation pathway. Ergo, PSC is valuable as a tool in helping the enhancement of management practices of research universities and consecutively the health and well-being of academicians.

scholarly journals Do Job Demands-Resources Model Affect Burnout among Penang Preschool Teachers

2021 ◽  
Vol 7 (1) ◽  
pp. 60-63
Author(s):  
Juliana Ahmad ◽  
Fairos Siti Saffardin ◽  
Kok Ban Teoh
Keyword(s):  
Work Engagement ◽  
Positive Relationship ◽  
Preschool Teachers ◽  
Negative Relationship ◽  
Job Demands ◽  
Job Resources ◽  
Significant Positive Relationship ◽  
Significant Negative Relationship ◽  
Indirect Relationship ◽  
Model Affect

The vulnerability to burnout among teachers from Penang preschool has become an intense issue to be addressed. Moreover, preschool teachers struggle with more burnout when there are greater levels of job demands and insufficient levels of job resources. Therefore, this paper aimed to inspect the predictors of burnout among preschool teachers. Besides, this paper examines also work engagement as the promising mediator. There was a total of 102 participations by Penang preschool teachers in the research. The study discovered that work engagement was in a significant negative relationship with burnout. Meanwhile, job demands were in a significant negative relationship with work engagement whereas job resources were in a significant positive relationship with work engagement. Furthermore, it is determined that job demands and job resources possessed a significant indirect relationship with burnout respectively, through work engagement as a mediator. The outcomes of this study are advantageous to both scholars and practitioners who wish to safeguard and minimize the burnout level among preschool teachers.

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.

Sign in / Sign up

Export Citation Format

Share Document