Work Engagement During Pandemic: Is Organizational Trust Still Relevant?

In the present study, we tested the relationship between organizational trust and engagement. The study investigated how the three factors of organizational trust including trust in management, trust in supervisor and trust in coworkers can predict work engagement. The study collected data through sampling employees working in the retail food businesses in Sweden via social media. The study applied structural equation modelling on the final sample of 199 to test the three factors of organizational trust and their relationship with work engagement and found significant positive results for all. The study found that employees who expressed trust in the top management resulted in enhancing their work engagement. Furthermore, employees who had trust in their immediate supervisors for their facilitation, support and acknowledgement were also able to boost their engagement. Lastly, trust in coworkers also helped employees to enhance their work well-being, in other words predicting work engagement. The study offers discussion on the findings, implications, and recommendations for future research.

Download Full-text

Antecedent and employee well-being outcomes of perceived benefits schemes: a two-wave study

International Journal of Manpower ◽

10.1108/ijm-08-2020-0374 ◽

2022 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Qijie Xiao ◽

Fang Lee Cooke ◽

Felix Mavondo ◽

Greg J. Bamber

Keyword(s):

Cultural Values ◽

Emotional Exhaustion ◽

Structural Equation ◽

Job Involvement ◽

Well Being ◽

Future Research ◽

Perceived Benefits ◽

Manufacturing Companies ◽

Content Type ◽

The Relationship

PurposeThe purpose of the research is to examine the antecedent and employee well-being outcomes of employees' perceptions of benefits schemes.Design/methodology/approachData were collected using both paper-based and web-based questionnaires over two time points (one month apart). The sample included 281 participants in eight companies in China. Structural equation modelling was employed to investigate the relationship between Chinese traditionality, perceived benefits schemes, job involvement and emotional exhaustion.FindingsChinese traditionality is an antecedent of employees' perceptions of benefits schemes. Perceived benefits schemes are negatively associated with emotional exhaustion. Moreover, job involvement mediates the relationship between perceived benefits schemes and emotional exhaustion.Research limitations/implications The data were collected in eight manufacturing companies in China, which may raise concerns about the generalisability of findings across industries, nations and cultures. Larger, more representative and cross-contextual samples are needed for future research to test the results further.Practical implicationsManagers should anticipate that employees with different cultural values may develop dissimilar perceptions of the same benefits schemes. Hence, managers need to communicate the benefits schemes to distinct employee groups in different ways.Originality/valueBased on the conservation of resources model, this research offers theoretical insights into the mechanisms through which perceived benefits schemes influence employee health well-being. In addition, this research tests an antecedent of perceived benefits schemes.

Download Full-text

City Newcomers’ Adaptation to Urban Life, Personal Well-Being, and Social Support

Social Behavior and Personality An International Journal ◽

10.2224/sbp.7370 ◽

2018 ◽

Vol 46 (7) ◽

pp. 1201-1214

Author(s):

Tianqiong Xia ◽

Yifu Wang ◽

Qiyi Lin

Keyword(s):

Social Support ◽

Structural Equation ◽

Well Being ◽

Urban Life ◽

Mediating Effect ◽

Equation Modeling ◽

Future Research ◽

Mediation Effects ◽

Social Support Scale ◽

The Relationship

We evaluated the level of adaptation of city newcomers (CNs) to urban life in China, and their personal well-being, and explored the mediating effect of social support on the relationship between these variables. We used a 2-stage sampling method to recruit 314 participants who completed the Adaptation to Urban Life Scale, Social Support Scale, and Personal Well-Being Scale. Structural equation modeling was used to test full and partial mediation effects. Findings showed that there was a significant correlation between the extent of CNs’ positive adaptation to urban life and their personal well-being. In addition, social support was beneficial for CNs’ personal well-being, and partially mediated the relationship between CNs’ adaptation to urban life and personal well-being. In addition, the adaptation to urban life dimensions of employment prospects, living conditions, and urban environment predicted CNs’ personal well-being. Implications of the findings are discussed, along with directions for future research.

Download Full-text

The relationship of employees' strengths use and innovation: Work engagement as a mediator

Social Behavior and Personality An International Journal ◽

10.2224/sbp.9083 ◽

2020 ◽

Vol 48 (5) ◽

pp. 1-6

Author(s):

Yuanqin Ge ◽

Xiaomeng Sun

Keyword(s):

Structural Equation Modeling ◽

Work Engagement ◽

Structural Equation ◽

Equation Modeling ◽

Future Research ◽

Innovative Behavior ◽

Strengths Use ◽

Validated Questionnaire ◽

Relationship Of ◽

The Relationship

We investigated the relationship between employees' strengths use and innovation through the mediator of their work engagement. A validated questionnaire was used to collect data from 158 employees at 3 companies in China. Structural equation modeling results show that work engagement partially mediated the relationship between employee strengths use and innovation. In addition, employee strengths use increased their innovation and made them more engaged in their work, and employees' work engagement, in turn, promoted their innovative behavior. These findings suggest that strengths use alone does not enhance employee innovation: Work engagement is also important. Directions for future research are discussed.

Download Full-text

Autonomy and Performance: Proactive Vitality Management and Work Engagement as Sequential Mediators of the Relationship

Psychological Reports ◽

10.1177/00332941211048470 ◽

2021 ◽

pp. 003329412110484

Author(s):

Luca Tisu ◽

Delia Vîrgă ◽

Ioana Mermeze

Keyword(s):

Work Engagement ◽

Structural Equation ◽

Current Trend ◽

Well Being ◽

High Energy ◽

Equation Modeling ◽

Theoretical Assumption ◽

And Performance ◽

Individual Strategies ◽

The Relationship

A current trend in organizational job design is to provide employees increased autonomy to enhance their performance. Using the Job Demands-Resources (JD-R) theory as a working framework, the present study proposes proactive vitality management and work engagement as sequential mediators of this relationship. Thus, we test a parsimonious model that encompasses both individual strategies (i.e., proactive vitality management) and affective-cognitive (i.e., work engagement) factors as explanatory mechanisms in the link between autonomy and performance. Data from 256 Romanian employees were gathered and analyzed via structural equation modeling. The results provided support to our model. Specifically, we found proactive vitality management and work engagement to fully mediate the relationship between autonomy and performance. As such, our model validates the theoretical assumption of the JD-R theory that employees who engage in individual strategies (i.e., proactive vitality management) can capitalize on existing job resources (i.e., autonomy) to increase their well-being (i.e., work engagement) and performance. Furthermore, by identifying proactive vitality management as a mediator in the relationship between autonomy and performance, we provide practitioners with a set of proactive behaviors that can complement resource-replenishing activities (e.g., coffee break) in securing and sustaining high energy levels at work.

Download Full-text

Engaging Through Purpose: The Mediating Role of Person–Organizational Purpose Fit in the Relationship Between Perceived Organizational Purpose and Work Engagement

management revue ◽

10.5771/0935-9915-2021-2-85 ◽

2021 ◽

Vol 32 (2) ◽

pp. 85-105

Author(s):

Ramon van Ingen ◽

Melanie De Ruiter ◽

Pascale Peters ◽

Bas Kodden ◽

Henry Robben

Keyword(s):

Work Engagement ◽

Structural Equation ◽

Service Organizations ◽

Future Research ◽

Cross Sectional ◽

Mediating Role ◽

Organizational Purpose ◽

Person Organization Fit ◽

The Relationship

Drawing from self-determination theory and person-organization fit theory, the present study contributes to the literature on organizational purpose by examining the relationship between perceived organizational purpose and work engagement and the mediating role of person-organizational purpose (P-OP) fit herein. Based on data from a cross-sectional quantitative study among 517 knowledge workers from five financial service organizations, we tested two possible psychological mechanisms underlying the direct and indirect relationships between perceived organizational purpose and work engagement. The results of our structural equation modelling confirmed the hypothesized indirect effect model in which perceived organizational purpose was positively associated with work engagement, both directly and indirectly via P-OP fit. These findings show that organizational purpose has the capacity to directly and indirectly foster work engagement. The study suggests avenues for future research in OB, strategic HRM, and marketing.

Download Full-text

Self-Efficacy as a function of Work Engagement with the mediating role of Organizational Trust in Higher Educational Institutions.

iRASD Journal of Management ◽

10.52131/jom.2021.0302.0037 ◽

2021 ◽

Vol 3 (2) ◽

pp. 185-199

Author(s):

Muhammad Adnan ◽

Ather Ummad Khan ◽

Raisham Hayee

Keyword(s):

Work Engagement ◽

Self Efficacy ◽

Organizational Trust ◽

The Self ◽

Educational Institutions ◽

Future Research ◽

Higher Educational Institutions ◽

Mediating Role ◽

The Relationship

Purpose: The purpose of this paper is to find out the impact of the self-efficacy on work engagement in the employees working in the organization especially on the educationists (teachers and professors) working in the educational institutions of Southern Punjab, Pakistan. Methodology/Design: The paper focuses on the survey with a questionnaire containing 30 questions with 7-point Likert Scale ranging from 1.0 (Strongly Disagree) to 7.0 (Strongly Agree) inculcating all three variables (self-efficacy, organizational trust and work engagement). The sample population was obtained from the Southern Punjab including the teachers and professors working in the public as well as private sector institutions. Quantitative data was analyzed through Pearson Correlation and Multiple Linear Regression. Findings: The study finds the institutions pertaining to the higher education especially in South Punjab, Pakistan must focus on imparting self-efficacy within the employees to have high performance and growth. Limitations/Future Research: The study was based on a single research approach for investigation i.e., quantitative which may affect the investigation’s outcomes. Furthermore, the findings of current study are cross-sectional. Future study may entail longitudinal study for investigating the relationship between self-efficacy and work engagement. Moreover, the study has been conducted with one mediator – organizational trust. Future research may go with more or other mediators like working conditions, employees’ motivations, goal progress. Practical Implications: The authors discuss the importance of the self-efficacy in the employees in order to enhance the work engagement within them through building the organizational trust. Originality/Value: This study is fist of its kind that discusses the relationship between self-efficacy as well as the work engagement with a mediating role of organizational trust. The paper highlights the importance of the self-efficacy while employees exert their efforts to achieve their objectives enthusiastically due to the trust they have in the organizations. Keywords: Self-Efficacy, Work Engagement, Organizational Trust, Educationists, Higher Educational Institutions, Southern Punjab

Download Full-text

Service climate and employee well being in higher education

Journal of Management & Organization ◽

10.1017/s1833367200003369 ◽

2008 ◽

Vol 14 (2) ◽

pp. 155-167 ◽

Cited By ~ 3

Author(s):

Angela Martin

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Well Being ◽

Future Research ◽

Service Climate ◽

University Staff ◽

Stakeholder Relationships ◽

Equation Modelling ◽

Psychological Dysfunction ◽

The Relationship

AbstractA growing emphasis on the discourse of ‘student as customer’ has increased the salience of the concept of service climate in universities and anecdotal evidence suggests that this may have placed increased pressure on staff. This study investigated the relationship between service climate and psychological well being in a sample of 340 university staff. Questionnaire data was analysed using structural equation modelling showed that a positive service climate was negatively related to job-induced tension and positively related to job satisfaction. Job-induced tension also mediated the effects of service climate on psychological dysfunction and job satisfaction. Implications for management of university stakeholder relationships and directions for future research are discussed.

Download Full-text

Service climate and employee well being in higher education

Journal of Management & Organization ◽

10.5172/jmo.837.14.2.155 ◽

2008 ◽

Vol 14 (2) ◽

pp. 155-167 ◽

Cited By ~ 3

Author(s):

Angela Martin

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Well Being ◽

Future Research ◽

Service Climate ◽

University Staff ◽

Stakeholder Relationships ◽

Equation Modelling ◽

Psychological Dysfunction ◽

The Relationship

Download Full-text

“Mission Matters”

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v28i4.767-793 ◽

2015 ◽

Vol 28 (4) ◽

pp. 767-793

Author(s):

ByungJik Kim ◽

WonKoo Ji ◽

SangGil Jeon

Keyword(s):

Organizational Identification ◽

Structural Equation ◽

Organizational Trust ◽

Equation Modeling ◽

Future Research ◽

Mediation Model ◽

Private Bank ◽

Moderated Mediation Model ◽

Corporate Social ◽

The Relationship

The current study tested whether organizational trust mediated the relationship between perceived corporate social responsibility(CSR) and organizational identification(OI). In order to investigate the hypotheses, 11843 employees in private bank were sampled across two time points. Using structural equation modeling(SEM), we set moderated mediation model which elaborately delves into the significance of the hypotheses. The results showed that organizational trust mediated the link between perceived CSR and OI. In addition, the relationship between perceived CSR and organizational trust was moderated by mission commitment. The implications and limitations, and suggestions for future research were discussed.

Download Full-text

Examining the mediating role of organizational trust in the relationship between CSR practices and job outcomes

Social Responsibility Journal ◽

10.1108/srj-01-2017-0007 ◽

2018 ◽

Vol 14 (3) ◽

pp. 433-447 ◽

Cited By ~ 4

Author(s):

Santhosh Manimegalai ◽

Rupashree Baral

Keyword(s):

Stakeholder Theory ◽

Work Engagement ◽

Organizational Trust ◽

Well Being ◽

Manufacturing Firms ◽

Mediating Effect ◽

Job Outcomes ◽

Content Type ◽

The Relationship

Purpose The purpose of this study is to examine the relationship between perceived corporate social responsibility (CSR) and employees’ job outcomes, namely, work engagement and organizational citizenship behavior (OCB) in select Indian manufacturing firms. This study also aims to measure the mediating effect of organizational trust in the above link. Design/methodology/approach Based on the stakeholder theory of CSR, the proposed model was tested using data from 284 employees across eight manufacturing firms in South India extensively involved in CSR activities. Data were analyzed using hierarchical regression techniques. Findings Significant positive association between CSR activities toward only three stakeholders (employees, customers and environment) and the outcome variables (work engagement and OCB) were observed. Organizational trust partially mediated the relationship between CSR activities and job outcomes. Findings reveal that organizational trust is the underlying mechanism by which organization’s involvement in CSR activities positively influences job outcomes. The implications are discussed along the lines of the findings. Originality/value Substantial macro-level research studies are available linking CSR activities with tangible outcomes, such as financial outcomes. Literature suggests the need for more research on CSR at the micro level i.e., how CSR practices affect the attitude, behavior, well-being and work engagement of employees. This study also addressed the important research gap by considering the stakeholder theory of CSR in a non-western context. Moreover, the mechanism through which CSR relates to employees’ job-related outcomes is relatively underexplored. Therefore, the current study captured the role of organizational trust as a mediator.

Download Full-text