scholarly journals Teachers' Growth Mindset and Work Engagement in the Chinese Educational Context: Well-Being and Perseverance of Effort as Mediators

2019 ◽  
Vol 10 ◽  
Author(s):  
Guang Zeng ◽  
Xinjie Chen ◽  
Hoi Yan Cheung ◽  
Kaiping Peng
Keyword(s):  
Work Engagement ◽  
Well Being ◽  
Growth Mindset ◽  
Educational Context

Multi-dimensional Individual Work Performance: Predictors and Mediators

2019 ◽  
Vol 7 (1) ◽  
pp. 54-60 ◽  
Author(s):  
Rostiana Rostiana ◽  
Daniel Lie
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Work Performance ◽  
Psychological Empowerment ◽  
Well Being ◽  
Subjective Well Being ◽  
Individual Work ◽  
Holistic Understanding ◽  
Perceived Organisational Support ◽  
The Relationship

Objective - Individual work performance (IWP) has been researched time and time again in the past few decades. Interestingly enough, existing research on IWP focuses mainly on the area of work production and lacks an in-depth holistic understanding of IWP and other interrelated work behaviours. In this study, IWP is explored in the context of a multidimensional construct that includes the dimensions of task, contextual, and counterproductive behaviours. The purpose of this research is to investigate whether the three variables of work engagement (WE), psychological empowerment (PE), and subjective well-being (SWB) mediate and correlate with the relationship between perceived organisational support (POS) and IWP. Methodology/Technique - 780 employees from 4 organisations in Jakarta were selected to participate in this study. The respondents were tasked with responding to five questionnaires including (1) IWP of Koopmans, (2) POS of Eisenberger, (3) SWB of Diener, (4) WE of Baker and Schaufeli, (5) PE of Spreitzer. The data was analysed using structural equation modelling. Findings - The results show that the proposed structural model aligns with the empirical data [X2 (0, N = 780) = 0, p = 1.000; RMSEA=.000]. This research concludes that the relationship between POS and IWP is best mediated by either WE, PE or SWB. Among the three mediators, WE plays the greatest role in mediating the relationship between POS and IWP. Novelty - These findings expand on previous research on the weak relationship between POS and IWP. Type of Paper - Empirical. Keywords: Individual Work Performance; Perceived Organizational Support; Psychological Empowerment; Subjective Well-being; Work Engagement. JEL Classification: L20, L25, L29.

scholarly journals Jobs, Careers, and Callings: Exploring Work Orientation at Mid-Career

2021 ◽  
pp. 089484532110228
Author(s):  
Janet Mantler ◽  
Bernadette Campbell ◽  
Kathryne E. Dupré
Keyword(s):  
Work Engagement ◽  
Career Satisfaction ◽  
Turnover Intentions ◽  
Function Analysis ◽  
Well Being ◽  
Work Orientation ◽  
Full Time ◽  
Tripartite Model ◽  
Job Tenure ◽  
Life Balance

Mid-career is a time when work orientation (i.e., viewing ones’ work as a job, a career, or a calling) comes into sharper focus. Using Wrzeniewski et al.’s tripartite model, we conducted a discriminant function analysis to determine the combination of variables that best discriminates among people who are aligned with a job, a career, or a calling orientation in a sample of 251 full-time, North American mid-career employees. Compared to those who approach work as a job, those with a calling orientation were more engaged in work. The career-oriented stood apart from the others as a function of shorter job tenure, greater turnover intentions, work engagement, career satisfaction, and a tendency to engage in career self-comparisons. Work-orientation groups did not differ significantly in terms of family centrality, work–life balance, life satisfaction, or well-being. The results suggest that the work orientations represent distinct and equally valid ways to approach work.

scholarly journals Factors beyond Workplace Matter: The Effect of Family Support and Religious Attendance on Sustaining Well-Being of High-Technology Employees

Healthcare ◽  
2021 ◽  
Vol 9 (5) ◽  
pp. 602
Author(s):  
Ing-Chung Huang ◽  
Pey-Lan Du ◽  
Long-Sheng Lin ◽  
Tsai-Fei Lin ◽  
Shu-Chun Kuo
Keyword(s):  
Family Support ◽  
Work Engagement ◽  
Spillover Effect ◽  
High Technology ◽  
Well Being ◽  
Moderating Effect ◽  
Religious Attendance ◽  
Subjective Well Being ◽  
Cross Sectional ◽  
Support Work

Background: Apart from the workplace, drawing support from family and religion is critical to maintaining the well-being of high-technology employees. Relying on the job demands-resources model and the positive affective spillover effect, the aim of this study was to investigate the mediated relationship of family support, work engagement and subjective well-being, and the moderating effect of religious attendance on the mediated relationship. Methods: A cross-sectional research design was adopted. Mediation and moderated mediation were tested using the PROCESS macro v3.5 for the SPSS supplement. Purposive sampling was used for the distribution of questionnaires to high-technology employees in Taiwan. Results: Results from the data of 603 high-technology employees indicated that family support, work engagement, and subjective well-being exhibited a significant mediated relationship, and the mediated relationship was stronger among individuals with religious attendance experience. Conclusions: This study emphasizes the driving effect of family support on high-technology employee well-being and the moderating effect of religious attendance as a situational strength. We recommend closely attending to employee well-being because doing so is conducive to both the personal quality of life of employees and the sustainable development of organizations.

scholarly journals Rewards: A predictor of well-being and service quality of school principals in the North-West province

2016 ◽  
Vol 15 ◽  
Author(s):  
Kamohelo Nthebe ◽  
Nicolene Barkhuizen ◽  
Nico Schutte
Keyword(s):  
Service Quality ◽  
Service Delivery ◽  
Work Engagement ◽  
School Principals ◽  
Well Being ◽  
North West ◽  
The North ◽  
Total Rewards ◽  
North West Province

Orientation: School principals have an important role to play in the quality of service delivery in schools. Evidence suggests that school principals are generally poorly compensated, which has an adverse impact on their well-being and subsequent service quality orientation.Research purpose: This study investigated whether rewards are a predictor of well-being and service orientation of school principals in the North-West province.Motivation for the study: Effective school principals are fundamental to the success of any school, which necessitates the establishment of an effective reward and remuneration system.Research design, approach and method: Quantitative research was carried out among school principals (N = 155) in four districts of the North-West province. The Total Rewards Scale, Maslach’s Burnout Inventory – General Survey, the Utrecht Work Engagement Scale and the SERVQUAL measure were administered among the principals.Main findings: The results showed that rewards are a significant predictor of the well-being and service quality of school principals. The results further showed that burnout significantly reduces the service quality of school principals. No significant relationships were found between work engagement and the service quality of school principals.Practical/managerial implications: An effective total rewards system enhances the well-being of school principals and, subsequently, their willingness and commitment to delivering quality services.Contribution: The results of this study point out some key elements that need to be considered by the Department of Education to enable quality service delivery in South African schools.

scholarly journals New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability

2021 ◽  
pp. 239700222110290
Author(s):  
Antonia-Sophie Döbler ◽  
André Emmermacher ◽  
Stefanie Richter-Killenberg ◽  
Joshua Nowak ◽  
Jürgen Wegge
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Personal Resources

The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations.

Work-family enrichment and well-being: the role of occupational future time perspective

2018 ◽  
Vol 23 (6/7) ◽  
pp. 542-556 ◽  
Author(s):  
Hélène Henry ◽  
Donatienne Desmette
Keyword(s):  
Emotional Exhaustion ◽  
Work Engagement ◽  
Older Workers ◽  
Time Perspective ◽  
Well Being ◽  
Future Time Perspective ◽  
Content Type ◽  
Work Family ◽  
The Relationship

Purpose In the context of workforce aging, the purpose of this paper is to investigate the mediating role of occupational future time perspective (OFTP) in the relationship between work–family enrichment (WF-E) and two well-being outcomes (i.e. work engagement and emotional exhaustion). In addition, the moderating role of age on the relationship between WF-E and OFTP, and consequently, on the indirect effects of WF-E on work engagement and emotional exhaustion through OFTP, will be examined. Design/methodology/approach Cross-sectional survey research (n=263) was conducted in a public sector company in Belgium. Structural equation modeling and bootstrap analyses were performed to investigate the hypothesized relationships. Findings The dimension “remaining opportunities” of OFTP mediated the positive relationship between WFE and work engagement, and the negative relationship between WFE and emotional exhaustion. Chronological age moderated the positive relationship between WFE and the dimension “remaining time” of OFTP, with stronger effects among older workers. Research limitations/implications This research has confirmed that OFTP is influenced by WFE and that WFE matters, especially for older workers. Future research should continue to study the effects of the work–family interface on older workers. Practical implications Age management practices should take WFE into consideration when managing an aging workforce. In particular, older workers may benefit from WFE to increase their perception of remaining opportunities at work, which, in turn, increase well-being. Originality/value This study contributes evidence for the role of personal resources (i.e. remaining opportunities) in the relationship between WF-E and well-being at work.

scholarly journals ACCENTUATING THE POSITIVE ORGANIZATIONAL BEHAVIOUR AND WORK ENGAGEMENT CONCEPTS TOWARDS JOB PERFORMANCE QUALITY OF PUBLIC SECTOR STAFF IN WILAYAH PERSEKUTUAN PUTRAJAYA

2017 ◽  
Vol 5 (2) ◽  
pp. 134-140
Author(s):  
Nordayana Zulkifli ◽  
Kalsom Binti Ali
Keyword(s):  
Public Sector ◽  
Job Performance ◽  
Performance Appraisal ◽  
Work Engagement ◽  
Well Being ◽  
Actual State ◽  
Organizational Behaviour ◽  
Performance Quality ◽  
Quality Aspects ◽  
Relationship Of

This study is directed to answer the utilization of positive organization behaviour (POB) theory to encourage the actual state-like psychological resource capacities such as self-efficacy, hope, optimism, and resilience to ascertain workforce capabilities and issues of job performance quality aspects of in-role behaviour and extra-role behaviour, which the researcher believes it can contribute to the development of the workforce.  The questions and relationship of many factors towards job performance quality has been widely debated in human resources field, with scholars discusses various facets such as psychological well-being, performance appraisal, and workplace environment, however the application and implementation of POB are still less discussed in the Asia country as a whole and Malaysia context  as compared to the Western region. This study will also examine the moderating effects of work engagement on the relationship of POB and job performance capabilities among  public sector staff in Wilayah Persekutuan Putrajaya, which focuses to the “Pegawai Tadbir dan Diplomatik” (PTD) officer with the current service year maximum of 5 years.  Data will be collected via questionnaires and the study will be using SPSS and AMOS to analyse the data.  A quantitative study will be conducted towards the process of gaining data and a result regarding POB, work engagement and job performance quality to uncover the philosophy of organizational behaviour with the psychology adding concept and directly it hopes to reveal its antecedents and consequences. Therefore, the findings will be expected to show the effects of POB and work engagement in job performance capabilities which substantial for the public sector staff in order to improve their service quality and higher performance.  

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