scholarly journals Work Engagement in the Context of Confucian Culture: A Case of Chinese Civil Servants

2020 ◽  
Vol 11 ◽  
Author(s):  
Xiaojun Lyu
Keyword(s):  
Organizational Behavior ◽  
Work Engagement ◽  
Eastern China ◽  
Working Relationships ◽  
Positive Organizational Behavior ◽  
Public Servants ◽  
Grounded Theory Research ◽  
Five Dimension ◽  
The Government ◽  
Theory Research

Although work engagement as a positive organizational behavior has gained considerable achievements in recent years, there is still a lack of content research based on certain culture, job, and group characteristics. This study conducts a grounded theory research on work engagement by coding and analyzing the interview files from public servants working in the government located in Eastern China. The result shows a five-dimension construct of work engagement, which includes loyalty to the work, commitment to the working relationships, positive emotion, initiative action, and priority for mixed roles. Additionally, the current study also constructs a theoretical model which discovers the dynamic variables motivating the process of work engagement and the influence of Confucianism.

Effect of organizational justice on work engagement with psychological safety as a mediator: Evidence from China

2016 ◽  
Vol 44 (8) ◽  
pp. 1359-1370 ◽  
Author(s):  
Xiaojun Lyu
Keyword(s):  
Organizational Behavior ◽  
Organizational Justice ◽  
Work Engagement ◽  
Eastern China ◽  
Psychological Safety ◽  
Future Research ◽  
Positive Organizational Behavior ◽  
Mediating Role ◽  
The Impact ◽  
Positive Effect

I explored the impact of organizational justice on work engagement, which is a positive organizational behavior construct, and the underlying psychological mechanism. I hypothesized on the basis of a literature review that organizational justice would have a positive effect on work engagement and that psychological safety would act as a mediator. Participants comprised 254 teachers working in compulsory schools in eastern China. The survey was conducted using organizational justice, psychological safety, and work engagement scales. Data analysis showed that the 3 dimensions of organizational justice, namely, distributive, procedural, and interactional, had a positive effect on teachers' work engagement. In addition, psychological safety played a partial mediating role in the association between organizational justice and work engagement. Theoretical and practical implications are discussed, and directions for future research are suggested.

How do servant leaders promote engagement? A bottom-up perspective of job crafting

2017 ◽  
Vol 45 (11) ◽  
pp. 1815-1827 ◽  
Author(s):  
Rui Yang ◽  
Ying Ming ◽  
Jianhong Ma ◽  
Rongmian Huo
Keyword(s):  
Servant Leadership ◽  
Organizational Behavior ◽  
Work Engagement ◽  
Structural Equation ◽  
Strong Support ◽  
Job Crafting ◽  
Equation Modeling ◽  
Positive Organizational Behavior ◽  
Emotional Healing ◽  
Mediating Role

We drew on the literature addressing servant leadership and job crafting, self-determination theory, and the job demands–resources model, and hypothesized that employees who are supported by servant leadership would craft their own jobs to stay engaged and perform well. Chinese employees (N = 544) working in various organizations participated in a survey. We found that servant leadership, as evaluated by employees, predicted work engagement and that job crafting played a partial mediating role in this relationship. Results of structural equation modeling offered strong support for the proposed model. Specifically, empowering promoted employees' absorption through task crafting, and emotional healing promoted employees' vigor through relational crafting. Our findings enrich the literature on positive organizational behavior and will help with identifying practical considerations around promoting work engagement.

scholarly journals The Effect of Work Engagement and Mindfulness on Organizational Behavior

2020 ◽  
Vol 6 (2) ◽  
pp. 478
Author(s):  
Zülbiye Kaçay ◽  
Nuri Berk Güngör ◽  
Fatih Yenel ◽  
Fikret Soyer
Keyword(s):  
Regression Analysis ◽  
Linear Regression ◽  
Organizational Behavior ◽  
Multiple Linear Regression ◽  
Work Engagement ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Psychological Resilience ◽  
Positive Organizational Behavior ◽  
Utrecht Work Engagement Scale

The aim of this study was to determine the effect of work engagement and mindfulness on positive organizational behavior. A total of 203 participants, 73 females (36.0%) and 130 males (64.0%) working in different positions and levels in the Ministry of Youth and Sports in September 2020 participated in the study voluntarily. The Utrecht Work Engagement Scale, Mindfulness Scale, Positive Organizational Behavior Scale were used in the study. In the analysis of the data; Skewness and Kurtosis, multiple linear regression analysis, Pearson Moments Multiplication Correlation Coefficient, Multiple Linear Regression Analysis and descriptive statistics were used. The work engagement, mindfulness levels of the participants were high and their positive organizational behavior levels were at the acceptable level. It was determined that there was a significant relationship between all the scales and their sub-dimensions. In addition, it was concluded that 37% of optimism, 21% of psychological resilience, 34% of hope and 47% of self-efficacy were explained by vigor, absorption, concentration and mindfulness.

scholarly journals An Investigation into the Mediating Effects of Organizational Commitment Between Psychological Capital and Work Engagement

2019 ◽  
Vol IV (II) ◽  
pp. 307-316
Author(s):  
Nazim Ali ◽  
Zahid Ali ◽  
Adnan Khan
Keyword(s):  
Organizational Commitment ◽  
Organizational Behavior ◽  
Work Engagement ◽  
Psychological Capital ◽  
Measuring Instruments ◽  
Positive Organizational Behavior ◽  
Cross Sectional ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
The Relationship

The main objective of this study was to investigate not only the relationship between Psychological Capital and Work Engagement but also to test the mediating role of Organizational Commitment. A cross-sectional design was used. Data was collected from 226 nurses of the threelarge hospitals of Peshawar, Pakistan. The PCQ, UWES-9 and Meyer and Allen (1991) scales were used as measuring instruments. The results of the study reveal a significant relationship between 1) Psychological Capital and Work Engagement, 2) Psychological Capital and Organizational Commitment, 3) Organizational Commitment and Work Engagement. It was also found that Organizational Commitment partially mediated the relationship between Psychological Capital and Work Engagement. The study will further contribute to the existing literature on positive organizational behavior.

Positive Workplaces

2009 ◽  
pp. 578-588
Author(s):  
Fred Luthans ◽  
Carolyn M. Youssef
Keyword(s):  
Organizational Behavior ◽  
Psychological Capital ◽  
Future Research ◽  
Positive Organizational Behavior ◽  
Performance Impact ◽  
Research Directions ◽  
Future Research Directions ◽  
And Performance ◽  
Definition Of ◽  
Psychological Capacities

Over the years, both management practitioners and academics have generally assumed that positive workplaces lead to desired outcomes. Unlike psychology, considerable attention has also been devoted to the study of positive topics such as job satisfaction and organizational commitment. However, to place a scientifically based focus on the role that positivity may play in the development and performance of human resources, and largely stimulated by the positive psychology initiative, positive organizational behavior (POB) and psychological capital (PsyCap) have recently been introduced into the management literature. This chapter first provides an overview of both the historical and contemporary positive approaches to the workplace. Then, more specific attention is given to the meaning and domain of POB and PsyCap. Our definition of POB includes positive psychological capacities or resources that can be validly measured, developed, and have performance impact. The constructs that have been determined so far to best meet these criteria are efficacy, hope, optimism, and resiliency. When combined, they have been demonstrated to form the core construct of what we term psychological capital (PsyCap). A measure of PsyCap is being validated and this chapter references the increasing number of studies indicating that PsyCap can be developed and have performance impact. The chapter concludes with important future research directions that can help better understand and build positive workplaces to meet current and looming challenges.

scholarly journals A call for longitudinal research in positive organizational behavior

2008 ◽  
Vol 29 (5) ◽  
pp. 705-711 ◽  
Author(s):  
James B. Avey ◽  
Fred Luthans ◽  
Ketan H. Mhatre
Keyword(s):  
Organizational Behavior ◽  
Longitudinal Research ◽  
Positive Organizational Behavior
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