scholarly journals Having the Cake and Eating It Too: First-Order, Second-Order and Bifactor Representations of Work Engagement

2021 ◽  
Vol 12 ◽  
Author(s):  
Janos Salamon ◽  
István Tóth-Király ◽  
Beáta Bõthe ◽  
Tamás Nagy ◽  
Gábor Orosz
Keyword(s):  
Work Engagement ◽  
Turnover Intentions ◽  
Short Version ◽  
Work Addiction ◽  
Scientific Debate ◽  
First Order ◽  
Global Factor ◽  
Two Samples ◽  
Specific Factors ◽  
Global Work

Even though work engagement is a popular construct in organizational psychology, the question remains whether it is experienced as a global construct, or as its three components (vigor, dedication, absorption). The present study thus contributes to the ongoing scientific debate about the dimensionality of work engagement systematically compared one-factor, first-order, higher-order, and bifactor confirmatory factor analytic (CFA) representations of work engagement measured by the short version of Utrecht Work Engagement Scale (UWES-9). We also documented the validity evidence of the most optimal representation based on its test-criterion relationship with basic psychological need fulfillment at work, turnover intentions, work addiction, and work satisfaction. Based on responses provided by two distinct samples of employees (N1 = 242, N2 = 505), our results supported the superiority of the bifactor-CFA representation including a global factor of work engagement and three co-existing specific factors of vigor, dedication, and absorption. This representation replicated well across the two samples through tests of measurement invariance. Finally, while global work engagement was substantially related to all correlates, the specific factors also demonstrated meaningful associations over and above the global levels of work engagement.

scholarly journals Work Addiction and Work Engagement: A Network Approach to Cross-Cultural Data

2021 ◽  
Author(s):  
Piotr Bereznowski ◽  
Aleksandra Bereznowska ◽  
Paweł Andrzej Atroszko ◽  
Roman Konarski
Keyword(s):  
Work Engagement ◽  
Cross Cultural ◽  
Network Node ◽  
Work Addiction ◽  
Utrecht Work Engagement Scale ◽  
Node Centrality ◽  
Three Samples ◽  
Two Samples ◽  
The Stability ◽  
Lasso Method

This study aimed to investigate direct relationships of work addiction symptoms with dimensions of work engagement. We used three samples in which work addiction was measured with the Bergen Work Addiction Scale and work engagement was measured with the Utrecht Work Engagement Scale. One sample comprised responses from working Norwegians (n1 = 776) and two samples comprised responses from working Poles (n2 = 719; n3 = 715). We jointly estimated three networks using the fused graphic lasso method. Additionally, we estimated the stability of each network, node centrality, node predictability, and quantitatively compared all networks. The results showed that absorption and mood modification could constitute a bridge between work addiction and work engagement. It suggests that further investigation of properties of absorption and mood modification might be crucial for answering the question of how engaged workers become addicted to work.

scholarly journals Work Addiction and Work Engagement: a Network Approach to Cross-Cultural Data

2021 ◽  
Author(s):  
Piotr Bereznowski ◽  
Aleksandra Bereznowska ◽  
Paweł A. Atroszko ◽  
Roman Konarski
Keyword(s):  
Work Engagement ◽  
Cross Cultural ◽  
Network Node ◽  
Work Addiction ◽  
Utrecht Work Engagement Scale ◽  
Node Centrality ◽  
Three Samples ◽  
Two Samples ◽  
The Stability ◽  
Lasso Method

Abstract This study aimed to investigate direct relationships of work addiction symptoms with dimensions of work engagement. We used three samples in which work addiction was measured with the Bergen Work Addiction Scale and work engagement was measured with the Utrecht Work Engagement Scale. One sample comprised responses from working Norwegians (n1 = 776), and two samples comprised responses from working Poles (n2 = 719; n3 = 715). We jointly estimated three networks using the fused graphic lasso method. Additionally, we estimated the stability of each network, node centrality, and node predictability and quantitatively compared all networks. The results showed that absorption and mood modification could constitute a bridge between work addiction and work engagement. It suggests that further investigation of properties of absorption and mood modification might be crucial for answering the question of how engaged workers become addicted to work.

scholarly journals Determinants of voluntary turnover: A data-driven analysis for blue and white collar workers

Work ◽  
2021 ◽  
pp. 1-19
Author(s):  
Evy Rombaut ◽  
Marie-Anne Guerry
Keyword(s):  
Turnover Intentions ◽  
Voluntary Turnover ◽  
White Collar ◽  
Interview Data ◽  
Data Driven ◽  
Employee Behavior ◽  
Number Of Children ◽  
White Collar Workers ◽  
Specific Factors ◽  
Actual Turnover

BACKGROUND: There is a growing interest in HR-analytics because of its ability to analyze employee behavior based on HR data. Predicting voluntary turnover of employees is an important topic of study, both in academia and industry. OBJECTIVE: The current study analyzes determinants for turnover, distinguishing between blue and white collar workers. The turnover analyses are based on a dataset from a payroll company, in contrary to previous turnover studies that used survey and interview data. METHODS: The studied dataset contains demographic and work specific factors for more than 380000 employees in 15692 Belgian corporations. Logistic regression is used to estimate individual turnover probabilities, the goodness of the model is tested with the AUC method. RESULTS: The study confirms turnover determinants and differences between blue and white collar workers that were described in previous work based on survey and interview data. Additionally, the study exposes so far unstudied turnover determinants and differences between blue and white collar workers. Confirmed determinants are among others age, seniority, pay and work distance. New determinants are company car, meal vouchers, night work and sickness. Different relationships to turnover are revealed for blue and white collar workers based on gender, number of children, nationality and pay. CONCLUSIONS: The presented dataset-based approach has its merit in analyzing turnover: it enables to study actual turnover instead of turnover intentions, and reveals new turnover determinants and differences between blue and white collar workers.

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 The engagement and retention of non-profit employees in Belgium and South Africa

2016 ◽  
Vol 15 ◽  
Author(s):  
Michelle Renard ◽  
Robin J. Snelgar
Keyword(s):  
South Africa ◽  
Work Engagement ◽  
Qualitative Data ◽  
Turnover Intentions ◽  
Full Time ◽  
Non Profit ◽  
Managerial Implications ◽  
Part Time ◽  
Time Basis ◽  
Depth Interviews

Orientation: A lack of qualitative research exists that investigates work engagement and retention within Belgium and South Africa, particularly within the non-profit sector.Research purpose: The study aimed to gather in-depth qualitative data pertaining to the factors that promote work engagement and retention amongst non-profit employees working within these two countries.Motivation for the study: Because of scarce funding and resources, non-profit organisations are pressured to retain their talented employees, with high levels of turnover being a standard for low-paid, human-service positions. However, when individuals are engaged in their work, they display lower turnover intentions, suggesting the importance of work engagement in relation to retention.Research design, approach and method: Non-probability purposive and convenience sampling was used to organise in-depth interviews with 25 paid non-profit employees working on either a full-time or a part-time basis within Belgium and South Africa. Thematic analysis was used to analyse the qualitative data produced.Main findings: Participants were found to be absorbed in, dedicated to and energised by their work, and revealed numerous aspects promoting their retention including working towards a purpose, finding fulfilment in their tasks and working in a caring environment.Practical/managerial implications: Non-profit organisations should develop positive work environments for their employees to sustain their levels of work engagement, as well as place significance on intrinsic rewards in order to retain employees.Contribution: This study provides insights into the means by which non-profit employees across two nations demonstrate their enthusiasm, pride and involvement in the work that they perform. It moreover sheds light on the factors contributing to such employees intending to leave or stay within the employment of their organisations.

scholarly journals The Relationships between Employee Occupational Self-efficacy, Structural Empowerment, and Work Engagement

Psichologija ◽  
2019 ◽  
Vol 59 ◽  
pp. 37-52 ◽  
Author(s):  
Irena Žukauskaitė ◽  
Dalia Bagdžiūnienė ◽  
Rita Rekašiūtė Balsienė
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Professional Growth ◽  
Organizational Structures ◽  
Information Support ◽  
Short Version ◽  
Structural Empowerment ◽  
Personal Belief ◽  
Formal Power

Nowadays the competitive advantage of any organization mainly relies not only on technologies or material resources but also on competitive, energetic, engaged employees, who are willing to share their knowledge, skills, and experience. Organizations must not only recruit talents but also inspire them and create the conditions in which they reveal themselves and have the prospect for professional growth. According to Bandura (1982), the personal belief of how well one can execute courses of action required to deal with prospective situations may become crucial for work success. The present study integrates Bandura’s (1982; 1989) Social Cognitive, Kanter’s (1977; 1979) Structural Empowerment, and Schaufeli and Bakker’s(2004) Work Engagement theories and is aimed (1) to analyze the relationships between employee occupational self-efficacy, structural empowerment, and work engagement and (2) to determine the role of occupational self-efficacy in the relationships between the elements of structural empowerment and work engagement. A total of 1636 specialist level employees from one Lithuanian public sector organization were surveyed online. Ninety four percent of the respondents were female, six percent were male. The average age of the respondents was 45.71 (SD = 10.34) years, with the average of 8.29 (SD = 7.23) years of working experience. All respondents had higher education. Occupational self-efficacy was measured using the Schyns & von Collani (2002) OCCSEEF scale (short version), structural empowerment elements (access to opportunity, information, support, and resources, informal power and formal power) were measured using the Conditions of Work Effectiveness Questionnaire – II (CWEQ – II) (Laschinger, Finegan, Shamian, & Wilk, 2001), and the Utrecht Work Engagement Scale (UWES-9) (Schaufeli, Bakker, & Salanova, 2006) was used to measure work engagement. Structural equation modelling (SEM) was applied to determine the mediating role of occupational self-efficacy in the relationships between elements of structural empowerment and work engagement. The analysis revealed that all dimensions of structural empowerment positively predicted occupational self-efficacy, and that occupational self-efficacy positively predicted work engagement. Formal power directly positively predicted work engagement, occupational self-efficacy fully mediated the relationship between informal power and work engagement and partially mediated the relationships between certain predictors (access to opportinity, information, and resources) and work engagement. Despite some limitations (e.g., this being a cross-sectional study, and that specialist level employees were surveyed from one organization), the results of the study highlighted, first, that employee occupational self-efficacy and work engagement might be strengthened by empowering organizational structures, and, second, that occupational self-efficacy is an important personal characteristic explaining the relationships between empowering organizational structures and employee work engagement. Perspectives for future research and practical implications are discussed.

scholarly journals How do aggression source, employee characteristics and organisational response impact the relationship between workplace aggression and work and health outcomes in healthcare employees? A cross-sectional analysis of the National Health Service staff survey in England

BMJ Open ◽  
2020 ◽  
Vol 10 (8) ◽  
pp. e035957
Author(s):  
Shannon Cheng ◽  
Jeremy Dawson ◽  
Julie Thamby ◽  
Winston R Liaw ◽  
Eden B King
Keyword(s):  
National Health Service ◽  
Health Service ◽  
National Health ◽  
Work Engagement ◽  
Turnover Intentions ◽  
Future Research ◽  
Negative Effects ◽  
Service Staff ◽  
Employee Characteristics ◽  
Healthcare Employees

ObjectivesTo examine the prevalence of aggression in healthcare and its association with employees’ turnover intentions, health and engagement, as well as how these effects differ based on aggression source (patients vs colleagues), employee characteristics (race, gender and occupation) and organisational response to the aggression.DesignMultilevel moderated regression analysis of 2010 National Health Service (NHS) survey.Setting147 acute NHS trusts in England.Participants36 850 participants across three occupational groups (14% medical/dental, 61% nursing/midwifery, 25% allied health professionals or scientific and technical staff).Main outcome measuresEmployee turnover intentions, health and work engagement.ResultsBoth forms of aggression (from patients and colleagues) have significant and substantial effects on turnover intentions, health and work engagement; however, for all three outcome variables, the effect of aggression from colleagues is more than twice the size of the effect of aggression from patients. Organisational response was found to buffer the negative effects of aggression from patients for turnover intentions and the negative effects of aggression from patients and colleagues for employee health. The results also demonstrated that nurses/midwives, women and Black employees are more likely to experience aggression; however, no clear patterns emerged on how aggression differentially impacts employees of different races, genders and occupations with respect to the outcome variables.ConclusionsAlthough aggression from patients and colleagues both have negative effects on healthcare employees’ turnover intentions, health and work engagement, these negative effects are worse when it is aggression from colleagues. Having an effective organisational response can help ameliorate the negative effects of aggression on employees’ health; however, it may not always buffer negative effects on turnover intentions and work engagement. Future research should examine other approaches, as well as how organisational responses and resources may need to differ based on aggression source.

scholarly journals The holistic work engagement: A study In indonesia oil palm industry

2018 ◽  
Vol 7 (4.9) ◽  
pp. 1
Author(s):  
Nopriadi Saputra ◽  
Sasmoko . ◽  
Sri Bramantoro Abdinagoro
Keyword(s):  
Human Resource Development ◽  
Work Engagement ◽  
Oil Palm ◽  
Goodness Of Fit ◽  
Measurement Model ◽  
Validity And Reliability ◽  
First Order ◽  
Confirmatory Factor ◽  
Order Construct ◽  
Oil Palm Industry

Industry 4.0 encourages organizations to implement holistic framework in human resource development. It is imperative to align concept of work engagement into holistic framework. This study aims to conduct confirmatory factor analysis on holistic work engagement concept and was conducted on 477 supervisors and managers from Indonesia oil palm industry. The data was analyzed by using Lisrel 9.30 and the result explains that the measurement model of holistic work engagement has adequate validity and reliability. The measurement model of the higher order construct has better goodness of fit than first order one. 

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