scholarly journals Pro-Environmental Employee Engagement: The Influence of Pro-Environmental Organizational, Job and Personal Resources

2021 ◽  
Vol 14 (1) ◽  
pp. 43
Author(s):  
Simon L. Albrecht ◽  
Andy Bocks ◽  
Jack Dalton ◽  
Anthea Lorigan ◽  
Alec Smith
Keyword(s):  
Employee Engagement ◽  
Environmental Sustainability ◽  
Meaningful Work ◽  
Self Report ◽  
Job Resources ◽  
Environmental Responsibility ◽  
Future Research ◽  
Personal Resources ◽  
Full Time ◽  
Corporate Environmental Responsibility

As organizations continue to respond to the existential challenge that is climate change, the extent to which employees engage in environmental sustainability is critical to that response. This study introduces new measures of pro-environmental employee engagement, pro-environmental job resources and pro-environmental meaningful work. Based on engagement theory, a model is tested that shows how perceived corporate environmental responsibility, pro-environmental job resources (supervisor support, involvement, information) and pro-environmental meaningful work (a personal resource) influence pro-environmental employee engagement. Online self-report survey data were collected through convenience sampling from 285 full-time and part-time employees (aged 18–89 years) working across a range of occupations and organizations in Australia. Data were analyzed using a confirmatory factor analysis (CFA) and structural equation modelling (SEM). In support of the proposed model, CFA and SEM results generally yielded a good fit to the data. Eight of nine proposed direct effects involving corporate environmental responsibility, pro-environmental job resources (modelled as a higher-order construct), pro-environmental meaningful work, and pro-environmental engagement, were significant. All proposed indirect effects within a re-specified model were significant. The final model explained 51% of the variance in pro-environmental job resources; 20% in pro-environmental meaningful work; and 71% in pro-environmental employee engagement. Overall, the results indicate that perceived organizational, job and personal resources play a motivational role in enhancing pro-environmental employee engagement. The study contributes a theory-based model and new measures of employee pro-environmental resources and engagement. The model can be applied to help organizations assess and develop interventions to address the critically important issue of environmental sustainability. Future research directions and study limitations are discussed.

scholarly journals Meaningful Work, Job Resources, and Employee Engagement

2021 ◽  
Vol 13 (7) ◽  
pp. 4045
Author(s):  
Simon L. Albrecht ◽  
Camille R. Green ◽  
Andrew Marty
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Meaningful Work ◽  
Organizational Outcomes ◽  
Job Resources ◽  
Psychological State ◽  
Future Research ◽  
Theoretical Frameworks ◽  
Positive Direct ◽  
The Relationship

Meaningful work and employee engagement have been the subject of increasing interest in organizational research and practice over recent years. Both constructs have been shown to influence important organizational outcomes, such as job satisfaction, wellbeing, and performance. Only a limited amount of empirical research has focused on understanding the relationship within existing theoretical frameworks. For this study, meaningful work is proposed as a critical psychological state within the job demands-resources (JD-R) model that can therefore, in part, explain the relationship between job resources and employee engagement. Survey data collected from 1415 employees working in a range of organizations, across a number of industries, were analyzed with confirmatory factor analysis (CFA) and structural equation modelling (SEM). In support of expectations, job variety, development opportunities, and autonomy, each had a significant and positive direct association with meaningful work. These job resources also had a significant and positive indirect effect on employee engagement via meaningful work. Although job variety, development opportunities, autonomy, and feedback had significant positive direct associations with engagement, contrary to expectations, supervisor support had a negative association with engagement. The final model explained a sizable proportion of variance in both meaningful work (49%) and employee engagement (65%). Relative weights analyses showed that job variety was the strongest job resource predictor of meaningful work, and that meaningful work was more strongly associated with employee engagement than the job resources. Overall, the results show that meaningful work plays an important role in enhancing employee engagement and that providing employees with skill and task variety is important to achieving that goal. Practical implications, study limitations, and future research opportunities are discussed.

scholarly journals Employee engagement and Emotional Exhaustion of Fly-In-Fly-Out Workers: A Diary Study

2018 ◽  
Author(s):  
Simon Albrecht ◽  
Jeromy Anglim
Keyword(s):  
Employee Engagement ◽  
Emotional Exhaustion ◽  
Hierarchical Modeling ◽  
Job Demands ◽  
Job Resources ◽  
Future Research ◽  
Bayesian Hierarchical ◽  
Emotional Demand ◽  
Work Cycle ◽  
Emotional Demands

Objective: Although Fly-in-Fly-Out (FIFO) work practices are widely used, little is known about their impact on the motivation and wellbeing of FIFO workers across the course of their work cycles. Drawing from the Job Demands-Resources model, we aimed to test for the within-person effects of time of work cycle, job demands, and job resources on emotional exhaustion and employee engagement at three day-intervals. Method: Fifty-two FIFO workers filled out three or more on-line diary surveys after every three days of their on-site work roster. The survey consisted of items drawn from previously validated scales. Bayesian hierarchical modeling of the day-level data was conducted. Results: Workers, on average, showed a decline in engagement and supervisor support, and an increase in emotional demand over the course of the work cycle. The results of the hierarchical modeling showed that day-level autonomy predicted day-level engagement and that day-level workload and emotional demands predicted emotional exhaustion. Conclusions: The findings highlight the importance of managing FIFO employees' day-to-day experiences of job demands and job resources because of their influence on employee engagement and emotional exhaustion. To best protect FIFO worker day-level wellbeing, employing organisations should ensure optimal levels of job autonomy, workload, and emotional demands. Practical implications, study limitations and areas for future research are outlined.

Test of the job demand resources model in Thailand

2019 ◽  
Vol 22 (1) ◽  
pp. 2-21
Author(s):  
Manjiri Kunte ◽  
Parisa Rungruang
Keyword(s):  
Role Conflict ◽  
Work Engagement ◽  
Self Efficacy ◽  
Job Demands ◽  
Self Report ◽  
Job Resources ◽  
Personal Resources ◽  
Cross Sectional ◽  
Content Type

PurposeThe purpose of this paper is to test the hypothesized relationships between job demands, job resources and personal resources toward work engagement, by utilizing a cross section of Thai employees.Design/methodology/approachIn this study, a group of employees (n=416) responded to a set of self-report surveys on job demands, job resources, personal resources and work engagement.FindingsThe results of the hierarchical regression analysis supported the relationships between job demands (i.e. workload and role conflict), job resources, personal resources (self-efficacy) and work engagement. In addition, the results supported the role of (positive) self-esteem as moderator in the role ambiguity and work engagement relationship, and the role of self-efficacy in buffering the effect of role conflict and workload on work engagement. The final model explained 43 percent of the variance in the dependent variable.Research limitations/implicationsThis study will help managers in understanding employee expectations and providing appropriate feedback. Devising effective jobs, which lead to perceptions of meaningfulness, safety and availability leading to improved engagement.Originality/valueThis is the first study employing the job demands resources model in a cross-sectional study in Thailand.

Environmental Workplace Behaviors

2016 ◽  
Vol 30 (1) ◽  
pp. 51-70 ◽  
Author(s):  
Cristina E. Ciocirlan
Keyword(s):  
Organizational Behavior ◽  
Employee Engagement ◽  
Environmental Sustainability ◽  
Organizational Level ◽  
Future Research ◽  
Work Behaviors ◽  
Environmental Behaviors ◽  
Workplace Behaviors ◽  
Trust And Power ◽  
Corporate Social

In response to recent calls for more micro-foundation research in corporate social responsibility, this article approaches environmental sustainability from an organizational behavior/human resource perspective. Specifically, this article refines the concept of the environmental workplace behaviors (EWBs), defined here as “work behaviors directed toward the protection or improvement of the natural environment, which may or may not generate value for the organization; these behaviors may be performed by employees situated at any organizational level.” EWBs include organization citizenship behaviors for the environment (OCBEs), environmental in-role behaviors (EIRBs), and environmental counterproductive workplace behaviors (ECWBs). Furthermore, the article distinguishes between low-intensity and high-intensity EWBs and discusses the importance of constructs such as trust and power for green employee engagement in EWBs. The article concludes with recommendations for future research and practice in the area of environmental behaviors in organizations.

scholarly journals Prospects for implementation of corporate environmental responsibility concept: the eu experience for Ukraine

2020 ◽  
Vol 11 (8) ◽  
pp. 600
Author(s):  
Bohdan Andrushkiv ◽  
Liliya Melnyk ◽  
Viktor Palianytsia ◽  
Olena Sorokivska ◽  
Roman Sherstiuk
Keyword(s):  
Environmental Sustainability ◽  
Business Environment ◽  
European Countries ◽  
Ecological Sustainability ◽  
Environmental Responsibility ◽  
Corporate Environmental Responsibility ◽  
Factors Affecting ◽  
Environmental Practice ◽  
Environmental Sustainability Index ◽  
The Eu

A comparative analysis of the main indicators of ecological sustainability in Ukraine and European countries has been done and the economic indicators of nature use in Ukraine have been studied. The purpose of this article is to study the experience and development peculiarities of corporate environmental responsibility, as well as the implementation of better European environmental practice in Ukrainian business. The research methodology concerns to the study of the Environmental Sustainability Index of Ukraine and European countries, as well as the Eco-innovations Index. The key criteria for corporate environmental responsibility has been identified based on the analysis results and a list of factors affecting the environmental responsibility of the enterprise has been formed. The conceptual framework of corporate environmental responsibility in Ukraine with application European principles and approaches for creating a favourable business environment has been developed.

scholarly journals Corporate Environmental Responsibility in Malaysia and India: A Preliminary Analysis

2019 ◽  
Vol 4 (11) ◽  
pp. 195
Author(s):  
Irini Ibrahim ◽  
Khor Poy Hua ◽  
Sodiq Omoola
Keyword(s):  
Environmental Sustainability ◽  
Publishing House ◽  
Policy Framework ◽  
Environmental Responsibility ◽  
Toxic Substances ◽  
Corporate Environmental Responsibility ◽  
Environmentally Sustainable ◽  
International Publishing ◽  
Corporate Social ◽  
Open Access Article

Following the activities of a tyre recycling company in Johor, Malaysia, over 2000 people fell sick and 111 schools were shut when toxic substances were released into the Sungai Kim Kim, a river in Pasir Gudang. This paper examines the relevance of corporate environmental responsibility (CER) policy framework in ensuring constant environmental sustainability by corporate bodies in Malaysia. The paper adopts a comparative law research methodology to assess the potential impact of environmentally sustainable corporate social responsibility across two jurisdictions i.e., Malaysia and India. Looking at existing CER framework in another jurisdiction, the paper argues that voluntary and mandatory CER can strengthen existing environmental regulations in Malaysia under the environmental regulation in Malaysia.Keywords: Environment, Corporate Environment Responsibility, Malaysia, IndiaeISSN: 2398-4287 © 2019. The Authors. Published for AMER ABRA cE-Bs by e-International Publishing House, Ltd., UK. This is an open access article under the CC BYNC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer–review under responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians) and cE-Bs (Centre for Environment-Behaviour Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia.DOI: https://doi.org/10.21834/e-bpj.v4i11.1662

Moderating Role of Self-efficacy on Benign Envy—Employee Engagement Relationship

2020 ◽  
Vol 8 (2) ◽  
pp. 232-243
Author(s):  
Md. Hassan Jafri
Keyword(s):  
Employee Engagement ◽  
Self Efficacy ◽  
Service Sector ◽  
Self Report ◽  
Future Research ◽  
Design Data ◽  
Cross Sectional ◽  
Private Organizations ◽  
Benign Envy ◽  
The Relationship

Perception of negative emotions including envy is on rise specifically in private organizations, which has important implications on employees’ attitudes and behaviors. This study examined the relationship between benign envy (one of the two forms of envy) and employee engagement. Furthermore, mechanisms underlying benign envy–outcome relationship are not well understood. To enhance this knowledge, this study investigated self-efficacy as a mechanism in understanding the relationship between benign envy and employee engagement. Relying on cross-sectional study design, data were gathered from 107 employees at two different point of times from private organizations of the service sector. Self-report measures comprising of all variables of the study were adopted. Data were analyzed and interpreted using Statistical Package for Social Sciences 21. Correlations and moderated regression analyses revealed that benign envy is not significantly related to employee engagement. However, the results revealed that the interaction term of benign envy and self-efficacy had significant influence on employee engagement, that is, the relationship between the two variables became significant under the condition of high self-efficacy. The implications and limitations of the study are discussed and the article concluded with an outline for possible future research.

scholarly journals Modeling Corporate Environmental Responsibility Perceptions and Job-Seeking Intentions: Examining the Underlying Mechanism

2021 ◽  
Vol 13 (11) ◽  
pp. 6270
Author(s):  
Md Sohel Chowdhury ◽  
Dae-seok Kang
Keyword(s):  
Structural Equation ◽  
Organizational Trust ◽  
Underlying Mechanism ◽  
Equation Modeling ◽  
Environmental Responsibility ◽  
Future Research ◽  
Corporate Environmental Responsibility ◽  
Job Seeking ◽  
Study Results ◽  
Research Findings

This study aims to propose and empirically test a research model to examine the relationship between prospective employees’ corporate environmental responsibility (CER) perceptions and their attraction to an organization based on social theories. This may be the first study to elucidate how CER perceptions can influence prospective employees’ job-seeking intentions by exploring the sequential mediating mechanism of organizational trust and job-seeking attitudes in a prehire context. Collecting data from a sample of 357 young prospective employees, the research hypotheses were tested using path analysis with AMOS (version 24), a structural equation modeling (SEM) program. The study results revealed direct association of CER perceptions and job-seeking attitudes with job-seeking intentions. Observably, the organizational trust could not predict job-seeking intentions. However, organizational trust and job-seeking attitudes together sequentially and partially mediated the direct effects of CER perceptions on job-seeking intentions. In line with the research findings, some notable theoretical contributions and practical implications for HR professionals have been discussed. The paper concludes by presenting some limitations and future research directions.

scholarly journals In the Eye of the Beholder: Challenge and Hindrance Appraisals of Work Characteristics and Their Implications for Employee’s Well-Being

2021 ◽  
Vol 12 ◽  
Author(s):  
Peikai Li ◽  
Maria C. W. Peeters ◽  
Toon W. Taris ◽  
Yejun Zhang
Keyword(s):  
Employee Engagement ◽  
Job Demands ◽  
Well Being ◽  
Job Characteristics ◽  
Job Resources ◽  
Future Research ◽  
Appraisal Theory ◽  
Beneficial Effects ◽  
Future Research Directions ◽  
Detrimental Impact

Previous research on the association between job characteristics and employee well-being has returned mixed results. In particular, the possible impact of individual appraisal of these job characteristics has not been well-acknowledged. To address this limitation, we drew on appraisal theory and examined: (a) how workers appraise particular job characteristics, and (b) how these appraisals affect the relationships between these job characteristics and well-being (i.e., work engagement and burnout). We tested our hypotheses across two studies. In a cross-occupation sample (Study 1, n = 514), we found that job demands and resources can be appraised as both challenges and hindrances. In addition, challenge appraisals can mitigate the detrimental impact of job demands on engagement and burnout; and hindrance appraisals can strengthen the detrimental effects of job demands on burnout. Further, hindrance appraisals of job resources reduce their beneficial effects on engagement and burnout. Study 2 (n = 316 nurses in a hospital) further showed that challenge appraisals of job demands can reduce their impact on burnout while challenge appraisals of job resources will strengthen their positive effect on employee engagement and burnout. We discuss study implications as well as future research directions.

scholarly journals The effect of occupational meaningfulness on occupational commitment

2013 ◽  
Vol 6 (2) ◽  
pp. 15-23 ◽  
Author(s):  
Itai Ivtzan ◽  
Emily Sorensen ◽  
Susanna Halonen
Keyword(s):  
Meaning In Life ◽  
Meaningful Work ◽  
Specific Role ◽  
Personal Meaning ◽  
Occupational Commitment ◽  
Future Research ◽  
Full Time ◽  
Online Questionnaire ◽  
Research Directions ◽  
Future Research Directions

Existing research lacks a scholarly consensus on how to define and validly measure ‘meaningful work’ (e.g., Rosso, Dekas & Wrzesniewski, 2010). The following correlational study highlights the value of investigating meaningfulness in the context of occupational commitment. The study hypothesizes that occupational commitment is positively correlated with occupational meaningfulness, where meaningfulness is defined as the extent to which people’s occupations contribute to personal meaning in life. One-hundred and fifty-six full-time office based UK workers completed an online questionnaire including 18 questions measuring levels of occupational commitment (Meyer, Allen & Smith, 1993), in addition to six novel items measuring occupational meaningfulness. The results supported the hypothesis and also showed that the affective sub-type of occupational commitment had the highest correlation with occupational meaningfulness. Such results exhibit the importance of finding meaning at work, as well as the relevance of this to one’s level of commitment to his or her job. This paper argues that individuals should consider OM before choosing to take a specific role, whereas organizations ought to consider the OM of their potential candidates before recruiting them into a role. Possible directions for future research directions are also discussed.

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