scholarly journals Organizational and Personal Factors That Boost Innovation: The Case of Nurses during COVID-19 Pandemic Based on Job Demands-Resources Model

2022 ◽  
Vol 14 (1) ◽  
pp. 458
Author(s):  
Ariana Moreno Cunha ◽  
Carla Susana Marques ◽  
Gina Santos
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Healthcare Professionals ◽  
Job Demands ◽  
Measurement Instrument ◽  
Personal Factors ◽  
Healthcare Organizations ◽  
The World ◽  
Innovative Behaviour ◽  
Positive Effect

Since 2019, the world has been experiencing a pandemic period due to the COVID-19 virus, which has brought the need for organizations in general, healthcare organizations and their professionals in particular, to focus on innovation as a way to fight an utterly unknown virus. Thus, this study aims to understand how nurses and their personal factors (stress, anxiety, work engagement, organizational support) impact their innovative behaviour and innovation outputs, contributing to innovation in the current pandemic period through changes in thoughts, values, behaviours and relationships among healthcare professionals and their organizations. For this purpose, the Job Demands-Resources model was used as a reference, and the measurement instrument was applied to 738 nurses working in healthcare units in Portugal. Therefore, it was found that the nurses’ personal factors have a positive effect on the nurses’ innovative behaviour and innovation outputs, with the innovative behaviour having the most significant impact on innovation outputs, which will benefit healthcare organizations and the healthcare provided to patients during the pandemic, through innovative behaviours and products. It is also possible to understand how the available resources and the demands imposed on nurses interfere with their innovative behaviour (Job Demands-Resources model).

scholarly journals Pengaruh Perceived Organizational Support, Job Demands, dan Job Satisfaction terhadap Work Engagement

2021 ◽  
Vol 9 (3) ◽  
pp. 920-930
Author(s):  
Muhammad Mudrik Fairnandha
Keyword(s):  
Job Satisfaction ◽  
Statistical Analysis ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Job Demands ◽  
Sampling Technique ◽  
Analysis Method ◽  
Statistical Analysis Method ◽  
Research Type

This study aims to determine the effect of perceived organizational support, job demands and job satisfaction on work engagement among employees of SPBU COCO PT. Pertamina Retail Ketintang and Jemursari Surabaya. This research type is causal research that uses a quantitative approach. The sampling technique is total sampling, where the entire population was used as the sample. The sample that used is 60 respondents. The statistical analysis method is multiple linear regression with the help of the SPSS version 20 application. The results show that perceived organizational support has a significant effect on work engagement. Job demands have no significant effect on work engagement. Moreover, job satisfaction has no significant effect on work engagement. The company should pay more attention to decreasing their workers' satisfaction to maintain work engagement. 

scholarly journals Investigating Work Engagement of Highly Educated Young Employees through Applying the Job Demands-Resources Model

2021 ◽  
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Job Demands ◽  
Job Resources ◽  
Employee Voice ◽  
Highly Educated ◽  
Older Employees ◽  
Private And Public ◽  
Emotional Demands ◽  
Public Sectors

This study aims to investigate the applicability of the job demands and resources (JD-R) model. While prior studies tend to focus on older employees, we investigate the potentially effective job resources and demands specifically for the highly educated young individuals that are the future of any organization. We collected primary cross-sectional data from 155 respondents in Indonesia with master’s or doctoral degrees, under 40 years of age, currently working in public and private sectors. Participants completed an online questionnaire by following a link distributed by email. PLS-SEM was used to analyze data regarding the relationships between job resources (perceived organizational support (POS) and employee voice), job demands (emotional demands), and work engagement. Our results indicated the relationships for POS positively and emotional demands negatively with work engagement, while employee voice was not significantly correlated with work engagement. Emotional demands are considered to be perceived as stress rather than opportunity. Furthermore, emotional demands did not moderate the correlation of POS and employee voice with work engagement. A multi-group analysis found no significant differences between employees in the private and public sectors. The results showed the JD-R model was partially applicable. This study is one of few seeking to apply the JD-R model to highly educated young employees in the private and public sectors. The specific results of this study will provide insight for the organizations employing such individuals.

scholarly journals Value-Based Healthcare From the Perspective of the Healthcare Professional: A Systematic Literature Review

2022 ◽  
Vol 9 ◽  
Author(s):  
Veerle van Engen ◽  
Igna Bonfrer ◽  
Kees Ahaus ◽  
Martina Buljac-Samardzic
Keyword(s):  
Healthcare Professional ◽  
Psychosocial Factors ◽  
Thematic Analysis ◽  
Organizational Support ◽  
Healthcare Professionals ◽  
Job Strain ◽  
Job Demands ◽  
Well Being ◽  
Use Of Resources ◽  
Job Demands And Resources

Introduction: Healthcare systems increasingly move toward “value-based healthcare” (VBHC), aiming to further improve quality and performance of care as well as the sustainable use of resources. Evidence about healthcare professionals' contributions to VBHC, experienced job demands and resources as well as employee well-being in VBHC is scattered. This systematic review synthesizes this evidence by exploring how VBHC relates to the healthcare professional, and vice versa.Method: Seven databases were systematically searched for relevant studies. The search yielded 3,782 records, of which 45 were eligible for inclusion based on a two-step screening process using exclusion criteria performed by two authors independently. The quality of the included studies was appraised using the Mixed Methods Appraisal Tool (MMAT). Based on inductive thematic analysis, the Job Demands-Resources (JD-R) model was modified. Subsequently, this modified model was applied deductively for a second round of thematic analysis.Results: Ten behaviors of healthcare professionals to enhance value in care were identified. These behaviors and associated changes in professionals' work content and work environment impacted the experienced job demands and resources and, in turn, employee well-being and job strain. This review revealed 16 constructs as job demand and/or job resource. Examples of these include role strain, workload and meaning in work. Four constructs related to employee well-being, including engagement and job satisfaction, and five constructs related to job strain, including exhaustion and concerns, were identified. A distinction was made between job demands and resources that were a pure characteristic of VBHC, and job demands and resources that resulted from environmental factors such as how care organizations shaped VBHC.Conclusion and Discussion: This review shows that professionals experience substantial job demands and resources resulting from the move toward VBHC and their active role therein. Several job demands are triggered by an unsupportive organizational environment. Hence, increased organizational support may contribute to mitigating or avoiding adverse psychosocial factors and enhance positive psychosocial factors in a VBHC context. Further research to estimate the effects of VBHC on healthcare professionals is warranted.

scholarly journals Effects of Organizational Support and Organizational Justice on Police Officers’ Work Engagement

2021 ◽  
Vol 12 ◽  
Author(s):  
Andrzej Piotrowski ◽  
Samir Rawat ◽  
Ole Boe
Keyword(s):  
Organizational Justice ◽  
Work Engagement ◽  
Organizational Support ◽  
Police Officers ◽  
Supervisor Support ◽  
Future Research ◽  
Police Departments ◽  
The Impact ◽  
Positive Effect ◽  
Practical Implications

The impact of organizational support and organizational justice on work engagement was investigated in a group of police officers. A review of the literature revealed that studies reporting differences between the influence of supervisors and coworker justice and support on work engagement among police officers are grossly insufficient. This study hypothesized that organizational support and organizational justice would positively predict work engagement among police officers. It was also hypothesized that, among police officers, supervisor support is more strongly related to work engagement than coworker support and that supervisor justice is more strongly linked to work engagement than coworker justice. Participants were 170 police officers who worked in police departments in northern Poland. A regression analysis showed that supervisor support and supervisor justice had a positive effect on police officers’ work engagement, whereby organizational support coupled with organizational justice accounted for 26% of the variability of work engagement. Theoretical and practical implications are discussed, and directions for future research are suggested.

scholarly journals A Dual Path Model of Work-Related Well-Being in Healthcare and Social Work Settings: The Interweaving Between Trait Emotional Intelligence, End-User Job Demands, Coworkers Related Job Resources, Burnout, and Work Engagement

2021 ◽  
Vol 12 ◽  
Author(s):  
Alessio Tesi
Keyword(s):  
Emotional Intelligence ◽  
Work Engagement ◽  
Healthcare Professionals ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Equation Modeling ◽  
Trait Emotional Intelligence ◽  
End User ◽  
Work Related

Framing the job demands-resources (JD-R) model, the present study deepened how trait emotional intelligence (TEI, i.e., perception about one's own emotional realm) contributes to the work-related well-being of healthcare professionals. A total of 302 healthcare professionals were involved in the study and completed an anonymous self-report questionnaire. The results of the structural equation modeling revealed that TEI was directly and indirectly—mediated by end-user job demands—negatively associated with burnout, and directly and indirectly—mediated by coworkers related job resources— associated with work engagement. According to the health impairment and motivational processes of JD-R, the present study highlights that TEI could targets burnout and work engagement through different paths. The first path revealed that TEI would reduce burnout protecting by the insurgence harmful relationships with service end-users and the second showed that TEI would support work engagement sustaining the development of positive relationship with coworkers.

scholarly journals De invloed van werkeisen en hulpbronnen op uitputting en bevlogenheid

2008 ◽  
Vol 24 (3) ◽  
Author(s):  
Joris Van Ruysseveldt ◽  
Peter Smulders ◽  
John Taverniers
Keyword(s):  
Emotional Exhaustion ◽  
Work Engagement ◽  
Task Complexity ◽  
Job Demands ◽  
Work Load ◽  
Job Resources ◽  
Significant Positive Effect ◽  
Negative Effect ◽  
Main Effects ◽  
Positive Effect

Job demands and job resources and their relation to emotional exhaustion and work engagement Job demands and job resources and their relation to emotional exhaustion and work engagement In this study we perform an additive (only main effects) and a multiplicative (also interactions between all work characteristics) test of the JD-R model on a large, heterogeneous and representative sample of the Dutch working population. All job demands under investigation – work load, WHI, task complexity, emotional and physical demands – have a significant positive effect and all job resources – autonomy, learning possibilities, job security and social support from management and colleagues – have a significant negative effect on emotional exhaustion. Also, these job resources, but not the job demands, have a significant positive effect on work engagement. Contrary to our hypothesis, task complexity has a significant positive effect on work engagement. Our results show that the multiplicative variant of the JD-R model has no surplus value over the additive variant. Only a small amount of the interaction effects based on the buffer hypothesis prove to be significant. However, as assumed in our amplifier hypothesis, some of the interactions between job demands and between job resources are significant.

scholarly journals The Influence of Embeddedness on Entrepreneurship, Innovation and Strategy: A Gender Perspective in the Agri-Food Sector

2021 ◽  
Vol 13 (16) ◽  
pp. 9384
Author(s):  
Gina Santos ◽  
Carla Marques ◽  
João Ferreira
Keyword(s):  
Structural Equation ◽  
Measurement Instrument ◽  
Entrepreneurial Activity ◽  
Personal Factors ◽  
Food Sector ◽  
Multivariate Statistical ◽  
Gender Perspective ◽  
Innovative Behaviour ◽  
And Gender ◽  
The Individual

This study aims to identify the antecedents of entrepreneurial activity in the agri-food sector of the Portuguese region of Trás-os-Montes and Alto Douro (TMAD), taking into account a gender perspective. Thus, we intend to assess whether the environment influences embeddedness, and whether embeddedness, individual entrepreneurial orientation, innovative behaviour and gender impact or influence the perceptions of feasibility and desirability as antecedents of entrepreneurial activity of entrepreneurs in the agri-food sector of the TMAD region. The measurement instrument was applied to 249 firms in the agri-food sector, created in the last 5 years. A model was conceptualised where the relationships between the constructs relating to embeddedness, IEO and EI were presented, and three control variables were subsequently added: the innovative behaviour, the environment and gender. Univariate and multivariate statistical techniques, such as structural equation modelling, were used to assess the proposed conceptual model. Thus, considering the complexity of the model under study, we performed an analysis which considered personal factors or characteristics, such as innovative behaviour, gender and IEO, as these are characteristics of the individual and may be influenced or shaped by external factors such as the context, i.e., the environment and embeddedness.

scholarly journals PROCESS OF WORK ABILITY DEVELOPMENT IN THE LIGHT OF JOB DEMANDS-RESOURCES MODEL

2019 ◽  
Vol 24 (3) ◽  
Author(s):  
Łukasz Baka ◽  
Keyword(s):  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Job Resources ◽  
Cognitive Demands ◽  
Emotional Demand ◽  
Organizational Resource ◽  
State Administration ◽  
Emotional Demands ◽  
Positive Effect

Drawing from job demand – resources model the study aimed to identify the mechanism of development work ability. Specifically, the direct effect of job resources on work ability and the indirect effects of work engagement were investigated. Three types of job resources (e.g. task resource, organizational resource and interpersonal resource) were taken into account. The moderation effects of cognitive and emotional demand on the job resources – work engagement link were also tested. Data were collected among 414 employees of the state administration. The results confirmed both the direct and indirect effect, but the last one was more stronger. The three types of job resources intensified work engagement and this, in turn increased level of work ability. Two-way interactional effects (resources x demands) were supported weakly. Only two of the six effects were statistically significant. Cognitive demands intensified the positive effect of interpersonal resources on work engagement. Emotional demands, in turn reduced the relation. The three-way interactional effect turned out to be significant. The highest level of work engagement was observed in group of employees with high interpersonal resources, high cognitive demands and low emotional demands. The findings provide further insight into processes leading to development of work ability. Key words: work ability, work engagement, job demands – resources model

scholarly journals “OK, So you Think It’s All About Work Engagement?” Exploring Precursors and Outcomes of Work Engagement Among Healthcare Professionals

2020 ◽  
Author(s):  
Terje Slåtten ◽  
Gudbrand Lien
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Service Quality ◽  
Work Engagement ◽  
Health Professionals ◽  
Healthcare Professionals ◽  
Turnover Intentions ◽  
Healthcare Organizations ◽  
Organizational Goals ◽  
The Relationship

Abstract Background: Health services organizations need to understand how they best can achieve important organizational goals such as lowering healthcare professionals’ turnover intentions, increase their job satisfaction and level of service quality provided to patients. This study aims to test whether work engagement of healthcare professionals is a core factor in the achievement of these preferred organizational goals. The study also aims to explore whether work engagement is manageable through the direct impact of organizational culture and climate and indirectly for the accomplishment of organizational goals.Methods: The proposed conceptual model was tested in a quantitative study where healthcare professionals, in this study represented by the group of hospital nurses, participated. The data were analyzed using confirmatory factor analysis and structural equation modeling in Stata.Results: The results can be divided into three sub-results. First, work engagement of health professionals was found to be positively related to service quality of care (b = 0.551) and job satisfaction (b = 0.883). Job satisfaction fully mediates the relationship between work engagement and turnover intention and in itself explains almost 60% (R2 = 0.59) of turnover intentions. Second, health professionals’ perception of organizational culture (b = 0.278) and collaboration climate (b = 0.331) were both directly related to their work engagement. Third, work engagement fully mediates the relationship between organizational culture, organizational climate and service quality of care and job satisfaction. Moreover, work engagement particularly mediates the relationship between collaborative climate and job satisfaction.Conclusions: This study contributes to extending and deepening previous research on work engagement in health services research. Specifically, it reveals the essential role that work engagement of healthcare professionals plays for the achievement of organizational goals. Consequently, leaders and managers of healthcare organizations should have a serious focus on health professionals’ work engagement and put it on their meeting agenda regularly because it is clearly a core driver to enabling multiple desirable outcomes for healthcare organizations.

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