scholarly journals Towards understanding causality between work engagement and psychological capital

2013 ◽  
Vol 39 (2) ◽  
Author(s):  
Johannes J. De Waal ◽  
Jaco Pienaar
Keyword(s):  
Longitudinal Study ◽  
Employee Engagement ◽  
Work Engagement ◽  
Temporal Order ◽  
Psychological Capital ◽  
Practical Interest ◽  
Well Being ◽  
Training Interventions ◽  
Managerial Implications ◽  
Positive Organisational Behaviour

Orientation: It is of theoretical and practical interest to establish the sequential relationship between work engagement and positive organisational behaviour, as represented by the psychological capital (PsyCap) construct.Research purpose: The main aim of this study was to conceptualise and investigate the causal relationship and temporal order in the relationship between PsyCap and engagement by means of longitudinal data.Motivation for the study: The rationale for establishing the sequence of engagement and psychological capital lies in the fact that training interventions to enhance the organisational well-being of employees may need to be focused on either one or the other.Research design, approach and method: A longitudinal study with a cross-lagged panel design was conducted; data was gathered by means of a survey that was constructed for the purpose of the study. The survey contained the Utrecht Work Engagement Scale (UWES), and a measure of PsyCap. All employees within a chemical factory (N = 1003) were approached to provide data; 163 employees participated.Main findings: Results revealed that PsyCap at Time 1 (T1) did not significantly predict engagement at Time 2 (T2). Evidence does however exist that initial levels of employee engagement predict subsequent PsyCap.Practical/managerial implications: Results suggest that employee interventions aimed at protecting and fostering employee engagement may have implications for subsequent employee psychological capital.Contribution/value-add: As an empirical, longitudinal study to address the temporal order between PsyCap and work engagement, this study makes a contribution especially to theory, but also with practical implications by indicating that engagement precedes employee psychological capital.

scholarly journals Keep the fire burning: a survey study on the role of personal resources for work engagement and burnout in medical residents and specialists in the Netherlands

BMJ Open ◽  
2019 ◽  
Vol 9 (11) ◽  
pp. e031053 ◽  
Author(s):  
Lara Solms ◽  
Annelies E M van Vianen ◽  
Tim Theeboom ◽  
Jessie Koen ◽  
Anne P J de Pagter ◽  
...  
Keyword(s):  
The Netherlands ◽  
Work Engagement ◽  
Psychological Capital ◽  
Job Demands ◽  
Psychological Flexibility ◽  
Well Being ◽  
Medical Residents ◽  
Job Resources ◽  
Survey Study ◽  
Personal Resources

ObjectivesThe high prevalence of burnout among medical residents and specialists raises concerns about the stressful demands in healthcare. This study investigated which job demands and job resources and personal resources are associated with work engagement and burnout and whether the effects of these demands and resources differ for medical residents and specialists.DesignIn a survey study among residents and specialists, we assessed job demands, job resources, personal resources, work engagement and burnout symptoms using validated questionnaires (January to December 2017). Results were analysed using multivariate generalised linear model, ordinary least squares regression analyses and path analyses.SettingFive academic and general hospitals in the Netherlands.ParticipantsA total number of 124 residents and 69 specialists participated in this study. Participants worked in the fields of pediatrics, internal medicine and neurology.ResultsThe associations of job and personal resources with burnout and work engagement differed for residents and specialists. Psychological capital was associated with burnout only for specialists (b=−0.58, p<0.001), whereas psychological flexibility was associated with burnout only for residents (b=−0.31, p<0.001). Colleague support (b=0.49, p<0.001) and self-compassion (b=−0.33, p=0.004) were associated with work engagement only for specialists.ConclusionThis study suggests that particularly personal resources safeguard the work engagement and lessen the risk of burnout of residents and specialists. Both residents and specialists benefit from psychological capital to maintain optimal functioning. In addition, residents benefit from psychological flexibility, while specialists benefit from colleague support. Personal resources seem important protective factors for physicians’ work engagement and well-being. When promoting physician well-being, a one-size-fits-all approach might not be effective but, instead, interventions should be tailored to the specific needs of specialists and residents.

scholarly journals The influence of employees’ cross-cultural psychological capital on workplace psychological well-being

2019 ◽  
Vol 45 ◽  
Author(s):  
Martina Kotze ◽  
Liezel Massyn
Keyword(s):  
South Africa ◽  
Work Engagement ◽  
Psychological Capital ◽  
Well Being ◽  
Negative Influence ◽  
Positive Influence ◽  
Structural Equations ◽  
Cross Cultural ◽  
Variable Cross ◽  
Psychological Well Being

Orientation: In order to withstand the global and local cultural diversity and challenges that South African workplaces face, it is essential for employees to have cross-cultural psychological resources (i.e. cross-cultural psychological capital). A lack of cross-cultural psychological capital or the inability to adjust to cross-cultural environments may impact negatively employees’ psychological well-being.Research purpose: The purpose of this research was to explore the influence of employees’ cross-cultural psychological capital on their psychological well-being (indicated by burnout and work engagement).Motivation for the study: Cross-cultural psychological capital and its influence on employees’ psychological well-being have not been explored in South Africa. This study aimed to fill this gap.Research approach/design and method: Data were collected using questionnaires completed by 213 employees from different organisations in South Africa. Partial least squares (PLS) and structural equations modelling (SEM) were used to explore the relationships between the independent variable (cross-cultural psychological capital) and burnout and work engagement.Main findings: Cross-cultural psychological capital had a statistically significant negative influence on burnout and a statistically significant positive influence on work engagement. It had a stronger negative influence on emotional exhaustion than on cynicism and a stronger positive influence on vigour than on dedication.Practical/managerial implications: Enhancing employees’ cross-cultural psychological capital by means of programmes and short interventions may improve their psychological well-being.Contribution/value-add: This research contributed to filling the gap in the literature regarding the role of cross-cultural psychological capital in the psychological well-being of employees working in cross-cultural environments.

scholarly journals The influence of ethical leadership on trust and work engagement: An exploratory study

2014 ◽  
Vol 40 (1) ◽  
Author(s):  
Amos S. Engelbrecht ◽  
Gardielle Heine ◽  
Bright Mahembe
Keyword(s):  
Employee Engagement ◽  
Leadership Style ◽  
Work Engagement ◽  
Ethical Leadership ◽  
Structural Equation Modelling ◽  
Structural Equation ◽  
Measurement Scales ◽  
Equation Modelling ◽  
Employee Relationships ◽  
Managerial Implications

Orientation: Work engagement is increasingly becoming an important outcome for organisational success. A trusting and ethical relationship between leaders and followers is likely to positively contribute to the work engagement of employees.Research purpose: The aim of the study was to investigate the relationship between ethical leadership and trust in the leader and the effect these constructs have on the work engagement of employees.Motivation for the study: The study on the role of ethical leadership practices on employee engagement was motivated by the need to create an engaged workforce and a trusting work environment.Research approach, design and method: Data was collected using an electronic web-based questionnaire comprising three scales, namely the Utrecht Work Engagement Scale (UWES),Leader Trust Scale (LTS) and the Leadership of Ethics Scale (LES). In total, 204 completed questionnaires were returned. Data was analysed by means of item and confirmatory factor analysis conducted via structural equation modelling (SEM).Main findings: High levels of reliability were found for all the measurement scales used. The results from the structural equation modelling (SEM) indicated positive relationships between trust in the leader and work engagement, between ethical leadership and work engagement and between ethical leadership and trust in the leader.Practical/managerial implications: The findings emphasise the role played by ethical leadership behaviour of managers in promoting work engagement through the creation of employee relationships anchored on trust. Future studies should develop the theoretical model further by identifying other variables that influence work engagement.Contribution/value-add: Organisations today still face the challenge of developing an effective strategy for achieving work engagement. The ethical leadership style of managers is likely to create an ethical and trusting work climate conducive to the work engagement of employees.This is likely to enhance productivity as well as employee creativity and innovation.

Employee well-being in a stressful work environment

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Work Environment ◽  
Organizational Justice ◽  
Work Engagement ◽  
Design Methodology ◽  
Psychological Capital ◽  
Well Being ◽  
Employee Health ◽  
Content Type ◽  
Pertinent Information ◽  
Work Contexts

Purpose Psychological capital and perceived organizational justice are important personal and job-related resources with scope to positively affect employee health in stressful work contexts. Delivering programs to develop these resources together with a focus on increasing work engagement can best help generate desired outcomes. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.  Findings Psychological capital and perceived organizational justice are important personal and job-related resources with scope to positively affect employee health in stressful work contexts. Delivering programs to develop these resources together with a focus on increasing work engagement can best help generate desired outcomes. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

scholarly journals Self-management strategies of graduate employees to enhance work engagement

2021 ◽  
Vol 47 ◽  
Author(s):  
Nelesh Dhanpat ◽  
Dorothy L. Danguru ◽  
Oyisa Fetile ◽  
Kholeka Kekana ◽  
Kholosa N. Mathetha ◽  
...  
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Management Strategies ◽  
Theory And Practice ◽  
The Self ◽  
Self Management ◽  
Research Approach ◽  
Structured Interviews ◽  
Managerial Implications ◽  
Value Add

Orientation: The hiring of graduates is valuable to organisations. It is necessary to understand the self-management behaviours they display and the behaviours required to keep them engaged.Research purpose: The purpose of this study was to explore how self-management strategies enhance work engagement of recent graduates who find themselves in a new environment of the world of work.Motivation for the study: Employee engagement is of both academic and practitioner interest. With organisations hiring graduates, it is valuable to understand the self-management behaviours needed to remain engaged.Research approach/design and method: A qualitative research approach was employed through an interpretivist research paradigm. A purposive sample of 12 graduate employees (median age = 24) in various fields of work were interviewed (women = 11, men = 1; black = 11, coloured = 1). The graduates participated in semi-structured interviews. A thematic analysis was conducted and five themes emerged.Main findings: Through an inductive approach, the five themes that emerged concerning self-management strategies used by graduates to enhance their work engagement are goal setting, self-cueing, self-observation, self-reward and self-punishment and work engagement practices.Practical/managerial implications: Self-management strategies help to sustain an engaged workforce. Organisations that make use of graduate recruitment will largely benefit from the findings.Contribution/value-add: There is limited research on the topic pertaining to graduate employees. Graduates remain relevant in the organisation, and hence, the study makes a contribution to theory and practice. A model is presented with recommendations for graduates and the organisation, which, when implemented, have the potential to enhance work engagement.

Role of Sub-constructs of Psychological Capital and Transformational Leadership in Engaging Employees in Service Sector

2020 ◽  
Vol 8 (2) ◽  
pp. 244-256 ◽  
Author(s):  
Swati Agrawal
Keyword(s):  
Transformational Leadership ◽  
Employee Engagement ◽  
Work Engagement ◽  
Service Sector ◽  
Psychological Capital ◽  
Psychological State ◽  
Full Time ◽  
Employee Work Engagement ◽  
The Relationship

The purpose of this study is to examine the relationship between transformational leadership (TL) and employee engagement through the mediating role of the sub constructs of psychological capital. The article has used a single cross-sectional descriptive design. The sample consisted of 450 full-time employees working in the service sector in India. The data were mainly analyzed through structural and measurement model. The result of the study revealed that TL has an influence on employee engagement. The relationship between TL and employee engagement is mediated by sub-construct hope of psychological capital. Implication of this study is of high importance for organizations continuously working to increase the level of employee engagement to further enhance competitiveness. Prior research has examined the antecedents of employee work engagement, but little is known about the role of TL and a positive psychological state, in shaping employee work engagement. Imparting TL training and style can help to generate psychological capital which will positively drive employee engagement. Organizations with transformational leaders will be able to make employees feel valued and happy by igniting feeling of hope. The engaged workforce will result in the positive social outcome. This study is original as earlier studies have not explored the important role of hope and also optimism as dimensions of psychological capital. The article supports the critical role of leadership and psychological capital in creating highly engaged employees which have not been studied in an Indian context with specific focus to the service sector.

scholarly journals Depressed, not depressed or unsure: Prevalence and the relation to well-being across sectors in South Africa

2012 ◽  
Vol 38 (1) ◽  
Author(s):  
Christa Welthagen ◽  
Crizelle Els
Keyword(s):  
South African ◽  
Work Engagement ◽  
Well Being ◽  
Cross Sectional ◽  
Work Related ◽  
Prevalence Of Depression ◽  
Managerial Implications ◽  
Value Add ◽  
Proactive Measures ◽  
The Relationship

Orientation: Work engagement, burnout and stress-related ill health levels of individuals, suffering from depression, who are unsure whether or not they suffer from depression, or who do not suffer from depression, have not been investigated in South Africa.Research purpose: The main objectives of this study were to investigate the prevalence of depression amongst employees in South African organisations and the relationship of depression with specific well-being constructs.Motivation for the study: Organisations should know about the prevalence of depression and the effects this could have on specific well-being constructs.Research design, approach and method: A cross-sectional design was followed. The availability sample (n = 15 664) included participants from diverse demographics. The South African Employee Health and Wellness Survey was followed to measure constructs.Main findings: The results showed that 18.3% of the population currently receive treatment for depression, 16.7% are unsure whether or not they suffer from depression and 65% do not suffer from depression. Depression significantly affects the levels of work engagement, burnout and the occurrence of stress-related ill health symptoms.Practical/managerial implications: This study makes organisations aware of the relationship between depression and employee work-related well-being. Proactive measures to promote the work-related well-being of employees, and to support employees suffering from depression, should be considered.Contribution/value-add: This study provides insight into the prevalence of depression and well-being differences that exist between individuals, suffering from depression, who are unsure whether or not they suffer from depression, and who do not suffer from depression. 

scholarly journals Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa

2013 ◽  
Vol 39 (2) ◽  
Author(s):  
Janet C. Simons ◽  
Johanna H. Buitendach
Keyword(s):  
Work Engagement ◽  
Psychological Capital ◽  
Survey Design ◽  
Measuring Instruments ◽  
Call Centre ◽  
Organisational Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Work Related ◽  
Managerial Implications

Orientation: The development of psychological capital amongst call centre employees could have an impact on positive work-related attitudes and behaviour; such as work engagement and organisational commitment.Research purpose: The purpose of the research was to determine the relationship between psychological capital, work engagement and organisational commitment amongst call centre employees; and further, to determine whether psychological capital and work engagement hold predictive value for the organisational commitment of call centre employees.Motivation for the study: There is a gap in research in understanding and enabling positive resource capacities in highly stressful work contexts such as call centres.Research design, approach and method: A cross-sectional survey design was used. A sample of 106 call centre employees from a South African organisation participated in the research. The measuring instruments included a demographic questionnaire, the Psychological Capital Questionnaire (PCQ), the Utrecht Work Engagement Scale (UWES) and the Organisational Commitment Questionnaire (OCQ).Main findings: Significant positive relationships were found between psychological capital, work engagement and organisational commitment. The results showed work engagement as being the only significant predictor of organisational commitment.Practical/managerial implications: Call centre employers need to develop and implement workplace interventions that would increase the psychological capital of call centre employees.Contribution/value-add: The research findings will benefit both call centre employees and management. The study highlighted the importance of the role of optimism as a subdimension of psychological capital in developing work engagement and organisational commitment amongst call centre employees.

scholarly journals How Spiritual Leadership Boosts Nurses’ Work Engagement: The Mediating Roles of Calling and Psychological Capital

2020 ◽  
Vol 17 (17) ◽  
pp. 6364
Author(s):  
Wei-Li Wu ◽  
Yi-Chih Lee
Keyword(s):  
Work Engagement ◽  
Psychological Capital ◽  
Positive Impact ◽  
Spiritual Leadership ◽  
Well Being ◽  
Positive Influence ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Nursing Leaders ◽  
Spiritual Well Being

Work engagement is an important topic in the field of nursing management. Meanwhile, spiritual leadership has been demonstrated to have a positive impact on healthcare workers. However, the relationship between spiritual leadership and work engagement is unclear. The main purpose of this study was to investigate the influence of spiritual leadership on work engagement through increased spiritual well-being and psychological capital. This study used a cross-sectional survey to collect data in Taiwan. The sample included 164 nurses, with empirical testing carried out by PROCESS Macro for SPSS. The results show that spiritual leadership has a positive influence on work engagement and that spiritual well-being (i.e., calling) and psychological capital mediate the effect of spiritual leadership on work engagement. According to the results of this study, nursing leaders must be aware of the role of spiritual leadership in promoting work engagement.

The relationship between public service employees’ personal resources and psychological well-being

2021 ◽  
pp. 002085232098592
Author(s):  
Martina Kotzé
Keyword(s):  
Public Sector ◽  
Work Engagement ◽  
Psychological Capital ◽  
Well Being ◽  
Positive Influence ◽  
Personal Resources ◽  
Psychological Well Being ◽  
The Public ◽  
The Relationship ◽  
Significant Positive Influence

The study investigates the mediating role of psychological capital in the relationship between personal resources (mindfulness, self-leadership) and psychological well-being (burnout, work engagement) for a sample of 226 public sector employees in South Africa. Both mindfulness and self-leadership have a statistically significant positive influence on psychological capital, while psychological capital mediated the relationship between both mindfulness and work engagement, and mindfulness and burnout. psychological capital also mediates the relationship between both self-leadership and engagement, and self-leadership and burnout. Psychological capital has a statistically significant positive influence on work engagement and a statistically significant negative influence on burnout. The results show that mindfulness and self-leadership strategies can enhance psychological capital, reducing burnout and increasing engagement. Point for practitioners The public sector requires energised employees to serve the public despite demanding circumstances. Therefore, management must find ways to support employees in increasing work engagement levels and avoiding burnout. Since personal resources (mindfulness, self-leadership, psychological capital) are shown to enhance engagement and decrease burnout, managers and human resource managers can build these individual resources through training and development, and consider them in recruitment processes.

Sign in / Sign up

Export Citation Format

Share Document