scholarly journals Authentic leadership and work engagement: The indirect effects of psychological safety and trust in supervisors

2019 ◽  
Vol 45 ◽  
Author(s):  
Natasha Maximo ◽  
Marius W. Stander ◽  
Lynelle Coxen
Keyword(s):  
Work Environment ◽  
Work Engagement ◽  
Indirect Effect ◽  
Authentic Leadership ◽  
Mining Industry ◽  
Psychological Safety ◽  
Cross Sectional Survey ◽  
Mining Sector ◽  
Cross Sectional ◽  
The Relationship

Orientation: The orientation of this study was towards authentic leadership and its influence on psychological safety, trust in supervisors and work engagement.Research purpose: The aim of this study was to investigate the influence of authentic leadership on trust in supervisors, psychological safety and work engagement. Another aim was to determine whether trust in supervisors and psychological safety had an indirect effect on the relationship between authentic leadership and work engagement. An additional objective was to determine if authentic leadership indirectly influenced psychological safety through trust in supervisors.Motivation for the study: Globally, businesses are faced with many challenges which may be resolved if leaders are encouraged to be more authentic and employees more engaged. In this study, investigating the role of trust in supervisors and psychological safety on the relationship between authentic leadership and work engagement is emphasised.Research design, approach and method: This study was quantitative in nature and used a cross-sectional survey design. A sample of 244 employees within the South African mining industry completed the Authentic Leadership Inventory, Utrecht Work Engagement Scale, Workplace Trust Survey and Psychological Safety Questionnaire.Main findings: The results indicated that authentic leadership is a significant predictor of both trust in supervisors and psychological safety. This study further found that authentic leadership had a statistically significant indirect effect on work engagement through trust in supervisors.Practical or managerial implications: The main findings suggest that having more authentic leaders in the mining sector could enhance trust in these leaders. Authentic leadership thus plays an important role in creating a positive work environment. This work environment of authenticity and trust could lead to a more engaged workforce.Contribution or value-add: Limited empirical evidence exists with regard to the relationship between authentic leadership, work engagement, psychological safety and trust in supervisors. This is particularly true in the mining sector. This study aimed to contribute to the limited number of studies conducted.

The Relationship of Narcissism with Workaholism, Work Engagement, and Professional Position

2012 ◽  
Vol 40 (6) ◽  
pp. 881-890 ◽  
Author(s):  
Cecilie Schou Andreassen ◽  
Holger Ursin ◽  
Hege R. Eriksen ◽  
Ståle Pallesen
Keyword(s):  
Work Engagement ◽  
Regression Analyses ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Work Enjoyment ◽  
Clinical Observations ◽  
Narcissistic Personality Inventory ◽  
Bank Employees ◽  
Relationship Of ◽  
The Relationship

We examined scores on the Narcissistic Personality Inventory (NPI; Raskin & Terry, 1988) in relation to drive to work, enjoyment of and engagement in work, and professional position. A sample of 235 Norwegian bank employees completed a cross-sectional survey. We found that managers scored higher than subordinates on all measures. NPI scores correlated significantly and positively with drive, enjoyment of and engagement in work. Multiple regression analyses controlling for demographic and work variables showed that narcissism was significantly related to enjoyment of work and work engagement but unrelated to drive. Although the associations were rather weak, our findings support previous clinical observations of narcissistic traits in workaholics as well as findings in empirical research on narcissistic traits in managers.

scholarly journals Factors influencing the job satisfaction of nurses working in obstetric units in public hospitals in Kenya

2017 ◽  
Vol 8 (2) ◽  
pp. 132
Author(s):  
Keziah Wakonyo Kahiga
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Survey Design ◽  
Demographic Data ◽  
Public Hospitals ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Level Of Satisfaction ◽  
Service To Others ◽  
The Relationship

Introduction: The literature demonstrates that little research has been conducted to explore job satisfaction among nurses working in obstetric units in Kenya. The perception of job satisfaction by nurses is influenced by the environment in which they work.Methods: A cross-sectional survey design was used to carry out the study. The study tools included the work quality index (WQI) and the demographic data questionnaires. Convenience sampling method was. Data were analyzed using the SPSS version 20. The items in the WQI were organized into six subscales and Cronbach’s alpha was calculated to obtain the reliability coefficient of each subscale. An independent t-test was used to compare the subscales scores for the male and female participants. ANOVA was conducted to compare the level of satisfaction with the six subscales and the participants’ characteristics. Pearson’s product-moment correlation coefficient was calculated to assess if there was any relationships, the magnitude and the direction of the relationship between the six subscales.Results: Nurses are most satisfied with the perception that the work associated with their position provides them with the opportunity to be of service to others and least satisfied with receiving enough time to complete indirect patient care tasks. There are no significant differences in the overall level of satisfaction between males and females though males are more satisfied with autonomy of practice and professional role enactment. The six subscales strongly and positively correlate with one another.Conclusions: Nurses working in the obstetric units are relatively dissatisfied with most of the aspects of the work environment. The more educated nurses are less satisfied than less educated nurses. Since all aspects of job satisfaction are interrelated, emphasis should be put on each of them so as to create a satisfying work environment for nurses working in obstetric units.

Organizational Virtuousness and Work Engagement: Mediating Role of Happiness in India

2017 ◽  
Vol 20 (1) ◽  
pp. 88-102 ◽  
Author(s):  
Sharda Singh ◽  
Rajasekhar David ◽  
Sitamma Mikkilineni
Keyword(s):  
Human Resource Development ◽  
Work Engagement ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Psychological States ◽  
Mediating Role ◽  
And Performance ◽  
Hrd Professionals ◽  
Indian Industries ◽  
The Relationship

The Problem The positive psychology movement has led to an increased attention in organizational virtuousness, engagement, and happiness. Though attention has been devoted to studying the relationship between organizational virtuousness and performance, there is limited research that explores the relationship between employees’ perception of organizational virtuousness and work engagement. The Solution A cross-sectional survey was carried out on a sample of knowledge workers from diverse Indian industries. The findings of the study showed that the employees’ perception of organizational virtuousness predicts work engagement not only directly but also indirectly through happiness. The Stakeholders Managers can nurture organizational virtuousness in organizations to enhance employee happiness and promote a more engaged workforce. Considering the findings of the study, Human Resource Development (HRD) professionals should make the best use of their human capital by fostering positive psychological states such as work engagement.

Authentic leadership, organisational citizenship behaviours, and intention to quit: the indirect effect of psychological ownership

2019 ◽  
Vol 50 (3) ◽  
pp. 371-384
Author(s):  
Chantal Olckers ◽  
Marieta du Plessis ◽  
Riandi Casaleggio
Keyword(s):  
South African ◽  
Indirect Effect ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Service Industry ◽  
Survey Design ◽  
Psychological Ownership ◽  
Intention To Quit ◽  
Cross Sectional Survey ◽  
Cross Sectional

The aim of this study was to explore the influence of perceived authentic leadership on followers’ citizenship behaviour and their intention to quit their jobs, and to examine the indirect effect of psychological ownership in the relevant relationships. The study used a cross-sectional survey design to gather data from a sample of South African service industry employees ( N = 384). It employed structural equation modelling to test the hypotheses formulated. The study found that psychological ownership indirectly affected the relationship between authentic leadership and employees’ organisational citizenship behaviour and intention to quit. This study enables organisations to gain a better understanding of how a contextual resource such as authentic leadership behaviours can influence followers’ organisational citizenship and intention to quit through increasing feelings of ownership of the organisation.

scholarly journals Antecedents of Employees Work Engagement: A Study on an Ethiopian Universities in Case of Amhara Regional State

2021 ◽  
Vol 11 (4) ◽  
pp. 4426-4439
Author(s):  
Zeleke Wale Kassahun ◽  
Dr. Manju Shree Raman
Keyword(s):  
Work Environment ◽  
Work Engagement ◽  
Organizational Support ◽  
Work Motivation ◽  
Working Environment ◽  
Survey Method ◽  
Snowball Sampling ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Multiple Regression Modeling

This study aimed to investigate the antecedents influencing employees’ engagement at universities in Amhar Reginal state Ethiopia. The study used descriptive and explanatory research designs. A total of 320 academics staffs were taken from ten Amhara Reginal State public Universities as a sample and 282 valid questionnaires collected. Convenience and snowball sampling were used to select the employees from each University. Also, cross sectional survey method applied to collect data via Likert scale questionnaire. Correlation and multiple regression modeling were used to appraisal association and predict the relationships. Initially, a pilot test was a sampled of 30 instructors to check data scale reliability. The study found that all the independent variables (work environment, leadership, reward, organizational support, work motivation) variables had statistically significant correlation with employees’ engagement. Morover the study founded that all the studied variables were predictors of workers engagement(R2= 0.662); but the predictors that had foremost influence were working environment, leadership and work motivation. Remarkable emphasis and devotion is required particularly on variables such as working environment, leadership and work motivation as they have reveled significantly greater influence on employees engagement. Universities shall focus on creating better work environment, working on instructors motivating factors and more work is required to improve the leadership to boost work engagement.

Ethical leadership in times of change: the role of change commitment and change information for employees’ dysfunctional resistance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
H.M. Saidur Rahaman ◽  
Jeroen Camps ◽  
Stijn Decoster ◽  
Jeroen Stouten
Keyword(s):  
Social Exchange ◽  
Ethical Leadership ◽  
Indirect Effect ◽  
Negative Relationship ◽  
Limited Information ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Change Commitment ◽  
The Relationship

PurposeIn the present study, the authors draw on social exchange theory to argue that ethical leaders offer positive exchanges in times of change and thereby encourage employees’ change commitment, which subsequently reduces their dysfunctional resistance. Drawing on uncertainty management theory, the authors further hypothesize that employees’ perception of change information (i.e. a change-specific context) not only moderates the negative relationship between employees’ change commitment and dysfunctional resistance but also the indirect relationship between ethical leadership and dysfunctional resistance via change commitment.Design/methodology/approachThe authors conducted a two-source cross-sectional survey involving 144 matched pairs of employees and coworkers from a range of organizations.FindingsEmployees’ change commitment mediates the relationship between ethical leadership and their dysfunctional resistance. Furthermore, employees’ perception of change information not only moderates the relationship between change commitment and dysfunctional resistance but, more importantly, also the indirect effect between ethical leadership and dysfunctional resistance via change commitment. More specifically, the effect of change commitment on employees’ dysfunctional resistance as well as the indirect effect of ethical leadership on employees’ dysfunctional resistance through change commitment are stronger when there is little change information.Research limitations/implicationsEthical leadership is able to reduce employees’ dysfunctional resistance, particularly when employees have limited information regarding the change.Originality/valueThis study demonstrates how change commitment acts as a mediator and change information serves as a moderator in the ethical leadership–dysfunctional resistance relationship in the time of organizational change.

scholarly journals The antecedents and outcomes of work-family enrichment amongst female workers

2014 ◽  
Vol 40 (1) ◽  
Author(s):  
Esandre Marais ◽  
Marissa De Klerk ◽  
Jan Alewyn Nel ◽  
Leon De Beer
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Survey Design ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Female Workers ◽  
Work Family ◽  
The Relationship ◽  
Work Family Enrichment ◽  
Family Enrichment

Orientation: Women are involved in both a work and a family domain. Work-family enrichment is a concept that describes how these domains can enrich each other through the transfer of resources from one domain to the other.Research purpose: The objective was to determine the relationship between work resources,home resources, work engagement, family engagement and work-family enrichment. The aim was also to test two models representing work-to-family and family-to-work enrichment as mediators.Motivation for the study: By investigating work-family enrichment, as a new research concept,and its antecedents and outcomes, this study will add to the positive side of the work-family interface literature and provide information to organisations.Research design, approach and method: A cross-sectional survey design was used in this study with a sample of female workers (N = 420) in South Africa. Polychoric correlations, fit indices, structural equation modelling and testing mediation were used to analyse the data.Omegas and alpha coefficients were employed to determine the reliability.Main findings: A positive relationship between work-family enrichment and its antecedents and outcomes was found. Furthermore, work-family enrichment (W-FE) mediated (large effect)the relationship between work resources and work engagement and family-work enrichment mediated (small effect) the relationship between home resources and family engagement.Practical/managerial implications: The results provide more insight and understanding to organisations and female workers on the benefits of being involved in both the domain of work life and the domain of family life.Contribution/value-add: The study contributes to the limited research undertaken on work family enrichment within the South African context. The present study also contributes to the literature on the use of the newly developed MACE Work-Family Enrichment Instrument.

Sleep Reactivity and Psychological Health in Normal Sleepers: the moderating role of stress

2018 ◽  
Author(s):  
Jason G. Ellis ◽  
Sarah Allen ◽  
Michael Perlis ◽  
Michael Grandner ◽  
Maria Gardani ◽  
...  
Keyword(s):  
Life Events ◽  
Psychological Health ◽  
Public Health Campaign ◽  
Health Campaign ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Dysfunctional Cognitions ◽  
The Relationship ◽  
Moderating Role

The aim of the present study was to determine whether normal sleepers with vulnerability to insomnia, via high sleep reactivity, demonstrate more sleep-related dysfunctional cognitions and behaviours and poorer psychological health compared to those who are not vulnerable. Further, the influence of stress on the relationship between sleep reactivity and psychological health was also examined. A cross-sectional survey of 737 young adult ‘normal’ sleepers from the general population was undertaken. Results indicated normal sleepers vulnerable to insomnia demonstrated more sleep-related dysfunctional cognitions and behaviours as well as poorer psychological health compared to those not vulnerable. Furthermore, the relationship between sleep reactivity and psychological health was moderated by perceived stress over the previous month and life events over the previous year. Therefore, identifying and supporting those who are vulnerable to insomnia may be a fruitful avenue for preventative public health campaign to mitigate both insomnia and poor psychological health.

Association between Social Media Use for Health Purpose and Depressive Symptoms: A Cross-Sectional Survey (Preprint)

2020 ◽  
Author(s):  
Hee Yun Lee ◽  
Yan Luo ◽  
Cho Rong Won ◽  
Jiyoung Lee ◽  
Jeongwon Baik
Keyword(s):  
Social Media ◽  
Depressive Symptoms ◽  
Social Networking Sites ◽  
Inverse Relationship ◽  
Age Groups ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Use Of Social Media ◽  
The Relationship ◽  
Health Purpose

BACKGROUND The use of social media or social networking sites (SNS) is increasing across all age groups, and one of the primary motives of using SNS is to seek health-related information. Although previous research examining the effect of SNS use on depression exist, studies regarding the effect of SNS use for health purpose on depression is limited. OBJECTIVE Our study aims to explore the relationship between SNS use for health purpose and depression across the four age groups (18-34 years old, 35-49 years old, 50-64 years old, and above 65 years old). METHODS A sample of 6,789 adults aged 18 and older was extracted from a 2017 and 2018 Health Information National Trends Survey (HINTS). Univariate and bivariate analyses to examine the association between each variable and four age groups were conducted. Multiple linear regression analyses to predict depression level among participants with use of SNS for health purpose were conducted. RESULTS SNS use for health purpose and depression were positively associated for three age groups but not for those 65 years or older (=0.13, P<0.05; =0.08, P<0.05; =0.09, P<0.05). Income and self-reported health status indicated an inverse relationship for all age groups. The relationship with marital status differed based on age group with 18 and 34 years old showing an inverse relationship (=-0.13, P<0.01) while 65 years or older showing a positive relationship (=0.06, P<0.05). Gender was positively associated among those in the 35-49 years old (=0.09, P<0.05) and 65 years or older (=0.07, P<0.05). Being Non-Hispanic White was positively associated with depression among 50-64 years old (=0.07, P<0.001) and 65 years or older (=0.08, P<0.05). CONCLUSIONS Age-tailored education on determining accurate and reliable information shared via SNS is needed to reduce depressive symptoms.

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