An empirical investigation of sexual harassment and work engagement: Surprising differences between men and women

2009 ◽  
Vol 15 (1) ◽  
pp. 47-61 ◽  
Author(s):  
Julie Ann Cogin ◽  
Alan Fish
Keyword(s):  
Job Satisfaction ◽  
Sexual Harassment ◽  
Work Engagement ◽  
Empirical Investigation ◽  
Negative Relationship ◽  
Sexual Experiences ◽  
Negative Outcomes ◽  
Men And Women ◽  
Utrecht Work Engagement Scale ◽  
Strong Negative Relationship

AbstractResearch has demonstrated the growing prevalence of sexual harassment (SH) across continents, industries and occupations as well as the associated negative outcomes (Glomb et al. 1999). Not surprisingly, job satisfaction is one of the job-related variables that is frequently investigated in the SH literature, with Lapierre et al. (2005) meta-analytically establishing that SH significantly diminishes job satisfaction. Other studies have argued, however, that ‘satisfied’ employees do not necessarily perform to the best of their abilities (Crossman & Abou-Zaki 2003) and that work engagement is a better construct to understand what makes employees ‘go the extra mile’ (Hallgerg & Schaufeli 2006; Buckingham & Coffman 1999). This study, conducted in Australia, adopted the Utrecht Work Engagement Scale (Schaufeli et al. 2002a), as an empirical gauge of the construct ‘work engagement’ and the Sexual Experiences Questionnaire (Fitzgerald et al. 1988) to measure SH. A strong negative relationship was established in addition to significant differences in the SH experiences of men and women.

An empirical investigation of sexual harassment and work engagement: Surprising differences between men and women

2009 ◽  
Vol 15 (1) ◽  
pp. 47-61 ◽  
Author(s):  
Julie Ann Cogin ◽  
Alan Fish
Keyword(s):  
Job Satisfaction ◽  
Sexual Harassment ◽  
Work Engagement ◽  
Empirical Investigation ◽  
Negative Relationship ◽  
Sexual Experiences ◽  
Negative Outcomes ◽  
Men And Women ◽  
Utrecht Work Engagement Scale ◽  
Strong Negative Relationship

AbstractResearch has demonstrated the growing prevalence of sexual harassment (SH) across continents, industries and occupations as well as the associated negative outcomes (Glomb et al. 1999). Not surprisingly, job satisfaction is one of the job-related variables that is frequently investigated in the SH literature, with Lapierre et al. (2005) meta-analytically establishing that SH significantly diminishes job satisfaction. Other studies have argued, however, that ‘satisfied’ employees do not necessarily perform to the best of their abilities (Crossman & Abou-Zaki 2003) and that work engagement is a better construct to understand what makes employees ‘go the extra mile’ (Hallgerg & Schaufeli 2006; Buckingham & Coffman 1999). This study, conducted in Australia, adopted the Utrecht Work Engagement Scale (Schaufeli et al. 2002a), as an empirical gauge of the construct ‘work engagement’ and the Sexual Experiences Questionnaire (Fitzgerald et al. 1988) to measure SH. A strong negative relationship was established in addition to significant differences in the SH experiences of men and women.

scholarly journals Job satisfaction, organisational commitment and work engagement in an insurance company

2019 ◽  
Vol 39 (2) ◽  
pp. 123-144 ◽  
Author(s):  
Norah Sehunoe ◽  
Rian Viviers ◽  
Claude-Helene Mayer
Keyword(s):  
Job Satisfaction ◽  
South African ◽  
Work Engagement ◽  
Knowledge Worker ◽  
Medium Effect ◽  
Insurance Company ◽  
Organisational Commitment ◽  
Utrecht Work Engagement Scale ◽  
Job Satisfaction Survey ◽  
The Relationship

Retaining talented employees and keeping them healthy and well are increasingly important challenges for organisations in the age of the knowledge worker. Organisations are interrogating aspects such as the reasons why some employees are more satisfied, committed and engaged to their organisations than others. Another question is: what should managers do to ensure employee wellness within their organisations? This study explores the relationship between job satisfaction, organisational commitment and work engagement. Spector’s (1997) Job Satisfaction Survey, Allen and Meyer’s (1990) Organisational Commitment Questionnaire and Schaufeli and Bakker’s (2004) Utrecht Work Engagement Scale were administered to a sample of 220 employees from a South African insurance company. The findings show mixed results with regard to significant correlations between job satisfaction, organisational commitment and work engagement. The majority of the findings suggest that there are significant correlations, of a large and medium effect, between scales, including a number of positive relationships of varying strength between job satisfaction, organisational commitment and selected components of work engagement. The findings could benefit organisations as they could contribute to a better understanding of what motivates their workers, particularly their levels of satisfaction, commitment and engagement, and what the combined effect of these might be on the retention and wellness of employees.

scholarly journals The Relationship between Sexual Harassment and Job Satisfaction in the Context of Retailing Industry in China

2016 ◽  
Vol 6 (4) ◽  
pp. 1 ◽  
Author(s):  
Choi Sang Long ◽  
Zhao Lingyun ◽  
Tan Owee Kowang ◽  
Goh Chin Fei ◽  
Wan Khairuzzaman Wan Ismail
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Sexual Harassment ◽  
Descriptive Analysis ◽  
Negative Relationship ◽  
Satisfaction Survey ◽  
Job Satisfaction Survey ◽  
Measurement Tools ◽  
Female Employees ◽  
The Relationship

The purpose of this study is to investigate the relationship between sexual harassment and job satisfaction in one of the China’s retailing company. A total of 103 respondents from one of the China’s retailing company are selected as respondents and thus data is analyzed based on the completed questionnaires. Sexual Experiences Questionnaire (SEQ) and Job Satisfaction Survey are employed as measurement tools to measure the sexual harassment and job satisfaction of employees separately. Descriptive analysis, correlations analysis and multiple regression analysis are utilized to analyze the collected data. The main findings revealed that sexual harassments, verbal conduct of sexual harassments and physical conduct of sexual harassments have a significant and negative relationship with job satisfaction and the non-verbal conduct of sexual harassment is not significantly related to the job satisfaction. The dominant element of sexual harassment is physical conduct of sexual harassment affecting on job satisfaction mostly among female employees in the organization. In addition, it is also found that the moderate level of sexual harassment creates a low level of job satisfaction in the organization. Furthermore, the dominant sexual harasser is often a colleague, followed by a superior, customer and others. Several recommendations are suggested for the company and for future researches.

scholarly journals Application of Business Intelligence in the Post-Industrial Period

2021 ◽  
Author(s):  
Ugo Udović
Keyword(s):  
Job Satisfaction ◽  
Empirical Analysis ◽  
Work Engagement ◽  
Job Loss ◽  
Job Insecurity ◽  
Job Attitudes ◽  
Short Term ◽  
Utrecht Work Engagement Scale ◽  
And Gender ◽  
Post Industrial

The purpose of the article is a theoretical and empirical analysis of the job insecurity due its influence on the employee job attitudes. Design. The design of the study was longitudinal. The empirical results were collected in 2018–2019. The empirical basis of the research is the separate structural department of the bank. The organization has realized downsizing project during the collection of empirical data. It has made possible to analyze the job satisfaction and work engagement before, during and after the downsizing project. The measures used in the present study are: 1) the “Utrecht Work Engagement Scale”; 2) “Brief Job Satisfaction Measure; 3) “The Job Insecurity Scale”. An empirical analysis of the dynamics of job attitudes in the groups differ in age and gender has found out a short-term motivating effect of the threat of job loss. The motivating effect of the threat of job loss is lost during six months. The most significance motivating effect was wound out in within the group of ordinary employees in the senior category over 45 years. The threat of dismissal also has the greatest impact on the behavior change of that part of the staff that is most susceptible to experiencing job insecurity. The employees who perceived the job insecurity are more satisfied with their work and value it more highly.

Job demand and employee well-being

2019 ◽  
Vol 48 (5) ◽  
pp. 1150-1168 ◽  
Author(s):  
Shazia Nauman ◽  
Usman Raja ◽  
Inam Ul Haq ◽  
Waqas Bilal
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Negative Relationship ◽  
Well Being ◽  
Service Organizations ◽  
Negative Outcomes ◽  
Content Type ◽  
Job Demand ◽  
Harmful Effects ◽  
Practical Implications

Purpose The extant research on emotional labor (EL) has focused on positive and negative outcomes observed in the workplace; however, many fundamental questions remain unanswered. The research has yet to consider what factors buffer the negative outcomes of EL. The purpose of this paper is to investigate the relationship between workload job demand and employee well-being with mediating effects of surface acting (SA) and moderating effects of emotional intelligence (EI) in service organizations. Design/methodology/approach The authors used two wave data from a sample of 207 emergency medical technicians to test the hypotheses. Findings By integrating SA, EI and employee well-being with the conservation of resource theory, the authors found evidence of an indirect effect of workload job demand on emotional exhaustion and job satisfaction via SA. The results of moderated mediation show that the negative relationship between SA and job satisfaction was low when EI was high and the positive relationship between SA and emotional exhaustion was low when EI was high. Research limitations/implications A major limitation of the present study is that all the participants were male and drawn from a single profession within the same organization. Another limitation is that the data were collected through self-reports. Practical implications This research has important theoretical and practical implications for service organizations wishing to buffer the harmful effects of SA on employees. This study presents key theoretical implications for the EL and well-being literatures. An important practical implication is that EI is a good resource for managing SA’s negative outcomes. Originality/value The current study contributes to the extant research by showing that workload job demands have negative effects on employee well-being via SA resulting in reduced job satisfaction and increased emotional exhaustion. Further, the negative outcomes of SA on employee well-being can be buffered through EI by taking EI as an emotional resource. High level of EI helps employees to mitigate the harmful effects of SA.

scholarly journals The Impact of Job Insecurity on Employee Attitudes

2020 ◽  
Author(s):  
Olja Arsenijević ◽  
◽  
Polona Šprajc ◽  
Keyword(s):  
Job Satisfaction ◽  
Empirical Analysis ◽  
Work Engagement ◽  
Job Loss ◽  
Job Insecurity ◽  
Job Attitudes ◽  
Employee Attitudes ◽  
Utrecht Work Engagement Scale ◽  
And Gender ◽  
The Impact

The purpose of the article is a theoretical and empirical analysis of the job insecurity due its influence on the employee job attitudes. Design. The design of the study was longitudinal. The empirical results were collected in 2018–2019. The empirical basis of the research is the separate structural department of the bank. The organization has realized downsizing project during the collection of empirical data. It has made possible to analyze the job satisfaction and work engagement before, during and after the downsizing project. The measures used in the present study are: 1) the “Utrecht Work Engagement Scale”; 2) “Brief Job Satisfaction Measure; 3) “The Job Insecurity Scale”. An empirical analysis of the dynamics of job attitudes in the groups differ in age and gender has found out a short-term motivating effect of the threat of job loss. The motivating effect of the threat of job loss is lost during six months. The most significance motivating effect was wound out in within the group of ordinary employees in the senior category over 45 years. The threat of dismissal also has the greatest impact on the behavior change of that part of the staff that is most susceptible to experiencing job insecurity. The employees who perceived the job insecurity are more satisfied with their work and value it more highly.

scholarly journals Work Engagement, Intrinsic Motivation and Job Satisfaction among Employees of a Diamond Mining Company in Zimbabwe

2014 ◽  
Vol 6 (6) ◽  
pp. 488-499 ◽  
Author(s):  
Polite Masvaure ◽  
A. Maharaj .
Keyword(s):  
Job Satisfaction ◽  
Intrinsic Motivation ◽  
Work Engagement ◽  
Underlying Mechanism ◽  
Quantitative Methodology ◽  
Mining Company ◽  
Utrecht Work Engagement Scale ◽  
Diamond Mining ◽  
Final Sample ◽  
Human Resource Interventions

This paper seeks to establish the relationships between three job characteristics constructs, namely work engagement, intrinsic motivation and job satisfaction in a workplace notorious for discord and conflict between workers and employers. A quantitative methodology was adopted using a crosssectional survey. Respondents were selected from the workers at a mining company, with a final sample of 156 employees participating in the study. The Utrecht Work Engagement Scale, Intrinsic Motivation Inventory and the Minnesota Job Satisfaction Questionnaire were used to collect data. The results of the study indicate positive relationships between job satisfaction, work engagement and intrinsic motivation among the workers. Age and marital status were found to be significant contributors to workers’ job satisfaction, intrinsic motivation and work engagement. Implications of these results are that human resource interventions are required in order to deal with enhancing work engagement, intrinsic motivation and job satisfaction. Furthermore, the results indicate that intrinsic motivation and work engagement can enhance job satisfaction. The current study adds to the research pointing at job satisfaction as a promising underlying mechanism for employees’ to be internally motivated and engaged at work.

scholarly journals Investigating the Effects of Psychological Capital on Turnover Intention

2020 ◽  
Author(s):  
Erwin Rivaldi ◽  
Jimmy Sadeli
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Quantitative Methods ◽  
Psychological Capital ◽  
Negative Relationship ◽  
Well Being ◽  
Psychological Well Being ◽  
Mediating Variables

A high level of employee turnover in the company might cause negativity in this company such as decreasing productivity and might take a toll on financial budget. Companies will strive to minimize the level of voluntary employee turnover where possible. PsyCap was explored in many researches related to turnover intention and was positively proven. This study aims to investigate the effects of Psychological Capital (PsyCap on employee turnover intention through three mediating variables. Quantitative methods were used, and this study extracted 257 samples from State-Owned Enterprises (BUMN) engaged in telecommunications in Indonesia. In order to better represent the company as a whole, stratified sampling was used. SPSS software was used to process the data with Process V 3.0 macro as an addition. The results of this study revealed positive & significant relationship of PsyCap towards mediating variables while significant & negative relationship between mediating variables and turnover intention. In addition, there is evidence of mediating effects of PsyCap towards turnover intention through job satisfaction, work engagement and psychological well-being. Keywords: Psychological capital, work engagement, job satisfaction, psychological well-being, turnover intention

scholarly journals Hubungan Antara Keterikatan Kerja dengan Intensi Keluar Kerja pada Karyawan Swalayan di Banda Aceh

2018 ◽  
Vol 6 (1) ◽  
pp. 1-10 ◽  
Author(s):  
Risana Rachmatan ◽  
Sella Kubatini
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Negative Relationship ◽  
Department Store ◽  
High Turnover ◽  
Utrecht Work Engagement Scale ◽  
Contract Employees ◽  
Effectiveness And Efficiency ◽  
The Relationship ◽  
Banda Aceh

The existence of employees have an important role in determining the company’s effectiveness and efficiency level, therefore, the company must realize the importance of human resources, in order to a few employees who want to resign (turnover). Before resign, the employees will wolk on some cognitive process that called intention. One of the factors that can be decrease turnover intention is work engagement. This study aimed to determine the relationship between work engagement with employee’s turnover intention at Department Store X in Banda Aceh. This study was conducted of 54 contract employees at Department Store X in Banda.. Data were collected by using a scale adaptation of Utrecht Work Engagement Scale (UWES) and Turnover Intention Scale (TIS). Collected data were analyzed using Pearson Product-Moment Correlation which showing correlation coefficient (r) of -0.695 with p = 0.000 (p 0.05). The result showed that there is a negative relationship between work engagement with turnover intention. It means, if the work engagement of employees is high, turnover intention or otherwise will be lower. The results also showed that the majority of the level of work engagement on contract employees at Department store X Banda Aceh include into the average category (61.11%) and turnover intention are in the low category (31.48%).

scholarly journals Pengaruh Kepuasan Kerja Terhadap Keterikatan Kerja pada Karyawan Rumah Sakit

PSYCHE 165 ◽  
2020 ◽  
pp. 217-222
Author(s):  
Herio Rizki Dewinda ◽  
Djamaludin Ancok ◽  
Nilam Widyarini
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Random Sampling ◽  
Sampling Technique ◽  
Measuring Instrument ◽  
Minnesota Satisfaction Questionnaire ◽  
Hospital Employees ◽  
Utrecht Work Engagement Scale ◽  
West Sumatra ◽  
Permanent Employees

This study aims to examine the effect of job satisfaction on work engagement in hospital employees. The study sample was taken from permanent employees at the SP Hospital in West Sumatra with a total number of subjects as many as 285 people, sampling was done by proportionate stratified random sampling technique. The measuring instrument used is the result of an adaptation of a pre-existing measuring instrument by changing the measuring instrument to Indonesian. Work engagement is measured using the Utrecht Work Engagement Scale (UWES), while job satisfaction is measured using the Minnesota Satisfaction Questionnaire. Based on the results of data analysis conducted, the hypothesis was accepted, there was a significant effect between job satisfaction on work engagement in hospital employees, as indicated by the t-value of 10.681 with a significance of 0.000 (p <0.05). The contribution of job satisfaction to work engagement is 28.7% and the rest is influenced by other variables.

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