scholarly journals The Grid of Burnout, Engagement and Job Satisfaction: a Case Study in Greece

2021 ◽  
Vol 11 (4) ◽  
pp. 24
Author(s):  
George S. Androulakis ◽  
Dimitra Ap. Georgiou ◽  
George Nikolaou
Keyword(s):  
Job Satisfaction ◽  
Item Response ◽  
Work Engagement ◽  
Positive Sign ◽  
Structural Elements ◽  
Economic Sectors ◽  
Research Outcome ◽  
Positive Effect ◽  
Practical Implications

Work engagement’s relation with burnout intensively concerns the research community. A plethora of works has tried to interpret the kind of correlation of the above structures with reference to their structural elements and phenomena deriving from their common causal network. Therefore, in this research, the correlation between work engagement and burnout is investigated via their main structural elements and on the basis of job satisfaction’s interpretive role. For this purpose, the responses of 561 employees from various economic sectors in Greece, were analyzed using path analysis after the data had first been approached via item response theory. Job satisfaction’s interpretive role appeared to be of importance in regards to the positive sign of the correlation between work engagement and burnout as emerged in this work. The intrinsic job satisfaction’s positive effect on both constructs that is burnout and work engagement, also arose as a research outcome, while the extrinsic job satisfaction appeared to operate positively to work engagement and negatively to burnout, regulating in this way the overall correlation exerted, therefore giving rise to theoretical and practical implications.

Do different types of organizational trust matter to employees’ commitment? A case study from Oman

2020 ◽  
pp. 1-11
Author(s):  
Moaz Gharib ◽  
Kamaal Allil ◽  
Omar Durrah ◽  
Mohammed Alsatouf
Keyword(s):  
Online Survey ◽  
Employee Commitment ◽  
Decision Makers ◽  
Design Strategies ◽  
Food Sector ◽  
Final Sample ◽  
Organisational Trust ◽  
Positive Effect ◽  
Practical Implications

PURPOSE: Trust is vital to all positive relationships. This empirical study explores the effect of three facets of organisational trust (trust in supervisors, in co-workers and in the organisation) on employee commitment in Salalah Mills Co. in the food industry in the Sultanate of Oman. METHODOLOGY: Data were collected via an online survey sent to all employees working in Salalah Mills Co., Oman. The final sample consisting of 102 responses with a response rate of 54 percent were analysed using multiple regression analysis. RESULTS: The findings revealed that two facets of organisational trust (trust in co-workers and trust in supervisors) were found to have a significant positive effect on employee commitment, while trust in the organisation was found to have no significant effect. PRACTICAL IMPLICATIONS: Trust in supervisors and trust in co-workers directly affect employee commitment. Therefore, managers should consider promoting both of these forms of trust to enhance employee commitment. VALUE: Although previous studies have examined the link between organisational trust and employee commitment, a focus on Oman and the food sector has been particularly rare, so this study offers new insights. The findings will help decision-makers on design strategies and policies to improve employee commitment through trust.

scholarly journals Organizational identification, work engagement, and job satisfaction

2015 ◽  
Vol 30 (8) ◽  
pp. 1019-1033 ◽  
Author(s):  
Maria Karanika-Murray ◽  
Nikita Duncan ◽  
Halley M. Pontes ◽  
Mark D. Griffiths
Keyword(s):  
Job Satisfaction ◽  
Social Identity ◽  
Organizational Behavior ◽  
Employee Engagement ◽  
Work Engagement ◽  
Organizational Identification ◽  
Three Dimensions ◽  
Content Type ◽  
Practical Implications

Purpose – Organizational identification refers to a person’s sense of belonging within the organization in which they work. Despite the importance of organizational identification for work-related attitudes and organizational behavior, little research has directly examined the mechanisms that may link these. The purpose of this paper is to provide an understanding of how organizational identification relates to job satisfaction. Design/methodology/approach – Adopting a social identity perspective, the authors present and test two models that describe work engagement and its constituent dimensions (vigor, dedication, absorption) as mediating the relationship between organizational identification and job satisfaction. Findings – Bootstrapped mediation analyses provided support for full mediation whereby there is an indirect (via work engagement) and positive effect of organizational identification on job satisfaction. Analyses also provided support for the mediating effects of the three dimensions of work engagement, vigor, dedication, and absorption, in this relationship. Practical implications – Although cross-sectional, this study provides a needed first step toward an understanding of the important role of organizational identification for job satisfaction and the mediating role of work engagement in this relationship. Originality/value – The results provide valuable insights into the effects of organizational identification and address some of the gaps in understanding social identity as the context for work behaviors. Theoretical and practical implications for strengthening employee engagement and enhancing organizational identification are discussed.

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 Increasing Teachers’ Work Engagement Through Servant Leadership, Organizational Culture, and Job Satisfaction

2020 ◽  
Vol 53 (1) ◽  
pp. 90
Author(s):  
Dylmoon Hidayat ◽  
Vinsensius V. S. Maitimo ◽  
Selvi Ester Suwu
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Servant Leadership ◽  
Leadership Style ◽  
Work Engagement ◽  
Christian Schools ◽  
Educational Institution ◽  
Research Subjects ◽  
Key Factors ◽  
Positive Effect

As an educational institution that teaches Christian values, Christian schools can play a role in building the character of the nation through education and science in accordance with Christian values. For those role it is necessary for the schools to employ committed human resources. Most of previously done research on work engagement involved factors of leadership style and job satisfaction, yet, very few included organizational culture. This research aimed to determine the effect of servant leadership, organizational culture and job satisfaction on work engagement. The research subjects were 63 teachers at junior high and senior high Christian schools located in West Jakarta. The research design used the path analysis through PLS-SEM method. The results showed that the servant leadership and organizational culture have a positive effect on job satisfaction and work engagement, but lacking evidence to prove the job satisfaction effects the work engagement. Therefore, to improve the teachers’ work engagement, one need to pay attention on two key factors: the leadership style that serves from the principal and conducive organizational culture.

scholarly journals Job satisfaction in project-based organization

2020 ◽  
Vol 2020 (146) ◽  
pp. 113-129
Author(s):  
Magdalena GĘBCZYŃSKA ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Qualitative Comparative Analysis ◽  
Supervisor Support ◽  
Organization Design ◽  
Consulting Firms ◽  
Data Source ◽  
Person Organization Fit ◽  
Practical Implications

Purpose: the purpose of this article is to examine how different factors, such as: person organization fit, supervisor support, rewards, organizational commitment and work engagement simultaneously affect the employee job satisfaction in project-based organization. Design/methodology/approach: This research applies fuzzy set Qualitative Comparative Analysis (fs/QCA). The sample of the study includes 17 cases of Polish consulting firms, and the fieldwork contains information from series of surveys. The survey includes five scales (person organization fit, supervisor support, rewards, organizational commitment and work engagement) in the form of statements to which respondents indicate their level of agreement/disagreement on a five-point Likert scale. Findings: empirical research indicated the configurations of factors which lead to job satisfaction in PBO, pecially, (C1): person organization fit, supervisor support and 16 organizational commitment and (C2): rewards, organizational commitment and work engagement with absence of supervisor support and (C3): person organization fit, rewards and work engagement influence job satisfaction in project-based organization. Research limitations/implications: the first limitation relates to the data source – the data in this study come from a limited research sample-consulting firms. Second, this study considered and examined few factors of job satisfaction selected based on critical analysis of the literature and future studies could include other variables. Practical implications: the results of research have practical implications for managers of project-based organization, because they provide them with configuration of factors which lead to job satisfaction. Originality/value: using of fs/QCA, which enabled simultaneous studying the effect of selected factors and it is an original contribution to the research on job satisfaction in PBO.

Linking innovative human resource practices, employee attitudes and intention to leave in healthcare services

2017 ◽  
Vol 39 (1) ◽  
pp. 34-53 ◽  
Author(s):  
Panagiotis V. Kloutsiniotis ◽  
Dimitrios M. Mihail
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Affective Commitment ◽  
Intention To Leave ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Positive Effects ◽  
Positive Effect

Purpose Following an “employee-centric” approach, the purpose of this paper is to examine the effects of high-performance work systems (HPWS) on employees’ work engagement and job satisfaction, and the mediating effect of these variables on employees’ affective commitment and intention of leaving their hospital. Design/methodology/approach Structural equation modeling was used on a sample of 296 clinicians (doctors and nurses) across seven Greek regional hospitals. Findings The findings indicate a strong positive effect of HPWS on employees’ job satisfaction, affective commitment, and work engagement and a negative effect on their intention to leave. In addition, employees’ engagement and job satisfaction positively mediate the HPWS effects on employees’ affective commitment and negatively on their intention to leave. Practical implications The findings not only validate previous studies’ conclusions, but also provide evidence for the potential fruitfulness of the HPWS approach in improving employees’ outcomes and well-being in turbulent times. Originality/value Although the argument that HPWS has a positive effect on organizational performance and productivity is well established, there are considerably fewer studies that examine the positive effects of HPWS specifically on employees’ job attitudes and outcomes, and the processes through which HPWS influences health-related outcomes. Finally, this study confirms the argument that HPWS can be a fruitful approach even in a country severely affected by Europe’s debt crisis over the last five years.

scholarly journals Quality improvement in physiotherapy services

2017 ◽  
Vol 30 (5) ◽  
pp. 424-435 ◽  
Author(s):  
George Boak ◽  
Ruth Sephton ◽  
Elaine Hough ◽  
Ruth ten Hove
Keyword(s):  
Design Methodology ◽  
Learning Approach ◽  
Process Change ◽  
Enabling Factors ◽  
Content Type ◽  
Therapy Services ◽  
Multiple Case ◽  
Positive Effect ◽  
Practical Implications

Purpose The purpose of this paper is to evaluate a process change in physiotherapy services and to explore factors that may have influenced the outcomes. Design/methodology/approach This is a multiple case study and information was gathered from eight physiotherapy teams over 24 months. Findings The process change was successfully implemented in six teams. It had a clear, positive effect on service quality provided to patients in three teams. Whilst quality also improved in three other teams, other issues make changes difficult to assess. Factors that enabled process change to be effective are suggested. Research limitations/implications The findings are based on results achieved by only eight English teams. Practical implications This process change may be appropriate for other teams providing therapy services if attention is paid to potential enabling factors, and a learning approach is adopted to designing and introducing the change. Originality/value To the best of the authors’ knowledge, no other longitudinal process change study in therapy services has been published.

Linking Mentoring to Organizational Citizenship Behavior: The Roles of Protégés’ Task Performance and Job Satisfaction

2021 ◽  
pp. 089484532110279
Author(s):  
Mi-Ting Lin ◽  
Kuo-Yang Kao ◽  
Hao-Hsin Hsu
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Job Attitudes ◽  
Well Being ◽  
Citizenship Behavior ◽  
Direct And Indirect Effects ◽  
And Performance ◽  
Positive Effect ◽  
Practical Implications

There is currently a limited amount of research that explores how mentoring others can prove advantageous for mentors. Based on the job demands–resources model, we propose that individuals who act as mentors should be more willing to engage in behaviors that are beneficial to an organization and that mentoring others could improve their well-being. Moreover, we explore the bidirectional influences between the mentor and protégé by considering how the well-being outcomes and organizational citizenship behavior (OCB) of mentors are shaped by the protégé’s job attitudes and behaviors. Two waves of data were collected from 352 employees (176 mentoring dyads) in Taiwan. Support was found for the positive effect of mentoring others on the exhibition of OCB as well as for lower burnout. Additionally, protégés’ job satisfaction and performance moderated the direct and indirect effects of mentoring others on OCB. The theoretical and practical implications of these findings are discussed.

scholarly journals The Influence of Participatory Leadership, Quality Culture, and Job Satisfaction on Lecturer Organizational Commitment (Case Study of Universities in Indonesia)

2021 ◽  
Vol 4 (1) ◽  
pp. 654-663
Author(s):  
Suryadi Damanik ◽  
Benyamin Situmorang ◽  
Rosmala Dewi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Path Analysis ◽  
Significant Influence ◽  
State University ◽  
Leadership Quality ◽  
Quality Culture ◽  
Participatory Leadership ◽  
Positive Effect

This study aims to determine the effect of participatory leadership on lecturers' organizational commitment, the influence of quality culture on lecturer organizational commitment, the effect of job satisfaction on lecturers' organizational commitment, the influence of participatory leadership and quality culture on job satisfaction and the commitment of lecturers' organizations at the State University of Medan, Indonesia. The sample is 202 lecturers. The instrument used a questionnaire, the data were analyzed using Path Analysis. The results of the study found that there was a significant influence of participatory leadership variables on job satisfaction. Quality culture has a positive effect on job satisfaction. Participatory leadership has a positive effect on organizational commitment. Quality culture has a positive effect on organizational commitment and job satisfaction also has a positive effect on organizational commitment. Taken together, participatory leadership, quality culture and job satisfaction have a positive effect on organizational commitment.

The effect of HRIS implementation success on job involvement, job satisfaction and work engagement in SMEs

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bassem E. Maamari ◽  
Alfred Osta
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Small And Medium Enterprises ◽  
Job Involvement ◽  
Educational Background ◽  
Successful Implementation ◽  
Implementation Success ◽  
Economic Sectors ◽  
Content Type ◽  
Medium Enterprises

Purpose The purpose of the study is to highlight the effect of human resources information systems (HRISs) implementation success on the job involvement, job satisfaction and work engagement of the employees in small and medium enterprises (SMEs). Design/methodology/approach Following an investigative study, a quantitative research is done with a positivist approach. A sample of 1,082 responses from 163 SMEs in different economic sectors is analyzed using statistical package for social sciences and structural equation modelling. Findings The results show that HRIS successful implementation explains the variation in job involvement and work engagement to a limited extent while it does highly affect employees’ job satisfaction. Moreover, the correlation between job involvement and both HRIS implementation success and job satisfaction is negative. Research limitations/implications The researchers were not able to conduct intersector analysis for differences among economic sectors. Existing gender differences in job involvement, work engagement and job satisfaction are hinted to and need further analysis. Practical implications The HRIS users with higher educational background tend to display a more open approach toward using the system and seeing the system’s implementation succeed. Tenured managers display low enthusiasm toward HRIS success, although being highly involved and engaged in the SME’s life. This provides for not only a steady work-flow but also fosters resistance to change. The successful implementation of the HRIS is a new dimension in the hands of managers at work, facilitating their supervisor work routines and affecting employees’ satisfaction, involvement and engagement. Social implications The HRIS success allows more flexibility at the supervisor level of daily work, opening a window toward flexible working hours and indirect supervision. It allows users some freedom and flexibility and the application of their own ethical beliefs when self-reporting. Originality/value Although most research looks at corporations and the factors leading to HRIS implementation success, this study goes beyond the implementation to dwell into Small and Medium Enterprises (SMEs), looking at HRIS after its implementation success, as a potential tool for motivating, involving and engaging employees.

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