Effects of Achievement and Personal Recognition Events on State Work Engagement: A Dual-Path Model

2015 ◽  
Vol 2015 (1) ◽  
pp. 13327
Author(s):  
Nan Wang ◽  
Christian Dormann ◽  
Dawei Wang ◽  
Neha Tripathi
Keyword(s):  
Work Engagement ◽  
Path Model ◽  
Personal Recognition

scholarly journals How does work engagement mediate the association between human resources management and organizational performance?

2018 ◽  
Vol 16 (3) ◽  
pp. 63-79 ◽  
Author(s):  
Gonçalo Pombo ◽  
Jorge Gomes
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Work Engagement ◽  
Human Resources Management ◽  
Path Model ◽  
Line Managers ◽  
Future Directions ◽  
Resources Management ◽  
The Past ◽  
And Behaviors

The aim of this paper is to understand how workers’ perceptions and behaviors contribute to understanding the association between human resources management (HRM) and organizational performance (OP). Over the past few decades, theory construction has lagged the intermediate linkages between HRM and OP, and, therefore, there are still many unanswered questions with regards to such an association. To sustain the HRM-OP link, the authors highlight the potential influence of employees’ work engagement (WE), with the aim of exploring some of the intermediating variables, focusing on the perceptions of employees’ attitudes and behaviors. This research emphasizes that line managers have a crucial role to play in stimulating employees’ efforts and in shaping HR-related outcomes. Line managers act as crucial intermediaries in determining how HR policies that lead to OP can be designed and administered. Nevertheless, line managers have the capability to disrupt or stimulate the system, which has a significant impact on employees’ engagement with the organization. The empirical research is based on a sample of 1,609 employees and 40 organizations and was carried out in two settings. Results suggest that line managers and employees’ perceptions of HR policies were positively related to line managers’ perceptions of OP. The results also support a path model, whereby WE strengthens HR systems’ association with enhanced levels of OP. The discussion reviews the implications of these results and suggests future directions for research.

scholarly journals Morning Reattachment to Work and Work Engagement During the Day: A Look at Day-Level Mediators

2019 ◽  
Vol 46 (8) ◽  
pp. 1408-1435 ◽  
Author(s):  
Sabine Sonnentag ◽  
Kathrin Eck ◽  
Charlotte Fritz ◽  
Jana Kühnel
Keyword(s):  
Social Support ◽  
Positive Affect ◽  
Employee Engagement ◽  
Work Engagement ◽  
Action Theory ◽  
Job Control ◽  
Path Model ◽  
Boundary Crossing ◽  
Goal Activation ◽  
Task Focus

Reattachment to work (i.e., rebuilding a mental connection to work) before actually starting work is important for work engagement during the day. Building on motivated action theory, this study examines anticipated task focus, positive affect, and job resources (job control and social support) as mediators that translate reattachment in the morning into work engagement during the day. We collected daily-survey data from 151 employees (total of 620 days) and analyzed these data with a multilevel path model. We found that day-level reattachment to work in the morning predicted anticipated task focus, positive affect, social support, and job control through goal activation and that anticipated task focus, positive affect, social support, and job control predicted work engagement during the day. This study points to the important role of reattachment to work in employee experiences and behaviors throughout the workday and specifically highlights the benefits of such initial mental boundary crossing between life domains for employee engagement at work.

Arbeitsengagement zur Messung von positiver beruflicher Beanspruchung im Lehrberuf – eine berufsübergreifende Validierung

2020 ◽  
pp. 1-16
Author(s):  
Anita Sandmeier ◽  
Debbie Mandel
Keyword(s):  
Work Engagement ◽  
Utrecht Work Engagement Scale ◽  
Deutschsprachige Version ◽  
Engagement Scale

Zusammenfassung. Die Forschung zu Beanspruchung im Lehrberuf ist nach wie vor stark auf negative Auswirkungen wie Stress, Erschöpfung und Burnout fokussiert. Um ein vollständiges Bild zu erhalten, müssen auch die positiven Aspekte von Beanspruchung analysiert werden. Dafür bietet sich ein Konstrukt an, das sich in der internationalen arbeits- und organisationspsychologischen Forschung in den vergangenen Jahren durchgesetzt und in verschiedenen Berufsfeldern und nationalen Kontexten bewährt hat: Arbeitsengagement, gemessen mit der Utrecht Work Engagement Scale (UWES). Der vorliegende Beitrag analysiert die deutschsprachige Version der 9-Item Version der UWES an einer Stichprobe von Lehrerinnen und Lehrern ( N = 162) im Vergleich mit Personen aus intellektuell-forschenden Berufen ( N = 195). Konfirmatorische Mehrgruppen-Faktoranalysen zeigten, dass die UWES-9 über beide Berufsgruppen hinweg messinvariant ist. Die latente Mittelwertsanalyse ergab, dass die Lehrerinnen und Lehrer in Bezug auf das Arbeitsengagement besser abschneiden als die Fachkräfte der anderen Gruppe. Dabei hängt das Arbeitsengagement in beiden Gruppen wie erwartet positiv mit affektivem organisationalem Commitment und negativ mit der Kündigungsabsicht zusammen, was die Validität der deutschen Version des Tests belegt. Vor dem Hintergrund dieser Erkenntnisse wird am Schluss des Beitrags das Potenzial des Konstrukts für die Erforschung der positiven Beanspruchung im Lehrberuf diskutiert.

Bidirectional Associations Between Self-Perceptions of Aging and Processing Speed Across 3 Years

GeroPsych ◽  
2017 ◽  
Vol 30 (2) ◽  
pp. 49-59 ◽  
Author(s):  
Anna L. Seidler ◽  
Julia K. Wolff
Keyword(s):  
Processing Speed ◽  
Personal Growth ◽  
Significant Loss ◽  
Path Model ◽  
Outcome Variable ◽  
Beneficial Effects ◽  
Self Perceptions ◽  
Chi Squared ◽  
Perceptions Of Aging ◽  
Bidirectional Associations

Abstract. Background: Previous studies point to a potential relationship between self-perceptions of aging (SPA) and cognitive performance. However, most of these studies are limited by their experimental design. Previous longitudinal studies looked solely at memory as an outcome variable without examining the directionality of effects. The present study examines the direction of effects between two domains of SPA (personal growth and physical losses) and processing speed (PS). Methods: The sample consists of 8,198 participants of the German Ageing Survey (DEAS), aged between 40 and 93 years. A cross-lagged path model was estimated to examine directions of relationships across 3 years via chi-squared difference tests for each domain of SPA. Results: In the unconstrained models, the effect of SPA domain personal growth in 2008 on PS in 2011 and vice versa were marginally significant. For SPA domain physical losses, the effect of SPA on PS was significant, whereas the other direction of the effect did not reach significance. However, the cross-lagged paths of both domains of SPA on PS and vice versa could be set equal without a significant loss of model fit. The resulting associations indicate a significant bidirectional relationship between both domains of SPA and PS. Discussion and conclusion: This study provides initial evidence that SPA can influence trajectories of cognitive decline and vice versa. The results emphasize the detrimental and beneficial effects that stereotypes can have on individuals and add further evidence to the theory of stereotype embodiment.

The Conceptualization and Measurement of Job Crafting

2016 ◽  
Vol 60 (4) ◽  
pp. 173-186 ◽  
Author(s):  
Philipp Wolfgang Lichtenthaler ◽  
Andrea Fischbach
Keyword(s):  
Factor Structure ◽  
Work Engagement ◽  
Job Demands ◽  
Job Crafting ◽  
Future Research ◽  
Validity Study ◽  
German Version ◽  
Total N ◽  
Structure Reliability ◽  
German Speaking

Abstract. This research redefined the job demands–resources (JD-R) job crafting model ( Tims & Bakker, 2010 ) to resolve theoretical and empirical inconsistencies regarding the crafting of job demands and developed a German version of the Job Crafting Scale (JCS; Tims, Bakker, & Derks, 2012 ) in two separate studies (total N = 512). In Study 1 the German version of the JCS was developed and tested for its factor structure, reliability, and construct validity. Study 2 dealt with the validity of our redefined JD-R job crafting model. The results show that, like the original version, the German version comprises four job crafting types, and the German version of the JCS is a valid and reliable generic measure that can be used for future research with German-speaking samples. Evidence for the redefined JD-R job crafting model was based on findings relating job crafting to work engagement and emotional exhaustion.

Validation of the Procrastination at Work Scale

2020 ◽  
Vol 36 (5) ◽  
pp. 767-776
Author(s):  
U. Baran Metin ◽  
Toon W. Taris ◽  
Maria C. W. Peeters ◽  
Max Korpinen ◽  
Urška Smrke ◽  
...  
Keyword(s):  
Work Engagement ◽  
Discriminant Validity ◽  
Psychometric Characteristics ◽  
The Czech Republic ◽  
The United Kingdom ◽  
Confirmatory Factor ◽  
And Performance ◽  
Context Specific ◽  
Negative Links ◽  
Office Employees

Abstract. Procrastination at work has been examined relatively scarcely, partly due to the lack of a globally validated and context-specific workplace procrastination scale. This study investigates the psychometric characteristics of the Procrastination at Work Scale (PAWS) among 1,028 office employees from seven countries, namely, Croatia, the Czech Republic, Finland, Slovenia, Turkey, Ukraine, and the United Kingdom. Specifically, it was aimed to test the measurement invariance of the PAWS and explore its discriminant validity by examining its relationships with work engagement and performance. Multi-group confirmatory factor analysis shows that the basic factor structure and item loadings of the PAWS are invariant across countries. Furthermore, the two subdimensions of procrastination at work exhibited different patterns of relationships with work engagement and performance. Whereas soldiering was negatively related to work engagement and task performance, cyberslacking was unrelated to engagement and performance. These results indicate further validity evidence for the PAWS and the psychometric characteristics show invariance across various countries/languages. Moreover, workplace procrastination, especially soldiering, is a problematic behavior that shows negative links with work engagement and performance.

Daily Fluctuations in Work Engagement

2014 ◽  
Vol 19 (4) ◽  
pp. 227-236 ◽  
Author(s):  
Arnold B. Bakker
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Research Evidence ◽  
Organizational Outcomes ◽  
Reciprocal Relationship ◽  
Proactive Behavior ◽  
Negative Events ◽  
Daily Work ◽  
Work Pressure ◽  
Diary Research

This article presents an overview of the literature on daily fluctuations in work engagement. Daily work engagement is a state of vigor, dedication, and absorption that is predictive of important organizational outcomes, including job performance. After briefly discussing enduring work engagement, the advantages of diary research are discussed, as well as the concept and measurement of daily work engagement. The research evidence shows that fluctuations in work engagement are a function of the changes in daily job and personal resources. Particularly on the days that employees have access to many resources, they are able to cope well with their daily job demands (e.g., work pressure, negative events), and likely interpret these demands as challenges. Furthermore, the literature review shows that on the days employees have sufficient levels of job control, they proactively try to optimize their work environment in order to stay engaged. This proactive behavior is called job crafting and predicts momentary and daily work engagement. An important additional finding is that daily engagement has a reciprocal relationship with daily recovery. On the days employees recover well, they feel more engaged; and engagement during the day is predictive of subsequent recovery. Finding the daily balance between engagement while at work and detachment while at home seems the key to enduring work engagement.

Passive Facebook Use and Depression

2020 ◽  
Vol 32 (4) ◽  
pp. 165-175 ◽  
Author(s):  
Leman Pınar Tosun ◽  
Ezgi Kaşdarma
Keyword(s):  
Social Comparisons ◽  
Path Model ◽  
The Other ◽  
Facebook Use ◽  
Psychological Mechanism ◽  
Model Fits

Abstract. In the current study we examined a psychological mechanism linking Facebook use to depression. A survey was conducted with 319 undergraduates about their passive Facebook use, their frequency of making upward social comparisons on Facebook, the emotions evoked through these comparisons, and their levels of depression. Half of the participants were given questions about the Facebook comparisons they made with their close friends, while the other half were given questions about the Facebook comparisons they made with acquaintances. Analysis of the whole sample revealed that upward Facebook comparison elicited assimilative emotions (inspiration, optimism, and admiration) more than contrastive emotions did (envy and resentment). A path model was developed in which passive use of Facebook predicted the frequency of making upward social comparisons, and, in turn, the frequency of making upward Facebook comparisons predicted depression through two routes: one through contrastive emotions and other through assimilative emotions. The results suggested that the model fits the data. As expected, the frequency of upward Facebook comparisons was associated with the increases in frequency of both contrastive and assimilative emotions, and the associations of these two types of emotions with depression were in opposite directions: Depression increased as the frequency of contrastive emotions increased, and it decreased as the frequency of assimilative emotions increased. The strength of the latter aforementioned association was stronger when the comparison targets were acquaintances rather than close friends.

Challenge Demands, Hindrance Demands, and Psychological Need Satisfaction

2015 ◽  
Vol 14 (2) ◽  
pp. 70-79 ◽  
Author(s):  
Simon L. Albrecht
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Self Determination Theory ◽  
Structural Equations ◽  
Need Satisfaction ◽  
Self Determination ◽  
Job Resources ◽  
Mediating Effects ◽  
Psychological Need ◽  
Practical Implications

The job demands-resources (JD-R) model provides a well-validated account of how job resources and job demands influence work engagement, burnout, and their constituent dimensions. The present study aimed to extend previous research by including challenge demands not widely examined in the context of the JD-R. Furthermore, and extending self-determination theory, the research also aimed to investigate the potential mediating effects that employees’ need satisfaction as regards their need for autonomy, need for belongingness, need for competence, and need for achievement, as components of a higher order needs construct, may have on the relationships between job demands and engagement. Structural equations modeling across two independent samples generally supported the proposed relationships. Further research opportunities, practical implications, and study limitations are discussed.

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