Employee Psychological Ownership and Work Engagement: Links with Job Demands and Attitudes

2016 ◽  
Vol 2016 (1) ◽  
pp. 13743
Author(s):  
Andriana Rapti ◽  
Bruce A. Rayton ◽  
Zeynep Yesim Yalabik
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Psychological Ownership

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.

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.

scholarly journals Employees’ job demands–resources profiles, burnout and work engagement: A person-centred examination

2012 ◽  
Vol 33 (4) ◽  
pp. 691-706 ◽  
Author(s):  
Anja Van den Broeck ◽  
Nele De Cuyper ◽  
Koen Luyckx ◽  
Hans De Witte
Keyword(s):  
Work Engagement ◽  
Job Demands

scholarly journals New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability

2021 ◽  
pp. 239700222110290
Author(s):  
Antonia-Sophie Döbler ◽  
André Emmermacher ◽  
Stefanie Richter-Killenberg ◽  
Joshua Nowak ◽  
Jürgen Wegge
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Personal Resources

The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations.

Job Demands, Job Resources, Burnout, Work Engagement, and Their Relationships

2017 ◽  
Vol 59 (4) ◽  
pp. 369-376 ◽  
Author(s):  
Anja Van den Broeck ◽  
Tinne Vander Elst ◽  
Elfi Baillien ◽  
Maarten Sercu ◽  
Martijn Schouteden ◽  
...  
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Job Resources

scholarly journals Idea uniwersytetu kształcącego ludzi zaangażowanych w pracę

1970 ◽  
pp. 387-397
Author(s):  
Konrad Kulikowski
Keyword(s):  
Social Learning ◽  
Learning Theory ◽  
Work Engagement ◽  
Social Learning Theory ◽  
Job Demands ◽  
University Education ◽  
Job Crafting ◽  
University Environment ◽  
The Social ◽  
The University

The first part of this article introduces the work engagement concept in a framework of the Job Demands-Resources Theory and discusses a relation between work engagement and job crafting. Next, the author presents the hypothesis that university education can form engaged employees by enhancing students’ self-efficacy beliefs about their ability to effectively crafting their future job environments. On the basis of the Social Learning Theory the author proposed three possible methods on how the university community could promote job crafting behaviors among students. These methods are: trainings and persuasions, modeling, or observation of how university top researchers work, and allowing students to experience success in changing different aspects of the university environment.

scholarly journals Job Requirements, Resources and Proactive Behavior at Work: The Role of Work Engagement and Stress

Psichologija ◽  
2019 ◽  
Vol 59 ◽  
pp. 8-22
Author(s):  
Marija Miselytė ◽  
Dalia Bagdžiūnienė ◽  
Violeta Jakutė
Keyword(s):  
Work Engagement ◽  
Mental Workload ◽  
Job Demands ◽  
Business Environment ◽  
Work Behavior ◽  
Equation Modeling ◽  
Proactive Behavior ◽  
Theoretical Approaches ◽  
Person Environment Fit ◽  
Proactive Behaviors

Proactive employees are an important part of social capital in modern organizations that operate in a competitive and ever-changing business environment. Proactive behavior (PB) is defined as self-directed and future-oriented actions that are aimed to change the situation, work environment, or oneself (Bindl & Parker, 2010). Proactive workers initiate individual and organizational changes, and they not only respond to work requirements or adapt to environmental conditions (Fritz & Sonnentag, 2009). Therefore, it is important to analyze the work and personal characteristics that may be significant in order to enhance the employees’ PB. The paper presents an empirical study that integrates the theoretical approaches of Proactive Behavior (Parker & Collins, 2010) and Job Demands – Resources (Schaufeli & Bakker, 2004). It is aimed, first, to examine the links between job demands (pace and amount of work, emotional and mental workload), resources (autonomy and feedback), and work engagement and stress with employee strategic proactive behaviors as well as work and person-environment fit proactive behaviors. Second, to determine the role that work engagement and stress have in the relationships between job characteristics and PB types. A total of 386 employees from various Lithuanian organizations were surveyed online. Sixty one percent of the respondents were female; the average age of the respondents was 34.8 (SD = 11.32) years, with an average of 7.3 (SD = 8.22) years of working experience in their organizations. Twenty one percent of the respondents were first-level managers. Most of the respondents (93.6%) had acquired higher education. Structural equation modeling analyses revealed that strategic PB, through engagement as a mediator, was predicted by autonomy, mental workload, and feedback; proactive work behavior was predicted by emotional workload, while mental workload, autonomy, and feedback were related to proactive work behavior through work engagement as a mediator; proactive person-environment fit behavior was predicted only by feedback via work engagement as a mediator. The study has shown that employee PB can be reinforced not only with job resources (autonomy and feedback) but job demands as well (the mental and emotional workload) via the mediative effect of work engagement. Work stress was not related with PB. The practical applications of research findings are discussed.

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