Pressure to Be Creative: How Organizational Creativity Pressure Influences Employee Work Engagement

2021 ◽  
Vol 2021 (1) ◽  
pp. 12344
Author(s):  
Hye Jung Eun ◽  
Roy Yong Joo Chua
Keyword(s):  
Work Engagement ◽  
Organizational Creativity ◽  
Employee Work Engagement

scholarly journals Hubungan self-efficacy dengan employee work engagement pada karyawan

FENOMENA ◽  
2019 ◽  
Vol 28 (1) ◽  
Author(s):  
Diah Sofiah ◽  
Gregorius Kurniawan
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Employee Work Engagement

Sumber daya manusia berperan sebagai salah satu aset terpenting perusahaan, tidak hanya dilihat dari hasil produktivitas kerja tetapi juga dilihat dari kualitas kerja yang dihasilkan. Karyawan merupakan faktor terpenting dalam menentukan bagaiamana perusahaan bisa bekembang atau tidak. Salah satu ciri sumber daya manusia yang memiliki kualitas baik adalah engaged. Engagement pada karyawan sangatlah penting dalam mendukung perusahaan untuk mencapai sesuatu yang sudah direncanakan. Mangkuprawira dan Hubeis (2007) menjawab akan variabel yang dibutuhkan karyawan untuk mencapai engaged pada perusahaan. Menurut Mangkuprawira dan Hubeis  dalam mencapai employee work engagement, seorang karyawan haruslah memiliki penilaian diri yang baik dan memahami kemampuan yang ia miliki dimana variabel tersebut dinamakan self efficacy. Oleh karena itu, peneliti ingin mengetahu korelasi antara kedua variabel tersebut yakni hubungan antara self efficacy dan employee work engagement. Dalam penelitian ini, digunakanlah subyek yang berasal dari Rumah Sakit St. Vincentius a Paulo dan diambil sampel sebanyak 95 responden. Skala likert digunakan dalam penelitian ini untuk mendapatkan data penelitian. Untuk mengetahui hubungan tersebut, digunakanlah uji korelasi menggunakan product moment pada program SPSS. Dari hasil pengujian ditemukan bahwa skor peason correlation (r) 0,666 dan signifikansi (p) memiliki skor 0,00 berada dibawah kaidah signifikasi 0,05. Hasil tersebut dapat disimpulkan adanya hunguan antara self efficacy dan employee work engagement.

scholarly journals Effects of Internal Service Quality on Work Engagement: A Case Study of Hotel Soaltee Crowne Plaza

2020 ◽  
Vol 5 (2) ◽  
pp. 63-76
Author(s):  
Eveeta Shakya ◽  
Puja Tamang
Keyword(s):  
Service Quality ◽  
Work Engagement ◽  
Significant Relationship ◽  
Research Work ◽  
Independent Variables ◽  
Study Results ◽  
Internal Service Quality ◽  
Relationship Of ◽  
The Impact ◽  
Employee Work Engagement

This study examined the Service Quality (SERVQUAL) model with the Internal Service Quality (ISQ) dimensions such as tangibles, reliability, responsiveness, assurance and empathy that impact on employee work engagement. This research work was conducted in Hotel Soaltee Crowne Plaza (SCP), one of the 5-star deluxe hotels of Nepal. The study has adopted an inferential research design to meet the study objectives regarding the impact of independent variables on work engagement of SCP Hotel. A structured questionnaire was distributed to 126 sample respondents out of a total of 503 employees of SCP hotel. The study reveals a significant relationship of work engagement with empathy and not with rest of the independent variables. Based on the findings it is recommended that employees should be taken good care of, and employers should be well aware of the employees’ emotional level since empathy has shown a highly significant relationship with work engagement. Study results have scope of future reference whereby implementing SERVQUAL dimensions for employee work engagement and reduction in employee turnover and improved.

The influence of age on the job resources-engagement relationship

2019 ◽  
Vol 27 (4) ◽  
pp. 1218-1238 ◽  
Author(s):  
Wei Ning ◽  
Albi Alikaj
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Job Resources ◽  
Equation Modeling ◽  
Content Type ◽  
Work Arrangements ◽  
Older Employees ◽  
Age Related ◽  
Employee Work Engagement ◽  
The Relationship

PurposeThe purpose of this paper is to examine the moderating role of employee age in the relationship between work engagement and several job resources.Design/methodology/approachThe study used questionnaire-based surveys completed by 804 employees from firms located in West China. The data were then analyzed by conducting latent moderated structural equation modeling.FindingsThe results of the study show that certain job resources (autonomy, recognition, colleague support, participation, job security and flexible work arrangements) are more effective for older employees in promoting work engagement, while other resources (job feedback, opportunities for development, skill variety and internal promotion) are more tailored toward younger employees.Research limitations/implicationsThe results suggest that job resources are not equally effective in affecting employee work engagement. Therefore, future studies should adopt a dynamic lifespan perspective when studying the relationship between job resources and work engagement.Practical implicationsThe current study indicates that to increase younger employees’ work engagement, organizations need to rely more on development-oriented job resources, and to increase older employees’ work engagement, they need to focus more on maintenance-oriented resources.Originality/valueThe literature on work engagement has assumed that the strength of the relationship between job resources and work engagement is uniform among employees at all ages. This study refers to two life-span theories from the development psychology literature to explain that there are age-related differences in the effect of job resources on employee work engagement.

scholarly journals How Organizational Culture Affects Employee(s) Work Engagement in the Insurance Industries in Ghana: An Ambidextrous Approach [AAA]

2018 ◽  
Vol 9 (4) ◽  
pp. 22
Author(s):  
Aphu Elvis Selase ◽  
Xinhai Lu ◽  
Ekor Sophia Enyonam Abla
Keyword(s):  
Organizational Culture ◽  
Work Engagement ◽  
Survey Design ◽  
Insurance Companies ◽  
Cross Sectional Survey ◽  
Statistical Tools ◽  
Cross Sectional ◽  
Pearson Product Moment Correlation ◽  
And Gender ◽  
Employee Work Engagement

The study assessed how organizational culture affects employee work engagement in the insurance industries in Ghana. A cross sectional survey design was used to purposively sample one hundred and sixty-one (161) employees from two leading insurance companies ambidextrously. The Pearson Product Moment Correlation and Independent t-test were the statistical tools used to test the three hypotheses of the study. The results of the study revealed that, there is a positive significant relationship between organizational culture and employee work engagement. Again it was established that managers are more likely to be engaged on their job than non-managers and gender has no significant influence on engagement levels. The study therefore concluded that, to increase employee work engagement, organizations must adopt a favorable culture. Therefore we recommend that organizations should maintain and sustain favorable culture in order to increase the level of employees work engagement.

scholarly journals The Diminishing Effect of Transformational Leadership on the Relationship Between Task Characteristics, Perceived Meaningfulness, and Work Engagement

2020 ◽  
Vol 11 ◽  
Author(s):  
Fanxing Meng ◽  
Yi Wang ◽  
Wenying Xu ◽  
Junhui Ye ◽  
Lin Peng ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Employee Engagement ◽  
Work Engagement ◽  
Police Officers ◽  
Mobile App ◽  
Task Characteristics ◽  
Future Research ◽  
Task Autonomy ◽  
Employee Work Engagement ◽  
Task Significance

The topic of employee work engagement in the public sector has attracted broad attention because it is critical to the efficiency and effectiveness of public services. Based on the Job Characteristics Model (JCM) and the Integrative Theory of Employee Engagement (ITEE), the present research adopts a multilevel design to examine a moderated mediation model in which task characteristics (i.e., task autonomy and task significance as level-1 predictors) and social context (i.e., transformational leadership as a level-2 moderator) jointly impact employee work engagement via individual perception of meaningfulness in work. A total of 349 grassroots police officers from 35 police substations were invited to anonymously complete a survey via mobile app. After performing the cross-sectional analysis, the results indicated that in contrast to task significance, the conditional effect of task autonomy on work engagement via perceived meaningfulness was more positive at a lower level of transformational leadership. Implications, limitations, and future research directions are discussed.

Left out of the office “tribe”: the influence of workplace ostracism on employee work engagement

2020 ◽  
Vol 32 (8) ◽  
pp. 2717-2735
Author(s):  
Kavitha Haldorai ◽  
Woo Gon Kim ◽  
Kullada Phetvaroon ◽  
Jun (Justin) Li
Keyword(s):  
Work Engagement ◽  
Work Motivation ◽  
Workplace Harassment ◽  
Content Type ◽  
Mediating Role ◽  
Workplace Ostracism ◽  
Negative Effect ◽  
Employee Work Engagement ◽  
The Relationship

Purpose The purpose of this paper is to investigate how workplace ostracism influences employee work engagement. It further examines the mediating role of workplace belongingness and moderating role of intrinsic work motivation. Design/methodology/approach Data was collected from 402 hotel employees from Thailand. A second stage moderated-mediation is used to test the relationship between workplace ostracism and employee work engagement. Findings Workplace ostracism negatively impacts employee work engagement and workplace belongingness mediates this relationship. The negative effect of workplace ostracism on employee work engagement through workplace belongingness is stronger for employees high on intrinsic motivation. Practical implications Hotel firms should make social connection an organization-wide strategic priority. They can include workplace ostracism as workplace harassment in their policy. Originality/value Besides contributing to the nascent literature on workplace ostracism in the hospitality industry, the present study extends research on workplace ostracism by empirically testing the relationship between workplace ostracism and employee work engagement. By using workplace belongingness as a mediator, a better understanding is provided regarding “why” workplace ostracism relates to employee work engagement. By introducing intrinsic work motivation as a moderator, scholars can gain a better understanding in regard to “whom” workplace ostracism negatively relates to employee work engagement.

Hotel Employee Work Engagement and Its Consequences

2015 ◽  
Vol 25 (2) ◽  
pp. 133-166 ◽  
Author(s):  
Junghoon (Jay) Lee ◽  
Chihyung “Michael” Ok
Keyword(s):  
Work Engagement ◽  
Hotel Employee ◽  
Employee Work Engagement
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