The Mediating Role of Meaningful Work between Career Growth Opportunities and Work Engagement

The highest trends in employee turnover in companies are found in the Millennial generation. This trend is expected to continue to increase every year. This study aims to see how meaningful work influences the intention to leave the company through the role of work engagement as a mediator in the Millennial Generation sample. This research was conducted on 446 Millennial generation employees from various types of companies using convenience sampling methods. The instruments used in this study were Work as Meaning Inventory, Utrecht Work Engagement Scale-9, and Turnover Intention Scale. Based on mediation analysis, work engagement significantly acts as a mediator of the relationship between meaningful work and the intention to leave the company among millennial workers. Hopefully, the findings of this study can provide information for organizations to promote meaningful work and work engagement to increase the willingness of Millennial Generation employees to stay longer in their companies or organizations today.

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Managers’ Assessments of Employees’ Organizational Career Growth Opportunities: The Role of Extra-Role Performance, Work Engagement, and Perceived Organizational Commitment

Journal of Career Development ◽

10.1177/0894845317714892 ◽

2017 ◽

Vol 47 (3) ◽

pp. 280-295 ◽

Cited By ~ 2

Author(s):

Christy H. Weer ◽

Jeffrey H. Greenhaus

Keyword(s):

Organizational Commitment ◽

Work Engagement ◽

Affective Commitment ◽

Role Performance ◽

Growth Opportunities ◽

Paired Sample ◽

Attitudes And Behaviors ◽

Career Growth ◽

And Behaviors

This study examined the role of perceived organizational commitment on managers’ assessments of employees’ career growth opportunities. Based on a paired sample of 161 legal secretaries and their managers, results indicated that managers used the attitudes and behaviors displayed by employees (strong extra-role performance and enhanced work engagement) as cues from which to base their perceptions of employees’ affective commitment to the organization. In turn, employees perceived as highly committed to the organization experienced enhanced content and structural career growth opportunities. Moreover, the relation between managers’ perceptions of employees’ organizational commitment and content career growth opportunities was stronger for employees perceived as also highly committed to their careers than for employees perceived as less committed to their careers.

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Job resources and employees' intention to stay: the mediating role of meaningful work and work engagement

Journal of Management & Organization ◽

10.1017/jmo.2021.10 ◽

2021 ◽

pp. 1-17

Author(s):

Israel Sánchez-Cardona ◽

María Vera ◽

Jesús Marrero-Centeno

Keyword(s):

Work Engagement ◽

Structural Equation ◽

Online Survey ◽

Meaningful Work ◽

Job Resources ◽

Equation Modeling ◽

Intention To Stay ◽

Cross Sectional ◽

Mediating Role

Abstract Based on the Job Demands Resources Model (JD-R), this study investigates the mediating role of meaningful work and work engagement in the association between job resources and employees' intention to stay. A cross-sectional study was conducted through an online survey of 217 employees from different organizations in Puerto Rico. We examined a serial mediation analysis through structural equation modeling. The results indicate that job resources are positively related to meaningful work, while meaningful work is positively associated with work engagement. Further, job resources are indirectly associated with the intention to stay through meaningful work and work engagement. This study contributes to understanding the role of meaningful work and engagement in the JD-R model's motivational-driven process and how these mechanisms promote positive work outcomes in terms of the retention of human capital. Designing jobs and strategies at the workplace to develop meaning and engagement seems crucial to retain employees.

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Mediating role of meaningful work between resources and work engagement in Bangladesh’s private banks

Management & Marketing ◽

10.2478/mmcks-2018-0005 ◽

2018 ◽

Vol 13 (1) ◽

pp. 777-795 ◽

Cited By ~ 1

Author(s):

Rubaba Nawrin

Keyword(s):

Work Engagement ◽

Methodological Approach ◽

Meaningful Work ◽

Holistic Approach ◽

Future Research ◽

Mediating Role ◽

Job Demand ◽

Private Banks ◽

Psychological Mechanism

Abstract Engaged employees are considered as the most desired assets for the organization. Although significant contributions have been observed in the engagement literature, a holistic approach is yet to be untouched in terms of developing relationship between various resources, work engagement and psychological mechanism such as meaningful work. The purpose of this study is to explore the mediating role of meaningful work between resources and work engagement in private banks in Bangladesh. This study followed the quantitative methodological approach and based on Bakker and Demerouti’s (2007) Job demand-resources model. A survey questionnaire was prepared and used to collect data. 440 respondents participated in this study, who is currently working in private banks in Bangladesh. Multiple regression analysis along with Sobel test was performed to analyze the data. The findings confirmed that the relationships between organizational, job, personal resources and work engagement were partially mediated through meaningful work. It has been observed that all determinates had a significant influence on work engagement. For practical implications, the organization can align various resources to uplift the engagement level of the employees. Since meaningful work was found to be a significant predictor, managers can develop jobs where employees can relate their purpose to their work. This study recommends that future research can apply this model to different contexts as well as to different groups of respondents.

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Meaningful Work and Work Engagement: The Mediating Role of Perceived Opportunities to Craft and Job Crafting Behavior

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v8i2.12635 ◽

2018 ◽

Vol 8 (2) ◽

pp. 1 ◽

Cited By ~ 1

Author(s):

Jessica Van Wingerden ◽

Joost Van der Stoep ◽

Rob Poell

Keyword(s):

Work Engagement ◽

Structural Equation ◽

Positive Relationship ◽

Meaningful Work ◽

Job Crafting ◽

Equation Modeling ◽

Strong Linkage ◽

Mediating Role ◽

The Impact

This study examines the impact of meaningful work on employees’ level of work engagement as mediated by perceived opportunities to craft and job crafting. Based on the literature on meaningful work and job crafting, we hypothesize that meaningful work has a positive relationship with an employee’s level of work engagement in two ways, directly and indirectly via perceived opportunities to craft first and job crafting second (sequential mediation). In order to test the hypothesized relations, we conducted a structural equation modeling on a sample of 1148 employees working in various occupations, organizations, and industries in The Netherlands. The results of this analysis provide support for the hypothesized relations, indicating a strong linkage between meaningful work and work engagement and a partially mediating role for perceived opportunities to craft and job crafting. The main theoretical, practical, and methodological implications of this study are discussed.

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