•Workplace fun has a significant positive effect on psychological capital in the tourism and hospitality industry.•Psychological capital plays a partial mediating role between workplace fun and work ...engagement.•Psychological capital has a significant moderating effect between workplace fun and work engagement.
Although previous literature has examined the relationship between workplace fun and work engagement, the construct of psychological capital is introduced in the context of tourism and hospitality to investigate the mediating and moderating roles in this relationship. This research aimed to discuss the effect of workplace fun on psychological capital and further examine psychological capital’s mediating and moderating effects between workplace fun and work engagement. The survey data were taken from 331 front-line employees in customer service-oriented tourism and hospitality enterprises in Taiwan. The results showed that workplace fun has a significant positive effect on psychological capital. In addition, psychological capital plays a partial mediating role between workplace fun and work engagement. Moreover, psychological capital has a significant moderating effect between workplace fun and work engagement, namely, psychological capital can help to strengthen the relationship between workplace fun and work engagement. The implications and suggestions are discussed for tourism and hospitality operators.
Social media enables information sharing and social interaction within organization. This research aims to analyze how both work- and nonwork-related communication with colleagues and the work ...community on social media is associated with work engagement among Finnish professionals. A total of five Finnish professional organizations (N = 563) and a representative sample of the Finnish working population (N = 1817) contributed to the survey data, which was analyzed with structural equation modeling. We found a direct positive association between work-related communication and work engagement among Finnish working population, and a positive indirect associations between both work- and nonwork-related communication and work engagement via organizational identification and social support. Findings suggest that communication in social media supports work engagement via organizational identification and social support. Organizations should pay more attention to social media communication practices and provide opportunities to build organizational identification and receive social support in social media.
Teachers' capacity to cultivate children's social, emotional, and behavioral functioning in early childhood settings could depend on how connected they feel to their workplace as well as to their ...work. However, the role of teachers' perceptions of their workplace in their work engagement, as well as children’s functioning (i.e., anger-aggression, anxiety-withdrawal, social competence, behavioral self-regulation), remains to be understood. Within this interdisciplinary study, we used self-determination theory and the Job Demands-Resources Model of Burnout, which propose that when teachers perceive a supportive workplace that enables them to feel capable of handling their responsibilities, they perform better in their role, and thus, could more positively contribute to children's development. The present study utilized a sample of 329 preschoolers and their 53 teachers. Using hierarchical linear modeling, we examined associations between teachers' sense of community (as measured by collegiality and involvement-influence), their work engagement as a moderator, and children's social, emotional, and behavioral functioning in early care and education (ECE) settings. As expected, we found that collegiality was negatively associated with children's anger aggression (β = −1.79, SE = 0.86). Also, work engagement was negatively associated with children's anxiety-withdrawal (β = −0.29, SE = 0.07). Unexpectedly, involvement-influence was positively associated with children's anger-aggression (β = 1.78, SE = 0.67). Relationships in the workplace are valuable to teachers, including how they engage with their work duties and children. However, more responsibilities in the workplace may present challenges that contribute to a less positive response to children or a less positive classroom environment. We discuss implications and potential workplace interventions for ECE educators.
Introduction: The study of work engagement is key for better understanding the underlying mechanisms that lead people to feel more motivated at work. The construct has gained prominence over recent ...decades, and the Utrecht Work Engagement Scale (UWES) has emerged as the most popular tool to assess the construct. Though widely known and used, more psychometric evidence is needed for the UWES, especially its item parameters. Method: This study (N = 525) aimed to provide psychometric evidence for the UWES and its shortened versions in Brazil, using a range of robust statistical analyses (e.g., Confirmatory Factor Analysis, Item Response Theory). Results: Results reveal good model fit and high internal consistency for both unidimensional and three-dimensional UWES structures. UWES items also showed high discrimination, difficulty, and information levels. Finally, significant correlations between UWES and workaholism and job satisfaction provided evidence of the convergent validity of the UWES in Brazil. Conclusion: This study’s findings broaden the understanding of work engagement and underscore the utility of the UWES as an efficacious tool for measuring work engagement in Brazil, paving the way for effective interventions and policies in diverse workplace environments.
This study aims to analyze the leadership and organizational climate on work engagement. Quantitative research methods are used, with a sample size of 276 employees of car and motorcycle sales ...companies. The results showed that leadership and organizational climate increase employee productivity. This is done with an emotional statement and employee work commitment through work engagement, which is represented by absorption characteristics that make employees more focused, fully concentrated, and enjoy their work. Abstrak Penelitian ini berupaya menganalisis kepemimpinan dan iklim organisasi terhadap work engagement. Metode penelitian kuantitatif digunakan, dengan jumlah sampel 276 karyawan perusahaan penjualan mobil dan motor. Hasil penelitian menunjukkan bahwa kepemimpinan dan iklim organisasi meningkatkan produktivitas kerja karyawan. Hal ini dilakukan dengan pernyataan emosional dan komitmen kerja karyawan melalui work engagement, yaitu diwakilkan dengan karakteristik absorpsi yang membuat karyawan menjadi lebih fokus, konsentrasi penuh, dan menikmati pekerjaannya.
This study examined the impact of an intervention based on Job Demands-Resources (JD-R) theory. We hypothesized that the intervention would influence participants' job crafting behaviors, as well as ...their basic need satisfaction. Further, we hypothesized a positive impact on participants work engagement. In addition to the proposed intervention effects, we expected that job crafting would have a positive relationship with work engagement, through basic need satisfaction. The study used a quasi-experimental design with an experimental group and a control group. Teachers completed measures pre- and post-intervention. Results of analyses of variance were largely in line with our predictions. In the intervention group, job crafting, basic need satisfaction, and work engagement increased over time. In the control group, no significant changes were found on all variables. In addition, the results of the analysis confirmed the hypothesized mediation. We discuss the implications of these findings for both JD-R theory and practice.
•Employees' job crafting behaviors can be increased via a Job crafting intervention.•Employees' basic need satisfaction can be increased via a job crafting intervention.•A job crafting intervention can enhance participants' levels of work engagement.•Job crafting leads to work engagement via basic need satisfaction.
Background Typically, work engagement is positively related to beneficial job outcomes. Earlier studies, however, revealed a “dark side” of work engagement showing negative effects such as more ...work-family conflict. Using a resource perspective, our study seeks to better understand why and when these negative effects of work engagement occur. Specifically, we test a new model in which the relationship of work engagement with work-family conflict is mediated by organizational citizenship behavior (OCB) and work rumination. Moreover, we argue that employees’ resource-building strategies (i.e., job crafting) and resource levels (i.e., psychological capital) buffer resource depletion due to high work engagement. Methods We tested our assumptions in a field study that involved data collected on three measurement points with 523 employees from Nigeria. The measures consist of Utrecht Work Engagement Scale, Organizational Citizenship Behavior Scale, Work Rumination Scale, Psychological Capital Scale, Job Crafting Measure, Work-family Conflict Scale, and demographic variables. Structural Equation Modeling (SEM) was used to test the hypotheses. Results and discussion Results from latent structure equation modelling confirm that work rumination mediates the positive relationship between work engagement and work-family conflict. Additionally, our findings suggest that behavioral engagement (i.e.,OCB) and work rumination mediate the relationship between work engagement and work-family conflict. Moreover, psychological capital mitigated the relationships of work engagement with work rumination, but not job crafting. Our study helps to better understand the “dark side” of work engagement and offers implications on how to mitigate its detrimental relationship with work-family conflict.
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