This study uses the full-range leadership model to argue that on days when leaders engage in transformational leadership behaviors, they identify follower strengths and stimulate followers to show ...personal initiative. We propose that transformational leadership is related to follower work engagement and performance through follower strengths use and personal initiative. Moreover, we hypothesize that followers' personal initiative is most effective when followers use their strengths. A total of 57 Norwegian naval cadets filled out a diary booklet for 30 days (response = 72.6%; n = 1242). Multilevel modeling analyses largely supported our hypotheses. On the days when leaders used transformational leadership behaviors such as intellectual stimulation and individual consideration, followers were more likely to use their strengths and take initiative. These behaviors, in turn, predicted next-day work engagement and next-day job performance. Moreover, followers’ personal initiative was particularly related to work engagement when strengths use was high rather than low. We discuss how these findings contribute to the leadership literature by showing how leaders inspire their followers to lead themselves. In addition, we elaborate on the practical implications for leadership training.
Our paper explores the impact of servant leadership on absenteeism, in-role performance, and extra-role performance via the mediating roles of work engagement and job satisfaction. Our study utilized ...hotel employee-supervisor dyadic data with time-lagged measurement collected in Russia. Study results reveal that the positive effect of servant leadership on work engagement is stronger than on job satisfaction. As hypothesized, work engagement is a mediator between servant leadership and job satisfaction. The mediation influence of work engagement in the linkage between servant leadership and absenteeism is greater than the mediation influence of job satisfaction. This is also true for the mediation impact of work engagement in the association between servant leadership and in-role and extra-role performances. These findings enhance current understanding about the effectiveness of work engagement versus job satisfaction regarding the effect of servant leadership on behavioral consequences.
•The effect of servant leadership on work engagement is more than on job satisfaction.•Work engagement is a mediator between servant leadership and behavioral outcomes.•Work engagement is more effective than job satisfaction on behavioral outcomes.
Employing a sequential mixed-methods design, the current study examined the role of Chinese EFL teachers' emotion regulation and resilience in predicting their work engagement. To this end, 314 ...Chinese EFL teachers with various academic degrees and teaching experiences were opted from different schools, institutes, and universities of China. To obtain the quantitative data, Utrecht Work Engagement Scale (UWES), Connor–Davidson Resilience Scale (CD-RISC), and Emotion Regulation Questionnaire (ERQ) were electronically distributed among participants. Performing correlational analyses, a strong association was found between teacher resilience and work engagement. The inspection of the correlations also revealed a moderate correlation between cognitive reappraisal and resilience as well as cognitive reappraisal and work engagement. To probe the predictability power of teacher resilience and emotion regulation (cognitive reappraisal), structural equation modeling (SEM) was performed. The results of the SEM analysis demonstrated that Chinese EFL teachers' work engagement was predicted significantly and favorably by their resilience. Using semi-structured interviews, some qualitative data were also collected to fully understand Chinese EFL teachers' perceptions of work engagement. The thematic analysis (TA) of Chinese EFL teachers' responses to interview questions resulted in two main themes and 14 sub-themes, revealing extrinsic and intrinsic factors contributing to teaching engagement. The findings of TA illuminated that both personal resources and job resources can predict teaching engagement. The pedagogical implications for administrators and teacher trainers are further discussed.
Work engagement refers to an active energetic state of mind that is characterized by vigor, dedication, and absorption. Despite practitioner’s attention for work engagement, few public administration ...scholars have studied public servants’ work engagement empirically. The goal of this study is to extend the job demands–resources (JD-R) model of work engagement using insights from the public administration literature. The analysis of a large-scale survey (N = 9,465) shows that (a) work and personal resources, including public service motivation, are positively related to work engagement; (b) red tape moderates these relationships; and (c) work engagement mediates the relationship between JD-R and job outcomes. In conclusion, public organizations can potentially increase work engagement and inherently employee outcomes by increasing work-related resources (autonomy, cooperation with colleagues) and selecting personnel with a proactive personality and high levels of public service motivation.
The entire service sector has acknowledged the importance of employee creativity. However, the underlying mechanism due to which employees are engaged in creativity has been relatively unexplored. ...Moreover, where the banking service sector in advanced countries has realized the potential role of employee creativity for a bank's success, the same was not fully realized in the context of a developing country, especially in Pakistan. Against this backdrop, the current study is an effort to explore the underlying mechanism of employee creativity as an outcome of corporate social responsibility (CSR) with the mediating effects of work engagement (WE) and psychological safety (PS) in the banking sector of Pakistan. Data were collected (n = 483) from banking employees through a self-administered questionnaire, which used the paper and pencil method. The hypotheses of the current survey were validated by employing structural equation modeling (SEM) in AMOS software. The results confirmed that employee creativity, as an outcome of CSR, was significantly influenced by the CSR orientation of a bank. Furthermore, PS and WE produced a significant mediation effect (41%) between the relationship of CSR and employee creativity. The findings of the current study are helpful to the banking sector of Pakistan in understanding the CSR-employee creativity mechanism, which is of utmost importance from the standpoint of competition.
The purpose of this study is to investigate the mediating role of structural empowerment in the positive relationship between transformational leadership and work engagement. Based on self-reported ...questionnaires from 240 employees working in the tourism sector in Galicia (northwest of Spain), the findings reveal that the linkage between transformational leadership and work engagement is partially mediated by structural empowerment. These results imply that transformational leaders foster work engagement by enabling access to information, opportunities, support and adequate resources. This empirical study is one of the first to examine the role of structural empowerment as a mediator between transformational leadership and work engagement and may serve as a reference for promoting work engagement in service organizations. A number of contributions and practical implications are discussed.
Work engagement is considered the core factor that affects various outcomes at the organizational and individual levels including absenteeism, turnover rate, profitability, and productivity. ...Therefore, the concept is drawing substantial attention in the practical and academic fields. There have been several attempts to measure work engagement to enable its effective management. The Utrecht Work Engagement Scale-17 is a representative tool for measuring work engagement, which is used in several organizations worldwide. However, despite its popularity, the validity of the Utrecht Work Engagement Scale-17 is often questioned. Especially in Korea, the Utrecht Work Engagement Scale-17 is one of the most commonly utilized tools to measure work engagement, but there is limited psychometric evidence on its validity. Thus, the present study aimed to test the validity of the Utrecht Work Engagement Scale-17 in a Korean sample, using the Rasch measurement model to examine validity pertaining to different dimensions. The analysis of item fitness to test the content validity of the tool indicated that two of the items require reconsideration. Furthermore, the person-item map to test its substantive validity indicated that the Utrecht Work Engagement Scale-17 did not reflect the level of work engagement adequately in the Korean sample. The Rasch factor analysis conducted to test the structural validity of the tool indicated that the Utrecht Work Engagement Scale-17 comprises three subscales. Finally, the differential item function between male and female participants was examined to gather evidence on the generalizability aspect of the tool’s validity. Findings revealed that only 9 out of the 17 items expressed adequate differentiation between males and females.
•We examined cruise ship employees’ behaviors.•Job demands–job resources (JD–R) model was tested.•Job demands and job resources were of importance in eliciting work engagement and inducing ...well-being.
This research aims to shed new light on peculiar on-board working conditions by adopting the widely recognized and well-established job demands–job resources theory and extending its model to the work engagement and well-being of cruise ship employees. Cross-sectional survey and partial least squares path modeling tool are used. Results confirm that job demands negatively affect cruise ship employees’ well-being. This finding is important because it demonstrates how the negative effect of job demands on work engagement is buffered by cruise ship employees’ individual strategies such as coping, recovery from work-related effort, and optimization and compensation. By contrast, job resources positively affect work engagement and well-being, and work engagement exerts a positive effect on well-being. This study successfully consolidates the literature on job demands, job resources, work engagement, and well-being to determine the complex essence of the work engagement and well-being of cruise ship employees.
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•Work engagement increases emotional exhaustion for some individuals but not others.•Conscientious people are better able to stay engaged at work without being exhausted.•Unstable ...workers who are not conscientious face difficulties when engaged at work.•For some people, engagement results in exhaustion and subsequent deviant behavior.•Work engagement has similar positive and negative implications in the U.S. and China.
How might work engagement help predict emotional exhaustion? Incorporating the notion that work engagement and emotional exhaustion represent two ends of a continuum, we drew on the conservation of resources (COR) theory—which examines them as two distinct constructs—to conduct a multicontext, two-study investigation in the U.S. and China. We proposed that work engagement would increase emotional exhaustion for individuals who rated lower in the conscientiousness personality trait. Furthermore, we found a three-way interaction, whereby work engagement increased emotional exhaustion for less conscientious individuals who were also neurotic or emotionally unstable, while conversely decreasing emotional exhaustion for more conscientious individuals who are emotionally stable. Our results also support a moderated-mediation model, revealing that work engagement decreased counterproductive work behavior as a result of reduced emotional exhaustion when both conscientiousness and emotional stability were high. Implications for future work engagement and counterproductive work behavior research are offered.
Due to the novelty of the concept of language teacher immunity, conceptualised as a robust armouring system that helps language teachers cope with threats to their well-being, scant multi-cultural ...research has been dedicated to the investigation of its correlates. The present study seeks to explore the interplay of immunity, psychological well-being, and work engagement among 1135 English as a foreign language (EFL)teachers from four Asian countries. The data were collected through three questionnaires. The results of structural equation modelling (SEM) analysis indicated that Asian EFL teachers' psychological well-being and work engagement positively influenced their immunity. Additionally, the findings indicated that psychological well-being was a better predictor of teacher immunity than work engagement in Asia. The results, discussed in the light of positive psychology (PP), highlight language teachers' need for working in a psychologically healthy environment to remain committed to their job and immune to its difficulties.
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