Work engagement is assumed, implicitly, to be gender-neutral where women and men have equal opportunities to demonstrate their engagement in the workplace. This paper questions this assumption and ...integrates gender into the notion of work engagement by investigating and contextualising the factors that affect the genderedness of work engagement. It uses gendered organisation theory and engagement theory to expose the gendered nature of work engagement. Interviewing thirty-six employees from three telecommunication companies in Jordan, it is found that the notion of work engagement is neither gender neutral nor universal, and that the presence of inequality regimes means that women may have less opportunity to experience engagement, and certainly the opportunity will vary across contexts.
PurposeThis paper aims to explore the relationship between organizational learning (OL) and work engagement (WE) in the Middle East region amid the COVID-19 pandemic and to test the mediating role of ...employee resilience (ER) and psychological empowerment (PE) on this relationship.Design/methodology/approachThe sample size was 208 respondents working in the Middle East area during COVID-19. Hypotheses were tested using regression analysis with bootstrapping.FindingsThe findings indicate a significant positive impact of OL on WE. Moreover, both constructs – ER and WE – were identified as mediators for this relationship.Practical implicationsPractical implications within this study call for organizations to focus on promoting a learning culture in order to adapt and respond effectively to unprecedented external challenges.Originality/valueThe current study extends previous research and strengthens the antecedents of WE, namely, OL, ER and PE in the Middle East region while controlling for COVID-19 perceptions.
Non-work social media use at work has seen a dramatic increase in the last decade and is commonly deemed counterproductive work behaviour. However, we examined whether it may also serve as a ...micro-break and improve work engagement. We used ecological momentary assessment across 1 working day with up to 10 hourly measurements in 334 white-collar workers to measure non-work social media use and work engagement, resulting in 2235 hourly measurements. Multilevel modelling demonstrated that non-work social media use was associated with lower levels of work engagement between persons. Within persons, non-work social media use was also associated with lower concurrent work engagement. However, non-work social media use was related to higher levels of work engagement 1 hour later. While more extensive non-work social media use at work was generally associated with lower work engagement, our advanced study design revealed that the longer employees used social media for non-work purposes during 1 working hour, the more work engaged they were in the subsequent working hour, suggesting that employees turn to social media when energy levels are low and/or when they (temporarily) lose interest in their work. This behaviour may serve as a break, which in turn increases work engagement later during the day.
This paper aims to show the strategic role of Perceived Organizational Support (POS) in developing positive work attitudes, thereby reducing stress in the workplace. We have conducted an empirical ...study to understand more about if and how work meaningfulness influence perceived stress and whether work engagement has a mediating effect between these two constructs. Based on the Job Demands-Resources (JD-R) model and Social Exchange Theory (SET), we hypothesize that POS has both direct and indirect relationships with these variables: meaningfulness, work engagement, and perceived stress. We tested these hypotheses through path analyses on a sample of 1111 employees in France. The results support our hypotheses on a) the negative association between meaningfulness and perceived stress, b) the mediating role of engagement, and c) the direct and indirect effects of POS. The strongest moderating effect of POS is observed on the relationship between meaningfulness and engagement. Our findings have theoretical implications by showing, for example, that POS enhances positive outcomes more than it diminishes negative ones. The results also have practical implications for managers and organizations as they reinforce the interplay of intrinsic motivators (meaningfulness) as an individual process as well as extrinsic motivators (POS) in the realm of an organization's responsibility and interest in strengthening employee engagement and reducing stress at work.
Aim
To assess turnover intention among experienced nurses and explore the effects of work environment, job characteristics and work engagement on turnover intention.
Background
The nursing shortage ...is an urgent concern in China. A high turnover rate of experienced nurses could have serious effects on the quality of care, costs and the efficiency of hospitals. It is crucial to explore the predictors of turnover intention and develop strategies tailored to experienced nurses.
Design
A descriptive, cross‐sectional survey design.
Methods
A total of 778 experienced nurses from seven hospitals was surveyed on their work engagement, job characteristics, work environment and turnover intention in March–May 2017. Structural equation modelling was used to test a theoretical model and the hypotheses.
Results
The results showed that 35.9% of experienced nurses had high‐level turnover intention. The final model explained 50% of the variance in experienced nurses' turnover intention and demonstrated that: (1) work environment was positively associated with higher work engagement and lower turnover intention and work engagement partially mediated the relationship between work environment and turnover intention; and (2) job characteristics were positively related to higher work engagement and lower turnover intention and work engagement fully mediated the relationship between job characteristics and turnover intention.
Conclusions
The study confirms the intrinsic and extrinsic motivators on work engagement posited by job demands‐resources model. Theory‐driven strategies to improve work environment, enhance job characteristics and promote wok engagement are needed to address the nursing shortage and high turnover intention among experienced nurses.
•Globalization has contributed to the formation of diversified teams comprised of people with different characteristics, such as ethnicity, race, gender and other backgrounds, which present new ...challenges in how we understand and effectively manage teams. As hotels become more diversified, team faultlines will become more common in the workplace.•The study fills in a research gap on team faultlines in hospitality contexts, and empirically tested how the underlying mechanism of team faultlines influences hotel frontline employees’ work engagement by regarding psychological safety as a mediator, using data collected at multiple times.•The study confirmed that inclusive leadership can alleviate the negative impact of team faultlines while facilitating hotel employees’ work engagement. The study provides a more optimistic view that measures can indeed be taken to mitigate the negative impacts of team faultlines, and give certain practical implications for how to effectively manage diversified teams under globalization context.
Team faultlines are hypothetical dividing lines that split a team into two or more subgroups based on individual (diversity) attributes, which negatively influence team process and outcomes. Linking with diversity literature and building on social identity and optimal distinctiveness theories, our study examined a multilevel moderated mediation model on whether, how, and when team faultlines would affect hotel frontline employees’ work engagement using data from 337 Chinese hotel employees nested in 102 work groups, collected at multiple times. The results indicated that team faultlines negatively influenced hotel frontline employees’ work engagement, and that individual perceived psychological safety played a mediating role. Inclusive leadership moderated the indirect relationship between team faultlines and employees’ work engagement via psychological safety, thus providing a more optimistic view that measures can indeed be taken to mitigate the negative impacts of team faultlines.
The purpose of the study is to investigate the impact of authentic leadership and proactive personality on innovative work behavior through dual mediation approach. This study applied a judgment ...sampling technique and data were gathered from 311 high-tech manufacturing industries of Shenzhen, China. The measurement model and structural model were tested using structural equation modeling technique through AMOS 24 software. The results indicate that authentic leadership has a positive and significant effect on proactive personality. Meanwhile, findings show that proactive personality has a significant impact on innovative work behavior. Moreover, findings show that proactive personality positively mediates the relationship between authentic leadership and innovative work behavior. Furthermore, findings illustrate that work engagement positively mediates the relationship between proactive personality and innovative work behavior. This study provides insightful and valuable implications to high-tech manufacturing industries executives and regulators interested in organizational productivity.
A controlled trial of a Mindfulness Based Intervention (MBI) was conducted on a big Spanish public hospital. The intervention program was offered to the staff as an initiative to promote psychosocial ...health of workers. Nineteen employees participated of the program, which consisted in three 150-min sessions and other fifteen employees acted as a control group in a waiting-list format. Pre–Post evaluations of Mindfulness, Work Engagement, Happiness and Performance where taken and the data analysis suggests that the intervention program was successful in boosting the existing levels of all the evaluated variables. The practical implications of these findings suggest that shorter versions of traditional MBI programs could be an effective Healthy Organizational Practice to boost happiness and performance among healthcare professionals.
Character strengths profiles in the specific setting of medical professionals are widely unchartered territory. This paper focused on an overview of character strengths profiles of medical ...professionals (medical students and physicians) based on literature research and available empirical data illustrating their impact on well-being and work engagement. A literature research was conducted and the majority of peer-reviewed considered articles dealt with theoretical or conceptually driven 'virtues' associated with medical specialties or questions of ethics in patient care (e.g., professionalism, or what makes a good physician). The virtues of compassion, courage, altruism, and benevolence were described most often. Only a limited number of papers addressed character strengths of medical students or physicians according to the VIA-classification. Those articles showed that the VIA-character strengths
,
, and
were considered most often by respondents to be particularly important for the medical profession. Available cross-sectional (time span: six years) and longitudinal (time span: three years) data regarding VIA-character strengths profiles of medical professionals were analyzed (
= 584 medical students, 274 physicians). These profiles were quite homogenous among both groups. The character strengths
,
,
,
, and
had the highest means in both samples. Noteworthy differences appeared when comparing medical specialties, in particular concerning general surgeons and psychiatrists, with the former reporting clearly higher levels of e.g.,
(
= 1.02) or
(
= 1.19). Long-term results revealed significant positive effects of character strengths on well-being and work engagement (e.g.,
on physicians' work engagement) but also significant negative effects (e.g.,
on students' well-being). Further,
was significantly associated both positively with physicians' well-being and negatively with students' work engagement, possibly indicating specific issues concerning medical education or hospital working conditions. According to the modern-day physician's pledge, medical professionals should pay attention to their own well-being and health. Therefore, promoting self-awareness and character building among medical professionals could be a beneficial strategy.
In the recent years, there has been a rising interest among luxury brands to be environmentally responsible and promote employee discretionary behaviour. However, the underlying mechanisms that ...explain why, when, and how employees demonstrate discretionary environmental attitudes and behaviour in luxury contexts are not well-known. To accelerate this discourse; the current study examines the impact of environmental corporate social responsibility (CSR) on employees' organizational citizenship behaviour towards environment. Drawing insights from social cognitive theory, this study empirically validates a conceptual model through the data collected from 406 employees of luxury hotels and analysed using structural equation modelling. The results confirm the significant effect of environmental CSR on employees' organizational citizenship behaviour towards environment. The results also reveal that employee environmental commitment and green work engagement partially mediate the proposed relationship. Moreover, contrary to expectations, gender did not moderate the influence of environmental CSR on employee environmental commitment and employee green work engagement, whereas the relationship between environmental CSR and organizational citizenship behaviour towards environment was stronger for males than females. We argue that creative environmental CSR assignments in luxury hotel chains help employees develop engagement, identification, and commitment with the environmental strategy of the hotels towards solving grave environmental problems that modern societies are grappling with.
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