Comparison between Work -From-Home and Work-From-Office: Job Satisfaction and Work Engagement in Private Sectors

The COVID-19 pandemic and the resultant lockdown has caused massive economic disruption, leading businesses to make a rapid transition and take a new approach to business strategy. Therefore, the aim of the paper is to examine if there are statistically significant gender differences in work satisfaction, work engagement, and work efficiency among employees who work from home during the COVID-19 pandemic. Further, the paper aims to identify the importance of individual dimensions of work satisfaction, work engagement, and work efficiency, and gender differences perspective. The research is based on a survey of 785 employees in Slovenian companies. The factor analysis and the t-test for two independent samples were used to test the research hypotheses. Findings: The results show significant gender differences in work satisfaction, work engagement, and work efficiency among employees who work from home during the COVID-19 pandemic. The paper provides change management insights and recommendations to assist companies in minimizing the negative impact of the COVID-19 pandemic on their employees.

Download Full-text

A Worksite Self-management Program for Workers with Chronic Health Conditions Improves Worker Engagement and Retention, but not Workplace Function

Journal of Occupational Rehabilitation ◽

10.1007/s10926-021-09983-6 ◽

2021 ◽

Author(s):

William S. Shaw ◽

Robert K. McLellan ◽

Elyssa Besen ◽

Sara Namazi ◽

Michael K. Nicholas ◽

...

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Self Efficacy ◽

Management Program ◽

Chronic Health Conditions ◽

Health Conditions ◽

Self Management ◽

Chronic Health ◽

Work Limitation

AbstractPurpose An increasing number of workers in the US have chronic health conditions that limit their ability to work, and few worksite interventions have been tested to improve worker coping and problem solving at work. The purpose of this study was to evaluate a worksite-based health self-management program designed to improve workplace function among workers with chronic health conditions. Methods We conducted a randomized, controlled trial of a worksite self-management program (“Manage at Work”) (clinicaltrials.gov #NCT01978392) for workers with chronic health conditions (N = 119; 82% female, ages 20–69). Most workers were recruited from the health care or light manufacturing industry sectors. Workers attended a 5-session, facilitated psychoeducational program using concepts of health self-management, self-efficacy, ergonomics, and communication. Changes on outcomes of work engagement, work limitation, job satisfaction, work fatigue, work self-efficacy, days absent, and turnover intention at 6-month follow-up were compared to wait-list controls. Results The most prevalent chronic health conditions were musculoskeletal pain, headaches, vision problems, gastrointestinal disorders, respiratory disorders, and mental health disorders. The self-management program showed greater improvement in work engagement and turnover intent at 6-month follow-up, but there was no evidence of a parallel reduction in perceived work limitation. Trends for improved outcomes of work self-efficacy, job satisfaction, and work fatigue in the intervention group did not reach statistical significance in a group x time interaction test. Conclusions Offering a worksite self-management program to workers with chronic health conditions may be a feasible and beneficial strategy to engage and retain skilled workers who are risking disability.Clinical trial registration: Clinicaltrials.gov #NCT01978392.

Download Full-text

Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

Social Behavior and Personality An International Journal ◽

10.2224/sbp.8759 ◽

2020 ◽

Vol 48 (2) ◽

pp. 1-9 ◽

Cited By ~ 1

Author(s):

Taotao Zhang ◽

Bingxiang Li

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Turnover Intention ◽

Employee Turnover ◽

Structural Equation ◽

Job Crafting ◽

Equation Modeling ◽

Employee Turnover Intention ◽

Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

Download Full-text

Influencing Mechanism of Job Satisfaction on Safety Behavior of New Generation of Construction Workers Based on Chinese Context: The Mediating Roles of Work Engagement and Safety Knowledge Sharing

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph17228361 ◽

2020 ◽

Vol 17 (22) ◽

pp. 8361

Author(s):

Guodong Ni ◽

Yuanyuan Zhu ◽

Ziyao Zhang ◽

Yaning Qiao ◽

Huaikun Li ◽

...

Keyword(s):

Job Satisfaction ◽

Knowledge Sharing ◽

Work Engagement ◽

Construction Workers ◽

Safety Behavior ◽

Construction Companies ◽

Mediating Role ◽

Influencing Mechanism ◽

Safety Knowledge ◽

New Generation

China’s construction industry developed rapidly and safety production has become a vital issue. Improving the safety behavior of construction workers is an important measure to effectively decrease construction safety accidents. At present, a New Generation of Construction Workers (NGCWs) born after 1980 has gradually become the main force of construction companies in China and the special group characteristics coming from the intergenerational difference may make them behave differently in safety-related activities, therefore, it is very important to study how to promote their safety behavior. This paper aimed to explore the influencing mechanism of job satisfaction on the safety behavior of NGCWs and examine the mediating role of safety knowledge sharing and work engagement. Confirmatory factor analysis and structural equation modeling analysis were applied to test the theoretical model. Empirical research results indicated that job satisfaction can effectively promote safety behavior through safety knowledge sharing and work engagement. Safety knowledge sharing plays a complete mediating role between job satisfaction and safety compliance behavior, as well as between job satisfaction and safety participation behavior. Moreover, work engagement plays a complete mediating role between job satisfaction and safety participation behavior, which can provide valuable management references for China’s construction companies to strengthen their safety behavior.

Download Full-text

New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability

German Journal of Human Resource Management Zeitschrift für Personalforschung ◽

10.1177/23970022211029023 ◽

2021 ◽

pp. 239700222110290

Author(s):

Antonia-Sophie Döbler ◽

André Emmermacher ◽

Stefanie Richter-Killenberg ◽

Joshua Nowak ◽

Jürgen Wegge

Keyword(s):

Job Satisfaction ◽

Emotional Exhaustion ◽

Work Engagement ◽

Work Ability ◽

Job Demands ◽

Well Being ◽

Job Crafting ◽

Equation Modeling ◽

Personal Resources

The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations.

Download Full-text