scholarly journals Promoting Individual and Organizational OCBs: The Mediating Role of Work Engagement

2020 ◽  
Vol 10 (9) ◽  
pp. 138
Author(s):  
Flavio Urbini ◽  
Antonio Chirumbolo ◽  
Antonino Callea
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Work Related ◽  
Mediating Role ◽  
State Of Mind ◽  
Private And Public ◽  
The Relationship

In today’s dynamic organizational environment, employees with a tendency to display discretional behaviors beyond their prescribed formal job duties represent a plus. Underpinned by the theories of social exchange and conservation of resources, these behaviors can be influenced by their level of job satisfaction (JS), defined as the extent to which employees like their work, and work engagement (WE), defined as a positive work-related state of mind. The present study investigates the mediating mechanism of WE in the relationship between JS and organizational citizenship behaviors (OCBs), which refer to discretionary behaviors that could benefit an organization (OCBs-O) and/or its members (OCBs-I). The mediational hypothesis is examined using structural equation modeling (SEM) among 719 Italian private and public sector employees. The significance of total, direct, and indirect effects was tested via bootstrapping. The results showed that JS was positively related to WE, which, in turn, was positively related to both OCBs-I and OCBs-O. The SEM results supported the hypotheses: WE fully mediated the relationship between JS and OCBs-I, and it partially mediated the relationship between JS and OCBs-O. This study sheds new light on this mechanism. Consequently, it is useful for HRM policy. It also helps us to better understand how satisfied and engaged employees are willing to adopt positive organizational behaviors.

Fostering Creativity and Work Engagement Through Perceived Organizational Support: The Interactive Role of Stressors

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110469
Author(s):  
Aneeq Inam ◽  
Jo Ann Ho ◽  
Hina Zafar ◽  
Unaiza Khan ◽  
Adnan Ahmed Sheikh ◽  
...  
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Fostering Creativity ◽  
The Relationship

The increasing interest of organizations in innovating and surviving during stressful work environments has led scholars to ponder ways to increase employee’s creativity. The study aims to empirically examine the relationship between perceived organizational support (POS) and employee creativity through work engagement and the moderating effect of challenge and hindrance stressors. The theoretical lens of social exchange theory was used to explain the study framework. Data was collected from 324 marketing personnel of the beverage and telecom sector in Pakistan and analyzed using structural equation modeling (SEM) with AMOS. The findings revealed that the direct relationship between POS with work engagement and employee creativity and work engagement with employee creativity was significant. Interestingly, the moderator has shown a prominent effect, which illustrated that low hindrance stressors strengthened the relationship between POS and work engagement. The study contributes by enhancing the employee’s creativity by reducing stressful working environments in many ways.

Leader positive humor and employee creativity: The mediating role of work engagement

2021 ◽  
Vol 49 (7) ◽  
pp. 1-8
Author(s):  
Guodong Yang
Keyword(s):  
Structural Equation Modeling ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Mediating Role ◽  
And Behavior ◽  
The Relationship ◽  
Positive Effect

Leader humor plays an important role in organizations because it affects employees' attitude and behavior. The positive effect of humor in organizations has been widely touted; however, research on the effect of leader humor on employee creativity is still rare. This study addressed how leader positive humor affects employee creativity and whether work engagement mediates this relationship. Data were collected from 233 supervisor–subordinate dyads in 23 Chinese hightech companies. Results of structural equation modeling indicate that leader positive humor was positively related to work engagement, and that work engagement was positively related to employee creativity. Additionally, work engagement mediated the relationship between leader positive humor and employee creativity. Thus, organizations should encourage managers to use positive humor to enhance employees' engagement at work, which will, in turn, lead to creative outcomes. This research extends understanding of the leader positive humor–employee creativity relationship.

scholarly journals The Relationship of Work-Related ICT Use With Well-being, Incorporating the Role of Resources and Demands: A Meta-Analysis

SAGE Open ◽  
2021 ◽  
Vol 11 (4) ◽  
pp. 215824402110615
Author(s):  
Viktoria Maria Baumeister ◽  
Leonie Petra Kuen ◽  
Maike Bruckes ◽  
Gerhard Schewe
Keyword(s):  
Structural Equation ◽  
Meta Analysis ◽  
Well Being ◽  
Equation Modeling ◽  
Negative Effects ◽  
Work Related ◽  
Mediating Role ◽  
Ict Use ◽  
The Relationship

An understanding of the overall relationship between the work-related use of information and communication technology (ICT) and employees’ well-being is lacking as the rising number of studies has produced mixed results. We meta-analytically synthesize and integrate existing literature on the consequences of ICT use based on the job demands-resources model. By using meta-analytical structural equation modeling based on 63 independent studies ( N = 26,295), we shed light on the relationship between ICT use and employees’ well-being (operationalized as burnout and engagement) in a model that incorporates the mediating role of ICT-related resources and demands. Results show that ICT use is opposingly related to burnout and engagement through autonomy, availability, and work-life conflict. Our study brings clarity into the contradictory results and highlights the importance of a simultaneous consideration of both positive and negative effects for a comprehensive understanding of the relationship. We further show that the time of use and managerial position, and methodological moderators can clarify heterogeneity in previous results.

Psychological detachment and research performance: Work engagement as a mediator

2019 ◽  
Vol 47 (10) ◽  
pp. 1-9
Author(s):  
Yungui Guo ◽  
Yanting Zhu
Keyword(s):  
Structural Equation Modeling ◽  
Work Engagement ◽  
Structural Equation ◽  
Research Performance ◽  
Equation Modeling ◽  
Mediating Role ◽  
Psychological Detachment ◽  
The Relationship ◽  
Practical Implications

We examined the mediating role of work engagement in the relationship between psychological detachment and research performance using structural equation modeling and bootstrapping analysis. Participants comprised 923 teachers from 39 key universities in China, who completed measures of psychological detachment, research performance, and work engagement. The results indicated that psychological detachment was negatively associated with research performance, and that work engagement mediated this relationship. Our findings enrich understanding of the effects of psychological detachment on research performance. Theoretical and practical implications are discussed.

My meaning is my engagement: exploring the mediating role of meaning between servant leadership and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Mumtaz Khan ◽  
Muhammad Shujaat Mubarik ◽  
Syed Saad Ahmed ◽  
Tahir Islam ◽  
Essa Khan ◽  
...  
Keyword(s):  
Servant Leadership ◽  
Work Engagement ◽  
Structural Equation ◽  
Service Sector ◽  
Survey Design ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

PurposeThe purpose of the study is to ascertain the mediating role of meaning between servant leadership and work engagement. The study also explores the relationship between servant leadership and work engagement.Design/methodology/approachThe data were collected from 704 service sector employees working in Pakistan through survey design. The data analysis was done through structural equation modeling using PLS-Smart and hierarchical regression using SPSS.FindingsThe results revealed that servant leadership was related to meaning and work engagement. Moreover, meaning was found to be related to work engagement. Finally, meaning was found to mediate the relationship between servant leadership and work engagement.Originality/valueThe research has ascertained the previously unexplored mediating role of meaning between servant leadership and work engagement.

Work engagement, organizational embeddedness, and life satisfaction among frontline employees of star-rated hotels in Ghana

2021 ◽  
pp. 146735842110403
Author(s):  
Emmanuel Twumasi Ampofo ◽  
Joseph Owusu ◽  
Rosemary Boateng Coffie ◽  
Felicity Asiedu-Appiah
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Structural Equation ◽  
Satisfaction With Life ◽  
Equation Modeling ◽  
Frontline Employees ◽  
Mediating Role ◽  
Organizational Embeddedness ◽  
The Relationship

To expand the literature on embeddedness and life satisfaction, the present study examines the mediating role of work engagement in the relationship between organizational embeddedness and life satisfaction among hotel employees in Ghana. Multi-wave data were conveniently collected from 274 employees working as full timers in selected rated hotels in Accra. Structural equation modeling results demonstrated that organizational embeddedness positively influenced life satisfaction and links positively affected life satisfaction. Moreover, work engagement mediated the organizational embeddedness-life satisfaction nexus. Lastly, the results showed that work engagement mediated the effects of link and fit on life satisfaction. Managers of hotels should provide employees who offer frontline services with several important organizational resources such as fit and links to enhance their work engagement and therefore augment their satisfaction with life.

scholarly journals Effects of Selected Positive Resources on Hospitality Service Quality: The Mediating Role of Work Engagement

2019 ◽  
Vol 11 (8) ◽  
pp. 2320 ◽  
Author(s):  
Wang ◽  
Tseng
Keyword(s):  
Service Quality ◽  
Work Engagement ◽  
Structural Equation ◽  
High Performance ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Frontline Employees ◽  
Mediating Role ◽  
Antecedents And Consequences

This paper aims to investigate the mediating role of work engagement for the effects of deep acting, S, and self-efficacy on service quality under the conservation of resources (COR) theory and the job demands–resources (JD-R) model. Questionnaires were rigorously distributed by stratified random sampling. Data were collected from hospitality frontline employees (HFLEs) of hotels and restaurants in Taiwan during a period of two months. Structural equation modeling analyses were conducted to assess the data. Empirical results demonstrated work engagement is a significant mediator, enriching the antecedents and consequences of work engagement in hospitality literature. The findings suggest hospitality practitioners should consider a high-performance work system (HPWS) as an employee management tactic to implement sustainable human resource management (HRM). This practice can augment hospitality frontline employees’ willingness to stay in organizations in the long term and to maintain a satisfying service quality.

scholarly journals Empleados engaged: influencia de la autoeficacia y del líder

2015 ◽  
Vol 31 (2) ◽  
pp. 636 ◽  
Author(s):  
Susana Llorens ◽  
Jacoba Tripiana
Keyword(s):  
Public Administration ◽  
Work Engagement ◽  
Self Efficacy ◽  
Structural Equation ◽  
Equation Modeling ◽  
Mediating Role ◽  
City Hall ◽  
Modeling Analysis ◽  
The Relationship

This study examines the role of supporting leadership and self-efficacy in the development of work engagement. We evaluate the mediating role of self-efficacy between leadership and work engagement in a sample of 271 employees from a Public Administration (City Hall). Results from the Structural Equation Modeling Analysis reveal that self-efficacy mediates the relationship between leadership and work engagement. The perception of having supporting leaders relates significantly with employees’ self-efficacy, which in turns, positively relates to work engagement.

Examining the mediating role of work engagement on the relationship between workplace mindfulness and organizational justice and its association with well-being

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Praveen Kumar Sharma ◽  
Rajeev Kumra
Keyword(s):  
Organizational Justice ◽  
Work Engagement ◽  
Structural Equation ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

PurposeEmployee well-being is increasingly relevant and crucial for organizational success. As work engagement and employee well-being affect employee performance, this area is the focus of increasing attention both from scholars and industry professionals. The main objective of the present research study is to investigate the mediating role of work engagement on the relationship between mindfulness at work, organizational justice and employee well-being.Design/methodology/approachThe study was conducted on information technology (IT) employees in India, and 331 complete responses were collected for the data analysis. The cross-sectional data were collected through purposive sampling. Structural equation modeling (SEM) was applied to evaluate the proposed research hypotheses.FindingsThe findings support the convergent and discriminant validities of mindfulness, organizational justice, work engagement and employee well-being. The results indicate that mindfulness and organizational justice have an indirect relationship with employee well-being. In addition, the study demonstrates that work engagement significantly mediates the relationship between mindfulness and employee well-being as well as between organizational justice and employee well-being.Practical implicationsThe findings will help organizations and human resources (HR) departments to understand the importance of work engagement and employee well-being in the workplace.Originality/valueThe mediating effect of work engagement between the workplace mindfulness–organizational justice relationship on employee well-being is addressed by drawing on conservation of resources (COR) and job demand–resource (JD–R) theories. Prior research has exclusively studied the relationship of employee well-being with either mindfulness or organizational justice. This research provides empirical insights regarding the fact that both mindfulness and organizational justice simultaneously have a relationship with employee well-being.

Psychological capital, organizational justice and health

2019 ◽  
Vol 49 (1) ◽  
pp. 87-103 ◽  
Author(s):  
Daria Lupsa ◽  
Loreni Baciu ◽  
Delia Virga
Keyword(s):  
Organizational Justice ◽  
Social Workers ◽  
Work Engagement ◽  
Structural Equation ◽  
Psychological Capital ◽  
Equation Modeling ◽  
Optimum Level ◽  
Conservation Of Resources ◽  
Content Type ◽  
The Relationship

Purpose This study is based on job demands-resources model and the conservation of resources theory explores the roleof psychological capital (PsyCap), as a personal resource, and organizational justice (distributive and procedural), as a contextual resource, in enhancing health through work engagement. The paper aims to discuss this issue. Design/methodology/approach A sample of 193 Romanian social workers (87.60 percent women) from the national network was used to test two structural models. Findings Structural equation modeling analysis revealed that work engagement partially mediates the relationship between PsyCap and health, and work engagement totally mediates the relationship between organizational justice and health. Research limitations/implications The results emphasize the role of resources, PsyCap and organizational justice, in protecting the social workers’ health. Practical implications These findings support the necessity of combined evidence-based programs to develop social worker’s PsyCap and to maintain the optimum level of perceived organizational justice. These intervention programs can, in turn, enhance the work engagement and protect the health of employees in the workplace. Originality/value This study indicates a novel conceptual model that has two simultaneous predictors of work engagement and health. It provides insights into how contextual resources (organizational justice) potentiate the effect of personal resources (PsyCap) in enhancing health.

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