scholarly journals Variables affecting burnout levels among medical doctors working in internal and surgical branches and the relationship of burnout with work engagement and organizational commitment

2016 ◽  
Vol 19 (4) ◽  
pp. 176-184
Author(s):  
Reyhan Algül ◽  
Doğan Yılmaz ◽  
Ürün Özer ◽  
Burhanettin Kaya
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Medical Doctors ◽  
Relationship Of ◽  
The Relationship

scholarly journals Who can enjoy the unavoidable emotional labor

2014 ◽  
Vol 27 (4) ◽  
pp. 719-742
Author(s):  
SeungGeun Baeck ◽  
KangHyun Shin ◽  
JongHyun Lee ◽  
ChangGoo Heo
Keyword(s):  
Work Engagement ◽  
Emotional Labor ◽  
Negative Emotion ◽  
Job Burnout ◽  
Self Monitoring ◽  
Main Effect ◽  
Relationship Of ◽  
Main Effects ◽  
The Relationship ◽  
Positive Effect

The purpose of this study was to examine the positive effect of self-monitoring among emotional display rules (fostering positive emotion(FPE) & suppressing negative emotion(SNE)) and consequential work attitude (job burnout & work engagement). A sample of 191 hotel employees were participated in this study and data were analyzed by SPSS. The results are as follows. First, the main effect of FPE on work engagement was supported, but the main effect of SNE on job burnout was not. Second, the main effects of self-monitoring on engagement and burnout were supported. Third, the moderation effects of self-monitoring which buffer the relationship of SNE on burnout and which facilitate the relationship FPE on engagement were significant. Finally, the implications and limitations were discussed.

scholarly journals Kepemimpinan transformasional, budaya dan komitmen organisasi di kementerian kesehatan

2016 ◽  
Vol 32 (3) ◽  
pp. 105
Author(s):  
Esrika Lamashinta ◽  
Noor Siti Rahmani ◽  
Yayi Suryo Prabandari
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Public Relations ◽  
Civil Servants ◽  
Information Law ◽  
Relationship Of ◽  
The Relationship

Transformational leadership, organizational culture and commitment in the Ministry of HealthPurposeThis study aimed to analyze the relationship of organizational culture on organizational commitment and transformational leadership that would affect performance. MethodsThis study was conducted using a survey including 137 civil servants, from four units which were finance; programs and information; law, organization and public relations; and public and staffing. ResultsThere was a correlation between the variables of transformational leadership and organizational culture and organizational commitment of 26%. Organizational culture variables had the a stronger influence on changes in the value of organizational commitment than transformational leadership. Interviews showed leadership and organizational culture had been influential and running but not all went well mostly because of routine.ConclusionTransformational leadership and organizational culture were inseparable and mutually supportive in influencing the level of commitment of the organization's employees within the organization.

The relationship of leaders’ humor and employees’ work engagement mediated by positive emotions

2016 ◽  
Vol 37 (8) ◽  
pp. 1083-1099 ◽  
Author(s):  
Ashita Goswami ◽  
Prakash Nair ◽  
Terry Beehr ◽  
Michael Grossenbacher
Keyword(s):  
Transformational Leadership ◽  
Positive Affect ◽  
Leadership Style ◽  
Work Engagement ◽  
Positive Emotions ◽  
Content Type ◽  
Transformational Leadership Style ◽  
Relationship Of ◽  
Affect At Work ◽  
The Relationship

Purpose The purpose of this paper is to examine affective events theory (AET) by testing the mediating effect of employees’ positive affect at work in the relationships of leaders’ use of positive humor with employees’ work engagement, job performance, and organizational citizenship behaviors (OCBs); and the moderating effect of transformational leadership style on the relationship between leaders’ use of positive humor and subordinate’s positive affect at work. Design/methodology/approach Data were obtained from 235 full-time employees working for a large information technology and business consulting corporation. Moderated mediation (Hayes, 2013) was performed to test the proposed model. Findings Leaders’ positive humor was related to creation of subordinates’ positive emotions at work and work engagement. Positive emotions at work did not mediate between leaders’ humor and performance or OCBs. In addition, leaders’ use of transformational leadership style made the relationship between leaders’ positive humor and employees’ positive emotions at work stronger. Research limitations/implications This study provides evidence of the positive relationship of leaders’ positive humor with employees’ positive emotions at work and work engagement. Such knowledge may help to inform the training workshops in humor employed by practitioners and potentially create a more enjoyable and fun workplace, which can lead to greater employee engagement. Originality/value AET helps explain effects of leader humor, but the effects of are complex. Leader’s use of even positive humor is most likely to have favorable effects mainly depending on their leadership style (transformational) and if their humor successfully leads to positive emotions among employees.

scholarly journals The Relationship of Distributive Justice and Procedural Justice on Organizational Commitment: An Empirical Testing

2017 ◽  
Vol 31 (1-2) ◽  
pp. 121-128
Author(s):  
Binod Ghimire
Keyword(s):  
Organizational Commitment ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Human Resource Development ◽  
Work Factors ◽  
Relationship Of ◽  
Managerial Employees ◽  
The Impact ◽  
The Relationship

This paper investigates the relationship between organizational justice and organizational commitment among the employees of different organizations from Kathmandu Valley. This research study analyzes the impact of organizational justice as encompassed by two components, namely distributive justice and procedural justice on employee’s commitment. This study is descriptive and analytical. The sample consists of managerial and non-managerial employees who have volunteered to participate in the study. This study reveals a positive and significant relationship showing that the foundation of an employee’s commitment is within the application of both distributive and procedural justice, with procedural justice having stronger effect. The findings in this study would offer insight to the managers and business organization in Nepal to formulate strategies that involve in work factors such as distributive and procedural justice for the improvement of the human resource development.

Does work engagement mediate the perceived career support- and career adaptability- work performance relationship?

2019 ◽  
Vol 12 (2) ◽  
pp. 310-327 ◽  
Author(s):  
Manish Gupta
Keyword(s):  
Work Engagement ◽  
Work Performance ◽  
Career Adaptability ◽  
Career Support ◽  
Content Type ◽  
Mediating Role ◽  
Positive Effects ◽  
Relationship Of ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating role of work engagement between the relationship of perceived career support and work performance as well as between the relationship of career adaptability and work performance. Design/methodology/approach Data were collected form 606 i-generation liquid knowledge workers. They had completed their internship program in the industry for a period of at least one month. Regression analysis was carried out to test the hypothesized framework. Findings Most of the results indicated support for the hypotheses. Work engagement was found to be mediating the perceived career support and work performance relationship fully. However, work engagement was found to be mediating the career adaptability and work performance relationship only partially. Research limitations/implications Engaging liquid workers plays a crucial role in passing the positive effects of perceived career support and career adaptability to work performance. Practical implications The findings suggest that managers may take steps to enhance engagement levels of the employees so that it can help the interns high on perceived career support and career adaptability perform well at work. Originality/value To the best of the authors’ knowledge, this study is unique that tests and finds the intervening role of work engagement between work performance and the two career-related constructs.

scholarly journals Gaining engaged people to succeed Sustainable Development Goals (SDGs)

2018 ◽  
Vol 74 ◽  
pp. 08017
Author(s):  
Novita Hidayati ◽  
Arum Etikariena
Keyword(s):  
Work Engagement ◽  
Quantitative Research ◽  
Psychological Empowerment ◽  
Team Cohesion ◽  
Mediating Role ◽  
Development Goals ◽  
Relationship Of ◽  
The Relationship ◽  
Analyze Data

This research aims to determine the effect of team cohesion on work engagement with the mediating role of psychological empowerment. JD-R model is used to explain the phenomenon. We learn about how people who are engaged in ongoing working in team give an impact on people work engagement. Based on quantitative research from 557 participants from Indonesian military forces that were temporarily placed to carry out peace missions on conflict countries. By using Process to analyze data, we found that psychological empowerment partially mediate the relationship of team cohesion on work engagement (path a: Coeff = .29, SE = .04, p < .01, 95%CL .22 to .37; path b: Coeff = .23, SE = .03, p < .01, 95%CL .17 to .30; path c’, Coeff = .10, SE = .03, p < .01, 95%CL .04 to .17).

scholarly journals Using Self-Determination Theory (SDT) to Investigate the Relationship between Organizational Commitment, Happiness and Work Engagement in Service Industry

2018 ◽  
Vol 8 (1) ◽  
pp. 29 ◽  
Author(s):  
Azzam A. Abou-Moghli
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Quantitative Research ◽  
Service Industry ◽  
Job Insecurity ◽  
Economic Competition ◽  
Chi Square ◽  
The Social ◽  
Chi Square Analysis ◽  
The Relationship

The economic competition is increasing day by day on both local and international level; therefore, it becomes the duty of organization to balance these processes along with job security. The study aimed to use the social determination theory (SDT) to evaluate the relationship between work engagement, happiness and organizational commitment. A quantitative research design was used to conduct the study, selecting 317 individuals working in three telecommunications companies (Orange, Zain, and Umniah). Regression analysis and Chi square analysis were carried out on the data collected through the questionnaire survey. The results showed a significant relationship between organizational commitment, work engagement and happiness. The Social Determination Theory (SDT) was also found to be relevant in evaluating the factors that are responsible for affecting the behavior of employees towards the organization. The study provides significant knowledge to practitioners in evaluating factors that increase job dissatisfaction or job insecurity among employees that leads to a reduction in the level of work commitment and engagement.

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