Search results for " Work engagement"

Factors Associated with Providers' Work Engagement and Burnout in Homeless Services: A Cross-national Study

2021

Contains fulltext : 232434.pdf (Publisher’s version ) (Closed access) The complexity of homeless service users' characteristics and the contextual challenges faced by services can make the experience of working with people in homelessness stressful and can put providers' well-being at risk. In the current study, we investigated the association between service characteristics (i.e., the availability of training and supervision and the capability-fostering approach) and social service providers' work engagement and burnout. The study involved 497 social service providers working in homeless services in eight different European countries (62% women; mean age = 40.73, SD = 10.45) and was part o…

The inuence of the Workplace Empowerment on Work Engagement: An examination of the mediator role of psychological empowerment in the relationship bet…

Purpose: Structural empowerment focuses on a set of organizational policies and practices initiated by management with the purpose of addressing conditions that produce powerlessness situations and cascading decision-making down the organization hierarchy (Eylon, & Bamberger, 2000). Our aim is to analyze the influence of structural empowerment on both psychological empowerment and work engagement (as defined by Schaufeli, Salanova, González-Román, & Bakker, 2002), and to test the mediator role of psychological empowerment in the relationship between structural empowerment and engagement. Design/Methodology: A cross-sectional research design was used, collecting the data among 155 wo…

Cross-lagged associations between study and work engagement dimensions during young adulthood

2014

The present four-wave longitudinal study investigated the cross-lagged associations between three study and work engagement dimensions (e.g. energy, absorption, and dedication) over the transition from post-comprehensive studies to higher education or work. Various antecedents (e.g. gender, GPA) and consequences (e.g. satisfaction in life, education and work, well-being, and educational outcomes) of the three engagement dimensions were also examined. The study is part of the longitudinal Finnish Educational Transitions (FinEdu) study, and followed 851 participants from age 17 to 23. The developmental dynamics showed that, in particular, students’ study- and work-related energy predicted fee…

Work satisfaction, psychological resiliency and sense of coherence as correlates of work engagement

2018

The objective of the article is to describe the links between work engagement—the response variable, work satisfaction—the explanatory variable, and sense of coherence, along with resiliency as resources—moderating variables. The theoretical foundations for our hypotheses are Hackman and Oldham’s Job Charcteristics Model, Block and Kremen’s conception of resiliency, Antonovsky’s salutogenesis, the JD-R of relation between work demands and resources and also the model of work engagement in the research of Schaufeli, Salanova, González-romá, and Bakker. Methods: 94 independent workers of Polish branches of international corporations were studied. Work satisfaction was measured using the SSP s…

The mediating role of work engagement on the relationship between job involvement and affective commitment

2013

This study examines job involvement and work engagement as predictors of affective commitment. Specifically, we test the proposal of Hallberg and Schaufeli (2006) that work engagement is a mediator of the relationship between job involvement and affective commitment using a survey of 405 Italian working adults. To test the model, mediation effects technique and structural equation modelling were applied to the collected data. Our hypothesis that work engagement fully mediates the relationship between job involvement and affective commitment was supported. This is the first study to demonstrate the importance of job involvement in promoting affective commitment via three dimensions of work e…

How to enhance service quality through organizational facilitators, collective work engagement, and relational service competence

2013

This study aims to test how collective work engagement and relational service competence, as affective and cognitive-competent collective states, mediate the relationship between organizational facilitators and customers' perceptions of service quality. In all, 107 service-oriented units were aggregated from 615 service workers and 2165 customers. Structural equation modelling confirmed that organizational facilitators are related to collective work engagement andrelational service competence, which play a mediating role between organizational facilitators and service quality. Whereas collective work engagement plays a partially mediating role between organizational facilitators and relatio…

The relation between socio-relational self-efficacy and work engagement in an Italian sample of social workers

2008

This study examined how much in social workers the confidence about perceived socio-relational competencies is related to work engagement. We used a questionnaire delevoped to assess the socio- relational self-efficacy (according to the Bandura’s theory), and the UWES (Schaufeli & Bakker, 2003), a measure of work engagement, defined as a positive, fulfilling work-related state of mind. Subjects were interviewed in therapeutic commu- nities (for drug addicts, for abused women etc.) or family communities. It was found that some aspects of relational competence (like to feel able to understand others’ feelings) are strongly related to work engagement.

The Relationship between Perceived Emotional Intelligence, Work Engagement, Job Satisfaction, and Burnout in Italian School Teachers: An Exploratory …

2020

The study investigates the relationship between perceived emotional intelligence, burnout, work engagement, and job satisfaction in 238 Italian school teachers. The mean age was 50 years, ranged from 26 to 66 (SD = 9.16). The research protocol included a demographics data sheet, the Wong and Law Emotional Intelligence Scale (WLEIS; Wong & Law, 2002), the Copenhagen Burnout Inventory (CBI; Kristensen, Borritz, Villadsen, & Christensen, 2005), the Utrecht Work Engagement Scale (UWES; Schaufeli, Bakker, & Salanova, 2006), and the Organizational Satisfaction Scale (QSO; Cortese, 2001). Several international studies already demonstrated an association among these variables. Our resul…

Distinguishing Workaholism and Work Engagement through Work–Life Conflict

2018

Workaholism and work engagement are described respectively as addiction to work and passion for work, leading to significantly different outcomes in employees’ life. Nevertheless, since they seem to share some features, a useful distinction could be reached by focusing on work–life balance levels of workaholics and engaged workers. The study was carried out by assessing levels of workaholism, work engagement and work–life conflict (work-to-life and life-to-work conflict) of 212 subjects, who completed a questionnaire. Data were analyzed through correlational strategy and structural equation modeling method. As hypothesized, workaholism and work–life conflict showed a positive relationship, …

Temporary workers: the role of Corporate Image on Work Engagement

2012

Introduction: A great deal of attention has been given recently on relations between the employees and organization: if this relation is not healthy, it decreases the likelihood of turnover (European Agency for Safety and Health at Work, 2009); employers are unlikely to invest in organizational commitment and motivation to work for temporary workers (Allen, Meyer, 1990; Becker, 1993; Amuedo-Dorantes, 2000; De Cuyper et al., 2008). In order to be successful, organizations should strategically aim to fit the individual values with corporate values (Bellotto, 1997). Value conflicts decrease employees' involvement in their work. Employees experience a de-motivating situation in which they are d…