Search results for "502"
showing 10 items of 7391 documents
Workaholism and work engagement: how are they similar? How are they different? A systematic review and meta-analysis
2019
Workaholism and work engagement can be depicted, respectively, as the pathological and the healthy form of heavy work investment. In spite of their different definitions and outcomes on individual and organizational life, workaholism and work engagement are not clearly and adequately distinguished by scholars and researchers as they appear to show some overlapping features. The aim of this investigation was to meta-analyze available studies, selected by systematic review, on the relations between subdimensions of workaholism and work engagement. Thirty-five studies were eligible for analysis. Associations emerged between Working Excessively and Absorption (g = .34), Working Compulsively and…
Differential effects of workaholism and work engagement on the interference between life and work domains
2018
This study analyzed the differences between workaholism and work engagement in relation to their influence on work–life interference. Workaholism is an addiction to work, characterized by obsessive attitude towards job, whereas work engagement concerns a positive pattern of thoughts and feelings about one’s job; these two constructs thus represent pathological and healthy forms of heavy work investment, respectively. As a consequence, it was expected that workaholism and work engagement would have different effects on perceived interference between work and life domains. We assessed levels of workaholism, work engagement, work-to-life interference, and life-to-work interference in a sample …
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 variable…
The role of age in the relationship between work social characteristics and job attitudes
2019
Despite the amount of research on the link between work social characteristics and job attitudes, there is a lack of work on moderators of this relationship. In the present study, we examine the role of age as a moderating effect of this relationship using life-span development theory. The aim of this paper is to study the moderator effect of age in the relationship between two work social characteristics (interaction outside the organization and interdependence) and job attitudes (i.e., general job satisfaction and work engagement). Participants were 258 workers from private organizations. Data were collected at two time points (2 to 4 weeks between T 1 and T 2 ). Results showed that the r…
The Interplay of Compassion, Subjective Happiness and Proactive Strategies on Kindergarten Teachers’ Work Engagement and Perceived Working Environmen…
2020
Background: The current cross-sectional study examines a model that was designed to advance understanding of the interplay between compassion towards teachers expressed by teaching colleagues, subjective happiness, proactive strategies and kindergarten teachers&rsquo
The Path from Ethical Organisational Culture to Employee Commitment : Mediating Roles of Value Congruence and Work Engagement
2016
Following the Job Demands-Resources model’s motivational process, this study investigates the role of person-organisation fit and work engagement as mediating processes between ethical culture and employee commitment, where ethical culture is seen as an organisational resource. It was expected that the stronger the ethical values and practices are experienced to be, the more compatible employees feel with the organisation. A good person-organisation fit was further hypothesised to act as a personal job resource for the employees, who would consequently experience higher work engagement leading to stronger affective commitment and less turnover intentions. The study used questionnaire data g…
Back to Basics: The Relative Importance of Transformational and Fair Leadership for Employee Work Engagement and Exhaustion
2016
This study contributes to the literature on the supervisors’ role in employee well-being by drawing on two separate lines of research: transformational leadership and organizational justice. The purpose of the study was to investigate the unique contributions of transformational and fair leadership (justice behaviours of supervisors) on work engagement and exhaustion among employees within the framework of the Job Demands-Resources model (Bakker and Demerouti, 2007). In determining the unique contributions, we additionally acknowledged the role of work characteristics. A questionnaire study was conducted among Finnish municipal employees in a variety of occupations (N = 333, 87% women). The…
Work Schedules and Work–Family Conflict Among Dual Earners in Finland, the Netherlands, and the United Kingdom
2016
Many European families are affected by the 24/7 economy, but relatively little is known about how working parents experience nonstandard hours. The aim of this study was to analyze the possible associations of dual earners’ work schedules and other work-related factors with their experience of time- and strain-based work–family conflict. These phenomena were examined among dual earners living in Finland, the Netherlands, and the United Kingdom, countries that differ in working time practices and policies. Multigroup structural equation modeling was used to analyze cross-cultural data on dual earners with children aged 0 to 12 years ( N = 1,000). The results showed that working nonstandard …
Abating inequalities? : Job quality at the intersection of class and gender in Finland 1977–2013
2016
Globalization with its many side-effects on working life is seen to pose accentuated risks especially for women and low skilled workers – resulting in increasing polarization of job quality. In contrast to “universal theories”, institutional theories claim changes in work life might vary according to the institutional and cultural frameworks which mediate the global pressures of change. This study analyses job quality trends in Finland at the intersection of class and gender. The results, based on the Finnish Quality of Work Life survey (1977–2013), find no clear evidence of polarization. In line with the institutional theory’s prediction of a low risk of polarization in coordinated and in…
Developmental dynamics between young adults’ life satisfaction and engagement with studies and work
2017
The present five-wave longitudinal study investigated the cross-lagged associations between young adults’ life satisfaction and study/work engagement over the transition from post-comprehensive studies to higher education or work during the second and third decades of life. Gender, educational track, academic performance and family socioeconomic status were also examined. The study is part of the longitudinal Finnish Educational Transitions (FinEdu) study, and used data from secondary education onwards, following 821 participants from age 17 to 25. The developmental dynamics showed that, in particular, young adults’ life satisfaction predicted their study/work engagement both during their p…