Search results for "WORK ENGAGEMENT"
showing 10 items of 144 documents
Self-esteem during university studies predicts career characteristics 10 years later
2007
Abstract To examine how self-esteem measured during university studies would impact on the characteristics of the work career 10 years later, 297 university students completed the Rosenberg’s self-esteem inventory four times while at university and various career-related questionnaires 10 years later. Latent Growth Curve Modeling showed that a high overall level of self-esteem predicted being in permanent employment 10 years later, having a high salary, and reporting a high level of work engagement, and job satisfaction, and a low level of burnout. By contrast, low self-esteem predicted unemployment, feelings of exhaustion, cynicism and reduced accomplishment at work, and low levels of work…
Social strategies during university studies predict early career work burnout and engagement: 18-year longitudinal study
2011
Abstract This longitudinal study spanning 18 years examined the role of social strategies in early career adaptation. The aim was to find out whether individuals' social strategies measured during their university studies had an impact on work burnout and work engagement measured 10–18 years later. A sample of 292 university students completed the SAQ questionnaire three times while at university and the work burnout inventory three times and the work engagement inventory twice during their early career. According to the results, the higher the initial level of social optimism and the more it increased during university studies, and the lower the initial levels of social withdrawal and soci…
Identifying long-term patterns of work-related rumination: Associations with job demands and well-being outcomes
2017
Item does not contain fulltext The aim of this 2-year longitudinal study was to identify long-term patterns of work-related rumination in terms of affective rumination, problem-solving pondering, and lack of psychological detachment from work during off-job time. We also examined how the patterns differed in job demands and well-being outcomes. The data were collected via questionnaires in three waves among employees (N = 664). Through latent profile analysis (LPA), five stable long-term patterns of rumination were identified: (1) no rumination (n = 81), (2) moderate detachment from work (n = 228), (3) moderate rumination combined with low detachment (n = 216), (4) affective rumination (n =…
Job demands and resources as antecedents of work engagement: A longitudinal study
2007
Abstract By utilizing a 2-year longitudinal design, the present study investigated the experience of work engagement and its antecedents among Finnish health care personnel ( n = 409). The data were collected by questionnaires in 2003 (Time 1) and in 2005 (Time 2). The study showed that work engagement—especially vigor and dedication—was relatively frequently experienced among the participants, and its average level did not change across the follow-up period. In addition, the experience of work engagement turned out to be reasonably stable during the 2-year period. Job resources predicted work engagement better than job demands. Job control and organization-based self-esteem proved to be t…
How perceived changes in the ethical culture of organizations influence the well-being of managers: A two-year longitudinal study.
2015
The first aim of this study was to identify long-term patterns of ethical organizational culture based on the perceptions of 368 Finnish managers over a period of two years. The second aim was to investigate whether there is a difference in the long-term occupational well-being (burnout and work engagement) of managers exhibiting different patterns of ethical culture. Based on latent profile analysis, five different patterns of the strength of ethical culture were identified: moderate, high, increasing, decreasing, and low. The results show that managers exhibiting either the low or decreasing pattern of ethical culture experienced significant changes in their well-being over time. Decreasi…
Job demands-resources model in the context of recovery: Testing recovery experiences as mediators
2011
The aim of the present study was to extend the original Job Demands– Resources (JD-R) model by taking into account recovery as an important mediation mechanism between work characteristics and well-being/ill-health. Specifically, we examined whether recovery experiences—strategies promoting recovery—might have a mediating role in the JD-R model among 527 employees from a variety of different jobs. The results showed that psychological detachment fully mediated the effects of job demands on fatigue at work and mastery partially mediated the effects of job resources on work engagement. Altogether, the results suggest that recovery merits consideration as a mediating mechanism in the JD-R mode…
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…
Utrecht Work Engagement Scale in Dominican Teachers: Dimensionality, Reliability, and Validity
2018
Work engagement is described by dedication, vigor, and absorption. The most widely used measure of engagement is the Utrecht Work Engagement Scale (UWES), intended to measure engagement for any occupational group. This research aims to study psychometric properties of the UWES for its use in the Dominican Republic and other Caribbean Spanish-speaking countries. The Composite Reliability Index (CRI) as well as alphas were calculated, indicating good internal consistency. Confirmatory factor analyses were carried out to test its dimensionality. Both tested models showed extremely good fit to the data, which called for model comparison. The three-factor solution was retained as the one showing…
From Job Resources to Idea Implementation: A Moderated Sequential Mediation Model
2021
Considering the motivational path of the Job Demands-Resources (JD-R) model, this study investigates a multistep process by which contextual job resources might have an indirect effect on idea implementation. Among 187 shop floor employees of a manufacturing company, we found support for a model whereby job control has an indirect effect, over a 5-month time frame, on idea implementation through employee work engagement and personal initiative. In addition, we found that the indirect effect of job control on idea implementation is stronger when employees have a higher conformity orientation. Support was not found for the hypothesized indirect effect of coworker social support on idea imple…
Job insecurity, recovery and well-being at work: Recovery experiences as moderators
2010
In the present study, the moderating role of recovery experiences in the job insecurity— occupational well-being relationship was examined. Recovery experiences refer to psychological mechanisms (psychological detachment from work, relaxation, mastery and control during off-job time) facilitating recovery. Altogether 527 employees from a variety of different jobs participated in the questionnaire study. The moderated regression analyses revealed that in an insecure job situation, relaxation buffered against increased need for recovery from work, and psychological detachment impaired vigour at work. The results suggest that recovery experiences can to some extent be a buffer against strain r…