Search results for "Work engagement"

A job resources-based intervention to boost work engagement and team innovativeness during organizational restructuring

2018

Purpose The purpose of this paper is to investigate the effectiveness of a job resources-based intervention aimed at proactively increasing work engagement and team innovativeness during organizational restructuring using a person-centered approach. Design/methodology/approach The intervention was conducted in two organizations: two departments served as participants (n=82) and two as controls (n=52). The aim was to first identify sub-groups of employees with different developmental patterns of work engagement, and then to determine whether these sub-groups benefited differently from the intervention with respect to team innovativeness and work engagement. Findings Latent profile analysis …

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…

Conflicting personal goals: a risk to occupational well-being?

2015

Purpose – The purpose of this paper is to investigate the moderating role of goal conflict in the relationship between the contents of managers’ personal work goals and occupational well-being (burnout and work engagement). Eight goal categories (organization, competence, well-being, career-ending, progression, prestige, job change, and employment contract) described the contents of goals. Goal conflict reflected the degree to which a personal work goal was perceived to interfere with other life domains. Design/methodology/approach – The data were drawn from a study directed to Finnish managers in 2009 (n=806). General linear models were conducted to investigate the associations between go…

Time and Performance Pressure

2018

Abstract. Time pressure and performance pressure are among the most crucial job demands of today’s workforce. However, the literature on psychological stress barely distinguishes between these constructs. Therefore, we aimed to examine time pressure and performance pressure as two qualitatively different job demands in terms of unique moderators for both demands. We investigated whether time control would moderate the relationship between time pressure and both emotional exhaustion and work engagement. As a vulnerability factor for dealing with performance pressure, we investigated perfectionism. The cross-sectional data of 167 employees showed that time control was a significant moderator…

Negative work reflection, personal resources, and work engagement: the moderating role of perceived organizational support

2018

This day-level study examined the role of perceived organizational support (POS) in the context of employees’ negative work reflection during off-job time. We hypothesized that negative work reflec...

Positive and negative work reflection, engagement and exhaustion in dual-earner couples: Exploring living with children and work-linkage as moderators

2020

Many employees think about their work during off-job time. Scholars have suggested that whether work-related thoughts during off-job time have detrimental or beneficial effects on employees’ well-being and performance depends on the nature of these thoughts. In this study with dual-earner couples we examined whether employees’ positive and negative work reflection during off-job time are associated with their own and with their partners’ work engagement and exhaustion. Furthermore, we investigated whether (a) living with children and (b) being work-linked (i.e. working in the same organisation and/or working in the same profession) moderated these relations. Both partners of 130 German het…

How time pressure is associated with both work engagement and emotional exhaustion: The moderating effects of resilient capabilities at work

2020

Resilience in the organizational context is a fruitful concept for understanding employees’ success in dealing with workplace adversity. Through a diary study, we have examined the interaction effects of time pressure and different work-related capabilities of resilience (i.e. emotional coping, comprehensive planning, positive reframing, and focused action) on emotional exhaustion and work engagement of employees. A sample of 79 employees (54.4% male) responded to two daily surveys (after work and before bedtime) for a period of five consecutive workdays. Results show that time pressure had a positive association with emotional exhaustion. Further, time pressure showed a positive associati…

Burnout and work engagement: Independent factors or opposite poles?

2006

Burnout researchers have proposed that the conceptual opposites of emotional exhaustion and cynicism (the core dimensions of burnout) are vigor and dedication (the core dimensions of engagement), respectively (Maslach & Leiter, 1997; Schaufeli, Salanova, González-Romá, & Bakker, 2002). We tested this proposition by ascertaining whether two sets of items, exhaustion-vigor and cynicism-dedication, were scalable on two distinct underlying bipolar dimensions (i.e., energy and identification, respectively). The results obtained by means of the non-parametric Mokken scaling method in three different samples (Ns = 477, 507, and 381) supported our proposal: the core burnout and engagement d…

The role of career values for work engagement during the transition to working life

2013

Abstract The present longitudinal study examined the role of career values for work engagement across the transition from university education to working life. Finnish young adults reported on their career values (intrinsic, rewards, and security values) at the age of 23; and the degree of person–organization fit (value congruence, and congruence between one's education and the job), subjective income and economic stress two years later at the age of 25. Work engagement was assessed at both measurement points. Structural equation modeling results showed, first, that intrinsic but not rewards or security career values were related to work engagement. Second, value congruence and having a job…

2021

Although professional agency has become an increasingly crucial issue in work organizations, investigators lack a brief instrument to measure it. This paper introduces a short measure to explore professional agency at work. Our aim was to shorten the original 17-item Professional Agency Measure, while also exploring its usability for cross-validating questionnaire datasets, and investigating the relationship between professional agency and work engagement. Three dimensions of professional agency emerged, with three items per dimension, across the domains of healthcare, real estate services, and information technology (all within Finland). All the dimensions (Influencing at work, Participati…