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Aim: To explore the mediating effect of work engagement and the moderated mediating effect of emotional workload on the relationship between job demands and job performance among nurses., Background: Nurses work in a high-demand situation that could affect their job performance. However, previous studies have reported an inconsistent relationship between job demands and job performance. The underlying mechanism of how job demands influence job performance remains unclear., Methods: An online cross-sectional survey was conducted with a convenience sample of 893 nurses from 14 cities in Sichuan Province between November and December 2021. Data were collected using the Job Demands Scale, Job Performance Scale, Utrecht Work Engagement Scale, and emotional workload subscale of the Questionnaire on the Experience and Evaluation of Work. Bootstrap and simple slope methods were used to test a moderated mediation model using Hayes' PROCESS macro. The STROBE reporting guidelines were utilized., Results: Job demands had a positive effect on job performance, and this effect was mediated by work engagement. Emotional workload moderated the indirect relationship between job demands and job performance. Specifically, the positive effect of job demands on job performance via work engagement was attenuated in nurses with a high emotional workload., Conclusion: This study sheds light on the complex relationship between job demands and job performance. Work engagement and emotional workload deserve more attention to improve nurses' performance., Implications for Nursing and Nursing Policy: Policymakers and nurse managers should make efforts to develop and implement strategies to foster nurses' work engagement, reduce their emotional workload, and further help nurses efficiently deal with job demands., (© 2024 International Council of Nurses.)

In recent years, the development of tobacco control actions in China and the changes in people's health concepts have slowed the development of the tobacco industry. As an important strategic partner of tobacco sales companies, tobacco retailers are the key link between tobacco commercial enterprises and consumers. How to improve the work engagement level of tobacco retailers is an urgent issue for tobacco business enterprises. On the basis of job demands-resources (JD-R) theory, the mechanisms of the effects of job resources and demands on tobacco retailers' work engagement were explored. Results showed that (1) The negative path of job demands influencing tobacco retailers' work engagement was supported, and job crafting played a mediating role in it. (2) The positive path of job resources influencing tobacco retailers' work engagement was supported, and job crafting played a mediating role in it. (3) Servant leadership moderated the influence of job resources and demands on job crafting. Higher level of servant leadership brings the stronger effect of job resources on job crafting and the weaker effect of job demands on job crafting. (4) The mediating effect of job crafting between JD-R and work engagement was moderated by servant leadership. The higher level of servant leadership strengthened the mediating role of job crafting between job demands and work engagement, whereas it weakened the mediating role of job crafting between job demands and work engagement. This study enriches the research on application fields and boundary conditions of JD-R theory and provides practical guidance for improving the work engagement level of tobacco retailers., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2022 Jiang, Ning, Liu, Zhang and Liu.)

Social work is a rapidly developing occupation in China. In the early 2000s, there were merely a few hundred thousand social workers, but by 2020 there were over 1.5 million social workers in the field. However, research has indicated these social workers are also experiencing record high burnout and turnover rates. Thus, researchers have started to question the work engagement and task performance factors that could be contributing to these increasing rates. This study uses the Job Demands and Resources (JD-R) Theory to understand how 537 social workers from Guangzhou, China are impacted by burnout and how it influences work engagement and task performance. The results show JD-R directly affect task performance through burnout and work engagement via a dual process. First, job demands were associated with high burnout and low work engagement, which both were found to lead to low task performance. Second, job resources were related to low burnout rates and high work engagement, both of which were associated with high task performance. These findings call for healthcare interventions to reduce burnout and workplace policy changes to promote work engagement to support task performance in social workers in China. These factors can each have a crucial impact on the public health of both the affected social workers and the vulnerable clients these social workers serve., (Copyright © 2022 Tu, Luo, Sitar and Huang.)

Background: Burnout is an important and challenging issue in occupational therapists as in other health care professions., Aims/objectives: The study aimed to identify burnout and its relationship with job satisfaction, work engagement and working conditions among occupational therapists in Turkey., Material and Methods: The study included 50 occupational therapists working in public sector. The Burnout Measure, the Minnesota Job Satisfaction Questionnaire, and the Utrecht Work Engagement Scale were used as measurement tools. Working conditions were measured by a questionnaire specifically designed for this study., Results: The findings indicated that 26% of the participants had burnout symptoms and 38% were at risk. Negative relationships were found between burnout and working conditions, extrinsic and overall job satisfaction, vigour and dedication. Working conditions and dedication were the most influential factors of burnout among these variables and together accounted for 43.1% of the variance. A moderate negative relationship was found between burnout and two items of working conditions (facilitative management structure and opportunities to improve skills) and those together predicted 39% of the variance for burnout., Conclusions and Significance: Identifying work-related factors that may affect burnout, including working conditions, job satisfaction, and work engagement, and developing intervention strategies are important for occupational therapists.

The academic literature has drawn a clear distinction between a positive form (i.e., work engagement) and a negative form (i.e., workaholism) of heavy work investment (HWI). Nevertheless, the different weight of individual and situational factors contributing to their development was not thoroughly explored. This study aims to investigate the role of individual variables (i.e., obsessive-compulsive traits, achievement orientation, perfectionism, and conscientiousness) and situational factors (i.e., job demands and overwork climate) regarding engagement and workaholism simultaneously. Hypotheses were tested using a sample of 523 Italian employees. Results of structural equation modeling revealed that overwork climate and job demands were conversely related to engagement and workaholism, with job demand reporting the strongest association with workaholism. Furthermore, fear of failure was the only individual factor showing a significant and opposite relationship with workaholism and engagement. In contrast, perfectionism was positively associated with both forms of HWI. These results shed light on the potential effectiveness of intervention strategies focused on the employees and organizations in preventing workaholism and promoting engagement.

Aim: To assess the relationship between transformational leadership, job demands, job resources, patient safety culture and work engagement in home care services., Design: Cross-sectional survey., Methods: Healthcare professionals in Norwegian home care services participated in the study ( N  = 139). Multiple regression analyses with patient safety culture and work engagement as outcomes and transformational leadership, job demands, job resources as predictors were conducted., Results: The transformational leadership model explained 35.7% of the variance in patient safety culture. Adding job demands and resources and work engagement to the model increased the explained variance to 53.5%. The job resource "skill utilization" was the strongest predictor of work engagement. The full model with all predictor variables explained 28.2% of work engagement., Conclusion: Transformational leadership has a significant impact on patient safety culture and work engagement in home care services. Employees' perceptions of job demands, available resources and engagement also affect patient safety culture., Competing Interests: The authors declare that they have no competing interests., (© 2019 The Authors. Nursing Open published by John Wiley & Sons Ltd.)

This time-lagged study, using the framework of the JD-R model, tested the mediating role of job crafting measuring: at T1, work engagement, workaholism and emotional exhaustion; at T2, job crafting; and, at T3, flourishing, job performance and job satisfaction. Respondents were 443 Spanish employees working in different companies. Results show that job crafting mediates the relationship between work engagement and some of its outcomes (job performance and flourishing). In particular, the job crafting component 'increasing structural job resources' mediates the positive effect of work engagement on flourishing and job performance, and the job crafting component 'increasing challenging demands' mediates the positive effect of work engagement on job performance. No job crafting mediation is found between work engagement and job satisfaction.

Purpose: Organizational justice plays a crucial role in shaping employee work attitudes. This study examines how and when procedural, distributive, interpersonal, and informational justice affects employees' affective commitment and work engagement. The research is grounded in an extended job demands-resources model, incorporating the social identity theory. The integrated model hypothesizes that all four dimensions of organizational justice positively influence employees' commitment and engagement by fostering organizational identification. Furthermore, it is posited that this cognitive-affective process is particularly significant when employees face high job demands, as opposed to low job demands. Design/methodology/approach: A three-wave prospective study was conducted with a sample of 400 employees in the social and personal services industry in Hong Kong, China. Data were collected at baseline, three months, and one year. Findings: The findings support the hypothesized conditional indirect associations between organizational justice (procedural, distributive, and informational justice) and both measures of work attitudes. Practical implications: This study highlights the importance of fair, ethical, and just procedures, resource distribution, and communication in organizations, particularly in stressful industries. Employers and supervisors are encouraged to adopt employee-oriented management practices, foster positive leader-member exchange relationships, and acknowledge and reward valuable contributions. Originality/value: This study contributes to the existing literature on organizational justice by elucidating its underlying cognitive-affective mechanism and identifying the boundary conditions under which it operates. [ABSTRACT FROM AUTHOR]

Work engagement within hospitals may be impacted by job demands and job stress, underscoring the necessity to augment work resources as a protective measure. Initial investigations conducted at Hospital X have revealed a deficiency in work engagement, particularly in the absorption aspect. This study seeks to assess the effects of job demands and job resources on work engagement, with job stress serving as a mediating factor. Employing a quantitative survey methodology with a cross-sectional design, the study involved 104 inpatient nurses as participants. The method used is the Three Box Method and statistical analysis. The findings indicate that work engagement escalates with increased job resources, while higher job demands correlate with decreased work engagement. Furthermore, enhancing job resources has the potential to alleviate job stress, whereas elevated job demands are associated with heightened job stress levels. Notably, work engagement diminishes with escalating job stress. Through the mediation of job stress, job resources, and job demands, there is a discernible impact on work engagement. [ABSTRACT FROM AUTHOR]

The impact of job demands on job performance is not always straightforward but relies on whether employees are burned out or engaged. Although such relationships were established previously based on job demands–resources (JD-R) theory in Western developed countries, evidence from Eastern developing countries is very limited. During the peak of COVID-19, this study was conducted to examine the impact of job demands on nurses' job performance via the mediating role of work burnout and work engagement. By employing the tenets of the JD-R theory, the theory was tested through collecting data from 202 nurses who were working in Palestine. The SPSS statistical software (version 25) and partial least squares structural equation modelling (PLS-SEM) were used to analyse the collected data. The findings disclosed that work burnout was negatively related to job performance, and work engagement was positively related to job performance. Unexpectedly, job demand had a negative relationship with work burnout and a positive relationship with work engagement. However, work burnout and work engagement mediated the relationship between job demand and job performance. A discussion of the findings, contributions, implications, limitations and future directions is provided. [ABSTRACT FROM AUTHOR]

Introduction: The increasing advancement of technology in the field of digital technology and automation has led to a change in the line of work and job content, and it seems that organizations are pushing their employees towards harder and longer work, which affects the health of employees. This study investigated the impact of job demands and resources on overtime and work-related health through the mediation of workaholism and work engagement. Material and Methods: The work is a descriptive survey in terms of purpose and nature. The study’s statistical population consisted of employees of Isfahan Metro Company (320 people), of which (175 people) were studied by Simple Random Sampling. To collect the required information, Spence and Robbin’s (1992) Addiction Questionnaire, Lodahl and Kejner’s (1965), Langseth-Eide’s (2019) Perceived Health-Related Questionnaire, and Bryson Bangers’ Caricature Content (1998) were distributed and supplemented based on a Likert scale. A Structural equation model (SEM) was used to test the hypotheses. Results: The results showed that job demands on workaholism (β=0.394, T=5.969, P 0.05). Conclusion: The results of this study showed that there is a distinction between workaholism and work engagement as two different types of hard work (i.e., negative and positive) in the health process in the JD-R model.

Aim: This study investigated the job performance and predictability of job demands, job resources, personal resources, work engagement, job crafting, and the transformational leadership of nurse managers on this among nurses in Myanmar. Background: The ongoing crisis of nursing shortages along with heavy workloads combines to form a major challenge in Myanmar and these affected the job performance of nurses during the COVID‐19 pandemic. Methods: Utilizing a stratified random sample of 474 nurses from tertiary‐level general hospitals in the Republic of the Union of Myanmar, a descriptive predictive analysis was carried out. The Demographic Data Sheet, Job Performance Scale, Work Engagement Scale, Job Demands Scale, Job Resources Scale, Personal Resources Scale, Job Crafting Scale, and Global Transformational Leadership Scale were utilized to collect data. Results: The overall level of job performance was perceived to be high, considering various factors such as job demands, personal resources, work engagement, and job crafting were found as significant predictors of nurses' job performance, explaining 63.30% of the total variance. Discussion: These findings make a valuable contribution toward enhancing nurses' job performance by addressing job demands, fostering work engagement, and nurturing their job‐crafting capabilities. Self‐reporting data collection may not have accurately represented the actual level of study variable. Conclusion: This study highlighted factors that significantly affect nurses' job performance in general hospitals in Myanmar. Implications for nursing and health policy: The findings provide important evidence for nursing administrators and policymakers wishing to develop strategies to enhance the working environment and remain active in helping the performance of nurses. [ABSTRACT FROM AUTHOR]

Background and Objectives: This research relies on a combination of variable- and person-centered approaches to help improve our understanding of the dimensionality of job demands by jointly considering employees' global levels of job demands, exposure and their specific levels of exposure to challenge and hindrance demands. Design and Methods: We relied on a sample of 442 workers who completed a questionnaire twice over three months. Our analyses sought to identify the nature of the job demands profiles experienced by these workers, to document the stability of these profiles over time, and to assess their associations with theoretically-relevant outcomes (i.e., work engagement, job boredom, problem-solving pondering, work-related rumination, proactive health behaviors, and sleep quality and quantity). Furthermore, we examined whether these profiles and associations differed as a function of working remotely or onsite. Results: Five profiles were identified and found to be highly stable over time: Globally Exposed, Not Exposed, Not Exposed but Challenged, Exposed but Not Challenged, and Mixed. These profiles shared clear associations with all outcomes, with the most adaptive outcomes associated with the Exposed but Not Challenged profile, whereas the most detrimental ones were observed in the Mixed profile. However, none of these results differed across employees working onsite and those working remotely. Conclusions: These findings have theoretical and practical implications regarding the effects of work characteristics on employees' functioning. [ABSTRACT FROM AUTHOR]

It is essential for healthcare organisations worldwide to have an engaged nursing workforce due to the multiple challenges associated with delivering quality care for a wide range of patients. However, this study examined the effect of job demands on work engagement and the impact of job resources on work engagement among nurses in Bangladesh and the moderating impact of person-environment (P-E) fit in these relationships. Cross-sectional research and methods of quantitative analysis were used in this study. Data were gathered using simple random sampling method from 533 registered nurses working in four hospitals of Bangladesh. The data were examined through structural equation modeling using IBM SPSS 25 and SmartPLS4. The results indicated that the relationship between job demands and job resources were significantly related to work engagement which is in accordance with the job demands-resource (JD-R) theory. The results also indicated that the moderating effect of person-environment (P-E) fit on these two relationships didn't support in this study. This study makes several significant theoretical contributions as it investigated factors that influence work engagement of nurses. Practically, it may help healthcare mangers adopt different strategies so that nurses can practise their ability with responsibility to handle certain situations smoothly. [ABSTRACT FROM AUTHOR]

This study aims to shed light on the working conditions of healthcare institutions (HCIs) during the Covid-19 pandemic by adopting and extending the job demands-resources (JD-R) model to the psychological conditions (i.e., burnout, work engagement, and job satisfaction) of healthcare workers (HCWs). A quantitative design was employed. A cross-sectional survey was conducted, in which questionnaires were distributed to HCWs (n = 400). Partial least squares structural equation modeling (PLS-SEM) was employed to test the proposed hypotheses. Additionally, this study employed two-stage least squares (2SLS) regression analysis to address endogeneity concerns. The findings confirm the JD-R model (i.e., the health impairment process, the motivational process, and the cross-link relationships) and its impact on HCWs’ job satisfaction. This study contributes to existing literature on the JD-R model by highlighting the crisis context in revealing the JD-R model and its impact on work-related well-being and HCI practitioners in ensuring business processes in crisis circumstances such as the Covid-19 pandemic, particularly decreasing burnout and increasing work engagement and job satisfaction of HCWs.

Penelitian ini bertujuan untuk menguji secara empiris hubungan antara job demands dengan work engagement karyawan pada PT. Perkebunan Nusantara IV Regional-I Unit Kebun Dusun Hulu. Pendekatan penelitian yang digunakan adalah pendekatan kuantitatif dengan jenis penelitian korelasi. Adapun pengujian SPSS yang dilakukan peneliti ialah uji korelasi product moment untuk hipotesis dan juga uji linearitas serta uji normalitas untuk pengujian asumsi. Populasi dalam penelitian ini adalah seluruh karyawan PT. Perkebunan Nusantara IV Regional-I yang berjumlah 281 karyawan. Penentuan jumlah sampel menggunakan teknik purposive sampling, yaitu jumlah sampel sebanyak 163 karyawan. Pengambilan data dilakukan dengan menggunakan skala, yaitu skala Likert yang berdasarkan aspek-aspek job demands dan work engagement. Hipotesis dalam penelitian ini adalah adanya hubungan negatif antara job demands dengan work engagement pada karyawan di PT. Perkebunan Nusantara IV Regional-I Unit Kebun Dusun Hulu. Berdasarkan hasil analisis data menggunakan metode analisis korelasional, diketahui bahwa ada hubungan negatif yang signifikan antara job demands dengan work engagement dilihat koefisien (Rxy) = -0,854 dengan p = 0,0000,050 serta nilai koefisien determinan (R2) = 0,729. Dalam penelitian ini, job demands pada karyawan tergolong tinggi dengan nilai 47,71 dan work engagement pada karyawan tergolong rendah dengan nilai 45,08.

Past research aimed at service recovery has focused on actions that are taken to retain customers, and the possibility of overcoming the mistakes of service delivery, though the multidimensional nature of the service recovery process has begun to move beyond the complaint handling process. In this paper, we identify the most important issues addressed in service recovery and present a framework for addressing them. We used an extensive integrative review methodology. Between 1988 and 2017 the number of articles in these journals was kept between 26 and 30. The majority took a business perspective to study services recovery, while a minority took an inter-disciplinarity perspective. The study’s findings are expected to provide insights into the antecedents and consequences of service recovery performance, particularly how job resources and demands influence employee burnout and work engagement, which in turn affect service recovery performance and customer perceptions of justice. The research aims to contribute to the discourse on service recovery by building a multi-level model that explains the service recovery performance of frontline employees and the impact of the service recovery system on customer justice perceptions. Thus, this research is expected to contribute to robust conclusions on the antecedents and consequences of employee service recovery performance nested within the unit-level construct, i.e., the service recovery system.

Epidemiological data suggest that the prevalence of autoimmune diseases is increasing. Although evidence implies that people with chronic illnesses experience higher levels of burnout, there are few available insights for developing preventative interventions. This paper builds on the conservation of resources (COR) and the job demands–resources (JD‐R) framework to investigate the association between impaired health, burnout, and work engagement. In two studies, we research the role of health status as a resource, respectively, autoimmune illness symptom severity as a diminished resource, and investigate its variance explanation in burnout and work engagement above and beyond the effects of job demands and resources. Study 1 investigated the hypotheses among 87 employees with inflammatory bowel diseases. Controlling for job demands and resources, symptom severity was positively associated with (exhaustion) burnout and negatively associated with work engagement. In Study 2, we applied mixed model analyses using a sample of 129 employees with multiple sclerosis. We found significant associations of symptom severity on burnout and vigor work engagement above and beyond the effects of job demands and social support. Our studies provide important insights for employees with chronic illnesses and the organizations in which they work and give indications for theory development, future research, and the development of interventions. [ABSTRACT FROM AUTHOR]

The present research applied a triangulation approach in order to examine the mediating effect of job insecurity and the moderating effect of perceived susceptibility to COVID-19 (PSC) in the Job demands and resources model (JD-R model). Questionnaire and follow-up interview data were collected at two points in time from 292 hotel front-line employees and 15 hotel senior and department managers in Phuket, Thailand. Quantitative results indicated that job insecurity fully mediated the relationship between job demands and job burnout, as well as the relationship between job demands and work engagement. In addition, PSC partially moderated the research model. More specifically, the impact of job insecurity on work engagement is reduced when PSC is low and increased when PSC is high; the impact of job insecurity on job burnout is reduced when PSC is high and increased when PSC is low. Qualitative results further verified the findings of the quantitative study. [ABSTRACT FROM AUTHOR]

Past research aimed at service recovery has focused on actions that are taken to retain customers, and the possibility of overcoming the mistakes of service delivery, though the multidimensional nature of the service recovery process has begun to move beyond the complaint handling process. In this paper, we identify the most important issues addressed in service recovery and present a framework for addressing them. We used an extensive integrative review methodology. Between 1988 and 2017 the number of articles in these journals was kept between 26 and 30. The majority took a business perspective to study services recovery, while a minority took an inter-disciplinarity perspective. The study’s findings are expected to provide insights into the antecedents and consequences of service recovery performance, particularly how job resources and demands influence employee burnout and work engagement, which in turn affect service recovery performance and customer perceptions of justice. The research aims to contribute to the discourse on service recovery by building a multi-level model that explains the service recovery performance of frontline employees and the impact of the service recovery system on customer justice perceptions. Thus, this research is expected to contribute to robust conclusions on the antecedents and consequences of employee service recovery performance nested within the unit-level construct, i.e., the service recovery system.

Orientation: Most stress models emphasise the impact of adverse work conditions on psychological strain. Despite considerable support for these additive models, the role of personal characteristics moderating the stress–strain sequence is under-researched. Research purpose: The study investigated the indirect and curvilinear effects of personal resources on the stress–strain sequence. Motivation for the study: Personal agency may play an important role in changing work conditions, through job crafting and other pro-active work activities. This study’s results may enhance popular work strain models through the incorporation of personal characteristics Research approach/design, and method: The study made use of a cross-sectional and ex post facto research design and convenience sampling of 879 South African employees across various industries and job levels. The data were collected through a quantitative survey and analysed using latent interaction analysis. Main findings: Broad support was found for the buffering role of sense of coherence on the relationship between job demands and cynicism, and between job demands and exhaustion. Practical/managerial implications: The results suggest that the existence of resource-rich environments alone may not be enough to guarantee thriving and engaged employees. The motivating potential of resources is enhanced when employees experience a certain degree of challenge in their work. Contribution/value-add: The study makes a theoretical contribution by highlighting the importance of personality traits as buffers in the stress–strain sequence. Moreover, latent interaction analysis is seldom used in structural equation modelling, despite holding numerous benefits compared to moderated regression analysis.

Orientation: Organisations are increasingly integrating technology to enhance employee productivity and strategic goals. However, the acceptance of such technology is dependent on employees’ attitudes. Research purpose: This study seeks to understand: (1) the influence of employees’ levels of technology readiness and technology acceptance on their work engagement and (2) whether technology acceptance mediates the relationship between technology readiness and work engagement. Motivation for the study: Drawing from the Technology Readiness and Acceptance Model (TRAM), the Worker-Centric Design and Evaluation Framework for Operator 4.0 and the Job Demands-Resources (JD-R) theory, we posit that technology readiness and acceptance function as resources aiding employees in effectively navigating workplace technology, potentially fostering greater engagement. Research approach/design and method: Using a quantitative, cross-sectional approach, we examined 143 working adults’ technology readiness, technology acceptance and work engagement. Structural equation modelling (Partial Least Squares) guided the evaluation of hypotheses. Main findings: Results revealed a positive relationship between technology readiness and work engagement. Interestingly, technology acceptance showed a negative link with work engagement. Furthermore, technology acceptance partly mediated the direct link between technology readiness and work engagement. Notably, the significant and negative indirect effect suggests a potential suppressor variable role for technology acceptance. Practical/managerial implications: Practically, organisations should recognise the dual impact of technology on work engagement. When technology is perceived as a demand, interventions are crucial to counteract its adverse effects on engagement. Contribution/value-add: The study brings a multidisciplinary perspective to understanding how personal resources in the face of workplace technology can foster work engagement.

Aim: To determine antecedents and outcomes of work engagement (WE) among nursing staff in long‐term care (LTC) using the Job Demand‐Resources model. Design: A systematic review following the Preferred Reporting Items for Systematic Review and Meta‐Analysis statement and Synthesis Without Meta‐analysis in systematic reviews guideline. A study protocol was registered in PROSPERO (registration number CRD42022336736). Data Sources: The initial searches were performed in PsycInfo, Medline, Academic Search Premier, CINAHL and Scopus and yielded 3050 unique publications. Updated searches identified another 335 publications. Sixteen studies published from 2010 to 2022 were included. Review Methods: The screening of titles and abstracts, and subsequently full‐text publications, was performed blinded by two author teams using the inclusion/exclusion criteria. When needed, a mutual consensus was obtained through discussion within and across the teams. A descriptive and narrative synthesis without a meta‐analysis of the included studies was performed. Results: The extent of research on WE in LTC facilities is limited and the factors examined are heterogeneous. Of forty‐two unique antecedents and outcomes, only three factors were assessed in three or more studies. Antecedents—in particular job resources—are more commonly examined than outcomes. Conclusion: Existing literature offers scant evidence on antecedents and outcomes of WE among nursing staff in LTC facilities. Social support, learning and development opportunities and person‐centred processes are the most examined factors, yet with ambiguous results. Impact: Antecedents and outcomes of engagement among nursing staff in LTC facilities have not previously been reviewed systematically. Engagement has been correlated with both more efficient and higher‐quality service delivery. Our findings suggest opportunities to improve health and care services by enhancing engagement, whilst at the same time better caring for employees. This study lays the groundwork for more detailed research into the contributing factors and potential results of increasing caregivers' engagement. No patient or public contribution. [ABSTRACT FROM AUTHOR]

There has been extensive research on leadership and work engagement, but little is known concerning leadership practices and work engagement levels in higher education in Namibia. This study examines leadership practices and work engagement in higher education, as well as the mediating role of job demands and job resources in the link. A quantitative approach was adopted following an explanatory research design to explain the mediating roles of job demands and resources in the interplay between leadership practices and work engagement. A combination of sampling strategies (stratified, convenience, and purposive sampling) was adopted to draw a sample of 450 respondents from different groups of employees within the target population of the study. The primary data was collected through an online survey, which was formatted using the Likert-type rating scale. Quantitative data was analyzed using structural equation modelling via SmartPLS Version 3.3.9. Leadership practices have significant relationships with both job demands and resources. On the other hand, job demands have a significant positive relationship with work engagement, but job resources exert no significant effect on work engagement levels. Therefore, the relationship between leadership practices and work engagement was fully mediated by job demands in higher education. [ABSTRACT FROM AUTHOR]

With the evolution of the global landscape towards remote work, the working conditions of such arrangements tend to pique the interest of researchers. This framework seeks to assess the role of psychological well-being as a mediator between job demands, social support, family-work conflict, and work engagement by combining Conservation of Resources (COR) theory and Boundary theory. Quantitative designs utilizing cross-sectional studies have been conducted. A total of 315 Malaysian employees with remote working experience were recruited as respondents via homogeneous sampling. The COPSOQ II was used to assess job demands and social support, the WAFCS to assess work-family conflict, and the WHO-5 to assess psychological well-being. The Hayes Process Macro Version 4 was employed for hypothesis testing. The results indicate that job demands and social support are significant predictors of work engagement, but work-family conflict is not. For mediation analyses, it was found that psychological well-being mediates the relationship between job demands, social support, work-family conflict, and work engagement. This study offers empirical support for the conceptual framework of JD- R model, COR theory, and boundary theory as a means of predicting work engagement in remote work settings. HR professionals and organizations considering the implementation of work-from-home policies can gain valuable insights from this study, which can be used to develop policies and procedures that promote employee engagement, productivity, and well-being. [ABSTRACT FROM AUTHOR]

Purpose Many Japanese women continue to work during pregnancy, but half of them quit work. Several symptoms and discomfort during pregnancy are known to interfere with daily life and to be a reason for taking sick leaves or retiring during pregnancy. However, little is known about the factors behind their motivation to continue working throughout pregnancy. Work engagement is a concept defined as "a positive, fulfilling, work-related state of mind characterized by vigor, dedication, and absorption of workers", and can predict positive work outcomes, such as job performance, job satisfaction and motivation. This study has two hypotheses: (1) job resources would be positively associated with work engagement, and (2) the perceived symptoms during pregnancy would be negatively associated with work engage- ment. Then, this study aimed to explore the factors associated with work engagement among Japanese pregnant women. Methods Between July and November 2019, a cross-sectional study was conducted at two general hospitals in the urban area of Tokyo. Pregnant women were recruited during antenatal health check-ups and asked to answer self-ad- ministered questionnaires after obtaining written informed consent. The eligibility criteria were having a single preg- nancy, being at ≥16 weeks of gestation, and being able to read and write Japanese. The outcome variable was work engagement using the 3-item version of the Utrecht Work Engagement Scale. Furthermore, work-related variables, such as job demands and job resources, perceived physical and mental symptoms, and demographic characteristics were obtained. To examine the relationships between the independent variables and work engagement, a bivariate analysis was conducted. Then, multivariate regression analysis was performed on the variables that were significantly associated with work engagement in the bivariate analysis. Results Of 252 participants at ≥16 weeks' gestation who agreed to participate, 226 completed the questionnaires. After excluding 86 women who were not working at the time of recruitment, the data of 140 working pregnant women were included in the analyses. Participants' age (mean ± standard deviation) was 33.1 ± 4.3 years, and the mean score of work engagement was 3.6 ± 1.3. The results of the multivariate analysis showed that the factors associated with a higher level of work engagement were higher supervisor support (β = 0.259, p = 0.008), higher job demands (β = 0.267, p = 0.006), higher sense of coherence (β = 0.276, p = 0.001), and higher age (β = 0.188, p = 0.024). As for the hypotheses, this study revealed that (1) job resources were positively associated with work engagement, and (2) the perceived symptoms during pregnancy were not associated with work engagement. Conclusion Higher supervisor support was significantly associated with a higher level of work engagement. The finding demonstrates the importance of social support in the workplace in promoting work engagement among pregnant women. [ABSTRACT FROM AUTHOR]

Past research aimed at service recovery has focused on actions that are taken to retain customers, and the possibility of overcoming the mistakes of service delivery, though the multidimensional nature of the service recovery process has begun to move beyond the complaint handling process. In this paper, we identify the most important issues addressed in service recovery and present a framework for addressing them We used an extensive integrative review methodology . Between 1988 and 2017 the number of articles in these journals was kept between 26 and 30. The majority took a business perspective to study services recovery, while a minority took an inter-disciplinarity perspective. This research aims to investigate the relationship between the constructs in the JD-R Model and employee service recovery performance, and to adopt a multi-actor research design for more accurate measurement. The findings of this study are expected to provide valuable insights into the antecedents and consequences of service recovery performance in the context of the service recovery system This research contributes to the discourse on service recovery on several fronts. First, this research answers the call for building a multi-level model of relevant constructs to explain the service recovery performance of frontline employees in the hospitality sector. Thus, this research is expected to contribute to robust conclusions on the antecedents and consequences of employee service recovery performance nested within the unit-level construct, i.e., the service recovery system.

The coronavirus (COVID-19) pandemic has brought about employment uncertainty and various unique stressors for workers, underlining the critical need to understand the implications of the pandemic on workers. Prior research documented the adverse effects of job insecurity and job demands on the well-being, work attitudes, and behavioral outcomes of workers; however, less is known about the effects of these factors on older workers during the COVID-19 pandemic. To this end, we surveyed 330 workers over the age of 55 in a U.S. Midwestern state. Results of partial least square structural equation modeling (PLS-SEM) analysis showed that the COVID-19-related stressors (i.e., job insecurity, job demands) are related to lower work engagement, increased turnover intent, and presenteeism behavior. The practical and theoretical implications are discussed. [ABSTRACT FROM AUTHOR]

Health and social service workers face high levels of workload and job stressors, which can affect their health and well-being. Therefore, it is important to evaluate the effectiveness of workplace interventions that aim to improve their mental and physical health outcomes. This review summarizes the findings of randomized controlled trials (RCTs) that examined the impact of different types of workplace interventions on various health indicators among health and social service workers. The review searched the PubMed database from its inception to December 2022 and included RCTs that reported on the effectiveness of organizational-level interventions and qualitative studies that explored barriers and facilitators to participation in such interventions. A total of 108 RCTs were included in the review, covering job burnout (N = 56 RCTs), happiness or job satisfaction (N = 35), sickness absence (N = 18), psychosocial work stressors (N = 14), well-being (N = 13), work ability (N = 12), job performance or work engagement (N = 12), perceived general health (N = 9), and occupational injuries (N = 3). The review found that several workplace interventions were effective in improving work ability, well-being, perceived general health, work performance, and job satisfaction and in reducing psychosocial stressors, burnout, and sickness absence among healthcare workers. However, the effects were generally modest and short-lived. Some of the common barriers to participation in workplace interventions among healthcare workers were inadequate staff, high workload, time pressures, work constraints, lack of manager support, scheduling health programs outside work hours, and lack of motivation. This review suggests that workplace interventions have small short-term positive effects on health and well-being of healthcare workers. Workplace interventions should be implemented as routine programs with free work hours to encourage participation or integrate intervention activities into daily work routines. [ABSTRACT FROM AUTHOR]

Based on 683 valid questionnaires collected among a convenience sample of social workers from Hong Kong, Macau and three other cities in mainland China, this study investigated the psychometric properties of the Chinese version of the three‐item ultra‐short Utrecht Work Engagement Scale (C‐UWES‐3). The results of confirmatory factor analyses supported the discriminant validity of C‐UWES‐3 by differentiating its three items from other five items measuring emotional exhaustion and role ambiguity. The concurrent validity of C‐UWES‐3 was supported by its superior explanatory power to the original nine‐item version of the scale (C‐UWES‐9) in relation to explaining social workers' turnover intention. The convergent validity of C‐UWES‐3 was supported by its correlations vis‐à‐vis factors in the job demands‐resources model such as job demands, job resources, turnover intention and collective psychological ownership. The C‐UWES‐3 showed good internal consistency (Cronbach's alpha = 0.81). Overall, the C‐UWES‐3 demonstrates excellent psychometric properties for informing future research. [ABSTRACT FROM AUTHOR]

This three-wave study examined whether the pattern of associations of job demands and job resources with work engagement and mental health depends on personality types. In a representative sample of the German workforce (N = 13,665), the Big Five personality traits could be used to cluster participants into five personality types: ordinary, resilient, strained, overcontrolled, and undercontrolled. As predicted, job demands were associated with mental health and job resources were primarily associated with work engagement. However, these relationships differed across personality types. We conclude that research and practice could take a more personality-driven stance towards employee perceptions of job demands and job resources and their associations with work engagement and mental health. [ABSTRACT FROM AUTHOR]

Unlike much research on work engagement, there is not much literature focused on managers that discuss their job demands and resources related to digital challenges in today's organizations. Grounded in the JD-R model and considering the current digital world context, we build four research propositions and offer a work engagement framework that considers the boundary conditions of digital managerial tasks. Our conceptual framework relates the new job demands and resources to digital managerial tasks: digital adoption tasks and digital business model tasks. This conceptual article has theoretical and practical implications for organizational psychology, organizational behavior, and strategic management scholars and practitioners interested in studying managers' work engagement and digital managerial tasks. [ABSTRACT FROM AUTHOR]

The study investigated work-related well-being among handloom weavers of Varanasi. The various dimensions of work-related well-being were work engagement, job satisfaction and occupational stress. The work also focused on inter-dimensional relationship of various components of work-related well-being. A cross-sectional survey design with random sampling method was used, and 325 handloom weavers were part of the survey. Exploratory factor analysis and confirmatory factor analysis was used to explore and validate the measurement instrument for work-related wellbeing. Pearson product-moment correlation coefficients were used to investigate the relationships among various dimensions. The model was tested using structural equation modelling on AMOS 22 platform. The outcomes were suggestive of a three-factor model of work-related well-being which included work engagement, occupational stress and job satisfaction as the components. The findings suggested that job satisfaction positively characterizes work-related well-being followed by work engagement. Occupational stress negatively explains work-related well-being. [ABSTRACT FROM AUTHOR]

Although empirical evidence has accumulated showing that abusive supervision has devastating effects on subordinates' work attitudes and outcomes, knowledge about how such behavior impacts supervisors who exhibit it is limited. Drawing upon conservation of resources theory, we develop and test a model that specifies how and when engaging in abusive supervisory behavior has immediate benefits for supervisors. Via two experiments and a multi-wave diary study across 10 consecutive workdays, we found that engaging in abusive supervisory behavior was associated with improved recovery level. Moreover, abusive supervisory behavior had a positive indirect effect on work engagement through recovery level. Interestingly, supplemental analyses suggested that these beneficial effects were short-lived because, over longer periods of time (i.e., one week and beyond), abusive supervisory behavior was negatively related to supervisors' recovery level and engagement. The strength of these short-lived beneficial effects was also bound by personal and contextual factors. Empathic concern––a personal factor––and job demands––a contextual factor––moderated the observed effects. Specifically, supervisors with high empathic concern or low job demands experienced fewer benefits after engaging in abusive supervisory behavior. We discuss the theoretical and practical implications of these findings, and propose future research directions. [ABSTRACT FROM AUTHOR]

Background. Investigating imbalance between the subjective importance of different life spheres and the time and energy devoted to them is a common task in counseling and psychotherapy. The aim of the study is to reveal the relationship between the the subjective importance of work and the time / effort devoted to it, with general well-being, work engagement and motivation under different levels of job demands. Procedure and methods. 286 students assessed the importance of five life spheres (work / study, family, personal life, friends, health) and the time and energy given to them, then filled Self-Regulation of Behavior Questionnaire, a modified version of the Action / State Orientation Questionnaire and Cognitive Emotion Regulation Questionnaire. 1,200 people assessed spheres of life using the same approach, then filled Satisfaction With Life Scale, Scale for Positive And Negative Experiences, the Utrecht Work Engagement Scale, a brief version of the Emotional Burnout Scale, the Workaholism Scale, Professional Motivation Questionnaire, Job Demands and Resources Questionnaire. Results and conclusions. Positive emotions, work engagement and intrinsic motivation are higher both in those reporting greater subjective importance of work, and in those reporting greater contribution of time and effort to this work (β=0,12-0,42, p

This study aims to check the effect of job demands on employees' burnout and job resources on employees' work engagement with the moderating role of psychological ownership. Moreover, the direct and mediating role of burnout and work engagement in adaptive job performance. Data were collected through a survey questionnaire from a total of 311 four and five-star hotel employees and structural equational modeling was employed to test the hypotheses. The findings demonstrate the positive relation of job demands with burnout and job resources with work engagement. Furthermore, burnout has a direct negative as well as mediating relation with adaptive job performance whereas, work engagement has a direct positive as well as mediating relation with adaptive job performance. Lastly, the study has also found that psychological ownership weakens the relationship of job demands and employees’ burnout whereas, it strengthens the relationship among job resources and employees’ work engagement. Theoretical and practical implications are also discussed.

Introduction: Drawing on the Job Demands-Resources Model, the present study examined the relationships among the job control, calling, work engagement, and job performance of sports coaches. Methods: With a cross-sectional study design, we enrolled 278 school sports coaches as participants and adopted questionnaires to collect data. Self-reported data on demographics, job control, calling, work engagement, and job performance were collected from participants. We posted recruitment posters at the sports seminars/workshops for coaches and distributed an informed consent form and a questionnaire to coaches who were willing to participate in our study. Participants received an NT$100 gift voucher after they had filled out the questionnaire. Descriptive analyses (e.g., means, standard deviations, and correlations among focal variables, etc.), reliability and validity analysis, and a series of hierarchical regression analyses to test the hypotheses were adopted in this study. Results: Job control is positively associated with job performance through work engagement. Further, the moderated mediation model demonstrated that job control has a stronger positive correlation with work engagement and job performance, especially when sports coaches possess higher levels of calling. Conclusion: The current findings suggest that job control is a critical antecedent of job performance through work engagement and that a higher level of calling strengthens the relationship. We suggest that crafting an autonomy-supportive working environment will help empower sports coaches to set goals and become involved, which in turn supports sports coaches in achieving their goals and produces better individual/team performance. [ABSTRACT FROM AUTHOR]

This study aimed to investigate whether job crafting, burnout, and work engagement predict food safety behaviors in the foodservice industry. It was a cross-sectional study conducted in Cuiabá (Brazil) among foodservice workers. Four instruments were used among foodservice workers for the examination: (a) job demands and resources, (b) job satisfaction, (c) burnout, and (d) work engagement. Food safety practices were measured using a validated risk-based checklist. Partial least squares structural equation modeling was used to test the hypothesis model. In this study, 22 restaurants and 302 foodservice workers were examined. It was found that the "job demands-resources" model was valid for foodservice workers, i.e., burnout was strongly predicted by job demands (β = 0.550; p < 0.001); job resources were a positive predictor of work engagement (β = 0.258; p < 0.001); and burnout was a negative predictor of work engagement (β = −0.411; p < 0.001). Food safety violations were predicted by job crafting (β = −0.125; p = 0.029) and burnout (β = 0.143; p = 0.016). The results indicate that mitigating burnout and increasing job crafting can be important supporting strategies to improve food safety behaviors. [ABSTRACT FROM AUTHOR]

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The purpose of this study is to examine how COVID-19-related job demands and resources have been associated with employee well-being in Nordic countries across specific occupational groups. The study investigated four occupational groups: (1) professional, scientific, and technical occupations in Norway (n = 301); (2) teachers in Finland (n = 315); (3) health and social service occupations in Norway (n = 267); and (4) geriatric nurses in Finland (n = 105). Hypotheses were tested using two-step hierarchical regression analysis. Work–home imbalance in Groups 1, 2, and 3, workload increase in Groups 1 and 3, and fear of infection in Groups 2 and 3 were positively related with exhaustion. A positive attitude towards digital solutions was positively related to work engagement in Groups 2 and 3. In addition, there was a significant positive relationship between COVID-19-related organizational support and work engagement in Groups 2, 3, and 4, and a negative relationship with exhaustion in Group 2. In conclusion, pandemic-related job demands and resources were differently associated with employee well-being across different occupational groups and countries. Further, organizational support may act as a supportive element for sustaining employee well-being during pandemics. [ABSTRACT FROM AUTHOR]

Organisations within the banking industry are increasingly confronted with attraction and retention challenges within their Information Technology (IT) divisions, driven by an increase in demand for skilled resources within the market. Therefore, the primary objective of the study was to explore the impact of job resources and job demands on work engagement and employee turnover intentions within the IT division of a South African bank. The Job Demands-Resources (JD-R) model was applied as theoretical framework to identify the unique job resources and job demands driving work engagement and turnover intentions of employees within this highly specialised section of the South African banking industry. Quantitative data was collected from 239 IT professionals via a self-administered, web-based survey measuring work engagement, job demands and resources, and turnover intentions. After confirmation of the factor structures of each of the variables, the direct and indirect relationships between the variables were analysed. The results indicate statistically significant relationships between job resources, work engagement and turnover intentions. Job demands moderated the relationship between job resources and work engagement, whilst work engagement mediated the relationship between job resources and turnover intention. By applying the JD-R model as a theoretical framework for the study, the unique job resources and job demands as drivers of work engagement and turnover intentions of IT employees could be highlighted to direct the development of focused work engagement and retention strategies. [ABSTRACT FROM AUTHOR]

An organization requires employees that are full of energy and interpersonal trust; they are passionate and enthusiastic about their jobs and are completely focused on their professional objectives. In other words, an organization requires a higher level of work engagement among its employees. As a result, it is becoming increasingly crucial for organizations to design in a way that allows employees to unleash their full potential and become more engaged at work. Organizations also need employees that are emotionally invested in their jobs and willing to go above and beyond to help their organizations succeed. The present study examines the link between job demands, positive emotions, and work engagement using the Broaden-and-Build theory and the job demands-resources model of work engagement. A cross-sectional poll was performed with more than 364 academicians from Algerian public institutions who were chosen using stratified random sampling. The current paper confirms previous findings on the relationship between job demands, positive emotions, and work engagement. The latest study backs up prior research on the link between job demands, positive emotions, and work engagement. As a consequence of these findings, managers may be able to boost employees' work engagement by focusing on people with lower job demands and more positive emotions. [ABSTRACT FROM AUTHOR]

Organisations within the banking industry are increasingly confronted with attraction and retention challenges within their Information Technology (IT) divisions, driven by an increase in demand for skilled resources within the market. Therefore, the primary objective of the study was to explore the impact of job resources and job demands on work engagement and employee turnover intentions within the IT division of a South African bank. The Job Demands-Resources (JD-R) model was applied as theoretical framework to identify the unique job resources and job demands driving work engagement and turnover intentions of employees within this highly specialised section of the South African banking industry. Quantitative data was collected from 239 IT professionals via a self-administered, web-based survey measuring work engagement, job demands and resources, and turnover intentions. After confirmation of the factor structures of each of the variables, the direct and indirect relationships between the variables were analysed. The results indicate statistically significant relationships between job resources, work engagement and turnover intentions. Job demands moderated the relationship between job resources and work engagement, whilst work engagement mediated the relationship between job resources and turnover intention. By applying the JD-R model as a theoretical framework for the study, the unique job resources and job demands as drivers of work engagement and turnover intentions of IT employees could be highlighted to direct the development of focused work engagement and retention strategies.

Objectives: The current study aimed to validate the Japanese version of the Dutch Boredom Scale (DUBS‐J), a new boredom scale that comprehensively assesses employees' emotional, cognitive, and behavioral responses to low‐stimulus work situations. Methods: The translated and back‐translated DUBS was administered via an internet survey to 1358 Japanese employees from various occupations. Confirmatory factor analysis (CFA) was conducted to evaluate factorial validity. In order to evaluate discriminant validity with other work‐related, well‐being constructs, CFA was conducted, and the square root of average variance extracted (AVE) for the DUBS‐J and the square of the inter‐construct correlations were compared. Construct validity was evaluated based on the correlation coefficients between boredom at work on the one hand and potential antecedents and consequences on the other hand. Results: Confirmatory factor analysis supported the expected one‐factor model. CFA and AVE supported the discriminant validity of DUBS‐J with work engagement, workaholism, and job satisfaction. Construct validity was generally supported by expected correlations of boredom at work with possible antecedents and consequences. Internal consistency was confirmed with Cronbach's alpha coefficient =.88, and the results of principal component analysis (PCA). Test–retest reliability was confirmed with intraclass correlation coefficients =.62. Conclusion: The current study confirmed that DUBS‐J is an adequate measure of boredom at work that can be used in the Japanese context. [ABSTRACT FROM AUTHOR]