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This study seeks to investigate the fundamental role of restaurant employees' job engagement, which is related to their emotional intelligence and adaptive behavior at work. A self-reported questionnaire was used to collect data from frontline employees working in the full-service restaurant industry. The results presented that employees' ability to appraise others' emotions and use their own emotions is positively related to job engagement whereas their ability to understand and regulate their own emotions is not. Employees' job engagement is positively associated with their interpersonal and service offering adaptive behavior. The theoretical and managerial implications of the study findings were discussed. [ABSTRACT FROM AUTHOR]

The purpose of this study was to examine the political skill of sport managers to assess its influence, along with P-O fit, on sport employees' job engagement and organizational identification. The study's sample consisted of American collegiate sport employees (N = 312) and findings revealed a positive influence of leaders' political skill on employees' job engagement and organizational identification when mediated by P-O fit. Two advancements are brought forth: (a) the value of political skill within the sport workplace and (b) the significance of P-O fit in supporting positive behaviors amongst sport employees. Additionally, sport leaders who employ politically skilled behaviors and enable P-O fit are likely to stimulate a competitive advantage for their sport organization. This study marks an early application of the political skill paradigm to the managerial element of sport and illustrates that sport managers who utilize political skill are able to cultivate positive employee-based outcomes. [ABSTRACT FROM AUTHOR]

Aim: To explore the effects of demographic characteristics, mental workload, and Adversity quotient (AQ) on the job engagement of nurses in East China. Design: A quantitative and cross‐sectional study. Method: The survey collected questionnaire data on mental workload, adversity quotient, and job engagement from 473 nurses selected working in 12 Grade‐A tertiary hospitals based on informed consent in East China between July 2020 and March 2021. Results: The total score of mental workload was 78.24 ± 11.65, the adversity quotient score was 128.26 ± 15.84, job engagement score was 42.32 ± 7.79. Job engagement has a remarkable positive correlation with adversity quotient (r = 0.613, p<0.001), and a negative correlation with mental workload (r = −0.499, p<0.001). Mental workload has an apparent negative correlation with adversity quotient (r = −0.291, p<0.001). Labor‐management relationship with current organization, department, study to get a degree or diploma in spare time, attitude towards a career in Nursing, attitude towards the current career position, satisfaction with marriage, social support, load feelings, self‐assessment, control, and endurance could predict 70.9% of job engagement of nurses. Conclusions: The mental workload of nurses was higher, the AQ was at a medium level, and the job engagement of nurses was also slightly higher. Labor‐management relationship with current organization, department, study to get a degree or diploma in spare time, attitude towards a career in Nursing, attitude towards the current career position, satisfaction with marriage, social support, load feelings, self‐assessment, control, and endurance had predictive effects on nurses' job engagement. It is necessary to take a variety of measures according to the social‐demographic characteristics, improve the adversity quotient, and evaluate the mental workload correctly, to improve the job engagement of nurses. Impact: The epidemic situation and other emergencies make the work pressure of nurses in Grade‐A tertiary hospitals increase suddenly. It should pay attention to the influence of different demographic factors, and pay attention to the correct guidance of work demand‐mental workload, as well as the cultivation, and improvement of job resource‐AQ, which can improve the job engagement of nurses to some extent. Patient or Public Contribution: No patient or public contribution. [ABSTRACT FROM AUTHOR]

Employee motivation and engagement are crucial in attaining optimum workplace productivity because when employees are driven and interested in their duties, they are more likely to give more of themselves, be more innovative, and actively contribute to the organization's success. The goal of this study is to examine the effects of intrinsic motivation and staff engagement on extra-role performance. It also examines how employee engagement functions as a mediating factor between these factors. The research participants are workers of a Kosovo-based energy production firm. The data were gathered using the convenience sample approach, with 350 people working in various jobs and locations. To investigate the study's hypotheses, we employed the PROCESS 4 macro model and multiple regression analysis. The study found that motivation from within improves job performance and has a positive relationship with work engagement. Similarly, when the influence of engagement on extra-role performance was investigated, the findings found that engagement had a very significant effect. Furthermore, there was evidence of a positive relationship between intrinsic motivation and extra-role performance, with work engagement serving as a moderator. This study makes an important contribution that sustainably motivated and engaged employees are essentially more likely to stay in the organization, reducing the cost of staff turnover. Good employee performance increases the organization's ability to adapt to change and innovate, contributing to long-term sustainability. [ABSTRACT FROM AUTHOR]

This study investigates sectoral differences in the socio-motivational mechanism behind job engagement and organization engagement. Relying on the Job Demands-Resource Model and using a cross-sectional study of 350 employees in the Israeli labor market, we conduct a multiple group comparison and analysis within an SEM framework to identify the mechanisms by which the employment sector relates to the mediating role of PSM via the link between organizational trust and job and organization engagement. Differences were observed between sectors as the presence of PSM empowered the organizational trust effect on two engagement factors (job, organization) only among public servants. More specifically, the findings underline that, first, an individual's PSM is expressed differently among private than public organizations; second, organization and job engagement are differentially related to antecedents; third, employees may vary in terms of the extent to which they are engaged in their organization role and in their job. [ABSTRACT FROM AUTHOR]

Employees play a crucial role in service firms, significantly influencing performance and value creation. Success in this regard depends on the efficient management of human resources as internal consumers. Therefore, this study examines the influence of organizational trust (OT) on job engagement (JE) and explores the moderating role of internal marketing (IM) on the relationship between organizational trust and job engagement. The study model was formulated and tested using data from 448 full-time employees in five-star hotels and category-A travel agencies in Egypt, specifically, in the Greater Cairo area. Findings revealed that OT positively impacts JE. IM positively impacts OT and JE. In addition, IM has a positive moderating impact on the relationship between OT and JE.

Purpose – The purpose of this study is to investigate how the perceived favourability of human resource practices, resulting from the uneven distribution of HR practices, influences job engagement with perceived distributive justice as a mediator, while also considering the moderating influence of perceived procedural, interpersonal, and informational justice on the link between perceived distributive justice and job engagement. Aims(s) – This research aims to examine the effect of perceived favourability of HR practices on job engagement. It also assesses the mediating role of distributive justice on the relationship between the perceived favourability of HR practices and job engagement. Furthermore, it explores the moderating role of perceived procedural, interpersonal, and informational justice on the relationship between distributive justice and job engagement. Design/methodology/approach – The research involves a quantitative approach, collecting data from 733 employees across various Australian industry sectors through self-reports. The data were analysed using SPSS version 23 and Hayes’ process. Findings – The findings revealed that perceived distributive justice partially mediates the relationship between the perceived favourability of HR practices and job engagement. Additionally, perceived procedural, interpersonal, and informational justice positively moderate the link between distributive justice and job engagement. Limitations of the study – The study only considers individual-level perceptions of HR practices’ favourability. Subsequent investigations may explore individual and inter-group differences in HR practices within a single study, providing additional understanding of how employees may react to differential treatment. Practical implications – Organisations should take into account procedural, interpersonal, and informational justice, in addition to fair HR practices, to enhance job engagement in the context of HR differentiation. Originality/value – This research provides new insights into how social comparisons arising from HR differentiation influence job engagement by focusing on individual-level responses and introducing a justice-oriented approach. It also proposes a novel mediated-moderated model.

Environmental sustainability has become an increasingly urgent concern for organizations. While research explores various methods for promoting employee green behaviors (EGBs), the impact of these behaviors on employees themselves remains under-investigated. This study reveals that the interpersonal impacts of voluntary and compulsory EGBs differ significantly, despite their seemingly equivalent function. Drawing upon self-determination theory and utilizing three-wave data from 231 employees, we propose and test a process model that delineates how these two EGB forms exert contrasting effects on job engagement, burnout, and fatigue through affective organizational commitment and perceptions of environmental policies hindering productivity. Our findings offer a deeper understanding of the motivational underpinnings and downstream outcomes of EGBs. They also highlight the potential for negative consequences when organizations fail to distinguish between EGBs arising from voluntary endorsement and those driven by external compliance. As organizations strive to embed sustainability within their operations, they must prioritize fostering voluntary EGBs, aligning efforts with employees' personal values, rather than resorting to coercive measures. [ABSTRACT FROM AUTHOR]

The article investigates how organizational trust affects job engagement through employee loyalty as a mediator. Topics discussed include the positive impact of organizational trust on employee loyalty and job engagement, the role of employee loyalty in enhancing job engagement, and the practical implications for fostering trust and loyalty in the workplace.

The present study examined the configurations, or profiles, taken by distinct global and specific facets of job engagement and burnout (by relying on a bifactor operationalization of these constructs) among a nationally representative sample of Canadian Defence employees (n = 13,088; nested within 65 work units). The present study also adopted a multilevel perspective to investigate the role of job demands (work overload and role ambiguity), as well as individual (psychological empowerment), workgroup (interpersonal justice), supervisor (transformational leadership), and organizational (organizational support) resources in the prediction of profile membership. Latent profile analyses revealed five profiles of employees: Burned-Out/Disengaged (7.13%), Burned-Out/Involved (12.13%), Engaged (18.14%), Engaged/Exhausted (15.50%), and Normative (47.10%). The highest turnover intentions were observed in the Burned-Out/Disengaged profile, and the lowest in the Engaged profile. Employees' perceptions of job demands and resources were also associated with profile membership across both levels, although the effects of psychological empowerment were more pronounced than the effects of job demands and resources related to the workgroup, supervisor, and organization. Individual-level effects were also more pronounced than effects occurring at the work unit level, where shared perceptions of work overload and organizational support proved to be the key shared drivers of profile membership. [ABSTRACT FROM AUTHOR]

Purpose: Given the dynamics of the current century's environment, service organizations, including educational institutions, require creative behavior from their employees. Considering the importance of employee creative behavior, researchers have examined individual and contextual factors and barriers that either facilitate or hinder such behavior. Studies have shown that the level of employee creativity decreases under adverse conditions. Thus, the present study focuses on one of the barriers to creative behavior, namely, workplace ostracism. Workplace ostracism can be a stressor that depletes individual resources, thereby seriously hindering employee progress and thriving. Additionally, ostracism in the workplace is a factor that diminishes employees' enthusiasm for their work, indicating a lack of job engagement, which negatively impacts their creative behaviors. However, the severity of the negative effects of ostracism may vary depending on individual differences, such as organizational-based selfesteem. Therefore, this study aimed to investigate the impact of workplace ostracism on employee creative behavior, emphasizing the role of thriving, work engagement, and organizational-based selfesteem at Shiraz University of Medical Sciences. Design/methodology/approach: This research is applied in nature and employs a descriptive-survey methodology for data collection. The study population consisted of all administrative staff at Shiraz University of Medical Sciences (400 individuals), from which 196 were selected through simple random sampling. The data collection tools used in this study were standardized questionnaires, including the Workplace Ostracism Scale by Ferris et al., the Work Engagement Scale by Schaufeli and Bakker, the Workplace thriving Scale by Imran et al., the Employee Creative Behavior Scale by Yasini, and the Organizational-Based Self-Esteem Scale by Pierce et al. The validity of the questionnaires was confirmed by a panel of experts, and the reliability of the measurement tools was assessed using Cronbach's alpha coefficient and composite reliability. Structural equation modeling was the analytical technique used in this study. Research Findings: The findings from the research revealed that workplace ostracism has a significant negative relationship with work engagement and workplace thriving. Additionally, the relationship between work engagement and workplace thriving, as well as between work engagement and employees' creative behavior, was confirmed. The relationship between workplace thriving and employees' creative behavior was also validated. Moreover, workplace thriving and work engagement mediate the relationship between workplace ostracism and employees' creative behavior, while work engagement mediates the relationship between workplace ostracism and workplace thriving. Finally, workplace thriving serves as a mediator in the relationship between work engagement and employees' creative behavior. Limitations & Consequences: The inability to generalize the research findings to all populations and the use of questionnaires to measure individuals' attitudes are among the limitations of this study. Practical Consequences: The practical implications of this study, according to self-determination theory, suggest that employees with intrinsic motivation seek learning and progress, which enhances their thriving and creative behavior. By integrating the conservation of resources theory with the social embeddedness model of thriving, it can be argued that workplace ostracism is more detrimental to individuals with high organizational-based self-esteem in terms of their positive self-concept within the organization, posing a significant threat to their sense of thriving. Moreover, the decline in workplace thriving and work engagement due to workplace ostracism has negative consequences for employee creative behavior, as ostracized individuals feel less progress and thriving within the organization. Given the reduction in their vitality and learning, they also display lower levels of creative behavior. However, organizational managers can mitigate the negative effects of workplace ostracism on employee creative behavior by enhancing employees' thriving and work engagement. Innovation or value of the Article: The study presents a model demonstrating the consequences of workplace ostracism. [ABSTRACT FROM AUTHOR]

This article examines the impact of work stress and supervisor support on turnover intention among commercial local television employees in Semarang City. The study finds that job stress increases the intention to leave a job, while supervisor support decreases it. The relationship between work stress and supervisor support is mediated by work-life balance. The study contributes to the existing literature on job stress, supervisor support, and turnover intention in the television industry. The findings suggest that job stress and supervisor support are important factors in job engagement, work-life balance, and turnover intention among commercial local television employees in Semarang City. The study recommends that management provide flexible working hours to help employees manage their personal and family concerns. However, the study is limited to Semarang City and suggests future research should expand the scope. [Extracted from the article]

Abstract Aim To explore the effects of demographic characteristics, mental workload, and Adversity quotient (AQ) on the job engagement of nurses in East China. Design A quantitative and cross‐sectional study. Method The survey collected questionnaire data on mental workload, adversity quotient, and job engagement from 473 nurses selected working in 12 Grade‐A tertiary hospitals based on informed consent in East China between July 2020 and March 2021. Results The total score of mental workload was 78.24 ± 11.65, the adversity quotient score was 128.26 ± 15.84, job engagement score was 42.32 ± 7.79. Job engagement has a remarkable positive correlation with adversity quotient (r = 0.613, p

Abstract Background Previous studies have explored the relationships of psychological capital with employees’ job performance in the health sector. However, the possible indirect pathways, including a serial mediation of problem-focus coping and job engagement, have not been extensively examined. This article explores how psychological capital influences nurses’ coping strategies focused on problem-solving, their level of engagement with their jobs, and how this, in turn, affects their job performance. Methods The study involved 575 nurses from Cameroon’s public health sector. It investigated how psychological capital, an intrinsic resource, triggers nurses’ problem-focus coping liaison with job engagement to impact job performance. Analysis was conducted to assess the relationships among psychological capital, problem-focus coping, job engagement, and job performance with the use of SmartPLS 4.0 and PROCESS 4.2. Results Findings revealed a significant effect of psychological capital on problem-focus coping, job engagement and job performance. Moreover, notable relationships were identified between psychological capital, problem-focus coping, job engagement, and performance, highlighting a chain mediation effect. Conclusion The research advocates for hospital managers to employ strategies fostering employees’ psychological capital to better cope with organizational stressors to promote job engagement and enhance job performance. The study contributes fresh insights into healthcare organizational dynamics and human resource management, providing a foundation for future advancements in this field.

Abstract Background Improving the job engagement of health professionals can effectively enhance the quality of their medical services. However, few studies have investigated whether and how perceived professional benefits affect job engagement. Based on resource conservation theory, this study explored the effect of the influence of perceived professional benefits on job engagement, and also examined the mediating role of psychological availability and the moderating role of future perceived professional benefits. Methods A cross-sectional study was conducted in six tertiary hospitals and seven secondary hospitals in Liu Panshui, a city in western China. A total of 1,406 valid questionnaires were obtained and analysed by using correlation analysis, hierarchical regression analysis, and bootstrap tests. Result The study found a significant positive association between health professionals’ perceived professional benefits and their job engagement. Additionally, psychological availability was found to mediate this relationship. Future perceived professional benefits not only positively moderate this relationship between perceived professional benefits on health professionals’ psychological availability but also positively moderate the mediating role of psychological availability between perceived professional benefits and job engagement. Conclusion Improving health professionals’ perceived professional benefits can enhance their job engagement by increasing their psychological availability. However, for health professionals with low future perceived professional benefits, this improvement may disappear. Therefore, it is important to enhance both their current and future perceived professional benefits to improve their job engagement.

Abstract Background Climate change, a pervasive global phenomenon, exerts discernible impacts on the physical, social, and psychological dimensions of well-being. The apprehension surrounding this complex environmental issue has reached a critical juncture, with over 76,000 individuals across more than thirty nations expressing profound levels of concern, characterizing their anxiety as either "very" or "extremely" pronounced. This surge in awareness regarding the potential consequences of climate change has given rise to an emergent and escalating challenge known as climate anxiety. This distinctive form of anxiety manifests through profound feelings of fear, helplessness, and despair elicited by the impending repercussions of climate change. Notably, the intersection of climate anxiety with occupational domains, particularly within the context of Nursing University Colleagues, suggests a nuanced relationship with job engagement, wherein the psychological responses to climate change may influence professional commitment and involvement. Aim of the study To examine the correlation among Climate Anxiety, Environmental Attitude, and Job Engagement among Nursing University Colleagues comprising eight distinct nursing faculties. Design A multicenter descriptive, cross-sectional research design study followed. Subject Three hundred fifty-nine participants from the Centre, Delta, West, Suez Canal, and Upper regions of Egypt using a stratified random cluster sampling technique. Measurements Social and health related to climate data structured questionnaire, climate anxiety scale, environmental attitude inventory, and job engagement scale. Results The influence of demographics on climate anxiety, environmental attitude, and job involvement was not observed. Nevertheless, geographical variations emerged as a noteworthy factor. A statistically significant inverse correlation was identified between climate anxiety, job engagement dimensions, and the overall score of environmental attitudes. Conclusion Climate anxiety was strongly associated with environmental attitudes and job engagement among nursing university colleagues. Higher climate anxiety is associated with a lower attitude towards the environment and decreased job engagement. Additionally, a higher attitude towards the environment is associated with decreased overall engagement in participants’ jobs. Implications The study's patterns make it clear how important it is to provide targeted psycho-educational interventions to help reduce climate anxiety among the group of nursing university colleagues. The imperative lies not only in alleviating the immediate psychological distress associated with heightened climate anxiety but also in fostering adaptive coping mechanisms. By doing so, these interventions serve as instrumental tools in nurturing resilience, thereby fortifying the mental well-being of nursing professionals amidst the evolving landscape of climate-related concerns.

Employees play a crucial role in service firms, significantly influencing performance and value creation. Success in this regard depends on the efficient management of human resources as internal consumers. Therefore, this study examines the influence of organizational trust (OT) on job engagement (JE) and explores the moderating role of internal marketing (IM) on the relationship between organizational trust and job engagement. The study model was formulated and tested using data from 448 full-time employees in five-star hotels and category-A travel agencies in Egypt, specifically, in the Greater Cairo area. Findings revealed that OT positively impacts JE. IM positively impacts OT and JE. In addition, IM has a positive moderating impact on the relationship between OT and JE. [ABSTRACT FROM AUTHOR]

The workplace is a dynamic, yet stressful environment. The concept of resilience should be highlighted because work-related challenges might affect people's persistence. Overall, employees' resilience can lead to change management, higher motivation, and reduced burnout. The present study aims to investigate the association between resilience and job engagement with regard to burnout and psychological empowerment. For this purpose, the researchers employed a quantitative design in digital start-ups. The study population entails 1300 employees; then based on Morgan's table, 297 sample employees were selected for this study. The target Iranian start-ups were evaluated during the spring of 2022. The data were collected using a 25-item questionnaire, which was scored based on a 5-point Likert scale. Eventually, the data were analyzed using PLS2 software. The findings showed that psychological empowerment and resilience have a significantly positive impact on job engagement. Moreover, psychological empowerment and job burnout mediate the relationship between resilience and job engagement. The results also demonstrated that digital start-ups increased their employees' resilience through empowerment and training. In addition, creating and strengthening unique characteristics in employees can improve job engagement. Given that the factors of burnout are identified, it is possible to reduce the stress in the work environment and improve the level and quality of services to employees. Besides, promoting resilience will lead to better life management, enhanced interactions, and selfesteem, as well as a purposeful life. Consequently, organizations and employers will also benefit from such a personal improvement among their workforce. [ABSTRACT FROM AUTHOR]

Aims Background Design Results Conclusions Implications for nursing and health policy This study aimed to test whether stress could mediate the association between abusive supervision and nurses’ work engagement, absenteeism, and turnover intention.Abusive supervision has been attributed to suboptimal work performance and reduced productivity among employees in different sectors. While existing nursing literature links abusive supervision to a wide range of work‐related outcomes in the nursing workforce, little is known regarding the mechanism underlying this relationship.Data for this descriptive study were collected from 770 direct‐care nurses from seven acute care hospitals in the Philippines, utilizing five standardized scales.Abusive supervision had direct positive effects on absenteeism (β = .189, p < .001) and intent to leave (β = .138, p < .001) and a direct negative effect on job engagement (β = −.131, p < .001). The relationships between abusive supervision and absenteeism (β = .175, p < .001), intent to leave (β = .131, p < .001), and work engagement (β = −.122, p < .001) were partially mediated by stress.Stress mediated the relationship between abusive supervision and nurses’ work outcomes, including turnover intention, absenteeism, and work disengagement.The evident connection between abusive supervision, stress, and work‐related outcomes underscores the importance of focusing on enhancing managerial supervisory styles as a potential organizational strategy to enhance staff retention and well‐being. [ABSTRACT FROM AUTHOR]

Background: Previous studies have explored the relationships of psychological capital with employees' job performance in the health sector. However, the possible indirect pathways, including a serial mediation of problem-focus coping and job engagement, have not been extensively examined. This article explores how psychological capital influences nurses' coping strategies focused on problem-solving, their level of engagement with their jobs, and how this, in turn, affects their job performance. Methods: The study involved 575 nurses from Cameroon's public health sector. It investigated how psychological capital, an intrinsic resource, triggers nurses' problem-focus coping liaison with job engagement to impact job performance. Analysis was conducted to assess the relationships among psychological capital, problem-focus coping, job engagement, and job performance with the use of SmartPLS 4.0 and PROCESS 4.2. Results: Findings revealed a significant effect of psychological capital on problem-focus coping, job engagement and job performance. Moreover, notable relationships were identified between psychological capital, problem-focus coping, job engagement, and performance, highlighting a chain mediation effect. Conclusion: The research advocates for hospital managers to employ strategies fostering employees' psychological capital to better cope with organizational stressors to promote job engagement and enhance job performance. The study contributes fresh insights into healthcare organizational dynamics and human resource management, providing a foundation for future advancements in this field. [ABSTRACT FROM AUTHOR]

Drawing on the identity literature and job crafting research, the present work investigates how occupational identity threat is positively related to individual job crafting (i.e., approach crafting and avoidance crafting) and how approach (or avoidance) crafting transforms occupational identity threat into increased job engagement and improved job performance. We also propose that the regulatory focus of individuals would moderate these relationships. After conducting two field studies, Study 1, which used data from 211 matched employee–supervisor pairs at an aluminium manufacturing company, found that occupational identity threat had a positive effect on approach and avoidance crafting. The results also showed further support for the moderating effect of prevention focus and a mediating effect of approach crafting in transferring the effect of occupational identity threat in a positive manner (i.e., higher job engagement and performance). In Study 2, we replicated the findings of Study 1 and found further evidence for the moderating effect of promotion focus and a moderated mediating effect of approach crafting on job engagement. Theoretical and practical implications of this research are discussed. [ABSTRACT FROM AUTHOR]

The study aimed to identify the impact of work characteristics on job engagement among workers in Jordanian telecommunications companies. The study used the descriptive analytical approach. The study sample consisted of (350) individuals, who were selected using a simple random sample method. Data and information were collected by means of a questionnaire. Multiple linear regression analysis was used, Cronbach-Alpha equation was used to find the coefficient of internal consistency on the study scales. The Pearson correlation coefficient was used to find the internal construction validity coefficient of the study measures. The variance inflation coefficient test and the allowed variance were used for the variables of the study, and the normal distribution of the data was tested depending on the value of the torsion coefficient. The results indicated that there was a statistically significant effect of work characteristics and its dimensions (diversity of skills, importance of work and work independence, work identity and feedback) on job engagement, and the results indicated that there was a statistically significant effect of work characteristics and its dimensions (diversity of skills, importance of work and work independence, identity work and feedback) on the job correlation, where the correlation coefficient was (R = 0.911, which indicates the existence of a statistically significant correlation between the independent variables combined (diversity of skills, the importance of work and work independence, work identity and feedback) and the dependent variable (job attachment). It appeared that the value of the coefficient of determination (R2 = 0.830), which indicates that the characteristics of work and its dimensions (diversity of skills, importance of work and work independence, work identity and feedback) explained 83% of the variation in (functional attachment), while the remainder is due to Other variables were not included in the model, and the value of (F = 238.884) at a confidence level equal to (sig = 0.000), and this confirms the significance of the regression at the level of significance of 0.05) > (α. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to build on personal engagement and role theory to develop a conceptual definition of engagement to different organizational roles (job, organization, supervisor, and coworkers) and create and validate the Role-Based Engagement Scale (RBES). Data were collected from four samples (n = 1,302) of employees, including three from multiple organizations and one from an aircraft manufacturer. Results across three studies consistently support the four dimension structure of the RBES, its internal consistency, convergent, discriminant, and predictive validity based on a series of confirmatory factor analyses. The RBES is a psychometrically sound instrument that measures engagement to job, organization, supervisor, and coworkers. This instrument will provide more targeted information for human resource management (HRM) professionals tasked with developing training methods and processes to improve low-scoring dimensions of engagement, optimizing HRM interventions. [ABSTRACT FROM AUTHOR]

Background: Climate change, a pervasive global phenomenon, exerts discernible impacts on the physical, social, and psychological dimensions of well-being. The apprehension surrounding this complex environmental issue has reached a critical juncture, with over 76,000 individuals across more than thirty nations expressing profound levels of concern, characterizing their anxiety as either "very" or "extremely" pronounced. This surge in awareness regarding the potential consequences of climate change has given rise to an emergent and escalating challenge known as climate anxiety. This distinctive form of anxiety manifests through profound feelings of fear, helplessness, and despair elicited by the impending repercussions of climate change. Notably, the intersection of climate anxiety with occupational domains, particularly within the context of Nursing University Colleagues, suggests a nuanced relationship with job engagement, wherein the psychological responses to climate change may influence professional commitment and involvement. Aim of the study: To examine the correlation among Climate Anxiety, Environmental Attitude, and Job Engagement among Nursing University Colleagues comprising eight distinct nursing faculties. Design: A multicenter descriptive, cross-sectional research design study followed. Subject: Three hundred fifty-nine participants from the Centre, Delta, West, Suez Canal, and Upper regions of Egypt using a stratified random cluster sampling technique. Measurements: Social and health related to climate data structured questionnaire, climate anxiety scale, environmental attitude inventory, and job engagement scale. Results: The influence of demographics on climate anxiety, environmental attitude, and job involvement was not observed. Nevertheless, geographical variations emerged as a noteworthy factor. A statistically significant inverse correlation was identified between climate anxiety, job engagement dimensions, and the overall score of environmental attitudes. Conclusion: Climate anxiety was strongly associated with environmental attitudes and job engagement among nursing university colleagues. Higher climate anxiety is associated with a lower attitude towards the environment and decreased job engagement. Additionally, a higher attitude towards the environment is associated with decreased overall engagement in participants' jobs. Implications: The study's patterns make it clear how important it is to provide targeted psycho-educational interventions to help reduce climate anxiety among the group of nursing university colleagues. The imperative lies not only in alleviating the immediate psychological distress associated with heightened climate anxiety but also in fostering adaptive coping mechanisms. By doing so, these interventions serve as instrumental tools in nurturing resilience, thereby fortifying the mental well-being of nursing professionals amidst the evolving landscape of climate-related concerns. [ABSTRACT FROM AUTHOR]

Background: Improving the job engagement of health professionals can effectively enhance the quality of their medical services. However, few studies have investigated whether and how perceived professional benefits affect job engagement. Based on resource conservation theory, this study explored the effect of the influence of perceived professional benefits on job engagement, and also examined the mediating role of psychological availability and the moderating role of future perceived professional benefits. Methods: A cross-sectional study was conducted in six tertiary hospitals and seven secondary hospitals in Liu Panshui, a city in western China. A total of 1,406 valid questionnaires were obtained and analysed by using correlation analysis, hierarchical regression analysis, and bootstrap tests. Result: The study found a significant positive association between health professionals' perceived professional benefits and their job engagement. Additionally, psychological availability was found to mediate this relationship. Future perceived professional benefits not only positively moderate this relationship between perceived professional benefits on health professionals' psychological availability but also positively moderate the mediating role of psychological availability between perceived professional benefits and job engagement. Conclusion: Improving health professionals' perceived professional benefits can enhance their job engagement by increasing their psychological availability. However, for health professionals with low future perceived professional benefits, this improvement may disappear. Therefore, it is important to enhance both their current and future perceived professional benefits to improve their job engagement. [ABSTRACT FROM AUTHOR]

This research aims to analyze and test work engagement on the performance of PT Java Connection employees. This research method uses a quantitative method, with a sample size of 57 where sampling uses a saturated sampling technique, while the data analysis method uses descriptive methods and SEM-PLS. The results of this research show that there is a positive and significant influence between work engagement and employee performance at PT Java Connection. This can be seen from the comparison of t-statistic values ​​and t-table values ​​(3.652 > 1.96) as well as significant p values ​​smaller than 0.05 (0.000 < 0.05), the magnitude of the influence between work involvement and performance is 10.9%, where the remaining 89.1% is influenced by other factors outside this research.

The purpose of this study was to investigate whether coworker support moderates the relationship between role stressors and job engagement among library employees. Library employees (n = 96) were surveyed over two time periods to assess these relationships. As predicted, job engagement at time 1 was significantly related to job engagement at time 2. As hypothesized, coworker support was found to buffer the effect of role ambiguity on job engagement. Job engagement was not as impacted for employees who had supportive coworkers in the face of ambiguity compared to those who did not feel supported by their colleagues. [ABSTRACT FROM AUTHOR]

The healthcare industry in India has witnessed remarkable growth and transformation in recent years, with a burgeoning demand for quality healthcare services. The sustainability of the healthcare workforce and the service quality of accredited hospitals are critical factors that significantly influence the overall healthcare system in India. This study aims to investigate the relationship between workforce sustainability, quality of healthcare service, and job engagement within the context of accredited hospitals in India. A descriptive research design is employed, and a structured questionnaire is used to gather primary data from the doctors and nurses as they have more burnout intentions at the workplace. The sample size of the study is 384 respondents: 86.2% are doctors and 13.8% are nurses. The study results reveal that unmarried doctors and nurses exhibit greater sustainability (with a score of 3.7767). Similarly, the millennial workforce demonstrates higher sustainability (scoring 3.8106) than the Gen X cohort (scoring 3.7775). Notably, doctors exhibit greater sustainability in the workplace (scoring 3.7772) when contrasted with nurses (scoring 3.6061). Job engagement varies with the annual income. The female workforce holds more favorable perceptions regarding the quality of healthcare service (scoring 3.8583). The study found that workforce sustainability, quality of healthcare service, and job engagement are positively correlated. Further, the study revealed that workforce sustainability positively and significantly impacts service quality in hospitals (22.4%), and job engagement mediates the workforce sustainability and quality of healthcare services.

Introduction: There is substantial evidence that contact with nature is related to positive health and well-being outcomes, but extensions of this research to work-related outcomes is sparse. Some organizations are redesigning workspaces to incorporate nature and adopting nature-related policies, warranting a need for empirical studies that test the influence of nature on employee outcomes. Methods: The present mixed-methods study tests and extends the biophilic work design model to examine associations among the built and natural environment at work and home, experiences of time spent outside (i.e., amount of time outside, enjoyment of time outside, outdoor activities), and motivational work outcomes (i.e., job engagement and creativity). Objective geographic data were combined with quantitative and qualitative survey responses from working adults (N =803). Results: Our results broadly indicate that individuals who work and live in areas with greater natural amenities (i.e., access to water, topographic variation, temperate climates) spend more time outside and enjoy time outside to a greater degree, and these experiences are in turn associated with greater engagement and creativity at work. We did not find evidence that the surrounding built environment (i.e., urbanity) at work or home was associated with outdoor experiences or work-related outcomes. Additionally, six categories of outdoor activities were identified in the qualitative analyses - leisure activities, relaxation, physical activities, social interactions, tasks and errands, and travel. Discussion: The findings from this study provide evidence that the natural environment, particularly at home, can benefit work-related outcomes via greater time and enjoyment of time outside. This study has implications for employee time use and organizational effectiveness. [ABSTRACT FROM AUTHOR]

Background: The goal of decent work (DW) is a win-win situation for both employees and employers. It promotes an individual's employability and enhances the competitiveness of the organization. Design: Based on the conservation of resources theory (COR), this paper conducted survey on knowledge workers and analyzed the data by hierarchical linear model (HLM). Research purposes: This paper aims to examine how decent work perception (DWP) influences employee innovation behavior through the mediating effect of job engagement and burnout and the moderating effect of authoritarian leadership. Findings: Based on the results of statistical analyses conducted on 489 valid knowledge workers, it was demonstrated that DWP positively influence employee innovative behavior. Job engagement has a full mediating effect on the relationship between DWP and employee innovative behavior. The study did not support the mediating effect of job burnout, however. There is a positive moderating effect of authoritarian leadership on the relationship between DWP and job engagement and a negative moderating effect on the relationship between DWP and job burnout. Implications: In addition to contributing to theoretical studies on DW and work behavior, this paper also contributes to practice on employee motivation and leadership. [ABSTRACT FROM AUTHOR]

Objective In today's rapidly evolving digital era, the prevalence of smartphone usage among individuals in various contexts, including both social and professional environments, is witnessing a remarkable increase. This trend is particularly noteworthy in workplace settings, where smartphones have become universal tools offering numerous significant advantages. These benefits range from improved communication and accessibility to vital information to enhanced productivity and collaborative opportunities. However, alongside these advantages, the use of smartphones in professional contexts is also associated with a range of potential drawbacks. These disadvantages can manifest in forms such as distractions, disruptions in work-life balance, and potential breaches of workplace confidentiality. A thorough review of literature focusing on the effects of smartphone use in work environments, particularly in Iran, has identified a notable research gap. Accordingly, this study aims to address this gap by comprehensively describing the effects of smartphone use in the workplace. Additionally, it seeks to propose viable solutions aimed at reducing the excessive use of smartphones in professional settings. Methods This applied research adopts a positivist philosophy and a comparative approach. It is a descriptive, survey-type study using a unique quantitative method. The research examines the status of variables and their interrelationships, utilizing an online questionnaire for data collection. The study's statistical population included 1700 employees from the First Companion Company, with 313 responding to the online questionnaire. Data analysis was performed using SPSS 27 and Smart PLS 3 software. Results The overarching importance of technology in modern life, particularly the role of smartphones, is undeniably significant. The advantages of smartphone use are multifaceted, prominently including their role in facilitating communication and enhancing understanding of work-related tasks. Employees find smartphones indispensable for their daily work interactions and responsibilities. However, the challenge of maintaining a psychological separation from work and phone use is significant. This challenge often leads to a pervasive feeling of constant connection and escalating work pressure, which can adversely affect employees' work-life balance. The resultant anxiety and stress can be substantial, adversely affecting various aspects of work life. This includes detrimental effects on work attitudes, such as job attachment and the onset of job burnout. The findings of this study clearly indicate a positive correlation between the use of smartphones in the workplace and the increase in stress and job burnout. Additionally, the study explores how stress consequent to smartphone use impacts job relationships and contributes to job burnout. Conclusion The research findings indicate that the indirect effect of smartphone usage on job attachment, mediated by stress, is negatively significant. Conversely, the impact of smartphone usage on job burnout, with stress as a mediating factor, is observed to be positive. These results suggest that the use of smartphones, considering stress as a mediating variable, can lead to a reduction in job attachment among employees. Conversely, it can also contribute to an increase in job burnout. Lastly, the study concludes that smartphone use in the workplace positively influences job burnout, while its effect on job attachment is not significant. [ABSTRACT FROM AUTHOR]

This quantitative study explores the effects of high-performance work systems on employee retention through individual factors such as job engagement, employee proactive behavior, and employee performance. The study utilizes a sample of 279 employees employed in the healthcare sector in Saudi Arabia. For hypotheses testing, structural equational modeling was used through SmartPLS4. The findings highlight the influence of HPWS on increased employee proactive behavior, employee performance, and job engagement, resulting in increased employee retention. Additionally, a serial indirect effect of employee proactive behavior, job engagement, and employee performance was found to positively influence the relationship between high-performance work systems and employee retention. High-performance work systems can promote job engagement in Saudi organizations by offering challenging work, autonomy, skill development, and performance feedback. Engaged workers stay longer. Job engagement promotes a positive work environment and community, which increases employee retention. Employee proactive behavior also makes employees feel valued and invested in their work, which can increase retention. The study enhances current knowledge on the role of high-performance work systems in the Saudi healthcare sector considering Vision 2030 by examining the potential mediators between high-performance work systems and employee retention. [ABSTRACT FROM AUTHOR]

The agricultural sector is currently facing an era of disruption amidst the industrial revolution which ultimately forces human resources to adapt, including agricultural human resources. Researchers have highlighted the role of servant leadership and job engagement on affective commitment and organizational citizenship behavior. This research aims to analyze the improvement in the performance of government officials in agricultural development (food crops, horticulture, and fisheries) through the arrangement of human resources, namely, Civil Servants allocated to servant leadership roles and job engagement in affective commitment and organizational citizenship behavior. According to the gap theory they are placing job engagement as a mediator in conditioning servant leadership on affective commitment and organizational citizenship behavior. Causal design with a positivism (quantitative) paradigm to test the proposed hypothesis. Involving around 118 Civil Servants in regional organizations of the Agriculture Service, Food Crops and Horticulture Service, and South Konawe Regency Fisheries Service. The research was conducted for five months, between May and September 2023. Starting from distributing questionnaires to compiling research results. This number is determined randomly proportionally. Data was obtained by distributing questionnaires, using a Likert scale. Data were analyzed with the help of SEM using AMOS 7 software. Servant leadership is proven to play a significant role in job engagement, affective commitment, and organizational citizenship behavior. Then job engagement hurts affective commitment and organizational citizenship behavior. Job engagement acts as a mediator between servant leadership and organizational citizenship behavior. This finding is in line with the performance achievements of the agriculture, forestry, and fisheries sectors which show an increase in their respective contributions to the regional economy in 2018 from IDR 2,103 billion to IDR 2,435 billion in 2022. Theoretically, government organizations in implementing job engagement are so weak that they are unable to create affective commitment and organizational citizenship behavior. Based on these findings, it is necessary to strengthen the implementation of job engagement, and to prove this model, it is necessary to carry out further analysis on a wider scale and with a diversity of sample characteristics. The practical implication is that increasing the achievements of this sector in the future can be done by maximizing job engagement, affective commitment, organizational citizenship behavior, and servant leadership. The resulting novelty is the mediating role of job engagement on the influence of servant leadership on affective commitment, and organizational citizenship behavior, achievements in the agricultural, forestry, and fisheries sectors. [ABSTRACT FROM AUTHOR]

The study aims to verify the impact of the quality of work life on the employee performance in republican general teaching hospital in the city of Taiz in the presence of job engagement as a mediating variable. The study population consisted of all employees in government hospitals in the city of Taiz, whose number is 607 employees. A stratified random sample of 136 employees was selected and 194 was adopted for statistical analysis. To achieve the objectives of the study, the descriptive approach was used, and a number of statistical methods were used, such as arithmetic means, standard deviations, Cronbach's alpha test, exploratory and confirmatory factor analysis and structural equation modeling, the study shows that there is a positive impact of the quality of work life in the hospital under study on the job engagement. Also, it shows that job engagement positively affects the employee performance. Further, it shows that job engagement plays a totally mediating role in strengthening the relationship between quality of work life and employee performance. [ABSTRACT FROM AUTHOR]

This study came with the aim of identifying the impact of organizational justice on the job engagement of employees in private hospitals in the city of Taiz. The study population consisted of all employees in the hospitals under study, and their number is (708) employees. The study sample chosen by stratified random method, which was estimated at (245) individuals, and (225) questionnaires adopted for statistical analysis. To achieve the objectives of the study, the descriptive approach and a number of statistical methods used. The results show that the level of organizational justice in private hospitals under study is medium, and the level of employee engagement is high. The results also show that there is a statistically significant effect of organizational justice on the job engagement of employee. Besides the two diminutions of organizational justice: procedural p = 0.227, and transactional p = 0.281, have positively effect on the job engagement of employee, while the dimension of distributive justice have no effect. Moreover, the results show that an estimated 32.4% of the variance in the total employee' job engagement of can be explained by the organizational justice. Finally, suggestions can be introduce to the managers of private hospitals in the city of Taiz to pay more attention to the application of organizational justice because of its critical importance in understanding and predicting many organizational behaviors including job engagement. [ABSTRACT FROM AUTHOR]

A trend toward telecommuting, started because of the COVID-19 pandemic, provides an opportunity to understand the role of professional isolation and organizational factors in telecommuters' job engagement. We examine the relationship between professional isolation and job engagement, represented as a bifactor model, via depletion. Using ego depletion theory, we hypothesize this mediated relationship is stronger for cognitive than global job engagement. We then consider whether the second-stage of this effect is moderated by both family supportive supervisor behaviors and schedule flexibility. We investigate these relationships using two-stage latent moderated mediation and bifactor modeling with field data at two points in time on 445 telecommuters in a US corporation that shifted all employees to telecommuting. We found employees who experience higher levels of professional isolation feel more depletion and less global and cognitive job engagement with the results not differing between the two. Further, employees who have a misalignment of resources (low family supportive supervisor behaviors paired with high schedule flexibility; high family supportive supervisor behaviors paired with low schedule flexibility) feel the depleting effects of professional isolation on cognitive engagement (and not global job engagement) more strongly than when both resources are high and when both resources are low. Our research extends the literature on telecommuting and professional isolation and provides insights for organizations on job engagement among telecommuters who feel professionally isolated. [ABSTRACT FROM AUTHOR]

Organizational success depends on the workplace competencies of their leaders, who can stimulate an organization's creative performance. Scholars have examined organizational creativity on organizations outside of the sport context. The current study further advanced the theoretical perspectives of workplace creativity by investigating which leadership interactions influence organizational creativity within intercollegiate athletics departments. This study also assessed the impact organizational creativity has on employees’ job engagement. To evaluate these factors, Division I intercollegiate athletics department employees (n=741) were asked to evaluate leadership and employee perceptions of organizational creativity based on their perceptions of their direct supervisor. This study found that transformational leadership has the highest impact on generating organizational creativity. Following transformational leadership was transactional and then leader-member exchange. Perceived organizational creativity by sport employees promoted their engagement within the sport industry. The practical applications of the findings indicate intercollegiate sport administrators’ leadership characteristics can be conducive to higher engagement and improve perceptions of organizational creativity in the workplace. Intercollegiate athletics departments that encourage organizational creativity can create innovative ideas to strengthen the organization's success. The theoretical contribution of this study communicates the development of organizational creativity to increase intercollegiate athletics departments' economic and social development. [ABSTRACT FROM AUTHOR]

Since Kahn first introduced the concept of engagement in 1990, there have been numerous studies and theories exploring employee engagement (EE). Despite the substantial body of research on EE, no comprehensive review has been conducted to provide an overview that maps out the landscape of the field. This gap has resulted in lack of understanding around EE within organizational contexts. Therefore, this study highlights the historical development of EE research thorough a bibliometric review and content analysis of 1313 articles published in 211 Scopus indexed journals from 2002 to 2022. Through the bibliometric analysis, the most frequently cited articles and co-occurring keywords are identified. Using co-citation analysis, articles are grouped into four distinct clusters: 'employee engagement and organizational commitment', 'burnout and employee engagement', 'job characteristics and employee engagement', and 'employee engagement and organizational performance'. The content analysis method was used to discuss and analyse the most influential articles within each cluster. The findings of this review offer a conceptual understanding of the evolution and development of EE research over time. Additionally, the review highlights key thematic trends within the field, thereby creating future research directions for aspiring researchers. [ABSTRACT FROM AUTHOR]