Modelling job crafting behaviours: Implications for work engagement

In this study among 206 employees (103 dyads), we followed the job demands–resources approach of job crafting to investigate whether proactively changing one’s work environment influences employee’s (actor’s) own and colleague s (partner’s) work engagement. Using social cognitive theory, we hypothesized that employees would imitate each other’s job crafting behaviours, and therefore influence each other’s work engagement. Results showed that the crafting of social and structural job resources, and the crafting of challenge job demands was positively related to own work engagement, whereas decreasing hindrance job demands was unrelated to own engagement. As predicted, results showed a reciprocal relationship between dyad members’ job crafting behaviours – each of the actor’s job crafting behaviours was positively related to the partner’s job crafting behaviours. Finally, employee’s job crafting was related to colleague’s work engagement through colleague’s job crafting, suggesting a modelling process

PENGARUH JOB DEMANDS TERHADAP WORK ENGAGEMENT DENGAN TOLERANCE OF AMBIGUITY SEBAGAI MODERATOR PADA PERAWAT DI KABUPATEN MALANG

Perawat merupakan profesi yang memberikan pelayanan kesehatan pada masyarakat. Selain tugas tersebut, perawat juga dituntut menyelesaikan tugas bersifat administratif, tugas yang mendadak dan tidak pasti, hal ini sering terjadi yang disebut job demands tuntutan kerja. Fenomena tersebut dapat mempengaruhi work engagement yang dapat menurunkan kinerja dan memicu stress. Sehingga diperlukan tolerance of ambiguity sebagai salah satu faktor untuk memahami kondisi tersebut secara positif. Tujuan Penelitian ini untuk mengukur pengaruh job demands terhadap work engagement dengan tolerance of ambiguity sebagai moderator. Penelitian ini menggunakan pendekatan penelitian kuantitatif dengan teknik ex-post facto. Subjek penelitian ini adalah perawat yang bekerja difasilitas kesehatan di Kabupaten Malang sejumlah 205 orang. Instrumen penelitian menggunakan Ultrech Work Engagement Scale-9 (UWES-9) untuk mengukur variable work engagement, untuk mengukur job demands menggunakan Questionnaire sur les Ressources et Contraintes Professionnelles (QRCP) dan Tolerance of Ambiguity menggunakan instrumen Individual’s Multiple Stimulus Types Ambiguity Tolerance (MSTAT-II). Analisis data dalam penelitian ini menggunakan analisis MRA (Moderated Regression Analysis). Hasil penelitian menunjukan bahwa terdapat hubungan yang signifikan negatif pengaruh job demands terhadap work engagement (β= -.3619; p= 0.000 < 0.05), tolerance of ambiguity mempunyai peran moderasi pengaruh job demands terhadap work engagement (β= .0070; p= 0.0101 < 0.05)

Not all job demands are equal: differentiating job hindrances and job challenges in the Job Demands-Resources model

This study aimed to integrate the differentiation between two types of job demands, as made in previous studies, in the Job-Demands Resources (JD-R) model. Specifically, this study aimed to examine empirically whether the differentiation between job hindrances and job challenges, next to the category of job resources, accounts for the unexpected positive relationships between particular types of job demands (e.g., workload) and employees' work engagement. Results of confirmatory factor analyses supported the differentiation between the three categories of job characteristics in two samples (N1=261 and N2=441). Further, structural equation modelling confirmed the hypotheses that job hindrances associate positively with exhaustion (i.e., the main component of burnout) and negatively with vigour (i.e., the main component of work engagement). Job resources displayed the reversed pattern of relations. Job challenges were positively related to vigour. Rather unexpectedly, they were unrelated to exhaustion. Based on these findings, we discuss the importance of the differentiation between different types of job demands in the JD-R model for both theory and practice

Occupations at risk and organizational well-being: an empirical test of a Job Insecurity Integrated Model

One of the more visible effects of the societal changes is the increased feelings of uncertainty in the workforce. In fact, job insecurity represents a crucial occupational risk factor and a major job stressor that has negative consequences on both organizational well-being and individual health. Many studies have focused on the consequences about the fear and the perception of losing the job as a whole (called quantitative job insecurity), while more recently research has begun to examine more extensively the worries and the perceptions of losing valued job features (called qualitative job insecurity). The vast majority of the studies, however, have investigated the effects of quantitative and qualitative job insecurity separately. In this paper, we proposed the Job Insecurity Integrated Model aimed to examine the effects of quantitative job insecurity and qualitative job insecurity on their short-term and long-term outcomes. This model was empirically tested in two independent studies, hypothesizing that qualitative job insecurity mediated the effects of quantitative job insecurity on different outcomes, such as work engagement and organizational identification (Study 1), and job satisfaction, commitment, psychological stress and turnover intention (Study 2). Study 1 was conducted on 329 employees in private firms, while Study 2 on 278 employees in both public sector and private firms. Results robustly showed that qualitative job insecurity totally mediated the effects of quantitative on all the considered outcomes. By showing that the effects of quantitative job insecurity on its outcomes passed through qualitative job insecurity, the Job Insecurity Integrated Model contributes to clarifying previous findings in job insecurity research and puts forward a framework that could profitably produce new investigations with important theoretical and practical implications

Quitting the Boss? The Role of Manager Influence Tactics and Employee Emotional Engagement in Voluntary Turnover

Employees commonly cite their managers’ behavior as the primary reason for quitting their jobs. We sought to extend turnover research by investigating whether two commonly used influence tactics by managers affect their employees’ voluntary turnover and whether employees’ emotional engagement and job satisfaction mediate this relationship. We tested our hypotheses using survey data collected at two time points from a sample of financial services directors and objective lagged turnover data. Using multilevel path modeling, we found that managers’ use of pressure and inspirational appeals had opposite effects on employee voluntary turnover and that employees’ emotional engagement was a significant and unique mediating mechanism even when job satisfaction, the traditional attitudinal predictor of turnover, was also included in the path model. Our findings contribute to turnover research by demonstrating a relationship between specific managerial behaviors and employee turnover and shed light on a key mediating mechanism that explains these effects

Sickness presenteeism determines job satisfaction via affective-motivational states

Research on the consequences of sickness presenteeism, or the phenomenon of attending work whilst ill, has focused predominantly on identifying its economic, health, and absenteeism outcomes, neglecting important attitudinal-motivational outcomes. A mediation model of sickness presenteeism as a determinant of job satisfaction via affective-motivational states (specifically engagement with work and addiction to work) is proposed. This model adds to the current literature, by focusing on (i) job satisfaction as an outcome of presenteeism, and (ii) the psychological processes associated with this. It posits presenteeism as psychological absence and work engagement and work addiction as motivational states that originate in that. An online survey was completed by 158 office workers on sickness presenteeism, work engagement, work addiction, and job satisfaction. The results of bootstrapped mediation analysis with observable variables supported the model. Sickness presenteeism was negatively associated with job satisfaction. This relationship was fully mediated by both engagement with work and addiction to work, explaining a total of 48.07% of the variance in job satisfaction. Despite the small sample, the data provide preliminary support for the model. Given that there is currently no available research on the attitudinal consequences of presenteeism, these findings offer promise for advancing theorising in this area

The three E's of occupational wellbeing : a study of New Zealand veterinary nurse's workplace engagement, exchange, and exhaustion : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts at Massey University, Albany, New Zealand

Occupational wellbeing is an ongoing concern for most employees and their organisations. Occupational stress research has been conducted for more than three decades, however its antipode, occupational eustress, has been present for half the time. Commonly researched manifestations of occupational distress and eustress are burnout and workplace engagement respectively, and both have been shown to occur in a range of roles and professions. Therefore, the goal of this research was to investigate work–related wellbeing among veterinary nurses, a relatively un–researched group, using the Job Demands–Resources (JD-R) model. A cross–sectional approach was used. Structural equation modelling was used to ascertain the JD-R model’s motivational and health pathways among veterinary nurses. Data were collected by online survey, with the help of eight New Zealand tertiary providers and the New Zealand Veterinary Nurses Association. One hundred and eighty–two participants provided data. The results show that a large proportion of participants displayed high levels of workplace engagement and high quality relationships among team members. In addition, most also saw their work as being of benefit to their family life, and reported feeling engaged with their work. However, the relatively high levels of reported job demands could be of concern, as high demands can lead to emotional exhaustion over time. This research identified reasons to expand the JD-R conceptualisation of job resources and provided a guide towards healthier workplace practices such as identifying ways to increase work–family balance, build solid team–member relationships, and provide adequate job resources to address times of high demand

Pengaruh Job Satisfaction terhadap Financial Performance melalui Employee Engagement dan Competitive Advantage sebagai Intervening Variable pada Perusahaan Retail Publik di Surabaya

Penelitian ini bertujuan untuk mengetahui pengaruh langsung yang signifikan dan positif dari job satisfaction terhadap employee engagement, employee engagement terhadap competitive advantage, dan competitive advantage terhadap financial performance, pada Perusahaan retail publik di Surabaya. Penelitian ini berbentuk penelitian kuantitatif, dimana data diperoleh melalui penyebaran kuisioner dan menggunakan rasio analisa laporan keuangan kepada Perusahaan retail publik di Surabaya. Data yang diperoleh kemudian diolah dengan menggunakan software Smart PLS. Hasil penelitian ini menunjukkan adanya hubungan positif dan signifikan dari job satisfaction terhadap employee engagement, employee engagement terhadap competitive advantage, dan competitive advantage terhadap financial performance, pada Perusahaan retail publik di Surabaya. Employee engagement dan competitive advantage menjadi variabel perantara antara job satisfaction dengan financial performance

PENGARUH KESESUAIAN NILAI, DUKUNGAN ORGANISASI, DAN EVALUASI INTI DIRI TERHADAP PERILAKU KEWARGAAN ORGANISASIOAL; JOB ENGAGEMENT SEBAGAI VARIABEL MEDIASI PADA BADAN PENANGGULANGAN BENCANA DAERAH KOTA BANDA ACEH

Penelitian ini bertujuan untuk mengetahui pengaruh dari kesesuaian nilai, dukungan organisasi, evaluasi inti diri terhadap perilaku kewargaan organisasional dengan job engagement sebagai variabel mediasi. Sampel yang digunakan dalam penelitian ini adalah Karyawan di Badan Penanggulangan Bencana Daerah Kota Banda Aceh yang berjumlah 87 orang. Metode penelitian ini menggunakan kuesioner sebagai instrument penelitian. Teknik sampel yang digunakan dalam penelitian ini adalah probability sampling. Metode analisis Hierarchical Linear Modeling (HLM) digunakan sebagai metode analisis untuk mengetahui pengaruh variabel-variabel yang terlibat. Hasil penelitian ini menunjukkan bahwa kesesuaian nilai, dukungan organisasi, evaluasi inti diri berpengaruh signifikan terhadap job engagement, job engagement berpengaruh signifikan terhadap perilaku kewargaan organisasional, dan job engagement memediasi secara parsial kesesuaian nilai, dukungan organisasi, evaluasi inti diri terhadap perilaku kewargaan organisasional.Kata Kunci: Kesesuaian Nilai, Dukungan Organisasi, Evaluasi Inti Diri, Perilaku Kewargaan Organisasional, Job Engagement