Temat: work engagement - Prolib Integro

Skocz do pozycji: 1.

Tytuł:: Paradoks efektywności pracy – między budowaniem zaangażowania a wypaleniem zawodowym
The paradox of work effectiveness – between building employee’s engagement and burnout
Autorzy:: Skowron-Mielnik, Beata
Tematy:: work effectiveness
work engagement; Pokaż więcej
Wydawca:: Wydawnictwo Uniwersytetu Ekonomicznego we Wrocławiu
Powiązania:: https://bibliotekanauki.pl/articles/419753.pdf Link otwiera się w nowym oknie
Opis:: The aim of the hereby article is to point at the inconsistency in building employee’s engagement in the context of work effectiveness. An analysis of engagement and work effectiveness notion and published research results pertaining to both questions were conducted. The article was based on a secondary datum and a desk research method was used. The object of analysis was defining why an increasing pressure on engagement does not lead to an increase of work effectiveness. The conclusions show firstly that an increase of engagement involves a biological and psychical cost increase – an employee works longer and with a bigger passion that can result in both an equal burnout and a lower performance. Secondly, engagement is hardly measurable and it is problematic to be controlled in order to achieve the very measurable work results.
Dostawca treści:: Biblioteka Nauki

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Skocz do pozycji: 2.

Tytuł:: Do we all agree on how to measure work engagement? Factorial validity of Utrecht Work Engagement Scale as a standard measurement tool – A literature review
Autorzy:: Kulikowski, Konrad
Tematy:: measurements
work engagement
factorial validity
CFA
UWES
Utrecht Work Engagement Scale; Pokaż więcej
Wydawca:: Instytut Medycyny Pracy im. prof. dra Jerzego Nofera w Łodzi
Powiązania:: https://bibliotekanauki.pl/articles/2161848.pdf Link otwiera się w nowym oknie
Opis:: Work engagement as a predictor of health is an emerging concept in occupational science and the Utrecht Work Engagement Scale (UWES) is the most popular work engagement measurement tool. However, despite its popularity, the UWES is not free from controversy concerning its factorial validity. In this paper, 21 research studies on both UWES-9 and UWES-17 factorial validity within the confirmatory factor analysis (CFA) approach have been reviewed in order to answer the question as to which of the UWES factorial structures displays greater validity. The originally proposed threefactor structure of the UWES has been recognized as superior in 6 studies. In further 6 studies, the UWES structure with 1 general factor has been found to be superior. In 8 studies, the authors have concluded that the one- and three-factor structures could be considered equivalent. One study has failed to confirm either the one- or three-factor structure of the UWES. These ambiguous results from studies focusing on the UWES factorial validity are puzzling because they not only indicate a lack of validity for the UWES as a measurement tool but might also challenge the whole concept of work engagement as a three-factor structure of dedication, vigor and absorption. Int J Occup Med Environ Health 2017;30(2):161–175
Dostawca treści:: Biblioteka Nauki

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Skocz do pozycji: 3.

Tytuł:: Are Professional Burnout and Work Engagement Opposing or Independent Constructs?
Autorzy:: Rożnowski, Bohdan
Tematy:: burnout
work engagement
work-life areas; Pokaż więcej
Wydawca:: Katolicki Uniwersytet Lubelski Jana Pawła II. Towarzystwo Naukowe KUL
Powiązania:: https://bibliotekanauki.pl/articles/1731183.pdf Link otwiera się w nowym oknie
Opis:: The aim of the article is to broaden the knowledge about the mutual relationship between work engagement and professional burnout. In the psychological literature, a lively discussion between the position that these are opposite poles of one dimension and the position that both dimensions are independent has not yet been clearly concluded. The article focuses on the analysis of the causes of both phenomena. It was assumed that one-dimensionality means that the same elements of the work situation affect each of the states but in an opposite way. The research was conducted using standardized questionnaires (AWLS, LBQ, and UWES) on a group of 128 teachers from different types of schools. Statistical analyses relying on regression analysis indicated different sources of each phenomenon, which supports the position of independence of both constructs.
Dostawca treści:: Biblioteka Nauki

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Skocz do pozycji: 4.

Tytuł:: Perception of work environment among women and men – workload and autonomy in relation to job engagement
Autorzy:: Jaworek, Magdalena
Dyląg, Anna Maria
Tematy:: workload, job control, work engagement; Pokaż więcej
Wydawca:: Uniwersytet Jagielloński. Wydawnictwo Uniwersytetu Jagiellońskiego
Powiązania:: https://bibliotekanauki.pl/articles/685130.pdf Link otwiera się w nowym oknie
Opis:: This article refers to the phenomenon of employee engagement as one of the key aspects of contemporary human resources management. The concept of professional engagement is a multi-dimensional approach relating to the positively understood effects of work, welfare of on employee, and optimization of the organization and its environment. Job engagement is believed to be strongly related to such processes as introduction of change in organizations, quality and performance issues, customer satisfaction or health, and effectiveness of people and organizations. Following the widely recognized in occupational health psychology model of Karasek (1979) and its further expansions, the authors of this article look upon work engagement as a subjective, psychological state of employees that emerges in certain circumstances, namely a “healthy” work environment. Following Kara-sek’s thinking it was hypothesised that perception of managable workload and sufficient autonomy will lead to the most required effects, such as higher levels of job engagement and its positive consequences.Thus, the specific purpose of this article is to investigate the way employees perceive their work environment in terms of workload and job autonomy in relation to job engagement. The empirical research was conducted from the perspective of the analysis of professional activity depending on the gender of respondents, limitations of social roles and the situation of women in Poland. The authors of the article conducted a questionnaire survey on a sample of 748 economically active persons, both women and men. The analyses showed statistically significantly higher levels of all three examined dimensions of job engagement (i.e. absorption, dedication, vigour) in women compared to men, together with a lower level of control (professional autonomy) declared by women. Control was a clear predictor of work engagement, to a similar extent in both men and women. In contrast, the relationship of workload with absorption, dedication and vigour proved to be variable and dependent on gender.
Dostawca treści:: Biblioteka Nauki

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Skocz do pozycji: 5.

Tytuł:: Perception of work environment among women and men : workload and autonomy in relation to job engagement
Autorzy:: Jaworek, Magdalena
Dyląg, Anna
Opis:: This article refers to the phenomenon of employee engagement as one of the key aspects of contemporary human resources management. The concept of professional engagement is a multi-dimensional approach relating to the positively understood effects of work, welfare of on employee, and optimization of the organization and its environment. Job engagement is believed to be strongly related to such processes as introduction of change in organizations, quality and performance issues, customer satisfaction or health, and effectiveness of people and organizations. Following the widely recognized in occupational health psychology model of Karasek (1979) and its further expansions, the authors of this article look upon work engagement as a subjective, psychological state of employees that emerges in certain circumstances, namely a “healthy” work environment. Following Karasek’s thinking it was hypothesised that perception of managable workload and sufficient autonomy will lead to the most required effects, such as higher levels of job engagement and its positive consequences. Thus, the specific purpose of this article is to investigate the way employees perceive their work environment in terms of workload and job autonomy in relation to job engagement. The empirical research was conducted from the perspective of the analysis of professional activity depending on the gender of respondents, limitations of social roles and the situation of women in Poland. The authors of the article conducted a questionnaire survey on a sample of 748 economically active persons, both women and men. The analyses showed statistically significantly higher levels of all three examined dimensions of job engagement (i.e. absorption, dedication, vigour) in women compared to men, together with a lower level of control (professional autonomy) declared by women. Control was a clear predictor of work engagement, to a similar extent in both men and women. In contrast, the relationship of workload with absorption, dedication and vigour proved to be variable and dependent on gender.
Dostawca treści:: Repozytorium Uniwersytetu Jagiellońskiego

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Skocz do pozycji: 6.

Tytuł:: Work Addiction and Workaholism are Synonymous: An Analysis of the Sources of Confusion (a Commentary on Morkevičiūtė and Endriulaitienė)
Autorzy:: Atroszko, Paweł A.
Wydawca:: Springer
Cytata wydawnicza:: Atroszko, P. A. (2024). Work addiction and workaholism are synonymous: An analysis of the sources of confusion (a commentary on Morkevičiūtė and Endriulaitienė). International Journal of Mental Health and Addiction. Advance online publication. https://doi.org/10.1007/s11469-024-01243-x
Opis:: Morkevičiūtė and Endriulaitienė (Int J Ment Health Addict 21(5):13–23) provided an interesting and important overview of research on work addiction/workaholism since 2007. In their conclusions, they suggest that “workaholism” is a separate phenomenon from “work addiction.” However, this conclusion is (i) inconsistent with the data on which they base their analyses and (ii) other conclusions that they draw from these analyses. The current paper examines these inconsistencies and explains the sources of confusion. Work addiction and workaholism are investigated both by clinical researchers and organizational scholars. The limited exchange of expertise between these two major frameworks may cause misunderstandings. Addictions are complex biological, psychological, social, and cultural phenomena. Behavioral addictions are defined as behavioral patterns and, similarly to other mental disorders, as syndromes. They manifest as different symptoms, including behavioral, emotional, and cognitive. Components of excessive and compulsive working are defined as indicators or symptoms of addiction and not as different conceptualizations of workaholism. Treating different facets of work addiction by Morkevičiūtė and Endriulaitienė as different conceptualizations of it leads to theoretical and terminological confusion. The current paper analyzes these problems as they emerge on the boundaries of clinical and organizational frameworks in the work of different authors.
This work was supported by the National Science Centre, Poland [grant no. 2020/39/D/HS6/00198].
Dostawca treści:: Repozytorium Centrum Otwartej Nauki

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Skocz do pozycji: 7.

Tytuł:: Remote, hybrid, and on-site work during the SARS-CoV-2 pandemic and the consequences for stress and work engagement
Autorzy:: Wontorczyk, Antoni
Rożnowski, Bohdan
Opis:: With the COVID-19 pandemic having disrupted economies, businesses, and individual activities, it is important to examine how different forms of work affect employee behaviour. This study applies work engagement (the key construct in organisational psychology) as the dependent variable and considers its determinants in the form of stress factors and attitudes toward remote work. A cross-sectional study was conducted. A total of 544 (Female = 58.5%) workers were surveyed: remote (n = 144), hybrid (n = 142), and on-site (n = 258). The selection for the study was purposive. Standardised survey questionnaires were used in the study: UWES-9, Stress Management Standards, and Attitudes toward Remote Work. The obtained results indicate that there were no significant differences between groups in terms of the intensity of work engagement, but work engagement was explained by other variables that are different in each of the studied groups. Relationships and use of social media were the most important factors among remote workers. For on-site workers, the most important factors were control and role definition. For practitioners, the results indicate which aspects of work should be considered in order to maintain high levels of work engagement when employees are transferring to other forms of work.
Dostawca treści:: Repozytorium Uniwersytetu Jagiellońskiego

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Skocz do pozycji: 8.

Tytuł:: Zarządzanie zaangażowaniem w pracę w świetle teorii wymagań i zasobów pracy
The Job Demands-Resources Theory as a theoretical framework of work engagement management
Autorzy:: Kulikowski, Konrad
Tematy:: job demands
job resources
work engagement
engagement management; Pokaż więcej
Wydawca:: Wydawnictwo Uniwersytetu Ekonomicznego we Wrocławiu
Powiązania:: https://bibliotekanauki.pl/articles/420110.pdf Link otwiera się w nowym oknie
Opis:: The Job Demands-Resources Theory (JD-R) is a heuristic theory that explains the work engagement and exhaustion by job resources and job demands interaction. The purpose of this article is to use the JD-R as a theoretical framework of work engagement management concept. In the first part of the article the concept of work engagement is presented. The second section explains the theoretical assumption of JD-R. In the third part, the concept of work engagement management is introduced. Work engagement management concept integrates planning, measurement and active modification of job resources and demands, which should lead to the development of work engagement among employees. The conclusion sets out the possible consequences of theoretical and practical application of the proposed concept and points up its limitations.
Dostawca treści:: Biblioteka Nauki

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Skocz do pozycji: 9.

Tytuł:: Work engagement and occupational burnout among teachers: the mediating role of positive orientation
Autorzy:: Grala, Krzysztof
Woś, Jarosław
Kałowski, Piotr
Tematy:: work engagement
burnout
positive orientation
mediation; Pokaż więcej
Wydawca:: Akademia Pedagogiki Specjalnej im. Marii Grzegorzewskiej. Wydawnictwo APS
Powiązania:: https://bibliotekanauki.pl/articles/27320910.pdf Link otwiera się w nowym oknie
Opis:: The purpose of the research was: (1) to establish the relationship between work engagement, occupational burnout, and positive orientation; (2) to examine whether positive orientation mediates the relationship between work engagement and occupational burnout. The study involved teachers (N = 106) of grades 1–6 of primary school and grades 1–3 of middle school. As expected, work engagement correlated negatively with burnout, and positive orientation correlated positively with work engagement and negatively with burnout, also mediating the relationship between these variables.
Dostawca treści:: Biblioteka Nauki

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Skocz do pozycji: 10.

Tytuł:: Spiritual leadership and work engagement: a mediating role of spiritual well-being
Autorzy:: Samul, Joanna
Tematy:: Spiritual leadership
Work engagement
Well-being; Pokaż więcej
Wydawca:: Akademia Leona Koźmińskiego w Warszawie
Powiązania:: https://bibliotekanauki.pl/articles/55994810.pdf Link otwiera się w nowym oknie
Opis:: Purpose – Recently, both researchers and practitioners have been very interested in the impact of leadership on employee engagement. Thus, I aimed to examine the relationship between spiritual leadership and work engagement through the mediating role of spiritual well-being at work. Design/methodology/approach – I assessed spiritual leadership, engagement, and well-being in an empirical study based on a sample of 223 employees. I collected data through a survey-based method and analyzed them using structural equation modeling (SEM). Findings – The present study contributes to the existing knowledge in the leadership field, especially spiritual leadership. The results revealed that spiritual leadership impacts employees’ work engagement by indirectly influencing employees’ spiritual well-being. Research limitations/implications – Theoretically, the findings imply that spiritual well-being can be one of the factors considered in enhancing work engagement through spiritual leadership. Practical implications – Finding evidence that spiritual leadership, like other leadership styles, can foster employee engagement. Therefore, leaders should take care of employees’ spiritual needs. Originality/value – Many researchers have indicated that well-being is associated with employee engagement. However, they overlooked employees’ spiritual well-being in the research. The study confirmed the unexplored mediating role of spiritual well-being between spiritual leadership and employee engagement.
Dostawca treści:: Biblioteka Nauki

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