A Study of the Effects of Employee Engagement on Job Satisfaction:Mediating Effect of Labor Relations Climate

With the rapid advancement of new technologies and the transformation of the economic model on a global scale,enterprises are facing unprecedented changes in the external environment and more diversified demands from employees.Therefore,it is essential for enterprises to bolster employee engagement by enhancing employees’job satisfaction,building a stable and harmonious internal climate,and adapting to the dynamic,complex external environment.This study analyzes the positive effects of employee engagement on job satisfaction,explores the mediating effect of labor relations climate in the relationship between the two,and proposes corresponding practical countermeasures and suggestions.

The Impact of Self-Efficacy and Work Engagement on Healthcare Professionals’ Proactive Behavior

Job crafting (JC) is a form of proactive behavior and refers to the initiatives employees that could take to change their tasks or other job characteristics to achieve the best person-job fit. JC consists of six dimensions: seeking structural and social job resources, as well as challenges, hindering job demands, optimizing job demands, and delegating tasks. The aim of the present study was to explore the impact of self-efficacy and work engagement on healthcare professionals’ (HP) proactive behavior. A convenience sample of 295 HP working in Primary and Secondary healthcare structures of Northern Greece completed a questionnaire that included: 1) demographic/occupational characteristics, 2) the Job Crafting Scale, 3) the Generalized Self-Efficacy Scale (GSE) and 4) the Utrecht Work Engagement Scale (UWES). Increased age was found to be associated with decreased levels of seeking social job resources (p < 0.01). Education level was positively associated with increased levels of seeking structural job resources (p < 0.01), seeking challenges (p < 0.05), and optimizing job demands (p < 0.05), while job position was found to be negatively related to delegating tasks (p < 0.01). Self-efficacy was positively associated with increased levels of seeking structural resources (p < 0.001), challenges (p < 0.001), and increased levels of optimizing job demands (p < 0.001), while it was positively associated with decreased levels of delegating tasks (p < 0.05). In addition, increased work engagement was found to be associated with increased levels of seeking social job resources (p < 0.05), challenges (p < 0.01), and optimizing job demands (p < 0.01). Findings highlight the importance of self-efficacy, work engagement and individual characteristics in the realization of a resourceful work environment and HP’ adjustment in the organization. Thus, interventions that promote HP’ JC proactive behaviors should be encouraged.

Experiences of Staying Healthy in Relationally Demanding Jobs: An Interpretative Phenomenological Study of Work-Engaged Nurses in the Hospital

Background: Based on the experience of hospital nurses, the aim of this study is to explore the phenomenon of how work-engaged nurses stay healthy in relationally demanding jobs involving very sick and/or dying patients. Method: In-depth interviews were conducted with ten work-engaged nurses employed at the main hospital in one region in Norway. The interviews were interpreted using the Interpretative Phenomenological Analysis method (IPA). Results: The results indicate the importance of using the personal resources: authenticity and a sense of humour for staying healthy. The nurses’ authenticity, in the sense of having a strong sense of ownership towards their personal life experiences, and a sense of having a meaningful life in line with their own values and interests, was an important element when they considered their own health to be good in spite of repetitive strain injuries and perceived stress. These personal resources seem to be positively related to their well-being and work engagement, which serves as an argument for including them among other personal resources, often conceptualized in terms of Psychological Capital (PsyCap). The results also showed that the nurses worked actively and intentionally with conditions that could contribute to safeguarding their own health. Conclusion: The results indicated the importance of stimulating the nurses’ area of knowledge about caring for themselves in order to enable them to maintain good physical and mental health. A focus on self-care should be part of the agenda as early as during nursing education.

The Big Five Model in the Workplace:The Transition From Job Satisfaction to Job Engagement

Personality in modern organizations plays a significant role in determining behavior,attitudes,and performance.How can empirical models like Big Five Theory be put into practice in the recruitment and selection process?Would it be useful to apply in the workplace?What creates a positive motivating experience at work?How do the personality traits affect the productivity as well as the results in an organization?The above questions are answered in this presented systematic review and different researches and studies are applied in order to provide a holistic spectrum.Nowadays there is a transition from job satisfaction to job engagement pinpointing the importance of the meaning and purpose for organizations with good compensation and benefits.Is working for something that delivers value and has an impact correlated with certain personality traits that are presented in the Big Five Theory Model?

Who Benefits More from Physical Exercise?On the Relations between Personality,Physical Exercise,and Well-Being

Although employers believe that encouraging and supporting physical exercise activities by purchasing fitness equipment and building sports venues can improve employees’well-being,the utilization rate is rather low.Since most of the evidence of the well-being promotion in the workplace concentrated on the perspectives of organizational factors and psychosocial factors and focused on the reduction of the negative affect of well-being,it is still an open question whether physical exercise has benefits on both negative and positive affect of well-being and who benefits more from physical exercise.Thus,the purpose of this study is to investigate the impact of physical exercise on occupational well-being(job burnout and work engagement)and examine whether effectiveness depends on personality traits.Online questionnaires were distributed.The sample included 671 participants from different enterprises in China.Results showed that the effectiveness of physical exercise was also applicable to well-being in the workplace.Physical exercise was negatively correlated with job burnout and positively correlated with work engagement.The effectiveness was different among employees with different personality traits.Contrary to our expectation,individuals with neuroticism were more likely to improve their work engagement through physical exercise.Extroversion and conscientiousness weakened the benefits of physical exercise.Therefore,differences of effectiveness among different personality traits emphasize the need for a more personalized strategy in physical exercise interventions.

Mediating effect of work engagement between job characteristics and nursing performance among general hospital nurses

Objective:This study aimed to determine the effects of job characteristics and work engagement on the nursing performance of nurses working in general hospitals.Methods:Data were collected from 169 nurses who are working in a general hospital in South Korea by using a cross-sectional descriptive survey design.Results:Nurses’job characteristics and work engagement showed positive effects on nursing performance.This effect was magnified when work engagement was used as a mediating variable.Conclusions:The findings elucidate the factors influencing job performance and provide managers with important information for developing programs to improve the job skills and work engagement of nurses.

Organizational Psychology Revisited: Recent Applications of Goal-Setting Theory

Purpose:Goal Setting Theory(GST)created by Edwin Locke and Gary Latham has proven to be an incredibly versatile theory.Its widespread utilization has proven it to be a valuable theory to further explore and understand.The purpose of this paper is to examine current approaches to and practices of GST.Methodology:This systematic literature review is based on 12 recent articles using GST and examining their collective findings.The articles were a mix of theory description,quantitative experiments,empirical experiments,and literature review.Findings:Most of the reviewed literature agreed that further and more defined research would be greatly beneficial for future applications of this theory.Given the broad nature of this theory,a more defined approach would likely prove useful for future utilization.Value:Exploring the multitude of ways this theory has already been applied gives an understanding of shortcomings as well as successes.Reviewing the current available literature allows GST to be utilized in a more precise way in the future.

Job characteristics and staying engaged in work of nurses: Empirical evidence from Malaysia

Objective: The purpose of this study is to examine the relationship between job characteristics (job autonomy,job feedback,skill variety,task identity,task significance) and work engagement of nurses in Malaysia.Methods: A survey using self-administered questionnaires was used to collect data from a sample of 856 staff nurses working in eight public hospitals in Malaysia.A shortened nine-item version of the Utrecht Work Engagement Scale(UWES-9) was used to measure work engagement.The UWES-9 comprises three dimensions,which was measured with three items each: vigor,dedication,and absorption.Job characteristics (job autonomy,job feedback,skill variety,task identity,task significance) were measured with the corresponding subscales of the Job Diagnostic Survey.Each subscale consisted of three items.Hypotheses were tested using hierarchical regression analysis.Results: Findings indicated that all the five demographic variables (age,marital status,education,organizational tenure,job tenure) were unrelated to work engagement.The results further revealed that job autonomy (β=0.19,P < 0.01),job feedback (β=0.10,P < 0.01),task identity (β=0.13,P < 0.01),and task significance (β=0.08,P< 0.05) were positively related to work engagement.Skill variety (β=0.03,P> 0.05),however,did not affect work engagement.Conclusion: Job autonomy,job feedback,task identity,and task significance are important factors in predicting work engagement.The findings of this study highlighted the need to incorporate these core dimensions in nursing management to foster work engagement.

Job Satisfaction, Engagement and Associated Factors Among Employees Working at Adama Hospital Medical College, Adama, Oromia Regional State, Ethiopia:Institution Based Cross Sectional Study

High level of professional satisfaction among healthcare workers earns high dividends such as higher worker force retention and patients satisfaction.The aim of this study is to assess level of employees satisfaction and associated factors among employees working in Adama hospital medical college town from January to March 2019.Institution based cross-sectional study design was employed.About 389 employees were interviewed.Multi variable logistic regression analysis was used to identify the relationship among predictors and outcome variable.Variables with P-value<0.25 at bivariate logistic regression analysis were entered into multi variable logistic regression.P-value<0.05 and adjusted odds ratio at 95%level of significance was be used to declare predictors of employees satisfaction.A total of 389 study participant responded to the questionnaires with response rate of 92.20%.More than half 212(54.5%)were male and the mean age of study participants were 32.24 years(SD±7.87).The overall level of job satisfaction was 185(47.6%)(95%CI:1.43,1.53).Factors like shisha smoking(AOR,0.4;95%CI:0.01,0.44),co-workers relationship(AOR,2.85;95%CI:1.21,6.72),working environment(AOR,4.08;95%CI:1.98,8.41),autonomy at their working(AOR,4.40;95%CI:1.89,11.19),commitment for their organization(AOR,2.48;95%CI:1.20,5.10),performance evaluation(AOR,5.69;95%CI:2.53,12.80),promotion or growth opportunity(AOR,9.58;95%CI:4.11,22.32)and relationship with immediate supervisor(AOR,4.59;95%CI:1.89,11.19)shows significant association with employees’job satisfaction.The overall level of employees satisfaction is low.The organization should work on factors associated with employees’job satisfaction in order to increase satisfaction levels of employees.

Authentic leadership and employees’job performance:mediation effect of positive employee health

In light of global competition and the COVID-19 pandemic,organizations are encountering an increasingly challenging and unpredictable environment.Consequently,employees are experiencing heightened levels of job strain.This study aims to explore the impact of various organizational mechanisms on promoting positive employee health within the organization,ultimately affecting employees’job performance.The findings of this study indicate that authentic leadership and the absence of organizational politics are significant predictors of positive employee health.Moreover,positive employee health has a positive influence on supervisor-rated job performance through its effect on job engagement.This study serves as a valuable resource for organizations,shedding light on the fundamental factors that contribute to positive employee health.It also raises managers’awareness of the importance of nurturing and sustaining employees’emotional and physical well-being to maintain competitiveness in the market.

提振士气还是制造焦虑?数字化转型对员工敬业度的双刃剑效应

文章从资源保存理论出发,构筑数字化转型对员工敬业度的影响模型,分析工作成就动机、工作不安全感的中介作用和上级发展性反馈的调节作用。通过对417份企业微观调研数据进行多元线性回归分析与Bootstrap检验发现:第一,数字化转型可以激活工作成就动机,从而提升员工敬业度;第二,数字化转型亦会诱发工作不安全感,从而降低员工敬业度;第三,上级发展性反馈强化了数字化转型与工作成就动机之间的关系,弱化了数字化转型与工作不安全感之间的关系;第四,上级发展性反馈强化了数字化转型通过工作成就动机影响员工敬业度的间接路径,弱化了数字化转型通过工作不安全感影响员工敬业度的间接路径。研究结论揭示了数字化转型对员工情感的双刃剑效应,有助于企业员工的敬业度管理,并为数字化转型战略提供了有益的启示。

高质量视域下北京儿童医院推优评选活动的绩效评估实践与改进策略

目的:通过对北京儿童医院“儿医之星”评选活动11年来实施效果绩效评估,分析总结“儿医之星”评选活动的创新性、取得成效、经验与启示以及改进策略,以期在为北京儿童医院及国家儿童区域医疗中心完善人才建设高质量发展提供有效建议。方法:采用简单随机抽样法对医院在职员工进行调查,并采用自主设计的问卷和成熟的盖洛普Q12量表进行调查,同时运用描述性统计分析、卡方检验、t检验、秩和检验和单因素方差分析等多种统计分析方法,全面评估“儿医之星”评选活动的绩效。结果:541份有效问卷中,参与评选活动对于提升员工的组织认同、工作满意度及敬业度存在显著性差异,认同度及满意度方面参选获批组在各组群中较高,而敬业度最高的为参选未获批组。年龄对工作满意度及盖洛普员工敬业度存在影响,在50~60岁组工作满意度最高,而在≤30岁年龄组盖洛普员工敬业度最高。结论:“儿医之星”评选活动对于提升员工敬业度、满意度以及组织认同度起到了积极的推动作用,为北京儿童医院及国家儿童区域医疗中心完善人才建设高质量发展提供了有效经验指导。

基于德尔菲法构建临床药学领域专业学位硕士研究生岗位胜任力评价体系

目的通过两轮德尔菲法构建临床药学领域专业学位硕士研究生岗位胜任能力测评指标体系。方法通过文献调研法初步拟定临床药学领域专业学位硕士研究生岗位胜任力评价指标体系条目;运用目的抽样法选择专家,共23名,来源为高校硕士生导师或三甲医院临床药师;研究时间为2023年3月至9月;总结专家意见,统计专家的积极程度、权威程度、意见协调程度。结果第一轮函询回收和填写率为100.00%,专家权威系数为0.83,协调系数为0.124(P<0.001);第二轮函询回收和填写率为91.30%,专家权威系数为0.84,协调系数为0.347(P<0.001)。第二轮专家咨询一级指标的重要性赋值均数为4.24~4.95分,协调系数为0.286(P<0.001);二级指标的重要性赋值均数为3.57~4.95分,协调系数为0.364(P<0.001)。两轮函询后形成指标体系包含6个一级指标:专业知识、药学服务能力、学习发展能力、职业基础能力、职业素养、科研学术能力,31个二级指标。结论该指标体系可为临床药学领域专业学位硕士研究生岗位胜任力教学和评价提供参考,促进临床药学领域高层次人才培养。

使命感对民警任务绩效的影响机制

使命感对于坚守在公安战线上的广大民警具有重要意义。基于自我决定理论,通过对收集的406份相关数据,采用偏最小二乘法结构方程模型开展分析,探讨了使命感对民警任务绩效的作用机理。研究显示,使命感通过工作意义的中介作用对民警的任务绩效产生正向影响,而工作意义要通过组织认同和工作投入两条路径作用于民警的任务绩效。研究结果可以为改进公安管理工作、提高民警工作效能提供理论依据。

工作重塑对工作投入的双刃剑效应研究——基于社会认同理论的视角

工作重塑作为员工的一种主动性工作行为,关于其作用后果的研究一直以来都是学界备受关注的话题。关于工作重塑与工作投入之间关系的讨论还未达成一致,急需突破从单方面角度探讨的局限,且现有研究忽略了工作环境因素在其中的边界作用。本研究基于社会认同理论,通过一个情境实验和一个全模型问卷调研,全面考察了在不同程度的工作不安全感情境中员工工作重塑对其工作投入的双刃剑作用机制。研究结果表明:一方面,工作不安全感越弱,工作重塑对职业认同的正面影响越强,进而提高其工作投入;另一方面,工作不安全感越强,工作重塑对员工组织认同的负面影响越强,进而降低其工作投入。本文有助于辩证地理解工作重塑行为,在实践方面为组织有效进行工作重塑干预提供了有益启发。

同事额外努力、员工绩效目标导向与工作结果——组织自尊的调节作用

同事额外努力是引发职场社会比较与影响员工行为态度的重要因素。基于社会比较理论,从他者视角出发,采用情景实验和两时点问卷调查的研究方法,分析了同事额外努力对员工绩效目标导向及工作投入和工作倦怠的作用机制。研究结果表明:同事额外努力通过影响员工的绩效趋近目标导向和绩效规避目标导向,进而影响工作投入和工作倦怠;对组织自尊越高的员工,同事额外努力越倾向于激活绩效趋近目标导向,抑制绩效规避目标导向,进而提高工作投入,缓解工作倦怠。

调节焦点对员工工作投入的影响:优势和兴趣导向工作重塑的中介作用

探讨调节焦点作为一种个体特质对员工工作投入的影响,并从工作设计理论出发,选取优势和兴趣导向工作重塑作为中介变量,检验其在调节焦点与员工工作投入中发挥的中介效应。对220个企业员工样本的调查问卷进行统计分析,结果显示:(1)促进性调节焦点对员工工作投入有显著正向影响,防御性调节焦点对员工工作投入有显著负向影响。(2)促进性调节焦点对优势和兴趣导向工作重塑有显著正向影响,防御性调节焦点对优势和兴趣导向工作重塑有显著负向影响。(3)优势和兴趣导向工作重塑在促进性调节焦点、防御性调节焦点对员工工作投入的影响中具有显著的中介效应。

血液透析护士工作投入的潜在剖面及其影响因素分析

目的探索血液透析护士工作投入的异质性和影响因素,为护理管理者采取措施提高血液透析护士工作投入提供参考。方法采用一般资料调查表、工作投入量表和NASA任务负荷指数量表对广东省650名血液透析护士进行问卷调查。对血液透析护士的工作投入特征进行潜在剖面分析,并通过单因素分析和无序多分类logistic回归分析探讨不同潜在剖面的影响因素。结果获得有效样本585人。血液透析护士工作投入和任务负荷得分分别为(3.54±1.44)分、(64.20±15.00)分。工作投入可分为3个潜在剖面,包括低投入-低专注组(23.3%)、中投入-低专注组(34.5%)、高投入-高奉献组(42.2%)。无序多分类logistic回归分析结果显示,任务负荷得分、护士层级、职务、对工作满意度及是否为血液净化专科护士是工作投入潜在剖面的影响因素(均P<0.05)。结论血液透析护士工作投入特征存在异质性,护理管理者可根据血液透析护士的不同工作投入特征及其影响因素,采取有针对性的措施,以提高血液透析护士的工作投入和护理服务质量。

急诊护士第二受害者经历与支持对工作投入的影响:工作不安全感的中介效应

目的:为了解急诊护士工作不安全感在第二受害者经历与支持对工作投入的作用,对急诊护士进行了相关调查,以为急诊第二受害者心理干预及支持提供依据。方法:使用一般资料调查问卷、第二受害者经验与支持量表(SVEST)、工作不安全感量表和工作投入量表对上海4所医院的急诊护士进行问卷调查,分析其相关性。结果:SVEST与工作投入呈负相关,SVEST与工作不安全感呈正相关,且工作不安全感与工作投入呈正相关,工作不安全感对SVEST和工作投入有遮掩效应。表明工作不安全感削弱了SVEST对工作投入的影响,间接效应占总效应54.42%。结论:临床工作中,在考虑有第二受害者经历的急诊护士身心健康的情况下,管理者可以通过对护士工作不安全感的适当调整,强调类似事件对个人及科室的危害,发挥事件的警示作用,缓解第二受害者经历与支持对工作投入的负面影响,才能更长远地降低此类事件带来的生理及心理痛苦。