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. © 2023 Antai College of Economics and Management, Shanghai Jiao Tong University.

The impact of trust in the leader as a mediating variable between the moral integrity of the leader and job engagement: A field study in public sector institutions in Sultanate of Oman

This study aims to examine the impact of trust in the leader (TIL) as a mediating variable between the moral integrity (MI) of the leader and job engagement (JE) and to identify the consequent results that benefit officials in the surveyed institutions. The study population consisted of the employees of two public institutions (The Financial Supervisory Authority in the Governorate of Dhofar and the Directorate of Municipal Affairs in the Governorate of Dhofar). Primary data was collected from a convenient sample of 145 via an electronic questionnaire due to the directives related to social distancing in light of the global health crisis (COVID 19). The data were analysed using the Statistical Package for Social Sciences (SPSS) and Smart Partial Least Squares (Smart PLS). The findings of the study reveal that there is a statistically significant impact of the MI of the leader on the levels of JE on one hand and MI of the leader on the TIL, on the other hand. Moreover, it was also found that TIL partially mediates the relationships between the MI of the leader and JE. © 2023 by the authors;licensee Online Academic Press, USA.

Examining staff burnout during the transition to teaching online due to COVID-19 implications

Orientation: COVID-19 generated the need for changes in the higher education sector, sparking a shift to online approaches ultimately increasing workload. This study assessed the prevalence of burnout symptoms among academics at an online university in South Africa. Research purpose: Assessing prevalence and severity of burnout symptoms among academics and its impact on work engagement. Motivation for research: Academics are central to the teaching and learning processes at higher education institutions. Health and wellness has an impact on institutional functionality. As academic workloads increase, so does the likelihood of burnout, which can influence academic functioning. Research approach/design and method: Cross-sectional design. Main Findings: High levels of burnout within open, distance and e-learning (ODeL) academic staff member population is evident with 75% of staff experiencing high or very high burnout. High levels of burnout were concentrated among senior lecturers, with teaching experience and have at least a PhD. The regression coefficient for work engagement (B = –0.364, p ≤ 0.001) indicated that for each point increase in work engagement, there was a decrease in burnout of 0.364. Practical implications: High levels of burnout include job dissatisfaction, reduced quality of work, and increased absenteeism. Addressing burnout contributes to retaining experienced staff, improved job satisfaction and quality output. This paper highlights the impact of teaching transitions on the academic workforce, contributing towards wellness interventions aiding burnout recovery. Contribution/value-add: This paper highlights the impact of teaching transitions on the academic workforce within South Africa, contributing towards wellness interventions aiding the recovery from burnout. © 2023. The Authors.

Relationship between stress due to COVID-19 pandemic, telecommuting, work orientation and work engagement: Evidence from India

The purpose of the present study is to examine the effect of stress induced by coronavirus (COVID-19), telecommuting, and work orientation on work engagement among employees in the Information Technology (IT) sector. Using a structured survey instrument, data were collected from 285 respondents from four cosmopolitan cities in the southern part of India-Chennai, Coimbatore, Tiruchirappalli, and Madurai using a structured instrument. The hierarchical regression results reveal that (i) stress induced by COVID-19 was negatively related to work engagement, (ii) work orientation is positively associated with work engagement, and (iii) telecommuting is positively associated with work engagement. The results also reveal that (i) telecommuting weakened the relationship between stress induced by COVID-19 and work engagement and (ii) strengthened the positive relationship between work orientation and work engagement. These results are consistent with Job Demands and Resources (JDR), Conservation of Resources Theory (COR), and Career Construction Theory (CCT). The study highlights the importance of telecommuting as a strategic move on the part of the companies to reduce stress and enhance work engagement. Considering the global pandemic situation, employees in the IT sector would find it comfortable to work from their homes and contribute their best for the success of organizations. The present study also suggests ways for the organizations to promote work engagement and remain committed to performing during stressful situations like a global pandemic. The theoretical and practical implications are discussed.

The role of decent work in the Zimbabwean retail sector: Testing a job engagement and turnover intention model

Orientation: There is a continued call to understand those factors that not only affect work engagement but also reduce turnover. A broad umbrella of work emerges arguing for ascertaining how decent work conditions affect these outcomes of work. Research purpose: To offer insight into the relationship between decent work, job engagement and turnover intention in the retail sector in Zimbabwe. Motivations for the study: Rapid changes in the business environment have undoubtedly led to a deterioration of work standards across all sectors although the retail sector seems to have been more vulnerable and suffered the most. This calls for the need to investigate on decent work, a key mechanism in maximising labour force potential such as job engagement and turnover intentions are not ignored. Research approach/design and method: The study adopted a descriptive survey design using a quantitative approach. The Statistical Package for Social Science (SPSS) was used for the purpose of analysis with the Structural Equation Model (SEM) utilised. Main findings: The study found a positive significant relationship between decent work and job engagement. A positive significant relationship was also established between job engagement and turnover intention whereas, a very weak and statistically insignificant relationship existed between decent work and turnover intention. Practical/managerial implications: Retail sector managers ought to prioritise decent work and pay closer attention to its impact on job engagement and turnover intention. A focus on these constructs will breed a highly engaged and committed workforce that will give the sector competitive advantage. Contribution: Very few studies have shed light on the construct of decent work in developing economies, and specifically in Zimbabwe. Decent work is critical in the realisation of the sustainable development goal (SDG) 8. Its correlation with job engagement and turnover intention brings to light quite invaluable insights to the management of human capital in the retail sector.

How Well are Job Burnout and Engagement Related to Public Service Motivation Among Civil Servants? Empirical Evidence in Pandemic Setting

The pandemic Covid-19 outbreak has caused fundamental changes in various sectors of life and especially in organizations. As Increasing employee motivation in serving the public is important for public organizations, this study aims to analyze how job burnout and engagement could affect public service motivation among civil servants in Bandung, West Java, Indonesia. The sample in this study was employees who worked in public organizations in Bandung Raya, West Java Province, Indonesia. By using a purposive sampling technique, about 73 civils who are willing to become respondents and participate in the research. The results reveal that all hypotheses proposed in the study can be confirmed. An important finding from this study is the mediating role of job engagement on the effect of job burnout on public service motivation. Although job burnout can directly reduce job engagement and public services motivation, if public organizations can manage job engagement better, they will be able to increase public services motivation even more. The development of relationships between concepts and patterns that apply in context and other research designs is highly recommended to uncover interesting things that may not have been found in this study. Recommendations for further research are to expand the scope of the research object, in addition to re-examining the validity of the model, it is also expected to reveal other things that are important information for policymakers and leaders in public sector organizations. © 2023, Association Res Militaris. All rights reserved.

COVID-19: The effects of perceived organizational justice, job engagement, and perceived job alternatives on turnover intention among frontline nurses.

Nurses' turnover intention has become a concern for medical institutions because nurses are more needed than ever under the prevalence of COVID-19. This research sought to investigate the effects of the four dimensions of organizational justice on COVID-19 frontline nurses' turnover intention through the mediating role of job engagement. We also tested the extent to which perceived job alternatives could moderate the relationship between job engagement and turnover intention. This descriptive cross-sectional study used an online survey to collect data from 650 frontline nurses working in appointed hospitals in Jiangsu province, China. Hierarchical regression was used to analyze the hypothesized relationships. Findings revealed that all organizational justice components significantly influenced job engagement and turnover intention. Job engagement also significantly affected nurses' turnover intention and mediated the relationships between organizational justice components and turnover intention. Besides, perceived job alternatives moderated the relationships between job engagement and turnover intention. The implications of this study include demonstrating that healthcare authorities should respect human rights through effective organizational justice as this approach could encourage nurses to appreciate their job and be more devoted to staying and achieving their institutional duties, especially under challenging circumstances.

Religious capital and job engagement among Malaysian Muslim nurses during the COVID-19 pandemic

Even if religiosity has long been introduced as the major cause for backwardness by anti-religion philosophers, the divine religion has been an important source of value for individuals and society, encouraging them to shape economic and sociocultural outcomes. In this manner, religiosity and religious capital (RC) are the stimuli for society-wide development. Against this background, religion can have positive implications for enriching individual and social economy. Assigning tasks, providing guidance on productivity and more effort, living a purposeful life, establishing effective socio-economic institutions and assessing functional behaviours in organisational settings are accordingly among the ways in which RC induces economic behaviours. On the other hand, job engagement (JE) has been one of the relatively common concepts within the novel approaches to human resource management. Considering employment and the promotion of standard Islamic culture, how religion and JE are associated is thus of utmost importance. Hence, this study aimed to investigate the effect of RC on JE among 2500 Malaysian Muslim nurses working in Kuala Lumpur and Penang hospitals during the coronavirus disease 2019 (COVID-19) pandemic in 2021, as the statistical population selected via random sampling. A standardised questionnaire was also administered as the data collection tool, whose validity and reliability were confirmed. The SPSS and LISREL software packages were further utilised to analyse the data. The study results revealed that RC had a significant positive effect on nurses’ JE in the course of COVID-19 ( p = 0.83, t = 11.94). Contribution: The research findings suggest that reinforcing RC in Islamic societies, such as Malaysia, even during the COVID-19 pandemic, affects nurses’ sense of hope, faith and beliefs regarding their capabilities to achieve career success.

Working with artificial intelligence surveillance during the COVID-19 pandemic: a mixed investigation of the influence mechanism on job engagement in hospitality industry

This paper examines the interaction effects of social support (supervisor support and coworker support) and AI surveillance on employee job engagement drawing on the social exchange theory. Mixed research methods were applied. Researchers collected 358 valid time-lagged designed questionnaires and tested the model using a path analysis approach. The results revealed that there is a moderated mediation mechanism in relationships between supervisor support/coworker support and job engagement, in which both self-efficacy and self-esteem are mediating variables and AI surveillance plays a moderating role. Specifically, when the degree of job control with AI surveillance is at a low level, the effect of supervisor support/coworker support on employees' self-efficacy/self-esteem is stronger. The indirect relationship between supervisor support/coworker support and job engagement through self-esteem is moderated by job control with AI surveillance as well, and the indirect relationship becomes stronger when job control with AI surveillance is lower. Findings from a series of semi-structured post-hoc interviews with 18 hotel employees interpretatively support the survey results. This research fills this gap by analyzing relationships among social support, AI surveillance, and job engagement and provides positive suggestions for hotel operation and employee management with AI surveillance during pandemic.

Examining the relationships among managerial coaching, perceived organizational support, and job engagement in the US higher education context

Purpose>The purpose of this study was to apply social exchange and organizational support theories to examine the relationship between mid-level strategic enrollment managers’ perceptions of managerial coaching behaviors enacted by their senior managers and their own reported job engagement, as mediated by perceived organizational support (POS) within the US higher education context.Design/methodology/approach>A quantitative survey-based half-longitudinal design, which used the latent marker variable technique, was conducted with a sponsoring professional organization in the strategic enrollment management (SEM) field in the USA. A total of 301 usable surveys were analyzed using structural equation modeling.Findings>The results of this study indicate that SEM managers’ job engagement and the perceived managerial coaching behaviors provided to them by their senior managers were positively correlated, and that POS fully mediated this relationship. These findings highlight how coaching behaviors may allow managers to elicit positive emotional responses and, by fostering enhanced POS, ultimately enhance job engagement among their team members.Originality/value>This study addresses several calls for research on managerial coaching, job engagement and POS in an under-examined higher education context within the human resource development field.

Explore the mechanism for seafarers to reconnect with work after post-pandemic psychological distress (PAPIST19): The moderating role of health-supporting climate.

Covid-19 has disrupted the lives of employees all over the world. After experiencing a prolonged yet ongoing destructive event (i.e. Covid-19), finding an effective and non-invasive way to get employees back and engage in work is a huge challenge for scholars. Few studies have focused on returning to work after a traumatic event (limited time), but the post-pandemic psychological stress caused by the Covid-19 (PAPIST19) has not received much attention. Current research addresses this gap and uses a comprehensive model drawn from the transactional model of stress and the Kahn psychological framework to advance the work of predicting PAPIST19. Specifically, the current research investigates how PAPIST19 is related to job engagement, and emotional exhaustion and how job reattachment mediates the relationship. In addition, we use health support climate (HSC) as a boundary condition in our model, which can weaken the impact of PAPIST19 and enhance the effectiveness of job reattachment in reducing emotional exhaustion and increasing job engagement. To test our model, we collected data in multiple waves from Chinese seaports, where seafarers came to work after the restrictions were lifted in China. The current research is one of the earliest scholarly contributions. It paved the way for the research to solve the problem of workers returning to work after large-scale destructive events, and discussed important implications.

Towards Employee Creativity in the Healthcare Sector: Investigating the Role of Polychronicity, Job Engagement, and Functional Flexibility.

Given the importance of individual level creativity, this paper investigates the influence of employee polychronicity on employee creativity among nurses in the healthcare sector. The current research also tests how job engagement acts as a mediator between employees' polychronicity and creativity. Finally, thepaper analyzes the role of functional flexibility as a moderator that enhances the influence of polychronicity on employee creativity. The current paper presents empirical research, and cross-sectional data were gathered from 457 nurses (Subordinate Staff) and 127 doctors (Supervisors) working in 37DHQ (District Head Quarters) hospitals in Pakistan. Descriptive statistics, correlation, and multiple-regression techniques were applied for analyzing the collected data. The findings proved that the nurses' polychronic attitude increases their creativity. Findings revealed that job commitment plays a mediating role between polychronicity and employee creativity. The findings proved that functional flexibility enhances the link between polychronicity and creativity. This research has contributed to both theory and managerial practice about the interplay of polychronicity, creativity, job engagement, and functional flexibility among nurses. The management in practice should focus on employee attitude, i.e., polychronicity, for improving their creativeness.

COVID-19: The effects of job insecurity on the job engagement and turnover intent of deluxe hotel employees and the moderating role of generational characteristics.

COVID-19 has caused an unprecedented crisis in all industries around the world. This study sought to verify that job insecurity, as perceived by deluxe hotel employees, significantly affects their job engagement and turnover intent and to determine the moderating effect of generational characteristics. The finding showed that perceptions of job insecurity had negative effects on the engagement of deluxe hotel employees. Also, employees' job engagement can decrease turnover intent. The engagement of employees fully mediated the relationship between perceptions of job insecurity and turnover intent, and job insecurity caused by COVID-19 had a greater influence on Generation Y than Generation X in reducing job engagement, indicating that the negative impact of job insecurity is higher in Generation Y.