Job demands-resources on digital gig platforms and counterproductive work behavior.

Introduction: With the rapid expansion of digital gig platforms, counterproductive work behavior among gig workers has become increasingly prominent, adversely impacting the platform's reputation, operational efficiency, and user experience. This study aims to explore how job demands and job resources influence counterproductive work behavior among gig workers. Methods: Grounded in the Job Demands-Resources model and Job Engagement Theory, this study develops a second-order chain mediation structural model to analyze the effects of job demands (Work pace/workload, physical demands, psychological demands, and customer-related social stressors) and job resources (Compensation, job security, learning opportunities, and opportunities for professional development) on counterproductive work behavior. Cognitive, emotional, and behavioral engagement are also examined as mediators. Results: Job demands positively influence counterproductive work behavior, while job resources have a negative impact. Cognitive, emotional, and behavioral engagement each negatively affect counterproductive work behavior. Additionally, platform formalization moderates the negative influence of gig workers' engagement on counterproductive work behavior. Discussion: This research provides a comprehensive theoretical framework for digital gig platform managers to understand and predict gig workers' counterproductive work behavior. It also offers practical implications for optimizing the work environment, enhancing job engagement, and mitigating counterproductive work behavior, thus fostering mutual development between gig workers and the platform.

The influencing factors of nurses' job engagement in tertiary, A grade hospitals in East China: A cross-sectional study.

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.

A Multilevel Person-Centered Perspective on the Role of Job Demands and Resources for Employees' Job Engagement and Burnout Profiles.

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.

Impact of Demographic and Work-Related Variables on Job Engagement of Dental Faculty Members of Kerala, India.

This research aimed to examine the association of job engagement among dental faculties in Kerala with certain sociodemographic and job-related factors. Job engagement levels were assessed using the Utrecht Work Engagement Scale, and comparisons were performed using the Mann-Whitney U-test and Kruskal-Wallis test. The findings revealed significant differences in job engagement based on the type of college, level of autonomy, and provision for time-bound cadre promotions. It also provided insights into the nonsignificant effects of gender, age, experience, and income on job engagement. The study contributes to the existing literature on employee engagement and provides valuable insights for organizations aiming to improve employee productivity and overall performance. Future research can build upon these findings to explore additional factors influencing job engagement and expand the understanding of work engagement in different contexts.

The impact of psychological capital on nurses' job performance: a chain mediation analysis of problem-focused coping and job engagement.

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.

Stress as a mediator between abusive supervision and clinical nurses' work outcomes.

AIMS: This study aimed to test whether stress could mediate the association between abusive supervision and nurses' work engagement, absenteeism, and turnover intention. BACKGROUND: 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. DESIGN: Data for this descriptive study were collected from 770 direct-care nurses from seven acute care hospitals in the Philippines, utilizing five standardized scales. RESULTS: Abusive supervision had direct positive effects on absenteeism (ß = .189, p < .001) and intent to leave (ß = .138, p < .001) and a direct negative effect on job engagement (ß = -.131, p < .001). The relationships between abusive supervision and absenteeism (ß = .175, p < .001), intent to leave (ß = .131, p < .001), and work engagement (ß = -.122, p < .001) were partially mediated by stress. CONCLUSIONS: Stress mediated the relationship between abusive supervision and nurses' work outcomes, including turnover intention, absenteeism, and work disengagement. IMPLICATIONS FOR NURSING AND HEALTH POLICY: 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.

Climate anxiety, environmental attitude, and job engagement among nursing university colleagues: a multicenter descriptive study.

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.

The effect of perceived professional benefits on health professionals' job engagement: the role of psychological availability and future perceived professional benefits.

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.

Sustaining Engagement: How Follower Resilience May Mitigate the Negative Effects of Dark Triad Leaders.

We propose that followers with leaders who exhibit any or all of the dark triad leadership traits, may be able to mitigate negative effects through their resilience. In this study, we use Job Demands-Resources theory to propose moderated relationships among follower perceptions of their leader's psychopathic, Machiavellian, or narcissistic traits, follower engagement, and follower resilience. We found support for two of three hypotheses: Follower resilience mitigated the negative effects of leader psychopathy and leader Machiavellianism on follower work engagement. We also found an opposite effect for how resilience moderated the relationship between narcissism and job engagement: People with lower resilience were more engaged under narcissistic leaders. Given the reality of dark triad leaders, our findings support the promotion of coping methods that followers may use to mitigate negative outcomes.

Outcomes of engagement: A systematic literature review and future research directions.

This study aims to present a systematic literature review of high-quality contributions in the research area of engagement focusing on studies that examine engagement outcomes. More specifically, a systematic review of the relevant literature on engagement outcomes is conducted providing a broad range of knowledge regarding the overall scope and the extent of each peer-reviewed article. Moreover, the study takes into consideration three types of engagement, i.e., work, employee, and job engagement, categorizing individual-level as well as organization-level outcomes of engagement. Additionally, based on a thorough examination of engagement outcomes, a further purpose of this study is to classify each engagement outcome factor into more general categories in respect of individual- and organizational-level outcomes of engagement. The systematic literature review was conducted drawing on an evidence base of 50 articles published in high-ranking journals during the years 2000-2022. The final results provide quantitative data regarding the scope and the extent of each article and map the individual- and organization-level outcomes of work, employee, and job engagement through an in-depth overview of the literature. Finally, future research directions are identified by providing added value to scholars interested in the engagement field of research.

Do interpersonal resources improve your job performance? Scale development of interpersonal resources and the moderated mediation model of group harmony.

BACKGROUND: How to help workers establish a safe and healthy working environment is the primary purpose of promoting workplace health psychology. OBJECTIVE: The aim of this study was to investigate the relationship between interpersonal resources and job performance (work performance, organizational citizen behavior). Besides, this study tries to clarify the psychological mechanisms of vitality and emotional attachment, and further considers the moderating role of group harmony. METHODS: Questionnaires were used. Two samples included 267 and 285 questionnaires were collected in study 1. A total of 151 valid and matched surveys were collected in study 2. RESULTS: Study 1 tested the psychometric properties of the interpersonal resources scale, and then, established three constructs of interpersonal resources: "interpersonal caring", "interpersonal inclusion", and "interpersonal connection". Study 2 results showed positive correlations between interpersonal resources and job performance. Vitality has the mediating effect between interpersonal resources and work performance, and emotional attachment has the mediating effect between interpersonal resources and organizational citizen behaviors. In addition, the moderating effects of group harmony were supported. CONCLUSION: This research covered two studies to clarify the construct of interpersonal resources and develop an interpersonal resources scale with reliability and validity. Furthermore, this research further discussed the theoretical meaning and practical application and explained the future research direction. This research not only responds to experts' calls but also considers the influence of cultural values to examine the model of interpersonal resources.

Problems and improvement suggestions for job burnout measurement tools and their application / 环境与职业医学

Job burnout is a hot topic in occupational health psychology research at home and abroad. This paper reviewed the concept and development of job burnout, introduced the common tools measuring job burnout, indicated the problems reported in the measurement tools of job burnout, proposed suggestions on the introduction, translation, development and use of burnout measurement tools, summarized the new trend of research on job burnout abroad, and prospected the future research work of job burnout in China.

Five profiles and influencing factors of burnout-engagement continuum in working populations of China / 环境与职业医学

Background With the rise and deepening of positive psychology research, theoretical research on job burnout is also deepening worldwide, and some new theoretical models are proposed, such as the burnout-engagement continuum, but there is still a lack of empirical research and application in China. Objective To analyze the current situation and influencing factors of five profiles in the burnout-engagement continuum in working populations of China: job engagement, ineffective, overextended, disengaged, and burnout. Methods From August to October 2019 and June to September 2020, a total of 27344 subjects of key occupations in six typical industries, including teachers, firefighters, manufacturing workers, medical staff, flight attendants, and traffic police, were selected from 10 provinces (cities) in the eastern, middle, and western regions of China by multistage stratified cluster sampling method for cross-sectional investigation. Maslach Burnout Inventory-General Survey and Core Occupational Stress Scale were used to evaluate job burnout and occupational stress respectively. χ2 test was used to compare rates of count data. Binary logistic regression was used for multivariate analysis of the five profiles. Results Among the subjects, 24.4%, 61.9%, 31.9%, 12.7%, and 11.8% were the prevalence rates of job engagement, ineffective, overextended, disengaged, and burnout, respectively. Flight attendants (35.7%), firefighters (29.0%), traffic police (28.5%), and manufacturing workers (26.5%) had high prevalence rates of job engagement profile. Medical stuff (62.9%) and manufacturing workers (61.8%) had high prevalence rates of ineffective profile. Teachers (39.2%), traffic police (37.2%), and medical stuff (35.5%) had high prevalence rates of overextended profile. Traffic police (17.9%), medical staff (14.3%), and teachers (13.4%) had high prevalence rates of disengaged profile. Traffic police (16.9%), medical staff (13.4%), and teachers (13.3%) had high prevalence rates of burnout profile. The results of multivariate analysis showed that gender, age, education level, marital status, weekly working hours, length of service, income per month, shift work, smoking, drinking, industry, and occupational stress entered into the regression equations of job engagement, ineffective, overextended, disengaged, and burnout. The risks of overextended (OR=1.456-2.970), disengaged (OR=1.306-4.092), and burnout (OR=1.302-4.102) among the high rating groups of the four factors of occupational stress were higher than those among the low rating groups. Flight attendants (OR=0.296) and firefighters (OR=0.329) had lower risks of burnout than teachers, and flight attendants (OR=0.392) and firefighters (OR=0.466) had lower risks of disengaged than teachers. Conclusion Among the prevalence rates of the five profiles in the burnout-engagement continuum in the 6 typical occupational populations in China, ineffective profile is the highest, followed by overextended, and burnout is the lowest. Gender, age, education level, marital status, weekly working hours, length of service, income per month, shift work, smoking, drinking, industry, and occupational stress have different effects on the five profiles, but industry and occupational stress have greater impacts on job burnout.

Engaging with nature and work: associations among the built and natural environment, experiences outside, and job engagement and creativity.

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.

Game on: Can gamification enhance productivity?

Background: Research suggests that gamification can increase work engagement by providing employees with a sense of autonomy, competence, and relatedness, and by creating a fun and engaging work environment. Gamification is designed to increase consumer and employee engagement and see that they holistically collaborate to achieve a shared vision. The concept of gamification is as old as learning itself, just that the use of the terminology "Gamification" is of a recent origin. Methods: This article focuses on the impact of gamification in various organizations and simultaneously sees its relationship with job engagement and productivity. A primary investigation was done to determine the nexus between the various variables and data collection from 400 respondents working in various fraternities of the economy from both public and private domains from countries in the Gulf region. The structural equation model and SPSS has been inferred to analyse the results. Results: The study results show that variable such as perceived adoption and usefulness in the gamified system is significantly associated with job engagement. Similarly, employee's recognition and perceived motivation have a positive impact on productivity. The study identified job engagement mediating factor to enhance organisational productivity in a gamified system. Conclusion: The effectiveness of gamification in enhancing work engagement may depend on factors such as the design of the gamification system, the preferences and motivations of individual employees, and the organizational culture and goals. The findings have significant implications for insight into how employees in the service sector are aware of the gamified working environment and react to the system through work engagement and productivity.

The dual influence path of decent work perception on employee innovative behavior.

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.

Is Envy Always Bad? An Examination of Benign and Malicious Envy in the Workplace.

The current study investigated workplace envy by exploring if perceived self-efficacy of negative and positive emotions could predict malicious or benign envy. This study also examined how malicious and benign envy relate to two important organizational outcomes: job engagement and turnover intentions. Malicious envy is typically associated with negative emotions toward the target of comparison as well as negative behavioral outcomes, whereas benign envy is typically associated with positive emotions toward the target of comparison as well as positive behavioral outcomes. A total of 80 participants completed multiple measures gauging the variables of interest in this study. Results were mixed: Although both dimensions of emotional self-efficacy significantly and positively predicted benign envy, neither dimension significantly predicted malicious envy. Additionally, benign envy significantly and positively predicted job engagement, and malicious envy significantly and positively predicted turnover intention. Both effects were practically significant. However, benign envy did not negatively predict turnover intention, and malicious envy did not negatively predict job engagement. Although these results did not confirm all hypothesized relationships, they demonstrate the complexity of envy as a construct, supporting its multidimensional nature. Our findings also provide further insight into the predictors and outcomes of benign and malicious envy in the workplace.

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.

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.

How perceived school culture relates to work engagement among primary and secondary school teachers? Roles of affective empathy and job tenure.

Evidence suggests that perceived school culture is the most powerful predictor of teachers' work performance. However, studies to date have paid little attention to the potential mechanisms behind this association. On the basis of the job demands-resources (JD-R) model, the present study explored the mediating role of affective empathy and the moderating role of job tenure in the association between perceived school culture and teachers' work engagement. 647 primary and secondary school teachers completed questionnaires measuring perceived school culture, affective empathy, and work engagement. After gender and educational level were included as covariates, the results showed that perceived school culture positively correlated with teachers' work engagement, and more importantly, this association was partially mediated by affective empathy. In addition, job tenure significantly moderated the direct association between perceived school culture and work engagement. Specifically, there was a stronger association between perceived school culture and work engagement for teachers with shorter job tenure than those with longer job tenure. The findings suggested the direct effect of perceived school culture on work engagement, and the indirect effect of perceived school culture on work engagement through the mediating role of affective empathy. These findings enrich our understanding of how perceived school culture associates with work engagement, and highlight the moderating role of job tenure in the direct association between perceived school culture and work engagement.