Browsing by Subject "work engagement"

Now showing 1 - 3 of 3
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    AN EXPLORATORY STUDY OF THE RELATIONSHIP BETWEEN THIRD-PLACE WORK ENVIRONMENTS AND WORK ENGAGEMENT
    (2022-05) Monhollen, Maureen
    This exploratory study examines the relationship between third place work environments and work engagement. Other factors, including coworking characteristics, Gensler work modes, and Person-Environment fit are also considered. Qualitative research methods were applied. Data collection included focus groups, interviews and field observations at eight sites in the Minneapolis -Saint Paul metropolitan area. Data analysis was performed using content analysis to identify emerging themes. A theoretical model was developed to explain how the factors were related and indicated relevance to the design of third place environments. Implications for stakeholders and designers were discussed as well as opportunities for future research. Keywords: absorption, coworking, engagement, qualitative, person-environment fit theory, third-place, work engagement, work modes
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    Exploring the Impact of Cultural Values on Employee Engagement in Chinese Organizations: The Moderating Role of HRD Culture
    (2024-07) Fang, Bo
    Employee engagement has been receiving increasing attention in the field of human resource development (HRD) over the past decades. Recently, the discourse around employee engagement has evolved into an interdisciplinary and international concept, prompting researchers to advocate for a pluralistic perspective to understand the situational conditions that cultivate engagement. Yet, there is limited knowledge about the relationship between cultural values and engaged behaviors, as well as the role of HRD in these dynamics. By focusing on individual perceptions of work-related cultural values, and organizational HRD culture, the purpose of this study is to explore the effects of Chinese cultural values on employee engagement and the moderating effects of HRD culture. Recruiting 677 participants from 16 Chinese organizations across multiple industries, this study collected employee responses on their belief in cultural values, work engagement, and perceived organizational support for HRD at two-time points: September 2023 and December 2023. The results indicated positive relationships between hardworking, tolerance, guanxi, harmony, loyalty, jingye, and HRD culture with employee engagement. Positive moderation effects of HRD culture were found in relationships between hardworking, tolerance, harmony, loyalty, and Jingye with engagement. Stronger organizational HRD culture amplified these impacts, while no interaction effect was found between HRD culture and the relationships of modesty and guanxi with engagement. These findings underscore the importance of cultural factors in shaping employee engagement in Chinese workplaces, advancing the understanding of engagement through a combined emic-etic approach. The evidence supports the universal applicability of Western theories of engagement in the Chinese context while elucidating culture-specific perspectives. Organizations should foster a culture of engagement recognized by all stakeholders, and leaders and HR practitioners should cultivate an organizational culture co-created by and beneficial to all members. This study provides valuable insights for HRD professionals to design and implement culturally relevant strategies, effectively promoting greater workforce engagement and organizational success. The study concludes with a discussion of several contributions and recommendations for future research.
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    The Roles of Cognitive Appraisal, Work Engagement, and Job Burnout in the Relationship Between Job Autonomy and Innovative Work Behavior
    (2025-02) Pederson, Luke James
    Engaging in innovative work behaviors (IWB) can improve the productivity and sustainability of organizations (Lee & Hong, 2014). At the same time, engaging in these behaviors can provide employees a sense of purpose and meaning in their work, which may increase their motivation (Chen et al., 2022). This study examined the roles of cognitive appraisal, work engagement (WE), and job burnout (JB) as serial mediators in the relationship between job autonomy (JA) and IWB for health and human service professionals (HHSPs). A convenience sample of 607 HHSPs accessed a survey on Qualtrics via a link provided through email and social media and responded to sociodemographic and job-related items, as well as items measuring JA, cognitive appraisal, WE, JB, IWB, and work innovation (WI). Results showed that cognitive appraisal, WE, and JB mediated the relationship between JA and IWB, while WI accounted for variation in IWB that could not be explained by the other variables. To our knowledge, this is the first study to have examined cognitive appraisal and JB as mediators and WI as a covariate in the JA-IWB relationship. The findings provided new knowledge about how cognitive appraisal and well- being outcomes (WE and JB) influence the dynamic JA-IWB relationship, which can affect HHSPs’ propensity to engage in IWB.