Work Engagement/employee Engagement

Abstract
This case study explores the relationship between women in leadership at the decision-making level and the phenomenon of quiet quitting among Gen Z employees in Sri Lanka’s apparel industry. As one of the country’s largest employment sectors, the apparel industry provides a unique lens to examine how leadership dynamics influence workplace engagement, motivation, and retention among younger employees.
The study investigates whether the presence of women leaders at higher decision-making levels fosters a more inclusive and supportive work environment, thereby reducing quiet quitting tendencies. It also examines key factors such as leadership styles, workplace culture, communication, and career development opportunities that impact Gen Z employees’ willingness to go beyond minimal job expectations.
Through qualitative and quantitative analysis, this research aims to provide insights into how gender representation in leadership affects employee engagement and whether women leaders bring distinct approaches that mitigate quiet quitting behaviors. The findings contribute to ongoing discussions on workplace transformation, leadership diversity, and employee retention strategies in the apparel industry.

This study investigated the mediating role of work engagement in the relationship between teachers' positive instructional emotions and job performance in the Turkish educational system. Using a cross-sectional design, a sample of 413 preschool to high school teachers completed an online survey measuring their instructional emotions, engagement, and job performance. The results suggested that teachers' positive instructional emotions significantly predicted both their job performance (β = 0.29; p˂0.001) and work engagement (β = 0.66; p˂0.001). Work engagement was a significant predictor of job performance (β = 0.46; p˂0.001) and mediated the relationship between positive instructional emotions and job performance (BootLLC = 0.23 and BootULCI = 0.37; BootSE = 0.04; Effect = 0.30). These findings highlight the crucial role of teachers' emotional experiences in shaping their professional effectiveness. The study contributes to the existing literature by demonstrating the psychological mechanisms that enhance teacher performance, particularly in non-Western educational contexts. The results suggest that intervention programs to improve teacher effectiveness should focus on fostering positive instructional emotions and increasing work engagement, which may ultimately benefit student learning outcomes.

Although extensively used in the academic literature, workaholism as a concept has been explained in different ways, which has influenced the development and use of some measurement tools. As such, this article aims to address the subject through a systematic study review focusing on articles where the main objective was to develop, adapt, or analyze the psychometric properties of a workaholism scale. The main purpose is to describe the state of the art concerning workaholism measurement tools, highlighting trends and research perspectives for further research. In essence, this study may serve as a summary and starting point for scholars interested in measuring workaholism. It was observed that the discrepancy concerning the definition of workaholism has resulted in scales that attempt to evaluate diverging conceptualizations. Moreover, each scale has been readapted when tested in different countries. For further investigations, it is important to converge the concept of workaholism and validate the scales across differing contexts, regarding the industry, culture, and country of the sample.

This study offers a counterpoint to the generalization of positive and linear effects resulting from challenge stressors in the workplace. The guiding objective was to verify whether social challenge stress impacts individuals' work engagement positively or negatively, according to the political skill degree available by professionals. We used moderation analysis and hierarchical regression to assess these relationships. The sample comes from civil servants of a Brazilian federal institution (N = 606). The results indicate that political skill moderates the relationship between social stress and engagement positively, except in cases where such skill is low, a situation in which the interaction becomes negative. The evidence also reveals that a positive curvilinear association better explains the association between social stress and work engagement. The findings suggest that the Challenge-Hindrance Stress Framework (CHF) has an application conditioned by the possible abilities that a given stressor demands to be evaluated as an obstacle or a challenge. We intended to extend the theory on stressors and contribute to the human resource management practice by elucidating conditions or portions of professionals in which the CHF does not apply or lacks contextualization.

This study investigates the effectiveness of environmental sensitivity training (EST) in fostering pro-wildlife behaviours (WB) among tour guides in Sri Lanka, and explores the mediating role of work engagement (WE) in this relationship. The study aims to contribute to both tourism practice and wildlife conservation in Sri Lanka by providing evidence-based recommendations for training program design, policy development, and conservation efforts. Using a quantitative research design researcher used online surveys to collect data from 357 tour guides operating in wildlife-rich areas across Sri Lanka using Purposive Sampling Technique. The survey measures participants' exposure to EST programs, their levels of WE, and their engagement in specific WB that contribute to wildlife conservation. The data is analysed using confirmatory factor analysis (CFA) and structural equation modelling (SEM) to test the hypothesized relationships between the variables. The results reveal a positive effect of EST on WB, mediated by WE. Specifically, the findings indicate that EST programs enhance WE among tour guides, which in turn leads to increased adoption of pro-wildlife behaviours. The results also show that EST programs incorporating immersive nature experiences, personal development activities, and career development opportunities have a stronger impact on WE and WB. Moreover, this study provides valuable insights for the development of more targeted and impactful training programs for tour guides in Sri Lanka. By incorporating strategies to enhance both environmental sensitivity and work engagement, training programs can empower tour guides to act as responsible stewards of wildlife and influence tourist behaviour. The study also provides evidence-based suggestions for policymakers to formulate regulations and incentives that promote responsible tourism practices among tour operators and guides. Furthermore, the study demonstrates how empowering tour guides as ambassadors for wildlife conservation can foster a collective sense of responsibility for protecting Sri Lanka's natural treasures.

This study aims to identify how private universities in Indonesia survive and develop and identify development strategies used by private universities in Indonesia in facing the era of change. This study uses a descriptive qualitative approach with a literature review research design and historical analysis methods. The data is sourced from news and journals, a total of 602 data sources and obtained from online publications through trusted sites and indexes. The results of this study are in the form of a strategy typology that can provide a broader view for private universities if they want to develop their institutions according to the resources they have. Specifically, the data collection process follows the five stages of the historical method in the topic selection and evidence collection; evaluation of the source of the evidence; evaluation of the evidence; analysis and interpretation of the evidence; and evidence presentation and conclusion. Developments in educational institutions can be in the form of restructuring, exploring new markets, establishing cooperation or networking with external parties, participating in private higher education development programs, developing human resources in private universities, especially educators and education staff, as well as university social responsibility.

This investigation evaluates the intricate and multidimensional role of employee engagement in advancing organizational productivity. By systematically analyzing the cognitive, emotional, and behavioral dimensions of engagement alongside their influence on productivity metrics, the study identifies pivotal factors such as leadership, organizational culture, and job design. Employing a robust mixedmethods methodology, the research synthesizes quantitative survey data and qualitative interview findings from diverse organizational contexts. Results underscore that strategic engagement initiatives not only elevate individual performance but also enhance collective productivity, innovation, and resilience within organizations. The study concludes with strategic recommendations for managerial and policy interventions while delineating avenues for future scholarly inquiry.

Consumer confidence index is an indicator used to measure consumer confidence based on the degree of optimism on economy. Basically. it is a measure that reveals how optimistic or pessimistic consumers are with respect to the economy in the near future. The consumer confidence index calculated from the survey results can take value between 0-200. Consumer confidence index greater than 100 indicates an optimistic outlook for consumer confidence. Consumer confidence index is smaller than 100 represents the worst case. In this paper. consumer confidence index data are collected for the periods 2004-2012 from Central Bank of Turkey and analyzed using repeated measures analysis to investigate whether there is a trend throughout the years..

The objective of this study is to examine the effect of employee engagement dimensions on job performance at Tibebe Ghion Specialized Hospital. For this purpose, a quantitative approach was used to perform an in-depth investigation of the case. Employee engagement dimensions vigour, dedication, and absorption are the independent variables that were used as the basis for data collection and analysis. From 252 respondents, the data were collected, coded, and analyzed using the Statistical Package for Social Sciences (SPSS) version 29 tools. Each component has a considerable impact on job performance, according to regression analysis; vigor had the greatest beta value (0.538), followed by dedication (0.352) and absorption (0.44). These findings imply that job performance and all three engagement measures are positively correlated. A regression analysis showed that 85.5 percent of job performance variations are explained by vigour, dedication, and absorption. This phenomenon is most common among people who experience great excitement about their work. And the descriptive statistics of vigor dimension shows an employee's energy and resilience in general positively. Mean score range from 3.62 to 3.83. The highest score means employees can keep working for an extended time. The absorption dimension signifies deep engagement in work. Mean scores range from 3.63 to 3.82, where the highest score reflects employees being inclined to be swept away when at work. And also, the dedication dimension shows employees' commitment to work and pride in their work. Most scores were actually high; the highest one was for finding a job meaningful and purposeful (mean= 4.07) and the lowest mean score to job challenges (mean=2.58). The results emphasize that the dimensions of vigor, absorption, and dedication had stronger employee engagement, which should affect job performance positively. In this regard, the perception of job challenge, as well as morning motivation enhancement, will further optimize engagement and performance.

This study aims to examine the relationship between school counselors' perceived organizational support, job satisfaction, and resilience levels in terms of various variables. The sample of the study, which was conducted with a correlational survey model, consists of 500 psychological counselors, 164 males and 336 females, working at primary school, secondary school, and high school grades of public and private schools. The perceived Organizational Support Scale, Job Satisfaction Scale, and Resilience Scale were applied to the sample group within the scope of the study. The data obtained from the measurement tools were analyzed using SPSS 20.0 and AMOS 21.0 programs. Confirmatory Factor Analysis (CFA) was used to determine the validity of the data obtained from the measurement tools in the sample group. Cronbach Alpha and McDonald Omega (ω) was calculated to determine the reliability of the data obtained from the measurement tools in the sample group. Pearson Correlation analysis was conducted to determine whether there is a significant relationship between perceived organizational support, job satisfaction, and resilience; Simple Linear Regression analysis was conducted to determine the effect of perceived organizational support level on job satisfaction and resilience level; and One-Way Manova analysis was conducted to determine whether perceived organizational support, job satisfaction, and resilience levels differed according to gender, tenure, school-type, and school-grade. As a result, a significant relationship was found between perceived organizational support, job satisfaction, and resilience, and it was found that perceived organizational support significantly predicted job satisfaction and resilience. In addition, it was observed that perceived organizational support, job satisfaction, and resilience levels of psychological counselors didn't differ significantly according to gender and school type. Besides, it was observed that perceived organizational support levels of psychological counselors differed significantly according to tenure and school grade. In the last part, the findings were discussed, considering the relevant literature.

This study investigates the impact of perceived organizational support (POS) and employee training on
job satisfaction among the administrative and academic staff at the University of Hargeisa, a public
university in Somaliland. A quantitative research design was employed, and data were  collected
through structured questionnaires distributed electronically via Google Forms. The study population
consisted of 300 staff members, with a simple random sampling technique yielding responses from 172
participants. The analyses included demographic analysis, descriptive statistics, correlation, and
regression analyses. Findings reveal strong positive correlations between POS and job satisfaction (r =
0.965) and between employee training and job satisfaction (r = 0.963). Both POS and employee training
significantly enhance job satisfaction. The regression analysis indicates that without POS and employee
training, job satisfaction would likely be below zero, reflecting dissatisfaction. The unstandardized
coefficient for POS is 0.636, suggesting that each unit increase in POS corresponds to a 0.636-unit rise
in job satisfaction (Beta = 0.529). Employee training also positively impacts job satisfaction, with a
coefficient of 0.733 and a Beta value of 0.446. Both predictors demonstrate high t-values (greater than
5) and significance levels (p = 0.000), confirming their statistical significance. In conclusion, the findings
underscore the critical importance of perceived organizational support and employee training in
improving job satisfaction at the University of Hargeisa. Organizations should prioritize supportive
practices, such as employee recognition and mentorship programs, along with comprehensive training
initiatives to promote growth and development. Future research is encouraged to explore the
interrelationships among these variables across various sectors and employ diverse methodologies,
including qualitative approaches, to examine their long-term effects on job satisfaction and
organizational performance

Keywords:  Perceived  Organizational  Support,  Employee  Training,  Job  Satisfaction,  Quantitative
Research, Higher Education

Bu araştırmanın amacı, hizmetkâr liderliğin işe angaje olma üzerindeki etkisini incelemektir. Bu bağlamda liderlik tarzlarının çalışan tutumları üzerindeki etkilerini anlamak ve daha olumlu bir iş ortamı oluşturmak için stratejilerin belirlenmesi ve sonuçlar çıkarılması amaçlanmaktadır. Eğitim sektörü çalışanlarından anket yoluyla veriler toplanmıştır. Araştırma neticesinde toplanan verilerin analizleri SmartPLS programı kullanılarak hesaplanmıştır. Araştırmada, değişkenler arasındaki ilişkiyi açıklayabilmek için de korelasyon analizinden faydalanılmış olup ayrışma geçerliliğini doğrulamak için de çapraz faktör yüklerine bakılmıştır. Ayrıca (PLS-SEM) analizi ve en küçük kareler yöntemi ile yapısal eşitlik modellemesine de bakılmıştır. Yapılan analizler sonucunda; hizmetkâr liderliğin, işe angaje olma ve angaje olmanın alt boyutları arasında yer alan dinçlik, adanmışlık ve özümseme üzerinde anlamlı ve pozitif bir ilişkinin bulunduğu görülmüştür. Buradan hareketle, hizmetkâr liderlik tarzının iş yeri dinamiklerini nasıl etkilediği ve bu liderlik tarzının motive edici bir çalışma ortamı oluşturmada önemli bir unsur olduğu ortaya konulmuştur.

This research has several purposes such as analyze the effect of leadership behaviour's factors on organizational performance and analyze the right leadership behaviour which is proper to apply in organizational performance's improvement at Palm Oil Mill (POM) Sei Galuh PTVN V, Kampar, Riau. This research used the explanatory survey as research design and purposive sampling as technique sampling from 60 respondents. The purpose of that survey is to measure the leadership behaviour at POM Sei Galuh PTPN V. Questionnaire of this research adopted from three-dimensional leadership model by Yukl. Multiple regression used as the method. Data processed and analyzed using SPSS 24.The result shows that task oriented leadership duty, relationship and change's behaviour have a stimulant effect on organizational performance. Partially, task oriented leadershipbehaviour has no significant effect, relationship orientedleadership behaviour has a positive and significant effect, and change oriented leadership behaviour has a negative and significant on organizational performance. Future research was expecting to complete this research with qualitative data through in-depth interview and focusing on doing some discussion with staffs starting from operator until top management.

Corporate turnarounds are critical yet complex processes that often fail despite favorable external conditions and expert planning. This paper explores the psychological and organizational factors that undermine restructuring efforts, offering a fresh perspective rooted in organizational psychology. Key topics include leadership challenges, employee resistance, cognitive biases, and the cultural stigmas that hinder change. Through an analysis of decision-making dynamics, coping mechanisms, and the dual role of fear as both a barrier and a catalyst for innovation, this work reveals why strategic reorientation often falters. Practical solutions focus on early crisis detection, fostering adaptability, rebuilding trust, and leveraging crises as opportunities for reinvention. This research provides actionable insights for business leaders, consultants, and stakeholders seeking sustainable corporate recovery strategies.

Keywords: corporate turnarounds, restructuring failure, organizational psychology, leadership challenges, employee engagement, cognitive biases, cultural barriers, strategic adaptability, innovation in crisis, business transformation.

Ethical  leadership  is  increasingly  essential  for  cultivating  a  vibrant workplace  and  strengthening  employee-organization  relationships.  Using the  framework  of  social  exchange  theory,  this  research  delves  into  how ethical  leadership  directly  affects  employee  engagement  and  indirectly influences  it  through  work  meaningfulness  and  person-organization  fit. Additionally,  it  examines  how  self-efficacy  shapes  the  connection between  employee  engagement  and  person-organization  fit.  The  study used  a  cross-sectional  analysis  with  Structural  Equation  Modeling following data gathered from 279 employees across two Iranian factories. The findings highlight that employee engagement is influenced by ethical leadership,  work  meaningfulness,  and  person-organization  fit.  Moreover, work  meaningfulness  and  person-organization  fit  mediate  the  positive impact of ethical leadership on employee engagement. Additionally, self-efficacy  moderates  the  relationship  between  person-organization  fit  and employee  engagement.  The  findings  provide  new  perspectives  for business  organizations  by  articulating  a  novel  mechanism  in  ethical leadership literature to boost employee engagement.

Orientation: Workplace fatigue has harmed the working environment, with workers becoming
increasingly exhausted, disgruntled and detached from their work and co-workers. Curbing
workplace fatigue is important to increase job performance, commitment, satisfaction and
safety in the work environment.
Research purpose: The objective of the study was to investigate the impact of fatigue on the
relationship between overtime, burnout, commitment and engagement among South African
blue-collar workers. The study also aims to understand the mediating role burnout and
engagement play in the relationship model.
Motivation of the study: The motivation behind this study was to understand the role fatigue
plays in the working life of blue-collar workers.
Research approach/design and method: A quantitative, non-experimental, cross-sectional
study explored the relationship between overtime, burnout, engagement and commitment
among blue-collar workers in South Africa. Data from 381 participants were gathered using
purposive sampling.
Main findings: The study found negative links between burnout, work engagement, and
fatigue, showing that burnout or low engagement increases fatigue. Burnout and fatigue both
reduce work commitment, weakening dedication to work.
Practical/managerial implications: Reducing fatigue in blue-collar workers may lower burnout
and increase commitment, engagement, and overtime willingness. Addressing burnout and
promoting engagement is key to minimising fatigue’s negative impact on organisational outcomes.
Contribution/value-add: The study contributed to deeper insight into the effect fatigue and
burnout have on the blue-collar sample’s work commitment, work engagement and willingness
to work overtime.
Keywords: blue-collar workers; burnout; fatigue; overtime; work commitment; work engagement.

Abstrak
Artikel ini membahas pentingnya mengintegrasikan nilai-nilai Pancasila ke dalam budaya perusahaan di Indonesia serta bagaimana nilai-nilai tersebut dapat memengaruhi keterlibatan dan pengalaman karyawan (employee engagement dan experience). Dengan memahami prinsip Pancasila yang meliputi Ketuhanan, Kemanusiaan, Persatuan, Kerakyatan, dan Keadilan, perusahaan dapat menciptakan lingkungan kerja yang inklusif dan kolaboratif, yang selaras dengan nilai-nilai perusahaan. Artikel ini juga memberikan rekomendasi tentang strategi yang dapat digunakan untuk menerapkan nilai-nilai Pancasila secara efektif dalam employee experience.
Kata Kunci: Pancasila, budaya perusahaan, employee engagement, employee experience, nilai perusahaan
Abstract
This article discusses the importance of integrating Pancasila values into corporate culture in Indonesia and how these values can impact employee engagement and experience. By understanding the principles of Pancasila, which encompass Divinity, Humanity, Unity, Democracy, and Justice, companies can create an inclusive and collaborative work environment that aligns with corporate values. This article also provides recommendations on strategies that can be used to effectively implement Pancasila values in the employee experience.
Keywords: Pancasila, corporate culture, employee engagement, employee experience, corporate values

This study examines the complex connections between servant leadership (SL), collaborative culture (CC), and project success (PS) in the non-governmental organizations (NGOs) sector in Kabul, Afghanistan. The objectives were to analyse the direct influence of servant leadership on PS and to explore the intermediary function of CC in the connection between SL and PS. An adopted structured survey was used to collect data from a varied sample of 230 respondents from various NGOs in Kabul. To identify the underlying relationship, statistical analysis was performed using regression analysis and Hayes' Process Macro. The results highlighted the enormous impact of servant leadership on PS, as demonstrated by a large cause-and-effect relationship. Furthermore, the statistical significance of the correlation between CC and PS was confirmed. Significantly, the study found that collaborative culture plays an important role in mediating the relationship between SL and PS, serving as a channel for their connection. The findings of this study expand our comprehension of leadership dynamics in the Afghan NGO sector. They highlight the significance of cultivating collaborative cultures and using servant leadership to improve the effectiveness of projects.

Purpose-Based on the job demands-resources theory, the objective of the current research is to investigate the influence of contextual (i.e. change information), as well as, personal (i.e. meaning-making) change resources on the perceived change uncertainty (PCU) and employee burnout (i.e. emotional exhaustion, cynicism, professional efficacy) relationship. Design/methodology/approach-The paper examines (1) whether PCU is related to burnout, (2) the extent to which change information and meaning-making are directly associated with burnout and (3) whether change information and meaning-making moderate the relationship between PCU and employee burnout. The research data were collected (in three sequential phases) from 293 employees of a group of Luxury Hotels and Resorts located in Southern Greece that has undergone a major cultural change. Findings-The research findings suggest that change information is related to exhaustion and cynicism, as well as, that meaning-making is directly related to all of the burnout components. Change information buffered the negative relationship between PCU and exhaustion and between PCU and cynicism. Meaning-making moderated the negative relationship between PCU and exhaustion. Practical implications-The results support that leaders and managers will benefit significantly if they realize how important is to ensure that these change resources (i.e. change information and meaning-making) are in place during organizational changes and constantly evaluate the factors that can increase their employees' well-being. Originality/value-The originality of this study lies in the finding that change information moderated the negative relationship between PCU and exhaustion, as well as, PCU and cynicism; and that meaning-making moderated the negative relationship between PCU and exhaustion. Further, the study refers to the Greek tourism industry (9th in the word in terms of international tourist arrivals) which plays a pivotal role to the Greek economy. Finally, the research findings contribute to the uncertainty reduction theory, as well as, other related notions.

Purpose– This study aims to investigate the relationship between organizational trust, psychological empowerment, and employee engagement. In addition, the study seeks to test the moderating role of psychological empowerment on the relationship between trust and engagement.Design/methodology/approach– Hierarchical regression analyses were carried out on a sample of 715 employees from seven commercial banks and four pharmaceutical companies in south-eastern Nigeria who participated in the survey.Findings– The results showed that organizational trust and psychological empowerment were predictors of work engagement. There was a moderating effect of empowerment on the relationship between trust and engagement.Research limitations/implications– The findings show that organizational trust and psychological empowerment that predict positive job behaviour in Western cultures are also critical in understanding Nigerian workers ' positive organizational behaviour such as work engagement.P...

In parallel with the developments in information and communication technologies, the concept of digital leadership has emerged with the impact of current approaches such as Industry 4.0 and Society 5.0. Digital leadership is a phenomenal type of leadership that manifests itself in organizations in the dimensions of managing technological processes, innovation, and change. Technological processes make change and innovation inevitable for individuals and societies, which has encouraged innovative behavior, creativity, and agility. This study aims to determine the extent to which the mediating effect of work engagement on the dimension of digital leadership and innovative behavior will be reflected in organizational agility. In this context, questionnaire forms were prepared and sent to 494 people. The data obtained were analyzed and evaluated by using Structural Equation Modelling in IBM SPSS and IBM AMOS programs. As a result of the analysis, the partial mediation effect of work engagement on the effect of digital leadership on organizational agility was determined. The partial mediating effect of work engagement on the effect of innovative behavior on organizational agility was determined. In the modeling in which digital leadership and innovative behavior take place in the organization simultaneously, full mediation for digital leadership and partial mediation for innovative behavior were determined. The result obtained reveals the dominance of digital leadership. It is thought that this result can be explained in line with the Social Information Processing Theory and Role Theory.

The link between corporate culture and employee engagement has awakened the interest of both the business community and academia. However, the role that entrepreneurial leadership plays in this equation has been neglected by the scientific literature so far. Our paper aims to analyse the relations between the perceived organisational culture (hierarchical, clan, market, and adhocracy) as introduced by Cameron and Quinn (2011) and the level of entrepreneurial leadership, as measured by the ENTRELEAD scale (Renko et al., 2015) and to test whether adopting an entrepreneurial leadership style influences the extent to which employees are engaged with their jobs, employee engagement, as measured by Utrecht work engagement scale-9, UWES-9 developed by Schaufeli and Bakker (2003). The results presented are based on a questionnaire addressed to employees of multinational companies in Romania, a sector with one of the highest degrees of organisational culture, leadership and engagement, which might serve as a model for the rest of the economic sectors that have not yet undergone a successful

The purpose of the study is a comprehensive picture of work engagement and work family conflict for the criteria of key authors, documents, and keywords and mapping the development of research through a bibliometric approach with computational mapping analysis using VOSviewer.

Background: Ineffective communication among healthcare team members is associated with decreased collaborative efforts and adverse patient outcomes. The impact of empathy on collaboration with colleagues and patient interaction has been previously demonstrated. Studies have yet to measure the impact of (Nonviolent Communication [NVC]) on empathy in nursing students. Purpose: The purpose of this mixed methods study was to test a communication intervention (NVC) with baccalaureate student nurses to examine its effect on empathy. Methods: A mixed methods single group pre/post test design incorporating the Interpersonal Reactivity Index (IRI) to measure empathy was used. A paired samples t test was calculated to compare means scores pre and post intervention. One-way ANOVA was used to examine between group differences. Interpretive methods were used to analyze qualitative data collected via journal entries during the training and focus groups immediately following and 2 years post inter...

Introduction: Building on the motivational process of the job demandsresources (JD-R) theory, in the current research we investigated the longitudinal association between supervisor support/resilience as job/personal resources, work engagement (WE) and hair dehydroepiandrosterone sulfate, or DHEA(S), as a possible biomarker of employees' well-being. Methods: In the context of the COVID-19 pandemic, 122 workers completed two self-report questionnaires (i.e., psychological data): the former at Time 1 (T1) and the latter three months afterwards, at Time 2 (T2). Participants also collected a strand of hair (i.e., biological data) at T2. Results from path analysis showed that both SS and resilience at T1 were positively related to WE at T2, which, in its turn, was positively related to hair DHEA(S) at T2. Both SS and resilience at T1 had a positive indirect effect on hair DHEA(S) at T2 through WE at T2, which fully mediated the association between job/personal resources and hair DHEA(S). Discussion: Overall, results are consistent with the motivational process of the JD-R. Furthermore, this study provides preliminary evidence for the role of hair DHEA(S) as a biomarker of WE, a type of work-related subjective wellbeing that plays a central role in the motivational process of the JD-R, leading to favorable personal and organizational outcomes. Finally, the article outlines practical implications for organizations and professionals to foster WE within the workplace.

Although extant research shows detrimental consequences of workaholism, wellknown workaholism scales have been commented on for the lack of construct clarity and validity. The Multidimensional Workaholism Scale (MWS), a new measure developed in the United States, offers both conceptual and psychometric advantages over previous workaholism scales, yet it has not been fully validated in different countries. This study aimed to adapt the MWS to a Northern European context (i.e., the Netherlands) and examine its factorial, convergent, discriminant, and incremental validity. To evaluate the psychometric properties and validity of the Dutch version of MWS, a sample of 366 Dutch employees was surveyed. The analyses showed that the subdimensions of the Dutch MWS had internal consistency and convergent validity with obsessive passion, workload, and the Dutch Work Addiction Scale. Moreover, the Dutch MWS showed good discriminant validity and modest incremental validity. Researchers in Dutch-speaking nations can use the Dutch version to learn more about workaholism.

Beşerî sermaye, sürdürülebilir rekabet avantajı elde etmede işletmeler için nadir ve taklit edilemez stratejik bir kaynaktır. Bu nedenle çalışanların, işletmenin amaçlarına yönelik performans göstermesinde psikolojik kapasitelerinin iyileştirilmesi ve geliştirilmesi önemlidir. Bu bağlamda, çalışanların psikolojik kapasitelerinin ölçümüne olanak sağlayan psikolojik sermaye ve işe angaje olma kavramları ön plana çıkmaktadır. İlgili literatürde bu iki değişken arasındaki ilişki birçok kez incelenmiş; ancak, bu ilişkinin düzeyini etkileyen aracı değişkenin tespitine yönelik eksiklik fark edilmiştir. Ayrıca literatürde, bu iki değişkeni, pozitif ses çıkartma davranışının yordadığı gözlemlenmiştir. Buradan hareketle gerçekleştirilen bu çalışmada kartopu örneklem tekniğiyle 375 katılımcıya ulaşılmış ve elde edilen verilerin istatistiksel analizi gerçekleştirilmiştir. Analiz sonucunda, psikolojik sermayenin pozitif ses çıkartma davranışı ve işe angaje olma üzerinde pozitif ve anlamlı bir etkiye sahip olduğu görülmüştür. Bununla birlikte, pozitif ses çıkartma davranışının işe angaje olma üzerinde pozitif ve anlamlı bir etkisinin olduğu tespit edilmiştir. Son olarak, psikolojik sermayenin işe angaje olma üzerindeki etkisinde pozitif ses çıkartma davranışının kısmi aracılık rolü üstlendiği sonucu ortaya çıkmıştır.

To address the research question, following hypotheses were formulated: H1: EE relates positively and significantly wit TI. H2: POS moderates the relationship between EE and TI Research Instruments Emotional Exhaustion Scale (EES) 5-5-point Likert Scale α = 0.81 5-point Likert scale α = 0.66 5-point Likert scale α = 0.84 Note. N = 385. B = unstandardized coefficient; SE = standard error; LLCI = lower level of confidence interval; ULCI = upper level of confidence interval.

Orientation: Organisations need energetic and dedicated employees to enhance the quality of their services and products continuously. According to the Conservation of Resources Theory, it is possible to increase work engagement of employees by improving their personal resources.Research purpose: The main aim of this study was to examine the extent to which an improvement in psychological capital, as a personal resource, might enhance work engagement of employees in the public sector.Motivation for the study: This study was developed to investigate how and to what extent interventions aiming at fostering higher work engagement through the enhancement of psychological capital were certainly effective.Research design, approach and method: To improve psychological capital, a new resource-based intervention programme (FAMILY intervention) was developed and applied, in which six dimensions – namely framing, attitudes, meaningfulness, identity, leading self and yoked together – were improv...

Bu araştırmanın amacı, Samsun ilinde Milli Eğitime bağlı okullarda görev kadın psikolojik danışmanların algılanan örgütsel destek düzeylerini ile iş doyumlarını belirlemek ve algılanan örgütsel desteğin iş doyumuna olan etkisini incelemektir. Bu amaçla 127 kadın okul psikolojik danışmanına Kişisel Bilgi Formu, Algılanan Örgütsel Destek Ölçeği ve İş Doyumu Ölçeği uygulanmıştır. Bu araştırmada ilişkisel tarama modeli kullanılmıştır. Algılanan örgütsel desteğin iş doyumunu anlamlı yordayıp yordamadığını belirlemek amacıyla basit doğrusal regresyon analizi uygulanmıştır. Ayrıca okul psikolojik danışmanlarının algıladıkları örgütsel destek düzeyleri ve iş doyumu düzeylerinin çalışma yılı ve çalışılan okulun kademesine göre (ilkokul/ortaokul/lise) anlamlı farklılaşıp farklılaşmadığını tespit etmek amacıyla ise Tek Yönlü Manova Analizi uygulanmıştır. Sonuç olarak algılanan örgütsel destek ile iş doyumu arasında anlamlı bir ilişki bulunmuştur ve algılanan örgütsel destek iş doyumunun % 19'un yordadığı görülmüştür. Yapılan Tek Yönlü Manova Analizi' nde ise algılanan örgütsel desteğin ve iş doyumlarının çalışma yılına ve okul kademesine farkın anlamlı olduğu tespit edilmiştir. Elde edilen bulgular literatür ışığında tartışılmış ve bu alanda çalışanlara önerilerde bulunulmuştur.

Universal Resilience Theory (URT) presents a comprehensive framework aimed at
understanding and promoting resilience across diverse individuals, communities,
and contexts. Grounded in the recognition of resilience as a universal human trait,
URT transcends demographic differences and contextual variations to provide a
holistic understanding of adaptive coping and recovery from adversity. Drawing
from multidisciplinary perspectives, including psychology, sociology, education,
and public health, URT identifies common factors and processes that contribute to
resilience, while also acknowledging the role of individual characteristics and
contextual influences. This paper provides an overview of URT, highlighting its key
concepts, theoretical foundations, and implications for research, practice, and
policy. By elucidating the universality of resilience and offering practical insights
into resilience promotion, URT aims to empower individuals and communities to
navigate challenges with confidence, adaptability, and determination.

Building on the motivational process of the job demandsresources (JD-R) theory, in the current research we investigated the longitudinal association between supervisor support/resilience as job/personal resources, work engagement (WE) and hair dehydroepiandrosterone sulfate, or DHEA(S), as a possible biomarker of employees' well-being. Methods: In the context of the COVID-19 pandemic, 122 workers completed two self-report questionnaires (i.e., psychological data): the former at Time 1 (T1) and the latter three months afterwards, at Time 2 (T2). Participants also collected a strand of hair (i.e., biological data) at T2.

The main objective of the study was to examine a comparative analysis of staff involvement in private and public hotels in a few selected Addis Ababa hotels. To find out if there was a relationship between the dependent and independent variables, the study used quantitative research methodologies with descriptive and causal research designs. Purposive sampling was used to select hotels from a list of private and public hotels (Ethiopian Skylight, Sheraton Addis, Ghon Hotel, Wabshable, Ellele International Hotel, and Hilton Addis Ababa Hotels) that are only located in Addis Ababa. Non-probability sampling was used to select employees 356 questionnaires with primarily descriptive data were sent out; 344 of them were returned. A five-point Likert scale was employed to score the responses to closed-ended questions, which were utilized to gather data. The software used to gather, organize, and assess the data was the Statistical Package for Social Science (SPSS) version 26. Combining multiple regression analysis and Pearson's correlation with inferential statistics like skewness and kurtosis, the correlation test also employed quantitative descriptive statistics like mean score and standard deviation. The research revealed that there was no significant correlation between work quality and employee engagement. This implies a negative or bad relationship. Employee engagement was somewhat positively impacted by rewards and recognition. The degree of employee engagement was significantly impacted by perceived organizational support. Employee engagement was greatly impacted by the workplace. Internal locus of control affected engagement in a relatively positive way. Perceived supervisor support and job characteristics had comparatively less of an impact on engagement. The researcher recommended that to improve employee engagement, organizations should develop tailored recognition programs, foster an environment where employees feel comfortable expressing their needs and concerns, allocate resources effectively, and create a comfortable, tastefully decorated work area. Invest in training initiatives to boost employees' abilities and self-assurance, design jobs with diverse tasks, and rotate responsibilities periodically. Train supervisors to provide constructive feedback, mentorship, and emotional support, and hold meetings between supervisors and employees to discuss goals, challenges, and growth opportunities.
Keywords: employee engagement, comparative study, private and government hotels

Purpose-The aim of this study is to analyze how levels of political skill and work engagement vary among managers of different hierarchical levels in the scenario studied. Theoretical framework-This research is based on the existing literature on leadership and is aligned with recent studies focusing on politics and engagement within work environments.

This study examines the impact of Human Resource Management (HRM) on organizational performance at the United Bank for Africa (UBA) in Nigeria from 2013 to 2023. Employing a mixed-methods approach, it investigates HRM practices at UBA, their effect on leadership effectiveness, and their broader influence on organizational performance. The research is guided by the theoretical frameworks of Human Capital Theory and Resource-Based View, providing a comprehensive lens through which HRM's role in enhancing organizational outcomes is analysed. The study utilizes both quantitative and qualitative data collection methods. Surveys were distributed to UBA's HR managers, executives, and employees to gather quantitative data, while in-depth oral interviews were conducted to obtain qualitative insights. The quantitative data were analysed using statistical techniques, including Chi-square analysis, to identify significant relationships between HRM practices and organizational performance. The qualitative data were subjected to thematic analysis to uncover deeper insights into the HRM practices at UBA and their perceived effectiveness by different stakeholders. The findings from this study reveal that HRM practices at UBA have a substantial positive impact on leadership effectiveness and organizational performance. Effective HRM practices are linked to superior leadership, which in turn drives higher productivity and overall success within the organization. Key factors influencing the effectiveness of HRM practices include robust leadership support, a strong organizational culture, and high levels of employee engagement. These elements are critical in ensuring that HRM strategies are not only well-implemented but also well-received by the workforce, thereby maximizing their positive impact on organizational outcomes. Leadership support emerged as a crucial factor, highlighting the importance of top management's commitment to HRM initiatives. This support facilitates the implementation of HRM strategies and ensures that these practices are aligned with the organization's overall goals. Organizational culture also plays a significant role; a culture that promotes continuous learning, innovation, and employee well-being enhances the effectiveness of HRM practices. Furthermore, employee engagement is identified as vital components, as engaged employees are more likely to be productive, motivated, and committed to the organization's success. In conclusion, the study underscores the pivotal role of effective HRM practices in driving organizational performance at UBA. The research suggests that HRM practices contribute to superior leadership, increased productivity, and overall organizational success. Based on the findings, several recommendations are proposed to further enhance HRM practices at UBA. These include investing in advanced HR analytics tools to better understand and predict HR trends and challenges, developing comprehensive leadership development programmes to cultivate strong leaders within the organization, and strengthening talent management frameworks to ensure the organization can attract, retain, and develop top talent. Implementing these recommendations can help UBA build on its existing HRM practices and achieve even greater organizational performance. By continuously improving HRM strategies and practices, UBA can maintain its competitive edge in the banking industry and ensure long-term success. This study contributes to the broader understanding of the relationship between HRM and organizational performance, offering valuable insights for both academics and practitioners in the field of HRM.

Amidst the evolving landscape of higher education institutions, employee engagement remains a critical determinant of organizational success. This study aims to explore the intricate dynamics of trust, integrity, and employee engagement within academic settings, with a focus on identifying effective strategies for enhancing organizational performance. Through a comprehensive literature review, this research seeks to achieve two primary objectives: firstly, to investigate the role of trust and integrity in shaping employee engagement and institutional effectiveness; and secondly, to identify best practices and strategies for fostering employee engagement in higher education institutions. Adopting a descriptive research design, this study utilizes qualitative analysis to examine existing literature on trust-building mechanisms, ethical conduct, and organizational solidarity. The findings underscore the pivotal role of trust and integrity in cultivating positive organizational cultures and enhancing employee engagement, thereby contributing to improved institutional performance. The study outcomes provide valuable insights for policymakers, administrators, and scholars, offering actionable recommendations for promoting a culture of trust and enhancing employee engagement in higher education institutions.

Çağdaş liderlik yaklaşımlarından olan stratejik liderliğin, çalışanların kurumları ile olan uyum
seviyelerinin arttırılmasına ve çalışanların işlerine angaje olmalarına katkı sağlaması beklenen bir durumdur.
Çalışmada, stratejik liderliğin, birey-örgüt uyumu ve işe adanmışlık üzerindeki ve birey-örgüt uyumunun işe
adanmışlık üzerindeki etkilerini ortaya çıkarmak amaçlanmıştır. Bu kapsamda, merkezi yönetimin Aydın ili
özelindeki taşra teşkilatında konuşlu bulunan kamu kurumlarında görev yapan kamu çalışanları araştırmanının
evrenini oluşturmakta, araştırmaya gönüllü olarak katılan 392 kamu çalışanı ise araştırmanın örneklemini
oluşturmaktadır. Araştırmada, nicel araştırma teknikleri benimsenmiş olup genel tarama modellerinden ise
ilişkisel tarama modeli kullanılmıştır. Elektronik ortamda hazırlanan anket formu katılımcılara online olarak
ulaştırılmıştır. Olasılıklı olmayan örnekleme yöntemlerinden kolayda örnekleme tekniği ile başlanılan veri
toplama faaliyeti, kartopu tekniği ile devam edilerek çalışma için yeterli sayıya ulaşılmıştır. Anket hazırlama
aşamasında anket sorularının, katılımcılar tarafından yanıtlanması zorunlu tutulduğundan dolayı herhangi bir
veri kaybı yaşanmamıştır. Araştırmada, beş boyuttan oluşan stratejik liderlik ölçeği, tek boyuttan oluşan bireyörgüt uyumu ölçeği ve üç boyuttan oluşan işe adanmışlık ölçeği kullanılmıştır. Verilerin analizinde, tanımlayıcı
istatistikler, ölçeklere ilişkin normallik, faktör, güvenilirlik ve korelasyon analizlerinden yararlanılmış,
hipotezlerinin test edilmesi için regresyon analizleri yapılmıştır. Araştırma sonucunda, stratejik liderliğin,
birey-örgüt uyumu ve işe adanmışlık üzerinde pozitif yönde, benzer şekilde birey-örgüt uyumunun işe
adanmışlık üzerinde pozitif yönde etkisi olduğu tespit edilmiştir.

Kinerja karyawan di Indonesia masih tergolong rendah dan perlu ditingkatkan seiring dengan meningkatnya persaingan.Penelitian ini bertujuan untuk menganalisis pengaruh Job Crafting dan Person Job Fit terhadap Work Engagement dan kinerja karyawan PT. Amalan International, serta peran mediasi Work Engagement. Penelitian menggunakan metode eksplanatori kuantitatif. Hasil penelitian menunjukkan bahwa Job Crafting dan Person Job Fit secara signifikan berpengaruh positif terhadap Work Engagement dan kinerja. Path coefficient untuk pengaruh Job Crafting terhadap Work Engagement adalah 0,266 (p-value = 0,000), dan terhadap kinerja adalah 0,260 (p-value = 0,001). Path coefficient untuk pengaruh Person Job Fit terhadap Work Engagement adalah 0,471 (p-value = 0,000), dan terhadap kinerja adalah 0,172 (p-value = 0,049). Work Engagement juga berpengaruh positif signifikan terhadap kinerja dengan path coefficient sebesar 0,191 (p-value = 0,049). Selain itu, Work Engagement memediasi hubungan antara Job Crafting dan kinerja (path coefficient = 0,071, p-value = 0,042) serta antara Person Job Fit dan kinerja (path coefficient = 0,090, p-value = 0,036). Dengan demikian, peningkatan Job Crafting dan Person Job Fit dapat meningkatkan Work Engagement dan kinerja karyawan.

This study investigates the relationship between workplace ostracism and work engagement of the employees in the local governments and whether neuroticism, one of the personality traits, has a role on this relationship. Convenience sampling was used and data were obtained from a sample of 369 employees from two municipalities. The results show that there is a negative relationship between workplace ostracism and work engagement. Moreover, neuroticism moderates the negative relationship between workplace ostracism and work engagement. Overall, the results show that work engagement decreases as workplace ostracism increases, and highly neurotic employees are more negatively affected by workplace ostracism. Local governments may utilize the results in their efforts to create an environment fostering work engagement. Leaders may apply the study outcomes about the role of employee personality and workplace ostracism to improve their service performance.

Digital Leadership is a leadership style that focuses on implementing digital transformation within an organization. It enables enterprises to digitize their work environments and learning cultures. As such, it is a critical component of the literature for maintaining the competitiveness and survival of organizations in the twenty-first century. By reviewing secondary sources, a conceptual framework for digital leadership was developed; the value of digital leadership was discussed and studies on the qualities of digital leaders were described. The following questions were posed: "What is digital leadership?" "What are the attributes of a digital leader?" and "How important is a digital leader?" As a result of this research, a digital leader is defined as a leader who has innovative ideas on a digital level, motivates his employees in a digital environment, is capable of establishing sustainable communication with his employees in a digital environment and developing digital strategies.

The study explored the relationship between work engagement (WE) and job performance (JP) among vocational teacher educators (VTEs) in higher education institutions (HEIs) in Nigeria. The study adopted a quantitative approach and the participants were 284 VTEs selected from HEIs in Nigeria. The study used a structured questionnaire for the collection of data. Bivariate correlation Metrix and linear regression with a bootstrap bias-correction technique were used for the data analyses. Results showed that WE dimensions (e.g. cognitive, emotional and physical) positively correlates with JP components (e.g. task and contextual) among the VTEs. Results further showed that WE dimensions (e.g. cognitive, emotional and physical) significantly predicts JP components (e.g. task and contextual) among the VTEs. The results provide empirical evidence concerning the extent to which WE dimensions influences the JP components among the VTEs in HEIs in Nigeria. The findings further offer some practical and theoretical implications for VTEs, HEIs and university administrators.

This  studyoffers  a  counterpoint  to  the  generalization  of positive  and  linear  effects  resulting  from  challenge  stressors  in  the workplace.  The  guiding  objective  was  to  verify  whether  social challenge  stress  impacts  individuals'  work  engagement  positively  or negatively,  according  to  the  political  skill  degree  available  by professionals.    We    used    moderation    analysis    and    hierarchical regression to assess these relationships. The sample comes from civil servants  of  a  Brazilian  federal  institution  (N=606).  The  results indicate that political skill moderates the relationship between social stress and engagement positively, except in cases where such skill is low,  a  situation  in  which  the  interaction  becomes  negative.  The evidence  also  reveals  that  a  positive  curvilinear  association  better explains the association between social stress and work engagement. The findings suggest that the Challenge-Hindrance Stress Framework (CHF)  has  an  application  conditioned  by  the  possible  abilities  that  a given stressor demands to be evaluated as an obstacle or a challenge. We intended to extend the theory on stressors and contribute to the human  resource  management  practice  by  elucidating  conditions  or portions  of  professionals  in  which  the  CHF  does  not  apply  or  lacks contextualization

This management project undertook an extended literature review to evaluate the effects of flexible work arrangements on nurses' engagement and performance by reviewing a wide range of literature that underpin flexible working arrangements internationally. The definitions of flexible work arrangement, employee performance, employee engagement, and their relationship were initially examined. The theory and literature showed that there are different definitions of flexible work arrangements and that it has different interpretations especially from the healthcare point of view both nationally and internationally. This analysis provided the opportunity for this extended literature review to further consider the literature on emerging problems, advantages, and disadvantages, and solutions to the offering of flexible work arrangements generally and more specifically in the healthcare sector. National and international literature was reviewed to provide a more in-depth view on the identified issues, and a further understanding of some factors that needed to be considered when offering nurses flexible working arrangements. The key themes generated from the literature review include: (i) the relationship between flexible work arrangements, nurses' engagement, and performance. (ii) the advantages (benefits) and disadvantages (problems) of offering flexible work arrangements (iii) the solutions to the problem experienced when offering flexible work arrangements (iv) flexible work arrangements in the healthcare sector, its consequences and how it influences nurses' engagement and performance both nationally and internationally. Following the analysis of the literature several recommendations were made these included: the need for effective communication and understanding of the benefits of offering flexible work arrangements, increased accessibility to flexible work arrangements for all nurses and their managers, effective and supportive management team, to ensure continuous training, development, and evaluation of staff, the need to facilitate an organisational culture that encourages flexible work arrangements, and to improve government policies on flexible work arrangements both nationally and internationally.

Purpose-By drawing on the reciprocity norm and the employee engagement theory, the aim of this study is to investigate the influence of workplace characteristics (e.g. individual, job, group and organizational levels) on remote employee work performance (i.e. task, adaptive and proactive) and to examine the potential role of work engagement. Design/methodology/approach-Data were collected through a phased investigation in a branch of a multinational telecommunication company located in Greece. The research was carried out from September 2022 to December 2022. Firstly, 364 exclusively remote employees completed questionnaires examining workrelated characteristics (i.e. change self-efficacy, work autonomy and perceived organizational support (POS)) as well as their work engagement. Consequently, their supervisors evaluated their work performance. The research model was tested with the use of structural equation modeling (SEM). Findings-The research findings suggest that change self-efficacy, work autonomy, support from supervisors and organizational support positively influence employee work engagement as well as that work engagement mediates the relationship among change self-efficacy, support from supervisors, organizational support and employee work performance (i.e. task and adaptive). Theoretical and practical implications of these findings are discussed. Practical implications-The results indicate that if organizations manage to influence positively their employees' work engagement by providing them with the necessary conditions and support (i.e. individual, group and organizational levels), they may increase their work performance in changing and complex times. Originality/value-The research findings provide new insights into how workplace characteristics and work engagement may influence employee performance during turbulent times. The originality of this study lies in the finding that employees' work engagement mediates the relationship among change self-efficacy, support from supervisors, organizational support and employee work performance (i.e. task and adaptive). Further, the study refers to exclusively remote employees, and it was conducted in the meta coronavirus 2019 (COVID-19) era.