Workplace well-being plays an important role in the sustainability of organizations and individuals within the organization. Organizations that have implemented health programs at work reported positive business results such as increased employee retention, productivity, and psychological well-being among a variety of other benefits. For individuals, workplace well-being means a healthy and balanced life. The benefits of the mental health of the workforce are very clear. Mental health work is a place where risk factors are recognized and dealt with, and protective factors are nurtured and maximized. This article discusses workplace well-being, factors that affect workplace well-being, and the impact of workplace well-being. This literature review was conducted based on 18 journals on workplace well-being. The result shows workplace wellbeing is one of the important elements in an organization. The existence of workplace wellbeing will foster individuals in the organization to be "healthy" and have high productivity that in turn will benefit the organization.
Organizations always appreciate employees who have positive behavior, completion task, active, and committed to work. This study aims to examine the effect of organizational support and work-life balance on work engagement with happiness as a mediator variable. There were 122 nurses of a private hospital in Yogyakarta joint in this study. The data was collected through the Organizational Support Scale, Work-life Balance Scale, Happiness Scale, and Work Engagement Scale. Data analysis techniques with the SEM method with AMOS version 22.0. The results reveal that happiness is able to mediate the effect of organizational support and work-life balance on work engagement. The existence of organizational support as well as balance in life and work will foster happiness and promote positive behavior in organizations. Keywords: engagement, organizational support, work-life balance, happiness
Penelitian ini bertujuan untuk menguji komitmen afektif sebagai moderator pada pengaruh budaya organisasi dan kepuasan kerja terhadap kinerja kontekstual. Sebanyak 100 orang karyawan gerai makanan berpartisipasi dalam penelitian ini. Pengumpulan data dilakukan dengan menggunakan skala kepuasan kerja, budaya organisasi, komitmen afektif dan kinerja kontekstual. Analisis data yang digunakan adalah Partial Least Square-Structural Equation Modelling (PLS-SEM). Hasil penelitian menunjukkan bahwa komitmen afektif tidak mampu memoderasi pengaruh budaya organisasi terhadap kinerja kontekstual, namun komitmen afektif secara signifikan mampu memoderisasi pengaruh kepuasan kerja terhadap kinerja kontekstual. Implikasi dari penelitian ini adalah bahwa untuk meningkatkan perilaku kinerja kontekstual karyawan, organisasi dapat mendorong karyawan untuk menginternalisasikan budaya organisasi, memiliki kepuasan kerja yang tinggi dan membuat karyawan memiliki komitmen afektif terhadap organisasinya.
Karyawan yang memiliki work engagement akan memberikan kinerja terbaiknya bagi organisasi dan hal tersebut merupakan dampak yang sangat positif bagi organisasi. Schaufeli dan Bakker (2003) mengembangkan instrumen untuk mengukur work engagement dengan nama Utrecht Work Engagement Scale (UWES). Di Indonesia, penelitian sebelumnya menganalisis skala work engagement (Utrecht Work Engagement Scale) dengan menggunakan analisis faktor, namun belum ada yang menggunakan pemodelan Rasch untuk menguji instrumen Utrecht Work Engagement Scale (UWES). Penelitian ini bertujuan untuk menguji instrumen Utrecht Work Engagement Scale (UWES) menggunakan model Rasch. Subjek penelitian adalah 126 pekerja yang tersebar di daerah Jawa dan Nusa Tenggara. Berdasarkan hasil analisis menggunakan program Winsteps, didapatkan 16 aitem (dari 18 aitem) yang memenuhi tingkat kesesuaian butir-model, dengan koefisien reliabilitas alpha 0,93. Secara keseluruhan, dapat disimpulkan bahwa instrumen instrumen Utrecht Work Engagement Scale (UWES) ini memiliki properti psikometris yang baik sehingga dapat digunakan untuk penelitian.
One of the important human resources in hospital is nurses. Nurses with high employee engagement are expected to be able to provide excellent services to patients so that they can increase public trust in hospitals as health care. When demonstrating low sense of engagement with their job in a hospital, nurses tend to be less friendly towards patients, causing complaints from patients. One effort to increase employee engagement is by providing work meaningfulness training. To this end, the purpose of this study was to examine the effectiveness of work meaningfulness training to improve employee engagement among nurses in hospitals. Participants were 16 nurses who were randomly assigned to either an experimental group or control group. The research design in this study was pretest-posttest control group design. The result showed a significant effect of work meaningfulness training on the level of employee engagement.
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