Employees’ workplace well-being and work engagement of divine word colleges’ employees in Ilocos region, Philippines

Abun, Damianus; Magallanes, Theogenia; Foronda, Sylvia Lalaine Grace L.; Encarnacion, Mary Joy

doi:10.20525/ijrbs.v9i2.623

Cited by 14 publications

(26 citation statements)

References 47 publications

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“…This study also confirmed the recent study by Abun et al (2020), contended that genuine respect and empathy from the organization in the form of inclusive management that cares for the individual employee can boost the morale and engagement of employees in an organization (Abun, et. al 2020).…”

Section: Discussionsupporting

confidence: 90%

“…Firstly in terms of context supportive elements such as support from supervisor, co-worker, a well-designed and conducive work environment. Secondly, in terms of holistic subjective well-being development elements such as skill and knowledge, character and personal values, the purpose of life, faith, and spiritual growth, as well as positive and meaningful friendship in the workplace (Abun et al, 2020). Our study found that inclusive management in term of context supportive elements are fully mediated by the holistic subjective well-being development elements in influencing the employee engagement.…”

Section: Discussionmentioning

confidence: 56%

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Employee Engagement and Organization Support Strategies: The Mediating Role of Perceived Organization Support for Holistic Employee Subjective Well-Being

Asan

Panjaitan

Suwu

et al. 2020

JAM

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Keeping employees engaged is strategically important. This paper analyzes the drivers of employee engagement from the point of view of organizational support for employee well-being. The article contains an analysis of data of 509 respondents from a faithbased higher education in Indonesia, conducted through PLS structural equation modeling analysis. The result indicates that the organization support in terms of organization internal communication, performance-based reward and recognition, and perceived organization support on holistic employee subjective well-being has a direct positive influence on employee engagement. The perceived organization support on holistic employee subjective well-being played a mediating role between employee engagement and teamwork dynamic, supervisor support, and work environment. The findings imply theory and practice especially in enhancing employee engagement experience through organizational support. For future research, we suggest including more various organizations and industries to better understand the variable interdependencies in various contexts.

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Section: Discussionsupporting

confidence: 90%

Section: Discussionmentioning

confidence: 56%

Employee Engagement and Organization Support Strategies: The Mediating Role of Perceived Organization Support for Holistic Employee Subjective Well-Being

Asan

Panjaitan

Suwu

et al. 2020

JAM

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“…As a result, it should become an organizational culture consistently implemented by management toward their employees and employees toward management. Respect is seen as a fundamental human right in philosophy and ethics (Abun, Magallanes, Foronda, & Encarnacion, 2020). Potter (2014), a hierarchy will most likely be the dominating management approach without respect for collaboration.…”

Section: Organizational Respectmentioning

confidence: 99%

Workplace Well-Being and Work Engagement among Employees in the Department of Public Works and Highways first and third District Engineering offices

Yosores¹,

Naparota²,

Cabalida³

2023

IJELS

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This study aimed to assess the workplace well-being and how it affects the work engagement of employees in the Department of Public Works and Highways first and third engineering district offices during the calendar year 2022. The respondents were ninety-four (94) employees of the Department of Public Works and Highways first and third district engineering offices. The study used descriptive-correlational research design utilizing the quantitative approach with the aid of questionnaire checklist in gathering data employing frequency counting and percentage, weighted mean, standard deviation, Mann-Whitney U test, Kruskal-Wallis test and Spearman Rank-Order Correlation Coefficient. The study revealed that DPWH was manned by majority of the females, employees’ belonged to the adult age 31-51, the majority of employees' length of service was six years and above, educational attainment was dominated by college level, and likewise there were also non-regular employees working in the DPWH. The study found out that the respondents’ perceived level of workplace well-being is high. In addition, the study also found out that the respondents’ perceived level of work engagement is highly engaged. However, the perceived level of the respondents in terms of intrusion of work into their private life is moderate. The study found out that the workplace well-being and work engagement of the employees did not differ significantly when measured by sex, age, length of service, educational attainment and type of employment. The study found out also that the workplace well-being and work engagement of the employees were not affected when measured by demographic profile. Furthermore, the study found out that employees’ workplace well-being was positively related with, and strongly connected to, their work engagement. This indicates that workplace well-being was significantly related to employees’ work engagement in the Department of Public Works and Highways. Hence, management strategy, organizational culture, working environment and policy of the Department of Public Works and Highways would be enhanced to boost the level of workplace well-being and employees’ work engagement.

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“…Third, workplace well-being is an employee's need that the company must meet. Therefore, workplace well-being is a variable of great concern considering that the fulfillment of workplace well-being will improve the quality of the work of the workers themselves (Abun et al, 2020;Aryanti et al, 2020;Maulana, 2018;Zahro, 2018). Page (2005) explained that workplace well-being is based on the intrinsic and extrinsic values of work.…”

Section: Introductionmentioning

confidence: 99%

Workplace well-being reviewed from personal characteristic and job demands at lecturer of Sarjanawiyata Tamansiswa University, Yogyakarta

Sari

2022

Psikologi

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Tingginya tuntuntan serta kewajiban yang harus di penuhi oleh seorang Dosen dalam melaksanakan tugas keprofesionalannya sebagai dosen dan mengingat pentingnya memperhatikan Workplace Well-being diberbagai aspek pekerjaan. Kesejahteraan dosen ini tidak hanya meliputi kesejahteraan dalam hal gaji (upah) yang diterimakan saja tetapi juga kesejahteraan yang dirasakan oleh dosen ditempat kerja nya, karena kesejahteraan yang di rasakan oleh sesorang sangat berkaitan dengan individu dalam menyelesasikan pekerjaannya. Penelitian ini bertujuan untuk menguji secara empiris hubungan antara Workplace Well-being yang dirasakan oleh Dosen ditinjau dari variabel Personal Characteristic dan Job Demands di Universitas Sarjanawiyata Tamansiswa Yogyakarta. Teknik pengambilan subjek penelitian dengan menggunakan Purposive sampling, subjek pada penelitian ini adalah Dosen yang bekerja di Universitas Sarjanawiyata Tamansiswa baik dosen berstatus tetap maupun dosen kontrak, bgerjenis kelamin laki-laki maupun perempuan. Jumlah subjek sebanyak 147 orang dosen. Skala yang di gunakan dalam penelitian ini adalah Skala workplace well being, personal characteristic dan job demands. Berdasarkn hasil analisis regresi untuk menguji hipotesis di peroleh nilai koefisien korelasi sebesar 0,436 dengan nilai F=16,946 dan nilai R square sebesar 0,191, hal ini menunjukkan bahwa variabel Personal Characteristic dan Job Demands memiliki pengaruh sebesar 19,1% terhadap variabel Workplace well-being dan 80,9% di pengaruhi oleh variabel lain yang tidak di teliti dalam penelitian ini. Hasil analisis regresi menunjukkan taraf signifikansi 0,000 (p0,01),ini menunjukkan bahwa Personal Characteristic dan Job Demands berpengaruh terhadap Workplace well being pada Dosen di Universitas Sarjanawiyata Tamansiswa, hal ini menjukkan bahwa tinggi rendahnya Workplace well being yang dirasakan oleh dosen sangat di pengaruhi oleh Personal Characteristic masing-masing dosen dan juga tinggi rendahnya Job Demands yang dirasakan.

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Employees’ workplace well-being and work engagement of divine word colleges’ employees in Ilocos region, Philippines

Cited by 14 publications

References 47 publications

Employee Engagement and Organization Support Strategies: The Mediating Role of Perceived Organization Support for Holistic Employee Subjective Well-Being

Employee Engagement and Organization Support Strategies: The Mediating Role of Perceived Organization Support for Holistic Employee Subjective Well-Being

Workplace Well-Being and Work Engagement among Employees in the Department of Public Works and Highways first and third District Engineering offices

Workplace well-being reviewed from personal characteristic and job demands at lecturer of Sarjanawiyata Tamansiswa University, Yogyakarta

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