My meaning is my engagement: exploring the mediating role of meaning between servant leadership and work engagement

Abstract

PurposeThe purpose of the study is to ascertain the mediating role of meaning between servant leadership and work engagement. The study also explores the relationship between servant leadership and work engagement.Design/methodology/approachThe data were collected from 704 service sector employees working in Pakistan through survey design. The data analysis was done through structural equation modeling using PLS-Smart and hierarchical regression using SPSS.FindingsThe results revealed that servant leadership was related to meaning and work engagement. Moreover, meaning was found to be related to work engagement. Finally, meaning was found to mediate the relationship between servant leadership and work engagement.Originality/valueThe research has ascertained the previously unexplored mediating role of meaning between servant leadership and work engagement.

Impact of Work-From-Home Human Resource Practices on the Performance of Online Teaching Faculty During Coronavirus Disease 2019

“…The COVID-19 pandemic has no duration and it forced rapid improvization and adoption of online teaching methods in educational institutes (Hou et al, 2021;Islam et al, 2021;Khan et al, 2021a). They used the approach based on synchronous and asynchronous learning.…”

“…HR is responsible for motivating, inspiring, training, and developing the people, normalizing usage of technology to efficiently work and manage work relationships according to the changing scenarios (Kaushik and Guleria, 2020). There is research evidence that a strong positive relationship exists between HR practices and employee performance as it can be seen in Figure 1 (Bashir and Khattak, 2008;Shahzad et al, 2008;Bowra et al, 2012;Khalid et al, 2014). Each construct including seven HR practices and faculty performance has been defined in Table 1.…”

“…This study attempts to fill the research gap in a developing country like Pakistan by finding a relationship among HR practices such as recruitment and selection, training and development, career management, and so on (Bashir and Khattak, 2008). Another study by Khalid et al (2014) studied HR practices as career planning, performance appraisal, training, compensation, and employee participation concerning employee performance but research was limited to one city and public organizations. Any performance of an organization depends on the performance of its employees, which is measured by the HRM.…”

In the Pursuit of Green in COVID-19: Harnessing the Existing Talent to Pursue Green Corporate Entrepreneurship

“…Organizational members have a shared perception that members of the organization are engaged in their work (Khan et al, 2021a ). Collective organizational engagement is an understudied topic for researchers and can help firms achieve and sustain higher performance (Barrick et al, 2015 ).…”

“…Engagement is a state characterized with pleasure and activation (Bakker and Oerlemans, 2011 ). Collectively, pleasure and activation give energy and drive to employees to pursue organization's objectives (Khan et al, 2021a ). Organizational engagement is a positive state in which employees are not only ready to be actively involved in their work, but they also work for the goals of the organization.…”