Newly qualified teachers’ work engagement and teacher efficacy influences on job satisfaction, burnout, and the intention to quit

Høigaard, Rune; Giske, Rune; Sundsli, Kari

doi:10.1080/02619768.2011.633993

Cited by 210 publications

(177 citation statements)

References 37 publications

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“…These show mixed results. Mendes and Stander 178 found that dedication, but not vigour and absorption, was significantly (negatively) associated with turnover intentions, whereas Høigaard et al 118 found that, when personal efficacy was controlled for, absorption, but not vigour and dedication, was significantly (positively) associated with turnover intentions. Høigaard et al's 118 finding that absorption is positively associated with turnover intentions is at odds with the common hypothesis that engagement should be negatively correlated with turnover intentions.…”

Section: Turnover Intentionsmentioning

confidence: 95%

“…Vera et al 188 found that all three dimensions (vigour, dedication and absorption) were correlated with job satisfaction. Wefald et al 101 found that vigour and dedication, but not absorption, were significantly (and positively) associated with job satisfaction, whereas Høigaard et al 118 found that only dedication was significantly (and positively) associated with job satisfaction after self-efficacy was controlled for. These inconsistencies highlight the issue of analysing the dimensions rather than the composite whole of engagement.…”

Section: Job Satisfactionmentioning

confidence: 99%

“…Vera et al 188 found that vigour and dedication were negatively correlated with all four dimensions of burnout (exhaustion, cynicism, depersonalisation, lack of professional self-efficacy), whereas absorption was significantly (negatively) associated only with cynicism and lack of professional self-efficacy. Høigaard et al 118 found that, when personal efficacy was controlled for (although this was a non-significant predictor of emotional exhaustion), only absorption (not vigour or dedication) was significantly (and positively) associated with emotional exhaustion. Høigaard et al's 118 finding that absorption is positively associated with emotional exhaustion is at odds with the common hypothesis that engagement should be negatively correlated with burnout.…”

Section: Stress/burnoutmentioning

confidence: 99%

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Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

Bailey

Madden

Alfes

et al. 2015

Health Services and Delivery Research

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BackgroundRecent studies have suggested engagement is linked with beneficial outcomes for individuals and organisations. Despite growing demand for resources and advice on engagement within the NHS, there has been no systematic evaluation of how engagement strategies can be developed and operationalised within the NHS.Objectives and research questionsTo evaluate evidence and theories of employee engagement within the NHS and the general workforce to inform policy and practice. Four research questions focused on definitions and models of engagement; the evidence of links between engagement and staff morale and performance; approaches and interventions that have the greatest potential to create and embed high levels of engagement within the NHS; and the most useful tools and resources for NHS managers in order to improve engagement.Review methodsEvidence was evaluated using a narrative synthesis approach involving a structured search of relevant academic databases and grey literature. The search yielded a final data set of 217 items, comprising 172 empirical papers, 38 theoretical articles, four meta-analyses and three books. From the grey literature, only 14 items were used in the analysis.Main findingsThere is no one agreed definition or measure of engagement. Existing approaches were grouped under three headings: a psychological state; a composite attitudinal and behavioural construct; and employment relations practice. Most fell under the first category, with the Utrecht Work Engagement Scale being the most prevalent. Most theorising around engagement used the job demands–resources framework. Thirty-five studies considered engagement and morale, and the most consistent finding was a positive link between engagement and life satisfaction, and a negative link between engagement and burnout. Some studies suggested that engagement was positively associated with organisational commitment and job satisfaction and negatively linked to turnover intentions. Of 42 studies that looked at performance and engagement, the strongest support was found for a link between engagement and individual in-role performance and a negative link between engagement and counterproductive performance outcomes. A link between engagement and higher-level performance outcomes was also found. Of 155 studies that explored approaches and interventions that promote engagement, the strongest support was found for the following: positive psychological states including resilience; job-related resources and job design features; positive leadership; perceived organisational support; team-level engagement; training and development. Only a small proportion of studies were based in health-care settings, making the application of evidence to wider contexts limited. Studies identified in the grey literature suggested that the focus of practitioner material was more on wider managerial issues than on psychological factors.ConclusionsThe synthesis highlights the complex nature of the engagement evidence base. The quality of evidence was mixed. Most studies were cross-sectional, self-report surveys, although the minority of studies that used more complex methods such as longitudinal study designs or multiple respondents were able to lend more weight to inferences of causality. The evidence from the health-care sector was relatively sparse. Only a few studies used complex methods and just two had taken place in the UK. The evidence synthesis suggests that employers might consider several factors in efforts to raise levels of engagement including development and coaching to raise levels of employee resilience, the provision of adequate job resources, and fostering positive and supportive leadership styles.FundingThis project was funded by the National Institute for Health Research (NIHR) Health Services and Delivery Research (HSDR) programme.

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Section: Turnover Intentionsmentioning

confidence: 95%

Section: Job Satisfactionmentioning

confidence: 99%

Section: Stress/burnoutmentioning

confidence: 99%

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Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

Bailey

Madden

Alfes

et al. 2015

Health Services and Delivery Research

View full text Add to dashboard Cite

show abstract

“…cependant, cette échelle a été révisée ou a fait l'objet d'une adaptation dans la majorité des études concernées (voir tableau 4), que ce soit sur le plan de la culture, de la discipline enseignée ou encore du thème et de la population de l'étude. Plusieurs versions différentes ont été recensées : à 24 items : Milson, 2003 ;Milson et Mehlig, 2002 ;Yenice, 2009 ;à 22 items : abu-tineh, Khasawneh, et Khalaileh, 2011 ;Gao et Mager, 2011 ;roll-Pettersson, 2008 Quatre études ont uniquement utilisé les cinq items de la sous-échel-le eP (Goddard & Goddard, 2001 ;høigaard, Giske, & sundsli, 2012 ;huang & liu, 2007 ;tuchman & isaacs, 2011). les échelles de type likert utilisées diffèrent également en fonction des études (à 9, 6 et 5 modalités).…”

Section: La Teacher Efficacy Scale (Tes)unclassified

Auto-efficacité des enseignants : quels outils d’évaluation utiliser ?

Valls

Bonvin

2016

mee

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L’auto-efficacité des enseignants est largement étudiée, mais certaines questions persistent quant à son évaluation, notamment en raison de l’existence d’un nombre important d’échelles. L’objectif de cette revue de la littérature est de réaliser un recensement des instruments de mesure quantitatifs permettant d’évaluer l’auto-efficacité des enseignants et d’observer leur fréquence d’utilisation. Des échelles ont été recensées dans 247 articles publiés entre janvier 2000 et juin 2015. Sur les cinq échelles analysées, la Teachers’ Sense of Efficacy Scale (TSES) apparaît comme étant la plus fréquemment utilisée puisqu’elle a été recensée dans 143 études. Elle se centre sur les capacités perçues à réaliser certaines actions dans le contexte de la classe et a fait l’objet d’études dans différents pays. Disponible en version courte à 12 items, cet outil d’évaluation est facile à remplir et permet d’évaluer l’auto-efficacité perçue en matière d’engagement des élèves, de stratégies d’enseignement et de gestion de la classe.Teacher self-efficacy is a widely considered concept, but some questions remain pertaining to its evaluation, due in particular to the number of available scales. The aim of the present literature review is to make an inventory of quantitative instruments assessing teachers’ self-efficacy and to explore their rates of use. Scales were analysed in 247 articles published between January 2000 and June 2015. Out of the five presented scales, the Teachers’ Sense of Efficacy Scale (TSES) had the higher rate of use with a total of 143 studies. This scale focuses on the perceived ability to achieve certain tasks in the specific context of the classroom. Validation studies of the TSES were conducted in several countries. A 12-item short version is available and can be easily completed for assessing perceived self-efficacy in student engagement, instructional strategies and classroom management.A auto-eficácia dos professores é amplamente estudada, mas permanecem algumas questões sobre a sua avaliação, nomeadamente devido à existência de um grande número de escalas. O objetivo desta revisão da literatura é recensear os instrumentos de medição quantitativa utilizados para avaliar a auto-eficácia de professores e observar a sua frequência de uso. Foram identificadas escalas em 247 artigos publicados entre janeiro de 2000 e junho de 2015. Das cinco escalas analisadas, a Teachers’ Sense of Efficacy Scale (TSES) parece ser a mais utilizada, uma vez que foi identificada em 143 estudos. Trata-se de uma escala que se centra nas capacidades percebidas para executar determinadas ações no contexto da sala de aula e foi objeto de estudos em diferentes países. Disponível em versão curta com 12 itens, este instrumento de avaliação é fácil de preencher e permite avaliar a auto-eficácia percebida em termos de empenho dos alunos, estratégias de ensino e gestão da sala de aula

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“…Some studies argue that job satisfaction is an positive outcome of employee engagement. These studies measure job satisfaction with the global approach [5] [17]. In contrast, when job satisfaction is examined by facet approach, job satisfaction is an antecedent of employee engagement, in which individual satisfaction with his or her work will increase the individual's engagement with his or her work and company [8]- [10].…”

Section: Job Satisfaction and Employee Engagementmentioning

confidence: 99%

Job Satisfaction as Predictor of employee engagement

Bellani¹,

Ramadhani²,

Tamar³

2018

Proceedings of the 8th International Conference of Asian Association of Indigenous and Cultural Psychology (ICAAIP 2017)

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Abstract-The current study aims to investigate the extent of job satisfaction contribution to employee engagement. Employee engagement has been found as being important to employee productivity and organization performance. Participants were 110 employees of a private property company in Makassar, Indonesia. A self-administered questionnaire was used to measure job satisfaction and employee engagement. Simple multiple regression showed that Job satisfaction was significantly predicted employee engagement (R 2 = .561, p<.05) Additionally, multiple regression highlighted factors of job satisfaction such as operating conditions, coworkers, nature of works, and communication significantly contributed to employee engagement whereas promotion, pay benefit, and reward were found to be insignificant. These results suggest that increasing job satisfaction can potentially leverage employee engagement. However, only three out of seven factors of job satisfaction contributed significant effect to the employee engagement. Future research is needed to test whether these findings can be found in other company with the same type of business and other types of business.

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Newly qualified teachers’ work engagement and teacher efficacy influences on job satisfaction, burnout, and the intention to quit

Cited by 210 publications

References 37 publications

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

Auto-efficacité des enseignants : quels outils d’évaluation utiliser ?

Job Satisfaction as Predictor of employee engagement

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