Psychological Well-Being and Job Performance: The Mediating Role of Work Engagement

Çankır, Bilal; Şahin, Safiye

doi:10.17218/hititsosbil.487244

Cited by 20 publications

(11 citation statements)

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“…To date, some researchers have inspected the impact of psychological well-being on teachers’ organizational commitment ( Salimirad and Srimathi, 2016 ; Jain et al, 2019 ), job satisfaction ( Kurt and Demirbolat, 2019 ; Hessel et al, 2020 ), job performance ( Çankır and Şahin, 2018 ; Kumar et al, 2021 ), and work engagement ( Aiello and Tesi, 2017 ; Greenier et al, 2021 ). Salimirad and Srimathi (2016) , for instance, examined the effects of psychological well-being on teachers’ organizational commitment.…”

Section: Literature Reviewmentioning

confidence: 99%

Chinese English as a Foreign Language Teachers’ Self-Efficacy and Psychological Well-Being as Predictors of Their Work Engagement

Kong

2021

Front. Psychol.

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Work engagement is widely acknowledged as an influential element in teachers’ professional success; thus, remarkable attention has been paid to the physical and psychological predictors of this construct. Yet, the antecedents of English as a foreign language (EFL) teachers’ work engagement have rarely been studied. To narrow the existing gap, the current inquiry aimed to delve into the psychological determinants of teacher work engagement by scrutinizing the role of psychological well-being and self-efficacy in Chinese EFL teachers’ engagement. To this end, three close-ended questionnaires were given to 304 Chinese EFL teachers via WeChat messenger. Conducting correlational analyses, positive and substantial relationships were discovered between psychological well-being, self-efficacy, and teaching engagement. The function that psychological well-being and self-efficacy may serve in Chinese EFL teachers’ engagement was also assessed using path analysis. Chinese EFL teachers’ work engagement was found to be considerably affected by their sense of efficacy and well-being. Some pedagogical implications that might be noteworthy for teachers and institutional administrators are finally discussed.

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Section: Literature Reviewmentioning

confidence: 99%

Chinese English as a Foreign Language Teachers’ Self-Efficacy and Psychological Well-Being as Predictors of Their Work Engagement

Kong

2021

Front. Psychol.

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“…, 2021; Hult and Terkamo-Moisio, 2023). However, despite all these discussions, it has been determined that there is a relationship between these two concepts (mental well-being and work engagement) in studies (Çankır and Şahin, 2018; Garg and Singh, 2020; Greenier et al. , 2021; Tesi et al.…”

Section: Theoretical Framework and Hypothesis Developmentmentioning

confidence: 99%

Toxic leadership, mental well-being and work engagement among nurses: a scale adaptation study and structural equation model approach

Celebi Cakiroglu,

Tuncer Unver

2023

JHOM

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PurposeAlthough the background on positive and supportive leadership styles and their positive effects is constantly increasing, it is known that negative and destructive leadership styles are less researched. Thus, examining the toxic leadership behaviors of nurse managers and the effects of these on nurses has a critical significance. When the measurement tools evaluating toxic leadership are examined, it is seen that there is a need for measurement tools that evaluate the toxic leadership behaviors of nurse managers. This study's purpose is to psychometrically examine the Turkish version of the Toxic Leadership Behaviors of Nurse Managers (ToxBH-NM-TR) Scale and test the hypothesized conceptual model that includes the relationships between toxic leadership, mental well-being and work engagement.Design/methodology/approachThis quantitative research was carried out in psychometric, correlational and cross-sectional design. A total of 559 nurses were included in the study by using the convenience sample method. The ToxBH-NM-TR Scale, Warwick–Edinburg Mental Well-Being Scale and Utrecht Work Engagement Scale (UWES) were used to measure the latent variables of the study. The data were collected between June and October 2020 with the online survey method. IBM SPSS Statistics 24 and Amos 21 statistical programs were used to analyze the data.FindingsThe scale-content validity index of the ToxBH-NM-TR was 0.88. Confirmatory factor analysis results showed that the fit indices were acceptable. The ToxBH-NM-TR had high internal consistency and temporal stability. In addition, the relationships between the latent variables of the study were in the expected direction and statistically significant (p < 0.001). The hypothesized conceptual model showed an acceptable or good fit to the data. Mental well-being partially mediated the relationship between toxic leadership and work engagement. The study showed that the ToxBH-NM-TR is a valid and reliable instrument and provided evidence that confirmed the hypothesized conceptual model.Research limitations/implicationsThe first of these is the fact that managers' toxic leadership behaviors were determined based on nurses' self-report. For this reason, participants' potential prejudices may have affected the results of the study. The second limitation concerns the data collection technique. Using face-to-face data collection techniques during the COVID-19 pandemic could create a danger/risk for the health of nurses, researchers and patients. Therefore, the nurses in this research were reached through an online survey on social media platforms. The participants of the study were limited to those who had access to social media. Finally, some socio-demographic and professional characteristics of the participants may be a confounding variable for the model. For this reason, this conceptual model needs to be validated on other samples in different countries to increase the generalizability of the research results.Practical implicationsThe characteristics of this leadership style should be understood, and its effects on employees and organizations should be evaluated by screening regularly to prevent the development of toxic leaders and to eliminate the harmful effects of their behavior. The nurses should respond decisively to the forces that cause them to submit in order not to encourage a toxic leadership style. Healthcare institutions should develop procedures and take a proactive approach to destructive and negative leadership behaviors and practices. In addition, nurse managers should get feedback by using informal networks and 360-degree assessment tools and evaluate whether their leadership has a toxic function by regularly screening the effects of their leadership.Originality/valueThe results of this study offer important implications for nurses, managers and healthcare institutions and can be useful in gaining awareness about the negative effects of a toxic leadership style. In addition, the study provides a valid and reliable scale that will enable the identification of managers with this leadership style to prevent the development of toxic leaders and eliminate the harmful effects of their behavior.

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“…Moreover, Cankir and Sahin (2018) determined the relevance of work engagement because the positive attitudes toward work and zeal in the identity with the organization contributed to individual performance results as well as organizational efficiency. Gandy et al (2014) still considered well-being as the most significant predictor of productivity given disease status and demographic profile.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Moreover, the employees took extra responsibilities, initiated new tasks after each work accomplishment, took challenging tasks when available, kept knowledge and skills up to date, came up with creative solutions to new problems, and actively participated in work meetings at a high level. The arguments of Cankir and Sahin (2018) were proven that the relevance of work engagement with positive attitudes towards work and zeal in the identity with the organization contributed to individual performance. The research instruments of Drasler et al (2021) were reliable based on Cronbach's alpha within .70 to .95 in the assessment of the acceptance of work from home by the selected employees and indicates that a higher perception might increase the individual work performance.…”

Section: Effects Of Acceptance Of Wfh On Individual Work Performancementioning

confidence: 99%

“…Prasath et al (2021) are also right in emphasizing the importance of support for university employees in keeping their well-being, coping with stressors, and exhibiting high performance and productivity. It appears that the arguments of Cankir and Sahin (2018) are true regarding the relevance of work engagement and positive attitudes toward work contributing to individual performance. The result is also coherent with the work of Gandy et al (2014) that well-being is also the stronger predictor of individual work performance.…”

Section: Effects Of Employee's Well-being On Individual Work Performancementioning

confidence: 99%

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Work from Home: The impacts on university employee’s well-being and individual work performance

Viernes¹,

Pasco²

2022

BERJ

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During the COVID-19 pandemic, the majority of the firms and institutions implemented work from home to continue their operations and keep the well-being of their employees. Indeed, organizations including the universities operate successfully amid the implementation of quarantine, digitalization, and limited face-to-face communication. We studied the impacts of the acceptance of work from home and well-being on individual work performance. We found that acceptance of work from home have indications of significant influences on employees' well-being and individual work performance. For the selected university employees, work from home is moderately preferred because of the cherished activities like commuting, time with friends, and the occurrence of more physical activities. The incidence of illnesses, sleep disturbance, anxiety, dissatisfaction, and loneliness were indicators of well-being concerns that influence individual work performance. Appreciation by others and the increased spirituality motivate the employees during the work from the home set-up. COVID-19 pandemic brings various issues in communication, resources, emotions, environment, financial difficulties, work-life imbalance, time management, stress, less work, and lack of access to office materials, to the employees. However, there are opportunities for better learning, better well-being, and more often family routines. Focus on work, work-life balance fit, positive attitude, less stress, and savings are benefits of working from home. University leadership, supervisors, and managers have an overview of the issues to be provided with solutions. The qualitative responses are potential research instruments to be tested for reliability. An adequate number of employees in different positions and universities to create a quantitative model is encouraged for future researchers.ReferencesAnderson, D. R., Sweeney, D. J., Williams, T. A., Camm, J. D., & Cochran, J. J. 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Psychological Well-Being and Job Performance: The Mediating Role of Work Engagement

Cited by 20 publications

References 45 publications

Chinese English as a Foreign Language Teachers’ Self-Efficacy and Psychological Well-Being as Predictors of Their Work Engagement

Chinese English as a Foreign Language Teachers’ Self-Efficacy and Psychological Well-Being as Predictors of Their Work Engagement

Toxic leadership, mental well-being and work engagement among nurses: a scale adaptation study and structural equation model approach

Work from Home: The impacts on university employee’s well-being and individual work performance

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