The role of a new strength-based intervention on organisation-based self-esteem and work engagement

Abstract

Purpose-This study aims to investigate the relationship between organisation-based self-esteem (OBSE) and work engagement during a new strength-based intervention over nine months. Design/methodology/approach-A sample of 82 workers composed of 70 sales consultants and 12 area-managers working in an Italian pharmaceutical company received a one-day training based on the FAMILY approach, three times for nine months, with a three-month lag between each workshop. Selfreported measures of OBSE and work engagement were collected before and after each workshop. Findings-Results showed that final levels of both OBSE and work engagement were significantly higher compared to baseline. Moreover, results from a multiple mediation analysis showed that the direct and indirect relationships between OBSE and work engagement changed at different time points, which may have been related to the different contents of the workshops. Originality/value-This study provides initial evidence suggesting that organisations could leverage on medium-term interventions to provide employees active guidance on how to use their strengths at work, likely to boost higher employees' positive perceptions of themselves as organisational members and work engagement.

The Influence of Job and Individual Resources on Work Engagement Among Chinese Police Officers: A Moderated Mediation Model

“…On the other hand, organizations can use medium-term interventions to provide positive guidance to police officers on how to play to their strengths in their work, potentially raising both positive awareness of themselves as members of the organization and engagement in their work. In an intervention study of organizationbased self-esteem and work engagement (Costantini et al, 2019), researchers develop and channel employees' strengths by inspiring participants on how to positively reframe emotional situations, supporting them in the identification of possible challenging work situations, and structuring reflection and meaning-making processes to support their awareness of work identity beliefs. The research results show that after 9 months (three phases) of intervention, employees who feel valued and appreciated in their working contexts feel energetic, dedicated, and inspired in their work.…”

Linking customer participation to service employees’ work‐to‐family enrichment: The role of job crafting and OBSE

“…OBSE is relevant to studying job crafting since recent literature has recognized it as a significant resource for contributing to employee self‐improvement (Hahn & Mathews, ). Among various personal resources, it is the best predictor of work engagement (Costantini, Ceschi, Viragos, De Paola, & Sartori, ), and past research has conceptualized OBSE as the personal resource that equips employees to successfully comprehend and control their working environment (Kim & Beehr, ; Kim & Hyun, ; Zwingmann, Wolf, & Richter, ). In this study, we expect that employees having high OBSE are more likely to optimally utilize their possessed resources to cope with job changes since they feel they are competent to do so (Pierce & Gardner, ).…”

Servant Leadership in a Social Religious Organization: An Analysis of Work Engagement, Authenticity, and Spirituality at Work

“…Finally, since this study compares the mediating effects of spirituality at work and authenticity in the relationship between servant leadership and work engagement, future research could study these mediating effects with other types of leadership, such as authentic or transactional leadership, and assess their effect on other outcome variables significant to these organizations, such as the subjective wellbeing of workers. In addition, other positive constructs could play a mediating role in the relationship between servant leadership and work engagement; variables like organization-based self-esteem could be studied [ 79 ].…”