Unleashing the Antecedents and Consequences of Work Engagement in NGOs through the Lens of JD-R Model: Empirical Evidence from India

Mer, Akansha; Virdi, Amarpreet Singh; Sengupta, Santoshi

doi:10.1007/s11266-022-00503-5

Cited by 9 publications

(3 citation statements)

References 59 publications

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“…More research in this area would be useful for better understanding: (1) the nature of PSM among Canadian public servants, including the relative weight of the PSM dimensions, and the personal characteristics associated with them; (2) the extent to which PSM and its dimensions contribute to desirable employment outcomes (e.g., satisfaction, engagement, retention) in Canada; and (3) how organizational policies and practices affect PSM and, in turn, how PSM affects the success of policies. Moreover, the non‐Canadian literature suggests that PSM among public servants is influenced by job characteristics (Battaglio & French, 2016, Chen, 2015, Danaeefard et al, 2022, Mer et al, 2022), leadership and supervisory styles (Bro et al, 2017, Caillier, 2015, Campbell, 2018, Fazzi, 2016, Jensen & Bo, 2018, Lauritzen, Grøn & Kjeldsen, 2022, Mer et al, 2022, Nguyen et al, 2023; Nurung, Tamsah, & Azis, 2020), organizational climate (Danaeefard et al, 2022; Dinh et al, 2020, Lee et al, 2019; Ripoll, 2022, Ugaddan, 2019, Wang & Seifert, 2020), peer relations (Deng et al, 2021, Dinh et al, 2020, Lauritzen, Grøn & Kjeldsen, 2022, Lee et al, 2020), and training (Chen 2021). We have no evidence of the extent to which these relationships hold or their relative importance in Canada.…”

Section: Discussionmentioning

confidence: 99%

Frontiers of public service motivation research in Canada: A scoping review

Wranik,

McPherson,

Caron

et al. 2024

Can Public Adm

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The Canadian public sector employs around one‐fifth of Canadian workers; they are responsible for policy making, stewarding public funds, and serving the public. Canadian governments struggle with job satisfaction, engagement, retention, and turnover, all of which may be associated with public service motivation (PSM). We conducted a scoping review of Canadian PSM research to synthesize what is known about these associations in the Canadian context. We identified 24 published studies and four works in progress. These demonstrate that PSM exists among Canadian public servants from the early stages of their career until later stages, and that PSM bolsters attraction to public sector work among students. No studies measured PSM among Canadian public servants using a validated instrument. Further research about the contributions of PSM to the quality of Canadian public services and how employers can nurture PSM is recommended, particularly given recent changes in work environments.

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Section: Discussionmentioning

confidence: 99%

Frontiers of public service motivation research in Canada: A scoping review

Wranik,

McPherson,

Caron

et al. 2024

Can Public Adm

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“…The job demands-resources model is a widely acknowledged theoretical framework that explains the antecedents and consequences of work engagement by analyzing two dimensions: job demands and job resources [21]. In this model, job demands are typically viewed as negative factors, whereas job resources are considered positive [22].…”

Section: Introductionmentioning

confidence: 99%

Heterogeneity of work engagement and its relationship with job crafting among Chinese specialty nurses: a cross-sectional study using latent profile analysis

Zhang,

Lin,

et al. 2024

Preprint

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Background: Specialty nurses play a crucial role in improving the quality of nursing care. Enhancing the work engagement of specialty nurses is a top priority for managers. Job crafting is an effective way to increase nurses' work engagement. Identifying and classifying features of work engagement, exploring their relationship with job crafting, and tailoring interventions to support specialty nurses are imperative. Methods: We conducted a cross-sectional study in Henan Province, China from July 2023 to August 2023. The study sample consisted of 758 specialty nurses who participated in an online survey. Latent profile analysis was conducted to identify work engagement classification criteria. Multinomial logistic regression models were usedto identify the predictors of profile inclusion. Results:A fourprofile model yielded the best fit. The four profiles were titled “low work engagement” (n = 210), “medium work engagement” (n = 172), “high attitude-high enthusiasm” (n = 229), and “high work engagement” (n = 147). The regression analysis indicated that gender, age, level of education, monthly income, and job crafting all had significant effects on the work profile categories (P<0.05). Conclusions: The characteristics of specialty nurses’ work engagement are heterogeneous and can be divided into four profiles. Our findings indicated that gender, education level, monthly income, and job crafting impact the varying types of work engagement exhibited by specialty nurses. We recommend that nursing managers adopt effective measures, such as flexible scheduling and improved job management, to enhance specialty nurses’ work engagement.

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“…Finally, regarding the consequences of HWI, prior literature has examined individual consequences such as effects on health (both physical and mental) ( Kato and Yamazaki, 2009 ; Carlson et al, 2011 ; Milner et al, 2017 ; Pien et al, 2021 ; Lange and Kayser, 2022 ; Milicev et al, 2023 ), work–family conflict ( Cinamon and Rich, 2010 ; Lee et al, 2021 ; Eason et al, 2022 ; Ratnaningsih et al, 2023 ; Tang et al, 2023 ), burnout ( Houkes et al, 2008 ; Dishon-Berkovits, 2014 ; Beauregard et al, 2018 ; Pujol-Cols, 2021 ; De Beer et al, 2023 ; Russo et al, 2023 ), stress ( Demerouti et al, 2005 ; Choi, 2008 ; Bowen et al, 2014 ; Nohe et al, 2015 ; Oshio et al, 2017 ; Olsen et al, 2023 ), intention to leave ( Dåderman and Basinska, 2016 ; Minamizono et al, 2019 ; Rajendran et al, 2020 ; Jolly et al, 2022 ), job and family satisfaction ( Demerouti et al, 2005 ; Bakker et al, 2009 ; Hakanen et al, 2011 ; Syrek et al, 2022 ), and well-being ( Hughes and Parkes, 2007 ; Shimazu et al, 2011 ; Eek and Axmon, 2013 ; El-Kot et al, 2019 ), among others. Job performance ( Shimazu et al, 2012 ; Falco et al, 2013 ; Shimazu et al, 2015 ), affective or aggressive behaviors ( Tricahyadinata et al, 2020 ) and organizational citizenship behaviors ( Choi, 2013 ; Singh and Banerji, 2022 ; Dеу, 2023 ; Mer et al, 2023 ) are identified as HWI situational outcomes.…”

Section: Introductionmentioning

confidence: 99%

Incorporating gendered analysis and flexibility in heavy work investment studies: a systematic literature review

Escudero-Guirado,

Fernández-Rodríguez,

Nájera-Sánchez

2024

Front. Psychol.

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IntroductionSignificant impacts of heavy work investment on employee well-being and organizational performance have prompted its increasing importance as a research topic. The findings about good or evil of these repercussions are nonetheless inconclusive. The intersection of Heavy Work Investment construct with gender has not been explicitly addressed by previous literature review and research. Besides, the relevance of flexibility for women, as one of the key factors for successful work-family balance management, still remains to be analyzed.MethodsA literature review on Heavy Work Investment was conducted using the SPAR-4-SLR protocol, wherein 83 articles were selected from a pool of 208 previously identified works. Bibliometric and content analysis techniques were employed, including co-word analysis, to evaluate research production, impact, and trends in the gender perspective within Heavy Work Investment.ResultsAs a result, a strategic diagram illustrates thematic topics, providing a clear understanding of the field’s structure and evolution. Six thematic groups were identified, around work-family conflict as the central theme.DiscussionThe explicit consideration of a gender perspective in literature involves nuanced differences regarding the conclusions of studies with a broader focus. First, the emerging prominence of studies on China and Japan becomes clear with gender as the specific focus of the review, aiming to clarify the experiences women face in more traditional societies with a more decisive division of roles. Second, there is a shift in interest regarding the analysis of Job Demands and Job Resources. Despite the apparent decline in interest in the former, the focus in gender literature clearly shifts toward the side of Job Resources, showing potential for the future. It could be understood that in a context of talent war and employee retention efforts, priority is given to better understanding of facilitating individual and organizational factors for work-life balance, especially for women. Future research areas are identified, including gender differences in organizational support and the impact of flexible work on the work-life balance, providing valuable insights for academia, practitioners, and organizations. The need for more comprehensive cross-cultural and gender research is also made clear.

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Unleashing the Antecedents and Consequences of Work Engagement in NGOs through the Lens of JD-R Model: Empirical Evidence from India

Cited by 9 publications

References 59 publications

Frontiers of public service motivation research in Canada: A scoping review

Frontiers of public service motivation research in Canada: A scoping review

Heterogeneity of work engagement and its relationship with job crafting among Chinese specialty nurses: a cross-sectional study using latent profile analysis

Incorporating gendered analysis and flexibility in heavy work investment studies: a systematic literature review

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