Work Engagement of Older Employees: do Employee and Work-Related Factors Matter?

Korsakienė, Renata; Raišienė, Agota Giedrė

doi:10.14254/2071-789x.2017/10-4/12

Cited by 16 publications

(16 citation statements)

References 25 publications

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“…On the other hand, life-long learning becomes compulsory because of so called half-life of knowledge, i.e. the time in which much of usable knowledge is reduced and shortened enormously (Jankelova et al, 2017;Korsakienė et al, 2017). Life-long learning is therefore becoming an inseparable part of the life of both employees and organisations (Vázquez et al, 2013;Hitka et al, 2017, Jankelová et al 2017 as the ability to learn quicker than competitors is the only really effective competitive advantage in the modern world (Aggestam, 2006).…”

Section: Introductionmentioning

confidence: 99%

Change in approach to employee development in organizations on a regional scale

Stacho¹,

Stachová²,

Raišienė³

2019

Journal of International Studies

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Human capital is frequently viewed as the only resource that can be constantly developed, and it can be denoted as key in the long term in efforts to increase the level of organisations. This paper aims at analysing the present state of focus of Slovak organisations on systematic education, on comprehensive targeting of education on all employees, as well as on the assessment of effectiveness in education in the context of a relationship to the region in which such organisations operate. Several partial objectives, such as a questionnaire survey conducted in Slovak organisations between 2013-2017, were fulfilled in order to accomplish this objective. Statistical hypothesis testing aimed at specifying the relationship between the region of operation of the given organisation and the execution of activities related to systematic education of employees in it, the focus of the organisation on education of all employees, and the assessment of effectiveness in the education provided by them, confirmed a link between the analysed variables. Positive changes in the selected attributes in time were evaluated by the fixed-base index.

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Section: Introductionmentioning

confidence: 99%

Change in approach to employee development in organizations on a regional scale

Stacho¹,

Stachová²,

Raišienė³

2019

Journal of International Studies

Self Cite

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“…This implies the importance of these factors and educators and researchers should pay attention to AV and PT when explaining EE. EE is also necessary for explaining the phenomenon of IWB since EE is a psychological perception which manifests as dedication and work integration of employees [31,[91][92][93][94]. When they possess work engagement, employees are ready to create innovative ways of working to make their jobs more effective.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

Effect of Attainment Value and Positive Thinking as Moderators of Employee Engagement and Innovative Work Behaviour

Pukkeeree

Na-Nan

Wongsuwan

2020

Journal of Open Innovation: Technology, Market, and Complexity

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Influences of attainment value and positive thinking were assessed as moderators of employee engagement and innovative work behaviour. A cross-sectional design was utilised with questionnaires submitted to 348 human resource officers to test the proposed relationships. SPSS 21 and PROCESS macro 3.1 were used for statistical analysis. Results revealed that positive thinking effectively moderated attainment value and employee engagement with regard to innovative work behaviour with statistical significance. Results can be utilised by managers and human resource departments to promote and support innovative work behaviour. Moreover, employees should be encouraged and motivated to perceive attainment value through positive thinking. Findings contribute to the literature on employee engagement and innovative work behaviour by highlighting that attainment value and positive thinking act as moderators that promote employee engagement and innovative work behaviour.

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“…Nowadays, the population's aging requires more emphasis on older employees and developing specific measures to increase their work engagement. The effect of the ageing of employees on their work engagement depends heavily on the individual workplace and specific work, which the employee performs within an organization (Korsakienė et al, 2017).…”

Section: Programs For the Stimulation Of An Active And Healthy Lifestyle Of Older Employeesmentioning

confidence: 99%

Creating a healthy working environment for older employees as part of social responsibility

Rožman

Treven

Mulej

et al. 2019

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Purpose The purpose of this paper is to present the importance of a healthy working environment and approaches to establish a healthy working environment of older employees and their impact on work engagement of older employees. The working environment that is not suitable and adapted for older employees presents a big challenge for Slovenian and other companies in which the work force is getting older. Hence, this paper develops a model of a healthy working environment for older employees, in which they could feel well because of its positive affect on their health. Design/methodology/approach The research method in this paper was the descriptive-correlative type. After a systematic review of literature, which relates to this topic, the authors used the compilation method. In addition to descriptive statistics, factor analysis and regression analysis were used in this paper. Findings Considering the demographic changes and active ageing in the workplace, age diversity of employees has to become a part of the general strategy of a company to ensure equality and diversity. Adequate working conditions, which should exist in every company, contribute to the improvement of healthy working environment for older employees and their work-engagement. This paper presents that approaches to establish a healthy working environment of older employees have a positive impact on work-engagement of older employees. Practical implications The stated findings will help companies to better understand and manage their older employees and the importance of establishing a healthy working environment for older employees with which the work-engagement of older employees can be improved. Socially responsible behavior benefits all in this way, too. Originality/value This paper is based on forming a research model for creating a healthy working environment for older employees as a part of social responsibility. The main objective of this paper is to examine the impact of establishment of a healthy working environment for older employees on the work engagement of older employees in Slovenia.

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Work Engagement of Older Employees: do Employee and Work-Related Factors Matter?

Cited by 16 publications

References 25 publications

Change in approach to employee development in organizations on a regional scale

Change in approach to employee development in organizations on a regional scale

Effect of Attainment Value and Positive Thinking as Moderators of Employee Engagement and Innovative Work Behaviour

Creating a healthy working environment for older employees as part of social responsibility

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