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1 – 10 of over 2000Alyssa Birnbaum and M. Gloria González-Morales
There are often relational interactions in teams that lead to and drive the spread of work engagement. Despite the potential social impacts on work engagement, such as coworker…
Abstract
There are often relational interactions in teams that lead to and drive the spread of work engagement. Despite the potential social impacts on work engagement, such as coworker support and organizational citizenship behaviors within teams, they have rarely been studied from a social perspective using social network analysis (SNA). This review draws on the crossover model and conservation of resources theory to suggest that the effects of social diffusion and the exchange of resources can impact Well-Being, specifically work engagement, in teams and that SNA can help measure those social interactions. Linking several network concepts – closeness centrality, density, degree centrality, and tie strength – to work engagement propositions related to the spread of work engagement as well as the number and quality of network ties, this review elucidates the potential for integrating SNA methodology to the field of Well-Being for teams.
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Elizabeth Bell, Gabriela Fernández Castillo, Maha Khalid, Gabrielle Rufrano, Allison M. Traylor and Eduardo Salas
Across many high-stakes contexts, teams influence their members’ physical and psychological Well-Being. For example, teams can provide social support and backup behaviors to…
Abstract
Across many high-stakes contexts, teams influence their members’ physical and psychological Well-Being. For example, teams can provide social support and backup behaviors to reduce demands on team members. On the contrary, teams engaged in conflict or other deleterious processes can serve as a source of stress for their members. Despite these potential impacts, existing research primarily focuses on the impact of teamwork on team-level, rather than individual-level outcomes. This chapter argues that teams play an important role in members’ Well-Being, synthesizing existing research on the topic and focusing on synthesizing research that suggests teams play an important and overlooked role in members’ Well-Being, and providing recommendations for future research in this domain.
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Research on the impact of the engagement of online medical teams (OMTs) on patient evaluation, for example, satisfaction, remains insufficient. This study attempts to recognize…
Abstract
Purpose
Research on the impact of the engagement of online medical teams (OMTs) on patient evaluation, for example, satisfaction, remains insufficient. This study attempts to recognize the underlying mechanism of how OMTs’ engagement influences patient satisfaction by adopting social support as the mediator. This study also scrutinizes the moderating effects of the transactive memory system (TMS) on the link between OMTs’ engagement and social support.
Design/methodology/approach
We utilized a linear model that had fixed effects controlled at the team level for analysis. A bootstrapping approach using 5,000 samples was employed to test the mediation effect.
Findings
Our results reveal that OMTs’ engagement improves informational and emotional support, thereby promoting patient satisfaction. Specialization and credibility strengthen the impact of OMTs’ engagement on informational and emotional support. Simultaneously, coordination has an insignificant influence on the link between OMTs’ engagement and social support.
Originality/value
This study contributes to the literature on OMTs, social support, and TMS, providing insights into patients’ perceptions of OMTs’ engagement during online team consultation. This study also generates several implications for the practice of online health communities and OMTs.
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Sylwiusz Retowski, Dorota Godlewska-Werner and Rolf van Dick
The study aimed to test the validity and reliability of the Polish version of the identity leadership inventory (ILI) proposed by Steffens, Haslam, Reicher et al. (2014) and to…
Abstract
Purpose
The study aimed to test the validity and reliability of the Polish version of the identity leadership inventory (ILI) proposed by Steffens, Haslam, Reicher et al. (2014) and to confirm the relationship between identity leadership and various job-related outcomes (i.e., trust in leaders, job satisfaction, work engagement and turnover intentions) among employees from Poland-based organizations. Identity leadership appears to be a universal construct (van Dick, Ciampa, & Liang, 2018) but no one has studied it in Poland so far.
Design/methodology/approach
The sample consisted of 1078 employees collected in two independent subsamples from different organizations located in Northern and Central Poland. We evaluated the ILI’s factorial structure using confirmatory factor analysis.
Findings
The results confirm that the 15-item Polish version of the ILI has a four-dimensional structure with factors representing prototypicality, advancement, entrepreneurship and impresarioship. It showed satisfactory reliability. The identity leadership inventory-short form (four items) also showed a good fit with the data. As expected, the relationships between identity leadership and important work-related outcomes (general level of job satisfaction, work engagement, trust toward the leader and turnover intentions) were also significant.
Originality/value
Despite the cultural specifics of Polish organizations, the research results were generally very similar to those in other countries, confirming the universality of the ILI as shown in the Global Identity Leadership Development project (GILD, see van Dick, Ciampa, & Liang, 2018; van Dick et al., 2021).
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Kleanthis Konstantinos Katsaros
By drawing on the reciprocity norm and the employee engagement theory, the aim of this study is to investigate the influence of workplace characteristics (e.g. individual, job…
Abstract
Purpose
By drawing on the reciprocity norm and the employee engagement theory, the aim of this study is to investigate the influence of workplace characteristics (e.g. individual, job, group and organizational levels) on remote employee work performance (i.e. task, adaptive and proactive) and to examine the potential role of work engagement.
Design/methodology/approach
Data were collected through a phased investigation in a branch of a multinational telecommunication company located in Greece. The research was carried out from September 2022 to December 2022. Firstly, 364 exclusively remote employees completed questionnaires examining work-related characteristics (i.e. change self-efficacy, work autonomy and perceived organizational support (POS)) as well as their work engagement. Consequently, their supervisors evaluated their work performance. The research model was tested with the use of structural equation modeling (SEM).
Findings
The research findings suggest that change self-efficacy, work autonomy, support from supervisors and organizational support positively influence employee work engagement as well as that work engagement mediates the relationship among change self-efficacy, support from supervisors, organizational support and employee work performance (i.e. task and adaptive). Theoretical and practical implications of these findings are discussed.
Practical implications
The results indicate that if organizations manage to influence positively their employees’ work engagement by providing them with the necessary conditions and support (i.e. individual, group and organizational levels), they may increase their work performance in changing and complex times.
Originality/value
The research findings provide new insights into how workplace characteristics and work engagement may influence employee performance during turbulent times. The originality of this study lies in the finding that employees’ work engagement mediates the relationship among change self-efficacy, support from supervisors, organizational support and employee work performance (i.e. task and adaptive). Further, the study refers to exclusively remote employees, and it was conducted in the meta coronavirus 2019 (COVID-19) era.
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Bogdan Oprea, Daniela Ionescu-Avram, Iuliana Armas and Eugen Avram
Investigating the role of leadership during the COVID-19 pandemic in maintaining the well-being and performance of the medical personnel, as frontline workers, is of major…
Abstract
Purpose
Investigating the role of leadership during the COVID-19 pandemic in maintaining the well-being and performance of the medical personnel, as frontline workers, is of major importance. The aim of this study was to investigate the relationships between engaging leadership in health care during COVID-19 pandemic and followers’ work engagement and performance and to test the mediating role of followers’ basic psychological need satisfaction in these relationships.
Design/methodology/approach
A cross-sectional study was conducted on a sample consisting of 200 health-care employees. Data were collected starting with May 2020 and ending with November 2020, during the COVID-19 pandemic. Participants reported on the engaging leadership of their direct supervisor and on their own psychological need satisfaction, work meaningfulness, work engagement and quality of care.
Findings
The positive association between engaging leadership and followers’ work engagement was fully mediated by followers’ basic needs satisfaction. The relationship between engaging leadership and followers’ quality of patient care was not supported. Work meaningfulness did not mediate the link between engaging leadership and followers’ engagement.
Practical implications
By meeting followers’ needs for autonomy, competence and relatedness, engaging leaders can stimulate followers’ work engagement during outbreaks and other similar crises. Managers in health care may maintain a high level of followers’ work engagement during crises if they adopt an engaging leadership style.
Originality/value
The study investigated for the first time the role of meeting the psychological needs of health-care workers by leaders during a health-care crisis.
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Wasim Get, Bogdan Oprea and Amalia Miulescu
The present study examines the incremental validity of engaging leadership in predicting five fundamental organizational outcomes (followers’ organizational commitment, work…
Abstract
Purpose
The present study examines the incremental validity of engaging leadership in predicting five fundamental organizational outcomes (followers’ organizational commitment, work engagement, task performance, organizational citizenship behaviour and counterproductive work behaviour) over transformational leadership.
Design/methodology/approach
The study is cross-sectional in nature and a survey questionnaire was used for data collection. Data were collected from 402 workers in different fields. Hierarchical multiple regression was used in order to determine the incremental validity of engaging leadership.
Findings
Our results indicated that engaging leadership contributes additional variance over and above transformational leadership in predicting the five organizational outcomes.
Practical implications
The results of the study suggest that combining engaging leadership interventions with transformational leadership interventions may lead to better results.
Originality/value
The present study supports the empirical distinction of engaging leadership from transformational leadership, addressing possible concerns regarding construct redundancy.
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Hassan Hessari, Fatemeh Daneshmandi, Peter Busch and Stephen Smith
In the evolving digital work landscape, where cyberloafing has become a notable challenge, this study aims to investigate the mechanisms through which organizations can…
Abstract
Purpose
In the evolving digital work landscape, where cyberloafing has become a notable challenge, this study aims to investigate the mechanisms through which organizations can effectively reduce such behaviors. Specifically, the research explores the role of employee adaptability in mitigating cyberloafing, taking into account the influences of temporal leadership, teamwork attitudes, and competitive work environments.
Design/methodology/approach
Utilizing the broaden-and-build theory and the job demands-resources (JD-R) model, we analyzed data from 245 employees through structural equation modeling (SEM) to investigate how various factors influence cyberloafing.
Findings
The results indicate that employee adaptability significantly mitigates cyberloafing and serves as a mediating factor between temporal leadership, teamwork attitudes, and the impact of competitive work environments on cyberloafing. Temporal leadership and teamwork attitudes positively correlate with increased adaptability, thereby reducing cyberloafing. Conversely, competitive work environments, while slightly enhancing adaptability, substantially increase cyberloafing.
Originality/value
The study contributes new insights into the dynamics of cyberloafing, emphasizing the critical roles of adaptability, teamwork attitudes, and temporal leadership in reducing such behaviors. It underscores the need for organizations to foster a supportive culture that minimizes competitive pressures and promotes teamwork and leadership strategies conducive to high productivity and minimal cyberloafing. This research offers practical implications for designing workplace strategies aimed at boosting productivity and curbing undesirable online behaviors during work hours.
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Mohammad Faraz Naim, Nazia Shehzad, Moza Tahnoon Al Nahyan, Fauzia Jabeen and Antonio Usai
This study aims to test the relationship between knowledge sharing and employee engagement. In particular, the mediating and moderating roles of competency development and social…
Abstract
Purpose
This study aims to test the relationship between knowledge sharing and employee engagement. In particular, the mediating and moderating roles of competency development and social climate, respectively, are also the focus of this research.
Design/methodology/approach
Of self-completed questionnaires collected from luxury hotels in India, 507 are usable for data analysis. The structural equation modelling (SEM) was used to examine the proposed hypotheses.
Findings
The structural equation modeling–based results illustrate a positive significant association between knowledge sharing and employee engagement. Also, there is a significant support to establish the mediating effect of competency development and the moderating effect of social climate on this relationship. The expansion of competencies of employees achieved through knowledge sharing leads to higher engagement.
Research limitations/implications
This work is carried out in Indian hospitality sector and may not be generalizable to other cultural settings.
Practical implications
This study’s results add to the knowledge sharing scholarship by envisaging a possible association with an employee attitudinal outcome, i.e. employee engagement.
Originality/value
To the best of the authors’ knowledge, this is one of the first studies to unravel the social processes through which knowledge sharing enhances competency development, and subsequently employee engagement, mainly through the influence of social climate.
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Wan Nurulasiah Wan Mustapa, Farah Lina Azizan, Chern Ang Wei and Emeela Wae-esor
In modern healthcare environments, collective leadership within nursing teams serves as a fundamental pillar for providing high-quality patient care. The purpose of this study is…
Abstract
Purpose
In modern healthcare environments, collective leadership within nursing teams serves as a fundamental pillar for providing high-quality patient care. The purpose of this study is to identify the factors to improve the collective leadership among the healthcare practitioners.
Design/methodology/approach
Using data collected through an online survey of 417 registered nurses in 12 general hospital in Malaysia, the study uses partial least squares structural equation modeling to test the proposed hypotheses.
Findings
The result indicate that the collective leadership is directly driven by team shared vision, team commitment and team collaboration. Finding also shows that team shared vision, team commitment and team collaboration has a positive and significant impact on collective leadership. Finally, this study also revealed that, the team collaboration is the most significance factor that affecting the collective leadership among nurses.
Originality/value
This work contributes to a better understanding on collective leadership, ultimately improving team effectiveness and patient care outcomes.
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