جستجوی مقالات مرتبط با کلیدواژه « Job Engagement » در نشریات گروه « مدیریت »

Given the dynamics of the current century's environment, service organizations, including educational institutions, require creative behavior from their employees. Considering the importance of employee creative behavior, researchers have examined individual and contextual factors and barriers that either facilitate or hinder such behavior. Studies have shown that the level of employee creativity decreases under adverse conditions. Thus, the present study focuses on one of the barriers to creative behavior, namely, workplace ostracism. Workplace ostracism can be a stressor that depletes individual resources, thereby seriously hindering employee progress and thriving. Additionally, ostracism in the workplace is a factor that diminishes employees' enthusiasm for their work, indicating a lack of job engagement, which negatively impacts their creative behaviors. However, the severity of the negative effects of ostracism may vary depending on individual differences, such as organizational-based self-esteem. Therefore, this study aimed to investigate the impact of workplace ostracism on employee creative behavior, emphasizing the role of thriving, work engagement, and organizational-based self-esteem at Shiraz University of Medical Sciences.

Design/ methodology/ approach: 

 This research is applied in nature and employs a descriptive-survey methodology for data collection. The study population consisted of all administrative staff at Shiraz University of Medical Sciences (400 individuals), from which 196 were selected through simple random sampling. The data collection tools used in this study were standardized questionnaires, including the Workplace Ostracism Scale by Ferris et al., the Work Engagement Scale by Schaufeli and Bakker, the Workplace thriving Scale by Imran et al., the Employee Creative Behavior Scale by Yasini, and the Organizational-Based Self-Esteem Scale by Pierce et al. The validity of the questionnaires was confirmed by a panel of experts, and the reliability of the measurement tools was assessed using Cronbach's alpha coefficient and composite reliability. Structural equation modeling was the analytical technique used in this study.

 The findings from the research revealed that workplace ostracism has a significant negative relationship with work engagement and workplace thriving. Additionally, the relationship between work engagement and workplace thriving, as well as between work engagement and employees' creative behavior, was confirmed. The relationship between workplace thriving and employees' creative behavior was also validated. Moreover, workplace thriving and work engagement mediate the relationship between workplace ostracism and employees' creative behavior, while work engagement mediates the relationship between workplace ostracism and workplace thriving. Finally, workplace thriving serves as a mediator in the relationship between work engagement and employees' creative behavior.

Limitations & Consequences: 

The inability to generalize the research findings to all populations and the use of questionnaires to measure individuals' attitudes are among the limitations of this study.

Practical Consequences:

 The practical implications of this study, according to self-determination theory, suggest that employees with intrinsic motivation seek learning and progress, which enhances their thriving and creative behavior. By integrating the conservation of resources theory with the social embeddedness model of thriving, it can be argued that workplace ostracism is more detrimental to individuals with high organizational-based self-esteem in terms of their positive self-concept within the organization, posing a significant threat to their sense of thriving. Moreover, the decline in workplace thriving and work engagement due to workplace ostracism has negative consequences for employee creative behavior, as ostracized individuals feel less progress and thriving within the organization. Given the reduction in their vitality and learning, they also display lower levels of creative behavior. However, organizational managers can mitigate the negative effects of workplace ostracism on employee creative behavior by enhancing employees' thriving and work engagement.

Innovation or value of the Article:

 The study presents a model demonstrating the consequences of workplace ostracism.

In today's rapidly evolving digital era, the prevalence of smartphone usage among individuals in various contexts, including both social and professional environments, is witnessing a remarkable increase. This trend is particularly noteworthy in workplace settings, where smartphones have become universal tools offering numerous significant advantages. These benefits range from improved communication and accessibility to vital information to enhanced productivity and collaborative opportunities. However, alongside these advantages, the use of smartphones in professional contexts is also associated with a range of potential drawbacks. These disadvantages can manifest in forms such as distractions, disruptions in work-life balance, and potential breaches of workplace confidentiality. A thorough review of literature focusing on the effects of smartphone use in work environments, particularly in Iran, has identified a notable research gap. Accordingly, this study aims to address this gap by comprehensively describing the effects of smartphone use in the workplace. Additionally, it seeks to propose viable solutions aimed at reducing the excessive use of smartphones in professional settings.

This applied research adopts a positivist philosophy and a comparative approach. It is a descriptive, survey-type study using a unique quantitative method. The research examines the status of variables and their interrelationships, utilizing an online questionnaire for data collection. The study's statistical population included 1700 employees from the First Companion Company, with 313 responding to the online questionnaire. Data analysis was performed using SPSS 27 and Smart PLS 3 software.

The overarching importance of technology in modern life, particularly the role of smartphones, is undeniably significant. The advantages of smartphone use are multifaceted, prominently including their role in facilitating communication and enhancing understanding of work-related tasks. Employees find smartphones indispensable for their daily work interactions and responsibilities. However, the challenge of maintaining a psychological separation from work and phone use is significant. This challenge often leads to a pervasive feeling of constant connection and escalating work pressure, which can adversely affect employees' work-life balance. The resultant anxiety and stress can be substantial, adversely affecting various aspects of work life. This includes detrimental effects on work attitudes, such as job attachment and the onset of job burnout. The findings of this study clearly indicate a positive correlation between the use of smartphones in the workplace and the increase in stress and job burnout. Additionally, the study explores how stress consequent to smartphone use impacts job relationships and contributes to job burnout.

The research findings indicate that the indirect effect of smartphone usage on job attachment, mediated by stress, is negatively significant. Conversely, the impact of smartphone usage on job burnout, with stress as a mediating factor, is observed to be positive. These results suggest that the use of smartphones, considering stress as a mediating variable, can lead to a reduction in job attachment among employees. Conversely, it can also contribute to an increase in job burnout. Lastly, the study concludes that smartphone use in the workplace positively influences job burnout, while its effect on job attachment is not significant.

The aim of this study was to investigate the effect of job entanglement on emotional commitment mediated by job satisfaction and job engagement .

The research method was descriptive-correlational. The data collection tool was a questionnaire, the validity of which was confirmed by content method. The validity of the questionnaire was calculated and confirmed using Cronbach's alpha. Sampling method by counting method and Standard questionnaire was distributed among 338 employees of Payame Noor universities in Hormozgan province and 306 were collected. The data obtained from the questionnaire were analyzed to test the research hypotheses using structural equation modeling with Smart PLS software.

The results of testing the hypotheses showed that job entanglement and job sacrifice dimension had a significant effect on emotional commitment but employee connections and Occupational fit did not have a significant direct effect on emotional commitment. Job satisfaction has a mediating role in the impact of job entanglement and its dimensions on emotional commitment and also the job engagement as a mediating role in the impact of job entanglement and its dimensions on emotional commitment.

Identifying the effects of job entanglement can help to direct the emotional commitments of individuals in the organization.

From an organizational standpoint, job participation is considered a key factor in motivating employees and increasing productivity. From an individual standpoint, job engagement significantly contributes to organizational effectiveness, productivity, and employee morale by fully involving them in their work and creating a meaningful and rewarding experience. The present study investigated the impact of a leader's perfectionism on the work participation of education staff. The statistical population for the current research consists of the administrative staff of the education sector in Parsabad, Moghan. The sample size is estimated to be 92 people using Morgan's table, and the sampling method is simple random sampling. A standard questionnaire was utilized to gather information. The questionnaire's validity was enhanced by seeking advice in the field, and its reliability was confirmed through the use of Cronbach's alpha coefficient and retesting. For data analysis, descriptive statistics were used for categorization, graphs and frequency tables were utilized, and multiple linear regression was employed for inferential statistics in hypothesis analysis. The research findings indicate that the leader's perfectionism affects the work participation of the education staff.

The purpose of this research is to explain the role of political behaviors on organizational citizen behavior through the mediation of job engagement and job satisfaction through structural equation modeling. The research was carried out by descriptive-correlation method and especially based on structural equations. The statistical population of the research is 430 employees of Takta and Simachoob companies affiliated to the IRIB in Tehran, and the sample size is 203 people, which was determined using the Krejcie and Morgan table. Data collection was done using standard questionnaires. Data analysis was done with the help of structural equation modeling (confirmatory path analysis) and Pearson correlation test using SPSS and AMOS statistical software. The findings showed; Political behavior has a significant and negative effect on organizational citizenship behavior and job engagement, job satisfaction and job engagement have a significant and positive effect on organizational citizenship behavior. Political behavior and job engagement have no significant effect on job satisfaction. The effect of political behavior on organizational citizenship behavior through job engagement and job satisfaction is significant. Also, the measurement and fit indices of the model also indicated the desirability of the model. In general, by taking advantage of job engagement and job satisfaction of employees, the negative effect of political behavior on organizational citizenship behavior can be moderated.

Thriving at Work is a psychological state that affects the behaviors of employees and because the formality in the organization provides more transparency for employees, it causes the employees thriving at work; so, the purpose of the current research which is practical in terms of purpose and descriptive-survey in terms of data collection was to examine the effect of formality in organization on thriving at work; emphasizing the role of ethics in the municipality of Neyshabur city. The statistical population of the present study was all employees of the municipality of Neyshabur city, that sample size of 110 people was selected. The data collection tool in this research was standard questionnaire and the analysis method used in this research, structural equation modeling technique.The findings of the research showed that the mediating role of Job engagement and interpersonal justice was confirmed in the relationship between formality and thriving at work. also, the moderating role of ethical leadership in the relationship between formality and interpersonal justice was confirmed, and finally, the centralization variable could not weaken the relationship between Job engagement and thriving at work. Therefore, according to the results of this research, it should be noted that formal structures, in addition to negative aspects (such as less flexibility and innovation), have positive aspects such as increasing employees' Job engagement, interpersonal justice, and thriving at work and managers should use the positive benefits of the formal structure for the benefit of their organization and employees.

Human resources are among the intangible assets of an organization, the result of their attitudes can lead or hinder the organization in achieving its goals. Among these attitudes are job enthusiasm and organizational indifference, which are at opposite ends of the spectrum; In such a way that it is necessary to reach job passion to get away from the forces that create indifference because indifference is considered a destructive attitude. In this regard, the purpose of this research is to investigate the factors affecting job enthusiasm and indifference of employees of Fars Regional Electrical Company. In order to collect data, firstly, 64 common factors affecting job engagement and indifference were identified by metacombination method; Then, by weighting according to the best-worst fuzzy method, the results indicated that the productive attitude and psychological empowerment, job attractions and justice-oriented are the most important factors.Then, he analyzed the relationship with Fuzzy Dematel method and the results indicated that the efficiency of the supervisor, unbalanced job demands, centered justice are influential factors and psychological empowerment, personality dynamics, productive attitude are influential factors. Finally, in order to measure the current situation, 213 staff members of Fars Regional Electric Company were selected from a community of 580 people by simple random method and it was found that job attractions scored the most driving points and justice-oriented with Earning a negative score was identified as an inhibitor of job engagement.

Job engagement is a positive mental situation toward a job that emerges as endowment and melting in work. The aim of this study was to present a model based on factors affecting employees' job in order to improve their performance and productivity in Islamic Azad University(IAU) units of Tehran province.

This research is an exploratory mixed research project. The study population was in the qualitative section of experts of IAU units in Tehran province and 12 subjects were determined by purposeful sampling method. The statistical population of the quantitative section also selected all the official staff of IAU units in Tehran province who had at least a bachelor's degree and 8 years of work experience that 361 people were selected using Cochran formula. Semi-structured interviews and questionnaires were used to collect data.

According to the findings of leadership style with transformational, participatory and ethical leadership components, job stress with workload, role incompetence, role duality and environmental stress, perceived justice with distributive components; Procedural and interactive, organizational climate with components of intimacy, standard, reward, support and responsibility, psychological capital with components of optimism, self-efficacy, courage, hope and resilience, organizational resources with internal and external components, style New components of business administration with knowledge and workplace components, organizational learning with individual, team and organized components, and social interactions with verbal communication and nonverbal communication components are factors affecting employees' job engagement in order to improve their performance and productivity in IAU units of Tehran province.

 Job adaptability is a desirable feature and those who are more in line with their job, are more satisfied with their job, have a positive attitude and show a high commitment to the organization and their colleagues. The present study seeks to determine the role of mediating behavioral innovation and job adaptability: examining the relation of infrastructural capability and engagement with the innovative performance.

Design/Methodology/Approach: 

The present study is practical in terms of the goal and in terms of data collection is descriptive which has been conducted through survey method. The statistical population is all employees of the Ministry of Sports and Youth (N= 890), that according to Krejcie & Morgan table 269 people were selected by random sampling method. The standard questionnaires were used to collect data. The content validity of the questionnaire was confirmed by a panel of experts. The construct validity and the composite reliability of the research instrument were tested by estimating the measurement model and they were satisfying after making necessary corrections. The Structural equation modelling was used to analyze the data.

Research Findings:

 The results of the study showed that infrastructural capabilities have a positive and significant effect on innovative behavior and job adaptability, also job engagement had a positive and significant effect on job adaptability and behavioral innovation. Moreover, innovative behavior and job adaptability had a positive and significant effect on the innovation performance.

Limitations & Consequences: 

The lack of similar research and the lack of appropriate theoretical foundations for the development of hypotheses were the most important limitations.

Practical Consequences:

 Research has been done in the sports industry, which challenges its generalization to other fields to some extent.

Innovation or value of the Article: 

To achieve employee performance improvement by adapting personal characteristics to job characteristics.

The use of social media in workplace has had various effects on the employees’ attitudes and behaviors. Thus, studying the process and consequences of the social media effect is of utmost importance. The purpose of the present study was to investigate the effect of using social media in workplace on job engagement and organizational identification of employees. To this end, the moderating role of organizational social capital was also examined. This descriptive-correlational study was applied in terms of purpose. The statistical population involved the 410 Digikala electronic business experts, out of which 200 participants were selected using simple random sampling. The required data was collected using a questionnaire and was analyzed using partial least squares structural equation modeling. The results of the study showed that the use of social media has positive significant effects on organizational social capital, job engagement, and organizational identification. Moreover, it was revealed that the use of social media in workplace is also effective on job engagement and organizational identification through the moderating role of organizational social capital.

Regardless of studies about participation, theoretical coherence has not been formed and developing an effective theory of participation in public organizations is still a major challenge.This research, by presenting an integrated model of participation, seeks to converge and contribute to managing the affairs of government organizations.This research has been exploratory and descriptive in terms of purpose. At first, 31 people were interveiewed and using qualitative data analysis by MAXQDA software, a visual model was presented.Then the model, evaluated by 250 questionnaires in a public Iranian Company with 545 employees located in Tehran. Reliability of the model confirmed by Cronbach’s alpha (calculated 0.9). As a  result  of  grounded theory process, 1075 concept codes were identified and 13 central categories were obtained. The category of “organizational participation system” selected as a central phenomenon. Its relationship with other categories, explained and an integrated five-part model of  participation presented, which includes: the ultimate cause, actual cause, material cause, formal cause and participation evaluation mechanism.

Today, in addition to having a skilled and capable manpower, organizations need an eager manpower and interested in work. Job engagement in employees has long been regarded by many researchers in behavioral science and attempts to identify its antecedents have been studied. One of these factors is the perception of organizational politics. Although some studies have shown that perceived organizational politics has a negative effect on job engagement, but the potential capacity of the two variables; organizational silence and voice as a mediator can play an important role in this effect. In this regard, the present study was conducted to investigate the effect of Perceived Organizational Politics on job engagement with emphasis on mediating role of organizational silence and voice. This study was conducted on a random sample of 367 employees of Khuzestan Steel Company. The research method is applied in terms of purpose and descriptive-correlation in terms of data collection. Data were collected by standard questionnaires with validity and reliability and analyzed using structural equation modeling with Smart PLS software. The results of testing the research hypotheses showed that perception of organizational politics both directly (with path coefficient of -0.195 and t-statistic, 3.357) and indirectly -with respect to the mediating role of organizational silence and voice- (with path coefficients of 0.025, -0.037 and t-statistic, 0.635, 0.96) has a significant effect on job engagement, respectively. The results of the data analysis showed that increasing the perception of organizational politics leads to increasing organizational silence and reducing organizational voice of employees, and thus affects and weakened their job engagement, and vice versa. In this regard, some approaches and frameworks have been proposed as practical recommendations to explain and prescribe policy-making, and limitations and research suggestions have been presented.

Purpose of study was determine of the Role of Psychological Empowering, Happiness at Workplace and Job Engagement in Productivity of Employees of Isfahan Province Gas Company in Order to Provide Related Pattern.This study was fundamental in terms of purpose type, it was also practical nature and it was structural in case of correlation type.The statistical population of this study was all 1150 Official and contractual employees in this company, that 183 employees were selected by convenience sampling method. The Hersey & Goldsmith’s Questionnaire (1980), Spreitzer’s Psychological Empowerment Questionnaire (1998), Kjerulf’s Happiness Questionnaire (2007) and Utrecht Work Engagement Scale (2001) were used. Data were analyzed by SPSS and PLS. Statistical findings were demonstrated using structural equations that the model was well-fitted, also psychological empowering didn’t have direct effect on productivity, but when job engagement and happiness mediated between these two variables, the effect of psychological empowerment on productivity was significant. As a result, even though employees are empowered, their productivity is not necessarily explained, and the role of motivational variables such as job engagement and happiness at workplace must be taken into account.

Undoubtedly, human resources are the most valuable source of today's organizations because they make organizational decisions, solve problems and give objectivity to productivity. the most important goal of each organization is to achieve predetermined goals and the organization must strive to achieve these goals and for achieving its predetermined goals the management needs to achieve optimal organizational productivity levels.  on the other hand, the higher education system is considered as one of the most complex and large-scale organizations in any country that it has an inseparable linkage with social, cultural and economic development. this study examines the relationship between career progression, career plateauing, affective commitment, job engagement and burnout. these variables affect employees and their performance that may overwhelm the total productivity, but less attention is paid to this subject. this study examines the structural equation modeling of the relationship between above variables among staff of Isfahan university.

 THEORETICAL FRAMEWORK

By establishing appropriate career progression for employees, organizations help not only their success but also the progression of individuals. In fact, career progression involves a series of occupations that a person is pursuing for a career goal. In addition, three types of structural, content and biological plateauing have been reported in theoretical sources. Structural plateauing occurs when people reach the highest organizational level that they are capable. Another kind of plateauing is the content that occasionally occur due to the content of the job, which is generally classified as "low diversity", "tedious" and "boring" content. The third type of plateau is a biological plateauing that will not be satisfied in any of the areas of life. one of the other influential factors in organizations is the level of organizational commitment of the members, which in the 1970s, had a large volume of management studies.  Organizational commitment reduces absenteeism and displacement and improves citizenship behavior, work effort and job performance. Organizational commitment due to its role and effect on performance has been an important part of organizational studies. Theoritical sources suggested that employee commitment is a powerful and effective force in the success of organizations. The degree of job engagement is on the amount of commitment that a person represents in his job or career, and the internalization of individual values to proud of his/her job. Job burnout represents the physical and mental fatigue due to long-term work in extreme mental conditions. job burnout is defined as a lack of energy and vitality. person's burnout indicates a feeling of frustration with doing a job. Various factors affect the intention to turnover, some of which are: lack of appreciation, lack of progression opportunities, but as stated above, the most important cause is job dissatisfaction. one of the consequences of dissatisfaction is the intention and thought to leave the organization. The perception of justice is a polyhedral construction that incorporates three dimensions of distributive, procedural and interactional justice. all three types of justice have an important and independent role in customer satisfaction and intent to re-buy. In this regard, through distributive justice very important predictions is done.

This research is considered as applied research in terms of purpose and descriptive in terms of its nature. According to the data gathered from information and statistics center of Islamic Azad University of Isfahan, the research population consist of 1214 employees. According to the sample size set by Cohen, the sample size was calculated 291 employees and stratified random sampling method was used. Since this research is correlational, the Pearson correlation coefficient is used to determine the relationship between the components of career progression, organizational justice, job engagement, affective commitment, job burnout and Career plateauing, which is a two-variable correlation study. Structural equations modeling is used to determine the relationship between career progression, Career Plateauing, affective commitment, job Engagement and burnout. Research data were analyzed using Liserl 8.5 software and the Statistical Package  of Social Sciences 22.

The results obtained from the data analysis indicated that the Career Plateauing did not have a significant effect on the perception of organizational justice (P-value >0.05). The results of data analysis also showed that the career progression, affective commitment and job burnout have a significant effect on organizational justice perceptions (P value <0.05). It has also been shown that Career Plateauing have no statistical significant effect on the intention to turnover. In the past studies, there is a significant negative relationship between these two variables. On the other hand, the results of this study indicate that there is no significant effect of career progression affective commitment, job engagement and burnout on the intention to turnover.

CONCLUSIONS & SUGGESTIONS

Because of the impact of knowledge, ability and competencies of employees as human capital on their job motivation, managers must plan for job progression through developing the level of their knowledge, skills and competencies. to create affective commitment and enhance the perception of organizational justice, employee participation in decision making, easy access to needed information, use of managerial factors and indicators such as goal setting, motivation and empowerment of human resources may encourage job motivation and effort. in this regard, appropriate use of incentive policies, active efforts to counter organizational intruder motives such as rumors, downsizing, revenue cuts, etc., and create a sense of unity and intimacy among employees through the definition of group activities, parties, sports and recreation competitions and family entertainment in organizational activities can be happen.job engagement of employees can affect by delegating and giving greater responsibility in decisions making, taking into account differences between individuals and supporting more, such as creating appropriate job shifts and working teams, dealing honestly, politely and with respect to employees, can be effective in the perception of Justice and reluctance to turnover. In order to reduce the job burnout of the organization, it is necessary to reform the organizational structure.