Examining the gender influence on employees’ work engagement within a South African University

Mulaudzi, Maelekanyo Christopher; Takawira, Ndayiziveyi

doi:10.22495/rgcv5i2c1art5

Cited by 11 publications

(9 citation statements)

References 45 publications

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“…Additionally, those nurses who worked in the socio-healthcare position showed a high level of work engagement than in other positions. In comparing the findings with earlier studies, Tshilongamulenzhe and Takawira (2015) explained no significant differences between gender and work engagement. Additionally, Ntsoane (2017) reported that gender and age do not have any significant relation or difference with work engagement.…”

Section: Discussionsupporting

confidence: 45%

Mediation Role of Perceived Organizational Support on Nurses’ Work Engagement and Leadership Styles

Mehrad

Castro

Olmedo³

et al. 2022

Nurs. Med. J. Nursing

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Background: Nurses’ work engagement is essential both for the quality of the service provided and occupational health. However, there is a lack of adequate information about nurses’ engagement in healthcare organizations that are affected by various factors in the context of Health Psychology.Purpose: This study was aimed at investigating the association between leadership styles of supervisors and work engagement, and elucidating the role of organizational support in this relationship.Methods: A cross-sectional study was conducted on 85 nurses from the health organizations in Catalonia, Spain, recruited via a snowball procedure. Leadership styles and Three Outcome Scales (TOS) were evaluated through the Multifactorial Leadership Questionnaire (MLQ) as independent variables. POS as an Organizational Support Test assessed a mediating variable (POS), and work engagement as a dependent variable was evaluated by the Utrecht Job Involvement Scale (UWES).Results: The results displayed differences in work engagement depending on job positions. Besides, the results revealed a positive association between leadership styles and TOS with work engagement, other than laissez-faire. Additionally, POS illustrated a positive association with work engagement (r=0.447, p<0.01). Leadership styles except for laissez-faire and TOS positively affect POS; also, TOS significantly predicted work engagement (β=0.581, t(78)=2.196, p<.05). Furthermore, results confirmed that POS mediates the relationship between leadership styles and TOS with work engagement (z=-3.490; z=3.117; z=3.521; z=3.791, p=0.000).Conclusion: Transformational and transactional leadership are two main styles significantly affecting nurses’ engagement with their work, while laissez-faire decreases nurses’ work engagement; therefore, supervisors and leaders of healthcare organizations should consider it. Consequently, nurses with a high POS show superior engagement levels at work. The research sheds new light on health psychology and the clinical area, particularly in nurses’ work engagement.

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Section: Discussionsupporting

confidence: 45%

Mediation Role of Perceived Organizational Support on Nurses’ Work Engagement and Leadership Styles

Mehrad

Castro

Olmedo³

et al. 2022

Nurs. Med. J. Nursing

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“…This finding aligns with related studies in the field that found no significant difference in engagement between males and females. 45,46 However, this finding could also be attributed to the fact that a majority of the respondents were women (90%).…”

Section: Discussionmentioning

confidence: 99%

Profession as a major drive of work engagement and its effects on job performance among healthcare employees in Greece: A comparative analysis among doctors, nurses and administrative staff

Bakertzis

Myloni

2020

Health Serv Manage Res

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Objectives The current research explores how employees’ work engagement in the Greek healthcare sector influences their job performance level in each profession. A secondary objective is to examine the correlation between work engagement and demographics. Method In order to achieve these objectives, a questionnaire containing Likert 5 point-scale questions was used to collect data from 269 participants. Our sample, drawn from the healthcare sector, consisted of 85 doctors, 139 nurses, and 45 administrative staff. Regression analysis was used to investigate the relationship between work engagement and job performance among the different professional groups. Results Our findings showed that a strong correlation exists between work engagement and job performance among doctors, but this relationship is weak among administrative staff and nurses. Additionally, though doctors scored higher on engagement and lower on job performance as compared to administrative staff and nurses, a reverse trend was found among the last two employee categories. Engagement levels were also found to increase with age, though not necessarily with experience. Conclusions The most important conclusion is that although work engagement levels significantly affect employee job performance as hypothesised, the relationship is much stronger among doctors than among nurses or administrative staff. This implies profession has a major role in driving work engagement and, thereby, performance. Furthermore, age seems to be significantly linked to the level of work engagement, indicating that more mature employees are more likely to be engaged with their work as compared to less mature ones.

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“…Firstly, there was limited literature measuring the statistically significant differences of HRM practitioners attending a professional body convention. Therefore, in address the aim of the study, the researchers relied on studies that measured biographical differences (Brienza & Bobocel, 2017;Choi, Lee & Lee, 2014;Rainayee & Zaffar, 2013;Sharma, 2015;Tshilongamulenzhe & Takawira, 2015;Voloshin, 2017;Vorina et al, 2017), other groups, such as dysphonic and non-dysphonic (McMakin et al, 2009), and supervisors and non-supervisors (Wilson, 2009). Secondly, the sample sizes were very small, data were collected using the non-probability sampling technique, and the researchers did not collect data from HRM practitioners attending other professional bodies' conventions in South Africa.…”

Section: Discussionmentioning

confidence: 99%

“…A recent study conducted by Vorina, Simonic and Vlasova (2017), found that there is no difference between gender and employee engagement. Similarly, Tshilongamulenzhe and Takawira (2015) found that male and female employees demonstrated almost equal levels of engagement to their work.…”

Section: Job-related Wellbeingmentioning

confidence: 90%

Happiness Index for Human Resource Management Practitioners Associated with the Professional Body

Maleka

Swarts

Mmako

2018

JEBS

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The study explored the perceptions of human resource management (HRM) practitioners in South Africa, using the following happiness dimensions: positive emotions, job-related wellbeing, affective commitment, employee engagement and distributive justice. The research approach was quantitative, and the research design was descriptive and longitudinal (i.e. over a two-year period). The convenience sampling technique was used to select participants. In 2016, the sample size was 204, and in 2017, the sample size was 76. The data were collected at the conventions hosted by the Institute of People Management (IPM). The major findings were that the majority of the participants were females, were employed on a full-time basis, had degrees, earned R40 000 and above, and were not unionized. Participants rated the positive emotions negatively, suggesting that they were disaffected with their remuneration, and they rated the job-related wellbeing, affective commitment, employee engagement and distributive justice items positively. The implication of this study for policymakers is that they must review their remuneration policy and practices. The implication for managers is that they might struggle to keep HRM practitioners effective, motivated, and having cordial relationships.

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Examining the gender influence on employees’ work engagement within a South African University

Cited by 11 publications

References 45 publications

Mediation Role of Perceived Organizational Support on Nurses’ Work Engagement and Leadership Styles

Mediation Role of Perceived Organizational Support on Nurses’ Work Engagement and Leadership Styles

Profession as a major drive of work engagement and its effects on job performance among healthcare employees in Greece: A comparative analysis among doctors, nurses and administrative staff

Happiness Index for Human Resource Management Practitioners Associated with the Professional Body

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