Examining the Role of Job Resources on Work Engagement in the Academic Setting

Alzyoud, Adel Ali Yassin; Othman, Siti Zubaidah; Isa, Mohd Faizal Mohd

doi:10.5539/ass.v11n3p103

Cited by 31 publications

(39 citation statements)

References 42 publications

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“…Alternatively, these findings may suggest that other personal (e.g., personality) or job resources factors should be considered when aiming to predict work engagement among police recruits undergoing academy settings. In agreement with this assumption, previous research in an educational context (e.g., Alzyoud, Othman, & Mohad Isa, ) found support that job resources are strong predictors of engagement levels. Similarly, emerging evidence (Akhtar, Boustani, Tsivrikos, & Chamorro‐Premuzic, ) in the work context supports the link between personality and work engagement.…”

Section: Discussionsupporting

confidence: 72%

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Transitioning from recruit to officer: An investigation of how stress appraisal and coping influence work engagement

Rodrigues

Sinval

Queirós

et al. 2019

Int J Selection Assessment

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This study investigated stress, coping, and work engagement among Portuguese police officers while undergoing academy training and then 1 year later, when on duty. It was hypothesized that stress appraisal and coping preferences predicted engagement. Additionally, in order to test a full cross‐lagged prediction model, it was hypothesized that stress, coping, and engagement in recruits predicted these variables later when working as police officers. Structural equation modeling was used to test the research hypotheses. Results suggest that coping and stress appraisals do not seem to be strong predictors of work engagement among recruits and police officers on duty. With the exception of self‐blame, that seems to be a strong predictor of work engagement among police officers on duty. These results highlight the need to investigate other potential variables such as working conditions that may better explain work engagement. Considering the positive influence of engagement on health, wellbeing, and performance of police recruits and officers future applied and theoretical implications are discussed.

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Section: Discussionsupporting

confidence: 72%

“…research in an educational context (e.g., Alzyoud, Othman, & Mohad Isa, 2015) found support that job resources are strong predictors of engagement levels. Similarly, emerging evidence (Akhtar, Boustani, Tsivrikos, & Chamorro-Premuzic, 2015) in the work context supports the link between personality and work engagement.…”

Section: Ta B L E 1 (Continued)mentioning

confidence: 97%

Transitioning from recruit to officer: An investigation of how stress appraisal and coping influence work engagement

Rodrigues

Sinval

Queirós

et al. 2019

Int J Selection Assessment

View full text Add to dashboard Cite

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“…A supportive work environment (especially from superior and collegue),performance feedback, and work autonomy enables employees to feel meaningful and enthusiastic, increases their levels of concentration and effort, thus, resulting in more (Alzyoud, Othman, & Isa, 2015;Coetzer & Rothmann, 2007;Farndale & Murrer, 2015).…”

Section: Discussionmentioning

confidence: 99%

Millennials: Do They Need a Hero to Make Their Workplace More Welcoming?

Rachmawati

Mustika

Sjabadhyni

2018

psidim

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This research sought to examine the influence of psychological capital on the relationship between job resources and work engagement on the millennial generation. By surveying 322 employees working in various types of organizations (government agencies, state-owned and private) in several major cities in Indonesia using mediation analysis to evaluate the hypothesis,this study reveals that psychological capital partially mediates the relationship between job resources and work engagement. The limitations faced during this study regard the method and research design used; hence, future studies may anticipate these issues. The findings further strengthen the significance of psychological capital on stimulating the level of millennials’ work engagement. In addition, job resources must not be neglected, since it also influences work engagement.

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“…Moreover, JR could reduce the negative impact of JD on stress and burnout. For example, social support or autonomy [38,39] could moderate the impact of JD on job stress and burnout, while meaningfulness of work [40], autonomy [41,42] or social support [40,[42][43][44][45] could protect the ability to work, buffer strain or sustain work engagement.…”

Section: The Job Demands-resources Model Burnout and Work Engagementmentioning

confidence: 99%

The Unbearable Lightness of the Academic Work: The Positive and Negative Sides of Heavy Work Investment in a Sample of Italian University Professors and Researchers

et al. 2019

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Universities perform very demanding tasks within a workplace characterized by a critical psychosocial environment. Against this backdrop, the aim of this study is to extend the current literature on the job sustainability of faculty professors, examine the associations of certain job resources (meaningfulness of work, reward) and job demands (work overload, conflict among colleagues) with workaholism, burnout, engagement. A self-report questionnaire was administered within a public higher education institution in Italy to a sample constituted by 291 professors. The results of path analysis show that meaningfulness of work and reward positively correlate with work engagement, work satisfaction, and psychological wellbeing and ward off emotional exhaustion and intention to leave. Work overload correlates positively with workaholism, work-family conflict and intention to leave and negatively with job satisfaction. Finally, workaholism correlates with work engagement and mediates the relationship between work overload and work-family conflict, emotional exhaustion, and psychological discomfort. The study highlights that to support the work of academic workers and build healthy and sustainable universities, it is necessary to promote job resources and control job demands. Moreover, the study highlights that work engagement and workaholism can be respectively considered as the positive and negative sides of heavy work investment.

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Examining the Role of Job Resources on Work Engagement in the Academic Setting

Cited by 31 publications

References 42 publications

Transitioning from recruit to officer: An investigation of how stress appraisal and coping influence work engagement

Transitioning from recruit to officer: An investigation of how stress appraisal and coping influence work engagement

Millennials: Do They Need a Hero to Make Their Workplace More Welcoming?

The Unbearable Lightness of the Academic Work: The Positive and Negative Sides of Heavy Work Investment in a Sample of Italian University Professors and Researchers

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