Inspired and Effective: The Role of the Ideal Self in Employee Engagement, Well-Being, and Positive Organizational Behaviors

Abstract

This study explores the efficacy of a specific tool – the articulation of the ideal self – in job engagement, psychological well-being, and organizational citizenship behavior. We hypothesized that employees who can visualize their jobs as part of their ideal self – in particular how it helps in its development and realization – would feel higher levels of engagement and fulfillment in their lives, as well as engage in greater amounts of helping and voice OCB. A total of 239 full time employees from five companies in Costa Rica filled out the ideal self questionnaire, the job engagement, and psychological well-being surveys, and were evaluated by their peers on task behavior and helping and voice OCB. Results of the SEM model showed that the ideal self was positively related to job engagement, psychological well-being and helping and voice. These findings contribute to the research on the impact and importance for organizations to help employees find meaningfulness in their work.

A New Concept of Work Engagement Theory in Cognitive Engagement, Emotional Engagement, and Physical Engagement

“… Kahn (1990) also argued that there may be a connection between the WE and performance. In fact, past studies have examined similar connections between WE, OCB, and TP (e.g., Khusanova et al, 2021 ; Martinez et al, 2021 ).…”

Ceza İnfaz Kurumlarındaki Psikologların İyi Oluşları Üzerinde Psikolojik Dayanıklılığın Etkisi

“…Bir kaynak kapasitesi olarak psikolojik dayanıklılık, çalışanların bu tür olumsuzluklardan kurtulmasına yardımcı olabilmektedir. Bununla birlikte, son yıllarda psikolojik dayanıklılık, çalışan gücünü oluşturmaya, yüksek performansı teşvik etmeye ve başarılı bir çalışma ortamı oluşturmaya odaklanan pozitif örgütsel davranışın ana konularından biri haline gelmiştir (Martinez, Rochford, Boyatzis, & Rodriguez-Chaves, 2021). Pozitif örgütsel davranış, "olumlu yönlendirilmiş insan kaynağı gücünün ve psikolojik kapasitesinin incelenmesi ve uygulanması" olarak tanımlanmaktadır (Luthans, 2002).…”

Investigating the effects of high-involvement climate and public service motivation on engagement, performance, and meaningfulness in the public sector

“…de Simone et al, 2016), there is no research extending this out to show that engagement explains the relationship between public service motivation and performance and meaningfulness. We also investigated meaningfulness as an outcome of engagement which is an important contribution as meaningfulness was recently incorporated as a third dimension of subjective well-being at work (Martinez et al, 2021;Monnot, 2016;Monnot and Beehr, 2014). As such, we propose that meaningfulness is an outcome of the self-determination process (e.g.…”