Job engagement and employee-organization relationship among academic librarians in a modified work environment

Albro, Maggie; McElfresh, Jenessa

doi:10.1016/j.acalib.2021.102413

Cited by 16 publications

(13 citation statements)

References 18 publications

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“…Historically, academic libraries have hesitated to introduce remote work practices because they feared workers would be less productive (Albro and McElfresh, 2021). This study supports the conclusions of previous research that remote work does not limit productivity (Carr, 2006, Duncan, 2008, Smith & Van Dyke, 2008.…”

Section: Discussionsupporting

confidence: 87%

Academic Librarians’ Perceptions of Productivity While Working From Home During the COVID-19 Pandemic

Rodarte¹,

Moore²

2022

IJoL

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This research study assessed academic librarians’ perceptions of productivity while working from home during the COVID-19 pandemic. Information was collected via an online survey that was sent out to several Association of College and Research Libraries listservs. Participants were academic librarians who work at large colleges and universities (FTE is greater than 15,000 students). Librarianship is a practice done mostly onsite, and with the sudden transition to remote work, academic librarians were forced to adapt to an unknown work environment with less access to the direct support of supervisors. This research demonstrates that the majority of academic librarians perceived themselves to be highly productive, and generally satisfied with their jobs, while working from home.

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Section: Discussionsupporting

confidence: 87%

Academic Librarians’ Perceptions of Productivity While Working From Home During the COVID-19 Pandemic

Rodarte¹,

Moore²

2022

IJoL

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“…The WE scale was developed by Walden et al (2017) (Work Engagement Scale). Albro and McElfresh (2021) applied it to assess how librarians in a remote work environment coped with COVID-19. Adapted from their studies, to measure participants’ perceptions of the three types of engagement during the COVID-19 lockdown, six items for each WE were designed in this study.…”

Section: Methodsmentioning

confidence: 99%

Positive Affect Predicts Turnover Intention Mediated by Online Work Engagement: A Perspective of R&D Professionals in the Information and Communication Technology Industry

2021

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Remote work has become the most popular approach during the COVID-19 lockdown; however, remote work engagement is an issue which creates challenges for human resource management. Some individuals engage in work no matter how difficult the job is, but some people’s minds wander, no matter how simple the job is. To address this issue, this study drew on trait activation theory, which indicates that one’s positive disposition may affect one’s turnover intention mediated by work engagement, to formulate a research model to test the associations among R&D professionals. Questionnaires were distributed to R&D professionals working in China information and communication technology (ICT) through several Instant Message groups. In total, 386 valid questionnaires were collected for confirmatory factor analysis with structural equation modeling to verify the research model. The study found that positive affect can positively predict three types of remote work engagement: the cognitive, emotional, and behavioral engagement of R&D personnel. All three types of remote work engagement of R&D personnel can negatively predict their turnover intention. The results suggest that if human resource managers working in the ICT industry want to reduce the turnover intention rate of R&D workers under pressure from COVID-19, they should enhance workers’ remote engagement by selecting R&D workers with a high level of positive affect.

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“…In this study, teleworkers are categorized as high-and low-quality teleworkers based on the extent of an agile workplace, i.e., quality of workstation settings, the worker's flexibility, i.e., substantial autonomy, and virtual leadership, i.e., clarity of assigned work objectives. Albro and McElfresh (2021) found that the job engagement scores of 21 faculty librarians working from home during the COVID-19 pandemic at Clemson University significantly decreased between the six-week and six-month checkpoints. The reduction in the job engagement of the librarians between the start of the COVID-19 work-from-home and at the 6-month marker is attributed to the employee-organization relationship, which caused poor information flow.…”

Section: Work-from-home Positive-negative Forces (+-)mentioning

confidence: 96%

Work-From-Home Engagement during COVID-19: Implications for Human Resource Management

Eniola¹

2022

IJBM

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Work-from-home has gained swift and massive adoption due to technological advancement and the large-scale disruption evoked by the COVID-19 pandemic. Work-from-home, also called telecommuting, involves performing work/business responsibilities from a non-office location or typically from home. The work-from-home format has garnered acceptance as the alternative to traditional office work, but it is not without disadvantages. Thus, a thorough insight into the mechanism of the work-from-home format and how it relates to engagement is necessary for organizational leaders and human resource practitioners to cultivate engagement of remote workers. This article illustrates the current state of scholarly research on work-from-home engagement by using the lens of an integrated literature review. This article explains the forces accompanying the work-from-home format and their interactions with employee engagement. The article proposes a conceptual framework of the work-from-home engagement field. The constructs of the work-from-home engagement field, which are the work-from-home positive forces, negative forces, and positive-negative forces, are explained, and the critical implications for human resource management are highlighted.

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Job engagement and employee-organization relationship among academic librarians in a modified work environment

Cited by 16 publications

References 18 publications

Academic Librarians’ Perceptions of Productivity While Working From Home During the COVID-19 Pandemic

Academic Librarians’ Perceptions of Productivity While Working From Home During the COVID-19 Pandemic

Positive Affect Predicts Turnover Intention Mediated by Online Work Engagement: A Perspective of R&D Professionals in the Information and Communication Technology Industry

Work-From-Home Engagement during COVID-19: Implications for Human Resource Management

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