Safeguarding Health at the Workplace: A Study of Work Engagement, Authenticity and Subjective Wellbeing among Religious Workers

Ariza-Montes, Antonio; Leal-Rodríguez, Antonio L.; Molina-Sánchez, Horacio

doi:10.3390/ijerph16173016

Cited by 13 publications

(10 citation statements)

References 75 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…The finding of this research confirms that organizational support mediates the relationship between a toxic workplace environment and employee engagement, which support hypothesis H2c. Past studies also support our results [ 80 , 81 ]. Organizational support theory also supports our results [ 82 ].…”

Section: Discussionsupporting

confidence: 93%

How Toxic Workplace Environment Effects the Employee Engagement: The Mediating Role of Organizational Support and Employee Wellbeing

Rasool

Wang

Tang

et al. 2021

IJERPH

258

149

View full text Add to dashboard Cite

This study explores the effects of a toxic workplace environment (TWE) on employee engagement (EE). Building on conservation of resources (COR) theory and organizational support theory (OST), this study proposed a research model. In this research model, a toxic workplace environment negatively affected employee engagement, directly and indirectly, through organizational support (OS) and employee well-being (EW). In this study, we used a quantitative research approach, and data were collected from 301 workers employed in the small and medium-size enterprises of China. To estimate the proposed relationships of the research model, we used partial least squares structural equation modeling (PLS-SEM 3.2.2). The results of this study confirmed that a toxic workplace environment has a negative impact on employee engagement. Moreover, the findings of this research confirm that organizational support and employee well-being significantly mediate a toxic workplace environment and employee engagement. The conclusions of this study are as follows: First, the direct relationship between a toxic workplace environment and employee engagement confirms that if employees are working in a toxic environment, they will spread negative feelings among other co-workers. The feelings that come with a toxic workplace environment, i.e., harassment, bullying, and ostracism, can be detrimental and lead to unnecessary stress, burnout, depression, and anxiety among the workers. Second, employee well-being will affect employee behaviors that enhance employee engagement with the work as well as with the organization. Third, organizational support also increases employee engagement with the work as well as with the organization. So, it is also confirmed that when workers perceive the support from the organization, their sense of belonging to the organization is strengthened.

show abstract

Section: Discussionsupporting

confidence: 93%

How Toxic Workplace Environment Effects the Employee Engagement: The Mediating Role of Organizational Support and Employee Wellbeing

Rasool

Wang

Tang

et al. 2021

IJERPH

258

149

View full text Add to dashboard Cite

show abstract

“…The developed partial least squares analysis confirms that those people who can act in accordance with their ideas and beliefs in the workplace present higher levels of vigor, dedication and absorption. These conclusions are in line with prior studies that probe that authenticity in the workplace increases work engagement (Grandey et al, 2012;Taris, 2014b, 2018;Ariza-Montes et al, 2019); however, our results could be placed among the first studies of the personnel (secular and religious) of social faith-based entities. Due to the strong demands associated with many of the jobs that are carried out in the social sector (in which workers deal with terminally ill people, battered women or children with serious disabilities, among others), it is likely that the level of authenticity and work engagement, in these employees, is greater than those of workers in different sectors of activity.…”

Section: Discussionsupporting

confidence: 93%

Human Values and Work Engagement: The Mediating Role of Authenticity Among Workers in a Spanish Religious Organization

2020

Self Cite

View full text Add to dashboard Cite

Nowadays religious organizations play a leading role in the third sector, contributing to maintaining the welfare state in a large number of countries in sectors such as health, education or social services, among others. These organizations provide a service to their users, aiming to transmit the predominant values in their mission statement and simultaneously promote both authenticity and work engagement in their employees. Indeed, the purpose of this article is to evaluate the link between human values and work engagement, as well as the mediating role of authenticity in this relationship. To this end, 938 workers of a Catholic religious organization, which constitutes a relatively unexplored context, is employed. To test the research model and hypotheses, this investigation uses PLS (Partial Least Squares). It covers two notable research gaps. First, the results confirm the direct links between human values, authenticity and work engagement within the context of religious organizations. Second, they provide evidence of the mediating role exercised by authenticity in the relationship between human values and work engagement.

show abstract

“…Second, the mediated effect also translates into significant results, which supports hypotheses H2a-H2d of this study. These results support the findings of past studies [47,48]. Correspondingly, Gandi conducted a study of nurses in selected states of Nigeria.…”

Section: Discussionsupporting

confidence: 90%

Sustainable Work Performance: The Roles of Workplace Violence and Occupational Stress

Rasool

Wang

Zhang

et al. 2020

IJERPH

160

112

View full text Add to dashboard Cite

The purpose of this study is to analyze the relationships between workplace violence, occupational stress, and sustainable work performance. Multiple dimensions of workplace violence (harassment, mobbing, ostracism, and stalking) were used in this study. A questionnaire survey was used, composed of 48 items with a 5-point Likert scale (1, strongly disagree, to 5, strongly agree). Data were collected from 15 hospitals in the vicinity of Karachi, Lahore, and Islamabad, Pakistan. The target population of this study consisted of doctors, nurses, and paramedical staff. We distributed 500 questionnaires among the target population. In total, 345 usable questionnaires were returned, resulting in a response rate of 69%. Partial least squares structural equation modeling was used to test the direct and indirect effects. The results of this study highlight that in both direct and indirect relationships, workplace violence negatively influences sustainable work performance. The findings of this study are as follows: First, harassment reduces employee morale, which consistently lessens employees’ work performance. Second, mobbing at the workplace reduces productivity, increases levels of stress, anxiety, depression, and irritability, and increases low work engagement, work absences, and work destruction. Third, ostracism at the workplace reduces motivation among workers and organizations, which reduces work efficiency. Work performance is undermined due to stalking at the workplace because it creates a bad image and brings toxicity among colleagues and peers. Fourth, occupational stress is considered a stigma among employees who are facing stress at the workplace. We can conclude that if employees are happy and healthy, they can be their most productive. So, organizations need to construct a culture where employees can be at their best and shine.

show abstract

Safeguarding Health at the Workplace: A Study of Work Engagement, Authenticity and Subjective Wellbeing among Religious Workers

Cited by 13 publications

References 75 publications

How Toxic Workplace Environment Effects the Employee Engagement: The Mediating Role of Organizational Support and Employee Wellbeing

How Toxic Workplace Environment Effects the Employee Engagement: The Mediating Role of Organizational Support and Employee Wellbeing

Human Values and Work Engagement: The Mediating Role of Authenticity Among Workers in a Spanish Religious Organization

Sustainable Work Performance: The Roles of Workplace Violence and Occupational Stress

Contact Info

Product

Resources

About