The Diminishing Effect of Transformational Leadership on the Relationship Between Task Characteristics, Perceived Meaningfulness, and Work Engagement

Meng, Fanxing; Wang, Yi; Wen-ying, XU; Ye, Junhui; Peng, Lin; Gao, Peng

doi:10.3389/fpsyg.2020.585031

Cited by 11 publications

(8 citation statements)

References 68 publications

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“…This theme includes individual's positive or negative mental states or perceptions toward their job, organizations, teams, personal strength, and ability. Positive psychological conditions such as motivation, positive emotion, strength used, perceived meaningfulness, and psychological ownership were found to be positively associated with engagement (Chai et al, 2020;Malik & Khan, 2019;Meng et al, 2020). On the other hand, the outcomes of negative individual psychological states such as employee silence, obsolescence, perceived stress showed a significant and negative relationship with work engagement (Miranda et al, 2020;Pirzada et al, 2020;Singh & Kumar, 2019).…”

Section: <2016mentioning

confidence: 99%

Antecedents of Work Engagement in the Public Sector: A Systematic Literature Review

Zahari

Kaliannan

2022

Review of Public Personnel Administration

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This article systematically reviewed the body of literature concerning work engagement in public organizations, aiming to examine the antecedents of work engagement in the public sector. Web of Science and Scopus, two prominent journal databases, were utilized to identify relevant literature. Adopting the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) approach, a final of 48 articles were systematically analyzed as research samples. The review identified five main themes: organizational and team factors, perceived leadership, job-related experience, individual, and organizational intervention factors. Generally, most studies reviewed emphasized individual and job-design-related factors as antecedents of work engagement in the public sector. Only minimal emphasis has been placed on organizational intervention compared to the other factors. This study also found that most literature addressed a single or a few themes of work engagement antecedents instead of a comprehensive work engagement model comprising all related aspects. This systematic review ends with directions for future studies to aid future scholars.

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Section: <2016mentioning

confidence: 99%

Antecedents of Work Engagement in the Public Sector: A Systematic Literature Review

Zahari

Kaliannan

2022

Review of Public Personnel Administration

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“…25 , 26 In the dual process, on one hand, transformational leaders show individual-focused behavior to develop followers’ capabilities for task completion by communicating high expectations and providing intellectual stimulation, personal development and recognition; on the other hand, they show group-focused behavior to strengthen team effectiveness by underlining team identity and communicating a collective vision and team-building strategies. 27 Likewise, previous research has adopted the general meaningfulness of work 28 or a single substructure of meaningfulness on engagement 29 to study the combined effect of transformational leadership and work meaningfulness.…”

Section: Introductionmentioning

confidence: 99%

Linkages Between Transformational Leadership, Work Meaningfulness and Work Engagement: A Multilevel Cross-Sectional Study

Meng¹,

Xu²,

Liu³

et al. 2022

PRBM

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Purpose The issue of employee engagement has increasingly become a focus of concern in public management practice. Based on the theory of purposeful work behavior, integrative theory of employee engagement and Pratt and Ashforth’s typology of work meaningfulness, this study proposes and examines the mediating effects of two types of meaningfulness between transformational leadership and work engagement and the moderating effects of transformational leadership on the relationship between two types of meaningfulness and work engagement. Patients and Methods By adopting a multilevel cross-sectional design, this study examines assumed mediation and moderation effects. The data collection was conducted anonymously by means of an online survey. A total of 261 local police officers from 32 police stations were recruited in professional training programs as a sample. Results The analysis reveals that both meaningfulness in work and meaningfulness at work positively mediate the relationship between transformational leadership and work engagement. Transformational leadership moderates the relationship between meaningfulness at work and work engagement rather than the relationship between meaningfulness in work and work engagement. There are no other significant effects of sex, age or length of service. Conclusion Work meaningfulness transmits and combines the effect of transformational leadership to impact work engagement. These findings not only confirm the critical role of work meaningfulness proposed by the theoretical frameworks of the theory of purposeful work behavior, integrative theory of employee engagement and Pratt and Ashforth’s typology of work meaningfulness, but also further extend and clarify the role of and difference in two substructures of work meaningfulness (ie, work meaningfulness in work and at work) in the context of the linkage between transformational leadership and work engagement.

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“…Metin et al ( 2018 ) provided reliability estimates higher than 0.80 significantly associated with procrastination at work. Good reliability was also demonstrated for the Chinese version of this scale (Meng et al, 2020 ). In our study, total score reliability was 0.88.…”

Section: Methodsmentioning

confidence: 95%

Validation of the Chinese Version of the Procrastination at Work Scale

Wang

Meng

et al. 2021

Front. Psychol.

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The purpose of this study was to validate the Chinese version of the Procrastination at Work Scale (PAWS), a recently developed scale aimed at assessing procrastination in the work context. We translated the PAWS into Chinese and conducted exploratory factor analysis on participants in sample A (N = 236), resulting in a two-factor solution consistent with the original PAWS. In sample B (N = 227), confirmatory factor analysis showed that a two-factor, bifactor model fit the data best. Configural, metric, and scalar invariance models were tested, which demonstrated that the Chinese version of the PAWS did not differ across groups by gender, age, education, or job position. Validity testing demonstrated that the scale relates to work engagement, counterproductive work behavior, task performance, workplace well-being, and organizational commitment. This study indicated that the Chinese version of the PAWS could be used in future research to measure procrastination at work in China.

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The Diminishing Effect of Transformational Leadership on the Relationship Between Task Characteristics, Perceived Meaningfulness, and Work Engagement

Cited by 11 publications

References 68 publications

Antecedents of Work Engagement in the Public Sector: A Systematic Literature Review

Antecedents of Work Engagement in the Public Sector: A Systematic Literature Review

Linkages Between Transformational Leadership, Work Meaningfulness and Work Engagement: A Multilevel Cross-Sectional Study

Validation of the Chinese Version of the Procrastination at Work Scale

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