The job demands and resources as antecedents of work engagement

Abstract

Purpose: This study examines work engagement and its antecedents in two countries: Finland and Russia. The job demands-resources model (JD-R model) provides the background theory for the analysis. Design/methodology/approach: This study uses a quantitative approach with a cross-sectional research design. The data was analysed using descriptive methods and stepwise logistic regression analysis. Findings: The overall level of work engagement was higher in Finland than in Russia. The opportunity to learn new skills at work was the strongest predictor of work engagement in both countries. The most significant difference was that once job demands and resources were taken into account, the managerial position has a strong effect on work engagement in Russia, while in Finland it has no significant effect. Practical implications: Knowledge about the antecedents of work engagement and especially the strong effect of opportunities to learn new skills on work engagement could encourage organisations to provide their employees with development opportunities throughout their careers.

Supervisor support, work engagement and turnover intentions: evidence from Indian call centres

“…This is very relevant given the fact that service organizations experience too much of employee disengagement pushing up production cost and taking a toll on organizational competitiveness (Harter, 2017). What makes our study in India more relevant is its timeliness in that extant literature evidences that studies on predictors/causal factors of work engagement are slowly emerging and yet to attain its maturity in the Asian context outside Western organizations (Saari et al , 2017). From this perspective, our study attempts to fill the research gap.…”

“…Fourth, extant literature documents that majority of the empirical studies on work engagement has been done taking samples from Western countries and this theme of research is slowly fledging on the Asian horizon (Memon et al , 2018; Saari et al , 2017). From the cultural point of view also, India, an Asian country, has a paternalistic tinge (Farndale, 2017) with increasing workforce diversity, which makes it a peculiar cultural entity (Kundu et al , 2019), making India different from the West.…”

The role of personal and job resources in boosting nurses’ work engagement and performance

“…Work engagement refers to employees’ relationship with their work and the strength of this relationship (Saari, Melin, Balabanova, & Efendiev, ). It can be considered as a fulfilling, positive work‐related state of mind characterized by dedication, a sense of enthusiasm, significance, pride, and inspiration in performing a task, and vigor, a high level of mental resilience, persistence in the face of difficulty and energy that indicates willingness to put effort into achieving a task. …”

“…One relationship that has been studied to some extent, however, is the role of work engagement in mediating the relationship between job resources and job performance. Some researchers have suggested that job resources and personality traits may influence employees’ work engagement (Saari et al, ). Here the focus will be on work engagement as a mediator between personal and job resources and job performance.…”

Leaving in Mascot of Silence: Organizational Determinants of Employee Turnover Intentions in Mediating and Moderating Roles of Quiescent Silence and Coworker Support in a Russian Context

“…Most Russian employees consider good relationships with coworkers one of the most important aspects of their jobs, especially in the service industries (Vinogradova and Kozina, 2011). However, in terms of governance and structure, most of the organizations employ an authoritative style of management that can hinder the achievement of service quality (Saari et al, 2017). Moreover, workplace aggression is found as harmful for healthcare employees, adversely affecting their on-job performances (Johnson et al, 2018).…”