Validation of the Four-Dimensional Connectedness Scale in a Multisample Volunteer Study: A Distinct Construct from Work Engagement and Organisational Commitment

Huynh, Jasmine; Metzer, Jacques; Winefield, Anthony H.

doi:10.1007/s11266-011-9259-4

Cited by 20 publications

(24 citation statements)

References 43 publications

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“…Not a lot has been written about engagement in volunteers but there is increasing evidence that this concept may be of interest to the human resource management of non-profit organizations. Recent studies (Huynh, Metzer, & Winefield, 2012b;Vecina, Chacón, Sueiro, & Barrón, 2012) suggest that engagement relates to various desirable outcomes for volunteers, such as intention to continue, satisfaction and commitment.…”

Section: Exhaustion Engagement and Connectednessmentioning

confidence: 99%

“…clients), a sense of connection with the tasks required, and finally a sense of connection with the values of the organization. Recent studies (Huynh, Winefield, et al, 2012;Huynh et al, 2012b) have shown that OC is related to various desirable outcomes for volunteers including retention, satisfaction and commitment.…”

Section: Exhaustion Engagement and Connectednessmentioning

confidence: 99%

“…Organizational connectedness was measured using the 15-item Four Dimensional Connectedness Scale (Huynh, 2012;Huynh et al, 2012b). Items include "I am appreciated by the people I work with" (other workers, four items), "I enjoy doing the (volunteer) work that I do" (task, three items), "The organization appreciates my effort" (values, four items), and "I feel close to the people I am helping" (recipients, four items).…”

Section: Work and Stress 311mentioning

confidence: 99%

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The Job Demands-Resources Model in emergency service volunteers: Examining the mediating roles of exhaustion, work engagement and organizational connectedness

2014

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Using a sample of 887 volunteer emergency service workers in South Australia, we conducted a study based on the JD-R framework to examine the roles of three mediators in the relationship between job characteristics and volunteer well-being. These were (i) exhaustion as a mediator in the relationships between job demands and both poor mental health and turnover intentions; and (ii) work engagement and organizational connectedness as mediators in the relationships of job resources (training and organizational support) with happiness and turnover intentions. Organizational connectedness, a relatively new construct, is a positive state of well-being that involves an emotional connection with other workers, with service recipients and with aspects of the task and the organization's values. Results indicated that all three mediators were important in explaining volunteer well-being. Specifically, job demands were positively related to exhaustion, which, in turn, was linked to ill-health and turnover intentions. Job resources were positively related to work engagement and organizational connectedness, which were, in turn, negatively related to turnover intentions. However, while organizational connectedness mediated the relationship between job resources and happiness, this was not the case for work engagement. The roles of these variables in future research in paid and voluntary work are discussed.

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Section: Exhaustion Engagement and Connectednessmentioning

confidence: 99%

Section: Exhaustion Engagement and Connectednessmentioning

confidence: 99%

Section: Work and Stress 311mentioning

confidence: 99%

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The Job Demands-Resources Model in emergency service volunteers: Examining the mediating roles of exhaustion, work engagement and organizational connectedness

2014

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“…With regard to volunteer well-being, we examine the two core dimensions of burnout (exhaustion and cynicism) and organizational connectedness (Huynh, Metzer, & Winefield, 2012a). Organizational connectedness concerns a strong sense of belonging with other workers and the recipients of one's service.…”

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confidence: 99%

Social support moderates the impact of demands on burnout and organizational connectedness: A two-wave study of volunteer firefighters.

Huynh

Xanthopoulou

Winefield

2013

Journal of Occupational Health Psychology

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This two-wave study of volunteers examined the effect of family and friend support on the relationship between volunteer demands (emotional demands and work-home conflict) on the one hand, and burnout (exhaustion and cynicism) and organizational connectedness on the other hand. It was hypothesized that family and friend support would moderate the relationship between (a) demands at Time 1 (T1) and burnout at Time 2 (T2); and (b) demands at T1 and organizational connectedness at T2. Hypotheses were tested among 126 Australian volunteer firefighters, who were followed up over 1 year. Results showed that support moderated the relationship between work-home conflict and exhaustion, but not between emotional demands and exhaustion. In addition, family and friend support moderated the relationship between both volunteer demands at T1 and cynicism and organizational connectedness at T2. These results suggest that support from family and friends is a critical resource in coping with the demands related to volunteer work and may protect volunteers from burnout, while helping them to stay connected to volunteering. (PsycINFO Database Record (c) 2013 APA, all rights reserved).

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“…Salanova and Schaufeli (2009) studied the relationship between job engagement and organizational commitment, and explained why there are only moderate correlations between the two: it is partly because job engagement is centered on workers' attitudes at work, while work satisfaction deals with attitudes towards or about work, which includes an evaluative component (cognitive) which is not present in engagement (Salanova and Schaufeli, 2009). Also, a confirmatory factor analyses undertaken by Huynh et al (2012) showed that organizational connectedness (a variable conceived by the authors), commitment and engagement were separate constructs and that connectedness and engagement each shared unique variance with job satisfaction and intention to continue. Vecina et al (2012) studied engagement in group volunteers and noticed that the relationships between job engagement and satisfaction depended on the time of service.…”

Section: Affecting Factors Of Publicmentioning

confidence: 96%

Affecting Factors of Public Employees’ Ganizational Commitment

Rakowska

Valdés-Conca

Espinosa

2015

ijsr

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Purpose -The aim of this chapter is to shed some light on the antecedents of organizational commitment, the mediating role of job engagement and job satisfaction as determinants of organizational commitment within the public sector environment, and the effects that national cultural values may have on these relationships. Approach -This paper presents a review of the works that, from both theoretical and empirical points of view, explore the affecting factors of public employees' organizational commitment in an international setting. Findings -A comprehensive model has been developed, detailing the expectations on the influence that these factors might have on public employees' level of commitment, either as mediators or moderators. Research limitations/implications -The main limitation is the paper's theoretical nature; the subsequent implication is a future empirical research that may prove or disprove these theoretical findings. In addition, there are some other possible mediating factors and antecedents which may be of interest for future researchers. Originality/value -This comprehensive review of the extant literature may provide academics and public managers with a deeper comprehension of how organizational commitment might be achieved, and why some practices may or may not be transferrable from one country to another.

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Validation of the Four-Dimensional Connectedness Scale in a Multisample Volunteer Study: A Distinct Construct from Work Engagement and Organisational Commitment

Cited by 20 publications

References 43 publications

The Job Demands-Resources Model in emergency service volunteers: Examining the mediating roles of exhaustion, work engagement and organizational connectedness

The Job Demands-Resources Model in emergency service volunteers: Examining the mediating roles of exhaustion, work engagement and organizational connectedness

Social support moderates the impact of demands on burnout and organizational connectedness: A two-wave study of volunteer firefighters.

Affecting Factors of Public Employees’ Ganizational Commitment

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