Work Engagement Among Public Employees: Antecedents and Consequences

Abstract

This study is an investigation of the relationships among job meaningfulness, work engagement, and performance, including testing for a possible mediation effect of work engagement on the relationship between job meaningfulness and performance. We examine task interdependence as a boundary condition that facilitates employee engagement using two-stage multiple-source respondent data drawn from a sample of 183 Uzbek employees from public organizations and their 47 supervisors to test the hypotheses. The research findings confirm a positive association between job meaningfulness and engagement and the relationship between work engagement and performance. Mediation analysis using bootstrapping indicated that work engagement explained the influence of meaningfulness on performance. Furthermore, task interdependence negatively moderated the relationship between meaningfulness and engagement. This study responds to calls for researchers to identify the key and situational drivers of work engagement as well as examine the importance of meaningfulness in the public sector. It also increases the external validity of the findings by examining the relationship between engagement and performance in a non-Western context, namely, Islamic Uzbekistan. Despite the limitations of this research, the empirical findings contribute to the growing body of research on work engagement and meaningfulness in public organizations.

Effect of organizational justice and support on organizational commitment and employee turnover intentions: the mediating role of employee engagement

“…This payback usually manifests in the form of higher engagement levels. It is also generally argued that the level of engagement is in direct proportion to the quantum of benefits received by an employee (Kaur and Randhawa, 2020; Khusanova et al , 2021). Thus, employees receiving greater benefits will tend to be highly engaged in their job roles which ultimately leads to more commitment of employees toward their job role (Nazir and Islam, 2017; Rameshkumar, 2020).…”

“…The findings of the current study reinforce the prior literature, which depicts a positive effect of employee engagement on OC (Akingbola and van den Berg, 2019; Rameshkumar, 2020) and a negative effect on employee’s turnover intentions (Kaur and Randhawa, 2020; Sandhya and Sulphey, 2020). The theoretical contribution of this study is that the research was conducted during the pandemic period of COVID-19, and there is a meager amount of literature available on the antecedents and consequences of employee engagement during the period of COVID-19 (Sandhya and Sulphey, 2020; Khusanova et al , 2021). However, none of the studies has examined the interrelationship among POJ, POS, EE, OC and ETI in the context of COVID-19.…”

“…The understanding of antecedents and consequences of employee engagement in the IT sector has become more pivotal after the pandemic of COVID-19, which has severely impacted the IT sector throughout the world (Kurian and Thomas, 2021;Kansal, 2021). However, there is a dearth of studies that analyze the determinants and consequences of employee engagement during the pandemic of COVID-19 in greater detail (Khusanova et al, 2021;Sandhya and Sulphey, 2020). Besides, the focus of these studies has mostly been on analyzing employee engagement in the context of developed economies (Saks, 2006(Saks, , 2019Smythe, 2007;Anthony-McMann et al, 2017).…”

A New Concept of Work Engagement Theory in Cognitive Engagement, Emotional Engagement, and Physical Engagement

“… Kahn (1990) also argued that there may be a connection between the WE and performance. In fact, past studies have examined similar connections between WE, OCB, and TP (e.g., Khusanova et al, 2021 ; Martinez et al, 2021 ).…”

Employee Engagement and Innovative Work Behavior Among Chinese Millennials: Mediating and Moderating Role of Work-Life Balance and Psychological Empowerment

“…The research stream of EE has presented a set of favorable consequences such as job satisfaction, organizational citizenship behavior, organizational commitment, knowledge sharing (Bailey et al, 2017), and employee performance (Khusanova et al, 2021). Mansoor et al (2020) argued that EE has a direct impact on IWBs and a significant mediating impact on the relationship between inclusive leadership and IWBs among Singaporean IT employees.…”