Work engagement as a mediator between organizational commitment and job satisfaction among community health-care workers in China: a cross-sectional study

Care for the Carers: An Evaluation of Job Satisfaction of Community Healthcare Workers in Charge of Infectious Disease Prevention and Control in Vietnam

“…7,23 Some previous studies in Vietnam using same scale and another study in China among community HCW found no significant association between job satisfaction and gender. 17,24,25 In addition, in our study old health workers were more satisfied on salary, reward, and communication than young health workers. A study in 164 Laos' community health staffs also showed that age was positively associated with job satisfaction.…”

A Comprehensive Model of the Relationship between Miners’ Work Commitment, Cultural Emotion and Unemployment Risk Perception

“…On the one hand, against the backdrop of China's de-production policy, coal mining companies laid off a large number of employees, and miners have a higher perceived risk of policy unemployment. Research shows that 63% of individuals experienced emotional and attitudinal fluctuations when faced with risk, with the most obvious types of emotions being fear and anger [55], while negative emotions typically lead to lower organizational commitment [49]. On the other hand, given the real-world situation regarding increasing pressures in the area of environmental protection and carbon emission reduction, as well as the constant adjustment of the energy structure, miners tend to hold bleak psychological expectations about the future development of coal mines, which may have an adverse effect on the mental health of coal miners [58].…”

“…In this process, if the miner's emotion is positive, it will become a directional force that encourages employees to actively pay attention to safety [46]; if the emotion is negative, it will produce a series of unsafe behaviors, which will often lead to accidents. For example, some scholars have pointed out that job satisfaction (positive emotional response) has a close positive relationship towards work commitment [47], while emotional exhaustion (negative emotional response) will lead to damaged self-esteem, frustration, tension and irritability of employees [48], and reduce employees' commitment to work [49]. In summary, employees with organizational culture perception will produce many positive states, such as higher job satisfaction [50,51], high organizational commitment [52], strong job engagement [53] and less emotional exhaustion [54], etc.…”

Does supportive supervisor complements the effect of ethical leadership on employee engagement?

“…Absorption means an employee's involvement in the jobs to the extent that he or she loses track of time (Bakker et al, 2008;Del Líbano et al, 2012). Employee engagement positively relates to several outcomes, for example, distributive, and interactional justice (Alvi & Abbasi, 2012), organisational commitment (Lin et al, 2019), employee intrapreneurial behaviour, and personal resources (Gawke et al, 2017), and negatively relates to employee turnover intention (Malik & Khalid, 2016), voluntary absence (Shantz & Alfes, 2014), and diversity-oriented HR practices (Luu et al, 2019).…”

“…Uraon (2018) note that these dimensions measure three different aspects of organisational commitment having a distinct effect on the efficacy of employees and the organisation. Organisational commitment is positively associated to several outcomes like employee devotion to work (Yahaya & Ebrahim, 2016), work proficiency (Saadeh & Suifan, 2019), job performance (Hussain et al, 2019), employee performance (Hendri, 2019), job satisfaction (Lin et al, 2019), work engagement, (Zhang et al, 2015) and so on. It is negatively related to turnover intention (Rawashdeh & Tamimi, 2019), and absenteeism (Samad & Yusuf, 2012).…”