Work Engagement of Lecturer in Higher Education: Studies at State Universities in Indonesia

Nurtjahjani, Fullchis; Novitasari, Ane Fany; Puspita, Ayu Fury; Batubulan, Kadek Suarjuna

doi:10.5281/zenodo.7592978

Cited by 1 publication

(1 citation statement)

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“…As for the fourth hypothesis (H4), the increase in social job resources is not related to vigor and dedication because social job resources involve conscious changes in interpersonal relationships at work in search of new learning opportunities and personal development, while engagement, more specifically vigor, refers to the level of energy, enthusiasm in performing activities, and dedication to achieving the goals and objectives of the organization (Sajjad and Shahbaz, 2020;Al-Hamdan and Bani Issa, 2022;Srimulyani and Hermanto, 2022;Nurtjahjani et al, 2023). In contrast, the significant relationship between social job resources and absorption is confirmed as workers with good interpersonal relationships and opportunities for learning and growth tend to feel more engaged and absorbed in their work activities (Rofcanin et al, 2019;Balakrishnan and Dwivedi, 2021).…”

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confidence: 99%

The consequences of job crafting and engagement in the relationship between passion for work and individual performance of Portuguese workers

Vieira dos Santos,

Gomes,

Rebelo

et al. 2023

Front. Psychol.

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IntroductionThis study sought to relate the two types of work passion, harmonious passion and obsessive passion, to the organizational consequences of engagement, job crafting, and perceived individual job performance. This study was based on the Employee Work Passion Appraisal model and conducted to evaluate possible statistical associations of the dualistic approach of passion used as an antecedent of positive and negative organizational outcomes (engagement, job crafting, and perceived individual job performance).MethodsThe data collection and analysis for this study were accomplished by a transversal and quantitative study design. A non-probabilistic method was used to select a convenience sample composed of 305 Portuguese workers and was collected online from March to October 2020. The proposed hypotheses were evaluated using partial structural equation models.ResultsOverall, the results supported the proposed hypotheses and showed that harmonious passion positively affected organizational outcomes, while obsessive passion negatively affected these outcomes; notably, our findings also revealed high individual performance, high obsessive passion, and consequently, a significant increase in structural labor resources, a significant decrease in harmful labor demands, and high absorption.DiscussionThe findings highlight the importance of distinguishing between harmonious passion and obsessive passion in understanding their consequences for organizational outcomes. Promoting harmonious passion while managing the potential negative effects of obsessive passion is crucial for enhancing positive job-related behaviors and performance. Future research should explore interventions and strategies to foster harmonious passion, mitigate the negative impacts of obsessive passion, and ultimately improve overall work engagement and performance.

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