• The Journal of the Korea Contents Association
• /
• v.18 no.6
• /
• pp.113-121
• /
• 2018

This study discusses the relationships among work-family conflict, workers' individual engagement and self-efficacy. The empirical analysis shows that work-life conflict has a great importance on workers' individual engagement. The results highlight the role of work-family conflict in helping to enhance the workers' individual engagement. This study contributes to the work-family conflict in literature by reporting the findings of empirical research, which examine the attitudes relating work-family conflict. It is identified in the study that the substantial impact of work-family conflict on workers' individual engagement is crucial, and the policy implications for employers suggested.

• Safety and Health at Work
• /
• v.9 no.4
• /
• pp.441-446
• /
• 2018

Background: The emotional labor performed by organization members affects psychological well-being at the individual level, which consequently affects results at the organizational level. Moreover, despite evidence that the customer orientation and service level of nurses greatly affect hospital management, studies that comprehensively analyze emotional labor, work burnout, and work engagement related to customer orientation and service level are lacking. This study investigated relationships and paths by designing a model of the effect of emotional labor performed by nurses on the level of service delivery and customer orientation. Methods: This survey-based study was based on a path analysis designed to verify a hypothesized model involving emotional labor performed by nurses, level of service delivery, customer orientation, work engagement, and burnout. Questionnaires were distributed to 378 nurses in general hospitals with more than 500 beds located in Seoul, Republic of Korea, between March 25 and April 8, 2013. Results: The results showed that deep acting and work engagement had direct and indirect effects on increasing the level of service delivery and customer orientation of nurses. However, surface acting had an indirect effect on reducing the level of service delivery and customer orientation. Conclusion: It would be more effective to develop interventions to enhance deep acting and work engagement than to attempt to reduce surface acting and work burnout in clinical nursing settings.

• Safety and Health at Work
• /
• v.13 no.2
• /
• pp.220-226
• /
• 2022

Background: Research on the impact of psychosocial risks on well-being at work remains scarce in low- and middle-income countries, especially in the banking sector. This study sought to examine the relationships between job demands, job resources, well-being, job satisfaction, and work engagement in the Zimbabwean banking sector. Methods: An online survey was administered to 259 employees from five banks. Hierarchical multiple regression tested the relationships between job demands (quantitative demands, emotional demands, work pace, and work-family conflict), job resources (possibilities for development, social support from colleagues and supervisors, quality of leadership, and influence at work), well-being, work engagement, and job satisfaction. Interactions between all variables were tested. Results: Job demands were negatively related to well-being, work engagement, and job satisfaction. Job resources had positive relationships with the same. Work pace had positive relationships with well-being and work engagement. Influence at work moderated the relationship between emotional demands and work pace with well-being. Possibilities for development moderated the relationship between work-family conflict and well-being. Work-family conflict moderated the relationship between social support from colleagues and job satisfaction. Emotional demands, work pace, and quantitative demands moderated the relationship between influence at work with job satisfaction and work engagement. Conclusion: Job demands should be reduced where possible in order to enhance employee well-being, work engagement, and job satisfaction. The job resources that should be availed to facilitate a positive psychosocial work environment in the banking sector include social support from supervisors, influence at work, and possibilities for development.

• The Journal of Asian Finance, Economics and Business
• /
• v.7 no.2
• /
• pp.249-260
• /
• 2020

This study aims to explore the role of Khan's engagement dimension previous study in mediating the relationship between work-life balance and in-role and extra-role performance of salesforce. To measure the data, a quantitative approach conducted through a survey of the sales force in the financial services industry sector in Makassar City, Indonesia. We determine the sample by using purposive sampling technique, and a total of 188 salesforce respondents. SEM-PLS with the second-order model was applied to test the measurement model and the mediator role of the engagement. The results show that the engagement dimension fully mediates the effect of work-life balance on both in-role and extra-role performance direct or indirect effect. the findings in this study also address the great concern of both individuals and organizations that the antecedents of the work-life balance variable are fundamental reasons for improving performance. The results of this study indicate that the work-life balance program positively influences engagement. Overall, we can conclude that commitment not only serves as a means for employees to fulfill formal job requirements. This can also encourage them to take action that goes beyond the precise requirements of their work by presenting them physically, emotionally, and cognitively in the work environment.

• Journal of Korean Clinical Nursing Research
• /
• v.29 no.3
• /
• pp.238-248
• /
• 2023

Purpose: This study aimed to examine the relationships between positive nursing organizational culture, organizational communication satisfaction, and the level of work engagement among nurses working in tertiary hospitals, as well as to identify influencing factors on work engagement. Methods: This study used a descriptive research design. Data were collected from 184 general nurses working in four tertiary hospitals in Seoul using self-report questionnaires from March 13 to 30, 2023. The collected data were analyzed using descriptive statistics, t-test, ANOVA, Scheffé test, Pearson correlation, and hierarchical regression. Results: In the hierarchical regression analysis, the variables that significantly influenced work engagement in Model 1 were marital status (β=.26, p=.002), graduate or higher degree (β=.41, p<.001), more than 1 year and less than 3 years (β=.18, p=.030) and 3 years or more but less than 5 years of clinical experience in present hospital (β=.17, p=.023), and satisfaction (β=.27, p=.002) and moderate satisfaction with pay (β=.18, p=.033). In model 2, adding the subdomains of positive nursing organizational culture and organizational communication satisfaction to the Model 1, the variables that had a significant effect on work engagement were trust-based organizational relationships (β=.50, p<.001) and organizational communication satisfaction (β=.25, p=.005). Conclusion: The results suggest that education level, clinical experience, and satisfaction with pay should be considered to improve nurses' work engagement. In addition, it was identified that organizational relationship based on trust and organizational communication satisfaction are the main influencing factors for improving work engagement.

• The Journal of Asian Finance, Economics and Business
• /
• v.8 no.5
• /
• pp.485-494
• /
• 2021

With increased competition in various industries comes increased organizational pressure to develop. Human resources are the most important assets in an organization because it is a source capable of directing, maintaining, and developing organizations to meet various demands of society and times. This study aims to analyze the effect of workload on turnover intention mediated by work stress and work engagement at four-star hotels in Surabaya Indonesia. In this study, data collection was obtained using questionnaires and saturated sample methods. The sample in this study is all employees at four-star hotels in Surabaya Indonesia, totaling 60 respondents. Partial Least Square approach was used for model analysis. The results showed that workload has a significant effect on turnover intention. Workload also has a significant effect on work stress and work engagement, and work stress and work engagement have a significant effect on turnover intention. The findings of this study suggest that four-star hotels in Surabaya Indonesia need to pay more attention to the tasks that are allocated to employees according to their abilities so that employees do not feel overwhelmed and can complete these tasks optimally, on time, and they need to create a strategy to relieve employee stress during work.

• Journal of Home Health Care Nursing
• /
• v.26 no.3
• /
• pp.300-308
• /
• 2019

Purpose: This study is a descriptive research study to identify the relationship between the experience of verbal abuse, compassion fatigue, and work engagement among nurses in the emergency unit. Methods: Study subjects were 107 nurses working in a university hospital in Gyeonggi-Do. The instruments used were a verbal abuse checklist, a subscale of the Professional Quality of Life Scale used to measure compassion fatigue, and the Utrecht Work Engagement Scale. The data were analyzed using the IBM SPSS version 22.0 program for independent t-test, one-way ANOVA, and Pearson's correlation coefficients. Results: Emergency nurses experienced more verbal abuse and compassion fatigue than nurses in other departments, and the level of work engagement was low. There was a positive correlation between experience of verbal abuse and compassion fatigue and a negative correlation between both of these variables and work engagement. Particularly, verbal abuse appeared in the order of nurses, patients & caregivers, and doctors. This means there were serious problems with communication with nurses. Conclusion: In order to reduce verbal abuse, it is necessary to establish a communication culture of mutual respect between nurses, medical staff, patients & caregivers. Moreover, a compassion fatigue management program is needed to reduce emotional fatigue.

• Journal of Korean Academy of Nursing Administration
• /
• v.19 no.4
• /
• pp.525-535
• /
• 2013

Purpose: The purpose of this study was to analyze factors affecting work engagement and burnout among clinical nurses according to resilience. Methods: The study design was a descriptive survey and questionnaires were collected from 182 clinical nurses who worked in hospitals in "J" province. Data were analyzed using frequency, percentage, mean, standard deviation, independent t-test, one-way ANOVA, Scheff$\acute{e}$ test, Pearson correlation, and hierarchical multiple regressions. Results: The mean score of resilience, work engagement, burnout were $3.47{\pm}0.38$, $4.29{\pm}0.98$, $2.25{\pm}0.82$ respectively. Resilience had 26.3% of the influence on work engagement and 50.5% of the influence on burnout. Sub-variables of causal analysis and empathy of resilience were statistically useful as factors influencing burnout. Conclusion: Resilience has been identified as a factor affecting work engagement and burnout. Therefore, nursing departments and nurse managers should strive to develop programs for the promotion of resilience.

• Korean Journal of Childcare and Education
• /
• v.8 no.5
• /
• pp.231-252
• /
• 2012

This study examined the influence of job stress and personal resources (hardiness, optimism) of child counselors on their burnout and work engagement. For the study, 171 child counselors were surveyed. The main effects of job stress and personal resources on burnout and engagement were tested using hierarchical multiple regression analysis. The findings of this study were as follows: First, the study showed that both job stress and personal resources were related to burnout and work engagement. Specially, job stress was more closely related to burnout, whereas personal resources were more closely related to work engagement. Second, hardiness as personal resources reduced the level of burnout in child counseling. Third, although job stress negatively affected the level of work engagement, personal resources (hardiness, optimism) were relevant predictors of work engagement. Hardy and optimistic child counselors are less likely to experience burnout, they are more likely to experience vigor, dedication, and absorption on their job. Based on the results of this study, the practical implications for child counselors were discussed.

• Culinary science and hospitality research
• /
• v.22 no.7
• /
• pp.22-35
• /
• 2016

This study presents to demonstrate the relationships among emotional intelligence, job engagement, and work performance as perceived by hotel employees. For conducting analysis in this study, 380 copies of the questionnaire were distributed to the employees in deluxe hotels in Seoul and 353 copies was used for statistical analysing by using SPSS 18.0. Current stud y found that the factors of hotel employees' emotional intelligence (other's emotion, control of emotion, self-emotion, and use of emotion) have a critical effect on the concentration job engagement. In addition, the elements of job engagement (concentration and job engagement) have a significantly effect on work performance. Based on these results, the study established that hotel employees' emotional intelligence and job engagement were important elements as key factors affecting the continuous work performance of the hotel industry. Through these study results, this study provides practical implications that help hotel employees to better understand their emotional factors are critical predictor of job engagement and it will be useful information for utilizing human resources and improve their work performance.