Engaging leader – Engaged employees? A cross-lagged study on employee engagement

The goal of this study is to provide a cross-lagged examination of the relationships between engaging leadership, job resources and employee work engagement. We propose a mediation model and we postulate that engaging leadership can increase perceptions of three specific job resources (i.e. autonomy, support from colleagues and opportunities for learning and development) which theoretically correspond to the three facets of engaging leadership (i.e., inspiring, connecting and strengthening, respectively). Subsequently, in keeping with the extant body of Job Demands-Resources (JD-R) research, we link job resources to employee work engagement. Our hypotheses were tested on data collected at two time-points – T1 (N = 759) and T2 (N = 273) –from employees working for a hotel chain in the Netherlands. In line with our expectations, engaging leadership showed a significant cross-lagged relationship with autonomy and support from colleagues, but did not predict learning opportunities and work engagement across time. While we formulated specific hypotheses, we also tested reversed causation relationships. We found no direct effect from engaging leadership on employee work engagement, however, the reversed effect was significant; employee perceptions of engaging leadership were shaped by their own engagement experiences. Importantly, engaged employees at T1 reported more job resources at T2. By providing a cross-lagged examination of our model, we showed that engaging leaders as well as employees’ positive affective state of being engaged, are essential to shaping a resourceful work context. A comprehensive view on the triggers and outcomes of work engagement and engaging leadership is needed, as the traditional unidirectional cause-effect rationale fails to explain how these concepts relate to one another and to employee experiences of job resources.     

Trends in cardiovascular diseases and associated risks in sub-Saharan Africa: a review of the evidence for Ghana,Nigeria, South Africa,Sudan and Tanzania

Background: Sub-Saharan Africa (SSA) countries are facing an epidemiological shift from infectious disease to chronic diseases, such as cardiovascular diseases (CVDs). CVDs incidence in SSA are frequently attributed to the prevalence of hypertension, diabetes, and overweight/obesity. Nevertheless, some researchers contend that CVDs are not a priority public health problem in SSA.

Method: This paper systematically reviews the evidence on CVDs and their relation with hypertension, diabetes mellitus and obesity/overweight in Ghana, Nigeria, South Africa, Sudan and Tanzania. The publication’s content was analyzed qualitatively using the directed content analysis method and the results were presented in a tabular format.

Result: The paper illustrates the rising prevalence of CVDs as well as the three related risk conditions in the selected SSA countries.

Conclusion: The review indicates a poor health system response to the increasing risk of CVDs in SSA. The conditions and major drivers that contribute to this underlying increasing trend need to be further studied.     

Principals and Agents: An Investigation of Executive Compensation in Human Service Nonprofits

This study proposes a revised agency theory for the nonprofit sector, distinguishes between the extent of agency and the extent of monitoring, and compares the magnitudes of the two impacts. Using panel data for 1998–2003, the paper tests whether monitoring by principal-stakeholders such as donors, clients, the government, and the board reduces the opportunity for executive misconduct such as extravagant spending on compensation and perquisites. Given the theory, the findings show that two effects influence CEO salaries. First, while nonprofit endowments provide a fiscal cushion in tough financial situations, by offering “organizational slack” they also increase the CEO’s opportunity to steal or raise her compensation (i.e., agency effect). Second, donors utilize monitoring mechanisms such as auditing or direct observations, which limit the opportunity for misconduct and reduce executive pay (i.e., monitoring effect). In the final analysis, the monitoring effect is greater than the agency effect, which implies that even if agency problems are present, the monitoring that donors provide offsets them.     

Well-being in times of task restructuring: The buffering potential of workplace learning

In this paper, we focus on task restructuring as one of the most frequently occurring types of change in our contemporary knowledge society. In spite of its evident prevalence, research on task restructuring and employee well-being has been scarce until now. Based on Conservation of Resources (COR) theory and the Job Demands-Resources (JD-R) model, we argue that task restructuring is negatively related with employee well-being (in terms of emotional exhaustion and vigour). Furthermore, we advance that opportunities for learning through reflection and experimentation, as well as recently acquired KSAOs can serve as buffers in the relationship between task restructuring and well-being. Hierarchical regression analyses and simple slope analyses were conducted in order to test the research hypotheses on a large sample of the Dutch working population (N = 1711). Task restructuring had a positive association with emotional exhaustion and a negative one with vigour. Furthermore, recently acquired KSAOs, as well as opportunities for reflection and experimentation, buffered the relationship between task restructuring and emotional exhaustion. Opportunities for reflection and experimentation moderated the relationship between task restructuring and vigour as well. This study suggests that workplace learning can mitigate the negative relationship between task restructuring and well-being.     

A New Perspective on Job Lock

This paper analyses the situation when employees fail to adapt to overall job dissatisfaction. By combining the existing knowledge in economics on job lock and in psychology on employees’ feeling of being ‘stuck’ at work, the paper explains why some employees fail to adapt when dissatisfied with their job. Thus, the paper aims to expand our understanding of why some employees are job locked or are ‘stuck’ at their work even though dissatisfied. Using the British household panel survey, the possibility of falling in a job-lock state is analyzed to outline a set of factors that explain why employees differ in the way they adjust to job dissatisfaction. We divide these factors into socio-demographic features, personality attributes, type of occupation, employment conditions, type of sector, and work-related contextual features. Based on results of probit regression analysis, we provide evidence that all these group of factors can jointly predict the state of job dissatisfaction, the absence of job turnover and job lock (being ‘stuck’ at job). Moreover, our results suggest that the adaptation to job dissatisfaction could be better understood if personality attributes (such as self-esteem) are included in the analysis. Thus, this study expands our understanding of how and why employees might feel ‘stuck’ at work and fall in a state of job lock.     

A Longitudinal Analysis of Job Satisfaction During a Recession in the Netherlands

Social Indicators Research - Between 2008 and 2013, the Netherlands was confronted by a severe recession. This recession may have affected the job satisfaction of workers. Currently, little is...     

Social Participation in Poland: Links to Emotional Well-Being and Risky Alcohol Consumption

Social participation has been hypothesised to have both positive and negative impact on health outcomes via a variety of pathways, but previous studies have found few significant effects of social participation, and there is a lack of research from post-communist societies, which are known to be low on social capital. Using cross-sectional data from Poland on 2,970 individuals surveyed in 2009, we investigated the individual-level relationships between formal and informal social participation, emotional well-being, and risky alcohol consumption while controlling for demographic variables, socioeconomic status, employment and partnership status, health, religiosity, and generalised trust. Frequent joint activities with friends and neighbours were related to higher positive affect but also to more risky alcohol consumption. Membership in voluntary organisations was associated with more risky alcohol consumption, especially among younger males and for certain types of organisations. In contrast, volunteer work was related to higher positive affect and fewer depressive symptoms in the whole sample and to less risky alcohol consumption among the younger participants. The findings illustrate that some types of social participation, even if they are not typical of a given context (e.g., volunteering in Poland), may be more beneficial than others.     

Nonpolitical Versus Political Participation: Longitudinal Associations with Mental Health and Social Well-Being in Different Age Groups

Social Indicators Research - Drawing on public opinion and empirical research, one may advise people to participate in voluntary organizations because voluntary participation can improve their...