The drivers of work engagement: A meta-analytic review of longitudinal evidence

ABSTRACT

Work engagement is currently one of the most popular outcomes in occupational health psychology. According to the motivational process within the job demands-resources (JD-R) framework, job resources stimulate work engagement, which in turn fosters job performance. While the general positive impact of job resources on work engagement is well established, it remains unclear how different types of job resources differentially predict work engagement over time. In our meta-analytic review, we identified 55 longitudinal studies that investigate the impact of various job resources on work engagement. To uncover the drivers of work engagement, we examined the differential impact of job resources on work engagement at group level, leader level, and organisational level via meta-analytic structural equation modelling. The findings suggest that job resources at each of the three levels predict work engagement over time. However, organisational-level resources (reflecting how the work is organised, designed and managed) contribute much more strongly to work engagement than group-level, and leader-level resources. All three levels of job resources and work engagement are highly stable. We advocate for interventions at any of the three levels. However, interventions at the organisational-level are most promising for enhancing work engagement and we thus strongly recommend strengthening those job resources.     

Daily perceptions of relationship quality with leaders: implications for follower well-being

ABSTRACT

We examined how a key relationship at work, an employee’s relationship with their leader, affects employee daily well-being. In a study of 129 employees across a variety of industries, we examined how follower perceptions of their daily leader–member exchange (LMX) quality across a workweek influenced their well-being (n?=?468 observations). Results provided general support for our hypotheses. Specifically, we found that on days when employees perceived a higher quality LMX relationship with their leader, they were more likely to report a sense of belongingness, which was then positively associated with daily reports of vigor and negatively associated with emotional exhaustion. Lagged analyses showed that perceptions of LMX quality were also negatively associated with reports of emotional exhaustion the following workday suggesting that these effects may persist over time. Finally, we found that day-to-day variation in reports of LMX quality attenuated the beneficial effects of LMX on relatedness and vigor supporting our hypothesis that uncertainty related to resource availability may contribute to a threat mindset focused on resource conservation rather than engagement. Implications and future research on leadership and employee well-being are discussed.     

中国文化背景下的“关系”与组织管理

关系是一个典型的本土社会心理概念.它是中国人最为重要的社会资本,在一定程度上决定了社会资源的流向,并因此影响个体的社会行为和组织行为.文章综合前人的研究成果,概括了关系的内涵、特征与分类,剖析了关系作用的机理,探讨了关系对华人组织管理的影响,并对未来关系理论研究的发展趋势做了一个简单的展望.     

知识型员工激励成本最优分析

随着知识经济时代的到来,知识型员工成为企业成败的关键因素。文章在阐述知识型员工含义及国内外知识型员工激励的研究现状的基础上,对知识型员工激励成本最优进行了深入的分析,即知识型员工激励的原因分析、知识型员工激励的理论分析和知识型员工激励成本模型分析,为知识型员工的激励提供了新的视角,展现一个新的分析思路。     

控制系统设计中的满意优化原理

从矛盾指标问题的求解出发，提出了满意解的折衷优化原理。通过分析指标间的速度型矛盾度和速度型接近度来确定各指标的折衷权值，并将求得的折衷权值代入总体满意度函数进行满意优化设计。以二阶欠阻尼控制系统的设计为例，优化出系统的最佳阻尼比。     

四维忠诚管理及其应用

随着市场竞争的加剧,企业正面临着顾客、员工、投资者流动和流失的危险,加强忠诚管理成为企业管理的主要课题。在对三维忠诚管理理论的认识和理解的基础上,加入企业因素,提出了四维忠诚管理的概念。系统分析了顾客、员工、投资者和企业四者之间相互依存、相互制约、共同发展的关系,提出由四者组成“生态圈”的概念。给出了顾客忠诚、员工忠诚和投资者忠诚在企业管理中应用的若干对策,建立了四维忠诚管理模型即忠诚体系。     

浅谈激励在企业管理中的运用

激励贯穿企业内部管理的始终,是人力资源管理过程中非常重要的组成部分,也是管理艺术与魅力最直接的体现,其在鼓舞员工士气、提高员工素质、增强组织凝聚力等方面起着十分重要的作用。本文概述了激励的内涵,阐述了企业应该如何运用激励手段来调动员工的主动性、创造性,从而实现管理的目标。     

企业新生代员工管理研究

新生代员工近年来已经逐步进入职场，给企业传统的管理模式带来了巨大的冲击和挑战。了解并利用新生代员工的特点，改变传统的管理模式，缓解管理矛盾，引导新生代员工设计职业发展规划，营造企业归属感和安全感，满足新生代员工的工作自主需求等是解决这一冲击与挑战的有效措施。     

基于折衷原则的PID控制方案的寻优

在满意解原则基础上, 通过控制系统各性能指标之间的矛盾关系求取其相似关系,从而确定了一种折衷原则,并以实例验证了基于这种折衷原则控制方案的寻优方法的正确性和合理性,讨论了该折衷原则的特点及适用范围。     

论企业中非正式组织对员工流失现象的影响及对策

本文根据对晋城地区相关企业的调查,提出非正式组织的定义,从两方面分析了非正式组织对企业中员工流失现象的影响,并阐述了管理非正式组织的建议和对策。