How Toxic Workplace Environment Effects the Employee Engagement: The Mediating Role of Organizational Support and Employee Wellbeing (original) (raw)
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Jurnal Aplikasi Manajemen, 2020
Keeping employees engaged is strategically important. This paper analyzes the drivers of employee engagement from the point of view of organizational support for employee well-being. The article contains an analysis of data of 509 respondents from a faithbased higher education in Indonesia, conducted through PLS structural equation modeling analysis. The result indicates that the organization support in terms of organization internal communication, performance-based reward and recognition, and perceived organization support on holistic employee subjective well-being has a direct positive influence on employee engagement. The perceived organization support on holistic employee subjective well-being played a mediating role between employee engagement and teamwork dynamic, supervisor support, and work environment. The findings imply theory and practice especially in enhancing employee engagement experience through organizational support. For future research, we suggest including more v...
International Journal of Social Science and Business
This study was to analyze the effect of perceived organizational support on employee engagement and its impact on employee job satisfaction. This type of research is explanatory research with a quantitative approach. Hypothesis testing using the hierarchical regression analysis method with the help of SPSS version 21. The results showed that: there was a positive influence on perceived organizational support on employee engagement. with the result Z = 0.628; t = 6,096; p <0.001; there is a positive effect of perceived organizational support on employee performance indicated by the result Y = 0.791; t = 12,022; p <0.001; There is a positive influence on employee engagement on employee performance as indicated by Y = 0.323; t = 2,766; p <0.01); and employee engagement can be proven as a mediating variable on the effect of perceived organizational support on the performance of administrative employees. So, there is an effect of perceived organizational support on employee enga...
The purpose of this study is to examine the relationship between work engagement and perceived organizational support and organizational climate. The present study, in which quantitative methods have been used, is carried out in the relational screening model. Perceived organizational support scale, organizational climate scale, and work engagement scale, which was adapted into Turkish, were used as measurement instruments. Structural equation modeling was used to analyze the data. The population consists of classroom and in-field teachers working in primary and secondary schools in the central districts of Dulkadiroglu and Onikisubat in the province of Kahramanmaras in 2014-2015 academic year. 23 institutions and 433 teachers were chosen as the sample from the whole population. The results of the study suggested that there is a positive and significant relationship between work engagement behaviors of teachers and perceived organizational support and organizational climate and that organizational climate and perceived organizational support had a positive and highly significant relationship.
Journal of Open Innovation: Technology, Market, and Complexity
Based on organizational support theory, this study examined the indirect influence of perception of organizational support on employee work engagement with the mediating influence of flourishing and thriving at work. Data were collected by utilizing the self-administered questionnaires related to study variables in two different time periods. Using PROCESS Macros on an actual sample of 638 employees, the study found that perceived organizational support was positively associated with employee flourishing, thriving, and work engagement. Moreover, perceived organizational support indirectly influences work engagement via thriving and flourishing. The study provides many insights into evolving constructs (i.e., thriving and flourishing) and examines how organizations can create the psychological state and well-being (hedonic and eudemonic) of employees through the perception of organizational support.
Work & Stress, 28, 236-254, 2014
The challenges associated with facilitating an organizational environment that promotes work engagement and is supportive of employee psychological well-being are well documented. This study focused on the longitudinal relationships between work engagement and three supportive job resources: supervisor support, colleague support and individual perceptions of the wider resource of work culture support. The sample comprised 1196 employees of an Australian state police service, both police officers and civilian staff, who completed self-report surveys across three waves of data collection. Work culture support predicted higher supervisor support, colleague support and work engagement over time lags of 12 and 18 months. Furthermore, work engagement was a significant predictor of work culture support over the two time lags. Significant indirect relationships were also observed. With the large volume of work-related factors potentially influencing work engagement, the results of this research assist in clarifying the specific supportive job resources that impact upon work engagement over time. The paper discusses practical implications for the promotion of support and work engagement within high-stress occupations.
Hospital Topics, 2022
Employees need to security during working environment to perform their job effectively, therefore job insecurity has an effect on organizational citizenship behavior (OCB) and job performance; main purpose of this study is to investigate the mediating role of perceived organizational support, as a process underlying the relationship between qualitative job insecurity, OCB, and job performance. For analysis of correlation and regression we use SPSS software, this study reports the responses of 387 Pakistani employees. Data were collected through a self-report questionnaire that used standard scales on qualitative job insecurity, POS, OCB and job performance. The result of regression shows that effect of job insecurity on OCB and job performance was completely mediated by POS. The research design was crosssectional, and thus, cause-effect relationships cannot be separated. Organizations may address HRM policies to reduce job insecurity (e.g., through actions to organizational communication), and to increase POS (e.g., involving workers in the decision-making process and promoting teamwork). For the first time in a Pakistani context, POS was tested as a mediator in order to explain the relationship between job insecurity, OCB, and job performance.
Mediating Role of Employee Engagement Between Perceived Organizational Support and Job Performance
IJBMS, 2024
The study was conducted to check the effect of perceived organization support on job performance, a mediating role of employee engagement. The study was carried out in the higher education sector of Pakistan. The study has used quantitative approach for the whole research processes. The faculty working in the University of Peshawar was taken into the unit of analysis and data collection. By using the sampling method of Krejice & Morgan (1970), 252 faculty members were included for the data collection. Closed ended questionnaire was used for the data collection. Prior permission was taken before meeting the faculty member and questionnaire was delivered them in the meeting after discussing the objectives. The filled questionnaires were taken back after some times. The results of reliability statistics recommended that the variables were reliable for the data collection. The regression result confirms that perceived organization support has significant effect on the job performance and employee engagement has significant mediating role between the perceived organization support and job performance.
Zenodo (CERN European Organization for Nuclear Research), 2023
Employee engagement is considered necessary for an organization because it helps create a better work culture, increases productivity, and impacts company profits. This study aims to determine the effect of perceived organizational support and work-life balance on employee engagement mediated by job satisfaction at PT Rekayasa Industri, with a total sample of 120 employees. The data analysis method used Structural Equation Model-Partial Least Square (SEM-PLS). The results of this study indicate that perceived organizational support and work-life balance have a positive and significant effect on employee engagement mediated by job satisfaction. Work-life balance and job satisfaction have a positive and significant impact on employee engagement directly. Perceived organizational support does not have a substantial direct effect on employee engagement but has a positive and significant impact with perfect mediation through job satisfaction. The implications of this research are discussed in the article.
Journal of Business and Social Review in Emerging Economies
Purpose – The purpose of this paper is to propose a conceptual framework on the key determinant of employee engagement. This paper is designed to study the three determinants that will impact on employee engagement. Three key determinants will be used as independent variables which are work environment, team and co-worker relationship, and organization well-being. Employee engagement acts as a dependent variable. Methodology – This is a causal study that has used qualitative exploratory methodology to draw propositions about the phenomenon under study. Findings - The findings of the study that supported by The Social Exchange Theory (SET) and The Leader-Member Exchange (LMX) were expected to produce significant relationship between work environment, team and co-worker relationship and organization well-being on employee engagement. Practical implication – A deep focus should be given to the factors that can enhance work environment, team and co-worker relationship as well as provi...
The Impact of Toxic Work Culture on Employee(s) Performance and Well-Being
Advances in Developing Human Resources, 2024
Toxic work culture has become a pervasive issue in modern organizations, with far-reaching consequences for employees' performance and well-being. This study investigates the impact of toxic work culture on employees' performance and well-being, exploring the relationships between toxic work culture, employee performance, and employee well-being. A mixed-methods approach was employed, combining survey data from 450 employees with thematic analysis of 45 in-depth interviews. The findings suggest that toxic work culture is significantly negatively correlated with employee performance and well-being. Specifically, the results show that toxic work culture leads to decreased job satisfaction, reduced productivity, and increased turnover intentions. Furthermore, the thematic analysis highlights the emotional exhaustion, anxiety, and depression experienced by employees in toxic work environments. The study concludes by highlighting the imperative for organizations to address toxic work culture and promote a positive work environment to enhance employee performance and well-being.