An Examination of Psychological Meaningfulness, Safety, and Availability as the Underlying Mechanisms linking Job Features and Personal Characteristics to Work Engagement

The present study tested a nomological net of work engagement that was derived from its extant research. Two of the main work engagement models that have been presented and empirically tested in the literature, the JD-R model and Kahn���s model, were integrated to test the effects that job features and personal characteristics can have on work engagement through the psychological conditions of meaningfulness, safety, and availability. In this study, safety refers to psychological perceptions of safety and not workplace safety behaviors. The job features that were tested in this model included person-job fit, autonomy, co-worker relations, supervisor support, procedural justice, and interactional justice, while the personal characteristics consisted of self-consciousness, self-efficacy, extraversion, and neuroticism. Thirty-four hypotheses and a conceptual model were tested in order to establish the viability of this nomological net of work engagement in which it was expected that meaningfulness would mediate the relationships between job features and work engagement, safety would mediate the relationships that job features and personal characteristics have with work engagement, and availability (physical, emotional, and cognitive resources) would mediate the relationships that personal characteristics have with work engagement. Furthermore, analyses were run in order to determine the factor structure of work engagement, assess whether or not it exhibits differential validity from organizational commitment and job satisfaction, and confirm that it is positively related to the outcome variable of organizational citizenship behavior (OCB). The final sample consisted of 500 workers from an online labor market who responded to a questionnaire composed of measures of all constructs included in this study. Findings show that work engagement is best represented as a three-factor construct, composed of vigor, dedication and absorption. Furthermore, support was found for the distinction of work engagement from the related constructs of organizational commitment and job satisfaction. With regard to the proposed model, meaningfulness proved to be the strongest predictor of work engagement. Results show that it partially mediates the relationships that all job features have with work engagement. Safety proved to be a partial mediator of the relationships that autonomy, co-worker relations, supervisor support, procedural justice, interactional justice, and self-efficacy have with work engagement, and fully mediate the relationship between neuroticism and work engagement. Findings also show that availability partially mediates the positive relationships that extraversion and self-efficacy have with work engagement, and fully mediates the negative relationship that neuroticism has with work engagement. Finally, a positive relationship was found between work engagement and OCB. Research and organizational implications are discussed.

Validation de l�����chelle de mesure de la conscience de l���environnement d���affaires

La conscience de l���environnement d���affaires est d��finie comme l���ensemble des savoirs d��tenus par les employ��s non-cadres par rapport �� l���environnement d���affaires interne et externe de leur organisation. Elle se manifeste lorsque l���employ�� est impliqu�� dans la prise de d��cision ou r��solution de probl��me affectant l���entreprise. Ce travail a comme objectifs la validation d���une ��chelle de mesure du concept �� l�����tude, ainsi que la v��rification de sa validit�� de construit et nomologique. L���ensemble initial d���items de l�����chelle de mesure a ��t�� d��termin�� suite �� des entrevues avec les employ��s d���organisations participantes (Gauvreau-Jean, 2008). L���ensemble initial de 40 items a ��t�� test�� avec un ��chantillon de 508 employ��s d���une manufacture. Suite �� des ajustements, l�����chelle modifi��e couvre quatre dimensions du construit. L���ad��quation de son contenu a ensuite ��t�� mise �� l�����preuve par deux groupes cibles et deux ��valuations expertes (Lessard, 2014). Finalement, dans le cadre de notre ��tude, la validit�� du contenu et nomologique de l�����chelle modifi��e (contenant 24 items) a ��t�� test��e avec 330 employ��s de premi��re ligne de quatre entreprises. Les quatre dimensions du construit furent support��es, la fiabilit�� de l�����chelle ��tait haute, puis les hypoth��ses reliant la conscience de l���environnement avec les caract��ristiques au travail, l�����valuation de la performance par un superviseur et l���engagement affectif furent support��es ��galement. Un autre sondage compl��t�� par les gestionnaires (n=43) avait comme but une ��valuation de la performance contextuelle des employ��s supervis��s. Le d��veloppement de l�����chelle �� 24 items sur la conscience de l���environnement d���affaires pourrait r��pondre aux questions portant sur la participation de l���employ�� et l���efficacit�� organisationnelle.

Adaptaci��n de instrumentos para la evaluaci��n de aspectos organizacionales en ONG's

En los ��ltimos a��os se ha evidenciado que las actitudes hacia la organizaci��n o hacia la actividad en s�� juegan un importante papel en la explicaci��n de la continuidad de los voluntarios en las organizaciones. A pesar de ello, a��n no se cuenta con instrumentos de evaluaci��n adecuados que permitan un estudio m��s exhaustivo de estas actitudes en los voluntarios. En este art��culo se presenta la adaptaci��n a este ��mbito de algunos instrumentos habitualmente utilizados para estudiar dichas actitudes en personal remunerado. El Organizational Commitment Questionarie (OCQ) de Mowday, Steers y Porter, el Job Involvement de Lodahl y Kejner y el Job Diagnostic Survey de Hackman y Oldham adaptados a la poblaci��n voluntaria se aplicaron a 419 voluntarios que realizaban muy diferentes actividades. El an��lisis de algunas de las propiedades psicom��tricas de estos instrumentos muestra que tanto el Organizational Commitment Questionarie como el Job Diagnostic Survey parecen adaptarse bien a las peculiaridades del voluntariado, en cambio, con el Job Involvement se encuentran resultados que permiten cuestionar su validez y adecuaci��n, por lo que ser�� necesario desarrollar m��s investigaciones para su rechazo o su afirmaci��n definitiva en el estudio del voluntariado.

Dep��sito de medicamentos ���Padre Quirino Houdijk���

Este trabalho de pesquisa tem por tema ���Dep��sito De Medicamentos ���Padre Quirino Houdijk���: An��lise Do Perfil Autentiz��tico e o Seu Impacto Nos Colaboradores Da Organiza����o���, e tem por objetivo geral analisar o clima autentiz��tico da organiza����o e a sua rela����o com a inten����o de turnover, o empenho organizacional, o desempenho profissional e a satisfa����o na organiza����o Dep��sito de Medicamentos ���Padre Quirino Houdjik��� Lda. Ap��s revis��o da literatura onde se refletiu sobre as organiza����es, foram apresentadas as caracter��sticas das organiza����es autentiz��ticas, bem como as dimens��es de an��lise deste estudo, por forma a aferir o que, e em que medida, a organiza����o acima referenciada possui um clima autentiz��tico. Fazem parte dessa escala as dimens��es do empenhamento, desempenho, satisfa����o e inten����o de turnover. Numa perspetiva acad��mica este trabalho contribu�� para um melhor entendimento dos fatores determinantes do comportamento de gest��o das organiza����es autentiz��ticas, e ainda para a solidifica����o do conhecimento na ��rea. Numa perspetiva profissional, este trabalho auxilia os gestores a aplicarem decis��es mais legitimadas na perspetiva de criar valor nas organiza����es sob o prisma da qualidade do ambiente autentiz��tico. Acresce, tratar-se de um estudo pioneiro em Angola, pelo que pode-se contribuir para o desenvolvimento das organiza����es na ��rea em estudo.

Retaining formal volunteers in volunteer based organizations

Abstract Problem Formal Volunteers in volunteer based organizations drop out at a fast pace due to many reasons like lack of interest what they are doing, conflict among volunteers, lack of motivation, job dissatisfaction due to prolonged volunteering etc. ��which is causing to improper functioning of these organizations and reaches a point where these volunteer based organizations find it difficult to function properly. The author in this study tries to address this particular issue of this drop out of formal volunteers. Purpose The purpose of this study is to explore the factors which helps in the retention of formal volunteers in a volunteer based organization for a longer period. Method The research in this paper is done in a qualitative way with primary data collected in the form of participant observation and open interview in two voluntary organizations. The collected data is analyzed in content analysis. The secondary data is collected in the form of necessary documents provided by the participating organizations. Results Many factors were found to influence retention of volunteers namely Job satisfaction, Motivation, Public Service Motivation, Organizational Commitment, Mission Attachment, Work load, Relationship with Coworkers, Justice of Organization, Flexible Timing, Training & Orientation.�� Conclusions Recommendations to improve retention is mentioned and a future model is also proposed. The result obtained from this research can be generalized to other form of small scale volunteer organizations where the major employees are formal volunteers.

An��lisis del concepto de liderazgo y sus aplicaciones en el contexto empresarial

El presente trabajo se realiz�� con el objetivo de tener una visi��n completa de las teor��as del liderazgo, teniendo de este una concepci��n como proceso y poder examinar las diversas formas de aplicaci��n en las organizaciones contempor��neas. El tema es enfocado desde la perspectiva organizacional, un mundo igualmente complejo, sin desconocer su importancia en otros ��mbitos como la educaci��n, la pol��tica o la direcci��n del estado. Su enfoque tiene que ver con el estudio acad��mico del cual es la culminaci��n y se enmarca dentro de la perspectiva constitucional de la Carta Pol��tica Colombiana que reconoce la importancia capital que tienen la actividad econ��mica y la iniciativa privada en la constituci��n de empresas. Las diversas visiones del liderazgo han sido aplicadas de distintas maneras en las organizaciones contempor��neas y han generado diversos resultados. Hoy, no es posible pensar en una organizaci��n que no haya definido su forma de liderazgo y en consecuencia, confluyen en el campo empresarial multitud de teor��as, sin que pueda afirmarse que una sola de ellas permita el manejo adecuado y el cumplimiento de los objetivos misionales. Por esta raz��n se ha llegado a concebir el liderazgo como una funci��n compleja, en un mundo donde las organizaciones mismas se caracterizan no solo por la complejidad de sus acciones y de su conformaci��n, sino tambi��n porque esta caracter��stica pertenece tambi��n al mundo de la globalizaci��n. Las organizaciones concebidas como m��quinas que en sentido metaf��rico logran reconstituirse sus estructuras a medida que est��n en interacci��n con otras en el mundo globalizado. Adaptarse a las cambiantes circunstancias hace de las organizaciones conglomerados en permanente din��mica y evoluci��n. En este ��mbito puede decirse que el liderazgo es tambi��n complejo y que es el liderazgo transformacional el que m��s se acerca al sentido de la complejidad.

Congruencia entre los valores personales y organizacionales y su influencia con el engagement en el trabajo : estudio de caso en una organizaci��n del sector salud

La capacidad de gesti��n del personal se ha convertido en un imperativo para las organizaciones modernas. Por tanto se vienen introduciendo temas como la administraci��n en valores y el engagement de los trabajadores. Sin embargo, la relaci��n entre estos dos a��n no ha sido estudiada. El presente estudio tiene como objetivo analizar el efecto que tiene el grado de articulaci��n y reconocimiento de los valores organizacionales y personales y organizacionales sobre los niveles de engagement de los empleados. Para esta investigaci��n se utiliz�� una muestra constituida por 54 trabajadores de una organizaci��n del sector salud de la ciudad de Bogot�� a quienes les fueron aplicadas dos escalas: el Inventario para Medir la Articulaci��n entre la Persona y la Organizaci��n (Inventario APO) y Utrech Work Engagement Scale (UWES). Como principal resultado se obtuvo que de las tres dimensiones consideradas predictoras del engagement, solamente el reconocimiento de los valores organizacionales tuvo un efecto estad��sticamente significativo.

Petrofac International Limited: el mercadeo interno, una estrategia efectiva en el manejo de personal

Como futuros administrados es importante recordar que nuestra funci��n no ser�� ��nicamente crear una empresa y generar constantemente ingresos. Esto es una de tantas tareas que tiene una persona que se encamina por crear o ser parte de una empresa, sea grande o peque��a siempre existir��n variables que con los a��os se han convertido m��s y m��s indispensables en los procesos de este recorrido. El tema principal de nuestro estudio de caso es entender el concepto del endomarketing o como muchos lo conocen marketing interno; en pocas palabras es algo que por a��os se ha visto su efectividad en la productividad y satisfacci��n de los empleados. Google es una de las multinacionales m��s grandes del mundo, que el ultimo reconocimiento fue por parte de uno de los ranking m��s influyentes ���The World���s Billionaries��� ocupando como el CEO de la compa����a Larry Page el puesto #12 , que por a��os ha sabido invertir en su recurso m��s importante que son sus empleados. En una entrevista con la revista Fortune, Larry exclama que ���es importante que la empresa sea una familia, que las personas sientan que son parte de la empresa, y que la empresa es como una familia para ellos. Cuando se trata a las personas de esa manera, se obtiene una mejor productividad���. Con este peque��o ejemplo e idea de c��mo una de las marcas m��s influyentes en el mundo ha fortalecido su mejor recurso por a��os el cual le ha remunerado con el ��xito que tiene hoy en d��a. Entonces es como el mercadeo interno o endomarketing siendo uno de los conceptos tratados en el mercadeo en general hoy en d��a, logrando meterse como un modelo de negocio en la mayor��a de empresas que existen hoy. Este es uno de los motivos que nos motiv�� para desarrollar este estudio de caso que ver��n a continuaci��n, el cual se basa en la investigaci��n y an��lisis de variables que comprenden a la empresa Petrofac, y si bien ha sabido implementar el concepto en sus procesos diarios. El estudio de caso describe como a trav��s de los a��os ha sabido implementar con ��xito la herramienta de evaluaci��n y an��lisis del mercado interno a los empleados que constituyen hoy en d��a Petrofac International Limited. Abarcaremos primero con los objetivos del estudio, seguido del inicio y crecimiento de la empresa en los ��ltimos a��os, en que pa��ses tiene presencia y cu��les son sus proyectos m��s importantes hoy en d��a. El estudio de caso ser�� implementado por un tipo de investigaci��n descriptiva, que con la recopilaci��n de suficiente informaci��n tanto cuantitativa como cualitativa nos ira fortaleciendo la hip��tesis principal, usaremos datos estad��sticos que ser��n recopilados de encuestas, entrevistas y focus group. Al final con el an��lisis y a las conclusiones que lleguemos se busca demostrar el impacto positivo que ha tenido los empleados de diferentes pa��ses y de diferentes culturas que poco a poco han influenciado a la empresa para alcanzar el ��xito que ha logrado hasta ahora, y de la misma forma como la empresa ha influenciado en cada una de las vidas de estas personas sin importar el lugar en el que est��n laborando, siempre la empresa busca que se sientan parte de ella. Como resultados generales, se obtienen argumentos que sustentan que la implementaci��n del mercadeo interno le permite a la empresa generar ventajas competitivas y din��micas, que son desarrolladas internamente para un futuro reflejarlas ante los clientes externos. El estudio permiti�� concluir que el mercadeo interno debe ser una estrategia de comunicaci��n dentro de una empresa convirti��ndose de primera necesidad para la compa����a, pues los beneficios que genera son cada vez m��s necesarios para cada ��rea que abarca el negocio.

O compromisso organizacional como o grande desafio da gest��o estrat��gica de recursos humanos : O caso dos projectos de outsourcing da IBM Portugal

Num contexto empresarial globalizado, a gest��o de recursos humanos assume import��ncia crescente. A valoriza����o do capital humano e a preocupa����o com o compromisso e produtividade das pessoas revelam-se imperativos para a gest��o de recursos humanos na contemporaneidade. As pol��ticas e pr��ticas de recursos humanos revelam-se a forma mais eficaz de comprometer as pessoas e, consequentemente, melhorar a performance organizacional. Este trabalho final de mestrado resultou de um est��gio realizado num agrupamento complementar de empresa da IBM. Al��m das actividades desenvolvidas em contexto organizacional, efectuou-se urna descri����o de todo o processo de gest��o de recursos humanos e analisou-se a rela����o entre as pol��ticas e pr��ticas de recursos humanos e o compromisso organizacional, nas suas diferentes dimens��es. Os resultados deste diagn��stico revelam que os colaboradores apresentam ��ndices elevados de compromisso organizacional para com o ACE. Este compromisso materializa-se no alinhamento dos objectivos de neg��cio com os objectivos dos colaboradores. A principal causa destes ��ndices elevados de compromisso s��o as pol��ticas e pr��ticas de recursos humanos. ABSTRACT: ln a globalized business environment, HRM assumes increasing importance. The human capital and concern for the commitment and productivity of people tum out to be imperative for the contemporary human resource management. Policies and practices of human resources prove to be the most effective way to engage people and thus improve organizational performance. This scientific work resulted from one stage held in a complementary group of the IBM Company. Besides the activities in organizations, took place a description of the whole process of resource management and examined the relationship of policies and practices in human resources with organizational commitment, in its various levels. The results of this diagnosis show that employees have high levels of organizational commitment towards the ACE. This commitment is materialized in the alignment of business goals with employee objectives. The main cause of these high levels of commitment are the policies and practices of human resources.

Ethical leadership and unethical pro-organizational behavior: A moderated mediation model of affective commitment and authenticity at work

Recently, unethical conduct in the workplace has been a focus of literature and media. Unethical pro-organizational behavior (UPB) refers to unethical conduct that employees engage in to benefit the organization. Given the complexity of UPB, there is an increasing need to understand how and under what conditions this attitude originates within organizations. Based on a sample of 167 employees and seven organizations, results support the moderated mediation model. An ethical leader increases employees��� organizational affective commitment which increases the likelihood to engage in UPB. However, the indirect relationship diminishes when employees feel authentic at work.

Perception of organizational politics and the effect of authenticity and affective commitment on deviance and task performance in contact centers

This study aimed to understand employees��� reactions to organizational politics in Contact Centers. Drawing from a sample of 187 supervisor-employee dyads, we studied the relationship between employees��� perceptions of organizational politics and supervisor-rated task performance and deviance, and mediation effects by authenticity at work and affective commitment. Results indicate that workers tend to react to workplace politics with deviant behavior and worse task performance. We found that the relationship between perceived politics and task performance was mediated by authenticity. The relationship between perceived politics and supervisor-rated deviance was mediated by affective commitment to the organization. Implications for management are discussed.

A Typology of Workplace Commitment Elements and Antecedents Affecting Organizational Effectiveness

The purpose of this paper is to present a typology workplace commitment of workplace commitment illustrating levels, elements, and antecedents of organizational and individual commitment. This typology focuses on elements that can be manipulated by the human resource development (HRD) researcher and practitioner to affect organizational performance.

Organizational responses to a changing aid environment: the German Agency for Technical Cooperation (GTZ)

As a major European donor, German government development assistance faces a series of challenges. Recent political changes have raised expectations for demonstrable health outcomes as a result of German development assistance; there has been a deepened commitment to collaboration with other bilateral and multilateral donors; and partner countries are increasingly open to new approaches to development. German development assistance also reflects a new ethos of partnership and the shift to programmatic and sector based development approaches. At the same time, its particular organizational structure and administrative framework highlight the extent of structural and systems reforms required of donors by changing development relationships, and the tensions created in responding to these. This paper examines organizational changes within the German Agency for Technical Cooperation (Deutsche Gesellschaft fur Technische Zusammenarbeit) (GTZ), aimed at increasing its Regional, Sectoral, Managerial and Process competence as they affect health and related sectors. These include the decentralization of GTZ, the trend to integration of projects, the increasing focus on policy and health systems reform, increased inter-sectoral collaboration, changes in recruitment and training, new perspectives in planning and evaluation and the introduction of a quality management programme. Copyright (C) 2002 John Wiley Sons, Ltd.

The case for emotional intelligence in organizational research

Since its popularization by Goleman (1995), the concept of emotional intelligence has been the subject of ongoing controversy, so it is understandable that the model we proposed, which includes emotional intelligence as a moderator variable, would attract its share of criticism.