Religiosity and work engagement: Workload as a moderator

The Interplay Between Workplace Incivility, Religiosity and Well-Being: Insights from Jordan and the United Arab Emirates

Drawing on the Job Demands-Resources (JD-R) theory, this study examines the relationship between workplace incivility and workers' psychological well-being. A related aim is to examine the link between workers' religiosity and their well-being, with workplace incivility moderating this nexus. Data were collected from 247 employees identified from private sectors (in Jordan and the UAE) via online-survey questionnaire. Factor analysis and hierarchical moderated multiple regression models were used to test the hypotheses. Study results show that workers' religiosity is positively and significantly associated with their psychological well-being, while workplace incivility is negatively (but insignificantly) associated with workers' psychological well-being. In addition, and contrary to our expectations and prior studies, our results suggest that workplace incivility strengthens the direct relationship between religiosity and well-being. The mechanism of this intersection may propose that rude and uncivil treatments positively predict self-blame, something that may lead the targets to become more religious to get recovery from different types of incivility and stressful life events. This study highlights the contextual applicability and possible extension of the JD-R theory through extending its model to religiosity and well-being of employees in a diverse cultural context in the Middle East.

Relationship between nurses' mood at work and work engagement: Work morale as a mediator

AIM

To determine the effect of nurses' mood at work (positive and negative) on work engagement and whether work morale mediates this relationship.

BACKGROUND

Nurses' work engagement is a key research area, yet limited data regarding the relationship between nurses' mood at work and work engagement are available. Therefore, how nurses' positive or negative mood at work affects their work engagement remains unclear.

METHODS

This study analyzed nurses from a medical center in Taipei City. A total of 279 completed questionnaires were returned. The data were analyzed using two-stage structural equation modeling to test the hypothesized relationships.

FINDINGS

Nurses' positive mood had a significantly positive effect on work morale, whereas their negative mood had a significantly negative effect on work morale. Additionally, work morale played a mediating role in the relationship between mood at work and work engagement.

CONCLUSION

The results revealed that nurses' moods affected their work engagement and that this relationship was affected by work morale.

IMPLICATIONS FOR NURSING AND HEALTH POLICY

Healthcare institutions and hospitals could develop a positive work environment to help nurses maintain their good mood and reduce negative affectivity. They should also provide nurses with counseling services, offer morale-boosting activities, and adopt an inspirational leadership style to maintain their work morale.

Identifying energy and emotion-based conflict: Development of a refined work-life conflict scale

While work-family conflict, and more broadly work-life conflict, has traditionally been conceptualized through the dimensions of time, strain, and behaviour, an expansion of these dimensions should prove advantageous for measurement and comprehension. Specifically, energy and emotion-based conflict have been cited as possible factors that would be beneficial to the measurement of work-life conflict. While these forms of conflict have been discussed as viable areas of expansion in the work-life conflict literature, there has yet to be a systematic empirical attempt to include both energy and emotion as their own distinct dimensions. In the present research, items were identified and/or created to represent energy and emotion-based forms of conflict to explore their feasibility in work-life conflict measurement. Energy and emotion were identified as distinct dimensions of work-life conflict through four studies of construct validation. Collectively, a four-factor solution of time, behaviour, energy, and emotion was supported. Multi-wave data indicated that energy and emotion-based conflicts were incrementally predictive of outcomes, including job satisfaction and job-related burnout, above and beyond other measures. By combining and expanding existing literature to include energy and emotion as independent dimensions, this research creates a more encompassing scale that more comprehensively represents the construct of work-life conflict.

Psychological empowerment and employee engagement: role of job satisfaction and religiosity in Nigeria

Purpose

This paper aims to examine the mediating role of job satisfaction in the relationship between psychological empowerment and employee engagement. There is also an investigation of the moderating effect of religiosity on psychological empowerment and job satisfaction as well as job satisfaction and employee engagement.

Design/methodology/approach

Data were obtained from 265 employees working in the service industry in Nigeria. The hypotheses were tested and analysed using structural equation modelling and bootstrapping procedure.

Findings

The results show that the direct relationship between psychological empowerment and employee engagement was partially mediated by job satisfaction. Intrinsic religiosity (IR) was found to have a moderating effect on job satisfaction and employee engagement. IR and extrinsic religiosity (ER) does not moderate the impact of psychological empowerment on job satisfaction and employee engagement. ER was found to have a negative insignificant moderating effect on job satisfaction and employee engagement.

Research limitations/implications

A cross-sectional study reveals the relationship between variables at one point in a time. As such this study may not precisely predict the dominant pattern of the association over time. Future research can use longitudinal study to establish a dominant pattern of relationships.

Practical implications

This study informs human resource practitioners and scholars by demonstrating that religiosity and job satisfaction are important factors that should be considered in managing and keeping employees engaged.

Originality/value

To the best of the authors’ knowledge, this study is among the first atte`mpts to enrich the literature in the fields of psychological empowerment and employee engagement by highlighting organisational mechanisms that amplify the relationship.