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Your search keyword '"meaningfulness at work"' showing total 2 results
Start Over Descriptor "meaningfulness at work" Topic work engagement
2 results on '"meaningfulness at work"'

1. Linkages Between Transformational Leadership, Work Meaningfulness and Work Engagement: A Multilevel Cross-Sectional Study

Author

Meng F, Xu Y, Liu Y, Zhang G, Tong Y, and Lin R

Subjects
transformational leadership, meaningfulness in work, meaningfulness at work, work engagement, Psychology, BF1-990, Industrial psychology, HF5548.7-5548.85
Abstract

Fanxing Meng,1 Yongsheng Xu,1 Yiliang Liu,2 Guozan Zhang,3 Yunze Tong,4 Rong Lin1 1Zhejiang Police College, Hangzhou, Zhejiang, People’s Republic of China; 2College of Economics and Management, Northeast Forestry University, Harbin, Heilongjiang, People’s Republic of China; 3School of Creative Arts and Design, Zhejiang Institute of Mechanical & Electrical Engineering, Hangzhou, Zhejiang, People’s Republic of China; 4College of Computer Science and Technology, Zhejiang University, Hangzhou, Zhejiang, People’s Republic of ChinaCorrespondence: Fanxing Meng, Zhejiang Police College, 555 Binwen Road, Binjiang District, Hangzhou, Zhejiang, People’s Republic of China, Email mengfanxing@zjjcxy.cnPurpose: The issue of employee engagement has increasingly become a focus of concern in public management practice. Based on the theory of purposeful work behavior, integrative theory of employee engagement and Pratt and Ashforth’s typology of work meaningfulness, this study proposes and examines the mediating effects of two types of meaningfulness between transformational leadership and work engagement and the moderating effects of transformational leadership on the relationship between two types of meaningfulness and work engagement.Patients and Methods: By adopting a multilevel cross-sectional design, this study examines assumed mediation and moderation effects. The data collection was conducted anonymously by means of an online survey. A total of 261 local police officers from 32 police stations were recruited in professional training programs as a sample.Results: The analysis reveals that both meaningfulness in work and meaningfulness at work positively mediate the relationship between transformational leadership and work engagement. Transformational leadership moderates the relationship between meaningfulness at work and work engagement rather than the relationship between meaningfulness in work and work engagement. There are no other significant effects of sex, age or length of service.Conclusion: Work meaningfulness transmits and combines the effect of transformational leadership to impact work engagement. These findings not only confirm the critical role of work meaningfulness proposed by the theoretical frameworks of the theory of purposeful work behavior, integrative theory of employee engagement and Pratt and Ashforth’s typology of work meaningfulness, but also further extend and clarify the role of and difference in two substructures of work meaningfulness (ie, work meaningfulness in work and at work) in the context of the linkage between transformational leadership and work engagement.Keywords: transformational leadership, meaningfulness in work, meaningfulness at work, work engagement

Published
2022

2. Self-employment and eudaimonic well-being

Author

Ute Stephan, Helena Carvalho, Joaquim J.S. Ramalho, Marc van Veldhoven, Susana Correia Santos, Susana M. Tavares, and Department of Human Resource Studies

Subjects
Entrepreneurship, AUTONOMY, Meaningfulness at work, MODERATED MEDIATION, media_common.quotation_subject, Eudaimonic well-being, Well-being, 0211 other engineering and technologies, Social Sciences, Context (language use), 02 engineering and technology, Vitality, Eudaimonia, Article, Management of Technology and Innovation, Business & Economics, 0502 economics and business, Business, Self-employment, Meaning (existential), Business and International Management, POSITIVE AFFECT, 021102 mining & metallurgy, media_common, VITALITY, 05 social sciences, MOTIVATION, Proactivity, JOB-SATISFACTION, CONTEXT, EGO-DEPLETION, WORK ENGAGEMENT, Psychology, Social psychology, 050203 business & management, Autonomy
Abstract

This study investigates why and where self-employment is related to higher levels of eudaimonic well-being. We focus on meaningfulness as an important eudaimonic process and subjective vitality as a eudaimonic well-being outcome that is central to entrepreneurs' proactivity. Building on self-determination theory, we posit that self-employment, relative to wage-employment, is a more self-determined and volitional career choice, which enhances the experience of meaningfulness at work and perceptions of work autonomy. In a multi-level study of 22,002 individuals and 16 European countries, meaningfulness at work mediates the relationship between self-employment and subjective vitality and explains this relationship better than work autonomy. We identify moderating effects of context: the societal legitimacy of entrepreneurship in a country affects the choice set of alternative career options that individuals can consider and thus shapes the experience of meaningfulness at work and work autonomy, and thereby indirectly subjective vitality. These findings expand our understanding of eudaimonic well-being, entrepreneurs' work, and the role of context in entrepreneurship and well-being research. They complement existing research on hedonic well-being of entrepreneurs and extend the scarce literature on their eudaimonic well-being., Highlights • We investigate meaningfulness at work (MW), work autonomy, and subjective vitality in a multi-level cross-country study. • The self-employed have higher levels of subjective vitality than wage-employees. • MW explains the self-employed's higher vitality even when controlling for work autonomy. • The legitimacy of entrepreneurship in a country moderates the relationship of self-employment with MW and with work autonomy. • We differentiate self-determined career choice from day-to-day work autonomy.

Published
2020
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