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Despite increasing interest in supporting older workers' motivation, retention, and well‐being at work, knowledge about how social networks at work may affect the efficacy of training interventions among older employees is scarce. These social ties are an important source of resources for older workers' careers. This study examined the characteristics of older workers' personal social networks as boundary conditions for the effects of late‐career management intervention on work engagement. Data were used from an earlier randomized controlled trial (RCT) in which senior employees (mean age of 58 years) participated in a peer group‐based training intervention and were asked to complete follow‐up surveys at baseline, post‐intervention, and after 6 months (Vuori et al., 2019, Journal of Vocational Behavior, 115: 103327). The results showed that older workers' social ties at higher organizational levels (upper reachability) and the number of social ties at work moderated the effect of the intervention on work engagement. Specifically, the intervention aimed at enhancing employees' personal resources improved work engagement for senior employees with few or no social ties at work with whom they could discuss important matters, and for those with social ties at higher organizational levels. However, the relationship quality between older workers and their leaders showed no moderation effect. This study encourages human resources professionals to consider the social network characteristics and peer learning of older workers when providing training to enhance their work engagement. [ABSTRACT FROM AUTHOR]

When does pay dispersion elicit positive or negative employee attitudes? A review of the pay dispersion literature indicates a controversy around this vital question and suggests that numerous contingency factors moderate the effects of pay dispersion. In an empirical study of four Finnish companies consisting of 141 work units, we examine contingencies in attitudinal reactions to job‐based pay dispersion among blue‐collar workers. Based on archival pay data matched with employee survey responses (n = 536), we find that perceptions of pay basis legitimacy, task interdependence, and an individual's pay standing within the work unit explain the strength and direction of the relation between job‐based pay dispersion and employee attitudes (i.e., work engagement and organizational commitment). Our findings have implications for the design of pay systems and contribute to a better appreciation of the complexities underlying employee attitudinal responses to pay dispersion. [ABSTRACT FROM AUTHOR]

The article offers a framework for a Work Attitude Personal Life Record (PLR) collection platform, designed to monitor and estimate daily mental health in workers through multimodal information. Topics include the importance of continuous mental health monitoring for enhancing labor productivity, the use of smartphone-based estimation models for tracking work engagement and recovery experiences, and the evaluation of preliminary experimental data to demonstrate the feasibility of this approach.

Challenges and trials in HR require everything that deals with being a person to anyone and any office. This study aimed to contribute to the field of human services management as well as to business and management by measuring the process of organizational learning, work engagement, and the role of HR officers in HSOs in Cagayan de Oro City to be backed up with the best model when dealing with its staff and faculty regarding organizational performance. The study used descriptive correlational and causal-comparative designs. Two hundred fifty-five respondents were fulltime staff and faculty in the selected higher institutions in the city. A researcher's survey questionnaire was used to gather the data and identify the influence of the variables. Results revealed that the respondents' answers were highly aware, very highly implemented, very highly engaged, and very highly performed when dealing with the organizational performance of HEIs, showing causal model 3 is the best-fit model for organizational performance. It is concluded that the environment plays a vital role in the level of awareness of the role of human resource officers, where improvements in the hiring process must be thoroughly evaluated, leading to the organizational performance of the higher education institutions. It is recommended that the administration encourage the HR officer to propose a continuous development of emotional intelligence programs and seminars to improve the social-emotional awareness of the employees, leading to well-developed self-control and interpersonal skills, which are vital to the organizational performance of institutions. [ABSTRACT FROM AUTHOR]

Background: To ensure workforce stability in China's healthcare system and maintain high-quality care, it is essential to comprehensively understand the interplay of factors contributing to turnover intention of healthcare workers. This study aims to examine the associations between potential factors and turnover intention in healthcare workers and explore the mediating effect of job satisfaction and work engagement in the association between them. Methods: In this cross-sectional study, a random sample of 1060 healthcare workers working in 98 public medical institutions were recruited to rate their turnover intention in 2018 in Shenzhen, China. Information on socio-demographic characteristics, job-related factors, turnover intention, job satisfaction, work engagement, work stress and doctor-patient relationship of participants were collected. Pearson's chi-squared tests and binary logistic regression analyses were performed to explore the association between these factor and turnover intention. Mediation analysis was used to explore the roles of potential mediators and moderators. Results: The results showed that age (OR: 0.35, 95%CI: 0.16 to 0.72), tenure (OR: 0.98, 95%CI: 0.96 to 0.99), administrative positions (OR: 0.33, 95%CI: 0.16 to 0.63), and night shift frequency (OR: 1.84, 95%CI: 1.26 to 2.67) were significantly associated with turnover intention. We identified the mediating effect of job satisfaction and work engagement in the relationship between administrative positions and turnover intention, while the suppressing effect in the relationship between professional titles and turnover intention. Additionally, we found that monthly income plays a moderating role in the relationship between work engagement and turnover intention, and in the association between professional titles and turnover intention. Conclusions: Greater job satisfaction and engagement, along with reasonable remuneration, were found to be associated with lower turnover intention among healthcare workers. Employers should proactively monitor the dynamic interactions among these factors and then develop more tailored interventions in order to alleviate the ongoing loss of healthcare workers. [ABSTRACT FROM AUTHOR]

Research on experiencing workplace cyberbullying (WCB) and its underlying mechanisms that impact the well‐being of teachers is scarce. We propose that cognitive reappraisal, which is a useful and adaptive emotion–regulation strategy for reinterpreting emotion‐eliciting situations, is a mediator explaining the inverse relationships between experiencing WCB and well‐being. A three‐wave longitudinal survey (baseline, T1; 3 months, T2; and 1 year, T3) was conducted with a sample of 444 primary and secondary schoolteachers in Hong Kong, China. Exposure to WCB, cognitive reappraisal, affective well‐being and work engagement of participants was assessed. In line with the hypotheses, results showed that cognitive reappraisal mediated the associations between WCB and well‐being. WCB at T1 was negatively associated with cognitive reappraisal at T2, which in turn was positively associated with positive affect and work engagement and negatively associated with negative affect at T3. Findings suggest that the intrusive nature of WCB renders its victims emotionally exhausted and helpless, thus negatively impacting the process to reinterpret the situation in a positive light, resulting in undesirable consequences. This study has illuminated WCB's inhibitory mechanism and its long‐term detrimental impact. Practical implications are discussed. [ABSTRACT FROM AUTHOR]

Since teacher work engagement is argued to substantially affect education quality and learners' performance, unveiling the factors affecting teacher engagement is of high significance. As an attempt to explore the antecedents of this construct in English-as-a-foreign-language (EFL) teachers, we tested a structural model of work engagement based on teachers' professional identity, grit, and foreign language teaching enjoyment. A sample of 476 EFL teachers in Iran was requested to complete an online survey constituting the valid scales of the four constructs. Structural equation modeling (SEM) results indicated that the model fitted the data sufficiently. The model revealed that teachers' grit, professional identity, and foreign language teaching enjoyment were the direct correlates of work engagement. Additionally, professional identity affected work engagement indirectly via foreign language teaching enjoyment and grit. Also, foreign language teaching enjoyment influenced work engagement through the mediation of grit. We conclude our study with a discussion on the implications of the findings. [ABSTRACT FROM AUTHOR]

The purpose of the present study was to investigate whether relationships between work-related variables such as work engagement and job performance are explained by individual differences in personality. We tested this in a novel sample of leaders only (N = 344). Partial correlational analyses showed that controlling for brief Big Five personality scales lowered the explained variance on average by 50%. We argue that individual differences drive most established findings in work psychology, that this is often overlooked in research and practice, and we recommend that this should be considered in intervention studies for increased work engagement and performance. [ABSTRACT FROM AUTHOR]

Aim: This study aims to determine the prevalence of workplace violence against healthcare professionals and its effects on work engagement and meaningful work in healthcare settings. Design: This study is designed as an analytical cross‐sectional study. Methods: This study surveyed 676 healthcare professionals in Turkiye between June and December 2022, using face‐to‐face and online methods. Scales measured exposure to and witnessing violence, work engagement, and meaningful work. The study has adhered to STROBE guidelines. Statistical analyses included descriptive, correlation, and linear regression. Results: According to the results, shouting and cursing by patients and their companions were determined as the most common type of violence encountered by healthcare professionals. The effect of healthcare professionals' exposure to violence from patients' companion on work engagement and witnessing to violence from colleagues on meaningful work were found to be negative and significant. Discussion: The findings emphasise the urgent need for interventions addressing workplace violence against healthcare professionals. Since workplace violence significantly reduces work engagement and the sense of meaningful work in healthcare setting. Impact: By highlighting the prevalence of workplace violence and its negative impact on both work engagement and meaningful work in healthcare setting, this study provides critical evidence for policymakers and healthcare administrators. Patient or Public Contribution: The participants in this study were healthcare professionals who had direct contact with patients and their relatives. [ABSTRACT FROM AUTHOR]

Since teachers’ perceptions of work engagement can strongly shape their engagement level, it is imperative to explore how teachers perceive this construct and its associated dimensions. With this in mind, some researchers have evaluated teachers’ beliefs and attitudes towards this notion. Notwithstanding this, to the authors’ knowledge, no study has examined language teachers’ viewpoints on this variable and its significance in online EFL classes. To bridge these gaps, this phenomenological study explored Iranian EFL teachers’ perceptions and experiences of work engagement and its value in online English courses. To this aim, using the purposive sampling strategy, a total of 21 EFL teachers were chosen from different state, private, and non-profit universities in Iran. To obtain the required data, all participants were invited to complete an open- ended questionnaire. To reach more comprehensive data, from among the 21 participants, nine willingly took part in a 20-minute interview session. Results obtained from content analysis revealed that Iranian EFL teachers considered work engagement as a complex variable with four related dimensions of emotional, cognitive, behavioral, and social engagement. The results also indicated that Iranian teachers perceived work engagement as an important professional behavior that results in increased academic achievements, professional advancement, improved teaching quality, and strong teacher-student rapport. Hence, education leaders and teacher educators should support Iranian EFL teachers in enhancing work engagement dimensions to improve professional growth and teaching quality. [ABSTRACT FROM AUTHOR]

Existing studies mainly discussed the various effects of family and work-related stress on tourism and hospitality employees, but the mechanism of a newly stress connecting home and work (i.e. commuting stress) on them is unknown. Drawing on affective events theory, this study aims to investigate how commuting stress impacts on tourism and hospitality employees' work engagement. Further, the mediating role of unpleasant feelings and the moderating role of micro-break activities are also examined. A survey was completed by 379 employees in tourism and hospitality companies in China. The results showed that commuting stress was negatively related to work engagement, and unpleasant feelings played a partial mediating role. Micro-break activities significantly mitigated the relationship between unpleasant feelings and work engagement, such that the effect was weaker as micro-break activities increased. The mediating effect of unpleasant feelings was also moderated by micro-break activities. This research provides a new explanatory framework for the relationship between employee commuting stress and work engagement while also identifying a boundary condition among them. Our conclusions offer new directions for alleviating employee commuting stress. [ABSTRACT FROM AUTHOR]

Purpose: Although strengths use support (SUS) has been shown to facilitate employee strengths use and work engagement, little is known about how senior managers' SUS affects middle managers' SUS. The purpose of the present research was to examine the trickle-down effect of SUS from superiors on SUS for subordinates. Design/methodology/approach: A two-wave questionnaire survey was conducted to collect data from middle managers (n = 228) at a global manufacturing firm in Japan. Findings: The results of structural equation modeling indicated that (1) SUS from superiors indirectly promoted SUS for subordinates mediated through middle managers' strength use, and (2) SUS from superiors indirectly promoted SUS for subordinates mediated through middle managers' strength use, and subsequently through their work engagement. Research limitations/implications: As the respondents were middle-level managers at a manufacturing firm in Japan and were all Japanese nationals, indigenous culture and traditional work mentality may have affected the results. Practical implications: To create a supportive learning culture in an organization, human resource (HR) managers need to encourage senior-level managers to provide SUS for middle managers through HR systems such as training, appraisal, and survey feedback. Originality/value: This study may be the first to clarify how SUS from superiors is linked to SUS for subordinates by identifying the mediating effects of strength use and work engagement, based on the Job-Demand Resources model, the Social Cognitive theory, and the trickle-down effect. [ABSTRACT FROM AUTHOR]

While the coronavirus disease (COVID)-19 crisis is impacting many areas of society, some professions are more affected by the COVID-19 pandemic than others, especially by the feeling of insecurity about future working conditions. The present research was conducted during the pandemic and assesses the extent to which musicians' desire to develop professionally, their work engagement and their motivation to study further in the context of job insecurity, intolerance to uncertainty, and emotion regulation were affected. A cross-sectional design was used. The participants were 167 Romanian professional musicians. The results show that cognitive reappraisal and achievement-striving moderate the relationship between qualitative job insecurity and work engagement, more specifically: cognitive reappraisal and achievement-striving are moderators and buffer the negative relationship between qualitative job insecurity and work engagement. Given that the current context is marked by uncertainty, future studies could investigate the effect that intervention for managing emotions can have on increasing well-being and work engagement. [ABSTRACT FROM AUTHOR]

Aim: This study aims to investigate the current status of work engagement among ophthalmic specialized nurses in China and explore the multifaceted factors influencing work engagement from the physical, psychological, and social perspectives. Methods: This study adopts a cross-sectional survey design, distributed electronic questionnaires through WeChat software, and 261 valid questionnaires were received from ophthalmic specialized nurses. The survey includes demographic information about ophthalmic specialized nurses, as well as work engagement, sleep quality and social support. A generalized linear model was used to investigate the factors influencing the work engagement of ophthalmic specialized nurses. Results: The overall work engagement score among ophthalmic specialized nurses in our study was 143.70 ± 13.66. Multivariate analysis showed that participation in teaching, professional title, sleep quality and perceived social support were the influencing factors of work engagement of ophthalmic specialized nurses. Discussion: The results showed that ophthalmic specialized nurses with the title of "senior nurse", participating in teaching had higher work engagement. According to the Two-Factor Theory, incentive factors can stimulate the work enthusiasm of specialized nurses. The worse the sleep quality of ophthalmic specialized nurses, the lower the work engagement. It is suggested that nursing managers should pay attention to the sleep problems of specialized nurses and reduce work burnout. The nurses who perceived higher levels of social support exhibited higher work engagement. Because social support can mitigate nurses' work burnout and work-related stress. Conclusion: Ophthalmic specialized nurses in China demonstrate a relatively high level of work engagement. Those with the title of senior nurse, involvement in teaching, better sleep quality, and higher perceived social support exhibit higher work engagement. [ABSTRACT FROM AUTHOR]

Objective: To assess the effects of the nurse–manager dualistic intervention (NMDI) program on work engagement and job crafting of ICU burnout nurses. Background: Work engagement is crucial for nurses' job performance and quality of clinical care. Personal and work resources are important antecedents of work engagement. However, few intervention studies focused on improving nurses' personal and work resources to promote work engagement and job crafting of burnout nurses. Methods: This was a quasi‐experimental study. One hundred and two ICU nurses from two tertiary hospitals in Shandong Province were recruited. Forty‐two ICU nurses from one hospital were set as the intervention group and underwent NMDI. Sixty ICU nurses from the other hospital constituted the control group, which received routine occupational health guidance from the hospital. Demographic characteristics, burnout, work engagement, and job crafting were collected at baseline (T0), postintervention (T1), and 3‐month postintervention (T2). Results: Compared to baseline, both work engagement and job crafting scores increased in the intervention group at postintervention (T1). At postintervention (T1), work engagement and job crafting were significantly higher in the intervention group than in the control group (βworkengagement = 3.894, p = 0.016 and βjobcrafting = 6.104, p = 0.010), but the difference between the two groups was not significant at the 3‐month follow‐up (βworkengagement = 3.618, p = 0.066 and βjobcrafting = 3.554, p = 0.15). Conclusion: The NMDI program can significantly improve ICU burnout nurses' work engagement and job crafting. Nevertheless, the sustainability of these effects over time has been found to be limited, indicating that future research needs to explore and implement strategies to bolster the long‐term efficacy of this intervention. Implications for Nursing Management: Nurse managers are suggested to integrate the NMDI program into routine nursing management. Managers ought to prioritize appreciative and constructive dialog between themselves and nurses in order to support nurses in inquiring personal and work resources and encourage nurses to develop work plans to utilize resources. This will help to increase nurses' engagement and job crafting. Trial Registration: ClinicalTrials.gov identifier: ChiCTR2100047974 [ABSTRACT FROM AUTHOR]

This study examines the concurrent influence of health-impairment and motivational processes proposed by the Job Demands-Resource model on teachers’ intention to remain at their workplace at 12 and 24 months among 308 certified teachers in Sweden. Teachers’ perceptions of job demands (quantitative demands, emotional demands, work pace) and job resources (possibilities for development, social support from supervisor, social support from colleagues, recognition) were measured at baseline whereas exhaustion, work engagement, and retention intention were measured at 12 months and 24 months. Data was analysed using structural equation modelling and subsidiary analyses explored the moderating effects of job resources on the health-impairment process at 12 and 24 months. The findings indicate that the health-impairment process is a stronger predictor of teachers’ retention intention at 12 and 24 months than the motivational process and that the primary focus of teacher retention policies should be optimising teachers job demands rather than enhancing teachers’ job resources. [ABSTRACT FROM AUTHOR]

Background: Nursing shortage is a global issue. Turnover intention and life satisfaction are significant predictors of turnover. The specific nature of nursing and stressful work schedules lead to impaired professional quality of life (ProQOL), and existing studies have confirmed the effect of a dimension of ProQOL (such as secondary trauma stress, burnout and compassion satisfaction) on turnover intention and life satisfaction. Yet the heterogeneity of ProQOL across individuals is not known. A lack of research on the relationship between potential ProQOL subgroups and turnover intention and life satisfaction, and the mechanisms underlying this relationship remain understudied. The study aimed to determine different ProQOL profiles, and their cross-sectional and longitudinal effects on turnover intention and life satisfaction, while exploring the mediating roles of job satisfaction and work engagement within the relationship. Methods: Data were collected at a tertiary hospital in a northeastern province of China. An online questionnaire was administered twice over the course of six months. 1832 and 900 participates provided cross-sectional and longitudinal data respectively. We used latent profile analysis (LPA) and K-means clustering to identify ProQOL profiles, and used the PROCESS macro program to conduct mediation analysis. Results: The LPA results supported a 4-profile solution, including balanced protection, good quality, traumatic satisfaction and burnout problem. ProQOL profiles directly predicted nurses’ current and subsequent turnover intention and life satisfaction. In addition, job satisfaction and work engagement mediated the effects of ProQOL profiles on turnover intention and life satisfaction in cross-sectional sample, and mediated the effects of ProQOL profiles on turnover intention in longitudinal sample. Conclusion: The findings suggest that nurses’ ProQOL has distinct categorical characteristics and is strongly associated with turnover intention and life satisfaction. Hospital administrators should implement individualized, join management and interventions according to each profile. Furthermore, more attentions should focus on improving nurses’ job satisfaction and work engagement levels to promote good work and life outcomes. [ABSTRACT FROM AUTHOR]

Purpose: Intensive Care Unit (ICU) staff report that a large part of the workrelated distress they experience is related to communication situations with colleagues, patients, and relatives. Based on these findings, the aim of the present study was to preliminary evaluate the effects of a novel Communication Skills Training (CST) program on mental health among ICU staff. Methods: The CST program was delivered to the entire work force of an ICU at a Swedish hospital and was evaluated as an uncontrolled clinical trial with three repeated measures. 100 participants were eligible and included in the analyses. The theoretical framework for the program was learning theory and cognitive behavioral therapy. The program was delivered by two psychologists and included one full-day lecture and three subsequent two-hour supervision sessions. Changes in mental health was evaluated with self-report questionnaires measuring perceived stress, general mental health, work engagement, and psychological flexibility. Results: Analyses of three repeated measures showed significant improvements with 1.3 points lower perceived stress and 2.0 points lower general mental health after the intervention. No differences were seen in measures of work engagement or psychological flexibility. Conclusion: Findings of the study supports the utility of the CST program as an intervention to target perceived stress and general mental health within intensive care. These findings should be further validated in trials with improved design. [ABSTRACT FROM AUTHOR]

Aim: The current paper seeks to elucidate the interrelationships among emotional demands (ED), emotional exhaustion (EE), mindfulness, and work engagement (WE), with an explanation of the mediating role of mindfulness within indicated relationships. Background: Nurses working in a stress-related environment face some emotional challenges. New methods such as mindfulness should be learned; therefore, positive outcomes occur along with new developments. Method: Responses were received from nurses through a self-report questionnaire using the convenience sample technique. Four hundred and twenty-nine nurses from health institutions in Istanbul participated in the study. The PLS-SEM technique was used to test the research model. Results: ED and mindfulness, EE and mindfulness, and mindfulness and WE relationships were found. While mindfulness was a mediator between EE and WE, it was not a mediator between ED and WE. Conclusion: It has been revealed that nurses cope with job-related challenges by being present at the moment with high awareness. Furthermore, mindful nurses also foster positive outcomes. Implications for nursing management: Precautions should be taken because of the nursing shortage. It is better to provide mindfulness training to nursing students in schools before their professional lives. Implementing and using technologies might be helpful for nurses. [ABSTRACT FROM AUTHOR]

Work engagement has a positive effect on individuals and organizations. However, data on the work engagement of healthcare employees in maternal and child health institutions are limited. To explore the level of work engagement and its influencing factors on healthcare employees in maternal and child health institutions. In January 2023, an online cross-sectional survey was conducted among 411 healthcare employees working in maternal and child health institutions in Chongqing, China. Data were collected using the Utrecht Work Engagement Scale (UWES), the Perceived Social Support Scale (PSSS), the Pittsburgh Sleep Quality Index (PSQI), and sociodemographic information. Descriptive statistics, t-tests, one-way analyses of variance (ANOVAs), Pearson's correlation analysis, and multiple linear regression analysis were used to analyze the relationship between variables. Healthcare employees' overall work engagement is at a medium level, with a score of 3.51 ± 1.49. The dedication subscale showed the highest mean score (3.76 ± 1.56), followed by the vigor (3.50 ± 1.54) and absorption (3.33 ± 1.53). Gender was associated with absorption. Employment form was associated with work engagement, and its two dimensions (vigor and absorption). Hospital preparedness and perceived social support were positively associated with work engagement and its three dimensions. Healthcare managers should provide a supportive work environment to increase employees' work engagement, and formulate strategies and measures by considering influencing factors. Further research is needed to design effective intervention programs and implement them. [ABSTRACT FROM AUTHOR]

Workplace gossip is an important informal communication channel in organizations, which has both positive and negative impacts on employees. According to the information contained, workplace gossip can be divided into positive workplace gossip and negative workplace gossip. However, due to the greater attention and destructive nature of negative workplace gossip in organizations, scholars often tend to focus more on negative workplace gossip and overlook its positive impact on employees. Based on the social information processing theory, we explained the effects of workplace gossip on work engagement of employees from the perspective of processing social information. We constructed a theoretical model between positive workplace gossip, negative workplace gossip, and work engagement, studied the mediating effect of organization-based self-esteem and affective rumination. We conducted a three-stage study in multiple enterprises in Wuhan and Chengdu, China. At time 1, we measured positive workplace gossip, negative workplace gossip, and demographic information; A week later, at time 2, we measured organization-based self-esteem and affective rumination; Another week later, at time 3, we measured the work engagement. Finally, we collected 302 valid questionnaires. The results of empirical research indicate that: (1) Positive workplace gossip increases work engagement by increasing employees' organization-based self-esteem. (2) Negative workplace gossip reduces work engagement by increasing employees' affective rumination. We provided a theoretical basis for the impact of positive and negative workplace gossip on work engagement of employees, and provided an integrated perspective for the study of workplace gossip. [ABSTRACT FROM AUTHOR]

Over the past decade, internal crisis communication (ICC) has experienced significant advancements and transformations due to various factors, including technological developments, changing communication landscapes, and the increasing need for effective crisis management within organizations. Crises have impacted organizations differently worldwide, placing management under tremendous pressure to communicate their decisions to employees and provide encouraging messages amidst the uncertainty. Based on prior theoretical and empirical research, this paper explores the cause-and-effect relationships between the antecedents of internal crisis communication and their consequences from a managerial perspective in the workplace. This research proposes a new conceptual framework that integrates multiple key factors in internal crisis communication, offering a comprehensive approach to studying the interplay between antecedents and consequences. The framework specifically examines how three antecedents--safety culture, work engagement, and leadership effectiveness--influence and interact with two consequences: perceived organizational performance and employee commitment. By synthesizing these diverse elements into a cohesive model, this framework contributes to the literature on internal crisis communication in several ways. First, it enables the examination of both direct and indirect relationships between antecedents and consequences, potentially revealing new insights into the complexities of crisis communication dynamics. Second, it provides a structured approach for future empirical studies to test and validate these relationships in various organizational contexts. Lastly, it offers a research agenda to advance the study of internal crisis communication, aiding both academics and practicing managers in developing strategies to mitigate uncertainty during crises. [ABSTRACT FROM AUTHOR]

AIMS: This study investigated the status and influencing factors of organizational silence among 624 nurses in general hospitals in eastern coastal cities of China. Methods: This study followed STROBE guidelines. During the period from January to April 2024, the researchers investigated 624 clinical in-service nurses in terms of general information, employee silence behavior, work engagement, and peer support, and analyzed the related factors affecting nurses' organizational silence. Results: The total average score of nurses' organizational silence was (33.88 ± 6.88), and the total score of work engagement was (69.23 ± 10.76); The total score of the colleague support scale was (90.02 ± 13.72), which was at the medium level. Univariate analysis showed that the scores of organizational silence of 610 nurses had statistical differences in departments, employment methods and professional titles (P < 0.05); Pearson correlation analysis showed that nurses' work engagement (r=-0.530, P < 0.05), perceived colleague support a scale (r=-0.530, P < 0.05), colleague support B scale (r=-0.363, P < 0.05) were negatively correlated with organizational silence; Multiple linear regression analysis showed that department (β'value = 0.256, P = 0.001), employment mode (β'value = 0.115, P = 0.001), professional title (β'value = 0.741, P = 0.023), working years (β'value = 1.1110, P = 0.000), work engagement (β'value6.182, P = 0.000), colleague support scale A (β'value = 0.198, P = 0.003), and scale B (β'value = 0.485, P = 0.001) were the main influencing factors of nurses' organizational silence behavior. Conclusions: In this study, nurses' organizational silence is at the medium level, and nursing workers with low outpatient service, contract system, professional title and working years, less work investment and poor support from colleagues are prone to silence behavior. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to examine the relationship between employees' career adaptability and work engagement. Specifically, this study investigates the mediating role of person‒organization fit in the relationship between career adaptability and work engagement as well as the moderating role of job insecurity in this mediating effect. Methods: We collected data from 248 full-time employees in China and utilized robust statistical techniques to test a moderated mediation model that includes the constructs of career adaptability, person‒organization fit, job insecurity, and work engagement. Results: Career adaptability is positively related to employees' work engagement, and person‒organization fit mediates the relationship between career adaptability and work engagement. Job insecurity moderates the mediating effects of person‒organization fit in this context. The relationship between person‒organization fit and work engagement is stronger at low (vs. high) levels of job insecurity. Conclusion: This research contributes to theory by demonstrating that the mediating effect of person‒organization fit and the moderating effect of job insecurity represent additional explanations of the impact of career adaptability on work engagement. [ABSTRACT FROM AUTHOR]

As the modern workforce is increasingly aging and age-diverse, helping older workers maintain a positive state at work is theoretically and practically imperative. Due to the heterogeneity of individuals' aging trajectories, self-initiated job crafting may be a more effective approach for older workers to manage their roles. However, limited research has addressed this critical issue systematically. Drawing on the job demands–resources model and conservation of resources theory, we examine whether role overload, skill training, and their joint effect influence older workers' job crafting behaviors, which, in turn, increase their work engagement. Our results from a multi-wave study provide support for the significant influence of role overload, skill training, and their joint effect. Specifically, role overload facilitated older workers' negative crafting behaviors (i.e., reducing demands), and skill training stimulated their positive crafting behaviors (i.e., seeking resources and seeking challenges). The results of the interaction between role overload and skill training indicated that when older workers have access to adequate skill training, role overload positively influences seeking resources and seeking challenges, and negatively influences reducing demands. Furthermore, the interaction between role overload and skill training influenced older workers' work engagement through seeking resources and seeking challenges. [ABSTRACT FROM AUTHOR]

Background: The engagement of preschool teachers in their work is pivotal for maintaining teaching quality, ensuring teacher well-being, and fostering children's development. Despite its significance, there is limited knowledge regarding the daily fluctuations in work engagement and the underlying factors influencing it. This study, guided by the Job Demands-Resources model and Affect Event Theory, utilized an experience sampling methodology to investigate the impact of challenge and hindrance stressors on daily work engagement, as well as the mediating role of affect and the moderating effect of mindfulness. Methods: Utilizing an experience sampling method, this study collected data from 220 preschool teachers in Shanghai over five consecutive workdays, conducting surveys once daily. Data analysis was performed using multilevel linear models. Results: The results from multilevel regression indicated that: (1) daily challenge stressors were positively related to work engagement, (2) daily hindrance stressors were negatively related to work engagement, (3) daily positive affect mediated the relationship between challenge stressors and work engagement, (4) daily negative affect mediated the relationship between hindrance stressors and work engagement, and (5) daily mindfulness played a crucial moderating role by alleviating the adverse effects of hindrance stressors on daily negative affect. Conclusions: This study provides valuable insights into the daily experiences of preschool teachers and the factors that influence their work engagement. Understanding the impact of stressors, affect, and mindfulness on work engagement can inform the development of interventions and strategies to improve teacher well-being and work engagement. [ABSTRACT FROM AUTHOR]

Background: Burnout affects the quality of work and health, increases the rate of turnover of newly graduated nurses, and leads to a shortage of nurse resources. Perceived organizational support (POS) can mitigate burnout, but the exact mechanism is unclear. The purpose of this study was to explore the mediating roles of psychological capital (PsyCap) and work engagement (WE) in the relationship between POS and burnout. Methods: This is a cross-sectional study. An anonymous investigation with a convenience sampling of nurses was conducted in Sichuan province, southwest China between October 2023 and November 2023. The Perceived Organizational Support Scale, Maslach's Burnout Inventory General Survey, the Psychological Capital questionnaire, and the Utrecht Work Engagement Scale were used to collect data. SPSS 26.0 and AMOS 26.0 were applied for statistical analysis. Results: A total of 995 newly graduated nurses participated in this study. The average burnout score of the nurses was 2.45 (1.06) and the incidence of burnout was 82.6%. Burnout was negatively correlated with POS (r=-0.624, p < 0.05), PsyCap (r = -0.685, p < 0.05) and WE (r = -0.638, p < 0.05). The total effect of POS on burnout (β = 0.553) consisted of a direct effect (β = 0.233) as well as an indirect effect (β = 0.320) mediated through PsyCap and WE. PsyCap and WE have a chain-mediated effect between the POS of newly graduated nurses and burnout (β = -0.056, Bootstrap 95% confidence interval (-0.008, -0.003), which represented 10.12% of the total effect. Conclusions: This study confirms that POS has a significant negative predictive effect on burnout. POS was first associated with a decrease in PsyCap, followed by a sequential decline in WE, which in turn was associated with an increase in burnout symptoms among newly graduated nurses. Hospital managers can reduce the levels of burnout of newly graduated nurses by increasing organizational support and improving PsyCap and WE. [ABSTRACT FROM AUTHOR]

Background: Previous studies have established a positive link between nurse managers' caring leadership and nurses' work engagement, but the processes and conditions through which this leadership style influences positive work behaviors remain largely unexplored. To address this gap and contribute to the existing body of knowledge, we developed a chain-mediated effects model to elucidate the impact of caring leadership on nurses' work engagement and the underlying mechanisms. In this model, we identified professional mission and affective organizational commitment as the mediating variables, offering a novel perspective on the relationship between caring leadership and work engagement. Methods: A robust multi-center and large-sample cross-sectional survey was conducted, involving 2502 first-line nurses from six general tertiary hospitals across the eastern, central, and western regions of China. The data collection instruments included a comprehensive questionnaire covering demographic information, the caring leadership scale, the Chinese calling scale, the affective organizational commitment scale, and the Utrecht work engagement scale. Data were meticulously screened and analyzed, employing descriptive analysis to summarize the demographic information, correlation analysis to test the relationship among the variables, stepwise regression analysis to explore the mediating role of calling and affective organization commitment, and the bootstrap method to test the chain mediating effect. This rigorous methodology not only ensures the reliability and validity of research findings but also instills confidence in the robustness of this research. Results: The results indicated a positive relationship among caring leadership, calling, affective organizational commitment, and nurses' work engagement (p < 0.001). Specifically, caring leadership was significantly associated with nurses' calling (β = 0.55, p < 0.001), affective organizational commitment (β = 0.21, p < 0.001), and work engagement (β = 0.05, p < 0.001). And the analysis further revealed that calling and affective organizational commitment mediate the process between caring leadership and work engagement(Effect: 0.17, 0.03, 0.05), with a relative effect size of 89.3% for the total indirect effect. These findings highlight the crucial role of these factors in enhancing nurses' work engagement, providing valuable insights for healthcare leaders and policymakers. Conclusion: Caring leadership positively predicts nurses' work engagement and indirectly mediates calling and affective organizational commitment. The results of this study revealed that the mechanisms of caring leadership influence nurses' work engagement, which provides a new approach to strengthening nurses' work engagement and improving patient healthcare outcomes and organizational performance. Healthcare organizations face continuous challenges; this study embodies the significance of caring leadership in improving nurses' work experience and increasing their work engagement. Nursing managers should enhance their knowledge of caring leadership and receive caring leadership training, thus actively improving their leadership behaviors in nurse management, enhancing leadership effectiveness, and creating more possibilities for developing healthcare organizations. [ABSTRACT FROM AUTHOR]

The current research aimed to detect the relationship between organizational narcissism and workaholism, illustrate the contribution of organizational narcissism in predicting workaholism, and determine the presence of statistically significant differences between males and females in workaholism. The research was conducted on a sample of (200) of employees in some petroleum companies in Suez Governorate (125 males & 75 females) whose ages ranged between (27) and (54) years. The tools were Organizational Narcissism Scale (ONS) by Hamedoğlu & Potas (2012) and Work Addiction Risk Test (WART) by Robinson (1999) which have been translated to Arabic and standardized on Egyptian participants by the researcher. The results stated high positive correlation between organizational narcissism and workaholism. The research also emphasized on the relative contribution of organizational narcissism in predicting workaholism. And finally, there were statistically significant differences between males and females in workaholism in favor of males. [ABSTRACT FROM AUTHOR]

This study aims to test and analyze the influence of employee job crafting and self-efficacy to increase work engagement and improve employee performance. 126 respondents of PT Lestari Banten Energi were selected for the study. The measurement model test in this study was carried out. The structural model was evaluated using R-square for the dependent variable, the Stone geisser Q-square test for predictive relevance, and the t-test to assess the significance of the structural path parameter coefficient. The results showed that (1) there is a positive and significant influence of job crafting on the work engagement of employees, so that the higher the job crafting of employees owned, the better the performance will be. (2) There is an influence of work engagement on the performance of employees because the Tstatic (3,957) > Ttable (1.96) and Pvalue (0.000) sig (0.05) values. (3) There are two factors that mediate the positive influence of the two factors: (1) job crafting, (2) work engagement, and (3) work engagement. [ABSTRACT FROM AUTHOR]