Print ISSN: 2204-1990

Online ISSN: 1323-6903

Keywords : Work Engagement


Challenging Job Demands as a Predictor of Work Engagement among Teachers: Role of Job Burnout

Ambar Zahra Najma, Iqbal Malik, Irsa Fatima Makhdoom

Journal of Contemporary Issues in Business and Government, 2022, Volume 28, Issue 1, Pages 1-13
DOI: 10.47750/cibg.2022.28.01.001

Teaching as a profession has been considered to involve a wide range of job-related demands which required high flexibility and multidimensional skills. Though the teacher’s core business is to enhance the achievements and learning of students yet many other underrated tasks such as university administration and development, cooperation outside and within and the university are required from the teacher, which become potential stressors and consequently acknowledged as a crucial feature for their burnout and turnover.The current research aimed to investigate challenging job demands, work engagement and job burnout among purposively selected universityteachers from Punjab Province, Pakistan. Challenging Job Demands (Makhdoom, 2017), Ultra-Short Measure for Work Engagement (Schaufeli et al., 2017) and Oldenburg Burnout Inventory (Demerouti et al., 2010) questionnaires were used to measure the variables of the present research. Results showed that challenging job demandshad a positive predictive relationship with work engagement, which meansthat those teachers who perceive their job as challenging were more engaged in work. Mediation analysis through Process Macron(version 3.5) revealed job burnout significantly and partially mediated between challenging job demands and work engagement. The current study concluded that challenging job demands were a strong and positive predictor of work engagement among teachers. However, the present study also concluded a significant and partial mediating role of job burnout in the relationship of challenging job demands and work engagement of teachers. The present study has some recommendations for future researchers

Keep talented Employees onboard by Work Engagement: Dark behaviors (Blame Attributions, bullying and Turnover Intention) in Organization

Samrah Jamshaid; Dr. Najma I Malik, Dr. Mohsin Atta; Adnan Ali Haider, Saba Jamshad; Kamran Jamshed

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 5, Pages 248-265
DOI: 10.47750/cibg.2021.27.05.017

Every organization has a dark side indeed and the present study aimed to explore dark side
behaviors in higher education institutes from the perspective of blame attribution, workplace
bullying, and turnover intention which needed to be recognized. These behaviors considered
being deviant behavior affects teachers both emotionally and physically. Current study aimed
to explore the concept of keeping intact the talented teacher through work engagement while
battling with dark behaviors. Study further analyzed the mediating role of work engagement
in the relationship between workplace bullying and turnover intention among teachers of
HEIs. Quantitative research with the use of survey design and self-administered questionnaire
was conducted among upon a sample of purposively selected teachers from Higher Education
Institutes (HEIs) in Sargodha, Pakistan, was carried out during March to July 2019. Utrecht
Work Engagement Scale (Schaufeli, et al., 2002), Blame attribution scale (Gudjonsson &
Singh, 1989), Negative Act Questionnaire (Einarsen, Raknes & Helleosy, 1994), and
Turnover Intention scale (Mitchell, et al., 2001) were used to measure the constructs of study.
Regression analysis reveals work engagement was a significant predictor for blame
attribution, workplace bullying, and turnover intention. Findings also revealed that work
engagement was a key booster to keep talented employees on board while tackling workplace
bullying and turnover intention. Findings of the study were helpful for organizations to keep
their talented employees on board and for employees to cope with dark behaviors.

CHALLENGING JOB DEMANDS AS A PREDICTOR OF WORK ENGAGEMENT AMONG TEACHERS: ROLE OF JOB BURNOUT

Santosha Kumar Mallick; Ambar Najma

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 5, Pages 2479-2486

Teaching as a profession has been considered to involve a wide range of job-related demands which required high flexibility and multidimensional skills. Though the teacher’s core business is to enhance the achievements and learning of students yet many other underrated tasks such as university administration and development, cooperation outside and within and the university are required from the teacher, which become potential stressors and consequently acknowledged as a crucial feature for their burnout and turnover.The current research aimed to investigate challenging job demands, work engagement and job burnout among purposively selected universityteachers from Punjab Province, Pakistan. Challenging Job Demands (Makhdoom, 2017), Ultra-Short Measure for Work Engagement (Schaufeli et al., 2017) and Oldenburg Burnout Inventory (Demerouti et al., 2010) questionnaires were used to measure the variables of the present research. Results showed that challenging job demandshad a positive predictive relationship with work engagement, which meansthat those teachers who perceive their job as challenging were more engaged in work. Mediation analysis through Process Macron(version 3.5) revealed job burnout significantly and partially mediated between challenging job demands and work engagement. The current study concluded that challenging job demands were a strong and positive predictor of work engagement among teachers. However, the present study also concluded a significant and partial mediating role of job burnout in the relationship of challenging job demands and work engagement of teachers. The present study has some recommendations for future researchers.

TRANSFORMATIONAL LEADERSHIP,WORK ENGAGEMENT AND EMPLOYEE CHAMPIONING BEHAVIOR: A THEORETICAL MODEL

Dinda Ayu Lubaba Udin Udin

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 5, Pages 2487-2491

Purpose –This study aims to examine and analyze: (1) the direct effect of transformational leadership on employee championing behavior; (2) the direct influence of transformational leadership on work engagement; (3) the direct effect of work engagement on employee championing behavior; and (4) the effect of work engagement in mediating the relationship between transformational leadership and employee championing behavior.
Methodology/Approach – This study uses a qualitative method by analyzing and reviewing the results of previous studies related to the relationship between transformational leadership, work engagement, and employee championing behavior. This study analyses the 20 most recent articles published in reputable international journals obtained by accessinghttps://www.emerald.com/, https://www.sciencedirect.com/, and https://scholar.google.com/.
Findings – The results show that transformational leadership significantly affects employee championing behavior and work engagement. Furthermore, work engagement plays a vital role in mediating the relationship between transformational leadership and employee championing behavior.
Originality/ Value/ Implication – Due to the finite and limited amount of existing research, the results of this study add value and develop literature related to the relationship between transformational leadership, work engagement, and employee championing behavior.

The Influence of High Performance Work Systems (HPWS) On Innovative Work Behaviour Through Work Engagement

Noor Hassanah Husin; Nur Naha Abu Mansor; Beni Widarman Yus Kelana

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 2, Pages 5408-5424
DOI: 10.47750/cibg.2021.27.02.548

High performance work systems (HPWS) has dominated human resource management research on the importance of this bundle of HR practices to organizations. To date, research in this area has focused greatly on the organizational performance and innovation. However, mainstream HPWS research has paid little attention to employees‟ innovative work behaviour, or to the relationship between HPWS and work engagement. . Therefore the purpose of this study to investigate the relationship between HPWS and innovative work behaviour. This study also aims to examine the mediating role of work engagement between HPWS and innovative work behaviour. In this article, theory of job-demand resource used to describe the influence of HPWS as organizational resources on innovative work behaviour through work engagement. . The outcome of this study generates relevant information for organizations in recognizing the HPWS practices as well as enabling the organizations to highlight the most practical and significant HPWS implementation

Workaholic behaviour in police professionals

DR.BENITA. S. MONICA; MS. MALINI

Journal of Contemporary Issues in Business and Government, 2020, Volume 26, Issue 2, Pages 483-488
DOI: 10.47750/cibg.2020.26.02.064

Workaholism is nothing but working excessive hours beyond workplace or financial requirements, by thinking continually about work, with lack of work enjoyment, which are unrelated to actual workplace demands. This study emphasis on examining the impact of workaholism on work engagement. Convenience sampling method is used to collect the data from 58 police professionals. Multiple linear regression is used to analyse the data. The results prove that the work addiction has negative relationships with work engagement, work life conflict and work perfectionism have positive relationships with work engagement. This study provides suggestions for workaholic people in the police profession.