Effects of job resources factors on nurses job performance (mediating role of work engagement)
Purpose The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance (task and contextual) rated by the supervi...
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| Veröffentlicht in: | International journal of health care quality assurance 2018-10, Vol.31 (8), p.1000-1013 |
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| container_title | International journal of health care quality assurance |
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| creator | Bhatti, Muhammad Awais Mat, Norazuwa Juhari, Ariff Syah |
| description | Purpose
The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance (task and contextual) rated by the supervisor.
Design/methodology/approach
A sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos 17 was used to obtain a model fit with path significance of work engagement as the mediator between job resources and job performance.
Findings
The results found support for the proposed conceptual claim and confirm that work engagement with a two-factor model (vigor and dedication) mediates the relationship between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and with a multidimensional construct of job performance (task and contextual performance) rated by the supervisor.
Practical implications
The findings of this research will help human resource managers and professionals to further develop the working environment, provide job security and opportunities for employees to participate in decision making in a way that enhances employee work engagement, which, ultimately, improves employee job performance.
Originality/value
Past studies have not previously tested the two-factor model of work engagement (vigor and dedication) as the mediating variable between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance rated by the supervisor. |
| doi_str_mv | 10.1108/IJHCQA-07-2017-0129 |
| format | Article |
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The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance (task and contextual) rated by the supervisor.
Design/methodology/approach
A sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos 17 was used to obtain a model fit with path significance of work engagement as the mediator between job resources and job performance.
Findings
The results found support for the proposed conceptual claim and confirm that work engagement with a two-factor model (vigor and dedication) mediates the relationship between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and with a multidimensional construct of job performance (task and contextual performance) rated by the supervisor.
Practical implications
The findings of this research will help human resource managers and professionals to further develop the working environment, provide job security and opportunities for employees to participate in decision making in a way that enhances employee work engagement, which, ultimately, improves employee job performance.
Originality/value
Past studies have not previously tested the two-factor model of work engagement (vigor and dedication) as the mediating variable between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance rated by the supervisor.</description><identifier>ISSN: 0952-6862</identifier><identifier>EISSN: 1758-6542</identifier><identifier>DOI: 10.1108/IJHCQA-07-2017-0129</identifier><identifier>PMID: 30415625</identifier><language>eng</language><publisher>England: Emerald Publishing Limited</publisher><subject>Adolescent ; Adult ; Attitude of Health Personnel ; Clinical decision making ; Contextual performance ; Cost estimates ; Decision making ; Divorce ; Employees ; Employment ; Employment security ; Female ; GDP ; Gross Domestic Product ; Health administration ; Health care industry ; Human resource managers ; Humans ; Job characteristics ; Job Description - standards ; Job performance ; Job Satisfaction ; Job security ; Male ; Marital status ; Middle Aged ; Nurses ; Nursing ; Nursing Staff, Hospital - organization & administration ; Nursing Staff, Hospital - psychology ; Nursing Staff, Hospital - standards ; Participation ; Quality of care ; Resource managers ; Social Support ; Supervisors ; Work Engagement ; Work environment ; Work Performance - organization & administration ; Work Performance - standards ; Workers ; Working conditions ; Workplace - organization & administration ; Workplace - psychology ; Young Adult</subject><ispartof>International journal of health care quality assurance, 2018-10, Vol.31 (8), p.1000-1013</ispartof><rights>Emerald Publishing Limited</rights><rights>Emerald Publishing Limited 2018</rights><lds50>peer_reviewed</lds50><woscitedreferencessubscribed>false</woscitedreferencessubscribed><citedby>FETCH-LOGICAL-c376t-d8ecb3fa03cdda69d7d8c34d7b4091ce59ebbe7294631ec7ce056092b59b8d323</citedby><cites>FETCH-LOGICAL-c376t-d8ecb3fa03cdda69d7d8c34d7b4091ce59ebbe7294631ec7ce056092b59b8d323</cites></display><links><openurl>$$Topenurl_article</openurl><openurlfulltext>$$Topenurlfull_article</openurlfulltext><thumbnail>$$Tsyndetics_thumb_exl</thumbnail><linktohtml>$$Uhttps://www.emerald.com/insight/content/doi/10.1108/IJHCQA-07-2017-0129/full/html$$EHTML$$P50$$Gemerald$$H</linktohtml><link.rule.ids>314,780,784,966,11633,12844,27922,27923,30997,52687</link.rule.ids><backlink>$$Uhttps://www.ncbi.nlm.nih.gov/pubmed/30415625$$D View this record in MEDLINE/PubMed$$Hfree_for_read</backlink></links><search><creatorcontrib>Bhatti, Muhammad Awais</creatorcontrib><creatorcontrib>Mat, Norazuwa</creatorcontrib><creatorcontrib>Juhari, Ariff Syah</creatorcontrib><title>Effects of job resources factors on nurses job performance (mediating role of work engagement)</title><title>International journal of health care quality assurance</title><addtitle>Int J Health Care Qual Assur</addtitle><description>Purpose
The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance (task and contextual) rated by the supervisor.
Design/methodology/approach
A sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos 17 was used to obtain a model fit with path significance of work engagement as the mediator between job resources and job performance.
Findings
The results found support for the proposed conceptual claim and confirm that work engagement with a two-factor model (vigor and dedication) mediates the relationship between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and with a multidimensional construct of job performance (task and contextual performance) rated by the supervisor.
Practical implications
The findings of this research will help human resource managers and professionals to further develop the working environment, provide job security and opportunities for employees to participate in decision making in a way that enhances employee work engagement, which, ultimately, improves employee job performance.
Originality/value
Past studies have not previously tested the two-factor model of work engagement (vigor and dedication) as the mediating variable between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance rated by the supervisor.</description><subject>Adolescent</subject><subject>Adult</subject><subject>Attitude of Health Personnel</subject><subject>Clinical decision making</subject><subject>Contextual performance</subject><subject>Cost estimates</subject><subject>Decision making</subject><subject>Divorce</subject><subject>Employees</subject><subject>Employment</subject><subject>Employment security</subject><subject>Female</subject><subject>GDP</subject><subject>Gross Domestic Product</subject><subject>Health administration</subject><subject>Health care industry</subject><subject>Human resource managers</subject><subject>Humans</subject><subject>Job characteristics</subject><subject>Job Description - standards</subject><subject>Job performance</subject><subject>Job Satisfaction</subject><subject>Job security</subject><subject>Male</subject><subject>Marital status</subject><subject>Middle Aged</subject><subject>Nurses</subject><subject>Nursing</subject><subject>Nursing Staff, Hospital - organization & administration</subject><subject>Nursing Staff, Hospital - psychology</subject><subject>Nursing Staff, Hospital - standards</subject><subject>Participation</subject><subject>Quality of care</subject><subject>Resource managers</subject><subject>Social Support</subject><subject>Supervisors</subject><subject>Work Engagement</subject><subject>Work environment</subject><subject>Work Performance - organization & administration</subject><subject>Work Performance - standards</subject><subject>Workers</subject><subject>Working conditions</subject><subject>Workplace - organization & administration</subject><subject>Workplace - psychology</subject><subject>Young Adult</subject><issn>0952-6862</issn><issn>1758-6542</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2018</creationdate><recordtype>article</recordtype><sourceid>EIF</sourceid><sourceid>7QJ</sourceid><sourceid>ABUWG</sourceid><sourceid>AFKRA</sourceid><sourceid>BENPR</sourceid><sourceid>CCPQU</sourceid><sourceid>DWQXO</sourceid><recordid>eNp1kV1LwzAUhoMobn78AkEK3syLaj6apr0cY7rJQAS9NaTJ6dhsm5m0iP_elE5BwasDOc95OecJQhcE3xCCs9vlw2L2NI2xiCkmIsaE5gdoTATP4pQn9BCNcc5pnGYpHaET77cYY8a4OEYjhhPCU8rH6HVelqBbH9ky2toicuBt5zT4qFS6tS40mqjpnA8vfX8HrrSuVo2GaFKD2ah206wjZyvoIz6se4ugWas11NC012foqFSVh_N9PUUvd_Pn2SJePd4vZ9NVrJlI29hkoAtWKsy0MSrNjTCZZokRRYJzooHnUBQgaJ6kjIAWGjBPcU4LnheZYZSdosmQu3P2vQPfynrjNVSVasB2XlLCKE0ES7KAXv1Bt-HiJmzXU0RkgvA-kA2UdtZ7B6XcuU2t3KckWPb65aBfYiF7_bLXH6Yu99ldEeT8zHz7DgAdgKDHqcr8k_rrU9kXoDGPqA</recordid><startdate>20181008</startdate><enddate>20181008</enddate><creator>Bhatti, Muhammad Awais</creator><creator>Mat, Norazuwa</creator><creator>Juhari, Ariff Syah</creator><general>Emerald Publishing Limited</general><general>Emerald Group Publishing Limited</general><scope>CGR</scope><scope>CUY</scope><scope>CVF</scope><scope>ECM</scope><scope>EIF</scope><scope>NPM</scope><scope>AAYXX</scope><scope>CITATION</scope><scope>0-V</scope><scope>0U~</scope><scope>1-H</scope><scope>3V.</scope><scope>7QJ</scope><scope>7WY</scope><scope>7WZ</scope><scope>7X7</scope><scope>7XB</scope><scope>8AO</scope><scope>8FI</scope><scope>8FK</scope><scope>ABUWG</scope><scope>AEUYN</scope><scope>AFKRA</scope><scope>ALSLI</scope><scope>AN0</scope><scope>ASE</scope><scope>BENPR</scope><scope>BEZIV</scope><scope>CCPQU</scope><scope>DWQXO</scope><scope>FPQ</scope><scope>FYUFA</scope><scope>F~G</scope><scope>HEHIP</scope><scope>K6X</scope><scope>K6~</scope><scope>L.-</scope><scope>L.0</scope><scope>M0C</scope><scope>M0T</scope><scope>M1P</scope><scope>M2S</scope><scope>PQBIZ</scope><scope>PQEST</scope><scope>PQQKQ</scope><scope>PQUKI</scope><scope>PRINS</scope><scope>Q9U</scope><scope>7X8</scope></search><sort><creationdate>20181008</creationdate><title>Effects of job resources factors on nurses job performance (mediating role of work engagement)</title><author>Bhatti, Muhammad Awais ; Mat, Norazuwa ; Juhari, Ariff Syah</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-c376t-d8ecb3fa03cdda69d7d8c34d7b4091ce59ebbe7294631ec7ce056092b59b8d323</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2018</creationdate><topic>Adolescent</topic><topic>Adult</topic><topic>Attitude of Health Personnel</topic><topic>Clinical decision making</topic><topic>Contextual performance</topic><topic>Cost estimates</topic><topic>Decision making</topic><topic>Divorce</topic><topic>Employees</topic><topic>Employment</topic><topic>Employment security</topic><topic>Female</topic><topic>GDP</topic><topic>Gross Domestic Product</topic><topic>Health administration</topic><topic>Health care industry</topic><topic>Human resource managers</topic><topic>Humans</topic><topic>Job characteristics</topic><topic>Job Description - standards</topic><topic>Job performance</topic><topic>Job Satisfaction</topic><topic>Job security</topic><topic>Male</topic><topic>Marital status</topic><topic>Middle Aged</topic><topic>Nurses</topic><topic>Nursing</topic><topic>Nursing Staff, Hospital - organization & administration</topic><topic>Nursing Staff, Hospital - psychology</topic><topic>Nursing Staff, Hospital - standards</topic><topic>Participation</topic><topic>Quality of care</topic><topic>Resource managers</topic><topic>Social Support</topic><topic>Supervisors</topic><topic>Work Engagement</topic><topic>Work environment</topic><topic>Work Performance - organization & administration</topic><topic>Work Performance - standards</topic><topic>Workers</topic><topic>Working conditions</topic><topic>Workplace - organization & administration</topic><topic>Workplace - psychology</topic><topic>Young Adult</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Bhatti, Muhammad Awais</creatorcontrib><creatorcontrib>Mat, Norazuwa</creatorcontrib><creatorcontrib>Juhari, Ariff Syah</creatorcontrib><collection>Medline</collection><collection>MEDLINE</collection><collection>MEDLINE (Ovid)</collection><collection>MEDLINE</collection><collection>MEDLINE</collection><collection>PubMed</collection><collection>CrossRef</collection><collection>ProQuest Social Sciences Premium Collection</collection><collection>Global News & ABI/Inform Professional</collection><collection>Trade PRO</collection><collection>ProQuest Central (Corporate)</collection><collection>Applied Social Sciences Index & Abstracts (ASSIA)</collection><collection>ABI/INFORM Collection</collection><collection>ABI/INFORM Global (PDF only)</collection><collection>Health & Medical Collection</collection><collection>ProQuest Central (purchase pre-March 2016)</collection><collection>ProQuest Pharma Collection</collection><collection>Hospital Premium Collection</collection><collection>ProQuest Central (Alumni) (purchase pre-March 2016)</collection><collection>ProQuest Central (Alumni Edition)</collection><collection>ProQuest One Sustainability</collection><collection>ProQuest Central UK/Ireland</collection><collection>Social Science Premium Collection</collection><collection>British Nursing Database</collection><collection>British Nursing Index</collection><collection>ProQuest Central</collection><collection>Business Premium Collection</collection><collection>ProQuest One Community College</collection><collection>ProQuest Central Korea</collection><collection>British Nursing Index (BNI) (1985 to Present)</collection><collection>Health Research Premium Collection</collection><collection>ABI/INFORM Global (Corporate)</collection><collection>Sociology Collection</collection><collection>British Nursing Index</collection><collection>ProQuest Business Collection</collection><collection>ABI/INFORM Professional Advanced</collection><collection>ABI/INFORM Professional Standard</collection><collection>ABI/INFORM Global</collection><collection>Healthcare Administration Database</collection><collection>Medical Database</collection><collection>Sociology Database</collection><collection>ProQuest One Business</collection><collection>ProQuest One Academic Eastern Edition (DO NOT USE)</collection><collection>ProQuest One Academic</collection><collection>ProQuest One Academic UKI Edition</collection><collection>ProQuest Central China</collection><collection>ProQuest Central Basic</collection><collection>MEDLINE - Academic</collection><jtitle>International journal of health care quality assurance</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Bhatti, Muhammad Awais</au><au>Mat, Norazuwa</au><au>Juhari, Ariff Syah</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><atitle>Effects of job resources factors on nurses job performance (mediating role of work engagement)</atitle><jtitle>International journal of health care quality assurance</jtitle><addtitle>Int J Health Care Qual Assur</addtitle><date>2018-10-08</date><risdate>2018</risdate><volume>31</volume><issue>8</issue><spage>1000</spage><epage>1013</epage><pages>1000-1013</pages><issn>0952-6862</issn><eissn>1758-6542</eissn><abstract>Purpose
The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance (task and contextual) rated by the supervisor.
Design/methodology/approach
A sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos 17 was used to obtain a model fit with path significance of work engagement as the mediator between job resources and job performance.
Findings
The results found support for the proposed conceptual claim and confirm that work engagement with a two-factor model (vigor and dedication) mediates the relationship between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and with a multidimensional construct of job performance (task and contextual performance) rated by the supervisor.
Practical implications
The findings of this research will help human resource managers and professionals to further develop the working environment, provide job security and opportunities for employees to participate in decision making in a way that enhances employee work engagement, which, ultimately, improves employee job performance.
Originality/value
Past studies have not previously tested the two-factor model of work engagement (vigor and dedication) as the mediating variable between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance rated by the supervisor.</abstract><cop>England</cop><pub>Emerald Publishing Limited</pub><pmid>30415625</pmid><doi>10.1108/IJHCQA-07-2017-0129</doi><tpages>14</tpages></addata></record> |
| fulltext | fulltext |
| identifier | ISSN: 0952-6862 |
| ispartof | International journal of health care quality assurance, 2018-10, Vol.31 (8), p.1000-1013 |
| issn | 0952-6862 1758-6542 |
| language | eng |
| recordid | cdi_pubmed_primary_30415625 |
| source | MEDLINE; Applied Social Sciences Index & Abstracts (ASSIA); Emerald Journals |
| subjects | Adolescent Adult Attitude of Health Personnel Clinical decision making Contextual performance Cost estimates Decision making Divorce Employees Employment Employment security Female GDP Gross Domestic Product Health administration Health care industry Human resource managers Humans Job characteristics Job Description - standards Job performance Job Satisfaction Job security Male Marital status Middle Aged Nurses Nursing Nursing Staff, Hospital - organization & administration Nursing Staff, Hospital - psychology Nursing Staff, Hospital - standards Participation Quality of care Resource managers Social Support Supervisors Work Engagement Work environment Work Performance - organization & administration Work Performance - standards Workers Working conditions Workplace - organization & administration Workplace - psychology Young Adult |
| title | Effects of job resources factors on nurses job performance (mediating role of work engagement) |
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