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Showing 3 results for Work Engagement
The Investigation of the Contribution of Goal Orientation, Percieved Organizational Support and Big Five Personality Traits in Predicting Work Engagement of Female Teachers in Shahrekord, Iran
Mehrdad Hajihasani, Manizhe Kave,
Volume 4, Issue 3 (12-2016)
Abstract

Introduction: work engagement is a stable and positive state of mind associated with work, which protects against job burnout. This study was conducted to determine the contribution of goal orientation, perceived organizational support and Big Five personality traits in predicting job motivation of female teachers in Shahrekord, Iran.

Methods: The design of the study was correlational-survey. The sample included 230 female teachers in Shahrekord, teaching in high school during 2013-2014. The sample of the study was selected by cluster sampling. To collect data, goal-orientation, perceived organizational support, five factor inventory and job work engagement were administered to the participants.

Results: Correlation and step regression analyses were utilized to analyze the data. Findings of the study showed that there was a significant relationship among goal-orientation, perceived organizational support, Big Five personality traits and work engagement (P < 0.01). Furthermore, multiple regression analysis revealed that linear combination of goal orientation, perceived organizational support and Big Five personality traits could predict work engagement of teachers )P≤0.01).

Conclusions: the present study indicated that different components of personality, goal-orientation and perceived organizational support can create work engagement.


Investigating the Mediating Role of Self-efficacy in the Relationship between Role Ambiguity and Perceived Organizational Support on Employees' Well-being Based on JD-R Model
Mahnaz Rahimi, Mohammad Hassani, Hassan Ghalavandi,
Volume 11, Issue 4 (1-2024)
Abstract
Objectives: Improving employees’ welfare and supporting them has led to the success of the organization. Employees who feel supported by the company will work harder to improve their output and meet the objectives of the company. Finding factors affecting employee well-being has helped organizations to improve performance and achieve success. Therefore, this research has sought to test a model of causal factors affecting employees' well-being with the mediation of self-efficacy among the employees of Razi University of Kermanshah.
Methods: The current applied research was conducted using a descriptive-survey method for data collection. The data collection tool was a questionnaire, which was examined for face validity, convergent validity, and differential validity of the variables. Data analysis was done using a structural equation modeling approach with a partial least squares method through Smart PLs3 software. The statistical population (n=490) included all employees of Razi University of Kermanshah, among whom, 215 individuals were selected as a sample using Morgan's table.
Results: The findings showed that perceived organizational support and role ambiguity were effective on employees' well-being both directly and through the mediation of self-efficacy.
Conclusion: According to the research findings, it can be concluded that ambiguity in employee roles lead to higher emotional burnout and lower well-being, while perceived organizational support can enhance both work engagement and well-being.

The Impact of Transformational Leadership on Psychological Well-Being: The Mediating Roles of Job Satisfaction and Employees’ Work Engagement
Hamideh Abbasi, Amir Miguni,
Volume 14, Issue 3 (10-2026)
Abstract
Background and Objectives : The present study aimed to investigate the impact of transformational leadership on psychological well-being, with a focus on the mediating roles of job satisfaction and employees’ work engagement.
Methods :  This study was applied in terms of purpose and employed a descriptive-survey research design. The statistical population consisted of 200 employees of the Central Organization of the Technical and Vocational University in Tehran. Based on Cochran’s formula, 131 employees were selected using simple random sampling. Data were collected using the questionnaire developed by Abolnaser et al. (2023). The validity of the research instrument was established through face and content validity, while its reliability was confirmed using Cronbach’s alpha coefficient. Data were analyzed using Structural Equation Modeling (SEM) through SmartPLS software.
Results : The findings indicated that transformational leadership had positive and significant effects on job satisfaction, employees’ work engagement, and psychological well-being. Moreover, job satisfaction and employees’ work engagement had positive and significant effects on psychological well-being. The results also demonstrated that both job satisfaction and employees’ work engagement significantly mediated the relationship between transformational leadership and psychological well-being.
Conclusion : Overall, the findings suggest that educational organizations can enhance employees’ psychological well-being by adopting a transformational leadership style and strengthening job satisfaction and work engagement, thereby contributing to sustainable productivity.
 

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