Do new ways of working increase work engagement?
Research output: Contribution to journal › Article › Academic › peer-review
The purpose of this paper is to shed more light on the impact of the various facets of new ways of working (NWW) on employee work engagement, taking into account multiple sectors and occupational fields.
Insights from the literature and the job demands-resources model underpin the hypotheses on how NWW would affect work engagement. The hypotheses were tested using the Preacher and Hayes’ (2008) bootstrap method for multiple mediation and controls, taking into account two potential mediators between (facets of) NWW and work engagement: social interaction in the workplace and transformational leadership.
The analyses show that three facets of NWW – management of output, access to organizational knowledge, and a freely accessible open workplace – positively affect employees’ work engagement. The latter two facets appear to be fully mediated by social interaction and transformational leadership.
The results imply that firms should foster transformational leadership styles among their line managers, and social interaction in the workplaces, to maximize the positive impact of NWW on work engagement.
This empirical paper draws on a unique data set on the Dutch working population to provide novel insights with a substantial degree of generalizability into the relation between NWW and work engagement, whilst applying a more comprehensive definition of NWW than previously applied, while incorporating two potential mediators.
- quantitative, work engagement, new ways of working, social interaction, transformational leadership (TL), multiple mediation, EMPLOYEE ENGAGEMENT, PERFORMANCE, Work engagement, New ways of working, Multiple mediation, DEMANDS-RESOURCES MODEL, TELEWORK, SATISFACTION, JOB DEMANDS, Social interaction, Transformational leadership (TL), LEADERSHIP, Quantitative, OUTCOMES, COMMUNICATION, LIFE
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