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Enhancing emotional engagement through relational contracts, management receptiveness, and employee commitment as a stimulus for job satisfaction and job performance in the public sector

100%

Nguyen P. V., Nguyen L. T., Doan K. N. V., Tran H. Q.

Equilibrium. Quarterly Journal of Economics and Economic Policy

2021

vol. 16

issue 1

203-224

Research background: In the private sector and on social media, corporate emotional interaction has lately become a hot topic. In the background of the public sector, however, it has scarcely been discussed and very little is known about its determinants and implications. Purpose of the article: This research investigates the role of organizational emotional engagement through relational contracts, senior management receptivity, and upward communication of employees in the public sector in stimulating work satisfaction and job efficiency. Methods: This research was based on data collected between April 1, 2020, and May 31, 2020, from 335 state employees from various governmental organizations in Ho Chi Minh City (HCMC), Vietnam. To evaluate the hypothesized model, partial least squares-structural equation modeling was used. Findings & value added: Our results illustrate that relational contracts have a powerful effect on emotional engagement. Positive relationships were confirmed between employee engagement and the voice of employees and between employee engagement and job performance. Moreover, the findings also support the role of senior management receptiveness in stimulating organizational emotional engagement. This study addresses questions about absence of academic studies on organizational emotional engagement in the public sector. The results highlight the important role of emotional engagement in stimulating job satisfaction and job performance through relational contracts, senior management receptiveness, and upward employee communication.

Zaangażowanie organizacyjne pracowników jako źródło uczestnictwa w organizacji

84%

Adamska-Chudzińska M.

Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie

2015

issue 8(944)

45-55

W artykule dokonano przeglądu koncepcji zaangażowania organizacyjnego w perspektywie historycznej. Zwrócono uwagę na różnorodność podejść i specyfikę dokonań w poszczególnych okresach. Wyróżniono model zaangażowania organizacyjnego zaproponowany przez J. Mayera i N. Allen jako zasadniczy dla podstawowego nurtu współczesnych badań nad zaangażowaniem. Model zawiera rozróżnienie trzech niezależnych komponentów zaangażowania organizacyjnego, czyli emocjonalnego, racjonalnego i normatywnego. Każdy z nich wiąże się z innym stanem psychicznym i odpowiadającym mu zachowaniem w pracy. Możliwe jest na tej podstawie wskazanie trzech głównych uzasadnień uczestnictwa w organizacji (chęć, konieczność, powinność), a zarazem związku pomiędzy tymi powodami a rodzajem zaangażowania w jej działalność. W konsekwencji podjętych rozważań zaakcentowano zgodność większości badaczy, pomimo różnorodności podejść, w uznawaniu roli emocjonalnego aspektu zaangażowania organizacyjnego jako decydującego o autentyczności i sile identyfikacji z organizacją.

The article reviews the concepts of organisational engagement from a historical perspective. It emphasises a diversity of approaches and the particular achievements in separate periods. A model of organisational engagement proposed by Mayer and Allen was chosen as best representing the basic trend of contemporary research on engagement. Their model includes differentiation of three independent components of organisational engagement – emotional, rational and normative. Each of them is connected with a different mental state, and a corresponding behaviour at work. Hence, it is possible to suggest three main justifications of participation in an organisation (willingness, necessity and duty) and thus there is a connection between those causes of behaviour and the type of engagement that occurs within it. The author stresses that the majority of scholars agree that the emotional aspect of engagement is key in producing authentic and strong identification with an organisation

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1 Equilibrium. Quarterly Journal of Economics and Economic Policy

1 Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie

1 Adamska-Chudzińska M.

1 Doan K. N. V.

1 Nguyen L. T.

1 Nguyen P. V.

1 Tran H. Q.

1 2021

1 2015

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Enhancing emotional engagement through relational contracts, management receptiveness, and employee commitment as a stimulus for job satisfaction and job performance in the public sector

Zaangażowanie organizacyjne pracowników jako źródło uczestnictwa w organizacji