Journal of Commerce and Accounting Research

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

Work Engagement and Demographic Factors: A Study among University Teachers


Affiliations
1 Associate Professor, Department of Commerce, Delhi School of Economics, University of Delhi, New Delhi, India
2 Research Scholar, Department of Commerce, Delhi School of Economics, University of Delhi, New Delhi, India
     

   Subscribe/Renew Journal


Despite the growing relevance of employee engagement since 1990’s, organizations still struggle to keep the employees engaged. High level of engagement results into multiple enriching effects on organizations. Previous studies have highlighted the significance of both personal and organizational resources in engaging employees. This paper aims to determine the level of work engagement of university teachers in India and to examine whether demographic factors influence work engagement. Demographic factors included gender, age, years of experience, designation, employment status, educational qualification, and marital status. Data collected from 282 university teachers were statistically analyzed. The finding of the study revealed the above-average level of engagement among university teachers. Results showed that the work engagement level differed significantly with age, employment status, designation, and marital status. However, no significant difference in work engagement was found based on gender, educational qualifications, and years of experience. The study contributes to the scant literature on work engagement and its relationship with demographic variables in a non-western setting.

Keywords

Work Engagement, Demographic Factors, Teachers, ANOVA, India.
Subscription Login to verify subscription
User
Notifications
Font Size


  • Agarwal, U. A. (2014). Examining the impact of social exchange relationships on innovative work behaviour: Role of work engagement. Team Performance Management, 20(3/4), 102-120.

  • Agarwal, U. A., Datta, S., Blake-Beard, S., & Bhargava, S. (2012). Linking LMX, innovative work behaviour and turnover intentions: The mediating role of work engagement. Career Development International, 17(3), 208-230.

  • Ariani, D. W. (2013). The relationship between employee engagement, organizational citizenship behavior, and counterproductive work behavior. International Journal of Business Administration, 4(2), 46-56.

  • Avery, D. R., McKay, P. F., & Wilson, D. C. (2007). Engaging the aging workforce: The relationship between perceived age similarity, satisfaction with coworkers, and employee engagement. Journal of Applied Psychology, 92, 1542-1556.

  • Babcock-Roberson, M. E., & Strickland, O. J. (2010). The relationship between charismatic leadership, work engagement, and organizational citizenship behaviors. The Journal of Psychology, 144(3), 313-326.

  • Bakker, A. B., Demerouti, E., & Verbeke, W. (2004). Using the job demands ‐ Resources model to predict burnout and performance. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in Alliance with the Society of Human Resources Management, 43(1), 83-104.

  • Bakker, A. B., & Bal, P. M. (2010). Weekly work engagement and performance: A study among starting teachers. Journal of Occupational and Organizational Psychology, 83, 189-206.

  • Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22, 309-328.

  • Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13, 209-223.

  • Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work and Stress, 22, 187-200.

  • Brim, B. (2002). The longer workers stay in their jobs, the more disheartened they become. Gallup Management Journal. Retrieved December 25, 2018, from https://www.gallup.com/topic/all_gbj_headlines.aspx

  • Chaudhary, R., & Rangnekar, S. (2017). Socio-demographic factors, contextual factors, and work engagement: Evidence from India. Emerging Economy Studies, 3, 1-18.

  • Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64, 89-136.

  • Coetzee, M., & De Villiers, M. (2010). Sources of job stress, work engagement and career orientations of employees in a South African financial institution. Southern African Business Review, 14, 27-58.

  • Coetzee, S. E., & Rothmann, S. (2005). Work engagement of employees at a higher education institution in South Africa. Southern African Business Review, 9, 23-34.

  • Crawford, E. R., LePine, J. A., & Rich, B. L. (2010). Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta analytic test. Journal of Applied Psychology, 95(5), 834-848.

  • Garg, N. (2014). Employee engagement and individual differences: A study in Indian context. Management Studies and Economic Systems, 54, 1-10.

  • Hair, J. F., Anderson, R. E., Babin, B. J., & Black, W. C. (2010). Multivariate data analysis: A global perspective (7th ed.).

  • Hakanen, J. J., Bakker, A. B., & Schaufeli, W. B. (2006). Burnout and work engagement among teachers. Journal of School Psychology, 43, 495-513.

  • Haley, L. M., Mostert, K., & Els, C. (2013). Burnout and work engagement for different age groups: Examining group-level differences and predictors. Journal of Psychology in Africa, 23, 283-295.

  • Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268.

  • Hu, Q., Schaufeli, W. B., & Taris, T. W. (2013). Does equity mediate the effects of job demands and job resources on work outcomes? An extension of the job demands-resources model. Career Development International, 18(4), 357-376.

  • James, J. B., Swanberg, J. E., & McKechnie, S. P. (2007). Responsive workplaces for older workers: Job quality, flexibility and employee engagement. An Issue in Brief, 11, 1-11.

  • Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692-724.

  • Little, R. J., & Rubin, D. B. (1989). The analysis of social science data with missing values. Sociological Methods & Research, 18(2-3), 292-326.

  • Maslach, C., & Leiter, M. P. (1997). The truth about burnout. San Francisco: Jossey Bass.

  • Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52, 397-422.

  • May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77, 11-37.

  • Mostert, K., & Rothmann, S. (2006). Work-related well-being in the South African police service. Journal of Criminal Justice, 34, 479-491.

  • National Institutional Ranking Framework. (2018). National Institutional Ranking Framework (overall). Ministry of Human Resource Development. Retrieved October 2, 2018, from https://www.nirfindia.org/2018/UniversityRanking.html

  • Nerstad, C. G., Richardsen, A. M., & Martinussen, M. (2010). Factorial validity of the utrecht work engagement scale (UWES) across occupational groups in Norway. Scandinavian Journal of Psychology, 51(4), 326-333.

  • Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioural research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879-903.

  • Robinson, D., Perryman, S., & Hayday, S. (2004). The drivers of employee engagement. Report-Institute for Employment Studies.

  • Robinson, S. L., & Rousseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm. Journal of Organizational Behaviour, 15, 245-259.

  • Rothbard, N. P. (2001). Enriching or depleting? The dynamics of engagement in work and family roles. Administrative Science Quarterly, 46(4), 655-684.

  • Saks, A. M. (2019). Antecedents and consequences of employee engagement revisited. Journal of Organizational Effectiveness: People and Performance.

  • Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21, 600-619.

  • Schaufeli, W., & Salanova, M. (2011). Work engagement: On how to better catch a slippery concept. European Journal of Work and Organizational Psychology, 20, 39-46.

  • Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Journal of Organizational Behaviour, 25(3), 293-315.

  • Schaufeli, W. B., & Bakker, A. B. (2010). Defining and measuring work engagement: Bringing clarity to the concept. Work Engagement: A Handbook of Essential Theory and Research, 10-24.

  • Schaufeli, W., & Bakker, A. B. (2010). The conceptualization and measurement of work engagement: A review. In A. B. Bakker & M. P. Leiter (Eds.), Work Engagement: Recent Developments in Theory and Research. New York: Psychology Press.

  • Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66, 701-716.

  • Schaufeli, W. B., Salanova, M., González-Roma, V. A., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71-92.

  • Seligman, M. E., & Csikszentmihalyi, M. (2014). Positive psychology: An introduction. In Flow and the Foundations of Positive Psychology (pp. 279-298). Springer, Dordrecht.

  • Sharma, A., Goel, A., & Sengupta, S. (2017). How does work engagement vary with employee demography?: Revelations from the Indian IT industry. Procedia Computer Science, 122, 146-153.

  • Sharma, U., & Rajput, B. (2017a). A study of employee engagement in information technology sector in India. ACADEMICIA: An International Multidisciplinary Research Journal, 7, 81-95.

  • Sharma, U., & Rajput, B. (2017b). Work engagement in India: Psychometric evaluation of utrecht work engagement scale. MANTHAN: Journal of Commerce and Management, 4(2), 54-64.

  • Shuck, B., & Wollard, K. (2010). Employee engagement and HRD: A seminal review of the foundations. Human Resource Development Review, 9(1), 89-110.

  • Shuck, B., Osam, K., Zigarmi, D., & Nimon, K. (2017). Definitional and conceptual muddling: Identifying the positionality of employee engagement and defining the construct. Human Resource Development Review, 16, 263-293.

  • Shukla, S., Adhikari, B., & Singh, V. (2015). Employee engagement-role of demographic variables and personality factors. Amity Global HRM Review, 5, 65-73.

  • Simbula, S., & Guglielmi, D. (2013). I am engaged, I feel good, and I go the extra-mile: Reciprocal relationships between work engagement and consequences. Revista de Psicología del Trabajo y de las Organizaciones, 29(3), 117-125.

  • Stander, M. W., & Rothmann, S. (2010). Psychological empowerment, job insecurity and employee engagement. SA Journal of Industrial Psychology, 36, 1-8.

  • Perrin, T. (2003).Working today: Understanding what derives employee engagement. Retrieved December 23, 2018, from http://www.keepem.com/doc_files/Towers_Perrin_ Talent_2003%28TheFinal%29.pdf

  • Vanam, S. (2009). Job engagement: Examining the relationship with situational and personal factors (Master’s theses). Retrieved from http://scholarworks.sjsu.edu/etd_theses/3349

  • Wissing, M. P., & Van Eeden, C. (2002). Empirical clarification of the nature of psychological well-being. South African Journal of Psychology, 32, 32-44.

  • Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2007). The role of personal resources in the job demands-resources model. International Journal of Stress Management, 14(2), 121-141.

  • Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2007). The role of personal resources in the job demands-resources model. International Journal of Stress Management, 14, 121-141.

  • Xu, J., & Cooper Thomas, H. (2011). How can leaders achieve high employee engagement? Leadership & Organization Development Journal, 32, 399-416.


Abstract Views: 404

PDF Views: 1




  • Work Engagement and Demographic Factors: A Study among University Teachers

Abstract Views: 404  |  PDF Views: 1

Authors

Urvashi Sharma
Associate Professor, Department of Commerce, Delhi School of Economics, University of Delhi, New Delhi, India
Bhawna Rajput
Research Scholar, Department of Commerce, Delhi School of Economics, University of Delhi, New Delhi, India

Abstract


Despite the growing relevance of employee engagement since 1990’s, organizations still struggle to keep the employees engaged. High level of engagement results into multiple enriching effects on organizations. Previous studies have highlighted the significance of both personal and organizational resources in engaging employees. This paper aims to determine the level of work engagement of university teachers in India and to examine whether demographic factors influence work engagement. Demographic factors included gender, age, years of experience, designation, employment status, educational qualification, and marital status. Data collected from 282 university teachers were statistically analyzed. The finding of the study revealed the above-average level of engagement among university teachers. Results showed that the work engagement level differed significantly with age, employment status, designation, and marital status. However, no significant difference in work engagement was found based on gender, educational qualifications, and years of experience. The study contributes to the scant literature on work engagement and its relationship with demographic variables in a non-western setting.

Keywords


Work Engagement, Demographic Factors, Teachers, ANOVA, India.

References