The Role of Work Engagement in Promoting Employee Well-Being in the Service Sector of Malaysia
Abstract
The 2019 coronavirus disease (COVID-19) is a public health emergency of international concern and poses a challenge to psychological resilience. Thus, it results in substantial challenges to mental health, and improving employee well-being (EWB) becomes an important human resource management issue. Research data are needed to develop evidence-driven strategies to reduce psychological impacts. This study aimed to examine how vigour, dedication, and absorption affect employee well-being among employee working from home (WFH) in the service sector context during the COVID-19 pandemic. A snowball sampling was used by drawing responses from 152 executives and higher-level positions working in the Malaysian service sector through an online survey questionnaire. The data were then analyzed using structural equation modelling. The findings indicate that vigour and absorption have a significant positive effect on employee well-being while dedication was found to be no direct effect on employee well-being. Our results suggest that work engagement is an important work behaviour, not only promotes effective work outcomes but also has a positive impact on an individual’s well-being. The data for the study were collected from the employees working in the service industry during COVID-19 pandemic situation. Future research could evaluate other factors as potential moderators or mediators, such as employee resilience and risk behaviour, to further evaluate the employee's well-being and further establish its validity. The study contributes by integrating the conservation of resources theory (COR) in the pandemic situation. In the previous COVID-19 pandemic circumstance, the results showed evidence that answered the question of how work engagement played a role in promoting employee well-being in a Malaysian service sector setting.
References
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Jenaro, C., Flores, N., Orgaz, M. B., & Cruz, M. (2011). Vigour and dedication in nursing professionals: Towards a better understanding of work engagement. Journal of Advanced Nursing, 67(4), 865–875.
Johnson, M. J., & Jiang, L. (2017). Reaping the benefits of meaningful work: The mediating versus moderating role of work engagement. Stress and Health, 33(3), 288–297.
Johnston, K., O’Reilly, C. L., Scholz, B., Georgousopoulou, E. N., & Mitchell, I. (2021). Burnout and the challenges facing pharmacists during COVID-19: results of a national survey. International Journal of Clinical Pharmacy, 43(3), 716–725.
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Karapinar, P. B., Camgoz, S. M., & Ekmekci, O. T. (2019). Employee Wellbeing, Workaholism, Work–Family Conflict and Instrumental Spousal Support: A Moderated Mediation Model. Journal of Happiness Studies, 1–21.
Kashdan, T. B. (2004). The assessment of subjective well-being (issues raised by the Oxford Happiness Questionnaire). Personality and Individual Differences, 36, 1225–1232.
Kasinathan, J. P., & Arokiasamy, L. (2019). A Study on Academicians’ Well-Being in Malaysian Universities: A Conceptual Paper. Global Business and Management Research, 11(1), 446–454.
Khairi Siti Murni, M., Shah Khalisah, K., Asyrul Mohd Nasir, M., Faizul Ibrahim, M., Fauzi Mohamed Noor, M., Irfan Sofian, A., … Azri Sharizal Abu Bakar, N. (n.d.). The Impact of Knowledge Management on Employee’s Sense of Well-Being.
Kline, R. B. (2011). Convergence of structural equation modeling and multilevel modeling
Kock, N. (2015). Common method bias in PLS-SEM: A full collinearity assessment approach. International Journal of E-Collaboration, 11(4), 1–10.
Kock, N., & Lynn, G. S. (2012). Lateral Collinearity and Misleading Results in Variance-Based SEM: An Illustration and Recommendations. Journal of the Association for Information Systems, 13(7), 546–580.
Koroglu, Ş., & Ozmen, O. (2021). The mediating effect of work engagement on innovative work behavior and the role of psychological well-being in the job demands–resources (JD-R) model. Asia-Pacific Journal of Business Administration.
Lomas, T., Medina, J. C., Ivtzan, I., Rupprecht, S., & Eiroa-Orosa, F. J. (2017). The impact of mindfulness on the wellbeing and performance of educators: A systematic review of the empirical literature. Teaching and Teacher Education, 61, 132–141.
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Orgambídez-Ramos, A., & De Almeida, H. (2017). Work engagement, social support, and job satisfaction in Portuguese nursing staff: A winning combination. Applied Nursing Research, 36, 37–41.
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Robertson, I. T., & Cooper, C. L. (2010). Full engagement: The integration of employee engagement and psychological well-being. Leadership and Organization Development Journal, 31(4), 324–336.
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(4), 701–716.
Schaufeli, W. B., Salanova, M., Gon Alez-ro, 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.
Schaufeli, W. B., Taris, T. W., & Van Rhenen, W. (2008). Workaholism, Burnout, and Work Engagement: Three of a Kind or Three Different Kinds of Employee Well-being? Applied Psychology: An International Review, 57(2), 173–203.
Sharma, P. K., & Kumra, R. (2020). Examining the mediating role of work engagement on the relationship between workplace mindfulness and organizational justice and its association with well-being. South Asian Journal of Business Studies.
Shimazu, A., Schaufeli, W. B., Kamiyama, K., & Kawakami, N. (2015). Workaholism vs. Work Engagement: the Two Different Predictors of Future Well-being and Performance. International Journal of Behavioral Medicine, 22(1), 18–23.
Shuck, B., & Reio, T. G. (2014). Employee Engagement and Well-Being: A Moderation Model and Implications for Practice. Journal of Leadership and Organizational Studies, 21(1), 43–58.
Sulistyo, A. R., & Suhartini, S. (2019). The Role of Work Engagement in Moderating the Impact of Job Characteristics, Perceived Organizational Support, and Self-Efficacy on Job Satisfaction. Integrated Journal of Business and Economics, 3(1), 15.
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Athota, V. S., Budhwar, P., & Malik, A. (2020). Influence of Personality Traits and Moral Values on Employee Well-Being, Resilience and Performance: A Cross-National Study. Applied Psychology, 69(3), 653–685.
Bakker, A. B. (2017). Strategic and proactive approaches to work engagement. Organizational Dynamics, 46(2), 67–75.
Bakker, A. B., & Demerouti, E. (2007). The Job Demands-Resources model: state of the art The Job Demands-Resources model 309. Journal of Managerial Psychology, 22(3), 309–328.
Banga, A., & Mahajan, F. (2021). Work from home and changing dynamics. Journal of Management Research and Analysis, 8(2), 78–88.
Barrington-Leigh, C. (2017). Sustainability and well-being: A happy synergy. Society for International Development, 59(3–4), 292–298.
Cain, M. K., Zhang, Z., and Yuan, K. H. (2017). Univariate and multivariate skewness and kurtosis for measuring nonnormality: prevalence, influence and estimation. Behav. Res. Methods 49, 1716–1735.
Carnevale, J. B., & Hatak, I. (2020). Employee adjustment and well-being in the era of COVID-19: Implications for human resource management. Journal of Business Research, 116(May), 183–187.
Chumg, H. F., Cooke, L., Fry, J., & Hung, I. H. (2014). Factors affecting knowledge sharing in the virtual organisation: Employees’ sense of well-being as a mediating effect. Computers in Human Behavior, 44, 70–80.
Chumg, H. F., Cooke, L., Seaton, J., & Ding, W. Y. (2016). Factors affecting employees’ knowledge-sharing behaviour in the virtual organisation from the perspectives of well-being and organisational behavior. Computers in Human Behavior, 64, 432–448.
Cuiyan, W., Riyu, P., Xiaoyang, W., Tan, Y., Xu, L., Ho, C. S., & Ho, R. C. (2020). Immediate Psychological Responses and Associated Factors during the Initial Stage of the 2019 Coronavirus Disease (COVID-19) Epidemic among the General Population in China. International Journal of Environmental Research and Public Health, 17(1729), 1–25.
DeCarlo, L. T. (1997). On the Meaning and Use of Kurtosis. Psychological Methods, 2(3), 292–307.
Department of Statistics Malaysia. (2021). Principal Statistics of Labour Force, Malaysia, Second Quarter (Q2) 2021. Prime Minister’s Department, Department of Statistics Malaysia.https://www.dosm.gov.my/v1/index.php?r=column/pdfPrev&id=Z1VDRGt3ZFluOVZLWjF3UnJaNHdPQT09 [Accessed January 4, 2022]
Garg, N., & Singh, P. (2020). Work engagement as a mediator between subjective well-being and work-and-health outcomes. Management Research Review, 43(6), 735–752.
Hair, Joe F., Sarstedt, M., Hopkins, L., & Kuppelwieser, V. G. (2014). Partial least squares structural equation modeling (PLS-SEM): An emerging tool in business research. European Business Review, 26(2), 106–121.
Hair, Joseph F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24.
Hair, Joseph F., Sarstedt, M., & Ringle, C. M. (2014). Partial least squares structural equation modeling (PLS-SEM). In European Business Review (Vol. 26).
Hair, Matthews, L. M., Matthews, R. L., & Sarstedt, M. (2017). PLS-SEM or CB-SEM : Updated Guidelines on Which Method to use. International Journal Multivariate Data Analysis, 1(2), 107–123.
Hanaysha, J. (2016). Testing the Effects of Employee Engagement, Work Environment, and Organizational Learning on Organizational Commitment. Procedia -Social and Behavioral Sciences, 229, 289–297.
Harun, I., Mahmood, R., & Md. Som, H. (2022). Role stressors and turnover intention among doctors in Malaysian public hospitals: work–family conflict and work engagement as mediators. PSU Research Review, 6(1), 1–16.
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43, 115–135.
Hills, P., & Argyle, M. (2002). The Oxford Happiness Questionnaire: a compact scale for the measurement of psychological well-being. Personality and Individual Differences, 33, 1073–1082.
Hobfoll, S. E. (2002). Social and Psychological Resources and Adaptation. Review of General Psychology, 6(4), 307–324.
Hobfoll, S. E., Halbesleben, J., Neveu, J.-P., & Westman, M. (2018). Annual Review of Organizational Psychology and Organizational Behavior Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences. Annu. Rev. Organ. Psychol. Organ. Behav, 5, 103–131.
Huang, L.-C., Ahlstrom, D., Lee, Y.-P., Chen, S.-Y., & Hsieh, M.-J. (2016). High performance work systems, employee well-being, and job involvement: an empirical study. Personnel Review, 45(2), 296–314.
Jenaro, C., Flores, N., Orgaz, M. B., & Cruz, M. (2011). Vigour and dedication in nursing professionals: Towards a better understanding of work engagement. Journal of Advanced Nursing, 67(4), 865–875.
Johnson, M. J., & Jiang, L. (2017). Reaping the benefits of meaningful work: The mediating versus moderating role of work engagement. Stress and Health, 33(3), 288–297.
Johnston, K., O’Reilly, C. L., Scholz, B., Georgousopoulou, E. N., & Mitchell, I. (2021). Burnout and the challenges facing pharmacists during COVID-19: results of a national survey. International Journal of Clinical Pharmacy, 43(3), 716–725.
Juchnowicz, M., & Kinowska, H. (2021). Employee well-being and digitalwork during the COVID-19 pandemic. Information (Switzerland), 12(8), 1–13.
Karani, A., & Mehta, S. A. (2021). “I am OK when you are with me” – Understanding the well-being and innovative behavior in the digitized workspace. International Journal of Sociology and Social Policy.
Karapinar, P. B., Camgoz, S. M., & Ekmekci, O. T. (2019). Employee Wellbeing, Workaholism, Work–Family Conflict and Instrumental Spousal Support: A Moderated Mediation Model. Journal of Happiness Studies, 1–21.
Kashdan, T. B. (2004). The assessment of subjective well-being (issues raised by the Oxford Happiness Questionnaire). Personality and Individual Differences, 36, 1225–1232.
Kasinathan, J. P., & Arokiasamy, L. (2019). A Study on Academicians’ Well-Being in Malaysian Universities: A Conceptual Paper. Global Business and Management Research, 11(1), 446–454.
Khairi Siti Murni, M., Shah Khalisah, K., Asyrul Mohd Nasir, M., Faizul Ibrahim, M., Fauzi Mohamed Noor, M., Irfan Sofian, A., … Azri Sharizal Abu Bakar, N. (n.d.). The Impact of Knowledge Management on Employee’s Sense of Well-Being.
Kline, R. B. (2011). Convergence of structural equation modeling and multilevel modeling
Kock, N. (2015). Common method bias in PLS-SEM: A full collinearity assessment approach. International Journal of E-Collaboration, 11(4), 1–10.
Kock, N., & Lynn, G. S. (2012). Lateral Collinearity and Misleading Results in Variance-Based SEM: An Illustration and Recommendations. Journal of the Association for Information Systems, 13(7), 546–580.
Koroglu, Ş., & Ozmen, O. (2021). The mediating effect of work engagement on innovative work behavior and the role of psychological well-being in the job demands–resources (JD-R) model. Asia-Pacific Journal of Business Administration.
Lomas, T., Medina, J. C., Ivtzan, I., Rupprecht, S., & Eiroa-Orosa, F. J. (2017). The impact of mindfulness on the wellbeing and performance of educators: A systematic review of the empirical literature. Teaching and Teacher Education, 61, 132–141.
Malaysia Well-Being Index (2020), Eonomic Planning Unit (EPU) Retrieved from http://www.epu.gov.my
Mehta, P. (2020). Fake it or make it: employee well-being in emotional work settings. Benchmarking, 28(6), 1909–1933. https://doi.org/10.1108/BIJ-07-2020-0377
Murni, S., Khalisah, K. S., Nasir, M. A. M., Ibrahim, M. F., Noor, M. F. M., Sofian, A. I., … Bakar, N. A. S. A. (2018). The Impact of Knowledge Management on Employee’s Sense of Well-Being. Proceedings of the 2nd Advances in Business Research International Conference, 11(2), 359–368.
Ong, C. H., Lee, H. W., & Ramayah, T. (2018). Impact of brand experience on loyalty. Journal of Hospitality Marketing & Management, 27(07), 1–20.
Orgambídez-Ramos, A., & De Almeida, H. (2017). Work engagement, social support, and job satisfaction in Portuguese nursing staff: A winning combination. Applied Nursing Research, 36, 37–41.
Othman, A. K., Mahmud, Z., Noranee, S., & Noordin, F. (2018). Measuring employee happiness: Analyzing the dimensionality of employee engagement. Advances in Intelligent Systems and Computing, 739, 863–869.
Park, Y. K., Song, J. H., Kim, J., & Yoon, S. W. (2013). Learning organization and innovative behavior The mediating effect of work engagement. European Journal of Training and Development, 38(1/2), 75–94.
Ramayah, T., Hwa, C. J., Chuah, F., and Ting, H. (2018). “Partial least squares structural equation structural equation Modeling (PLS-SEM) using SmartPLS 3.0: an updated guide and practical guide to statistical analysis” in Handbook of Market Research (second) (Kuala Lumpur: Pearson Malaysia)
Ramayah, T., Jasmine, Y. A. L., Ahmad, N. H., Halim, H. A., & Rahman, S. A. (2017). Testing a Confirmatory model of Facebook Usage in SmartPLS using Consistent PLS. International Journal of Business and Innovation, 3(2), 1–14.
Robertson, I. T., & Cooper, C. L. (2010). Full engagement: The integration of employee engagement and psychological well-being. Leadership and Organization Development Journal, 31(4), 324–336.
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(4), 701–716.
Schaufeli, W. B., Salanova, M., Gon Alez-ro, 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.
Schaufeli, W. B., Taris, T. W., & Van Rhenen, W. (2008). Workaholism, Burnout, and Work Engagement: Three of a Kind or Three Different Kinds of Employee Well-being? Applied Psychology: An International Review, 57(2), 173–203.
Sharma, P. K., & Kumra, R. (2020). Examining the mediating role of work engagement on the relationship between workplace mindfulness and organizational justice and its association with well-being. South Asian Journal of Business Studies.
Shimazu, A., Schaufeli, W. B., Kamiyama, K., & Kawakami, N. (2015). Workaholism vs. Work Engagement: the Two Different Predictors of Future Well-being and Performance. International Journal of Behavioral Medicine, 22(1), 18–23.
Shuck, B., & Reio, T. G. (2014). Employee Engagement and Well-Being: A Moderation Model and Implications for Practice. Journal of Leadership and Organizational Studies, 21(1), 43–58.
Sulistyo, A. R., & Suhartini, S. (2019). The Role of Work Engagement in Moderating the Impact of Job Characteristics, Perceived Organizational Support, and Self-Efficacy on Job Satisfaction. Integrated Journal of Business and Economics, 3(1), 15.
Sustainable Development Goals, Economic Planning Unit (2021). Prime Minister’s Department Malaysia, https://www.epu.gov.my/en/sustainable-development-goals [Accessed January 4, 2021]
Zhang, X., Lin, Z., Liu, Y., Chen, X., & Liu, D. M. (2020). How do human resource management practices affect employee well-being? A mediated moderation model. Employee Relations, 42(4), 903–919.
Zheng, C., Molineux, J., Mirshekary, S., & Scarparo, S. (2015). Developing individual and organisational work-life balance strategies to improve employee health and wellbeing Connie. Employee Relations, 37(3), 354–379.
Published
2023-06-30
How to Cite
MAT KHAIRI, Siti Murni et al.
The Role of Work Engagement in Promoting Employee Well-Being in the Service Sector of Malaysia.
International Journal of Advanced Research in Economics and Finance, [S.l.], v. 5, n. 2, p. 129-144, june 2023.
ISSN 2682-812X.
Available at: <https://myjms.mohe.gov.my/index.php/ijaref/article/view/22454>. Date accessed: 13 oct. 2024.
Section
English Section
