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This paper aims to identify digitally reflective employees as facilitators of digital work characteristics.

This conceptual paper focuses on developing a general micro-theoretical framework that clarifies digital reflection (DR). It integrates theoretical and empirical accounts from different management viewpoints on DR into one general micro-theoretical framework.

This research defines DR as an individual’s tendency to consider how digital work characteristics affect them and their organization.

The results indicate that firms wishing to introduce or maintain new digital work characteristics that positively impact human resources may profit from involving and promoting DR in the work design and human resources management processes.

This paper describes a DR framework that can help scholars and managers understand the mediating role of DR in the relationship between digital work characteristics and individual results.

Este documento identifica a los empleados digitalmente reflexivos como facilitadores de las características del trabajo digital.

Este documento conceptual se centra en el desarrollo de un marco micro-teórico general que aclara la reflexión digital. Integra relatos teóricos y empíricos desde diferentes puntos de vista de gestión sobre la reflexión digital en un marco micro-teórico general.

Esta investigación define la reflexión digital como la tendencia de un individuo a considerar cómo las características del trabajo digital los afectan a ellos y a su organización.

Este documento describe un marco de reflexión digital que puede ayudar a los académicos y gerentes a comprender el papel mediador de la reflexión digital en la relación entre las características del trabajo digital y los resultados individuales.

Los resultados indican que las empresas que deseen introducir o mantener nuevas características de trabajo digital que impacten positivamente en los recursos humanos pueden beneficiarse al involucrar y promover la reflexión digital en el diseño del trabajo y los procesos de gestión de recursos humanos.

Este documento identifica funcionários digitalmente reflexivos como facilitadores de características de trabalho digital.

Este documento conceitual se concentra no desenvolvimento de uma estrutura microteórica geral que esclarece o pensamento digital. Ele integra relatos teóricos e empíricos de diferentes pontos de vista de gestão sobre a reflexão digital em um quadro micro-teórico geral.

Esta pesquisa define a reflexão digital como a tendência de um indivíduo para considerar como as características do trabalho digital os afetam e sua organização.

Este documento descreve uma estrutura de reflexão digital que pode ajudar acadêmicos e gerentes a entender o papel mediador da reflexão digital na relação entre as características do trabalho digital e os resultados individuais.

Os resultados indicam que as empresas que desejam introduzir ou manter novos recursos de trabalho digital que impactam positivamente o RH podem se beneficiar do envolvimento e promoção do pensamento digital no design do trabalho e nos processos de gerenciamento de RH.

The purpose of the study is to investigate the effect of transformational leadership on creative performance in managers and the mediation effect of work engagement. The study also explores whether manager autonomy is a moderator of the model.

The authors captured information about transformational leadership, work engagement, creative performance and autonomy, using an experimental design and surveys among a sample of managers. They modeled the first-stage moderated mediation effect using Hayes' PROCESS macro.

The results confirm that transformational leadership is positively related to creative performance in managers. This mediation effect is partially explained by work engagement. Interestingly, autonomy was a significant moderator of the mediation effect.

The findings suggest that learning to practice transformational leadership will positively move companies to increase managers' work engagement and creative performance. These outcomes have been associated with higher productivity and long-term satisfaction, which are predictors of an organization's effectiveness.

This paper closes a gap between transformational leadership and job demands-resources (JD-R) theory by providing evidence on the effects of transformational leadership, work engagement and autonomy on managers' creative performance. The authors supplement existing empirical tests by adopting an experimental design to eliminate potential alternative explanations.

This study aims to validate the 17-item Utrecht Work Engagement Scale (UWES-17) within Public Primary Healthcare Centers, addressing the need for a reliable measure of work engagement among health workers.

This study conducted a validity and reliability analysis of the UWES-17 among community health workers in Chile, exploring its psychometric properties and structure, focusing on its three-factor structure and examining the causal relationships between work engagement dimensions.

The UWES-17 demonstrated a valid and reliable three-factor structure among Chilean health workers, with a significant construct dependence among its dimensions –vigor, dedication and absorption – highlighting their interrelated nature.

While validated for community health workers in Chile, the UWES-17’s applicability across healthcare settings and professions warrants further investigation.

The validated UWES-17 can guide human resource practices in assessing and enhancing work engagement among health workers, potentially improving employee well-being and performance.

Addressing work engagement and burnout among health workers is vital for a resilient healthcare system. This validated measure contributes to efforts to improve health worker well-being and healthcare service quality.

This study contributes a validated measure of work engagement specifically tailored to public primary healthcare centers, offering valuable insights for future research on health workers' well-being and performance. This research enhances the understanding of organizational dynamics within public healthcare settings.

The study aims to investigate the effect of autonomy on employee job performance and the mediation effect of engagement. It also explores whether an employee’s age moderates the model.

Data were collected through a face-to-face survey administered to various types of workers in their workplaces. The selection of companies was based on a database available at the university. Response rate was 35%, yielding 210 instruments with complete responses. Structural Equation Modeling was the chosen method for data analysis.

Results demonstrate a positive and significant relationship between autonomy and engagement as well as between engagement and job performance. Moreover, engagement plays a full mediating role in the relationship between autonomy and job performance. Additionally, while age does not moderate the relationship, it does have a differential impact on the mediation process.

The creation of management strategies focused on resources such as autonomy must be adapted according to seniority, with the purpose of enhancing employee engagement and performance in today’s organizations.

This paper closes a gap between autonomy and Job Demands-Resources theory by providing evidence on the effects of autonomy, engagement and age on job performance.