Libraries at University of Nebraska-Lincoln
Date of this Version
Spring 4-2-2024
Document Type
Article
Abstract
Work engagement is the most potent predictor of individual and organizational success. However, researchers have made no significant effort regarding this crucial issue of librarian work engagement in Pakistan. Therefore, the present study explores work engagement among Pakistani librarians and its impact on their job performance. The qualitative research involved interviewing five professional librarians aged between 30 and 45 years with professional experience of five years and above. The thematic nature of the interviews was conducted online with the main aim of understanding factors that affect work engagement. The findings revealed multiple work engagement determinants, notably influencing job performance.
The result of the present study was in line with findings from past research, which indicated that work engagement is a construct conceptualized by the three concepts—vigor, dedication, and
absorption. It was also indicated that personal adaptability, confidence, job characteristics, and leadership styles could influence an individual level of engagement. Highly engaged employees performed better in tasks and contextual performance, such as innovation, timeliness, and contribution to organizational success. However, IT influence created anxiety and feelings of being left behind, negatively affecting engagement. Overall, it would be more accurate to state that what this study has brought to the literature is the multidimensional nature of work engagement and how it corresponds with various dimensions related to both employee and organizational outcomes. Other factors, such as IT change, can, on the other hand, be a positive influence on engagement.
This study has contributed valuable insight into factors influencing librarians' work engagement. The current finding of the study suggests important implications for managing libraries, practices related to HR, and future research work. When the organization, through its management and policies, provides autonomy, variety, support, and growth opportunities, it will create an engaging work environment. Besides, leadership is motivated towards adaptability and committees during the change. This outcome suggests that some management and HR initiatives would also be able to improve the level of librarian engagement. Further research can be done on this study in more detail to find out the engagement determinants for Pakistani library and information professionals. The insights can help guide evidence-based policies to improve engagement and associated outcomes.
Comments
Corresponding Author: Mohamad Noorman Masrek