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Confidence as a Buffer Against Covid-19 Stigma: Enhancing Employee Engagement Among Recovered Individuals
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Confidence as a Buffer Against Covid-19 Stigma: Enhancing Employee Engagement Among Recovered Individuals
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Confidence as a Buffer Against Covid-19 Stigma: Enhancing Employee Engagement Among Recovered Individuals
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Journal Article
Confidence as a Buffer Against Covid-19 Stigma: Enhancing Employee Engagement Among Recovered Individuals
2024
Overview
Post-pandemic times have brought the challenge of declined, yet continued Covid-19 cases among the working Pakistani workforce. Social stigma related with Covid-19 and deteriorated employee engagement in such individuals is plausible. As employee engagement is an important indicator of individual and organizational success, elucidating factors that enhance the possible damaged engagement among socially stigmatized Covid-19 individuals remains an enigma for managers and practitioners. Drawing on the Social Determination Theory, (SDT) the present study hypothesizes that employee engagement in Covid-19 recovered, socially stigmatized working individuals is buffered by (employee) confidence. Several earlier studies that have probed into antecedents of employee engagement have largely focused on work-related aspects, while social aspects including social stigmatization and buffering mechanisms that underlie these effects have been overlooked. To address these literature gaps, this study investigates employee engagement as an outcome of Covid-19 related stigma and also investigates confidence as a moderator of the Covid-19 related stigma- employee engagement relationship. Employing a correlational framework using purposive sampling, data were obtained from 133 working individuals who had been tested positive with Covid-19 in public and private hospitals and health centers of Pakistan during November 2022 till March 2024, had completely recovered and joined their professional lives. Results confirmed study hypotheses, suggesting that stigma related to Covid-19 damages employee engagement, and that confidence is a moderator of this relationship. Such individuals and their managers need to collaboratively work in order to reduce effects of this social stigma and undo its negative effects on employee engagement. Theoretical and practical implication, future research suggestions are also offered at the end.
