The role of organizational virtue in the effect of work engagement on organizational health

Several issues including employees' knowledge, skills, morale and motivation play a significant role in reaching a healthy organizational structure, which is defined as the capacity of organizations to survive in the long term and adapt to innovations. Employees who do their work with energy, enthusiasm and passion and who consider that their organization promotes critical virtues such as honesty, trust and forgiveness have more positive contributions to organizational outputs. In this regard, the main purpose of this study is to determine the effect of work engagement on organizational health in employees and identify the role of organizational virtue in this effect. First, the main topics and concepts related to work engagement and organizational health were theoretically discussed. In this process, the concept of work engagement, the concept of organizational health, and the relationship between work engagement and organizational health were respectively examined. Next, the concept of organizational virtue, the relationship between work engagement and organizational virtue, and the relationship between organizational virtue and organizational health were respectively explained. Finally, the method, results, and findings of the study were clarified. The sample of the study included 1023 healthcare workers at state hospitals located in the provincial centers of Muş, Bitlis, and Van in Turkey. The data were collected using a data collection form including questions on demographic variables, the Work Engagement Scale (UWES), the Organizational Health Scale, and the Organizational Virtue Scale. Descriptive statistics, exploratory factor analysis, confirmatory factor analysis, and path analysis were used to analyze the collected data. A direct positive relationship was identified between work engagement and the concepts of organizational health and organizational virtue. It was also determined that work engagement had not only a direct effect on organizational health but also an indirect effect on organizational health via organizational virtue. Keywords: Work Engagement, Organizational Health, Organizational Virtue.