The drivers of work engagement: A meta-analytic review of longitudinal evidence

IF 5.6 2区心理学 Q1 PSYCHOLOGY, APPLIED

Work and Stress Pub Date : 2020-07-02 DOI:10.1080/02678373.2019.1686440

T. Lesener, B. Gusy, Anna Jochmann, C. Wolter

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引用次数: 63

Abstract

ABSTRACT Work engagement is currently one of the most popular outcomes in occupational health psychology. According to the motivational process within the job demands-resources (JD-R) framework, job resources stimulate work engagement, which in turn fosters job performance. While the general positive impact of job resources on work engagement is well established, it remains unclear how different types of job resources differentially predict work engagement over time. In our meta-analytic review, we identified 55 longitudinal studies that investigate the impact of various job resources on work engagement. To uncover the drivers of work engagement, we examined the differential impact of job resources on work engagement at group level, leader level, and organisational level via meta-analytic structural equation modelling. The findings suggest that job resources at each of the three levels predict work engagement over time. However, organisational-level resources (reflecting how the work is organised, designed and managed) contribute much more strongly to work engagement than group-level, and leader-level resources. All three levels of job resources and work engagement are highly stable. We advocate for interventions at any of the three levels. However, interventions at the organisational-level are most promising for enhancing work engagement and we thus strongly recommend strengthening those job resources.

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工作投入的驱动因素:纵向证据的元分析综述

工作投入是目前职业健康心理学中最受欢迎的结果之一。根据工作需求资源（JD-R）框架内的动机过程，工作资源刺激工作参与，进而促进工作绩效。虽然工作资源对工作投入的总体积极影响已经得到很好的证实，但随着时间的推移，不同类型的工作资源如何不同地预测工作投入仍不清楚。在我们的元分析综述中，我们确定了55项纵向研究，这些研究调查了各种工作资源对工作投入的影响。为了揭示工作参与的驱动因素，我们通过元分析结构方程模型研究了工作资源对团队层面、领导者层面和组织层面工作参与的差异影响。研究结果表明，三个级别的工作资源都可以预测一段时间内的工作参与度。然而，组织层面的资源（反映工作是如何组织、设计和管理的）对工作参与的贡献要比团队层面和领导者层面的资源大得多。这三个层次的工作资源和工作参与度都非常稳定。我们主张在这三个层面中的任何一个层面进行干预。然而，组织层面的干预措施对提高工作参与度最有希望，因此我们强烈建议加强这些工作资源。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Work and Stress PSYCHOLOGY, APPLIED-

CiteScore

11.70

自引率

3.30%

发文量

期刊介绍： Work & Stress is an international, multidisciplinary quarterly presenting high-quality papers concerned with the psychological, social and organizational aspects of occupational health and well-being, and stress and safety management. It is published in association with the European Academy of Occupational Health Psychology. The journal publishes empirical reports, scholarly reviews and theoretical papers. It is directed at occupational health psychologists, work and organizational psychologists, those involved with organizational development, and all concerned with the interplay of work, health and organisations. Research published in Work & Stress relates psychologically salient features of the work environment to their psychological, behavioural and health consequences, focusing on the underlying psychological processes. The journal has become a natural home for research on the work-family interface, social relations at work (including topics such as bullying and conflict at work, leadership and organizational support), workplace interventions and reorganizations, and dimensions and outcomes of worker stress and well-being. Such dimensions and outcomes, both positive and negative, include stress, burnout, sickness absence, work motivation, work engagement and work performance. Of course, submissions addressing other topics in occupational health psychology are also welcomed.