A multilevel job demands–resources model of work engagement: Antecedents, consequences, and boundary conditions

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2018-10-20 DOI:10.1080/08959285.2018.1531867

Shu-Ling Chen, Chih-Ting Shih, Nai‐Wen Chi

引用次数: 18

Abstract

ABSTRACT Grounded on the Job Demands–Resources model, the present study conducted 2 studies to test a multilevel model of work engagement. Using data from 606 leader–employee pairs taken from 40 gas stations of a petroleum company, and a 3-wave data from 145 service teams and 542 leader–employee pairs from a variety of service organizations, convergent evidence suggested that (a) the unit leaders’ autonomy-support climate and psychological capital lead to service performance through work engagement and (b) psychological capital could attenuate the positive effect of unit leaders’autonomy-support climate on work engagement. In addition, the unit leaders’ autonomy-support climate acts as a job resource for boosting work engagement when both workloads and emotional demands or job insecurity are high.

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工作参与的多层次工作需求-资源模型：前提、后果和边界条件

摘要基于工作需求-资源模型，本研究进行了两项研究，以检验工作投入的多层次模型。使用来自石油公司40个加油站的606对领导-员工的数据，以及来自各种服务组织的145个服务团队和542对领导–员工的3波数据，趋同证据表明：（a）单位领导的自主支持气氛和心理资本通过工作投入导致服务绩效；（b）心理资本可以减弱单位领导的自主权支持气氛对工作投入的正向影响。此外，当工作量和情绪需求或工作不安全感都很高时，单位领导的自主支持氛围可以作为提高工作参与度的工作资源。

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

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.

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